Administrators in Higher Education Salary Survey

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1 Administrators in Higher Education Salary Survey For the Academic Year 2013 College and University Professional Association for Human Resources 1811 Commons Point Drive Knoxville, TN

2 Acknowledgments Publication of the Administrators in Higher Education Salary Survey marks the 46th year for this survey, previously known as the Administrative Compensation Survey. Results for this year s redesigned survey reflect the salaries of 55,017 administrators in 190 senior-level administrative positions at 1,251 colleges and universities nationwide, making it a key resource for salary-related decisions in the higher education community. Special thanks are owed to Barbara Carroll, associate vice chancellor for human resources at North Carolina State University, for the expertise, resources and extensive hands-on support she provided in the redesign of the salary surveys. Her participation made a very difficult effort far less so. We also wish to thank the many members of CUPA-HR whose advice and input on the redesign was invaluable. And we want to thank Peerfocus, Inc., our partner and collaborator in SurveysOnLine, for reprogramming the online surveys and reports in a very short period of time. In the CUPA-HR association office, our research department staff coordinated and reviewed all aspects of survey analysis and report production. To ensure the accuracy of data, the research staff worked closely with the many human resource and institutional research professionals responsible for completing the survey. The efforts of these individuals are greatly appreciated. Andy Brantley President and Chief Executive Officer CUPA-HR RESEARCH STAFF Ray Chip Sizemore, Ph.D. Maria Rodriguez-Calcagno, Ph.D. Suzi Bowen, M.A. Director of Research Research Manager Research Coordinator ADMINISTRATORS IN HIGHER EDUCATION SALARY SURVEY 2013 by the College and University Professional Association for Human Resources (CUPA-HR) All rights reserved. No information in this book may be reproduced in any form for any purpose without written consent of the College and University Professional Association for Human Resources. Inquiries may be directed to CUPA-HR Research. The CUPA-HR logo is a registered trademark of the College and University Professional Association for Human Resources. Centerpoint Commons, 1811 Commons Point Drive, Knoxville, TN Data Reflect Salaries as of November 1, 2012 Publication Date: February CUPA-HR Administrators In Higher Education Salary Survey

3 Contents Acknowledgments 2 List of Salary Tables 4 Introduction 5 Survey Content 6 Profile of Participating Institutions 7 Chief HR Officer Reporting Relationship 8 Executive Benefits Salary Increases Overall and by Affiliation Salary Increases by Carnegie Class Salary Increases by Job Category 12 Survey Methodology 13 Definitions 13 Data Specifications 14 Accessing Survey Results 16 Salary Tables 18 Budget and Enrollment Quartiles 19 General Tables 20 Budget and Enrollment Quartile Tables 26 Salary Percentile Tables 65 Appendices Demographic Tables Census Region Table 122 Appendix A: Responding Institutions A CUPA-HR Administrators In Higher Education Salary Survey

4 Note: In this Executive Summary only Table 2 is provided. The full report with all tables listed below can be purchased at List of Salary Tables (Un-Weighted Data) Table # Title Page # General Tables 1 Median Salary by Affiliation All Institutions 20 2 Median Salary by Carnegie Classification 2010 All Institutions 23 Budget and Enrollment Quartile Tables 3 Median Salary by Budget Quartile All Institutions 26 4 Median Salary by Enrollment Quartile All Institutions 29 5 Median Salary by Enrollment Quartile Public Institutions 32 6 Median Salary by Enrollment Quartile Private Non-Religious Institutions 35 7 Median Salary by Enrollment Quartile Private Religious Institutions 38 8 Median Salary by Budget Quartile Public Institutions 41 9 Median Salary by Budget Quartile Private Institutions Median Salary by Budget Quartile Private Non-Religious Institutions Median Salary by Budget Quartile Private Religious Institutions Median Salary by Budget Quartile Doctorate-Granting Institutions Median Salary by Budget Quartile Master s Institutions Median Salary by Budget Quartile Baccalaureate Institutions Median Salary by Budget Quartile Associate s Institutions 62 Salary Percentile Tables 16 Salary Percentiles All Institutions Salary Percentiles Public Institutions Salary Percentiles Private Institutions Salary Percentiles Private Non-Religious Institutions Salary Percentiles Private Religious Institutions Salary Percentiles Doctorate-Granting Institutions Salary Percentiles Master s Institutions Salary Percentiles Baccalaureate Institutions Salary Percentiles Associate s Institutions Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Demographic Tables 33 Median Salaries of Males Compared to Females Median Salaries of Minorities Compared to Non-Minorities 119 Census Region Table 35 Median Salaries by Census Region CUPA-HR Administrators In Higher Education Salary Survey

