Measuring Up: ATLIS Launches New Compensation Benchmark Report

ATLIS teamed up with Ed Tech Recruiting to launch a new benchmark report focusing on what technology leaders earn in the way of salaries and benefits in their roles at independent schools. The in-depth analysis looks at compensation through a wide variety of lenses, giving tech leaders ample opportunity to have meaningful conversations around compensation. [10-minute read]


By Christina Lewellen, Executive Director, ATLIS

One of the most important roles an association can play for the members and industry it serves is compiling and analyzing data. Benchmarking arms us with the ability to make informed decisions. Knowing how your technology department performs compared to those at other independent schools can facilitate meaningful conversations around strategies that are going well, as well as opportunities for improvement. 

With this in mind, ATLIS engaged in a partnership with Ed Tech Recruiting to provide a detailed look at compensation for independent school technologists. The resulting report offers a wide variety of findings and compensation-related indicators that were previously not available. 

Compensation-related conversations are important. Knowing where you stand among your peers in terms of compensation is crucial to your long-term career development and earning potential. We hope this report serves as a starting point for your own research and benchmarking efforts. 

Further, we believe industry analysis like this is a critical component to retaining key employees. If technology leadership is a priority for your school in terms of fulfilling its mission, this benchmark study could arm you with the information you need to retain your technology team. 


The ATLIS Compensation Benchmark report, based on Ed Tech Recruiting’s survey of technology professionals in the fall of 2019, indicates several key findings:

  • Larger team supervision warrants a higher average salary for technology leaders.
  • Salary gender gaps exist among independent school technology leaders, but tend to level out and even reverse with more than 20 years of experience.
  • Technology leaders tend to earn a higher average salary when they cover a broad spectrum of essential job functions.
  • Technology leaders earn more when they sit on the senior leadership team at their schools.
  • Those who identify as female earn less than their male counterparts, but a higher percentage of those who identify as female are considered part of the senior administration. 

In addition to the key findings, the report includes detailed salary information highlighted by a variety of factors, including title, school enrollment, faculty status, senior administration status, size of the technology team, number of direct reports, gender, years of experience, geographic region, and more. The report outlines information about common benefit packages as well. 

The 21-page report is available to ATLIS member schools free of charge. Non-members and other interested parties can download the full report for $179. 

Members, log to the Member Center to access this content for free. 

For more information about this and other research conducted by ATLIS, email [email protected].

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