Academic Advisor Salary Guide: What You Can Expect to Earn in 2025

The BLS reports a median annual wage of $65,140 for educational, guidance, and career counselors and advisors — the occupational category that includes academic advisors — but that single number obscures a $62,290 spread between the lowest and highest earners in the field [1]. Understanding where you fall within that range requires examining institution type, geographic location, specialization, and experience level — the four variables that explain most of the variance in academic advisor compensation.

Key Takeaways

• National median salary: $65,140/year ($31.32/hour), with 90th-percentile earners reaching $105,870 [1].
• Entry barrier: A master's degree is the typical entry-level education requirement, most commonly in higher education administration, college student personnel, or counseling [2].
• Growth outlook: The BLS projects 3.5% growth through 2034, translating to roughly 31,000 annual openings from a combination of new positions and turnover in the 342,350-person workforce [2].
• Employer type drives pay: Advisors at four-year research universities and in state systems with collective bargaining agreements consistently out-earn those at community colleges and private liberal arts institutions [1]. This happens because R1 institutions tie advising to retention and graduation rate metrics that directly affect state performance-based funding allocations, making advisors a strategic investment rather than a cost center.
• Negotiation leverage exists: Specialized caseload experience (pre-med, engineering, undeclared/exploratory), bilingual advising capacity, and proficiency with degree-audit platforms like DegreeWorks or uAchieve create concrete salary differentiation because these skills reduce the onboarding timeline and directly impact student outcomes that institutions report to accreditors [3].

What Is the National Salary Overview for Academic Advisors?

The BLS classifies academic advisors under SOC 21-1012 (Educational, Guidance, and Career Counselors and Advisors), which encompasses 342,350 employed professionals nationwide [1]. Here's how pay distributes across the field:

All figures from BLS Occupational Employment and Wage Statistics, May 2023 [1].

The mean annual wage sits at $71,520, pulled above the median by high earners at flagship research universities and in administrative-hybrid roles [1]. This rightward skew is important to understand: it means the "average" salary overstates what a typical advisor earns, making the median a more reliable benchmark for career planning.

What each percentile actually represents for academic advisors:

The 10th percentile ($43,580) captures advisors in their first one to two years at community colleges, small private institutions, or part-time/grant-funded positions where advising is bundled with other student services duties [1]. At this level, caseloads often exceed 500 students — well above the 296:1 ratio that NACADA research identifies as the median for effective advising [3] — and the role may lack a dedicated advising title.

The 25th percentile ($51,690) reflects full-time advisors at mid-size institutions — often those with two to four years of experience who hold a master's in higher education, counseling, or a related field and manage a defined caseload within a specific college or school [1]. These advisors have typically completed onboarding with their institution's student information system (Banner, PeopleSoft, or Workday Student) and can independently conduct degree audits.

The median ($65,140) represents the midpoint: advisors with five-plus years of experience at four-year institutions, often holding specialized caseloads (transfer students, honors, specific academic colleges) and contributing to retention initiatives, orientation programming, or first-year experience courses [1]. At this level, advisors are expected to interpret early-alert data from platforms like EAB Navigate or Starfish and intervene proactively with at-risk students — a shift from reactive scheduling support to strategic retention work [4].

The 75th percentile ($83,490) includes senior academic advisors, lead advisors, and those in coordinator-level roles who supervise other advisors, manage advising center operations, or direct specialized programs like academic recovery/probation intervention [1]. These professionals typically track unit-level KPIs including caseload retention rates, DFW (D grade, Fail, Withdraw) rates for gateway courses, average time-to-degree, and student satisfaction scores from advising assessments.

The 90th percentile ($105,870) captures directors of advising, assistant deans with advising oversight, and advisors at well-funded R1 institutions in high-cost metros — particularly those with 10+ years of experience and responsibilities that extend into assessment, strategic enrollment management, or NACADA-level professional leadership [1]. At this tier, the role shifts from direct student contact to program design, data-driven decision-making, and institutional policy influence.

How Does Location Affect Academic Advisor Salary?

Geography creates some of the widest pay gaps in academic advising, driven by state higher education funding models, unionization rates, and regional cost of living. Understanding why location matters this much helps you make smarter career moves: state legislatures set public university budgets, and those budgets directly determine how many advisor lines an institution can fund and at what salary.