5 Introduction CUPA-HR s Administrators in Higher Education Salary Survey collects salary data for 190 positions with primary assignments requiring management of the institution or of a customarily recognized division within it. All positions are FLSA Exempt. This survey replaces the Administrative Compensation Survey. All survey positions are matched in the worksheets to BLS Standard Occupational Classification (SOC) codes to assist institutions in completing the new IPEDS reporting requirements. The survey is designed to help administrators effectively manage their human resource costs by providing a broad range of salary data with which to evaluate current pay level and plan compensation budgets. Our new Professionals in Higher Education Salary Survey provides comparable data for 275 functional professional positions with primary assignments and responsibilities requiring professionallevel expertise and work in a specific functional area, such as academic or student services, facilities management, human resources, information technology, athletics, etc. It replaces the Mid-Level Administrative and Professional Salary Survey. Survey Positions Positions in the Administrators Survey are grouped into the six categories shown below. Administrators Survey Position Categories Top Executive Officers Senior Institutional Officers Academic Deans Institutional Administrators Heads of Divisions, Departments & Centers Academic Associates/Assistant Deans Positions are selected on the basis of ongoing analyses of the different administrative positions found at higher education institutions. The Administrators Survey includes 183 positions previously covered in the Administrative Compensation Survey (AdComp), plus 7 new positions. Seventy-six (76) positions that were part of the AdComp Survey are now reported in the new Professionals in Higher Education Salary Survey, and data are no longer being collected for 28 additional positions with low response rates. Go to to download the positions descriptions document. New Positions [117000] Chief Extension/Engagement Officer [169010] Chief Veterinary Hospital Administrator [179030] Deputy Chief Research Officer [187020] Chief of Staff to System or Institution CEO [194010] Deputy Chief Financial Officer [194150] Deputy Chief Budget Officer [301040] Chief HR Officer, College/Division 2013 CUPA-HR Administrators In Higher Education Salary Survey

6 Survey Content The Administrators Survey collects both institution-specific and position-specific data. Institutional data are used primarily to create comparison groups for reports and in DataOnDemand, our real-time data analysis tool. The following data are available for each institution. Pre-Loaded Reported by Participants Institution Name Institution Type single unit, campus within a system, system office Carnegie Classification 2010 Affiliation public, private, private religious, independent, for profit Level of instruction undergraduate, graduate, both NCAA division Operating budget for Student Enrollment Fall fulltime, part-time, FTE Faculty Size Fall full-time, parttime, FTE Faculty Number by Tenure Status Staff Size Fall full-time, parttime, FTE Union Representation of Faculty or Staff Metropolitan Statistical Area (MSA) The following data are collected for each position in the survey. Gender and ethnicity data are only collected for single incumbent positions. Prior to , the survey asked whether the incumbent was a minority or non-minority. This simpler breakdown is still available in the database, with minority including everyone not reported as White (not Hispanic or Latino). Current number of incumbents Annualized 12-month salary as of November 1, 2012 Gender Ethnicity - American Indian/Alaska Native - Asian - Black or African American - Hispanic or Latino - Hawaiian or Other Pacific Islanders - Two or more races - Unknown - White (not Hispanic or Latino) 2013 CUPA-HR Administrators In Higher Education Salary Survey

7 Profile Of Participating Institutions This year s Administrators Survey was completed by 1,251 higher education institutions. Appendix A lists survey participants in alphabetical order, along with each institution s Unit ID, 2010 Carnegie Classification, affiliation, structure and state. As the chart below shows, public institutions comprise 47% (592) of the respondents, and private institutions 53% (659). The latter includes slightly more non-religious (29% / 293) than religiously affiliated (24% / 366) institutions. % Distribution of Survey Respondents by Affiliation Private Religious 24% Public 47% Private Non-Religious 29% In terms of the 2010 Carnegie Classification, Master s colleges and universities are the largest group of participants at 30.4% (381), with private institutions making up slightly more than half of the group (17.7%). Baccalaureate and Associate s colleges comprise about 19.9% and 3.5% of the respondents respectively; the former are almost all private and the latter are almost all public. Doctorate-granting institutions make up 18.8% (235) of the respondents; more than two-thirds are public. Special Focus institutions (which include system offices) are the smallest segment of respondents at 11.6% (145). Distribution of Survey Respondents by 2010 Carnegie Classification & Affiliation Public Private N=1, Doctoral Master s Baccalaureate Associate s Special Focus CUPA-HR Administrators In Higher Education Salary Survey

