Administrative Compensation Survey Executive Summary

Transcription

1 Administrative Compensation Survey Executive Summary 2012 College and University Professional Association for Human Resources 1811 Commons Point Drive Knoxville, TN

2 Acknowledgments Publication of the Administrative Compensation Survey marks the survey s forty-fifth year. This year s report reflects the salaries of 76,933 incumbents in 291 senior-level administrative positions at 1,240 colleges and universities nationwide, making it a key resource for salary-related decisions 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 ADMINISTRATIVE COMPENSATION 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: February CUPA-HR Administrative Compensation Survey

3 Contents Acknowledgments 2 List of Salary Tables 4 Introduction 5 Survey Content 6 Profile of Participating Institutions 8 Chief HR Officer Reporting Relationship 9 Outlook for Hiring 10 Pay Increase for Chief Functional Officers 12 Pay Increase Targets for Chief Functional Officers Salary Increases: Overall and By Affiliation Salary Increases: By Classification Salary Increases: By Job Category 15 Survey Methodology 16 Definitions 16 Data Specifications 17 Accessing Survey Results 19 Salary Tables 21 Budget and Enrollment Quartiles 22 General Tables 23 Appendices Comparative Tables Demographic Tables 151 Appendix A: Position Descriptions A-1 Appendix B: Responding Institutions B CUPA-HR Administrative Compensation 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 23 2 Median Salary by 2005 Carnegie Classification All Institutions 27 3 Median Salary by Budget Quartile All Institutions 31 Median Salary by Enrollment Quartile and Affiliation 4-A Median Salary by Enrollment Quartile All Institutions 35 4-B Median Salary by Enrollment Quartile Public Institutions 39 4-C Median Salary by Enrollment Quartile Private Non-Religious Institutions 43 4-D Median Salary by Enrollment Quartile Private Religious Institutions 47 Median Salary by Budget Quartile and Affiliation 5 Median Salary by Budget Quartile Public Institutions 51 6 Median Salary by Budget Quartile Private Institutions 55 7 Median Salary by Budget Quartile Private Non-Religious Institutions 59 8 Median Salary by Budget Quartile Private Religious Institutions 63 Median Salary by Budget Quartile and 2005 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 79 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 99 Salary Percentiles by 2005 Carnegie Classification 18 Salary Percentiles Doctorate-Granting Institutions Salary Percentiles Master s Institutions Salary Percentiles Baccalaureate Institutions Salary Percentiles Associate s Institutions 115 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 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 Demographic Tables for Single Incumbent Positions, All Institutions 30 Median Salaries of Males Compared to Females Median Salaries of Minorities Compared to Non-Minorities Median Salaries of Inside Hires Compared to Outside Hires Median Salaries and Median Years of Service 163 Median Salary by Census Region 34 Median Salaries by Census Region CUPA-HR Administrative Compensation Survey

5 Introduction CUPA-HR s Administrative Compensation Survey (AdComp Survey) collects salary and demographic data for selected senior-level administrative and staff positions, most of which are at or above the director level. The survey was first administered in 1967 as a biennial survey and 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 Mid-Level Administrative and Professional Salary Survey (Mid-Level Survey) provides similar data for positions below the director level. Survey Positions AdComp Survey positions are grouped into the eleven categories shown below. AdComp Survey Position Categories* Senior Executive Officers Chief Functional Officers Academic Deans Academic Associate/Assistant Deans Academic Affairs Human Resources Information Technology Athletics Student Affairs External Affairs Business & Administrative Affairs * These categories are also used for the Mid-Level Survey where applicable. ing of positions for the two surveys is complimentary, with the AdComp having the lower half of a given series and the Mid-Level the upper half. Positions included in the AdComp 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 291 positions, of which the following seven were new: [2018] Director of Graduate Admissions [2019] Director of the Theater/Performing Arts Center [2090] Executive Director of Executive Education [2091] Director of Business Development, Executive Education [2092] Program Director, Executive Education [3010] Associate VP for Administrative Services [4013] Title IX Coordinator (No salary data reported for this position due to the small number of responding institutions) 2012 CUPA-HR Administrative Compensation Survey

6 Job descriptions were also expanded and clarified for athletic positions , 7028 and Position [6005] was modified to include Senior Women s Administrator in the title. Appendix A describes all of the positions included in the survey. Survey Content The AdComp Survey collects both institution- and position-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 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) 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 fulltime equivalent (FTE) - Total FTE staff Faculty and/or staff represented by a union 2012 CUPA-HR Administrative Compensation Survey