High-paying states for this occupational category include California, New Jersey, New York, Massachusetts, and Connecticut, where median wages for SOC 21-1012 professionals regularly exceed $75,000 [1]. California's public university systems (UC and CSU) employ thousands of advisors under collective bargaining agreements that establish transparent salary scales, often starting above $60,000 for entry-level Student Services Professional (SSP) II classifications [5]. The reason California pays more isn't just cost of living — the state's Master Plan for Higher Education creates a structured funding model that treats student services staffing as a core institutional function rather than a discretionary expense.

Metro areas with the highest concentration of advising positions — Boston, Washington D.C., the San Francisco Bay Area, and New York City — also carry the steepest cost of living [1]. An advisor earning $80,000 in Manhattan has less purchasing power than one earning $60,000 in Tucson or Omaha. Before accepting a position based on salary alone, run the numbers through a cost-of-living calculator specific to the metro area, not just the state. The CUPA-HR salary data includes geographic cost adjustments that make this comparison straightforward [6].

States with lower nominal pay — including many in the South and rural Midwest — often correspond to states where higher education funding has been cut significantly over the past decade [1]. The State Higher Education Executive Officers Association (SHEEO) reports that state funding per full-time equivalent student remains below 2008 levels in many states after adjusting for inflation [7]. Advisors at institutions in Mississippi, Arkansas, or West Virginia may see salaries closer to the 10th–25th percentile range ($43,580–$51,690), but housing costs that are 40–60% below the national average partially offset the gap [1].

Remote and hybrid advising roles expanded after 2020, and some institutions now hire advisors who work remotely but are paid on the institution's local salary scale. This creates arbitrage opportunities: an advisor living in a low-cost area while employed by a California State University campus or a large online university (e.g., SNHU, WGU, ASU Online) can achieve strong real purchasing power [8]. Indeed job postings show a growing number of fully remote "student success advisor" and "academic coach" positions, though these roles sometimes carry lower base salaries offset by performance bonuses tied to retention outcomes [9].

A practical framework for evaluating location-based offers: Calculate your effective hourly rate by dividing annual salary by total working hours (including commute time), then adjust for local cost of living using the BLS Regional Price Parities index [10]. An advisor earning $58,000 in a city with a regional price parity of 88 (12% below national average) has the same purchasing power as someone earning $65,900 in an average-cost city — effectively matching the national median without the nominal salary figure.

How Does Experience Impact Academic Advisor Earnings?

Experience in academic advising follows a stair-step pattern tied to institutional title structures rather than smooth annual increases. This matters because unlike private-sector roles where annual raises of 3–5% are common, higher education salary growth depends on moving between classification levels — and understanding that structure lets you plan promotions strategically.

Years 0–2 (Entry-Level): $43,580–$55,000 [1]. New advisors with a freshly completed master's degree in college student personnel, higher education administration, or counseling typically start near the 10th–25th percentile. Many enter through graduate assistantships that convert to full-time roles — a pipeline that NACE (National Association of Colleges and Employers) data shows accounts for a significant share of entry-level student affairs hires [11]. At this stage, you're learning degree-audit systems (DegreeWorks, Stellic, PeopleSoft), building fluency with FERPA compliance, and managing a general caseload. The key skill development focus should be mastering your institution's student information system and learning to interpret early-alert flags, because these technical competencies are prerequisites for the specialization that drives salary growth.

Years 3–6 (Mid-Level): $55,000–$75,000 [1]. Advisors who develop specialization — pre-health advising, engineering retention, undeclared/exploratory students, transfer articulation — move toward and past the median. This is where the advising specialization premium kicks in: institutions struggle to hire advisors who understand AMCAS application timelines, ABET accreditation requirements, or articulation agreement structures, so they're willing to pay more for that domain knowledge. Earning a NACADA Certificate in Academic Advising or presenting at NACADA annual and regional conferences signals professional investment that some institutions reward with title bumps (Academic Advisor II, Senior Advisor) [3]. The NACADA certificate program requires completion of three core courses and a capstone project focused on advising practice — it's not a weekend credential, which is precisely why it carries weight with hiring committees.