8 Chief HR Officer Reporting Relationship Survey respondents were asked to indicate the position to which their Chief Human Resources Officer [127000] reports. As the table below shows, 47.3% said their CHRO reports to the Chief Business Officer while 24.5% said the CEO. After these two positions, the percentages drop to single digits, with 7.3% indicating the Executive Vice President/Vice Chancellor, 6.3% the Chief Financial Officer and 3.9% the Chief Administrative Officer. These percentages are similar to those reported in the prior two years. CUPA-HR Administrators Salary Survey Chief Business Officer [107000] CEO/President/Chancellor [100000/ ] Executive Vice President/Vice Chancellor [102000] Chief Financial Officer [123000] Chief Administrative Officer [162000] Chief Legal Affairs Officer [137000] Chief Academic Officer/Provost [105000] Chief of Staff to CEO [187020] Other Total N % 47.3% 24.5% 7.3% 6.3% 3.9% 1.2% 1.0% 0.8% 7.7% 100.0% 2013 CUPA-HR Administrators In Higher Education Salary Survey

9 Executive Benefits As part of the new Administrators Survey, institutions were asked whether they provide selected executives any of five executives only benefits/perks not available to all employees. Response options were no, partial support, yes. As expected, the CEO is the most likely to receive all of these benefits. While the percentages are relatively low, the benefit most frequently available to the other positions is a performance-based incentive opportunity. A fair percentage of the Chief Development Officers also received a car or car allowance and club membership. Position Housing Car or Car Allowance Club Membership Deferred Compensation Program Performance- Based Incentive Opportunity CEO/President, System [100000] 50.6% No 12.5% Partial 36.9% Yes N = % No 14.1% Partial 41.3% Yes N = % No 4.6% Partial 22.8% Yes N = % No 10.2% Partial 18.9% Yes N = % No 20.7% Yes N = 362 CEO/Pres/Chan Single Institution or Campus Within a System [101000] 38.4% No 14.4% Partial 47.3% Yes N = % No 17.7% Partial 51.6% Yes N = % No 3.3% Partial 31.6% Yes N = % No 12.1% Partial 26.3% Yes N = % No 26.3% Yes N = 898 Executive Vice President/Vice Chancellor [102000] 96.2% No 1.5% Partial 2.3% Yes N = % No 6.3% Partial 9.7% Yes N = % No 2.1% Partial 6.8% Yes N = % No 6.2% Partial 6.5% Yes N = % No 9.0% Yes N = 389 Chief Academic Affairs Officer/ Provost [105000] 95.2% No 1.9% Partial 2.9% Yes N = % No 7.0% Partial 6.9% Yes N = % No 2.1% Partial 6.4% Yes N = % No 6.5% Partial 6.7% Yes N = % No 13.5% Yes N = 901 Chief Business Officer [107000] 98.0% No 0.9% Partial 1.1% Yes N = % No 5.7% Partial 7.9% Yes N = % No 2.1% Partial 5.7% Yes N = % No 6.6% Partial 7.6% Yes N = % No 11.7% Yes N = 821 Chief Athletic Administrator [109000] 98.4% No 0.8% Partial 0.8% Yes N = % No 6.1% Partial 13.2% Yes N = % No 2.0% Partial 8.8% Yes N = % No 5.5% Partial 5.6% Yes N = % No 15.1% Yes N = 708 Chief Development/ Advancement Officer [113000] 97.0% No 1.3% Partial 1.7% Yes N = % No 10.6% Partial 19.3% Yes N = % No 3.0% Partial 14.5% Yes N = % No 6.2% Partial 7.2% Yes N = % No 15.3% Yes N = CUPA-HR Administrators In Higher Education Salary Survey

