Meet the ATLIS Compensation Benchmark Dashboard

Hello everyone, and welcome.

Today we are introducing you to a brand new Atlas product

that we are so excited to bring to all of our members,

and it's something that's been long requested

and we've been working on.

Um, so for years we've had the compensation benchmark in

partnership with EdTech recruiting,

and we've had a physical report that comes out.

But this year we are debuting an interactive dashboard,

and this is all thanks to the partnership

with Mission and Data.

And so today we have the special privilege of having one

of the original Atlas Co-founders, Kelsey Ruman,

um, on with us.

And Kelsey, hi. Her company is Mission and Data.

Um, Eric Hyman also works with her there.

And, uh, he's also at Moray with C

so we've got a great partnership with,

with, um, all of them.

So, um, Eric and Kelsey, welcome.

Thank you for being with us today.

Thank you for having us. It's like coming home.

Absolutely. So, Kelsey, can you give us kind of a, a view,

um, we're gonna drop a link in the chat of where

to find this on the Atlas website,

but do you mind just kind of sharing your screen

and taking us through, um,

giving us a little sneak peek of this?

And participants, if you have questions about

what Kelsey is talking about, um,

we will take those midstream if you have something

that is more of big picture.

If you don't mind if you'll just drop that in the chat

and we'll hold those to the end.

But, um, we do want this time for all of you

to get your questions answered.

So welcome Kelsey and Eric, y'all take it away.

Thank you. Uh, so welcome everybody, uh, either live

or in the recording.

Uh, we're gonna go through this dashboard, but

before that, I also wanna give a little bit

of meta information

because I know that a lot

of people are technologists in schools

and are perhaps looking to do some

of this work that you're seeing here.

So the platform that we're using is, uh,

Google Looker Studio, uh, formerly known

as Google Data Studio.

And it is free within your own Google

apps for Education account.

So if you're a Google School, you have access

to a data visualization platform such as this.

So if it's not turned on, you're usually the Google admin.

So go ahead and turn it on and play around with it.

And if you're looking for resources in how

to use Looker Studio, this, I'm gonna kick it over to Eric

to give a little plug for, uh, Cirrus.

Uh, and then, then I'll take things over.

So Eric, what are, what does CS do

to help people understand things like, uh, Looker Studio?

Yeah, we've run a number of, uh, single session

and multi-session, uh, webinars about how to use,

uh, Google Looker Studio.

All those are available in our public, uh, Google Drive.

Um, and if you are interested in finding out more about

those, you can check our newsletters if you're already on

the mailing list, um, or just shoot me an email

and I can, uh, let you know where the link

to our Google Drive is.

There's a ton of resources in there about Looker Studio

and pretty much every other form of IR project you can think

of, uh, to get you started there.

Awesome. And c is an incredible free resource for everyone

to use as professional development.

And a lot of people are like, okay, what's the difference

between going to CRS or going to mission and data?

If you want somebody actually get in your data

and help you figure things out,

then call us at Mission and data.

If you wanna learn how to do it yourself.

CS is an awesome resource filled with amazing people,

and they also throw an entire, uh,

ir institutional research track at the Atlas Conference.

So plug for the Atlas Conference to come see us, um, in all

of the data sessions next year.

So, as Ashley said, this is such an amazing opportunity

for me to kind of partner with one

of the original Atlas founders, Gabe Lucas, who does this,

uh, survey every single year.

So we are really honored to be able to partner with Atlas

and provide this interactive dashboard.

A huge plug to do this every single year,

because if you're not giving the data,

then this dashboard is not gonna be as applicable

to you as it should be.

So when those emails come around next year, make sure

that you're giving the data and then you'll be included in

this dashboard's iteration for next year.

So as you can see right here in this dashboard

and all Looker Studio dashboards,

I'm just gonna zoom in just a tiny bit for us.

Um, and so we can see a little bit more up at the top.

We've got some the, the different navigation bar.

So what we have added

to this dashboard is the 20 23 20 24 survey results, as well

as the 2223 survey results.

So right now we're on the 23 22 24 survey results page.

But let's quickly look at the 2223 results,

and we can see that there were 209 responses last year

with 480 responses this year.

So pat yourself on the back. Yay.

Let's get everybody next year, four response rate

and continue to see that number grow.