7 The following data are collected for each position. Demographic data are reported only for single incumbent positions, which are most positions in the survey. Current number of incumbents Annualized salary as of October 15, 2011 Years of service in this position Hiring source - Outside hire - Internal promotion - Don t know Gender - Female - Male - Unknown Ethnicity (new) - 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) Age (new) 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 listed as White (not Hispanic or Latino) CUPA-HR Administrative Compensation Survey

8 Profile Of Participating Institutions This year s Administrative Compensation Survey was completed by 1,240 higher education institutions. Appendix B lists survey participants in alphabetical order, along with each institution s Unit ID, 2005 Carnegie classification, affiliation, structure and state. As the chart below shows, Public institutions comprise 48% (595) of the respondents, and private institutions 52% (645). The latter includes slightly more non-religious (28.4% or 352) than religiously affiliated (23.6% or 293) institutions. % Distribution of Survey Respondents by Affiliation Private Religious 24% Public 48% Private Non-Religious 28% In terms of the 2005 Carnegie classifications, Master s colleges and universities are the largest group of participants at 29.9% (371), with private institutions making up slightly more than half of the group (17.1%). Baccalaureate and Associate s colleges comprise about 24.5% and 15.8% of the respondents respectively; the former are almost all private and the latter almost all public. Doctorate-Granting institutions make up 18.2% (226) of the respondents, of which almost two-thirds are public. Special Focus institutions (which include system offices) are the smallest segment of respondents at 11.5% (143). Distribution of Survey Respondents by 2005 Carnegie Classification & Affiliation 2012 CUPA-HR Administrative Compensation Survey

9 Chief HR Officer Reporting Relationship Survey respondents were asked to indicate the position to which their Chief Human Resources Officer [1037] reports. As the table below shows, 32.3% said their CHRO reports to the Chief Business Officer, 24.5% to the CEO, 16.5% to the Chief Financial Officer, 9.7% to the Chief Administrative Officer and 7.4% to the Executive Vice President. These percentages are similar to those reported last year. Several of the positions originally noted under other multiple times were also grouped and reported in this table. CUPA-HR Administrative Compensation Survey Chief Business Officer [1029] CEO/President/Chancellor [1001/ 1003] Chief Financial Officer [1031] Chief Administrative Officer [1030] Executive Vice President [1005] VP, SVP, EVP of Finance & Administration * Chief Legal Affairs Officer (General Counsel) [1036] * Chief Academic Officer and Provost [1026] Chief of Staff / Senior Advisor to President * Other Total * Write-in under Other N % 32.3% 24.5% 16.5% 9.7% 7.4% 3.1% 1.2% 0.8% 0.6% 3.9% 100% 2012 CUPA-HR Administrative Compensation Survey

10 Outlook For Hiring With the economic downturn, we added a new question to the survey in asking respondents if they expect to be authorized to fill/add more or fewer vacant/new positions this fiscal year compared to last. This year s numbers are similar to those reported last year but somewhat more positive generally speaking, the percentages expecting hiring rates to be about the same as last year have increased, while the percentages expecting lower hiring rates have decreased Data Significantly more Somewhat more About the same Somewhat fewer Significantly fewer N Vacant Positions Full-Time Exempt/professional staff 0.3% 5.9% 75.0% 15.7% 3.2% 1136 Non-exempt/support staff 0.4% 4.9% 74.4% 16.9% 3.4% 1133 Faculty 0.6% 13.7% 71.4% 12.6% 1.7% 1118 Part-Time Exempt/professional staff 0.2% 2.5% 77.0% 16.3% 3.9% 1115 Non-exempt/support staff 0.2% 3.6% 76.1% 16.6% 3.5% 1119 Faculty 0.5% 8.4% 79.9% 9.4% 1.7% 1105 New Positions Full-Time Exempt/professional staff 0.5% 10.4% 56.7% 22.9% 9.5% 1137 Non-exempt/support staff 0.4% 6.0% 59.7% 23.4% 9.7% 1132 Faculty 1.2% 14.9% 58.6% 18.2% 7.2% 1127 Part-Time Exempt/professional staff 0.1% 3.5% 64.2% 22.3% 9.9% 1116 Non-exempt/support staff 0.1% 3.7% 64.0% 22.3% 9.9% 1123 Faculty 0.4% 8.2% 66.0% 18.3% 7.1% CUPA-HR Administrative Compensation Survey

