Salary compression is defined as an issue of inequity when individuals performing the same job responsibilities (and in the same position) have varying compensation levels (Bereman & Lengnick-Hall, 1994; Homer et al., 2020). It occurs when a new employee is hired at a higher compensation than someone with longer tenure within the organization,…

Earlier this year, College and University Professional Association for Human Resources (CUPA-HR) published research briefs on representation and pay equity for women and racial/ethnic minority administrators in higher education, using data from 15 years of salary surveys. Although there were a few successes highlighted, gains in representation and…

The pay gap between minority men and White men has remained virtually unchanged since 1980, with Hispanic men currently earning 69 cents and Black men currently earning 73 cents on the dollar that White men earn. The pay gap is even greater for minority women. The College and University Professional Association for Human Resources (CUPA-HR) has…

Departure among student affairs administrators in higher education has been an issue for decades (Evans, 1988; Lorden, 1998; Tull, 2006). Rates of departure from student affairs within the first five years of experience are estimated at 50% to 60% (Holmes, Verrier, & Chisholm, 1983; Lorden, 1998; Tull, 2006). However, there is very little…

The new Fair Labor Standards rules, which became effective February 1, will have an impact on employees, students and administrators. (Editor)

This study was designed to determine salaries being paid to the incumbents of 46 selected professional administrative positions in higher education, to determine the nature and dollar value of non-cash and total compensation, to investigate the compensation relationships among positions, and to examine the nature of professional administrative…

Salaries, wages, and fringe benefits of faculty, administrators, and general service workers who are employed in higher education are examined from a public interest point of view. The report is divided into three major parts. Chapter II presents an overview of the whole report including a summary of findings, conclusions, and recommendations. The…

A study of 20,000 high-level administrators in 821 colleges and universities found that women's salaries were lower than men's. The negative effect of female incumbency on salary was greater in larger institutions and in private as compared with public colleges and universities. (Author/JOW)

The data presented in this article represents the results of the most recent NACAC Salary Survey for College and University admissions officers. Salary data was collected for nearly 4,000 college and university admissions officers. (Author)

This document, which is based on data gathered during a September 1994 mail survey of 215,284 South African graduates that elicited a total response rate of 18.3%, details the remuneration of graduates (as of July 1, 1994) in a wide range of administrative, managerial, and clerical occupations in the public and private sectors and in…

A detailed description of one institution's approach is offered for a classification system, a starting salary system, a consistent way of treating promotional increases, and a method of avoiding salary inequities. The Classification Questionnaire is included. (LBH)

Data for administrators in 61 secondary administrative positions are given for universities, four-year colleges, public two-year colleges, and all institutions as a group. (MSE)

Data on median administrator salaries from a national survey includes salaries for over 100 administrator titles, providing figures for all institutions and by institution type. One-year percentage changes in the median salary for each job category are also given. (MSE)

Based on a survey of 1,268 colleges and universities, data on the median salaries of 65 administrative positions are given. Salaries are given for all institutions (with one-year changes noted) and for doctoral, comprehensive, baccalaureate, and two-year institutions. (MSE)

Presents 1999-00 data for 4- and 2-year college administrator's compensation compared to private-sector executives in the area of base salaries. Surveys show college and university administrative salary increases were lower than private-sector raises and lagged behind school district increases, however, schools are increasingly implementing bonus…