Harper College
Compensation Study
Project Briefings
Contents
• Introduction and Background
• Competitive Analysis
• Pay Structure Review
• Summary
• Appendix
– Published Survey Sources
– Published Survey Participants
MERCER
December 21, 2011
1
INTRODUCTION AND BACKGROUND
Introduction and Background
Market Pricing and Benchmark Jobs
• What is market pricing?
– The process of determining competitive pay levels for specific jobs in a defined external
market
• Why do it?
– Assess pay levels
– Ensure “fair” pay
– Develop salary structures
• Why is feedback important?
– To ensure the best possible data is used within the analysis
• Benchmark jobs typically represent:
– Multiple functions and levels within the organization
– High incumbent positions and/or key positions
– Static and fairly consistent responsibilities (not changing dramatically from year to year)
Benchmark positions are easily understood within the
organization (internally) and the market (externally)
MERCER
December 21, 2011
3
Introduction and Background
Benchmark Job List – By Employee Group
CLASSIFIED
1 Accounting Associate
2 Accounts Payable Clerk II
3 Administrative Assistant AEE
4 Administrative Secretary car prog
5 Bilingual Secretary/Material Asst.
6 Child Care Assistant
7 Computer Operator
8 Copy Center Operator
9 Copy Center/Offset Operator
10 Executive Assistant EVP
11 Financial Aid Assistant Loans
12 Food Service Worker II
13 Human Resources Assistant ben
14 Information Receptionist car ctr
15 Instructional Technology Asst
16 Lead Payroll Clerk
17 Lead Student Account Rep
18 Library Assistant I circulation
19 Library Technical Assistant
20 Mail Clerk
21 OSFA Systems Coordinator
22 Program Assistant AED
23 Purchasing Assistant
24 Receptionist HPS
25 Records Assistant
26 Registration Assistant
27 Sales Associate
28 Secretary WCA
29 Senior Assess/Test Proctor
30 Sr. Records Clerk
31 Student Account Representative
32 Telephone Operator
MERCER
SUPERVISORY/MGMT
1 Accountant
2 Benefits & Comp Specialist/Mgr
3 Business Manager
4 Chief of Police
5 Community Relations Manager
6 Coordinator Campus Set Up
7 Coordinator of Registration
8 Custodial Foreman
9 Custodial Supervisor
10 Dir, of Annual Giving & Alumni Relations
11 Diverse Workforce Recruiter
12 Environmental Health & Safety Mgr.
13 ERP Systems Tech Mgr.
14 Financial Aid Assoc/Client Services
15 Financial Aid Associate
16 HR Manager, Employee Relations
17 Internal Communications Mgr
18 Maintenance Foreman
19 Manager, Purchasing
20 Media Relations Specialist
21 Mgr Client Support
22 Mgr Student Systems Dev & Support
23 Mgr, Applications Support DB Ressources
24 Mgr, Budget/Acct & Operational Analysis
25 Mgr, Dining/Conference Services
26 Mgr, Institutional Research
27 Mgr, Oracle Applications DBA
28 Mgr, Retail Services
29 Supervisor, Child Learning Ctr.
30 Supervisor, Tutoring Center
31 Systems & Employment Spec/Mgr
32 Web Content Manager
December 21, 2011
ADMINISTRATORS
1 Director, Career Ctr. & Women's Program
2 Assoc Exec Dir Foundation/Dir Major Gifts
3 Chief Advancement Officer
4 Chief Communications Officer
5 Chief Human Resources Officer
6 Chief Information Officer
7 Controller
8 Dean, Academic Area MS
9 Dean, Continuing Education
10 Dean, Resources for Learning
11 Dir Disability Services & 504/ADA
Coordinator
12 Director, Academic Advising & Counseling
13 Director of Institutional Research
14 Director Student Recruitment & Outreach
15 Director, Athletics & Fitness
16 Director, IT Enterprise Systems
17 Director, Marketing Services
18 Director, Physical Plant
19 Director, Student Activities
20 Director, Student Financial Assistance
21 Exec VP Finance/Administrative Services
22 President
23 Provost
4
Introduction and Background
Benchmark Job List – By Employee Group
PRO -TECH
1 Academic Research Analyst
2 Account Executive
3 Admissions Associate
4 AED Specialist NNL
5 Athletic Trainer
6 Business Info Analyst (5)
7 CE Coordinator music
8 Chem Lab Tech
9 Coordinator Instructional Media Production
10 Curriculum Content Graphic Illustrator
11 Data Research Analyst
12 Desktop Integration Analyst
13 Graphic Designer Prod Spec.
14 Inventory & Logistics Spec.
15 Lab Assistant Graphic Arts
16 Local Area Network Specialist
17 Network Specialist
18 Operations Analyst
19 Program Spec/Grant Writer
20 Programmer/Analyst
21 Project Manager
22 Recruiting Specialist
23 Registered Nurse
24 Research Analyst
25 Staff Interpreter
26 Tech Installation Specialist
27 Web Developer, Lead
28 Writing Center Specialist
MERCER
IEA-NEA
1 Custodian
2 Custodian w/ lead
3 Campus Set-Up Crew
4 Groundskeeper
5 Painter
6 Maintenance Mechanic
7 Carpenter
8 Electrician
9 Plumber
10 Certified Pool Engineer
11 Utilities Mechanic
12 Stationary Engineer13
13 HVAC Mechanic
14 Maintenance Helper
15 Utilities Helper
16 Warehouse/ Driver
ADJUNCT
1 Adjunct
2 Counselor
3 Librarian
OTHER
1 Captionist
2 Tutor
ICOPS
1 Police Officer
2 Police Officer w/ lead or supervisory
3 Police Officer w/ training duties
4 Police Officer w/ rank differential
5 Community Service Officer
6 Community Service Officer w/ dispatch
7 Dispatcher
December 21, 2011
5
Introduction and Background
Data Sources Collected
• Three primary sources of data were used for the market pricing study: peer college
disclosures, peer municipality disclosures and published surveys
Peer Colleges
Local Municipalities
Published Surveys
Data was requested and
collected from the following
participants:
Data was requested and
collected from the following
municipalities:
The study incorporated data
from the following survey
vendors:
• College of Dupage
• Elgin
• Lake County Community
College
• Palatine
• College and University
Personnel Associates
(CUPA)
• Village of Lake Zurich
• Mercer
• Village of Hoffman Estates
• Towers Watson
• Town of Barrington
• Employer’s Group
• Mount Prospect
• American Library
Association
• Joliet Community College
• Moraine Valley
Community College
• Oakton Community
College
• Schaumburg
• Elgin Community College
• Triton Community College
MERCER
.
