Mid-Level Administrative & Professional Salary Survey Executive Summary

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1 Mid-Level Administrative & Professional Salary Survey Executive Summary 2012 College and University Professional Association for Human Resources 1811 Commons Point Drive Knoxville, TN

2 Acknowledgments Publication of the Mid-Level Administrative & Professional Salary Survey marks the survey s 15th year. This year s report reflects the salaries of 193,248 incumbents in 215 mid-level administrative and professional positions at 1,084 colleges and universities nationwide, making it a key resource for salary-related decision making in the higher education community. We wish to thank our members for their support relative to survey design and content. CUPA-HR would not be able to offer a tool so central to the needs of higher education administrators without their continuing insight and advice. We also want to thank Peerfocus, Inc., our partner and collaborator in Surveys Online. In the CUPA-HR national 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 MID-LEVEL ADMINISTRATIVE & PROFESSIONAL SALARY SURVEY 2012 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: October 15, 2011 Publication Date: March CUPA-HR Mid-Level Salary Survey

3 Contents Acknowledgements 2 List of Salary Tables 4 Introduction 5 Survey Content 6 Profile of Participating Institutions Salary Increases: Overall and By Affiliation Salary Increases: By Carnegie Classification Salary Increases: By Job Category 10 Survey Methodology 11 Definitions 11 Data Specifications 12 Accessing Survey Results 14 Salary Tables 16 Budget and Enrollment Quartiles for General Tables 18 Rate Structure Tables 114 Salaries by Census Region 123 Appendices Appendix A: Pay Practices A-1 Appendix B: Position Descriptions B Appendix C: Responding Institutions C CUPA-HR Mid-Level Salary Survey

4 List Of Salary Tables (Un-Weighted Data) Table # Title Page # General Tables 1 Median Salary by Affiliation All Institutions 18 2 Median Salary by Carnegie Classification All Institutions 21 3 Median Salary by Budget Quartile All Institutions 24 4-A Median Salary by Enrollment Quartile All Institutions 27 4-B Median Salary by Enrollment Quartile Public Institutions 30 4-C Median Salary by Enrollment Quartile Private Non-Religious Institutions 33 4-D Median Salary by Enrollment Quartile Private Religious Institutions 36 Median Salary by Budget Quartile and Affiliation 5 Median Salary by Budget Quartile Public Institutions 39 6 Median Salary by Budget Quartile Private Institutions 42 7 Median Salary by Budget Quartile Private Non-Religious Institutions 45 8 Median Salary by Budget Quartile Private Religious Institutions 48 Median Salary by Budget Quartile and Carnegie Classification 9 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 60 Salary Percentiles for All Institutions and by Affiliation 13 Salary Percentiles All Institutions Salary Percentiles Public Institutions Salary Percentiles Private Institutions Salary Percentiles Private Non-Religious Institutions Salary Percentiles Private Religious Institutions 75 Salary Percentiles by Carnegie Classification 18 Salary Percentiles Doctorate-Granting Institutions Salary Percentiles Master s Institutions Salary Percentiles Baccalaureate Institutions Salary Percentiles Associate s Institutions 87 Salary Percentiles for All Institutions by Budget Quartile 22 Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile Salary Percentiles Budget Quartile 4 99 Salary Percentiles for All Institutions by Enrollment Quartile 26 Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Salary Percentiles Enrollment Quartile Rate Structure Data 30 Rate Structure Data All Positions Rate Structure Data Exempt Positions Rate Structure Data Non-Exempt Positions 120 Median Salary by Census Region 33 Median Salary by Census Region CUPA-HR Mid-Level Salary Survey

5 Introduction CUPA-HR s Mid-Level Administrative & Professional Salary Survey (Mid-Level Survey) collects salary and demographic data for mid-level administrative and staff positions. The survey has been conducted on an annual basis since 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 levels and plan compensation budgets. Our Administrative Compensation Survey (AdComp Survey) provides similar data for positions at the director level and above. Survey Positions Mid-Level Survey positions are grouped into the eight categories shown below. Mid-Level Survey Position Categories * Academic Affairs Business & Administrative Affairs Human Resourcess Information Technology Athletics Student Affairs External Affairs Engineering/Research/Agriculture * These categories, with the exception of Engineering/Research/Agriculture, are also used for the AdComp Survey. ing of positions for the two surveys is complementary, with the AdComp survey having the lower half of a given series and the Mid-Level the upper half. Positions included in the Mid-Level Survey are selected on the basis of ongoing analyses of the different administrative and staff positions found at higher education institutions. This year s survey covered 215 positions, of which one was new: [6504] Strength and Conditioning Coach Job descriptions were also expanded and clarified for athletic positions Appendix A describes all of the positions included in the survey. We also added 26 seasonal head coaching positions to the survey this year to give institutions the ability to report salary data for a much broader group of coaches. However, as only a small number of institutions provided data for these positions, no data are reported and these positions will not be carried forward into next year. If you believe we should cover additional positions, collect additional data, or make other improvements in our survey process, please send your suggestions to and specify Mid-Level Survey Suggestion in the subject line CUPA-HR Mid-Level Salary Survey