10 Salary Increases Overall and by Affiliation Approximately 90% (1,124) of the institutions participating in the Administrators Survey also completed the Administrative Compensation Survey. A position-by-position analysis of the salaries reported by these institutions in both years show that the median salary increase was 2.3%. 1 The median increase for public institutions was 2.0%, while for private institutions it was 2.5%. According to the Bureau of Labor Statistics, the annual Consumer Price Index for all urban consumers [CPI-U] in 2012 was 2.1% higher than in As such, the median salary increase this year was slightly better than inflation for all institutions combined, about the same as inflation for the publics and better than inflation for the privates. % Median Salary Increase Overall and by Affiliation Current and Prior Three Years * *Survey years reported in table: 09-10, 10-11, 11-12, Method of Calculating Median Salary Increase: Percent change is determined for each pair of salaries reported by institutions for the current and prior year, and the median of the percent change is calculated Overall Public Private CUPA-HR Administrators In Higher Education Salary Survey

11 Salary Increases by Carnegie Class Doctoral and Associate s institutions had the highest median salary increases at 2.5% each, followed by Baccalaureates at 2.2%. For both Master s and Special Focus institutions increases were 2.0%. While differences between private and public institutions are not as great they have been in recent years, median increases were still greater at the privates institutions particularly at Master s and Doctoral institutions. % Median Salary Increase by Classification Current and Prior Three Years * Doctoral Master s Baccalaureate Associate s Special Focus *Survey years reported in table: 09-10, 10-11, 11-12, % Median Salary Increase to by Classification and Affiliation Doctoral Master s Baccalaureate Associate s Special Focus All Public Private CUPA-HR Administrators In Higher Education Salary Survey

12 Salary Increases by Job Category The median salary increase was 2.0% to 2.5% for all job categories. However, the privates institutions continued to outperform the publics across the board. This is most evident for Top Executives where the median increase at private institutions was 2.5% versus 1.0% at public institutions. % Median Salary Increase by Job Category Current Year Top Executive Officer Senior Institutional Officer Institutional Administrator Head Divs, Depts & Centrs Deans Associate Deans % Median Salary Increase to by Job Category and Affiliation Top Executive Officers Senior Institutional Officers Institutional Administrators Heads Divisions, Departments & Centers Deans Associate Deans All Public Private CUPA-HR Administrators In Higher Education Salary Survey

13 Survey Methodology The Administrators Survey is conducted entirely on the web using SurveysOnLine (SOL), CUPA- HR s web-based data collection and reporting system. This year s survey opened for data collection on October 2, 2012 and closed on January 25, An Upload Option was available that allowed respondents to upload a file of salary data to SOL, saving the effort of manually keying each item. If available, last year s reported salary data were provided on this year s questionnaire to aid in survey completion. Interactive FTE calculation worksheets were also available to help institutions calculate fulltime equivalent student enrollment, as well as faculty and staff figures. Thousands of real-time and server-side validation checks are built into the questionnaire. These checks flag data that are significantly different from data reported last year by an institution, or that are extremely low or high. A final validation check flags computational and other potential errors. In order to submit its survey, an institution has to correct all fatal errors and correct or annotate all serious errors. The validation checks streamline the data cleaning process and allow significantly faster turnaround time for results. All data submitted by institutions for the survey will be available online for the next five years. After that, the data will be archived, but still accessible upon request. Definitions Budget Quartiles: To compute the quartiles, the budgets reported by each institution were ranked from low to high. One-quarter of the institutions were then included in each quartile. The budget ranges for each quartile are listed in the column headings of applicable report tables. Enrollment Quartiles: To compute the quartiles, the enrollments reported by each institution were ranked from low to high. One-quarter of the institutions were then included in each quartile. The enrollment ranges for each quartile are listed in the column headings of applicable report tables. Percentile Ranks: To compute percentiles, each institution s average salary is counted once, ranked from low to high, and then split at the following points: 20th percentile: 20% of all reported salaries equal or fall below this value. 40th percentile: 40% of all reported salaries equal or fall below this value. 50th percentile (Median): 50% of all reported salaries equal or fall below this value. The median is considered a more reliable measure than the mean (arithmetic average) in distributions containing a few extremely high or low numbers. 60th percentile: 60% of all reported salaries equal or fall below this value. 80th percentile: 80% of all reported salaries equal or fall below this value CUPA-HR Administrators In Higher Education Salary Survey