Uh, and so on this particular page,

this is really breaking down the demographic factors

of the individuals who took the survey as well as the,

the schools that people are a part of.

And so I'm gonna skip these filters really quickly,

but I'll get back to them um, a little bit later.

And so on this particular page, you're going to see a lot

of the, the data from the questions about, for example,

technology department size.

And so you can see the percentage of those 480 responses

that fall into each one of these buckets.

Then when we were presenting this to Atlas, uh, Ashley

and Christina and Kelsey had some questions, they were like,

oh, I would, it'd be really interesting to see

technology department size cross tabbed by enrollment

as well as by, uh, tuition level of the school.

So this is really what, uh, this graph is.

So if we're looking right now, we're seeing

that we're looking at the enrollment cross tabulation.

So on the left hand of this chart,

we are seeing the enrollment of the school.

So down at the bottom are small schools, the enrollment

between one and 99 students all the way up to,

I don't know which school this is,

probably a university has 50,000 plus students in it.

Uh, and then going on down the line.

And so in the graph that you're seeing kind

of moving from the right, you're going to see a, a,

a breakdown, a a hundred percent breakdown bar

that shows you within this grouping, this subgroup

of schools between 250 to 499 students.

Here is the breakdown of responses in terms of the size

of the department, of the technology department.

So right here we see that fif there are 15 responses,

roughly 10% of this group.

'cause there is 148 individuals that were

between 250 and 4 99.

And so there's 15, uh, 10% of them had 1% in

that department, 27% had two, another 27% had three,

and then 18% four,

and then the little tiny, um, stragglers down at the end.

So that's how you can read this group.

So really find the size of your school

and then see where you fall in that comparison.

We can also switch it from enrollment to tuition.

And then we're gonna see on this edge right here instead

of the enrollment categories.

We'll see down here at the bottom one to 10,000.

Right here we have, my educational

institution does not serve students.

Interestingly, that there are two respondents from

that category, um, going all the way up to 70,000 plus.

And so you're going to see very similarly in each one

of these categories, you'll see the total in of

how many responses, where it was in that tuition, um,

bucket, and then what is the breakdown.

So this really helps you to see where you fall, um,

in comparison to your peers in both, uh, technology,

department size, tuition, as well as enrollment.

So let's scroll on down a little bit more

and see what were some of the other questions that we asked.

So we're looking at what is the breakdown

of the institution's enrollment, the tuition,

and then also what grades does the institution serve.

Then we're also looking at the

classification of the institution.

And so we can see that most of our respondents, um,

were independent schools, but some of them were private.

And so the really, the distinction between those are, uh,

let's say a Catholic school, for example, a cath,

a diocesan Catholic school would be a private school

where a Catholic school that was run by, um,

mere is a Jesuit school, correct?

Definitely not. Alright, well I'm making that up.

But I was at St.

Mary's, uh, academy in Colorado,

and that was run by the wonderful sisters

of Loretto who were independent.

So we were an independent Catholic school.

I'm just making mere a Catholic school in my mind right now.

So that would be the difference between an independent

school, uh, and, uh, uh, a private school.

And then we have right here a religious school.

So actually I'm, I'm really interested in the difference

between those right there, um, as well as public and others.

So we'll have to ask Gabe what the, what the definitions

for, for his, his question is right there.

Uh, then we have current institution tenure,

how long people have been at their current role, uh,

or excuse me, at their current institution.

And then current position, tenure as well.

Then looking forward to institution type as well

as if it was non, uh, nonprofit for-profit or other.

And then also looking at the geographic distribution of all

of our respondents.

Uh, and then whether people are at a single school site

or maybe go to, uh,

multiple school sites if a school has different campuses,

for example, middle school or upper school.

And then, um, also if there's a different,

a district or a central office.

And then finally looking to the certifications.

I think this is such an interesting conversation now

that Atlas is having its own certifications

kicking off just recently.

So here's all the questions that we asked

or that, uh, the survey had asked.

And then you're gonna notice that you're gonna see all

of those questions up here in the dropdown filters.

So I'm going to skip over now to our titles

and responsibilities, and we'll see those same, uh,

filters right up here at the top with the year added in now.

And when we drop down, uh, one of these filters,

we can now choose if we wanna see only 23 to 24 responses

or 2223 responses.

So let's look at the current year.

