Compensation & Benefits Study, 2014
Introduction
The Association of Reform Jewish Educators (ARJE) periodically surveys its membership on a number of topics regarding their roles and responsibilities, training and credentials, and compensation and benefits packages. This study, which is based on data collected for the 2013-14 school year, was designed to provide members with both insight and understanding of members’ “Total Compensation,” and a variety of professional issues of interest to educators. Toward that end, this study delved more deeply into topics that had been addressed in previous surveys, including compensation and benefits trends and the impact of certain variables on compensation.
The richest picture for comparison can be found by looking at the full-time data. Data for part-time work are included in this study. It is, however, more difficult to form consistent conclusions because compensation, benefits, and other practices vary more widely across part-time work arrangements. Unless noted, the observations about compensation and benefit patterns reflect full-time responses. When viewing the data it is important to note that totals,or the “N”, will vary based on useable data for each question. In all cases reporting is designed to protect the confidentiality of responses.
Survey Approach
This survey was conducted by Newport Consulting Group, Inc. (NCG), a firm specializing in compensation and organization effectiveness, with significant input from the ARJE (formerly NATE) Compensation and Benefits Committee. The range of survey questions was extensive and required detailed responses; it took a great deal of time to complete, but netted excellent data. Many participants took time while completing the survey to gather information about their organization’s compensation and benefits programs; in more than a few cases this required follow up with their respective administrations.
Methodology
Survey Tool
To preserve confidentiality and improve data management, this survey was distributed electronically. The survey sections were organized to guide members through a range of topics and allow them to provide more detailed responses about themselves, their job(s), and their compensation packages as appropriate. The survey allowed participants with multiple jobs to provide full data for each separately.
Data Management
All data were reviewed and edited for consistency and input errors by NCG. The final data set was screened and analyzed to provide the most reliable observations. NCG compared data against the ARJE data base selectively to confirm or correct certain data. When viewing the data it is important to note that totals, or the “N”, will vary based on useable data. Some participants did not respond to all questions or data may have been excluded for quality control purposes.
Analysis
Compensation is very strongly influenced by the market in which the employer is located – this reflects the general pay practice or “cost of labor” in a market. The cost of labor is influenced by a number of factors including talent availability, employers in the area, unemployment levels, etc. Within markets other factors such as type of employer, size, individual credentials, etc. also inform compensation practices. This survey analyzed the cash compensation by a number of factors to provide a framework for viewing the pay levels.
- Geographic Groupings: To allow for more meaningful analysis locations were combined into “Geographic Groupings”. These groups were developed using data from ERI, Economic Resource Institute, a national provider of data. The communities listed in the Appendix include the employer locations reported by members; members who did not participate in the survey may not find their location listed.The groupings are based on ERI’s salaries for each area – those with the most similar market levels are combined. This method allows for more robust examination. Cities in Group 3 are those typically closest to the US National average; Groups 4 and 5 are typically higher paying areas and Groups 1 and 2 are lower paying areas.
- Cost of Labor: A common misunderstanding is related to “cost of living” vs market pay levels or “cost of labor”. It is important to understand that cost of living is only one factor contributing to pay levels in an area; it is not the major determinant of pay overall. Cost of living differentials are important and most helpful for comparison when an individual is looking at the impact of relocating from one community or another. Higher or lower living costs have higher or lower pay levels but differentials are rarely the exactly same; they are separate, independent variables.
- Organization Setting: The majority of educators responding to the survey work in a congregation setting. The size of the congregation, as measured by households, and the size of the school, as measured by student enrollment, influence pay levels. Data were analyzed by each of these scope factors within the geographic groups.
Data Displayed
The average and median statistics measure the central tendency of the data reported. Percentiles present the rank order of the data value when data are displayed lowest to highest. “Percentile” refers to the value of the data point below which a portion of the data fall when ranked
- 25th percentile (%ile) – The value below which the lowest 25% of the sample values fall.
- Median / 50th percentile (%ile) – The center value (50th percentile) of the distribution; the middle item in an ordered set of data points, if there are an odd number of items. When an even number of items are ordered, the average of the two middle items is the median.
- Average – The sum of all data points divided by the total number of data points. The simple average is also referred to as the “mean.”
- 75th percentile (%ile) – The value above which the top 25% of the sample values fall.
- “—” Insufficient data to report details without compromising confidentiality.
Confidentiality
In all cases reporting is designed to protect the confidentiality of responses. Data sets with fewer than 5 data points do not include percentiles.
It is our hope that you find the information contained in this study useful. If you have any questions, please feel free to contact the ARJE.