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, doing the same job functions and in the same position. While there have been previous studies of salary compression, which illustrate evidence in academic areas of business and engineering, limited studies focused directly on administrative staff. This study defines salary compression and examines the statistical tools used to detect evidence of compression for business-related staff within a higher education institution. Multiple linear regression analysis was used to determine if there is evidence of salary compression for mid-career business-relation professionals within higher education. The analyses from this study successfully detected evidence of salary compression for mid-career business-relation professionals within higher education (although minor) and allowed for a model of predicting salaries in consideration of compression. Job-level ratio analysis allowed for quick analysis of compression and inversion. Multiple regression analysis allowed for individual isolated cases to be highlighted and the development of predictive models for salary (per job family). [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]