We're gonna see here's our end changing,

and now we have all of the responses available.

So we've kind of xed out, uh, last year's responses

and are only focusing on 20, 23, 24.

And then what we can do is we can layer on filters to, uh,

narrow our focus on let's say either individuals like you

or schools like you.

So let's, um, for example, I'm in California right now,

so let's look at California schools, uh,

and then let's maybe look at schools that are in, um,

let's see, 500, uh, to 7 49.

So now we have 17 responses.

I'm gonna click down on the school tuition

and notice that there are no further options.

And the reason that there are no further options

to select is that

whenever we, um, have gone below five filters,

or excuse me, five respondents,

then the filters start graying out or start diminishing

because we wanna protect the anonymity

of our survey respondents.

So you can combine filters as long

as the options are more than five.

If there are categories that have less than five,

then they will be excluded from the

options in the dropdown filter.

So we can always go up to the top and reset our page,

and then we'll see all

of those different tuition levels once again.

So on this page we're looking at the titles

and responsibilities.

So in this particular case, we're looking at

what is the best, what are the following best describes your

position so we can see all of the different categories.

So in this year, compared to last year, uh,

roughly about half of our survey respondents were directors,

managers, or coordinators overseeing the entire technology

department a little bit more this year than last year.

But remember, our ends, our number

of survey respondents has almost doubled

from last year to this year.

So even though the percentages are different, those, uh,

raw numbers are going to be much higher.

Um, and so you can kind of take a look at

how different positions have started to grow over time.

And then we can also see what is the full title.

And I'm gonna scroll over here

so you can see exactly the numbers.

So, uh, director of technology, director

of information technology

and director of EdTech are gonna be by far the most popular

titles, um, of our colleagues.

So down at the bottom, other questions and titles

and responsibilities are really understanding

what is the annual work cycle, whether there are a 12 month,

10 month, or some kind of hybrid type of employee, uh,

really roughly the same percentages year over year.

And then also whether people are considered either part

of faculty or part of the senior administration.

So we can see that those, um, groups have changed over time.

Roughly, uh, there's a little bit more of a jump from, um,

2022 to 2023

and whether, uh,

our colleagues are considered part of the faculty.

And same thing is seen here again as part

of the senior administration.

And then finally, uh, on this particular particular page,

looking at the areas of primary work responsibilities.

So 20, 23, 24 is

above 20, 22, 23 is below.

And then you can see all

of the different options are going to be here.

So the end user hardware

and software is going to be the top priority

or the top, um, area of oversight with 81%

of our colleagues this year

and 84 last year, saying that that was part of their, um,

their sphere of influence or sphere of oversight.

Then, um, we have one graph right here is really just trying

to understand what is the percent

of time spent on unrelated duties

that are not necessarily part of technology.

So if people are wearing other hats in the school,

so roughly, um, in both years, over, um,

over roughly 60% last year,

and then also 57% this year say

that they're totally working in the technology department

and have no other responsibilities.

And then this chart right here is detailing this other,

please specify right here, 5% this year and 4%.

And so we're looking at just the individual responses

that people had had added to the survey.

So I'm going to turn it over to Eric to go over the salaries

and benefits page.

Thank you. Thank you. Uh, so on this page, this is

where we get into, uh, what folks are getting paid, uh,

for their roles and what kind

of benefits, uh, you're seeing.

So again, uh, when you start on this page, you'll see, um,

the full results for both years.

Uh, so at the top we just have the distribution of salaries,

so it does look like good news for everybody on this call.

Uh, between the two years, there was a higher percentage

of folks at higher salaries.

Um, so you can see the blue graph has kind of shifted over

to the right a little bit, uh, which is great.

There was, uh, particularly, uh, a jump

in the 1 25 to one 50, uh, bracket.

Uh, but there was a lot of movement upwards.

So that could have to do with the fact

that perhaps salaries went up

or we, this year, uh, when our number

of respondents went up, we had more, um,

highly paid respondents this year.

So, um, in any event, uh, the data is showing, uh,

a slight increase in salary,

but this is also a great place where you can use the filters

to really get a sense of where your school falls, um,

amongst similar schools.

So right now we're looking at the distribution

for all the respondents, you know,

from all the different states and all the different

sizes and tuitions.

Uh, but here, Kelsey, uh, if you want to, uh, filter this

by school, tuition might be a good one.