Years 7–12 (Senior/Lead): $75,000–$90,000 [1]. Senior advisors and advising coordinators at this level often supervise staff, lead assessment efforts (tracking DFW rates, time-to-degree metrics, retention cohort data), and contribute to strategic enrollment management. A shift into an assistant director or coordinator title typically accompanies this pay range. The critical differentiator at this stage is demonstrating measurable impact: advisors who can show that their probation intervention program improved fall-to-spring retention by a specific percentage, or that their pre-registration campaign reduced schedule change rates, position themselves for the next salary tier. Proficiency with data visualization tools like Tableau or institutional reporting platforms becomes essential because senior advisors are expected to present outcomes to provosts and enrollment management committees [4].

Years 12+ (Director/Administrative): $90,000–$105,870+ [1]. Directors of academic advising, assistant deans, and those who move into enrollment management or student success leadership reach the 90th percentile. At R1 institutions, these roles may exceed $105,870, particularly when bundled with faculty-adjacent responsibilities like teaching a first-year seminar [1]. CUPA-HR data shows that directors of academic advising at doctoral-granting institutions earn a median salary approximately 40% above the overall SOC 21-1012 median [6].

Certifications and credentials that correlate with pay increases:

Which Industries Pay Academic Advisors the Most?

Not all advising positions sit within traditional four-year universities. The employing institution type is one of the strongest predictors of salary — and understanding why different institution types pay differently helps you target your job search strategically.

Research universities (R1/R2 Carnegie classification) pay the highest base salaries for academic advisors, with median wages often falling between the 75th and 90th percentiles ($83,490–$105,870) [1]. These institutions have larger endowments, more complex degree programs, and greater pressure to maintain retention and graduation rate metrics tied to state performance-based funding formulas. The causal mechanism is straightforward: when a state allocates funding based on six-year graduation rates, every percentage point of improved retention translates to real revenue — making advisors a direct contributor to institutional financial health rather than an overhead cost.

State university systems with collective bargaining — including the California State University system, SUNY, and several Big Ten institutions — offer structured salary scales with guaranteed step increases, often outpacing non-union institutions by 10–15% at equivalent experience levels [5]. The Chronicle of Higher Education reports that unionized staff positions in higher education consistently offer higher starting salaries and more predictable advancement than non-union equivalents [8]. For advisors who value salary predictability and transparent promotion criteria, unionized systems offer a significant structural advantage.

Community colleges generally pay at or below the national median ($65,140), though advisors at large urban community college districts (e.g., Maricopa, Miami Dade, City Colleges of Chicago) can earn competitive salaries due to union contracts and high caseload demands [1]. Community college advising also carries distinct professional demands: advisors must understand transfer articulation agreements, workforce development pathways, and dual-enrollment coordination — a breadth of knowledge that four-year university advisors rarely need. Despite this complexity, community college advisor salaries lag because these institutions depend more heavily on state and local funding that has been declining in real terms [7].

Private liberal arts colleges vary widely. Well-endowed institutions (think Williams, Amherst, Pomona) may pay competitively, while tuition-dependent small privates facing enrollment declines often offer salaries in the $45,000–$55,000 range with heavier workloads [1]. The National Association of Independent Colleges and Universities (NAICU) has documented the financial pressures facing small privates, and these pressures directly constrain advising salaries [8].

Online and for-profit institutions (SNHU, WGU, Purdue Global) employ large advising staffs with titles like "student success coach" or "enrollment advisor." Pay ranges from $45,000 to $65,000, but these roles often include performance bonuses tied to retention metrics and may offer remote work flexibility [9]. The advising model at these institutions is fundamentally different: caseloads can exceed 800 students, interactions are primarily phone- and email-based, and success is measured by term-over-term persistence rates rather than the holistic developmental advising model emphasized by NACADA [3].

EdTech and advising technology companies (EAB, Civitas Learning/Anthology, Mongoose) hire former advisors as implementation consultants, client success managers, and product specialists at salaries that frequently exceed $80,000 [9]. Glassdoor data shows that EAB client success roles average $75,000–$95,000 depending on experience and location [13]. This lateral move is worth considering for advisors seeking higher pay without moving into administration — your institutional knowledge and understanding of advising workflows become the product expertise that these companies need.

A mental model for evaluating institution types — the Advising Value Chain: Think of your salary as a function of how directly your work connects to institutional revenue. At R1 universities with performance-based funding, your retention impact has a clear dollar value. At tuition-dependent small privates, every retained student represents $30,000–$50,000 in annual tuition — but the institution may lack the financial health to pay advisors accordingly. At EdTech companies, your expertise is the product itself. The closer your advising work sits to a measurable revenue stream, the more salary leverage you have.