6 Survey Content Salary and Position Specific Data Collected The following data are collected for each position in the Mid-Level Survey. FLSA status - Exempt - Non-exempt - Both of incumbents Annual base salary data - Average salary (based on annualized, full-time equivalent status) - Lowest actual salary - Highest actual salary Rate structure data - Rate structure minimum - Rate structure midpoint (if applicable) - Rate structure maximum Institution-Specific Data In addition to position-specific data, the survey also collects institution-specific data. Institutional data are used primarily to create comparison groups for this report and for use in Data-On-Demand, our real-time data analysis tool. The following data are available for each institution. Institution-Specific Data Pre-Loaded or Collected Annually by Survey Pre-loaded Institution name Structure type - Single unit institution, with one or multiple sites - Institution within a System - System Office 2000 and 2005 Carnegie classification Affiliation - Public - Private independent - Private religious - Private for-profit Level of instruction - Undergraduate only - Graduate only - Both undergraduate and graduate NCAA Division Metropolitan Statistical Area (MSA) Reported by Participants Total operating budget Student enrollment for Fall (undergraduate, graduate, total) - of full-time students - of part-time students - Fall credit hours taken by part-time students - Full-time equivalent (FTE) student enrollment Faculty size for Fall of full-time faculty - Standard Fall full-time teaching load - of part-time faculty - Full-time equivalent (FTE) faculty total of full-time non-tenure track faculty (new) Staff size for Fall (new) - Exempt full-time, part-time and full-time equivalent (FTE) - Non-exempt full-time, part-time and full-time equivalent (FTE) - Total FTE staff Faculty and/or staff represented by a union 2012 CUPA-HR Mid-Level Salary Survey

7 Profile Of Participating Institutions This year s Mid-Level Administrative & Professional Salary Survey was completed by 1,084 higher education institutions. Appendix C lists survey participants in alphabetical order, along with each institution s Unit ID, Carnegie classification, affiliation, structure, and state. The charts below describe this year s respondents. Public institutions comprise 45% (489) and private institutions 55% (595) of the respondents. The responding private institutions include fewer religiously affiliated (271) than non-religious institutions (324); the latter is comprised of 318 independent and 6 for-profit institutions. In terms of classification, Master s colleges and universities is the largest group of participants at 30.5% (331), with private institutions making up more than half of this group (18.5% vs. 12.0%). Baccalaureate colleges comprise 26.0% (282) of the respondents, most of which are private. Doctorate-Granting institutions make up 19.6% (212) of the respondents, two-thirds of which are public. Associate s colleges represent 13.4% (145) of the respondents; almost all are public. Finally, Special Focus institutions (which include system offices) are the smallest segment of respondents at 10.5% (114). % Distribution of Mid-Level Survey Respondents by Affiliation Distribution of Mid-Level Survey Respondents by Classification 2012 CUPA-HR Mid-Level Salary Survey

8 Salary Increases: Overall and By Affiliation Approximately 91% (987) of the institutions participating in the Mid-Level Survey also completed the survey. A position-by-position analysis of the salaries reported by these institutions in both years shows that the median salary increase for all jobs was 2.0% this year. 1 However, as was the case with senior staff and faculty at four-year institutions, this percentage is somewhat misleading in that the median increase for public institutions was 1.4% while for private institutions it was 2.2%. According to the Bureau of Labor Statistics, the annual Consumer Price Index for all urban consumers [CPI-U] in 2011 was 3.2% higher than in As such, the median salary increase this year was less than inflation for all institutions combined, and also for privates and publics when looked at separately, particularly the latter. % Median Salary Increase Overall and by Affiliation Mid-Level Survey Current and Prior Three Years * *Survey years reported in table: 08 09, 09 10, 10 11, 11 12, 1 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 CUPA-HR Mid-Level Salary Survey

9 Salary Increases By Carnegie Classification Doctoral, master s and baccalaureate institutions had the highest median salary increases at 2.0% each, while associate s and special focus institutions had the lowest increases at 1.8% and 1.5% respectively. As with the overall median increase, however, these numbers are somewhat misleading. As the table at the bottom of the page shows, the median salary increase for public institutions ranged from 0% to 1.8%. In contrast, for private institutions, median salary increases across all categories were 2.0% or better. % Median Salary Increase by 2005 Carnegie Classification Mid-Level Survey Current and Prior Three Years * *Survey years reported in table: 08 09, 09 10, 10 11, % Median Salary Increase to by Classification and Affiliation Doctoral Master s Baccalaureate Associate s Special Focus Public Private * 2.3 *Very small N CUPA-HR Mid-Level Salary Survey