December 21, 2011
Refer to the appendix for the
specific surveys utilized in the
study as well as participant
lists.
6
Introduction and Background
Understanding the Statistics
Lowest =
Highest =
32,000
32,750
32,900
33,000
33,500
33,800
34,200
34,250
35,000
35,500
35,750
75th %ile
Median (50th %ile)
25th %ile
34,625
33,800
32,950
Mean =
Cases (n=)
33,877
11
• The 25th and 75th, percentiles reflect the
dispersion of the data
• The 25th, 50th, and 75th percentiles divide
the data into quarters
• The 25th and 75th percentiles are
sometimes called the 1st and 3rd quartiles
50th %ile =
• The 50th %ile (or median) is the primary
statistic utilized in the competitive analysis
MERCER
December 21, 2011
7
COMPETITIVE ANALYSIS
Competitive Analysis
Executive Summary
• Harper College has a competitive total remuneration pay program that is consistent with their
compensation philosophy
Compensation
• Harper’s pay ranges are competitive
–
“Competitive” means within +/- 10% of market
(96% of market on average)
• “Market” includes comparisons to
–
–
–
Peer colleges
Local municipalities
Published salary surveys which include data
for both education and general industry
organizations in the Palatine area
• On average, Harper employees are paid at
109% of their range midpoint which
translates to 106% of market
• While the pay structure and employee pay
are competitive on average, the
competitiveness of individual jobs and
individual employees varies greatly, both
above and below market
MERCER
Benefits
• Harper’s health plans are strongly
competitive to the market when compared
nationally to colleges and universities as
well as the peer group of local community
colleges
• Harper is also strongly competitive to
market relative to Life and LTD as
compared to the peer group of local
community colleges. Harper’s LTD plan is
superior to peers in that it does not require
disability benefits to be paid out of the
pension plan first (unlike the majority of
peers)
• Refer to separate report provided for full
detail of benefits competitiveness
December 21, 2011
9
Competitive Analysis
Distribution of Base Pay Market Indices by Job
• Overall, of the 129 benchmark positions*, 51 positions (40%) were within a market
competitive range of 10%, 63 (49%) were above the 10% range, and 15 positions (12%)
were below the 10% range
Harper Base Pay to Market (by Job)
25%
Market Competitive Range
22%
% of Benchmark Jobs
20%
15%
15%
11%
9%
10%
9%
9%
9%
7%
5%
4%
3%
3%
1%
0%
0%
0%
0%
-50% or -30% to -25% to -20% to -15% to -10% to -5% to - Within
More
-50%
-30%
-25%
-20%
-15%
10%
5%
5% to
10%
10% to 15% to 20% to 25% to 30% to 50% or
15%
20%
25%
30%
50%
More
Variance to Market Median
*Note: 4 Positions were excluded from this analysis due to vacancy and 10 positions were benchmarked for
comparative purposes only (and thus no Harper pay data was available)
MERCER
December 21, 2011
Percentages may not add to 100% due to rounding
10
Competitive Analysis
Market Variances by Employee Group
• The chart below shows how the different employee groups compare to the market median
for actual pay (dark blue) and range midpoints (light blue)
– All groups are within or above a competitive range
Market Median
Employee Group Variance to Market Median
120%
96%
100%
113% 111%
109%
106%
112%
108%
104%
95%
98%
Variance to Market Midpoint
92% 90%
Market
Range of
+/- 10%
80%
60%
40%
20%
IC
O
PS
EA
N
ec
hn
/T
fe
ss
io
na
l
IE
A/
ic
a
l
n
tio
st
ra
Ad
m
in
i
y/
M
Pr
o
er
vi
so
r
Su
p
C
la
ss
ifi
ed
an
ag
em
St
a
ff
en
t
0%
Employee Group
Base Pay Variance
MERCER
December 21, 2011
Midpoint Variance
11
Competitive Analysis
Classified Staff Employee Group
• In aggregate, actual pay is competitive relative to the market composite (106% of market
median) but there is variation by job (85% to 146%) and by employee
• Pay ranges are within the + / – 10% definition of competitive at 96% of the market median
Benchmark Job Title
Food Service Worker II
Executive Assistant EVP
Instructional Technology Asst
Lead Payroll Clerk
Accounting Associate
Computer Operator
Administrative Assistant AEE
Sr. Records Clerk
OSFA Systems Coordinator
Lead Student Account Rep
Copy Center/Offset Operator
Administrative Secretary car prog
Program Assistant AED
Registration Assistant
Financial Aid Assistant Loans
Bilingual Secretary/Material Asst.
Purchasing Assistant
Human Resources Assistant ben
Student Account Representative
Accounts Payable Clerk II
Senior Assess/Test Proctor
Records Assistant
Secretary WCA
Library Technical Assistant
Copy Center Operator
Child Care Assistant
Telephone Operator
Library Assistant I circulation
Receptionist HPS
Information Receptionist car ctr
Mail Clerk
Sales Associate
Grade
# of
Ees
Avg. Base
Rate (000's)
Current
Midpoint
(000's)
FS2
9
9
9
9
9
8
8
8
8
8
7
7
7
7
7
7
7
7
7
7
6
6
6
5
5
5
5
5
3
3
3
1
7
1
1
1
1
15
1
1
1
1
15
5
1
6
1
1
1
4
2
1
1
10
1
1
3
2
10
3
5
2
1
$28.6
$51.9
$52.5
$54.5
$56.8
$51.2
$47.7
$52.1
$38.8
$42.8
$52.1
$44.9
$47.6
$47.6
$40.1
$39.7
$46.9
$47.5
$35.1
$40.9
$41.6
$36.8
$41.2
$38.5
$34.2
$41.6
$33.4
$35.6
$34.2
$30.9
$31.0
$33.5
$24.5
$46.9
$46.9
$46.9
$46.9
$46.9
$43.0
$43.0
$43.0
$43.0
$43.0
$39.4
$39.4
$39.4
$39.4
$39.4
$39.4
$39.4
$39.4
$39.4
$39.4
$36.2
$36.2
$36.2
$33.2
$33.2
$33.2
$33.2
$33.2
$27.9
$27.9
$27.9
Market
Median
(Education)
(000's)
$22.8
$60.2
$56.6
$46.0
$40.9
$35.6
$43.8
$53.0
$40.9
$39.7
$39.2
$40.7
$44.5
$41.6
$40.9
$44.8
$38.6
$38.2
$38.0
$35.7
$35.6
$40.3
$37.0
$33.3
$35.6
$33.9
$31.8
$29.8
$29.6
$29.6
$29.0
$25.8
Market
Median
(Peer)
(000's)
-$60.5
-$44.7
$42.4
$51.3
$45.3
--$39.2
-$38.9
$41.0
$40.5
$48.4
-$43.3
$47.6
-$42.0
$37.8
$38.5
$32.4
$29.3
$36.7