11 For comparison purposes, results from the survey are shown below Data Significantly more Somewhat more About the same Somewhat fewer Significantly fewer N Vacant Positions Full-Time Exempt/professional staff 0.5% 6.9% 68.5% 19.3% 4.8% 1113 Non-exempt/support staff 0.4% 5.8% 69.2% 19.8% 4.8% 1112 Faculty 0.5% 12.1% 72.1% 12.4% 2.8% 1094 Part-Time Exempt/professional staff 0.3% 3.9% 71.7% 18.0% 6.1% 1097 Non-exempt/support staff 0.2% 4.6% 70.9% 18.2% 6.1% 1104 Faculty 0.7% 9.5% 73.9% 13.0% 2.8% 1089 New Positions Full-Time Exempt/professional staff 0.4% 10.6% 53.1% 22.7% 13.3% 1108 Non-exempt/support staff 0.2% 7.5% 56.0% 23.6% 12.7% 1106 Faculty 0.5% 15.4% 56.9% 18.3% 8.9% 1095 Part-Time Exempt/professional staff 0.0% 3.9% 60.0% 22.4% 13.7% 1091 Non-exempt/support staff 0.0% 4.3% 59.5% 22.9% 13.3% 1091 Faculty 0.7% 10.5% 61.5% 18.5% 8.8% CUPA-HR Administrative Compensation Survey

12 Pay Increases For Chief Functional Officers For , survey respondents reported that the median salary increase for chief functional officers was 2.0%. About 39% (369) of these, however, gave no increases. For those that did, the median increase was 2.5% Pay Increases for Chief Functional Officers Pay Increase for All Chief Functional Officers Pay Increase for Institutions Giving Increase > 0% Med Avg N Med Avg N General pay increase - any increase given to all employees, e.g., cost-of-living 1.0% 2.4% % 4.5% 494 Merit pay increase 0.0% 0.9% % 2.7% 253 Total pay increase 2.0% 2.7% % 4.5% 564 Pay Increase Targets For Chief Functional Officers As the table below shows, at the time of the survey only 11.7% of respondents indicated that their institutions had established targets for salary increases in FY for chief functional officers. For these institutions, the median planned total increase is 2.5%. However, 33 or 23% of these institutions are planning an increase of 0%. For those institutions planning an increase greater than zero, the planned median increase is 3.0%. Please keep in mind, however, that the number of institutions providing data for these questions is small. Have Pay Increase Targets Been Established for Chief Functional Officers? Yes No Unknown Total % 11.7% 54.9% 33.4% 100.0% N , CUPA-HR Administrative Compensation Survey

13 Pay Increases for Chief Functional Officers Planned Pay Increase for All Chief Functional Officers Planned Pay Increase for Institutions With Targets > 0% Med Avg N Med Avg N General pay increase - any increase given to all employees, e.g., cost-of-living 2.0% 1.6% % 2.4% 97 Merit pay increase 0.0% 0.9% % 2.4% 48 Total pay increase 2.5% 2.1% % 2.7% Salary Increases: Overall And By Affiliation Approximately 92% (1,136) of the institutions participating in the AdComp Survey also completed the survey. A position-by-position analysis of the salaries reported by these institutions in both years show that the median salary increase was 2.0% 1.The median increase for public institutions was 1.5% 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 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 Current and Prior Three Years * Overall Public Private *Survey years reported in table: 08 09, 09 10, 10 11, 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 Administrative Compensation Survey

14 Salary Increases: By 2005 Carnegie Classification Doctoral institutions had the highest median salary increase at 2.4% while master s, baccalaureate and special focus institutions all had median increase of 2.0%. Associate s institutions had the smallest increase at 1.7%. As the table at the bottom of the page shows, the median salary increase for public institutions varied from 2.0% for doctoral institutions to 1.5% for associate s and 1.0% both for master s and baccalaureate institutions; however, for special focus public institutions the median salary increase was 0.0%. For private institutions, median salary increases across all categories were: doctoral 2.8%, master s, associate s and special focus 2.5% and baccalaureate 2.0%. % Median Salary Increase by Classification Current and Prior Three Years * Doctoral Master s Baccalaureate Associates Special Focus *Survey years reported in table: 08 09, 09 10, 10 11, % Median Salary Increase to by Classification Doctoral Master s Baccalaureate Associate s Special Focus All Public Private CUPA-HR Administrative Compensation Survey