10 Salary Increases: By Job Category Median salary increases across all job categories was 2.0%, with the exception of Engineering/Research & Agricultural which was 1.8%. By affiliation, the median salary increase by job category ranged from 0.7% to 2.0% at public institutions, and from 2.0% to 2.5% at private institutions. % Median Salary Increase Last Seven Years Mid-Level Survey By Job Category Academic Affairs Business & Administrative Affairs Human Resources Information Technology Athletics Student Affairs External Affairs Engineering/Research & Agricultural % Median Salary Increase Mid-Level Survey By Job Category and Affiliation All Public Private Academic Affairs Business & Administrative Affairs Human Resources Information Technology Athletics Student Affairs External Affairs Engineering/Research & Agricultural CUPA-HR Mid-Level Salary Survey

11 Survey Methodology The Mid-Level Survey is conducted entirely on the Web using Surveys Online, CUPA-HR s Web-based data collection and reporting system. This year s survey opened for data collection on September 13, 2011 and closed in early February, An Upload Option was available that allowed respondents to upload a file of salary data to SurveysOnLine (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 and also 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 Mid-Level Survey will be available online for at least 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 survey 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 survey 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. FLSA (Fair Labor Standards Act) Status: Classifies jobs as exempt (salaried), nonexempt (hourly), or both exempt and nonexempt within the same classification. Rate Structure Average Minimum: The simple (un-weighted) average of the lowest value reported for the salary range CUPA-HR Mid-Level Salary Survey

12 Rate Structure Average Midpoint: The simple (un-weighted) average of the middle value reported for the salary range. Because not all institutions use midpoints, and others have step systems in which the midpoint does not equal the average of the minimum and maximum, this figure may not equal the mean of the average minimum and maximum figures. Rate Structure Average Maximum: The simple (un-weighted) average of the highest value reported for the salary range. Data Specifications Respondents were asked to observe the following specifications in reporting their data: Salaries are those that are or will be in effect on October 15, 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 stated in terms of full-time equivalent students. For the few institutions that did not report this data, last year s survey submission was used, if available, or other sources found. Budget figures represent total operating budget 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. For the few institutions that did not report this data, last year s survey submission was used, if available, or other sources found. The 2005 Carnegie Classification is used in this report to classify institutions based on their degreegranting activities into the following five groups. In Data-On-Demand, institutions are classified by both group and sub-group. - Doctorate-granting Universities. Includes institutions that awarded at least 20 research doctoral degrees during the update 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 awarded at least 50 master s degrees and fewer than 20 doctoral degrees during the update year. 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) 2012 CUPA-HR Mid-Level Salary Survey

13 - Baccalaureate Colleges. Includes institutions where baccalaureate degrees represent at least 10 percent of all undergraduate degrees and where fewer than 50 master s degrees or 20 doctoral degrees were awarded during the update year. 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 bachelor s 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 (above 75%) is in a single field or set of related fields. Excludes Tribal Colleges. > Spec/Faith: Theological seminaries, Bible colleges; other faith-related schools > 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 2012 CUPA-HR Mid-Level Salary Survey

14 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 Mid-Level 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 2005 Carnegie classification. Additionally, average salary rates and rate structure data are reported by FSLA status, budget quartile and enrollment quartile. 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. Data-On-Demand (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 restrictions in place to protect confidentiality. Using DOD is easy. In most instances, all you have to do is create your comparison group and run one or more of the Mid-Level 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. 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 each position 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. Pay Scale Report: Provides salary rate structure data for each position (minimum, mid-point and maximum) CUPA-HR Mid-Level Salary Survey

15 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 Oct 16, 20XX) to as far ahead as March 1 of the year following the end year of the survey s academic year (i.e., to March 1, 20XX - 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 Data-On-Demand. We offer discount pricing for purchases of multiple reports and multiple subscriptions to Data-On-Demand. 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 is the same as DOD standard reports. Go to http: to order reports and Data-On-Demand and Special Studies CUPA-HR Mid-Level Salary Survey

16 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 Data-On-Demand (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 5 or more responding institutions and in which no responding institutions comprises more than 25% of position incumbents. If a position has at least 5 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 CUPA-HR Mid-Level Salary Survey

17 Budget and Enrollment Quartiles for 2012 Budget and enrollment quartiles for this year s Mid-Level Salary Survey are shown below. Quartile 1 Quartile 2 Quartile 3 Quartile 4 Budget and Enrollment Quartiles for All Mid-Level Survey Participants Budget <$38,149,251 $38,149,251-$84,639,344 $84,639,345-$204,506,872 >$204,506,872 Enrollment <1,751 1,751-3,419 3,420-9,998 >9,998 Budget Quartiles for Mid-Level Participants by Affiliation Quartile 1 Quartile 2 Quartile 3 Quartile 4 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Public <$58,328,728 $58,328,728-$156,388,757 $156,388,758-$457,708,428 >$457,708,428 Private Non-Religious <$31,335,021 $31,335,021-$70,310,483 $70,310,484-$139,461,252 >$139,461,252 Private <$31,212,776 $31,212,776-$58,771,587 $58,771, ,702,202 >$116,702,202 Private Religious <$31,212,776 $31,212,776-$52,776,593 $52,776,594-$87,988,844 >$87,988,844 Budget Quartiles for Mid-Level Participants by Carnegie Classification Quartile 1 Quartile 2 Quartile 3 Quartile 4 Doctorate-Granting <$328,973,394 $328,973,394-$539,531,912 $539,531,913-$1,104,200,000 >$1,104,200,000 Master s <$54,924,368 $54,924,368-$90,311,644 $90,311,645-$153,715,346 >$153,715,346 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Baccalaureate <$28,590,001 $28,590,001-$46,788,800 $46,788,801-$83,124,000 >$83,124,000 Associate s <$25,217,825 $25,217,825-$49,643,443 $49,643,444-$122,572,081 >$122,572,081 To compute the quartiles, the budget/enrollment numbers reported by each institution were ranked from low to high and one-quarter of the institutions assigned to each quartile. Quartile ranges are listed in the column headings of applicable salary tables. 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 Mid-Level Salary Survey

