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Speak up Be heard: Human Resources
Salary Pay
Employee salary minimum should start at $50,000 and higher because taxes and retirement leave us struggling to afford ends meat.
ASU is committed to providing total rewards (base pay, benefits, work-life balance, career development opportunities, and recognition programs) that are competitive and allow the university to attract and retain talented workers. As with most organizations, ASU reviews and evaluates a multitude of surveys encompassing pay and benefits to ensure our total rewards program is market aligned and competitive. In doing so, we are able to evaluate changes in the marketplace and proactively adjust our offerings to remain competitive.
Salary adjustments
Salaries have remained stagnant, despite the overwhelming increase in post pandemic cost of living. Can the University consider salary adjustments to reflect the current market and retain talented faculty and staff? Excellent employees are leaving the University and finding better pay elsewhere.
TBD
Domestic Partner Benefits
As a queer person and a fairly recent ASU hire, I was surprised to learn that ASU does not offer domestic partner benefits. I know University of Arizona offers its employees full benefits for domestic partners, as do many Arizona cities such as Phoenix, Tucson, Scottsdale, and Tempe. Has ASU considered adding such benefits?
As an inclusive institution, we strive to provide a supportive environment for all our employees. Regarding the availability of domestic partner benefits, it is important to note that the State of Arizona governs health insurance coverage for ASU employees. Unfortunately, the state does not currently allow for the inclusion of domestic partner benefits in our health insurance plans. This limitation is not specific to ASU but applies to all state institutions and organizations operating within Arizona. While organizations in other locations may offer domestic partner benefits to their employees, it's important to consider that different jurisdictions may have varying regulations and requirements. At ASU, we continuously evaluate our benefits package to ensure that it meets the needs of our diverse workforce. We appreciate your feedback and will certainly consider it as we review and explore potential enhancements to our benefits program. Please be sure to stay connected with the ASU Total Rewards Department for updates and announcements about any changes or additions to our benefits offerings. As an inclusive institution, we remain dedicated to providing a supportive environment for all employees at ASU, despite the current limitations imposed by state regulations.
Reflecting market wages
ASU has seen incredible turnover the past year and is failing to meet market expectations for swaths of job roles, from Engineering to Communications. How can we ensure our wages are not only appropriate for our role but also the tremendous cost of living increases/inflation?
Thank you for your question. The executive committee is aware of general living costs in our market and pressure on wages. College and unit leadership are entrusted with addressing pay concerns, as appropriate and based on available funding. We acknowledge and understand that there is still work to be done. Please contact your internal HR department or your OHR Partner for further assistance. You may contact your OHR Partner by accessing the following link https://cfo.asu.edu/ohr-partners