How Should an Academic Advisor Negotiate Salary?

Academic advising positions at public institutions often have less salary flexibility than private-sector roles, but negotiation space exists — you just need to know where to find it. The key insight is that higher education hiring operates within bureaucratic pay structures, so effective negotiation requires understanding which elements are fixed and which are flexible at your specific institution type.

Before the offer: build your case with data. Pull salary ranges from the CUPA-HR survey for your institution's Carnegie classification [6], check the BLS percentile data ($43,580 at the 10th to $105,870 at the 90th) [1], and review Glassdoor entries specific to the institution [13]. If the institution posts a salary range in the job listing (increasingly required by state pay transparency laws in Colorado, California, New York, and Washington), anchor your ask in the upper third of that range. Research from NACE shows that candidates who reference specific market data during negotiations receive higher initial offers than those who rely on general assertions about their value [11]. This works because hiring managers at public institutions often need to justify salary offers to HR classification offices — giving them data makes their internal advocacy easier.

Negotiate on specialization, not just experience. An advisor who can manage a pre-med caseload (understanding AMCAS timelines, committee letter processes, MCAT prep advising) or run a probation intervention program with documented retention outcomes brings quantifiable value. Frame it concretely: "In my current role, I managed a 350-student probation caseload and improved semester-over-semester retention by 12 percentage points — I'd like the salary to reflect that specialized impact." This approach works because it translates advising work into the retention and completion metrics that provosts and enrollment managers track — you're speaking the language of institutional priorities.

When base salary is fixed, negotiate the total package. Public institutions often have rigid pay bands but flexibility on:

• Professional development funding: Request $2,000–$3,000 annually for NACADA conference attendance ($1,500–$3,000 per conference including travel), NACADA certificate programs ($600–$900 per course), or graduate coursework tuition remission [3].
• Title: A "Senior Academic Advisor" or "Academic Advisor II" title at hire (rather than starting at level I) may place you in a higher pay band immediately. At institutions using classified staff systems, the difference between Advisor I and Advisor II can be $5,000–$10,000 annually [6].
• Remote/hybrid schedule: Even one or two remote days per week has measurable financial value in commuting costs and time — the average American commuter spends approximately $4,500 annually on commuting costs according to the Bureau of Economic Analysis [10].
• Start date and vacation accrual: Negotiating an earlier vacation accrual rate or a signing bonus equivalent to one month's salary is more achievable at private institutions.
• Overload or adjunct teaching: Some institutions allow advisors to teach a first-year seminar, career exploration course, or study skills class for additional compensation ($2,500–$5,000 per course) [8].

Timing matters in higher education hiring. Institutions operate on fiscal-year budgets (typically July 1–June 30 for public universities). If you receive an offer in May or June (common for fall-start advising positions), the hiring manager may have more budget flexibility than in January because they're spending current-year funds before they expire. Ask directly: "Is there flexibility in the salary range, or is this position locked to a specific pay grade?" — a question that signals professionalism without aggression. SHRM recommends this direct approach because it surfaces constraints early and prevents wasted negotiation effort on immovable elements [14].

Leverage competing offers carefully. Academic advising is a relationship-driven field where professional reputation matters. NACADA regional and national conferences create a tight professional network where hiring managers know each other [3]. Mention a competing offer factually ("I've received an offer from [Institution] at $X") without issuing ultimatums. The goal is to give the hiring manager ammunition to advocate for a higher salary internally, not to create adversarial dynamics.

What Benefits Matter Beyond Academic Advisor Base Salary?

Total compensation in higher education often adds 25–35% on top of base salary, making benefits a critical part of the equation [6]. Failing to account for benefits is the most common mistake advisors make when comparing offers — a $60,000 salary with full tuition remission and a 9% retirement match can outperform a $72,000 salary with standard private-sector benefits.

Tuition remission is the single most valuable benefit for many academic advisors. CUPA-HR data shows that approximately 90% of four-year institutions offer tuition remission for full-time employees, and roughly 60% extend partial benefits to dependents [6]. If you're pursuing a doctorate in higher education leadership or a related field — common among advisors aiming for director-level roles — tuition remission at a university with a relevant doctoral program can represent $30,000–$80,000 in avoided costs over the course of the degree [2]. This benefit has a compounding effect on career earnings: the doctoral credential qualifies you for director and assistant dean roles in the $90,000–$105,870+ range [1].