18 CUPA-HR, Mid-Level Administrative & Professional Salary Survey Unweighted Median Salary by Carnegie Classification All Institutions Doctorate- Granting Master's Baccalaureate Associate's Academic Affairs [2501] Conf/Wrkshp Ed Coord (Cont Ed) 43,838 44,061 42,626 39,923 49,425 [2502] Continuing Education Specialist 51,104 55,150 50,372 47,982 49,546 [2503] Museum Curator 50,524 51,057 46,316 55,829 45,760 [2550] Head of Reference & Instr - Lev II 54,314 61,152 52,538 51,899 53,219 [2551] Reference & Instr Librarian - Lev I 44,776 47,128 45,069 43,260 43,537 [2552] Catalog/Metadata Librarian - Lev II 50,980 54,145 49,581 49,000 50,953 [2553] Cataloger Librarian - Cat Lev I 37,970 42,415 37,981 35,400 41,178 [2554] Coordinator, Libr Srvs for Dist Ed 52,391 63,726 46,476 50,130 48,495 [2555] Gov Docs/Publications Librarian 52,019 57,171 50,450 45,729 * [2556] Serials Librarian 50,225 55,684 47,824 48,300 42,504 [2557] Systems Librarian (Digital Lib) 58,008 64,567 57,315 51,159 53,534 [2576] Admissions Counselor 35,032 36,308 34,603 33,108 38,827 [2577] Financial Aid Counselor 37,600 39,262 37,193 35,464 39,618 [2578] Academic Evaluator 36,240 36,045 35,706 33,203 39,208 Business & Administrative Affairs [3501] Administrative Specialist 45,000 46,534 43,798 42,283 45,672 [3502] Staff Attorney 109, ,644 99, ,465 74,592 [3503] Buyer 41,544 43,186 40,053 37,690 40,000 [3504] Buyer, Senior 51,098 52,397 48,930 46,338 50,532 [3505] Buyer, Supervisory 65,327 70,990 57,080 51,317 61,135 [3506] Contract and Grants Specialist 50,394 50,023 49,500 51,511 52,459 [3526] Accountant 42,870 44,805 41,714 40,643 43,313 [3527] Accountant, Senior 55,140 55,194 53,272 53,315 55,840 [3528] Accounting Unit Supervisor 63,729 66,914 60,000 57,855 60,976 [3529] Auditor 50,171 50,171 49,377 * 46,292 [3530] Auditor, Senior 65,217 67,720 59,327 65,100 64,952 [3531] Budget Analyst 50,635 52,674 48,392 47,852 56,076 [3532] Budget Analyst, Senior 65,400 65,814 62,919 63,970 60,582 [3533] Budget Unit Supervisor 79,097 81,771 76,197 * 68,924 [3534] Dept Business Mgr (Small Unit) 56,087 57,742 51,023 55,900 58,440 [3535] Dept Business Mgr (Large Unit) 69,949 72,238 63,090 62,922 86,350 [3536] Head Cashier 35,548 41,948 34,494 30,973 42,502 [3537] Collections Supervisor 44,818 49,808 44,182 37,196 48,811 [3538] Auditor, IT 58,571 58,000 * * * [3539] Auditor, Senior IT 78,925 74,751 * * * [3540] Manager, Audit 86,928 87,425 83,640 * * [3541] Manager, IT Audit 93,959 92,921 * * * [3550] Shipping & Receiving Supervisor 41,972 44,371 41,914 39,737 40,152 [3551] Print Shop Supervisor 43,554 49,570 42,293 38,064 47,596 [3552] Mail Services Supervisor 38,086 42,227 36,606 33,336 42,992 [3553] Child Care Center Teacher 31,941 31,849 31,676 31,658 33,400 [3554] Child Care Site Director 55,000 62,335 52,174 52,030 57,357 [3555] Textbook Manager 41,083 47,466 38,687 37,816 45,032 [3556] Food Service Manager (Unit) 48,885 50,775 44,577 48,593 53,419 [3576] Assistant Police Chief 70,850 84,540 62,811 55,004 69,378 [3577] Police Lieutenant 58,854 66,941 53,282 50,440 53,328 [3578] Police Sergeant 47,666 56,720 43,835 42,370 48,552 [3579] Police Officer 38,862 43,681 36,539 33,841 40,236 [3580] Security Guard 28,293 28,164 28,213 27,850 29,034 [3581] Environ Health & Safety Specialist 53,947 54,566 52,554 50,656 56,538 [3582] Safety Officer 52,489 56,868 47,705 45,797 49,569 [3601] Skilled Crafts Supervisor 54,668 58,165 52,442 52,486 51,984 [3602] Coordinator Construction Projects 65,724 68,439 63,047 64,158 65,271 [3603] Architect 75,332 75,375 71,431 74,550 70,621 [3604] Facilities Utilization Planner 57,222 58,695 55,800 48,000 57,931 CUPA-HR Mid-Level Survey