$34.8
$30.7
$28.6
$26.6
-$36.8
--
Market
Median
(Local)
(000's)
$22.8
$61.6
$67.6
$49.9
$44.8
$42.6
$52.9
---$32.2
$51.8
----$45.0
$41.0
$41.2
$39.3
--$45.2
$44.1
$29.3
-$34.4
-$31.5
$31.5
$27.0
$28.5
Compa- Ratio
Market Index
Composite
Market Data
(000's)
Base Rate /
Current
Midpoint
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
$22.8
$60.7
$62.1
$46.3
$42.6
$45.2
$46.8
$53.0
$40.9
$39.4
$35.7
$42.6
$41.9
$40.8
$46.5
$44.8
$42.5
$43.6
$39.6
$39.8
$37.3
$38.9
$36.8
$34.0
$34.6
$34.6
$31.9
$28.9
$28.6
$30.6
$32.4
$27.2
117%
111%
112%
116%
121%
109%
111%
121%
90%
100%
121%
114%
121%
121%
102%
101%
119%
120%
89%
104%
105%
102%
114%
106%
103%
125%
101%
107%
103%
110%
111%
120%
110%
Overall
126%
86%
93%
118%
139%
144%
109%
98%
95%
108%
133%
110%
107%
114%
98%
89%
121%
124%
92%
115%
117%
91%
111%
115%
96%
123%
105%
120%
116%
104%
107%
130%
110%
-86%
-122%
134%
100%
105%
--109%
-116%
116%
117%
83%
-108%
100%
-97%
110%
96%
127%
131%
93%
119%
109%
125%
129%
-84%
-108%
126%
84%
78%
109%
127%
120%
90%
---162%
87%
----104%
116%
85%
104%
--91%
87%
117%
-97%
-109%
98%
115%
118%
103%
126%
86%
85%
118%
133%
113%
102%
98%
95%
109%
146%
106%
113%
117%
86%
89%
110%
109%
89%
103%
112%
95%
112%
113%
99%
120%
105%
123%
120%
101%
95%
123%
106%
Market Ratio
Current
Midpoint /
Market
Composite
107%
77%
75%
101%
110%
104%
92%
81%
105%
109%
120%
93%
94%
97%
85%
88%
93%
90%
100%
99%
106%
93%
98%
106%
96%
96%
104%
115%
116%
91%
86%
103%
96%
More than 20% deviation from market median index
Note: The Food Service Worker was benchmarked but this job is on a separate structure for food service. This was the only job benchmarked on this structure, and as a result,
Mercer does not have sufficient information available to separately assess the ranges for the entire structure.
MERCER
December 21, 2011
12
Competitive Analysis
Supervisory/Management Employee Group
• In aggregate, actual pay is within the + / - 10% of market definition of competitive (109% of
market median) but there is variation by job (80% to 163%) and by employee. Actual pay is
more competitive relative to the education and peer groups (109% and 119% respectively),
than compared to the local market (90%)
• Pay ranges are competitive at 95% of the market median. There is variation by job and
employee
Market Index
Benchmark Job Title
Grade
# of
Ees
Dir, of Annual Giving & Alumni Relations
Business Manager
Mgr, Oracle Applications DBA
ERP Systems Tech Mgr.
Mgr, Applications Support DB Resources
Mgr Client Support
Mgr Student Systems Dev & Support
HR Manager, Employee Relations
Mgr, Retail Services
Mgr, Budget/Acct & Operational Analysis
Internal Communications Mgr
Environmental Health & Safety Mgr.
Chief of Police
Community Relations Manager
Mgr, Institutional Research
Benefits & Comp Specialist/Mgr
Media Relations Specialist
Systems & Employment Spec/Mgr
Maintenance Foreman
Web Content Manager
Financial Aid Associate
Mgr, Dining/Conference Services
Manager, Purchasing
Coordinator of Registration
Custodial Supervisor
Supervisor, Tutoring Center
Diverse Workforce Recruiter
Accountant
Financial Aid Assoc/Client Services
Coordinator Campus Set Up
Custodial Foreman
Supervisor, Child Learning Ctr.
Overall
CFN5
CFN5
15
14
14
14
14
14
14
13
13
13
13
13
13
12
12
12
12
12
12
12
12
12
12
12
11
11
11
10
10
10
1
1
1
1
1
1
1
1
1
1
0
1
1
1
1
1
1
1
1
1
0
1
1
1
1
1
1
1
1
1
2
1
Avg. Base
Rate (000's)
Current
Midpoint
(000's)
$83.2
$88.8
$126.4
$94.3
$109.8
$96.1
$97.5
$81.7
$102.6
$93.3
-$92.8
$92.2
$71.8
$80.1
$80.5
$72.3
$80.6
$80.6
$77.1
$48.0
$69.2
$68.7
$80.6
$80.2
$80.6
$56.1
$62.3
$44.0
$46.6
$56.5
$49.4
$74.1
$74.1
$98.2
$85.9
$85.9
$85.9
$85.9
$85.9
$85.9
$74.9
$74.9
$74.9
$74.9
$74.9
$74.9
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$62.6
$52.3
$52.3
$52.3
$50.4
$50.4
$50.4
Market
Median
(Education)
(000's)
$84.0
$61.7
$111.8
$120.0
$97.2
$95.7
$95.7
$82.3
$78.1
$96.0
$89.2
$84.9
$79.5
$73.2
$63.3
$77.0
-$83.1
$75.0
$71.6
$40.9
$66.6
$66.5
$64.7
$60.9
$56.6
$60.5
$48.5
$40.9
$49.9
$49.8
$44.7
Market
Median
(Peer)
(000's)
$60.9
---$82.2
$97.2
$94.4
$63.0
-$68.5
-$78.4
$99.9
$61.3
$60.4
$58.7
$49.2
-$60.2
$66.4
$41.8
-$61.1
$56.7
$45.3
$65.4
-$55.0
$40.7
$49.4
$56.4
$63.2
Market
Median
(Local)
(000's)
-$77.5
$119.4
$115.5
$119.4
$109.1
$109.1
$91.8
-$107.4
$86.1
$100.4
-$101.1
-$100.6
-$109.0
$84.8
---$70.1
----$57.8
-----
Composite
Market Data
(000's)
$66.6
$69.6
$115.6
$117.8
$95.2
$99.8
$98.4
$75.0
$78.1
$85.1
$87.7
$85.5
$94.8
$74.2
$61.1
$73.8
$49.2
$96.1
$70.0
$67.7
$41.5
$66.6
$64.7
$58.7
$49.2
$63.2
$60.5
$54.1
$40.8
$49.5
$54.8
$58.6
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
99%
144%
113%
79%
113%
100%
102%
99%
131%
97%
-109%
116%
98%
127%
105%
-97%
108%
108%
117%
104%
103%
125%
132%
142%
93%
129%
108%
93%
113%
110%
109%
137%
---134%
99%
103%
130%
-136%
-118%
92%
117%
133%
137%
147%
-134%
116%
115%
-112%
142%
177%
123%
-113%
108%
94%
100%
78%
119%
-115%
106%
82%
92%
88%
89%
89%
-87%
-92%
-71%
-80%
-74%
95%
---98%
----108%
----90%
125%
128%
109%
80%
115%
96%
99%
109%
131%
110%
-109%
97%
97%
131%
109%
147%
84%
115%
114%
115%
104%
106%
137%
163%
128%
93%
115%
108%
94%
103%
84%
109%
Market Ratio
Current
Midpoint /
Market
Composite
111%
106%
85%
73%
90%
86%
87%
115%
110%
88%
85%
88%
79%
101%
123%
85%
127%
65%
89%
92%
151%
94%
97%
107%
127%
99%
86%
97%
128%
102%
92%
86%
95%
More than 20% deviation from market median index
Note: Two jobs were benchmarked which are on a separate structure for CFN. These were the only two jobs benchmarked on this structure, and as a result, Mercer does not have
sufficient information available to separately assess the ranges for the entire structure.