15 Salary Increases: By Job Category The median salary increase was 2.0% to 2.3% for all job categories. However, the public/private divide is again obvious as the table at the bottom of the page shows. For publics, the median increase across all job categories was less than 2.0% for all but Athletics, while for privates median increases ranged from 2.2% to 2.8%. % Median Salary Increase by Job Category Current and Prior Two Years * Senior Deans Executives & Chief Functional Officers Associate Deans *Survey years reported in table: 09 10, 10 11, Academic Affairs Business, Admin Affairs, HR & IT Athletics Student Affairs External Affairs % Median Salary Increase to by Job Category and Affiliation Senior Executives & Chief Functional Officers Deans Associate Deans Academic Affairs Business, Admin Affairs, HR & IT Athletics Student Affairs External Affairs All Public Private CUPA-HR Administrative Compensation Survey

16 Survey Methodology The AdComp 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 14, 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 AdComp 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. 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 Administrative Compensation Survey

17 Data Specifications Respondents were asked to observe the following specifications in reporting their data: Salaries are those in effect as of 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 faculty and staff sizes are for fall of the academic 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 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. 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 Classifications are 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 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 2012 CUPA-HR Administrative Compensation Survey

18 - 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 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 2012 CUPA-HR Administrative Compensation Survey

19 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 AdComp 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. It also includes salary comparisons by gender, minority status, hiring source (inside or outside hire) and median years of service. 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 AdComp 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. Multi-Position Demographic Report: Provides salary data by minority/non-minority status, gender and hiring source (internal vs. external) for single incumbent positions. Aging Option: Allows you to run DOD reports and see estimated results had the data been 2012 CUPA-HR Administrative Compensation Survey

20 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 DataOnDemand. We offer discount pricing for purchases of multiple reports and multiple subscriptions to DataOnDemand. 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 to order reports and Data-On-Demand and Special Studies CUPA-HR Administrative Compensation Survey

21 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 Administrative Compensation Survey

22 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 2012 Budget and enrollment quartiles for this year s Administrative Compensation Survey are shown below. Budget and Enrollment Quartiles for All AdComp Survey Participants Quartile 1 Quartile 2 Quartile 3 Quartile 4 Budget <$36,525,107 $36,525,107-$80,000,000 $80,000,001-$198,473,650 >$198,473,650 Enrollment <1,703 1,703-3,437 3,438-9,540 >9,540 Budget Quartiles for AdComp Participants by Affiliation Quartile 1 Quartile 2 Quartile 3 Quartile 4 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Public <$52,900,222 $52,900,222-$131,900,000 $131,900,001-$428,814,652 >$428,814,652 Private Non-Religious <$31,000,917 $31,000,917-$68,560,000 $68,560,001-$138,876,049 >$138,876,049 Private <$30,303,001 $30,303,001-$57,193,000 $57,193,001-$114,961,665 >$114,961,665 Private Religious <$28,877,589 $28,877,589-$49,866,883 $49,866,884-$81,599,754 >$81,599,754 Budget Quartiles for AdComp Participants by Carnegie Classification Quartile 1 Quartile 2 Quartile 3 Quartile 4 Quartile 1 Quartile 2 Quartile 3 Quartile 4 Doctorate-Granting <$325,977,091 $325,977,091-$555,423,386 $555,423,387-$1,130,399,881 >$1,130,399,881 Baccalaureate <$28,013,021 $28,013,021-$44,564,060 $44,564,061-$80,420,750 >$80,420,750 Master s <$56,643,764 $56,643,764-$92,780,002 $92,780,003-$158,975,607 >$158,975,607 Associate s <$24,568,362 $24,568,362-$44,998,000 $44,998,001-$99,489,647 >$99,489,647 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 Administrative Compensation Survey