Retirement contributions at public institutions typically include state pension systems (often 6–10% employer match) or TIAA contributions. These are non-negotiable but substantial — a 9% employer contribution on a $65,140 salary adds $5,863 annually [1]. Over a 25-year career, assuming modest investment growth, that employer match alone can accumulate to over $250,000 in retirement savings — a figure that rarely appears in salary comparisons but dramatically affects lifetime compensation.

Health insurance at universities tends to be more comprehensive and more heavily subsidized than private-sector equivalents. CUPA-HR reports that the average employer contribution to employee health insurance premiums at higher education institutions exceeds the private-sector average by approximately 10–15% [6]. Many institutions cover 80–90% of employee premiums.

Paid time off in higher education is generous by U.S. standards. Most institutions offer 15–25 vacation days plus university closure periods (winter break, spring break, and summer Fridays at some institutions), effectively adding 5–10 additional days off. SHRM's benefits survey shows that higher education employees receive an average of 20% more paid time off than private-sector employees at equivalent experience levels [14].

Professional development budgets for NACADA membership ($95–$215/year), regional and national conference attendance ($1,500–$3,000 per conference including travel), and certificate programs represent real career investment that compounds over time [3]. Unlike salary, professional development funding is often one of the most negotiable elements of a higher education compensation package.

Flexible scheduling and remote work became more common post-2020. Advisors who conduct appointments via Zoom, manage email advising queues, and use platforms like EAB Navigate or Starfish for early-alert triage can often negotiate hybrid arrangements that reduce commuting costs by $2,000–$5,000 annually [4]. The key to securing remote work flexibility is demonstrating that your advising outcomes (appointment completion rates, caseload retention, student satisfaction scores) remain strong or improve in a virtual format — data that many advisors accumulated during the 2020–2021 period and should preserve for future negotiations.

Key Takeaways

Academic advisors earn a median salary of $65,140, with a wide range from $43,580 at the 10th percentile to $105,870 at the 90th [1]. The biggest salary drivers are institution type (R1 universities and unionized state systems pay the most), geographic location (adjusted for cost of living), and specialization depth (pre-health, engineering, probation intervention, and transfer advising command premiums).

The BLS projects 3.5% growth through 2034 with 31,000 annual openings, reflecting both new positions and steady turnover in a field where many advisors advance into student affairs administration [2]. A master's degree remains the standard entry credential [2], and the NACADA Certificate in Academic Advising is the most widely recognized professional development credential in the field [3].

To maximize your earning potential, apply the Advising Value Chain framework: target institutions where your advising work connects directly to measurable revenue outcomes (retention-based funding, tuition-dependent enrollment), build documented expertise in a high-demand advising specialization, invest in NACADA professional development and data analytics skills, and factor total compensation — especially tuition remission and retirement contributions — into every offer evaluation. When you're ready to pursue your next role, Resume Geni's resume builder can help you translate your advising impact into a results-driven resume that speaks directly to higher education hiring committees.

Frequently Asked Questions

What is the average Academic Advisor salary?

The BLS reports a mean (average) annual wage of $71,520 for the SOC 21-1012 category that includes academic advisors, while the median sits at $65,140 [1]. The mean is pulled higher by advisors in director-level roles and at well-funded R1 institutions. For a more accurate picture of what you'd earn, identify your experience level and institution type, then reference the corresponding percentile range. CUPA-HR salary surveys provide institution-type-specific data that narrows the range further [6].

How much do entry-level Academic Advisors make?

Entry-level academic advisors — those with a newly completed master's degree and zero to two years of post-graduate experience — typically earn between $43,580 and $55,000, corresponding to the 10th–25th percentile range [1]. Starting salary depends heavily on institution type: a first-year advisor at a community college in a rural area may start near $43,580, while the same role at a mid-size state university in a metro area could start at $52,000–$55,000 [1]. The reason for this gap is that state university systems often have classified pay scales with higher minimums than community colleges, and metro-area institutions must compete with private-sector employers for master's-level talent [6].

What degree do I need to become an Academic Advisor?