MERCER
December 21, 2011
13
Competitive Analysis
Administrative Employee Group
• In aggregate, actual pay exceeds the + / - 10% definition of competitive (113% of market
median) but there is wide variation by job (95% to 143%)
• In aggregate, pay ranges are competitive relative to the market composite (111% of median)
but there is wide variation by job (93% to 158%)
Benchmark Job Title
President
Exec VP Finance/Administrative Services
Provost
Chief Communications Officer
Chief Advancement Officer
Chief Human Resources Officer
Controller
Chief Information Officer
Dean, Resources for Learning
Director, Marketing Services
Director, Physical Plant
Dean, Continuing Education
Director, IT Enterprise Systems
Dean, Academic Area MS
Director Student Recruitment & Outreach
Director of Institutional Research
Dir Disability Services & 504/ADA Coord
Director, Academic Advising & Counseling
Assoc Exec Dir Foundation/Dir Major Gifts
Director, Student Financial Assistance
Director, Athletics & Fitness
Director, Career Ctr. & Womens's Program
Director, Student Activities
Overall
Grade
# of
Ees
Avg. Base
Rate (000's)
Current
Midpoint
(000's)
11
10
10
10
10
9
9
9
8
8
8
8
8
8
7
7
7
6
6
6
6
6
6
1
1
1
1
1
1
1
1
1
1
0
1
1
1
1
1
1
1
1
1
1
1
1
$248.4
$186.3
$191.5
$144.9
$162.1
$140.0
$144.9
$144.9
$114.5
$128.1
$112.0
$114.4
$133.0
$110.0
$106.9
$106.3
$83.0
$92.0
$115.1
$88.0
$89.3
$90.5
$91.5
-----$145.7
$145.7
$145.7
$113.6
$113.6
$113.6
$113.6
$113.6
$113.6
$101.4
$101.4
$101.4
$90.6
$90.6
$90.6
$90.6
$90.6
$90.6
Market
Median
(Education)
(000's)
$221.0
$194.9
$153.3
$139.5
$158.4
$138.0
$128.9
$137.7
$118.3
$114.0
$109.8
$105.4
$113.2
$100.1
$101.0
$92.5
$79.2
$101.1
$96.9
$82.1
$79.9
$74.1
$70.5
Market
Median
(Peer)
(000's)
$230.6
$165.0
$152.6
$106.3
-$108.6
$107.8
$154.5
$121.1
$81.8
$100.8
$107.1
$102.5
$116.9
$68.8
$94.7
$59.1
$88.6
-$89.1
$84.1
$68.9
$86.4
Market
Median
(Local)
(000's)
-$199.5
---$152.4
-$142.4
----$115.5
-----------
Compa- Ratio
Market Index
Composite
Market Data
(000's)
Base Rate /
Current
Midpoint
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
$228.2
$181.1
$152.7
$114.6
$158.4
$126.9
$113.1
$147.3
$120.4
$89.9
$103.0
$106.7
$108.4
$112.7
$76.8
$94.2
$64.1
$91.8
$96.9
$87.4
$83.1
$70.2
$82.4
-----96%
99%
99%
101%
113%
99%
101%
117%
97%
105%
105%
82%
102%
127%
97%
99%
100%
101%
102%
112%
96%
125%
104%
102%
101%
112%
105%
97%
112%
102%
109%
117%
110%
106%
115%
105%
91%
119%
107%
112%
122%
130%
108%
108%
113%
126%
136%
-129%
134%
94%
95%
157%
111%
107%
130%
94%
155%
112%
140%
104%
-99%
106%
131%
106%
116%
-93%
---92%
-102%
----115%
----------99%
109%
103%
125%
126%
102%
110%
128%
98%
95%
143%
109%
107%
123%
98%
139%
113%
129%
100%
119%
101%
107%
129%
111%
113%
Market Ratio
Current
Midpoint /
Market
Composite
-----115%
129%
99%
94%
126%
110%
106%
105%
101%
132%
108%
158%
99%
93%
104%
109%
129%
110%
111%
More than 20% deviation from market median index
• The Director of Disability Services was excluded from the structure analysis given that it is an
outlier (market median is more than 10% below the current range minimum). Mercer
recommends this job be reviewed in further detail to ensure job matching is appropriate
MERCER
December 21, 2011
14
Competitive Analysis
Professional/Technical Employee Group
• In aggregate, actual pay exceeds the + / - 10% definition of competitive (112% of median) but
there is wide variation by job (81% to 159%) and employee. While actual pay is higher relative
to the education and peer groups (119% and 123% respectively), it is at market when
compared to the local market (100% of the market median)
• Pay ranges are in aggregate at market (98% of the market median)
Benchmark Job Title
Grade
# of
Ees
Avg. Base
Rate (000's)
Current
Midpoint
(000's)
Network Specialist
Lab Assistant, Graphic Arts
Account Executive
Project Manager
Web Developer, Lead
Business Info Analyst (1-5)
Coord Instr Media Production
Inventory & Logistics Spec.