19 CUPA-HR, Mid-Level Administrative & Professional Salary Survey Unweighted Median Salary by Carnegie Classification All Institutions Doctorate- Granting Master's Baccalaureate Associate's [3605] Facilities Engineer 67,125 70,449 62,804 68,521 * [3606] Manager of Inventory 44,285 49,320 41,764 42,848 42,296 Human Resources [4501] Coordinator, Disability Services 52,642 59,952 46,890 50,442 49,661 [4502] Training Specialist 52,659 52,944 46,200 55,135 56,217 [4503] EEO/Affirmative Action Specialist 56,577 56,446 51,125 * 56,790 [4504] Employee Relations Specialist 48,607 48,304 41,317 * 53,113 [4505] Employee Rel Specialist, Senior 61,778 61,988 55,805 * * [4506] Employee Rel Unit Supervisor 68,964 69,127 61,026 * 71,268 [4507] HR Generalist 43,685 47,856 43,000 40,677 44,736 [4508] HR Generalist, Senior 55,468 60,088 52,038 51,987 59,972 [4509] Credential Specialist 43,152 50,033 44,364 39,072 47,332 [4510] Compensation Specialist 46,514 49,711 41,858 39,693 46,528 [4511] Compensation Specialist, Senior 60,020 60,239 50,601 * 61,478 [4512] Compens/Classif Unit Supervisor 68,054 69,061 65,613 * * [4513] Benefits Specialist 41,820 41,900 41,988 40,099 44,502 [4514] Benefits Specialist, Senior 52,050 52,000 49,600 50,964 50,411 [4515] Benefits Unit Supervisor 67,000 67,000 60,528 * 60,457 [4516] Labor Relations Specialist 49,622 45,012 * * * [4517] Labor Relations Specialist, Senior 72,838 73,202 * * * [4518] Labor Relations Unit Supervisor 98,811 98,811 * * * [4519] Employment Specialist 41,707 42,924 38,760 38,667 41,254 [4520] Employment Specialist, Senior 53,599 54,210 50,000 49,834 53,595 [4521] Employment Unit Supervisor 68,964 71,221 63,860 * 64,375 [4522] Advisor Disability Services 45,274 46,336 44,887 42,062 46,830 [4523] Work Life Coordinator 55,595 57,584 51,542 * * Information Technology [5501] Programmer Analyst 53,798 56,422 52,275 51,687 55,974 [5502] Programmer Analyst, Senior 66,245 69,745 60,629 64,938 71,852 [5503] Programmer Analyst, Supervisor 78,503 82,359 74,668 69,601 72,579 [5504] Systems Programmer 55,976 58,822 53,679 49,817 59,896 [5505] Systems Programmer, Senior 70,707 72,874 65,551 66,830 77,308 [5506] Systems Programmer, Supervisor 80,469 83,649 76,632 78,050 82,721 [5513] IT Security Analyst/Engineer 66,767 71,165 61,626 60,775 67,610 [5514] Telecommunications Manager 60,490 80,150 57,686 53,096 61,394 [5515] Network Engineer 62,566 67,114 57,783 56,107 63,004 [5516] Administrator 63,930 71,011 58,487 61,150 56,212 [5517] Network Administrator 59,747 66,654 58,850 57,473 56,976 [5518] System Administrator 59,226 62,138 56,452 55,876 62,334 [5526] Database Administrator 66,685 71,825 64,140 62,400 69,542 [5527] Data Administrator 63,779 77,336 58,328 60,211 62,975 [5531] Mgr, Web Services/Web Master 58,310 68,532 56,862 55,406 56,664 [5532] Web Graphics Designer 47,917 49,000 45,604 47,000 51,312 [5533] Web Content Developer 49,671 52,446 46,499 46,309 51,702 [5542] Computer Operator, Entry 34,590 33,738 37,600 32,487 37,566 [5543] Computer Operator, Senior 44,475 42,548 45,872 46,078 47,737 [5544] Computer Operations Supervisor 59,384 58,828 53,910 65,292 65,067 [5550] IT Support Specialist 44,689 46,538 44,463 42,466 40,912 [5551] Help Desk Specialist/Technician 39,208 42,500 38,460 37,800 37,675 [5552] Help Desk Manager 55,019 64,838 52,054 47,035 56,135 [5553] IT Technical Writer 50,114 53,066 45,015 * * [5554] IT Project Manager 73,489 78,477 69,662 67,914 75,475 [5563] Electronic Resources Librarian 51,504 60,415 48,425 44,937 47,986 [5564] Media Librarian 54,501 63,438 54,501 48,472 * [5565] Instructional Technology Specialist 50,663 53,232 49,756 52,170 44,510 [5566] Multi-media Specialist/Technician 43,188 45,437 42,338 41,850 42,551 CUPA-HR Mid-Level Survey

