The UW HR Compensation staff, the Advisory Team and Milliman consultants reviewed previous benchmark positions used in this study and identified additional positions for inclusion and elimination of some that did not provide adequate data in the past.
The following table lists the benchmark positions and the survey data sources used for each job.
Custom survey invitees included peer universities and a group of regional higher education institutions. The following tables show organizations contacted and those submitting data for the 2002, 2005, 2007 and 2012 survey.
Published survey sources included both regional and national surveys. The list of surveys used in these analyses follows:
|National Surveys||Regional Surveys|
|CUPA||Milliman Northwest Health Care|
|Economic Research Institute||Milliman Northwest Management & Professional|
|Higher Ed Custom||Milliman Puget Sound Regional|
|McConnell & Company Institutional Advancement||Milliman Technology|
|Mercer Finance, Accounting & Legal|
|Mercer Information Technology|
|Mercer Integrated Health Networks|
|Pearl Meyer Research & Development|
|Towers Watson Health Care Clinical & Professional|
|Towers Watson Health Care Administration & Support|
|Towers Watson Health Care Executive & Management|
|Towers Watson Information Technology|
|Towers Watson Office|
|Towers Watson Professional|
|Towers Watson Supervisory & Middle Management|
|Wamser University Foundation/Development|
Data gathered from all surveys were aged to September 30, 2012
Job descriptions were provided to custom survey participants to assist them with job matching. Milliman followed up with each participant to clarify job matches and input where necessary.
Milliman consultants reviewed the University's job descriptions and matched each position to the published survey description. The compensation staff at the University reviewed all matches and provided input and recommendations.
Data provided in this report for all survey matches, where such data were available.
Milliman compared the University's benchmark average data to the market media total cash compensation (50th percentile). Other comparisons can be made using this data, but Milliman believes the 50th percentile is the strongest point of comparison because:
2012 Salary Survey