CE Coordinator music
Programmer/Analyst
Local Area Network Specialist
Desktop Integ Analyst (1-5)
Curr Content Graphic Illustrator
Admissions Associate
Tech Installation Specialist
Program Spec/Grant Writer
Operations Analyst
Registered Nurse
Academic Research Analyst
Data Research Analyst
Research Analyst
Writing Center Specialist
Graphic Designer Prod Spec.
Staff Interpreter
Athletic Trainer
Chem Lab Tech
AED Specialist NNL
Recruiting Specialist
Overall
8
8
5
5
5
5
5
4
4
4
4
3
3
3
3
2
2
2
2
2
2
2
2
2
2
2
1
1
0
1
2
1
1
2
1
1
1
2
1
11
1
2
1
1
1
1
1
1
1
1
2
2
1
2
2
4
-$45.7
$77.0
$85.1
$85.1
$80.9
$85.1
$78.0
$78.0
$71.8
$78.0
$59.7
$71.6
$70.1
$67.2
$65.7
$62.8
$68.1
$52.7
$52.7
$52.7
$65.7
$60.9
$70.1
$53.8
$58.6
$57.7
$53.0
$42.2
$42.2
$70.9
$70.9
$70.9
$70.9
$70.9
$65.0
$65.0
$65.0
$65.0
$59.7
$59.7
$59.7
$59.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$54.7
$50.2
$50.2
Market
Median
(Education)
(000's)
$59.2
$40.3
$86.1
$78.7
$78.1
$77.2
$67.4
$80.6
$73.7
$61.8
$60.7
$73.6
$60.1
$53.2
$42.4
$54.6
$61.8
$52.1
$51.0
$51.0
$51.0
$46.2
$45.1
$45.0
$41.4
-$46.2
$44.9
Market
Median
(Peer)
(000's)
$69.2
---$57.8
$74.5
---$68.4
--$47.9
$53.5
-$53.3
-$53.7
$62.4
--$40.7
$52.8
$43.7
$54.1
$47.7
-$46.7
Market
Median
(Local)
(000's)
$65.9
$45.4
-$92.3
$99.2
$84.6
---$73.5
$64.5
-$70.2
-$60.5
--$69.7
----$52.6
------
Compa- Ratio
Market Index
Composite
Market Data
(000's)
Base Rate /
Current
Midpoint
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
$65.9
$42.9
$86.1
$85.5
$73.2
$77.7
$67.4
$80.6
$73.7
$68.0
$62.6
$73.6
$56.5
$53.5
$51.5
$53.6
$61.8
$57.3
$59.6
$51.0
$51.0
$42.1
$50.8
$44.0
$50.9
$47.7
$46.2
$46.2
-108%
109%
120%
120%
114%
120%
120%
120%
110%
120%
100%
120%
118%
113%
120%
115%
124%
96%
96%
96%
120%
111%
128%
98%
107%
115%
106%
113%
-113%
89%
108%
109%
105%
126%
97%
106%
116%
129%
81%
119%
132%
159%
120%
102%
131%
103%
103%
103%
142%
135%
156%
130%
-125%
118%
119%
----147%
109%
---105%
--149%
131%
-123%
-127%
84%
--161%
115%
160%
100%
123%
-114%
123%
-101%
-92%
86%
96%
---98%
121%
-102%
-111%
--98%
----116%
-----100%
-107%
89%
99%
116%
104%
126%
97%
106%
106%
125%
81%
127%
131%
131%
122%
102%
119%
88%
103%
103%
156%
120%
159%
106%
123%
125%
115%
112%
Market Ratio
Current
Midpoint /
Market
Composite
64%
98%
82%
83%
97%
91%
105%
81%
88%
96%
104%
81%
106%
112%
116%
102%
89%
96%
92%
107%
107%
130%
108%
124%
107%
115%
109%
109%
98%
Note: Because Desktop Integration Analyst (1-5) spans multiple grades, Grade 3 was used for the purpose of this analysis
More than 20% deviation from market median index
• The Network Specialist was excluded from the structure analysis given that it is an outlier
(market median is more than 10% above the current range maximum). Mercer recommends this
job be reviewed in further detail to ensure job matching is appropriate
MERCER
December 21, 2011
15
Competitive Analysis
IEA/NEA Employee Group
• In aggregate, the pay ranges and actual pay are competitive at 108% and 104% of the market
median, respectively. There is some variation by job and employee
Compa- Ratio
# of
Ees
Benchmark Job Title
Warehouse/ Driver
Utilities Mechanic
Campus Set-Up Crew
Painter
Maintenance Mechanic
Maintenance Helper
Custodian w/ lead
HVAC Mechanic
Groundskeeper
Custodian
1
0
6
4
10
0
2
9
1
5
Target
Avg. Base
Market Step
Rate (000's)
Amount
$43.7
-$36.9
$41.2
$63.2
-$41.9
$67.6
$40.9
$40.9
$35.9
$40.5
$21.7
$38.2
$56.1
$37.1
$38.7
$56.1
$34.7
$36.6
Market
Median
(Education)
(000's)
$30.1
$42.3
$42.4
$43.7
$42.3
$34.8
$30.5
$49.5
$36.0
$27.7
Market
Median
(Peer)
(000's)
---$42.4
$58.2
$32.1
$39.0
$73.0
$40.1
$37.3
Market
Median
(Local)
(000's)
$32.8
$60.4
-$60.7
$60.4
$47.4
-$58.7
$41.4
$31.4
Composite
Market Data
(000's)
Base Rate /
Current Target
Market Step
$31.5
$51.4
$42.4
$47.3
$54.8
$36.6
$36.9
$63.5
$39.4
$33.4
122%
-170%
108%
113%
-108%
121%
118%
112%
118%
Overall
Market Index
Market Ratio
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate / Target Market
Market Median Market Median Market Median
Market
Step / Market
(Education)
(Peer)
(Local)
Composite
Composite
145%
-87%
94%
150%
-137%
137%
114%
148%
125%
---97%
109%
-107%
93%
102%
110%
102%
133%
--68%
105%
--115%
99%
130%
104%
139%
-87%
87%
116%
-114%
106%
104%
122%
108%
114%
79%
51%
81%
102%
101%
105%
88%
88%
110%
104%
• Mercer recommends additional review of the set-up crew position as the market composite is
more than 10% above the range maximum. However, actual employee pay is below the
+ / - 10% of market definition of competitive (87% of the market median). The majority of
incumbents in this job are in a grandfathered step rate which is higher than the current range
• Additional market rates for comparison only are shown below:
Benchmark Job Title
Electrician
Plumber
Carpenter
Stationary Engineer
Utlities Helper
Certified Pool Engineer
MERCER
Market
Median
(Education)
(000's)
$61.1
$51.3
$50.5
$46.2
$34.8
$32.2
Market
Median
(Peer)
(000's)
-------
December 21, 2011
Market
Median
(Local)
(000's)
$64.8
-$55.8
-$47.4
$50.1
Composite
Market Data
(000's)
$63.0
$51.3
$53.2
$46.2
$41.1
$41.2
16
Competitive Analysis
IEA/NEA Employee Group
• The table below shows differences in market rates for the IEA/NEA jobs when comparing
union versus non-union organizations
• Harper pay is competitive relative to the union organizations at 108% of the market median
Harper Job Title
Harper Average Pay
Warehouse/ Driver
Utilities Mechanic
Campus Set-Up Crew
Painter
Maintenance Mechanic
Maintenance Helper
