Papers by Jasper McChesney
A thesis submitted to the faculty of the University of North Carolina at Chapel Hill in partial f... more A thesis submitted to the faculty of the University of North Carolina at Chapel Hill in partial fulfillment of the requirements for the degree of Masters of Science in Ecology.
Focus on Student Affairs, 2018: Understanding Key Challenges Using CUPA-HR Data
The following are highlighted results from the CUPA-HR Professionals in Higher Education Salary R... more The following are highlighted results from the CUPA-HR Professionals in Higher Education Salary Report: Professionals in health services make the highest salaries, whereas those in student affairs make the lowest. Staff physicians make the highest salaries of all higher ed professionals at a median of $154,000. Social sciences research scholars saw the greatest salary increase (7.3%) of all professionals since last year. The median tenure for all professionals is 3 years. Managers, deputy heads and heads have incrementally longer tenures than do non-management professionals. A gender pay gap exists for higher education professionals. This pay gap increases with age, such that women professionals earn about $10,000 less than men. Women receive equitable pay only in the areas of information technology and student affairs. Minorities are well-represented in most professional areas, suggesting that the gap in minority representation in higher ed administrative positions may be filled by looking to this accessible pipeline. Nearly two thirds of higher ed institutions have implemented some changes in response to the 2016 proposed FLSA overtime rule, despite the injunction that took place. These include changes to salaries and exempt status for police and security professionals, staff nurses, office managers, assistant coaches, residence hall managers, and others. Head coaching in general is dominated by White males. Nearly half (43%) of the head coaches of women's sports are male, whereas the percentage of women coaching men's sports is near zero.
CUPA-HR is entering its 50th year of data collection; since 1967, we have been collecting data on... more CUPA-HR is entering its 50th year of data collection; since 1967, we have been collecting data on higher education administrative positions. We have been collecting data on diversity for many years as well — we started in the 1980s with administrators and expanded to professional positions a few years ago. For the 2016-17 cycle, with a change to incumbent-level reporting, we are collecting data on gender, ethnicity, age, and years in position for all our major salary The decision to begin collecting this data for all higher education positions at this point is strategic. 1 Diversity, equity, and inclusion efforts on campuses have increased as student bodies have increased in diversity. 2 Research in industry indicates that diversity is good for the bottom line. Diverse companies and institutions are more successful than those that are not diverse. In fact, gender-diverse companies are 15% more likely to outperform their peers, and ethnically-diverse companies are 35% more likely to ...
Impact of the Economic Recession on Student Enrollment and Faculty Composition in U.S. Higher Education: 2003-2018. A CUPA-HR Research Report
Investing involves risk including the risk of loss. Fidelity Brokerage Services LLC, Member NYSE,
Staff in Higher Education Salary Report: Key Findings, Trends, and Comprehensive Tables for the 2016-17 Academic Year. Overview
Administrators in Higher Education Salary Report: Key Findings, Trends, and Comprehensive Tables for the 2016-17 Academic Year
Diversity in Higher Education Information Technology: From Today's Workforce to Tomorrow's Leaders
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Papers by Jasper McChesney