23 Unweighted Median Salary by Carnegie Classification - All Institutions * 4 cases or fewer Doctorate- All Institutions Granting Master's Baccalaureate Associate's Median Senior Exec & Chief Functional Officers [1001] CEO of Syst/District 480, , , , , [1002] Ex Asst/Chief Staff for CEO Syst/Dist 154,800 85,000 * 137, , [1003] CEO of Single Institution 392, , , , ,849 1,059 [1004] Ex Asst/Chief Staff CEO Single Inst 130,391 97,957 85,972 76, , [1005] Exec VP/Vice Chancellor 302, , , , , [1006] Secretary of the Institution 168,830 79,170 79,254 64,135 90, [1026] Chief Acad Affairs Officer & Provost 281, , , , ,219 1,080 [1027] Chief Research Officer 234, , ,000 96, , [1028] Chief Technology Transfer Officer 165, ,242 * * 164, [1029] Chief Business Officer 236, , , , , [1030] Chief Administration Officer 210, , , , , [1031] Chief Financial Officer 210, , , , , [1032] Chief Investment Officer 218, , ,000 * 195, [1033] Chief Planning Officer 154, , , , , [1034] Chief Budget Officer 131,064 96,452 96,380 90, , [1035] Chief Planning & Budget Officer 173, ,162 99,050 * 136, [1036] Chief Legal Affairs Officer 198, , , , , [1037] Chief HR Officer 154,067 98,345 86,842 90, , [1038] Chief Information Officer 200, , , , , [1039] Chief Phys Plant/Facilities Officer 155, ,068 88,386 81, , [1040] Chief Accounting Officer/Comptroller 139,966 97,000 87,750 90, , [1041] Chief Health Professions Officer 541,419 96,000 * 108, , [1042] Chief Admin, Hospital/Med Center 566,733 * * * 453, [1043] Chief Student Affairs/Life Officer 194, , , , , [1044] Chief Admissions Officer 112,217 85,315 86,000 73,997 90, [1045] Chief, Enrollment Mgt Officer 160, , ,500 91, , [1046] Chief External Affairs Officer 210, , , , , [1047] Chief Development Officer 239, , ,628 93, , [1048] Chief PR Officer 162,400 97,728 91,942 87, , [1049] Chief Development & PR Officer 239, , ,650 85, , [1050] Chief Audit Officer 121,056 86,799 83,825 86, , [1051] Chief Diversity Officer 149,524 90,000 88,085 86, , Academic Deans [1201] Dean, Agriculture 227, ,129 * * 215, [1202] Dean, Architecture 203, ,038 * * 195, [1203] Dean, Arts & Letters 180, , ,500 90, , [1204] Dean, Arts & Sciences 220, , ,984 91, , [1205] Dean, Biological & Life Sciences 210, ,685 96,226 87, , [1206] Dean, Business 290, , ,077 91, , [1207] Dean, Computer & Info Sciences 219, ,000 * 84, , [1208] Dean, Continuing Education 164, ,507 91,744 92, , [1209] Dean, Cooperative Extension 177,981 * * * 175, [1210] Dean, Dentistry 322,500 * * * 305, [1211] Dean, Divinity / Theology 144,198 90,000 77,768 * 90, [1212] Dean, Education 190, ,075 94,646 92, , [1213] Dean, Engineering 254, , ,039 81, , [1214] Dean, External Degree Programs * * * 90,028 90, [1215] Dean, Family & Consumer Sci 187,000 * * * 185, [1216] Dean, Fine Arts 180, , ,985 92, , [1217] Dean, Forestry & Environ Studies 192,479 * * * 189, [1218] Dean, Gov/Pub Affairs/Pub Policy 265,800 * * * 249, [1219] Dean, Graduate Programs 175, ,450 94,836 * 139, [1220] Dean, Health-Related Profs 186, , ,608 92, , [1221] Dean, Honors Program 133,469 97,000 * * 125, [1222] Dean, Humanities 189, ,707 95,325 91, , [1223] Dean, Instruction * * 96,493 91,553 92, [1224] Dean, Journalism & Mass Comm 205, ,650 * 95, , [1225] Dean, Law 308, , ,580 * 282, [1226] Dean, Library 163, ,013 90,536 86, , [1227] Dean, Mathematics 120, ,152 * 94, , [1228] Dean, Medicine 486,997 * * * 474, [1229] Dean, Music 189,294 98,940 * * 157, [1230] Dean, Nursing 207, , ,704 86, , [1231] Dean, Occup Studies/Voc Ed/Techn 137, ,429 * 91,073 95, [1232] Dean, Performing Arts 189, ,707 * * 145, [1233] Dean, Pharmacy 236, , ,625 * 228, [1234] Dean, Public Administration 181,250 * * * 144, [1235] Dean, Public Health 302,414 * * * 285, [1236] Dean, Sciences 210, , ,000 90, , [1237] Dean, Social Sciences 203, ,250 71,732 90, , [1238] Dean, Social Work 199, ,000 * * 189, [1239] Dean, Special Programs * 78,474 86,803 90,598 91, [1240] Dean, Undergraduate Programs 161, ,335 92,000 91, , CUPA-HR Administrative Compensation Survey