Custodian w/ lead
HVAC Mechanic
Groundskeeper
Custodian
$43.7
-$36.9
$41.2
$63.2
-$41.9
$67.6
$40.9
$40.9
All Institutions
(Median Base 000's)
$29.4
$51.0
-$39.1
$51.0
$41.6
$27.5
$46.9
$27.8
$25.0
All Union
Institutions
(Median Base000's)
$30.2
$65.4
-$53.4
$65.4
$53.9
$33.7
$65.2
$36.8
$30.6
Union All Orgs / Union All Orgs / Harper Avg Pay
All Non-Union
Non-Union All Non-Union All
/ Union Edu
Institutions (Median
Orgs
Orgs
Market
Base - 000's)
$29.3
103%
103%
145%
$49.7
132%
128%
---$39.4
136%
137%
77%
$49.7
132%
128%
97%
$40.6
133%
130%
$25.5
132%
122%
125%
$46.2
141%
139%
104%
$27.2
135%
132%
111%
$23.2
132%
122%
134%
131%
128%
108%
Note: Data represents Mercer survey data only (other published survey vendors utilized in
this study did not report data by union representation)
• Jobs that were benchmarked for additional market comparisons are also provided below:
Benchmark Job Title
Carpenter
Electrician
Plumber
Stationary Engineer
Certified Pool Engineer
Utlities Helper
MERCER
All Institutions
(Median Base 000's)
$48.0
$57.6
$49.3
-$28.8
$41.6
All Union
Institutions
(Median Base 000's)
$64.6
$65.3
$68.2
-$35.2
$53.9
All Non-Union
Union All Orgs / Union All Orgs /
Institutions (Median Non-Union All Non-Union All
Base - 000's)
Orgs
Orgs
December 21, 2011
$44.7
$54.1
$46.7
-$26.7
$40.6
145%
121%
146%
-132%
133%
135%
113%
138%
-122%
130%
17
Competitive Analysis
ICOPS Employee Group
• In aggregate, actual pay is competitive at 92%, but competitiveness varies. Harper is
competitive relative to the education data and peer colleges (107% and 100% of market
median, respectively), but lags the market relative to local municipalities at 72% of the market
median
– For the police officer position, actual pay is competitive (107% of market median) and
pay ranges are at market (99% of market median)
– For the community service officer position, actual pay and pay ranges are just outside the
competitive range (89% of market median)
– For the dispatcher position, actual pay and pay ranges are below competitive (77% and
80% of the market median, respectively)
Market Index
Benchmark Job Title
Police Officer
Community Service Officer
Dispatcher
Avg. Base
Rate (000's)
Current
Midpoint
(000's)
$53.6
$33.6
$32.3
$49.4
$33.4
$33.4
Market
Median
(Education)
(000's)
$39.0
$34.4
$37.8
Market
Median
(Peer)
(000's)
$45.2
$35.9
$38.9
Market
Median
(Local)
(000's)
$70.7
$44.7
$51.8
Composite
Market Data
(000's)
$50.0
$37.7
$41.8
Overall
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
137%
98%
86%
107%
119%
94%
83%
100%
76%
75%
62%
72%
107%
89%
77%
92%
Market Ratio
Current
Midpoint /
Market
Composite
99%
89%
80%
90%
More than 20% deviation from market median index
Note: Local data above represents local municipality data rather than published survey data. Published survey data was not available for these positions
• Mercer confirmed that the police departments of all 7 peer colleges employed sworn
officers with full police authority. Additionally, Mercer used benchmarks for armed and
certified police officers only from the published surveys
• Additional market rates for
comparison only were
collected:
MERCER
Benchmark Job Title
Police Officer w/ lead or supervisory
Police Officer w/ training duties
Police Officer w/ rank differential
Community ServiceDecember
Officer w/
21,dispatch
2011
Market
Median
(Education)
(000's)
$42.9
$42.9
$42.9
$37.8
Market
Median
(Peer)
(000's)
$56.2
----
Market
Median
(Local)
(000's)
$72.1
$72.1
$72.1
$44.7
Composite
Market Data
(000's)
$56.8
$57.5
$57.5
$41.3
18
Competitive Analysis
Adjunct Employee Group
• Adjunct faculty pay is very competitive relative to the peer organizations at 111% of the market
median, 147% of an extended group of 2-year organizations, and 74% as compared to private
4-year colleges providing data:
Market Index
Pay Rate per Credit Hour
Harper
Median
Range Rate
Peer
Colleges
(Median)
Extended
Sample (2
Year)
Extended
Sample (4Year)
$931
$839
$635
$1,253
Harper
Harper
Harper
Median Rate Median Rate Median Rate
/ Peer
/ Ext. 2 Year / Ext. 4 Year
111%
147%
74%
Note: Robert Morris University excluded from table above, as they pay based on a 10-week term (rather than per credit hour). The rate per term is $500 - $1,000.
• The organizations providing data for the extended samples are shown below. These
comparisons are provided for reference only and are not intended to represent a peer group.
Additional data has been requested from other universities, but this represents all data
received to date:
– Public 2-year organizations: Parkland College, Heartland Community College, Morton
College, Waubonsee Community College, Illinois Central College, Carl Sandburg College,
Lake Land College and McHenry County College
– Private 4-year organizations: Robert Morris University, Loyola University, Roosevelt
University and Aurora University
• Harper adjunct rates are highly competitive relative to the range reported by the CUPA survey
for adjunct faculty pay for 2-year institutions. The median minimum to maximum range
reported was $569 - $778, based on approximately 130 organizations who reported data
nationally. For 4-year institutions, the median range reported was $740 - $1,000 per credit
hour for undergraduate instruction, based on approximately 450 organizations who reported
data nationally
MERCER
December 21, 2011
19
Competitive Analysis
Adjunct Employee Group
• Counselor and librarian annual pay is highly competitive based on the market results.