And enrollment. Um,

so you can include multiple, uh, buckets.

So let's say you're at a school that charges $27,000 a year,

we might wanna include, uh, the 20 to 25, the 25 to 29,

and maybe the 30 to 35.

So when you select these,

now you're seeing the salary distribution for schools, uh,

specifically the charge, uh, tuition in those ranges.

I, so you can see that definitely changes the shape

of the graphs you're looking at.

Uh, but then you may also want to layer on, um, you know,

in a lot of our work at Mission

and Data, we see that salaries in particular have maybe less

to do with the state you're in

and more to do with the setting of the school.

So I think under location type, we have some options

for rural, suburban, or urban.

So let's go ahead and do urban only.

Um, and so if you're in an urban school now,

you can look at, okay, what,

what's the salary distribution look like in other urban

schools that have similar tuitions to ours?

And you can use these, um, filters similarly to sort

of zoom in on any other combination of factors

that you might be thinking of.

Um, so if you're trying to hire,

or you're trying to just sense of

where your salary falls compared to, uh, similar peers, uh,

this is a tool you can use for that.

But there is more to, uh,

compensation than merely the paycheck.

There are also the Benny's, right?

So, uh, down below we have, uh, some graphs about

what are the, um, types of benefits

that people are getting, uh, in their roles.

So you can see, uh, just, uh,

these bar graphs are showing the frequency of, uh, types

of benefits that schools are offering,

and then some specifics, uh,

that are listed over on the table next to it.

So again, you can, uh, if you change the filters at the top,

these will also, uh, filter.

So again, you can zoom into a specific type of school

that might be similar to yours.

Um, down at the bottom, uh, the vast majority

of respondents to the survey were, uh, full-time employees.

Um, but, and,

and who were on salary, there were a small number

of respondents who were hourly

and maybe less than full-time.

So down here at the bottom, if you do have hourly employees,

this is where you can look to find, uh, sort of

what your hourly pay rate is

and how it stacks up to other peers.

Um, you can see the graph on the far right there.

The blue part is the percentage

of folks that were full-time.

So you can see the vast majority is full-time.

Um, and then there were a few folks that, um,

were slightly less than full-time in the role.

Um, so this is the page you can come to to get a sense of,

you know, what, uh, salaries

and benefits look like for schools that are similar

to yours, but you can get even more

specific on the next page.

So at mission

and data, we took the salary information that was reported

by schools and ran a series of regressions, uh, trying

to determine the relationship between, um, some

of the inputs that folks, uh, reported, like school size

and tuition and number.

Uh, uh, I think endowment values were in there.

We ran some, uh, we initially ran regressions

that included all of the data that, uh, folks recorded

to try to explain, um, salary levels.

Uh, and then through the, through a process, uh,

called a stepwise regression, we narrowed down, uh,

the factors that are most important to determining, uh,

salary or most correlated with salary.

And so on this page, you can actually s

and so what you're seeing on the right is the list

of factors that actually turned out to be, uh,

most significant in, uh, correlating to salary.

So what you can do on the right is actually fill in values,

um, that are similar to you.

Um, and so if you are a tech director that has, you know,

an office of four, um,

and you, two of those people are your supervisees, uh,

and your tuition is $55,000 a year, um,

for your highest grade level.

And in the dropdown, let's say, uh, for region, let's say

that you are on in the eastern region, which is defined as,

uh, New Jersey or New York.

Um, and let's say you are on the senior leadership, uh,

team at your school and, uh,

you've worked at your educational institution for 10 years

and let's say you're in an urban region.

So what this does is, uh, on the left,

it spits out the likely salary range, um,

that we've observed in the dataset for, uh, folks

that might have that combination of, um,

of characteristics.

Um, and so what's nice about this page is that

we may not have actually observed anybody

who has this specific combination of characteristics, uh,

but because it's a regression, we can, um, forecast what

that might, what that salary range might look like.

Um, if somebody did have these, so, you know,

using the salary and benefits page, you may not be able

to get a combination of factors that exactly matches you.

Uh, but on the salary band prediction tool,

you can put in whatever values you want.

It will spit out, uh, based on what we've seen,

what a likely salary, uh, range might be, uh, for folks

that have that, uh, combination of, uh, characteristics.