14 Data Specifications Respondents were asked to observe the following specifications in reporting their data: Salaries are those in effect as of November 1, Salaries are at an annualized, full-time rate; they reflect actual cash earnings only (except for housing positions), excluding any services contributed without charge. Enrollment and budget figures are for the operating year Enrollment is as of the institution s official fall reporting date or October 15. Faculty and staff size are as of November 1, Enrollment is stated in terms of full-time equivalent students. For the few institutions that did not report this data, other sources were found for this data or last year s survey submission was used, if available. Budget figures represent total operating budget for the fiscal year for educational and general operations and auxiliary enterprises, including research funds and funded student aid. It does not include unfunded student aid (discounts) or capital funds. Prior to the survey, unfunded aid was included. Most institutions reported budget information. For those few that did not, other sources were found for this data or last year s survey submission was used, if available. The 2010 Carnegie Classification is used in this report to categorize institutions into five groups based on their degree-granting activities. The last group, Special Focus Institutions, is not broken out separately in the Carnegie-related tables, but is included in the final All Institutions column. In DataOnDemand, institutions (including Special Focus) are classified by both group and sub-group. - Doctorate-Granting Universities. Includes institutions that award at least 20 doctoral degrees per year (excluding doctoral-level degrees that qualify recipients for entry into professional practice, such as the JD, MD, PharmD, DPT, etc.). Excludes Special Focus Institutions and Tribal Colleges. > RU/VH: Research Universities (very high research activity) > RU/H: Research Universities (high research activity) > DRU: Doctoral/Research Universities - Master s Colleges and Universities. Generally includes institutions that award at least 50 master s degrees and fewer than 20 doctoral degrees per year. (Some institutions above the master s degree threshold are included among Baccalaureate Colleges, and some below the threshold are included among Master s Colleges and Universities. Excludes Special Focus Institutions and Tribal Colleges). > Master s/l: Master s Colleges and Universities (larger programs) > Master s/m: Master s Colleges and Universities (medium programs) > Master s/s: Master s Colleges and Universities (smaller programs) - Baccalaureate Colleges. Includes institutions where baccalaureate degrees represent at least 2013 CUPA-HR Administrators In Higher Education Salary Survey

15 10 percent of all undergraduate degrees and that award fewer than 50 master s degrees or 20 doctoral degrees per year. (Some institutions above the master s degree threshold are also included. Excludes Special Focus Institutions and Tribal Colleges). > Bac/A&S: Baccalaureate Colleges Arts & Sciences > Bac/Diverse: Baccalaureate Colleges Diverse Fields > Bac/Assoc: Baccalaureate/Associate s Colleges - Associate s Colleges. Includes institutions where all degrees are at the associate s level, or where baccalaureate degrees account for less than 10 percent of all undergraduate degrees. Excludes institutions eligible for classification as Tribal Colleges or Special Focus Institutions. > Assoc/Pub-R-S: Associate s Public Rural-serving Small > Assoc/Pub-R-M: Associate s Public Rural-serving Medium > Assoc/Pub-R-L: Associate s Public Rural-serving Large > Assoc/Pub-S-SC: Associate s Public Suburban-serving Single Campus > Assoc/Pub-S-MC: Associate s Public Suburban-serving Multicampus > Assoc/Pub-U-SC: Associate s Public Urban-serving Single Campus > Assoc/Pub-U-MC: Associate s Public Urban-serving Multicampus > Assoc/Pub-Spec: Associate s Public Special Use > Assoc/PrivNFP: Associate s Private Not-for-Profit > Assoc/PrivFP: Associate s Private For-Profit > Assoc/Pub2in4: Associate s Public 2-Year Colleges under Universities > Assoc/Pub4: Associate s Public 4-Year, Primarily Associate s > Assoc/PrivNFP4: Associate s Private Not-for-Profit 4-Year, Primarily Associate s > Assoc/PrivFP4: Associate s Private For-Profit 4-Year, Primarily Associate s - Special Focus Institutions. Institutions awarding baccalaureate or higher-level degrees where a high concentration of degrees is in a single field or set of related fields. Excludes Tribal Colleges. > Spec/Faith: Theological seminaries, Bible colleges; other faith-related institutions > Spec/Medical: Medical schools and medical centers > Spec/Health: Other health profession schools > Spec/Eng: Schools of engineering > Spec/Tech: Other technology-related schools > Spec/Bus: Schools of business and management > Spec/Arts: Schools of art, music, and design > Spec/Law: Schools of law > Spec/Other: Other special-focus institutions 2013 CUPA-HR Administrators In Higher Education Salary Survey

