In accordance with Board Policy, the ACC HR Compensation Team conducted a non-faculty Market Study in spring 2019 for implementation in FY20. A Market Study Review Committee was formed consisting of the following members:
ACC Classified Employees Association (ACCCEA)
Association of Professional-Technical Employees (APTE)
Administrators (Appointed by the President)
The Market Study enables ACC to verify and make needed market adjustments and ensure market competitive salaries. Current unemployment is 3.6% on a national basis with Austin area unemployment at 2.7% putting pressure on wages in order to recruit and retain needed talent across many sectors of the economy (May 2019 statistics). Market competitive salaries are important tools to recruiting and retaining needed talent.
The Compensation Team collected market survey data from the following sources:
CUPA-HR Administrators in Higher Education Salaries Survey (effective 11/1/18)
CUPA-HR Professionals in Higher Education Salaries Survey (effective 11/1/18)
CUPA-HR Staff in Higher Education Salaries Survey (effective 11/1/18)
Texas Association of School Boards (TASB) Survey (effective 8/1/18)
CompData Community College Survey (effective 7/1/18)
ACC HR Compensation 2019 Texas Metro Community Colleges Salary Survey (effective 9/1/18)
Mercer Metropolitan Area Survey - South Central Region (effective 3/1/18)
WageAccess Compensation Survey/TexasCompensation Survey (effective 2/1/19)
PayFactors Survey (effective 3/1/19)
Texas Association of Community Colleges (TACC) Administrator Survey (effective 9/1/18)
Surveys were aged to a common date of 9/1/2019. The Employment Cost Index (ECI) as published by the Bureau of Labor Statistics, Wages & Salaries, National – State/Local Government Works, Schools (includes community colleges) for the 12 months ended December 2018 was used as the aging factor at 2.4%. This source for the aging factor has been used consistently in previous market studies.
Also consistent with prior market studies, jobs were matched by function and purpose using an 80% - 120% job match criteria. In the case of the Market Study, ACC jobs that met the match criteria and were able to be priced using the market survey data sources were considered benchmark positions. Benchmarks were defined as jobs that are found in the marketplace and represent a good cross-section of the institution (i.e. Accountant, Groundskeeper, Buyer, Advising Specialist, etc.).
The following benchmark reviews were conducted by the ACC Compensation Team and the Market Study Review Committee:
Committee Review – No salary data
211 potential benchmarks (45.2%)
After Committee Review
184 potential benchmarks (39.4%)
HR Compensation Review – With salary data
165 recommended benchmarks (35.3%)
All of the 467 non-faculty staff positions were reviewed representing 2,074 incumbents/vacancies. An additional 56 administrator positions representing 67 incumbents/vacancies were reviewed.
The ACC Compensation Team conducted benchmark analysis, link and structure analysis. As a result, 80 positions were recommended for benchmark moves with an additional 64 positions recommended for structure/link moves for FY20.
The following were results of the Market Study:
165 final benchmarks representing 1,013 incumbents/vacancies
Number of non-faculty staff benchmark positions needing adjustments
80 benchmark positions representing 661 incumbents/vacancies (516 Classified/145 Prof-Tech)
Number of non-faculty staff linked positions needing adjustments
64 linked positions representing 144 incumbents/vacancies (79 Classified/65 Prof-Tech)
Total number of administrator positions reviewed
56 positions representing 67 incumbents/vacancies
20 administrator positions were recommended as benchmarks with 7 indicating a possible need for a market adjustment. The Market Study results for administrators were reviewed by the President.
The FY20 budget estimate for market adjustments, both benchmark and structure/link moves, was $1.9 million.
On July 8, the Board of Trustees voted to approve the FY20 Budget which included funds to make the needed market adjustments.
The next Non-Faculty Market Study is scheduled for FY21 and will begin in the Spring 2021. Any changes will be presented to the Board of Trustees for their approval in July 2021 and implementation in September 2021.
If you have questions, please contact the HR Compensation Team at email@example.com.