20 CUPA-HR, Mid-Level Administrative & Professional Salary Survey Unweighted Median Salary by Carnegie Classification All Institutions Doctorate- Granting Master's Baccalaureate Associate's [5650] Distance Ed Network Ops Mgr 58,018 62,243 51,408 48,196 55,417 [5651] Distance Ed Faculty Support Mgr 55,476 63,795 53,712 50,666 55,000 [5700] Online Instruct Designer, Entry 46,604 49,504 44,044 43,943 48,020 [5701] Online Instruct Designer, Senior 55,129 60,168 53,000 53,106 52,881 Athletics [6501] Asst Athl Trainer/Phys Therapist 39,604 41,887 37,899 37,258 50,570 [6502] Head Athletic Trainer 55,294 69,593 53,238 50,000 50,003 [6503] Ticket Manager (Athletic Event) 45,067 50,000 39,923 40,000 * [6504] Strength and Conditioning Coach 45,687 54,472 41,286 40,165 * [6526] Head Coach-Football 93, ,800 90,750 72,837 * [6527] Offensive Coordinator-Football 59, ,000 51,500 41,345 * [6528] Defensive Coordinator-Football 60, ,000 52,750 43,489 * [6529] Assistant Coach-Football 43, ,000 42,408 36,909 * [6530] Head Coach-Baseball 57,500 83,813 56,650 46,512 52,563 [6531] Assistant Coach-Baseball 37,662 47,684 36,663 28,050 33,006 [6532] Head Coach-Men s Basketball 76, ,300 77,170 60,971 52,232 [6533] Assistant Coach-Men s Basketball 44,267 85,534 41,856 32,640 31,387 [6534] Head Coach-Women s Basketball 67, ,000 67,600 52,086 55,309 [6535] Asst Coach-Women s Basketball 41,960 58,131 39,000 31,000 31,500 [6550] Head Coach-Cross Country 42,745 47,629 43,068 40,000 * [6551] Head Coach-Track and Field 52,728 61,500 50,314 44,064 * [6552] Head Coach-X Country/Track/Field 57,575 67,372 52,210 50,188 * [6553] Head Coach-Skiing (Alpine/Nordic) 56,795 59,501 * 56,274 * [6554] Head Coach-Swimming & Diving 55,358 66,000 48,656 48,570 * [6555] Head Coach-Men s Golf 48,999 70,000 42,153 40,469 * [6556] Head Coach-Men s Gymnastics 68,163 74,331 * * * [6557] Head Coach-Men s Ice Hockey 93, ,000 60,000 89,300 * [6558] Head Coach-Men s Lacrosse 50, ,350 48,730 47,783 * [6559] Head Coach-Men s Rowing 58,290 78,382 51,138 53,000 * [6560] Head Coach-Men s Soccer 50,124 70,797 49,348 44,821 * [6561] Head Coach-Men s Tennis 47,537 62,063 41,899 43,762 * [6562] Head Coach-Men s Volleyball 53,008 72,500 52,559 40,991 * [6563] Head Coach-Men s Wrestling 57,019 76,109 54,399 48,944 * [6564] Head Coach-Women s Field Hockey 50,400 64,672 46,114 46,551 * [6565] Head Coach-Women s Golf 49,314 63,072 40,000 43,655 * [6566] Head Coach-Women s Gymnastics 73,679 84,016 57,757 * * [6567] Head Coach-Women s Ice Hockey 59,860 96,141 51,245 63,000 * [6568] Head Coach-Women s Lacrosse 45,703 63,309 44,109 43,954 * [6569] Head Coach-Women s Rowing 57,728 69,848 45,089 53,375 * [6570] Head Coach-Women s Soccer 50,412 66,694 47,649 43,920 * [6571] Head Coach-Women s Softball 48,569 70,000 47,532 43,923 43,050 [6572] Head Coach-Women s Tennis 48,353 61,013 40,760 47,482 * [6573] Head Coach-Women s Volleyball 53,248 75,740 51,500 44,490 42,724 Student Affairs [7526] Intramural/Recreation Coordinator 39,911 43,214 38,197 36,025 40,504 [7527] Student Activities Officer 41,000 44,227 39,872 37,000 44,923 [7528] Campus Minister 47,004 50,978 45,197 48,930 * [7529] Sign Language Interprete 46,048 48,507 40,136 46,900 45,705 [7530] Events Coordinator 41,143 42,272 40,350 39,627 42,538 [7531] Events Technical Srvs Coordinator 42,976 43,482 41,204 42,794 50,378 [7550] Academic Advisor/Counselor 40,963 41,757 40,449 41,329 41,666 [7551] Student Career Counselor 42,704 44,972 42,328 41,500 43,236 [7552] Cooperative Program Coordinator 45,486 45,441 46,350 44,153 48,452 [7553] Study Abroad Advisor 40,986 41,434 40,005 41,095 42,253 [7554] Academic Support Cntr Coordinator 45,992 47,900 44,855 45,130 46,037 [7576] Res Hall Mgr-Room/Board Incl 30,200 32,079 29,711 28,511 32,182 CUPA-HR Mid-Level Survey