16 Accessing Survey Results CUPA-HR s salary surveys are excellent support tools for your benchmarking and planning processes. Each of our surveys affords you the ability to compare your institution s salaries for specific positions to those of your peer or aspiration institutions and to higher education as a whole, thus providing the basis for informed decisions. Results for the Administrators Survey can be accessed in three ways. Survey Report The survey report (this document) is published electronically in PDF format only. It provides an easyto-read, national-level summary of salaries by position. Salary data are shown for all institutions as a whole, and for groupings based on affiliation, budget size, student enrollment and 2010 Carnegie classification. It also includes salary comparisons by gender and minority status. Salary Comparisons: Dividing your institution s salaries by those reported in the survey will give you a good indication of how much more or less you are paying for the same position than other institutions. DataOnDemand (DOD) DOD is a hands-on application that gives institutions and up to six specified users direct access to survey data from the date of purchase until the end of January of the following year. Users also have access to results for that survey from the prior four years. DOD is a great value as you can conduct your own analyses any time you want and as often as you want, using peer comparison groups that you create. Use of DOD is limited only by the five restrictions in place to protect confidentiality: - No salary data are linked to a given institution (other than where a user has permission to see his or her institution s data). - No salary data are reported for positions with fewer than five responding institutions. - Each comparison group must include a minimum of eight institutions that participated in the survey. - Each comparison group created must differ by at least three institutions from all other existing and deleted comparison groups. - The weighted data option provides salary data only for positions with five or more responding institutions and in which all responding institutions comprise 25.0% or less of position incumbents. If a position has at least 5 responding institutions but one institution represents more than 25% of the incumbents, salary data are not reported. Using DOD is easy. In most instances, all you have to do is create your comparison group and run one or more of the Administrators Survey standard reports we have created to meet your informational needs. Where appropriate, reports can be produced using either un-weighted or weighted data. Output formats are HTML, Excel or PDF CUPA-HR Administrators In Higher Education Salary Survey

17 Single Position Report: Provides average, median, actual minimum and actual maximum salary for one position. Multi-Position Report: Provides average, median, average minimum and average maximum salary for multiple positions. Ordinal Rank Report: Provides an anonymous listing of the average salary reported for positions by each responding institution, and the un-weighted or weighted average salary by position. Trend Report: Allows you to see the percentage change in your salaries by position from a prior year to a second year (e.g. the current year) and comparable percentage change statistics for a selected set of peer institutions. Multi-Position Demographic Report: Provides salary data by minority/non-minority status and gender for single incumbent positions. Aging Option: Allows you to run DOD reports and see estimated results had the data been collected at a different point in time (the Aging Date). You can age data from the day after the report as of date (i.e. from November 1, 20XX) to as far ahead as January 1, 2014 roughly the time when a new year s worth of survey data are released. Aging is based on a projected annual rate of increase for the survey year and a portion of the subsequent year. The same rate is used for both years and there is no compounding In addition to the above, you also can create slide shows and presentations, and even conduct your own informal Geographical Statistical Area (GSA) analyses by using the New Group Wizard to create comparison groups based on Metropolitan Statistical Areas. For a detailed description of DOD, go to DOD is available to all higher education institutions, regardless of survey participation. Institutions may have multiple users for each DOD subscription. For maximum value, we recommend purchasing a survey report and access to DataOnDemand. We offer discount pricing for purchases of multiple reports and multiple subscriptions to DOD. Whether you are part of an institution, system, or consortium you can use these discounts to reduce your overall costs. Special Studies Special studies are custom reports produced by the CUPA-HR research staff, based upon selection criteria specified by you, but subject to the same restrictions noted above. We conduct special studies upon request, but DOD provides a far greater value for the money. The format for special studies is the same as DOD standard reports. We do not offer discounts for special studies. Geographical Statistical Area (GSA) Report: The CUPA-HR research staff can also produce a GSA Report upon request. This report presents higher education-specific, geographically-based salary data as weighted averages within Metropolitan Statistical Areas (MSA) as defined by the U.S. Government. GSA reports are used by compensation administrators to review salary data pertinent to the local labor market and by international educators to determine prevailing wages for specific job codes as part of the H-1B Visa process. The format for the GSA report is the same as DOD standard reports. Go to to order reports and DataOnDemand and Special Studies CUPA-HR Administrators In Higher Education Salary Survey