However, there is significant variation within the Peer group and among different organization
types reported in published surveys. Further research to explain these differences is
warranted
Market Index
Benchmark Job Title
Librarian
Counselor
MERCER
Avg. Range
Rate
(Hourly)
$39.96
$39.96
Market
Median
(Education)
(Hourly)
$29.28
$27.31
Market
Median
(Peer)
(Hourly)
$36.38
$37.76
Market
Median
(Local)
(Hourly)
$29.42
--
Composite
Market Data
(Hourly)
$32.87
$35.15
December 21, 2011
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
136%
146%
110%
106%
136%
--
122%
114%
20
Competitive Analysis
Other
• Captionist and Tutor pay is highly competitive relative to the market results
Market Index
Avg. Base
Rate
(Hourly)
Benchmark Job Title
Captionist
Tutor
$28.00
$20.63
Market
Median
(Education)
(Hourly)
$22.21
$22.21
Market
Median
(Peer)
(Hourly)
-$9.84
Market
Median
(Local)
(Hourly)
---
Overall
Composite
Market Data
(Hourly)
$22.21
$12.93
Base Rate /
Base Rate /
Avg Base Rate / Avg Base Rate /
Market Median Market Median Market Median
Market
(Education)
(Peer)
(Local)
Composite
126%
93%
109%
-210%
210%
----
126%
160%
138%
Note: Tutor average base rate is based on the average of the 2010/2011 tutoring pay scale; the captionist rate represents the average rate of employees
• Mercer noted significant differences between the peer data reported and the education data
for the tutor position which may warrant further investigation
MERCER
December 21, 2011
21
SUMMARY
In Summary: Key Messages
• Harper’s benefits program is strongly competitive
• Harper’s pay ranges are competitive (96% of market)
• On average employee pay is competitive (106% of market)
• No employees are paid below their range minimum
• Pay varies by Employee group but on average all groups are within or above the + or – 10%
definition of “competitive”
• While pay is competitive on average, pay for individual employees and jobs vary greatly
• Next steps include further review of:
– Benchmark jobs with range midpoints significantly above or below market
– Individual jobs and employees paid significantly below and above market
MERCER
December 21, 2011
23
APPENDIX
Published Survey Sources
• The following published surveys were used to collect compensation data for all positions:
– College and University Personnel Associates (CUPA): 2010 Administrative Compensation Survey
– College and University Personnel Associates (CUPA): 2010 Mid-Level Administrative Professional
Salary Survey
– Mercer, 2011 US Global Premium Executive Remuneration Suite (GPERS)
– Mercer, 2011 US Benchmark Database
– American Library Association: 2010 ALA –APA Salary Survey
– Employers Group: 2010 The National Information Technology and Engineering Compensation Survey
– Towers Watson, 2010 Top Management Compensation Survey
– Towers Watson, 2010 Top Office and Business Support Compensation Survey
– Towers Watson, 2010 Survey Report on Professional Administrative Services Personnel Compensation
– Towers Watson, 2010 Survey Report on Technician and Skilled Trades Personnel Compensation
– Towers Watson, 2010 Survey Report on Information Technology and e-Commerce Personnel
Compensation
– Towers Watson, 2010 Survey Report on Supervisory Management Compensation
– Towers Watson, 2010 Survey Report on Middle Management Compensation
– Towers Watson, 2010 Survey Report on Professional Specialized Services Personnel
• Participating organizations are provided on the subsequent pages for the CUPA and Mercer surveys. Other
surveys have similar participant profiles and full participant listings are available upon request.
MERCER
December 21, 2011
25
CUPA Survey
Participating Associate’s Institutions
Aims Community College
City Colleges of Chicago
Good Samaritan College of Nursing and Health Science
Alamo Community College District Central Office
Cleveland State Community College
Greenville Technical College
Alexandria Technical College
Clovis Community College
Harrisburg Area Community College
Anne Arundel Community College
Cochise College
Heartland Community College
Anoka Technical College
Coconino Country Community College
Hennepin Technical College
Anoka-Ramsey Community College
College of DuPage
Hibbing Community College,
Arapahoe Community College
College of Southern Nevada
Highland Community College
Arizona Western College
Collin County Community College District
Hillsborough Community College
Asheville - Buncombe Technical Community College
Colorado Community College System
Holyoke Community College
Austin Community College
Colorado Mountain College
Houston Community College System Summary
Bellevue College
Columbus State Community College
Howard College
Bismarck State College
Community College of Allegheny Country
Illinois Central College
Black River Technical College
Community College of Philadelphia
Inver Hills Community College
Bossier Parish Community College
Community College of Rhode Island
Itasca Community College
Brookdale Community College
Community College System of New Hampshire
James A. Rhodes State College
Brookhaven College
Cottey College
John Wood Community College
Broward College
Cuyahoga Community College
Johnson Country Community College
Bucks County Community College
Dakota County Technical College
Joilet Junior College
Bunker Hill Community College
Dallas County Community College District Office
Kalamazoo Valley Community College
Butler Country Community College
Davis Applied Technology College
Kansas City Kansas Community College
Cascadia Community College
Dean College
Kirkwood Community College
Cedar Valley College
Del Mar College
Kirtland Community College
Central Arizona College
Delaware Tech & Com College System Summary
L.E. Fletcher Technical Community College
Central Lakes College
Delgado Community College
Lake Region Sate College
Central New Mexico Community College
Eastfield College
Lake Superior College
Central Ohio Technical College
Edison State Community College
Lakeland Community College
Central Virginia Community College
El Centro College
Lamar State College-Orange
Central Wyoming College
El Paso Community College
Landmark College
Century College
Flathead Valley Community College
Lane Community College
Chattanooga State Community College
Fond du Lac Tribal and Community College
Latter-Day Saints Business College
Chipola College
Georgia Perimeter College
MERCER
December 21, 2011
26
CUPA Survey
Participating Associate’s Institutions
Los Angeles Community College District Office
North Hennepin Community College
Richland Community College
Louisiana Delta Community College
North Idaho College
Ridgewater College
Louisiana State University at Eunice
North Lake College
River Parishes Community College
Lower Columbia College
Northampton Country Area Community College
Riverland Community College
Marymount College
Northeast State Technical Community College
Roane State Community College
Mercer County Community College
Northern Essex Community College
Rochester Community and Technical College
Maricopa Cty Cmty Col District System Summary
Northern Wyoming Community College District
Rowan-Cabarrus Community College
Mesabi Range Community and Technical College
Northland Community and Technical College
Saint Cloud Technical College
Mesalands Community College
Northshore Technical College
Saint Louis Community College Center
Metropolitan Community College
Northwest Florida State College
Saint Paul College
Northwest State Community College
Salt Lake Community College
Northwest Technical College
San Jacinto College System Summary
Northwestern Business College
Santa Fe College
Northwestern Michigan College
Santa Fe Community College
Nunez Community College
Schoolcraft College
Oakland Community College
Seminole State College of Florida
Oakton Community College
Sinclair Community College
Oklahoma City Community College
Snow College
Olympic College
South Central College
Ouachita Technical College
South Texas College
Owens Community College
Morgan Community College
Southern State Community College
Palm Beach State College
Southern West Virginia Community and Technical College
Mott Community College
Pellissippi State Community College
Southwest Tennessee Community College
Mount Wachusett Community College
Pennsylvania Highlands Community College
Spartanburg Methodist College
Mountain View College
Peralta Community Colleges District Office
St. Vincent's College
Mt. Hood Community College
Pine Technical College
State College of Florida, Manatee-Sarasota
New Mexico Junior College
Pittsburgh Technical Institute
Tarrant County College District
New Mexico State University at Alamogordo
Portland Community College
Treasure Valley Community College
New Mexico State University at Carlsbad
Rainy River Community College
Trocaire College
Normandale Community College
Reading Area Community College
Tulsa Community College
North Central Texas College
Richland College
University of Arkansas Community College at Morrilton
Miami Dade College
Minneapolis Community and Technical College
Minnesota State College - Southeast Technical
Minnesota State Community and Technical College
Minnesota West Community and Technical College
Missouri State University - West Plains
Monroe Community College
Montana State University - Great Falls College of Tech.
