Smart Compensation for Schools, Colleges, Universities, and Districts
From K-12 districts to university professors, to administrators and campus support staff, educational institutions must balance tight budgets, pay transparency, and competitive higher education pay. ERI’s Assessor Platform provides reliable school district compensation data, higher education salary survey data, and compensation tools to confidently benchmark jobs, build salary strategies, and support pay transparency across campuses.
- Stay competitive with ERI’s trusted market compensation data for K-12 salary decisions and higher education pay
- Benchmark job titles based on experience, education degree, and more for equitable salary structures
- Maintain compliance and pay transparency across campuses with pay equity analysis and local labor compliance data
Trusted by Leading Education Institutions
Start with the Right Compensation Solutions
Market Pricing & Salary Benchmarking for the Education Industry
Compare teachers, faculty, and administrative positions using market data tied to job responsibilities and location. ERI helps institutions make more precise pay decisions with salary benchmarking reports for higher education roles and K-12 positions that go beyond the classroom.
Pass Every Pay Grade and Pay Structure
Use ERI’s AI Pay Grade feature to develop pay grades for K–12 employees and market-based university pay ranges for higher education staff. Define progression using experience, education, and job level while maintaining clearer pay structures within departments.
Get Extra Credit for Compensation Adjustments
Whether you’re in the public sector, higher education, or private sector, pay often varies based on experience, education, skills, and certifications. ERI’s Pay Adjustment solutions make it easy to incorporate these factors for more accurate and competitive pay, including education-specific credentials such as Childhood Development Associate or Elementary School Teacher certifications.
Pay Equity Across All Campuses
Identify pay differences across educators, faculty, and administrators using our Pay Equity feature. Compare pay differences in base pay, incentives, and total compensation. Choose different control variables such as department, location, seniority, grade, education, performance, and hire date for precise pay analysis.
Ace Your Compensation Budget
Salary increases and market adjustments must fit within department budgets and institutional funding limits. ERI’s Compensation Management Platform enables you to set department-level budgets for salaries, incentives, and salary increases, track compensation costs, and generate downloadable reports for informed decision making.
Pay Competitively, Teach Locally
Whether you’re evaluating salary data for a rural college, comparing university salaries across multiple campuses, or benchmarking teacher pay in a competitive metropolitan area, ERI helps you build location-based salary structures by city, county, state, metro or nationally to attract and retain top specialized education talent.
Ace Your Compensation Management
Education FAQs
How does ERI support compensation planning and compensation benchmarking for both K-12 and higher education? 
ERI provides market pricing, salary structures, location-based pay strategies, and scenario planning that simplify school district compensation planning for public and private K-12 schools, while also supporting colleges and universities. Teams can connect through HRIS integrations, making it easier to review pay changes using current workforce information. HR and compensation teams can analyze compensation for multiple job titles against the broader education market to maintain internal equity.
How does ERI help manage compensation budgets?
ERI offers labor cost benchmarking tools for universities, colleges, and schools to help build department-level salary budgets and model proposed salary increases before they are approved. Teams can forecast labor costs and compare potential adjustments with available funding, allowing institutions to balance competitive higher education pay with financial goals and funding constraints.
How does ERI account for different education pay factors?
ERI helps organizations make compensation adjustments for advanced degrees, teaching certifications, tenure, union agreements, supervisory responsibilities, and geographic location, creating more accurate and competitive pay recommendations.
How does ERI help education institutions review labor compliance risks?
ERI helps education institutions stay current by giving compensation teams clearer visibility into pay practices that may require review. Employment regulations continue to change, making it difficult for schools, districts, and universities to keep pace with local requirements. ERI’s Compensation Management tools can flag minimum wage issues, support FLSA classification reviews, and identify employees outside their assigned pay grade.
Can ERI support benefits planning?
Yes, ERI’s Assessor Platform offers access to market data employee benefits including medical, dental, vision, prescription drug, paid holidays, paid vacation, paid sick leave, retirement (401 (k) or pension), and telecommuting. Offering current and competitive benefits packages improves employee satisfaction and helps schools, universities, and districts attract and retain top educators and faculty.
Can ERI account for geographic differences when setting pay in the education industry?
Yes. Salaries for teachers, faculty, and administrators can vary between districts or campus labor markets. ERI helps HR teams compare compensation across geographic markets by city, county, state, metro, or nationally so they can establish competitive salaries based on local labor markets.