18 Salary Tables Salary tables report median salary and salary percentiles. The median divides salaries in half 50% of all reported salaries fall above or below this salary. The median is considered a more reliable measure than the mean (arithmetic average) in distributions containing a few extremely high or low numbers. To ensure compliance with Department of Justice Guidelines for Safe Harbor, all salary tables included in this document report un-weighted rather than weighted salary data and data is reported only for positions having at least five responding institutions. The same is true for DataOnDemand (DOD) reports. Weighted data reports are still available as a user selected option in DOD. However, the weighted data option provides salary data only for positions with five or more responding institutions and in which no responding institution comprises more than 25% of position incumbents. If a position has at least five responding institutions but one institution represents more than 25% of the incumbents, salary data is not reported. To read a summary of the guidelines go to and select Statement 6. These changes were implemented with our survey results. Go to to download the positions descriptions document CUPA-HR Administrators In Higher Education Salary Survey

19 Note: In this Executive Summary only Table 2 is provided. The full report with all tables listed below can be purchased at Budget and Enrollment Quartiles for 2013 Budget and Enrollment Quartiles for All Administrators Survey Participants Quartile 1 Quartile 2 Quartile 3 Quartile 4 Budget <$39,568,638 $39,568,638-$85,213,000 $85,213,001-$212,772,595 >$212,772,595 Enrollment <1,721 1,721-3,423 3,424-9,427 >9,427 Budget Quartiles for Administrators Participants by Affiliation Quartile 1 Quartile 2 Quartile 3 Quartile 4 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Public <$58,497,733 $58,497,733-$144,432,636 $144,432,637-$451,116,213 >$451,116,213 Private Non-Religious <$34,059,747 $34,059,747-$75,597,000 $75,597,001-$148,600,000 >$148,600,000 Private <$32,200,807 $32,200,807-$61,158,352 $61,158,353-$119,706,718 >$119,706,718 Private Religious <$28,900,001 $28,900,001-$50,913,000 $50,913,001-$84,000,000 >$84,000,000 Budget Quartiles for Administrators Participants by Carnegie Classification Quartile 1 Quartile 2 Quartile 3 Quartile 4 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Doctorate-Granting <$307,080,684 $307,080,684-$572,750,000 $572,750,001-$1,147,711,438 >$1,147,711,438 Baccalaureate <$28,210,201 $28,210,201-$45,777,232 $45,777,233-$75,975,370 >$75,975,370 Master s <$57,565,001 $57,565,001-$95,870,352 $95,870,353-$155,800,000 $155,800,000 Associate s <$25,672,499 $25,672,499-$49,419,583 $49,419,584-$109,496,719 >$109,496,719 To compute the quartiles, the budget/enrollment numbers reported by each institution were ranked from low to high and onequarter of the institutions assigned to each quartile. Quartile ranges are listed in the column headings of each applicable table. Salary Data by Percentile Rank. A number of the tables also report salary data by percentile rank. To compute percentiles, each institution s average salary is counted once, ranked from low to high, and then split at the following points: - 20th percentile: 20% of all reported salaries equal or fall below this value. - 40th percentile: 40% of all reported salaries equal or fall below this value. - 50th percentile: 50% of all reported salaries equal or fall below this value. - 60th percentile: 60% of all reported salaries equal or fall below this value. - 80th percentile: 80% of all reported salaries equal or fall below this value CUPA-HR Administrators In Higher Education Salary Survey