Montgomery County Community College
Moraine Park Technical College
North Dakota State College of Science
MERCER
December 21, 2011
27
CUPA Survey
Participating Associate’s Institutions
University of Hawaii Community College
University of Hawaii Hawaii Community College
University of Hawaii Honolulu Community College
University of Hawaii Kapiolani Community College
University of Hawaii Kauai Community College
University of Hawaii Leeward Community College
University of Hawaii Maui College
University of Hawaii Windward Community College
Valencia Community College
Vermillion Community College
Virginia Community College System Office
Volunteer State Community College
Walters State Community College
Washtenaw Community College
Weatherford College
Wenatchee Valley College
Western Nebraska Community College
Western Nevada College
Western Technical College
Westmoreland County Community College
William Rainey Harper College
Yavapai College
MERCER
December 21, 2011
28
Mercer Benchmark Database Survey
Participating Education Institutions
Austin Community College
Knowledge Learning Corporation - Champions
The Ohio State University
Babson College
Knowledge Learning Corporation - Children's Creative
Learning Centers
The University of Arizona
Bentley University
Knowledge Learning Corporation - KinderCare
Learning Centers
The University of Texas System
Boston College
Laureate Education, Inc.
Bridgepoint Education, Inc.
The University of Texas System - University of Texas
Health Science Center
Laureate Education, Inc. - College of Santa Fe
Capella Education Company
Laureate Education, Inc. - Kendall College
The University of Texas System - University of Texas
Southwestern Medical Center
Career Education Corporation
Laureate Education, Inc. - Laureate Higher Education
Group
Transylvania University
Laureate Education, Inc. - Laureate Higher Education
Group
University at Buffalo
Laureate Education, Inc. - Laureate Latin America
University of Alabama at Birmingham
Laureate Education, Inc. - National Hispanic University
University of Central Florida
Laureate Education, Inc. - New School of Architecture
and Design
University of Houston
Dallas County Community College District
DePaul University
Laureate Education, Inc. - Walden University
University of Louisville
DeVry, Inc.
Learning Care Group, Inc
University of Michigan
Drexel University
Los Angeles Community College District
University of Minnesota
Education Management Corporation
Los Angeles Unified School District
University of Minnesota - Crookston
Educational Testing Service (ETS)
Loyola University Chicago
University of Minnesota - Duluth
Emory University
Massachusetts Institute of Technology
University of Minnesota - Morris
Georgetown University
Medical College of Wisconsin
University of Notre Dame
Georgia Institute of Technology
Mount Holyoke College
University of Pennsylvania
Hampshire College
National-Louis University
University of Southern California
Harvard University
New York University
Washington University
Houston Independent School
Northern Arizona University
Weill Cornell Medical College
Indiana University
Northwestern University
Westwood College
Jefferson County Public Schools
Randolph-Macon College
Wheaton College
Kent State University
Stanford University
William Marsh Rice University
Knowledge Learning Corporation
Texas State University-San Marcos
Yeshiva University
Baylor College of Medicine
Carleton College
Carnegie Mellon University
College of DuPage
College of William & Mary
Cornell University
The University of Chicago
Tufts University
University of Illinois at Chicago
The Johns Hopkins University
MERCER
December 21, 2011
29
Mercer Benchmark Database Survey
Participating Chicago Institutions
Access Community Health Network
Jones Lang LaSalle - Americas
Akzo Nobel, Inc.
Kohler Company - Interiors Group
American Medical Association
Laureate Education, Inc. - Kendall College
Barry Callebaut USA LLC
Loyola University Chicago
Bovis Lend Lease - Chicago
Lyric Opera of Chicago
Bovis Lend Lease - MultiSite
MillerCoors LLC
Chicago Transit Authority
National Futures Association
Classified Ventures, LLC
Navigant Consulting, Inc.
CME Group Inc.
Northern Trust Corporation
CNA Financial Corporation
OSI Industries, LLC - Chicago Campus Facility
DePaul University
PrivateBancorp, Inc.
Envestnet, Inc.
Quest Diagnostics - Wooddale
Equity Residential
Rush University Medical Center
Equity Residential - Equity Corporate Housing
S&C Electric Company
Exelon Corporation
Sidley Austin, LLP
Federal Reserve Bank of Chicago
SMART Technologies Corporation
Fox Networks Group - Big Ten Network
The Boeing Company
Freeman Companies - Freeman Electrical
The Options Clearing Corporation
GATX Corporation
The University of Chicago
GKN America Corporation
The University of Chicago Medical Center
Grant Thornton LLP
TTX Company
Harris Associates L.P.
U.S. Foodservice - SYMPC Chicago
Harris N.A.
Union Tank Car Company
Health Care Service Corporation
United States Cellular Corporation
Heidrick & Struggles International, Inc.
University of Illinois at Chicago
Hu-Friedy Manufacturing Company, Inc.
Veolia Water North America
Huron Consulting Group
William Blair & Company, LLC
Hyatt Hotels Corporation
Wm. Wrigley Jr. Company
James Hardie Industries, SE
Wm. Wrigley Jr. Company - North America
Jones Lang LaSalle
Wm. Wrigley Jr. Company - US
YMCA of the USA
MERCER
December 21, 2011
30