2007 Salary Survey
The CIO-related category
is predominantly in the
$125K-$150K range, while
tech-related managers hit
a high mark of $65K.
Base Salary Across Title Categories
Here we scan the top, mid-range, and low-end salaries across
titles and functions. The CIO-related category is predominantly in
the $125K-$150K range, tech managers hit a high of $65K, the
media folks crest at $55K, and others are all over the map.
still lag behind men at
virtually all salary levels,
and in the ‘golden’ $100K-
$150K compensation range,
many of them are still on
the outside, looking in.
Base Salary by Gender
Though the results here are quite broad because respondents
encompass so many varying titles and their corresponding salary
levels, we include this chart because of the disappointing story it
reveals: Women still lag behind men at virtually all salary levels. If
you glance at the top half of the male/female comparison chart, it's
clear that, at each salary level below $60K, more women reported
in these ranges. At the higher salary levels, though—$65K all the
way up to $300K—there are consistently fewer women than men.
Greatest disparities show up in the $40K-$50K range (where up
to 80 percent more women than men are evident), and in the "golden"
$100K-$150K range (where between one-third to one-half as
many women than men are in evidence). In the higher pay ranges,
women are still on the outside, looking in.
Respondents 60-65 or over
are predominant earners in
the $100K-$150K range.
Base Salary by Age Range
In higher ed tech-related posts, as in academic ones, age can
translate to wisdom and command higher compensation. Here,
older = better paid, in a number of instances. In fact, respondents
ages 60-65 or over are predominant earners in the $100K-$150K
range. The flip side of this: In tech-related jobs, it may be tough to
find your way over $50K until you're into your 30s.
Do a greater number of
certifications equate to ‘techie,’ while fewer signal
Base Salary by Number of Tech Certifications
Simply put: Salaries in lower to mid ranges carry heavy certification,
but after $75K, certifications drop off dramatically, perhaps a demarcation
between "techies" and more institutionally strategic thinkers.
Base Salary by Region
This chart gives us a broad look at how salaries are affected by
regional pay modes. Though there are blips, pay scales are
higher in the Northeast and Mid-Atlantic, lower in the Central
Mountain, Midwest, and Southern regions, and are capricious
on the West Coast: $50K-$55K and $100K-$125K seem
favored pay ranges there.
Determined to hit the $100K-$150K
salary mark? Head to the suburbs.
Base Salary by Population Density
Respondents command larger salaries the closer they get to city
venues, save for a blip in the $60K-$70K salary ranges on rural
campuses (some rural campuses are so large they approximate
suburbs or small cities). Also interesting: If you're determined to
hit the $100K-$150K mark, head to the suburbs—chances are
greater there than in the cities.
In the mid- or CIO-level
salary range, you’ll do a bit
better at tech schools and
Base Salary by Institution Type
At a glance, these results may appear all over the map, but a couple
of trends jumped out at us: Vocational/tech schools and for-profits
don't just pay better in some of the mid-range-salary jobs, they pay
better at $100K-$125K (a common CIO-level salary range), too.
more of our
all tiers other
than the top
salaries in the
by School Tier
Some might expect that the higher
the tier, the higher the salaries of the
school's tech pros and, generally, this
holds true with our survey sample, as
evidenced by the larger group of
respondents in the $100K-$125K
range. But interestingly, more respondents
in all tiers other than the top
tier reported salaries in the $125K-
$150K range (surprisingly, tier four
schools led this group), and just as
many tier three and top tier respondents
reported salaries of $150K-
$175K. The largest single group of
respondents appear to be salaried in
the $65K-$70K range—15 percent
of tier four respondents; behind that
is the 13 percent of tier two respondents
reporting at $60K-$65K.
Comparing Earnings Within
or Outside of Higher Ed Technology
Forty percent of our survey respondents feel their compensation
is "a little lower than others" inside of their higher education ITrelated
fields. But respondents believe they are remunerated at a
rate markedly lower than those outside of the academic setting;
in fact, 57 percent see their earnings as "far lower." Do the benefits
and camaraderie they enjoy offset the disparity between the
two worlds? Navigate to our Satisfaction section to find out.
Future Salary Changes
The overwhelming majority of our survey respondents believe
that their compensation will increase moderately over the next
12 months; most of our other respondents believe it will stay the
same. Only 3 percent believe their income will increase substantially
over the next year—clearly, higher education is not for tech
folks looking for meteoric careers. Slow and steady is the path
for this group.
Want to hit $200K?
Head to the Northeast.
CIO/CISO/Tech VP Salaries by Region
Clearly, if you want to hit the $175K-$200K CIO salary range,
head for the Northeast. As for those curious Central Mountain
region blips: They look suspiciously as though they were represented
by two respondents, and should be eyed with caution.
Technology Director Salaries by Region
In this chart it's evident that, once again, West Coast schools like
to pay their tech folks in the $50K and $100K ranges. For the
most part, though, these director jobs sift into the $55K-$80K
range. If you're looking for more than that, the Northeast and Mid-
Atlantic regions (with one eye to the West) are your best bet.
If you’re a tech manager, it pays to live in the East.
Technology Manager Salaries by Region
No surprise, but if you're a campus tech manager, it pays to live in
the East. But take a look at the 27 percent of those earning $70K-
$75K in the Central Mountain states, and you might decide to
head to Wyoming, Arizona, or Colorado.
$50K-$60K appears to prevail on the West Coast.
Developer Salaries by Region
These results indicate either a suspiciously small sample in the Northeast, or else
a pervasive $50K-plus pay policy in those states. But check out the West Coast,
where $50K-$60K seems to prevail.
Overwhelmingly, respondents reported that their employer
institutions have rewarded them with raises in the past 12
months—striking, as the corporate world moves away from annual
raises in favor of performance bonuses based on productivity
and/or company/division profitability. A look at this category in
2008 may tell us if that corporate trend is having an impact here.
Forty-five percent of respondents reported raises of 1-3 percent,
even behind the national business average of 3.7 percent. The corporate
raise picture has been bleak because business employers
have increasingly moved to a performance bonus model, in effect
phasing out the annual salary raise. But institutions of higher education
continue to extend costly health insurance and other benefits
to their employees—perks that corporate America has been unloading
over the past decade. None of our respondents reported raises
of 50 percent or more, and 26 percent declined to answer.
Bonus (Extra Compensation) Amounts
Bonuses played a minor role in our respondents' compensation pictures:
64 percent reported bonuses under $1,000. These may have
been spot bonuses, rewards, incentives, or annual bonuses, amount
ing to 3-or-so percent for employees on the lower end of the compensation
spectrum; less for those earning more. Three percent of
our sample were the lucky ones, garnering $10K-$20K in bonuses
or additional compensation. Seventeen percent declined to reveal
their bonuses; we can only hope that is because they were healthy.