20 Unweighted Median Salary by Carnegie Classification - All Institutions * 4 cases or fewer Doctorate- All Institutions Granting Master's Baccalaureate Associate's Top Executive and Senior Institutional Officers [100000] Chief Exec Officer, System 370, ,575 * * 291,132 [101000] CEO, Single Inst/Campus in Syst 274, , , , ,343 [102000] Exec VP/Vice Chancellor 187, , , , ,154 [105000] Chief Acad Affairs Officer/Prov 175, , , , ,946 [107000] Chief Business Officer 168, , , , ,000 [109000] Chief Athletics Admr 105, , ,500 88,999 73,219 [111000] Chief Audit Officer 107, ,400 88,000 95,930 90,864 [113000] Chief Dev/Advance Officer 155, , , ,000 96,055 [115000] Chief Enrollment Mgt Officer 132, , , ,080 95,123 [117000] Chief Exten/Engagement Officer 143, , ,200 * 95,107 [119000] Chief External Affairs Officer 158, , , , ,540 [121000] Chief Facilities Officer 109, , ,894 91,924 92,569 [123000] Chief Financial Officer 152, , , , ,220 [125000] Chief Health Affairs Officer 305, ,928 * * 93,537 [127000] Chief Human Resources Officer 105, ,383 99,000 87,532 95,407 [129000] Chief Info/IT Officer 125, , , , ,000 [131000] Chief Instal Planning Officer 133, , , , ,455 [133000] Chief Instal Research Officer 86, ,269 82,774 78,264 82,827 [135000] Chief Investment Officer 210, , , ,436 * [137000] Chief Legal Affairs Officer 179, , , , ,046 [139000] Chief Library Officer 88, ,267 90,111 76,839 73,510 [141000] Chief Pub Relations Officer 105, ,882 98,496 92,954 80,899 [143000] Chief Research Officer 212, , , ,300 95,404 [145000] Chief Stu Affairs/Life Officer 130, , , , ,584 Academic Deans [153010] Dean Agriculture 218, , ,326 * * [153020] Dean Architecture/Design 202, , ,960 * * [153030] Dean Arts and Letters 125, , , ,500 96,256 [153040] Dean Arts and Sciences 145, , , ,598 89,813 [153050] Dean Biological and Life Sci 125, , ,976 74,540 92,046 [153060] Dean Business 169, , , ,022 90,750 [153070] Dean Computer and Info Sci 154, , ,000 * 90,012 [153080] Dean Continuing Ed 113, , ,347 90,900 92,880 [153090] Dean Coop Extension 171, ,400 * * 91,173 [153100] Dean Dentistry 298, , ,250 * * [153110] Dean Divinity/Religion 92, ,445 91,801 83,244 * [153120] Dean Education 137, , ,000 91,800 88,824 [153130] Dean Engineering 230, , , ,349 96,250 [153140] Dean External Degree Prgms 91,485 * 86,500 * 91,485 [153150] Dean Family and Cons Sci 190, ,490 * * * [153160] Dean Fine Arts 134, , , ,000 96,384 [153170] Dean Forestry & Environ Studies 197, ,960 * * * [153180] Dean Gov/Pub Affairs/Pub Pol 247, ,087 * * * [153190] Dean Graduate School 140, , ,473 99,110 * [153200] Dean Hth-Related Professions 127, , , ,184 93,368 [153210] Dean Honors Program 125, , ,040 * * [153220] Dean Humanities 115, , ,592 96,000 92,000 [153230] Dean Instruction 97,060 * 94, ,277 93,837 [153240] Dean Journalism & Mass Comm 180, , ,000 * 94,112 [153250] Dean Law 294, , ,916 * * [153260] Dean Library Sciences 135, , ,227 94,605 88,222 [153270] Dean Mathematics 105, , ,000 * 96,004 [153280] Dean Medicine 445, ,400 * * * [153290] Dean Music 164, , ,986 * * [153300] Dean Nursing 132, , , ,868 90,279 [153310] Dean Occup Studies/Voc Ed/Tech 97, , , ,525 91,137 [153320] Dean Performing Arts 152, , ,145 * * [153330] Dean Pharmacy 230, , , ,900 * [153340] Dean Pub Admin 142, ,000 * * * [153350] Dean Pub Health 272, ,713 * * * [153360] Dean Sciences 140, , , ,666 95,501 [153370] Dean Social Sciences 114, , ,715 87,500 92,375 [153380] Dean Social Work 196, , ,600 * * [153390] Dean Special Programs 86,398 * 103,810 83,232 82,738 [153400] Dean Undergrad Programs 127, , , ,289 90, CUPA-HR Administrators in Higher Education Salary Survey

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