Awesome. And I would imagine this tool is incredibly

helpful when you're going in

and having negotiations for perhaps a raise.

Um, or if you're the leader of a, of a department

and are really trying to understand what is a salary

that you could perhaps offer a new hire to be competitive,

I think this is gonna be an awesome tool

for Atlas members to be using.

So the last page

that we have right here is job satisfaction.

And so in this particular one, do you see how this, so

did I hear somebody wanting to jump in?

Nope. All right. Awesome.

Um, on this particular page, notice

that the year is in green

because we can only look at this one year at a time.

So we can switch between 23rd to 22, 23, 24, excuse me,

and 2223.

So let's look at how our 480 respondents, uh,

looked at their job satisfaction this year.

And I think this might be really interesting

with those salaries and benefits, uh,

because, uh, we have only less than 40%

of our, uh, of our colleagues who say they are highly

satisfied with their job

and less than a quarter who say

that they are highly satisfied with their salary.

So maybe if you are hiring, there is some potential, uh, to,

uh, to recruit some

of these less than satisfied individuals to your school

If you're willing to pay them

That's right as you're willing to pay.

Um, we are seeing that there is more satisfaction, uh,

with benefits than there are with the salaries.

Um, roughly, uh, over 75

or over about 85% of the people are, are highly

or somewhat satisfied with their benefits compared

to roughly it looks, um, about 80% with their salary.

Then we asked, or Atlas asked, how satisfied are with you?

Are you with the opportunities for professional development?

So 40% of you said highly satisfied,

and uh, another 46% said somewhat satisfied.

I hope all of these people in those two categories are

loving all their Atlas professional development

and wonder why these people are not taking advantage

of all the amazing things that Atlas

and CRS offer to our industry.

Uh, and then, uh, this next question is,

how satisfied are you with opportunities

for career advancement?

And this one, we're seeing much fewer, um,

in this highly satisfied, uh, bucket.

You know, I know that Atlas has its leadership institute

for all these people who find

themselves down there at the bottom.

You might wanna check that out Then.

Um, satisfaction with the overall work environment.

I'm really happy to see that there's such a strong, um, uh,

skew towards highly satisfied

and somewhat satisfied in this particular one.

Uh, and then satisfied with your areas of responsibility.

Two people just didn't say anything at all.

But otherwise, um, we did have some people saying

that they're highly, highly and,

and somewhat satisfied here as well.

Then this is a really interesting question of

how satisfied are you with your work life balance?

Um, we're definitely seeing most people kind

of in this middle, um, section.

And so, you know, I would say

after Covid where we can definitely say that, uh,

that's probably a factor here.

Um, and then if you were

to leave your current job at your educational institution,

how likely would you be to recommend that a friend

with sufficient qualifications, uh, apply to your position?

I'm really happy to see that over half of you would say

that you would recommend your current location for friends,

colleagues, um, or people you've met at Atlas.

And then how likely are you to look

for a job in the next two years?

We're almost evenly split between all four.

So there's someone in every single bucket, people

who are staying for the long term,

and then people who are actively looking.

So again, if you have a job posting, think of atlas's, um,

career center where you can post, uh, some jobs.

So I think these are all

of the different pages that we have.

So if there are any questions

that we have from either the Atlas folks

or people on the call, um,

otherwise we can kick kick it back over to the Atlas staff

to, uh, to talk some more about different resources.

All right, so then perhaps I will turn it back over

to Ashley, uh, and, uh, we can wrap things up.

Perfect. Well y'all, thank you so much for giving us

a great overview of just a phenomenal tool

that we're really, really proud to bring to the industry.

Um, all of you out there, if this is something

that is useful for you, if you find that you are able

to take this back and to help you with your negotiations

or to help you, um, with your own hiring process,

please share your feedback with us.

We would love to hear your stories.

Um, so definitely email us, let us know.

And Kelsey, thank you for mentioning

so many great resources all along the way.

And the plug, as she mentioned earlier, for all of you

to take the survey that will open up in the fall,

you'll see the call for the annual survey.

So we do, uh, ask that you guys all participate in that.

So that will help us have the best data collection possible.

I think that concludes today. Thank you so much.

We appreciate you joining us, Kelsey,

and uh, Eric, we thank you for being here.

Thanks for having us. Good to see everybody.

Thank you.