21 CUPA-HR, Mid-Level Administrative & Professional Salary Survey Unweighted Median Salary by Carnegie Classification All Institutions Doctorate- Granting Master's Baccalaureate Associate's [7577] Res Hall Mgr-Room/Board Not Incl 37,191 40,455 38,000 31,713 * [7601] Counseling Psychologist 59,021 59,923 55,779 61,467 59,894 [7602] Counselor 47,698 49,169 46,007 46,988 52,955 [7603] Nurse Practitioner 73,696 76,645 71,388 70,426 73,882 [7604] Staff Nurse 48,859 51,897 47,126 46,564 58,662 [7605] Staff Physician 134, , , ,493 * [7606] Clinical Research Nurse 61,836 61,787 * * * [7607] Pharmacist 95,079 96,000 86,300 * * External Affairs [8501] Annual Giving Officer-Entry Level 40,063 45,000 38,000 37,000 47,428 [8502] Annual Giving Officer-Senior Level 51,705 54,950 51,241 48,337 54,589 [8503] Alumni Rel Officer-Entry Level 40,500 43,087 40,000 37,828 42,640 [8504] Alumni Rel Officer-Senior Level 50,625 56,078 49,522 48,036 50,000 [8505] Major Gift Officer-Entry Level 55,171 59,031 54,673 48,802 * [8506] Major Gift Officer-Senior Level 75,755 80,218 71,111 74,499 67,833 [8507] Planned Giving Officer-Entry Level 52,388 54,500 51,424 50,000 * [8508] Planned Giving Officer-Senior Level 81,598 93,348 80,699 75,670 52,962 [8509] Coordinator, Resource Devel 44,652 48,250 42,450 42,134 43,892 [8510] Government Relations Specialist 60,939 60,939 61,119 * * [8550] Public Information Specialist 45,689 46,423 44,494 40,806 49,649 [8551] Assistant Editor 42,101 40,435 41,241 43,300 * [8552] Editor 51,621 50,602 50,500 55,500 46,624 [8553] Graphic Designer 43,557 44,980 42,521 42,157 43,510 [8554] Writer 46,324 47,958 45,986 40,991 46,957 [8555] Assistant Writer 39,050 38,750 38,372 37,160 * [8556] Photographer 43,743 44,180 42,500 47,503 48,158 [8557] Producer/Director (Television) 49,224 49,224 45,755 58,333 53,201 [8558] Program Manager (Television) 54,984 54,987 54,732 * 56,076 [8559] Television Engineer, Senior 52,860 50,619 54,290 46,468 61,790 [8560] Manager Fm Radio Station 62,750 69,845 58,949 61,000 61,307 [8561] Manager TV Station 68,000 86,350 53,643 * 68,698 Engineering/Research and Agricultural [9501] Electrical/Electronic Engineer 60,714 59,957 63,724 56,402 * [9502] Electrical/Electronic Engineer, Sr 76,623 78,053 * * * [9503] Mechanical Engineer 64,480 64,471 * * * [9504] Mechanical Engineer, Senior 81,191 82,996 * * * [9516] Rsrch Asst (Entry), Nat/Phys Sci 33,899 34,372 30,936 33,660 * [9505] Rsrch Asst (intermed), Nat/Phys Sci 41,467 42,884 41,601 38,950 * [9506] Rsrch Asst (Senior), Nat/Phys Sci 50,903 51,374 51,000 53,561 * [9517] Rsrch Asst (Entry), Soc/Behav Sci 33,131 32,855 36,432 * * [9507] Rsrch Asst (intermed), Soc/Beh Sci 43,139 43,460 32,142 * * [9508] Rsrch Asst (Senior), Soc/Behav Sci 55,052 55,588 42,777 * * [9509] Lab Coordinator 45,221 48,798 42,183 42,025 42,002 [9510] Laboratory Technician II 36,000 33,900 37,609 37,634 40,539 [9511] Laboratory Technician IV 43,824 43,782 42,162 48,439 42,543 [9512] Research Field Technician 37,698 37,271 39,234 41,200 * [9513] Research Computer Specialist 57,214 58,278 45,500 50,799 * [9514] Electronic Technician Supervisor 57,263 60,469 52,405 * * [9515] Research Project Engineer 60,169 60,677 * * * [9520] Asst Research Scientist (non-fac) 49,611 53,772 * * * [9521] Assoc Research Scientist (non-fac) 63,016 71,292 45,440 * * [9522] Research Scientist (non-faculty) 74,454 75,566 82,005 * * [9551] Veterinarian 100, ,453 * * * [9552] Animal Care Manager 53,082 60,000 45,320 36,769 * [9553] Farm Manager 46,041 50,416 45,301 43,077 * CUPA-HR Mid-Level Survey