24 * 4 cases or fewer Unweighted Median Salary by Carnegie Classification - All Institutions Doctorate- All Institutions Granting Master's Baccalaureate Associate's Median [1241] Dean, Veterinary Medicine 235,560 * * * 237, [1242] Multiple Academic Disciplines 195, , ,138 90, , Associate/Assistant Academic Deans [1401] A/A Dean, Agriculture 147,653 * * * 142, [1402] A/A Dean, Architecture 112,483 * * * 111, [1403] A/A Dean, Arts & Letters 118,255 92,098 * * 101, [1404] A/A Dean, Arts & Sciences 118,825 94,074 91,800 76, , [1405] A/A Dean, Bio & Life Sci 128,510 * * * 114, [1406] A/A Dean, Business 162, ,653 94,093 73, , [1407] A/A Dean, Comp & Info Sci 139,896 * * 74, , [1408] A/A Dean, Continuing Ed 101,212 84,399 67,994 70,901 85, [1409] A/A Dean, Coop Extension 150,240 * * * 149, [1410] A/A Dean, Dentistry 158,561 * * * 171, [1411] A/A Dean, Divinity / Theology 81,818 * * * 86, [1412] A/A Dean, Education 119,661 94,891 82,670 * 101, [1413] A/A Dean, Engineering 145, ,000 * * 139, [1414] A/A Dean, Ext Degree Programs * * * * 85,247 5 [1415] A/A Dean, Family & Consum Sci 123,213 * * * 116, [1416] A/A Dean, Fine Arts 101,700 85,158 * * 89, [1417] A/A Dean, Forest & Envir Studies 122,852 * * * 118,926 8 [1418] A/A Dean, Gov/Pub Affairs/Pub Pol 132,315 * * * 126, [1419] A/A Dean, Graduate Prgrms 112,570 89,887 71,875 * 102, [1420] A/A Dean, Health-Rel Profs 117,000 96,420 * 80, , [1421] A/A Dean, Honors Program 104,862 72,799 * * 92, [1422] A/A Dean, Humanities 120,102 91,688 * 70,500 96, [1423] A/A Dean, Instruction * * * 89,004 86, [1424] A/A Dean, Journ & Mass Comm 108, ,150 * * 104, [1425] A/A Dean, Law 136, ,923 * * 135, [1426] Deputy College Librarian 101,569 81,000 83,573 * 92, [1427] A/A Dean, Mathematics * * * 71,077 73, [1428] A/A Dean, Medicine 184,975 * * * 180, [1429] A/A Dean, Music 96,321 94,856 * * 95, [1430] A/A Dean, Nursing 122, ,012 84,645 81, , [1431] A/A Dean, Occ Stds/Voc Ed/Tech 96,554 * * 76,811 84, [1432] A/A Dean, Performing Arts 94,229 * * * 88, [1433] A/A Dean, Pharmacy 144, ,350 * * 141, [1434] A/A Dean, Public Admin * * * * 89,587 8 [1435] A/A Dean, Public Health 142,091 * * * 132, [1436] A/A Dean, Sciences 126, ,771 * 83, , [1437] A/A Dean, Social Sciences 117,500 85,636 * * 103, [1438] A/A Dean, Social Work 105,870 96,350 * * 105, [1439] A/A Dean, Special Programs 100,445 63,340 73,901 63,607 72, [1440] A/A Dean, Undergrad Programs 95,381 75,100 87,110 * 86, [1441] A/A Dean, Veterinary Med 164,463 * * * 169, [1442] A/A Dean, Multiple Acad Disciplines 101,680 99,807 84,472 * 98, Academic Affairs [2001] Vice Provost 192, , , , , [2002] Assoc Provost 150, , ,653 89, , [2003] Asst Provost 112,551 92,869 87,679 88,523 97, [2004] Dir, Institutional Research 114,415 81,600 75,000 77,031 84, [2005] Assoc Dir, Institutional Research 78,112 57,594 51,963 56,252 65, [2007] Dir, International Education 104,566 80,800 66,777 80,627 83, [2008] Dir, International Studies Ed 81,963 70,132 67,626 71,477 73, [2009] Dir, Sponsored Research & Programs 117,729 85,750 79,659 77,403 95, [2010] Dir, Continuing Education 99,500 73,077 66,975 70,668 74, [2011] Senior Technology Licensing Officer 101,900 * * * 104, [2012] Dir, Distance Learning 92,179 71,050 69,000 69,947 74, [2013] Dir, Teaching Center 106,915 80,751 72,500 76,962 85, [2014] Assoc/Asst VP for Research 167, ,235 * * 161, [2015] Dir of Museums 123,000 87,318 89,716 80,000 97, [2016] Education Abroad Director 79,280 65,582 67,391 * 70, [2017] Dir/Dean Workforce & Career Develop 82,000 59,486 63,000 86,348 80, [2018] Director of Grad Admissions 75,781 62,418 60,000 * 67, [2019] Dir of Theater/Perform Arts Center 96,097 70,032 70,000 77,678 79, [2026] Chief Op Officer (non-faculty), Med Sch 247,056 * * * 262, [2027] Chief Financial Officer, Med Sch 194,782 * * * 194, [2028] Chief Admissions Officer, Med Sch 100,714 * * * 93, [2029] Chief Financial Aid Officer, Med Sch 78,040 * * * 78, [2030] Chief Student Affairs Officer, Med Sch 152,519 * * * 152, [2031] Chief Development Officer, Med Sch 169,304 * * * 162, [2032] Chief IT Officer, Med Sch 124,240 * * * 138, [2033] Chief Research Officer, Med Sch 230,081 * * * 226, [2034] Chief Librarian, Med Sch 124,098 * * * 120, [2035] Chief HR Officer, Med Sch 124,545 * * * 124, [2050] Dir, Library Services 159,768 86,767 73,441 69,049 83, CUPA-HR Administrative Compensation Survey

