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Other key findings from CUPA-HR’s analysis of higher-ed workforce salary data from 2016-2017 to 2025-2026 include: ;All higher-ed employee groups continued to be paid less in 2025-2026 than they were in 2019-2020, when adjusting to 2025-2026 dollars.; ;Staff (typically nonexempt employees) received the highest median percentage increases in comparison to other workforce areas (3.0%).

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“Employers who figure out how to get their employees to optimize their employee benefits will find that their workforce is becoming more financially resilient, which is really important from a workforce productivity standpoint,” Shields said.

With a workforce made up of employees from four generations and a range of different life stages, it can be tough to meet everyone’s specific needs, said Amy Bloomquist, the company’s total rewards health and wellness manager.

Contact our Customer Experience Team for assistance.

Tailor to Your Workforce One concern about the new SECURE 2.0 enhancements is that they overlook employees who do not have student debt but may still be unable to contribute to their retirement plans to receive a match.

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Compensation is tied to the employee experience and organizations have an opportunity to improve the employee experience through increased pay transparency.

“The hybrid, work-from-anywhere workforce is here for the foreseeable future, and organizations that do not embrace it could experience significant retention, engagement, and talent acquisition challenges.”