22 Appendix A Staff Pay Practices Note: This appendix is not included in this Executive Summary. To order the full report please visit CUPA-HR A Mid-Level Salary Survey

23 Appendix B Position Descriptions Questionnaire worksheets and position descriptions in Excel format can be downloaded from the CUPA-HR Web site at: Instructions for Entering Salary Data in SurveyOnLine If the position has: One incumbent Enter 1 as the number of incumbents and enter the employee s current salary in only the Average Annual Base Salary field below. More than one incumbent Enter the number of incumbents and the average salary for all employees, the lowest actual salary, and the highest actual salary in the fields below. No incumbents, but had one or more incumbents during prior academic year Check the Vacant box, enter 1 as the of Incumbents, and enter salary data for the most recent incumbent in only the Average Base Salary Field below. No incumbents since the beginning of prior academic year Do not report any data; hit your browser's Back button and go to the next position. Internal Reference* FLSA Exempt Nonexempt Both of Incumbents Annual Base Salary Average Annual Base Salary Actual Low Annual Base Salary Actual High * Use this column to record your own internal reference number if you have one. Rate Structure Enter the minimum, midpoint (if applicable), and maximum salary values. If your institution does not have rate (salary) structures or uses broadbanding, or if the position has had no incumbents since the beginning of the prior academic year, leave these fields below blank. Rate Structure Minimum Rate Structure Midpoint Rate Structure Maximum 2012 CUPA-HR B Mid-Level Salary Survey

24 CUPA-HR Mid-Level Administrative & Professional Salary Survey Position Descriptions POSITION DESCRIPTION ACADEMIC AFFAIRS Conference/Workshop Education Coordinator (Continuing Education) Coordinates activities involved in provision of conference and workshop services. Assists in the selection or design of workshops to be presented. Develops preliminary program budget. Coordinates registration process, including fee collection and payment of honorarium and conference expenses. Secures appropriate conference setting and arranges for auxiliary services, including lodging, meals, and transportation. Requires a bachelor s degree or equivalent plus 2-3 years related experience Continuing Education Specialist Responsible for planning and developing continuing education programs. Coordinates and manages the planning, design, and development of university level credit and non-credit courses. May include planning and development of workshops, certificate programs, seminars, and special events. Requires a bachelor s degree or equivalent plus 4-5 years related experience Museum Curator Determines the storage conditions and level of care for objects in the museum s collection. Designs and implements documentation, information retrieval, and storage systems to ensure safety and facilitate research use of collections. Responds to requests from the campus community and offcampus individuals and organizations to use the museum s research collections. Catalogues new collections; writes grant proposals and fund raising papers. Requires a bachelor s degree in anthropology, biology, geology, or related field or equivalent plus 4-5 years experience in the conservation of textiles and objects and knowledge of computer use in museums. Advanced degree or equivalent apprenticeship program in museology or museum studies is preferred. Excludes the fine arts Head of Reference & Instruction - Reference Level II (previously Reference and Instruction Librarian) Reference and Instruction Librarian - Reference Level I (previously Reference Specialist) Cataloger/Metadata Librarian - Cataloger Level II (previously Catalog Librarian) Cataloger Librarian - Cataloger Level I (previously Cataloging Specialist) 2554 Coordinator of Library Services for Distance Education Provides general and virtual information, research and reference services; plans, teaches and assesses information literacy instruction in collaboration with faculty; develops web and print based materials; serves as liaison to academic departments. Provides continuing education on pedagogy for all teaching librarians. Locates and creates digital content to support academic instruction; explores, evaluates and encourages deployment of emergent technologies into library programs and services. Position may include Information Literacy/Instructional Design responsibilities. Generally this individual has 3-5 years of experience in the field. Degree requirement: ALA Accredited Masters. Provides general and virtual information, research and reference services. Plans, teaches and assesses information literacy instruction in collaboration with faculty and/or Department Head. Develops web and print based materials. Serves as liaison to academic departments. Locates and creates digital content to support academic instruction; Explores, evaluates and encourages deployment of emergent technologies into library programs and services. Generally this individual has 0-1 year of experience in the field. Degree requirement: ALA Accredited Masters. Responsible for original, complex and copy cataloging of materials in all formats including electronic resources. Reviews and recommends new workflows as technologies change. May supervise and train student assistants in cataloging support tasks. Reviews cataloging policies and procedures and makes recommendations for improvement. Generally this individual has 2-3 years of experience in the field. Degree requirement: ALA Accredited Masters. Responsible for original and copy cataloging of materials in all formats including electronic resources; may provide training to student assistants. Evaluates bibliographic records for contribution to the Library of Congress database. Bachelor's degree and 0-1 years of experience or ALA Accredited Masters. Develops and manages distance library services incorporating optimal traditional and technological resources to support academic programs offered at a distance. Coordinates development and implementation of a strategic plan to identify institutional priorities and goals for DE. Establishes and coordinates agreements with other institutions as needed; facilitates 2012 CUPA-HR B Mid-Level Salary Survey

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