25 * 4 cases or fewer Unweighted Median Salary by Carnegie Classification - All Institutions Doctorate- All Institutions Granting Master's Baccalaureate Associate's Median [2051] Acquisitions Librarian 69,770 59,211 53,625 63,441 59, [2052] Head, Technical Services 82,037 62,009 54,325 53,527 62, [2053] Head, Public (Access) Services 78,395 60,274 54,568 58,366 61, [2054] Head, Catalog & Metadata - Lev III 69,693 56,552 52,150 69,569 60, [2055] Head, Collection Development 82,000 59,371 61,559 * 67, [2056] Spec Collections Libr'n/Archivist 68,984 54,939 57,933 * 60, [2057] Dir, Educational Media Services 85,685 64,888 58,706 66,615 64, [2058] Dir, Learning Resources Center 79,200 61,185 53,415 62,655 61, [2076] Assoc Dir, Admissions 65,733 55,145 51,000 55,924 56, [2077] Dir, Admissions & Registrar 103,370 72,500 62,385 68,347 71, [2078] Registrar 101,621 75,808 66,950 63,225 75,000 1,006 [2079] Assoc Registrar 68,890 52,122 49,986 51,908 56, [2080] Asst Registrar 51,209 41,911 39,624 40,677 43, [2081] Dir, Admissions & Financial Aid * 94, ,290 * 90, [2082] Dir, Student Financial Aid 103,500 76,068 67,759 69,692 76,598 1,039 [2083] Assoc Dir, Student Financial Aid 67,267 53,000 50,000 51,000 55, [2090] Exec Dir of Executive Ed Program 158, ,800 * * 152, [2091] Dir of Business Dev, Exec Ed 108,742 63,334 * 78,669 88, [2092] Program Dir, Executive Education 89,577 67,175 * * 73, Business and Administrative Affairs [3001] Dir, Risk Mgt & Insurance 103,248 72,288 77,823 86,738 90, [3002] Dir, Med Center PR/Ext Affairs 153,306 * * * 134, [3003] Dir, Med Center HR 131,065 * * * 150, [3004] Dir, University Research Park 159, ,944 * * 150, [3005] Dir, Contracts & Grants 97,650 72,339 63,658 72,186 85, [3006] Dir, College/University Press 124,000 72,538 * * 107, [3007] College/Div Business Affairs Officer 98,964 87,230 82, ,785 95, [3008] Director/Head of Title III Program 92,210 63,653 66,030 60,431 64, [3009] Director/Head of Sustainability 76,938 67,368 74,074 69,388 74, [3010] Associate VP for Admin Services 146, , ,525 87, , [3026] Assoc Budget Dir 96,900 76,293 74,488 75,606 84, [3027] Asst Comptroller 94,690 72,133 65,699 69,240 75, [3028] Restricted Funds Accountant 65,309 54,768 58,626 53,402 59, [3029] Dir, Accounting 97,850 73,298 66,000 68,000 80, [3030] Bursar 89,003 64,066 56,856 61,328 67, [3031] Assoc/Asst Bursar 61,350 49,176 41,200 49,548 51, [3032] Dir/Mgr, Payroll 80,000 57,500 52,084 60,096 62, [3033] Dir, Purchasing/Materials Mgt 99,988 71,762 70,130 70,496 79, [3034] Assoc Dir, Purch/Materials Mgt 76,371 62,926 48,714 68,667 68, [3050] Dir, Auxiliary Services 122,350 87,550 82,658 70,646 89, [3051] Dir/Mgr, Printing Services 73,723 52,104 47,077 53,367 55, [3052] Dir/Mgr, Mail Services 55,756 45,147 39,666 56,919 48, [3053] Dir, Bookstore 91,803 58,339 50,080 60,468 57, [3054] Assoc Dir, Bookstore 65,497 43,573 42,755 51,241 46, [3055] Dir, Food/Dining Services 107,936 82,830 79,981 65,790 87, [3056] Assoc Dir, Food /Dining Services 77,250 65,813 62,292 42,552 70, [3076] Dir, Environmental Health & Safety 105,052 72,971 67,741 67,399 85, [3077] Dir, Campus Security/Safety 112,783 76,628 64,438 70,000 78, [3078] Dir, Parking & Transportation 84,663 62,510 46,956 * 76, [3101] Dir, Real Estate & Space Mgt 114,338 83,604 97,276 * 109, [3102] Architect for the Institution 115,700 93,540 93,623 98, , [3103] Assoc Dir, Phy Plant/Facil Mgt 103,159 74,965 74,052 69,933 80, [3104] Dir, Energy & Utilities 99,000 87,125 77,378 * 93, [3105] Mgr, Landscape & Grounds 72,067 54,367 53,437 49,710 58, [3106] Mgr, Building Maintenance Trades 78,300 61,500 60,000 63,896 65, [3107] Mgr, Technical Trades 73,445 62,886 60,954 55,725 66, [3108] Mgr, Custodial Services 66,909 52,737 47,677 50,889 54, [3109] Mgr, Power Plant 79,276 65,220 65,365 * 71, Human Resources & Information Technology [4001] Assoc Dir, HR 95,002 71,665 69,840 72,826 76, [4002] Dir/Mgr, Employee Benefits 82,870 63,175 59,800 65,807 69, [4003] Dir/Mgr, Training & Development 83,200 69,568 79,009 73,619 77, [4004] Dir/Mgr, Employee Relations 83,045 81,398 84,048 78,185 82, [4005] Dir/Mgr, Labor Relations 91,544 75,895 * 75,000 89, [4006] Dir/Mgr, Employment 74,513 62,385 59,344 70,000 69, [4007] Dir/Mgr, Compens & Classification 87,711 68,698 82,946 76,281 83, [4008] Dir/Mgr, HR Info Systems (HRIS) 90,397 65,000 66,658 74,315 77, [4009] Dir, AA/Equal Employment 102,875 84,169 76,362 91,176 95, [4010] Assoc Dir, AA/Equal Employment 66,437 71,653 * * 67, [4011] Dir, HR & AA 97,500 83,619 72,000 79,263 81, [4012] Dir, Disability Services 71,200 57,590 57,885 61,377 60, [5001] Deputy Chief Info Officer 144, ,001 84,458 92, , [5002] Dir, Academic Computing 114,851 80,000 86,985 82,745 91, [5003] Assoc Dir, Academic Computing 90,701 68,972 69,600 * 76, [5004] Dir, Admin Computing 123,600 90,000 83,363 77,347 91, CUPA-HR Administrative Compensation Survey