The BLS identifies a master's degree as the typical entry-level education requirement [2]. The most common graduate programs for academic advisors are higher education administration, college student personnel, counseling (with a higher education focus), and student affairs. O*NET data confirms that 65% of professionals in this occupation hold a master's degree [15]. Some institutions hire advisors with a bachelor's degree into paraprofessional or "advisor assistant" roles, but advancement to a full advisor title almost universally requires a master's. The reason is both practical and credentialing-based: graduate programs in student affairs include supervised practicum experiences in advising settings, and accreditation standards from CAS (Council for the Advancement of Standards in Higher Education) recommend master's-level preparation for professional advising staff.

Do Academic Advisors get paid more with certifications?

Direct salary bumps tied to certifications are uncommon in higher education's structured pay systems, but certifications influence hiring decisions and title placement — which indirectly determines salary. The NACADA Certificate in Academic Advising demonstrates specialized competence that can justify a Senior Advisor or Advisor II title at hire — placing you in a higher pay band [3]. An LPC (Licensed Professional Counselor) credential opens dual-role positions (advisor-counselor) that often carry higher salaries because they satisfy two institutional needs with one hire [2]. Data analytics certificates (Tableau Desktop Specialist, SQL fundamentals) are increasingly valued for advisors working with predictive analytics platforms like EAB Navigate, because institutions are investing heavily in data-informed advising models and need staff who can interpret and act on predictive models [4].

Is Academic Advising a growing field?

The BLS projects 3.5% employment growth for educational, guidance, and career counselors and advisors from 2024 to 2034, adding approximately 13,300 new positions [2]. Combined with replacement needs from retirements and career transitions, the field will see roughly 31,000 annual openings [2]. Growth is driven by institutional focus on student retention and completion metrics, which has made advising a strategic priority rather than a peripheral service at many colleges and universities. The completion agenda — pushed by organizations like Complete College America and reinforced by state performance-based funding models — has transformed advising from a support function into a core institutional strategy [7]. This structural shift means advising positions are less vulnerable to budget cuts than they were a decade ago, though individual institutions facing enrollment declines may still reduce staff.

Can Academic Advisors work remotely?

Remote and hybrid advising roles expanded significantly after 2020 and have become a permanent feature at many institutions, particularly large online universities (SNHU, WGU, ASU Online) and institutions that adopted virtual advising platforms [9]. Indeed and LinkedIn job postings show a steady increase in remote-eligible advising positions since 2021, though fully remote roles remain more common at online-focused institutions than at traditional residential campuses [9] [13]. Traditional residential campuses increasingly offer hybrid arrangements (two to three days on campus, remainder remote) for advisors whose caseload management, degree audits, and student appointments can be conducted effectively via Zoom and platforms like EAB Navigate or Starfish [4]. The reason hybrid has stuck is that advising outcome data from 2020–2022 showed comparable or improved student satisfaction and appointment completion rates in virtual formats — giving advisors empirical evidence to support continued flexibility.

How can I increase my Academic Advisor salary?

Three strategies produce the most reliable salary increases: (1) Specialize your caseload — pre-health, pre-law, engineering, and probation/academic recovery advising are high-demand niches that justify higher titles and pay because they require domain-specific knowledge that general advisors lack (e.g., understanding AMCAS timelines, ABET accreditation criteria, or academic standing policy nuances) [3]. (2) Move into supervision or coordination — leading an advising team or directing an advising center shifts you from the median toward the 75th–90th percentile ($83,490–$105,870) [1]. This transition requires demonstrating assessment competency: track your caseload's retention rate, DFW rates in gateway courses, and time-to-degree metrics, then present those outcomes to your supervisor as evidence of readiness for a leadership role. (3) Change institution type — moving from a community college or small private to an R1 university or unionized state system often produces a $10,000–$20,000 salary increase for equivalent experience [1] [6]. Document your retention impact with specific metrics (caseload size, retention rates, DFW reduction) to make the strongest case during any transition.

References

[1] Bureau of Labor Statistics. "Occupational Employment and Wage Statistics: Educational, Guidance, and Career Counselors and Advisors (SOC 21-1012)." https://www.bls.gov/oes/current/oes211012.htm

[2] Bureau of Labor Statistics. "Occupational Outlook Handbook: School and Career Counselors and Advisors." https://www.bls.gov/ooh/community-and-social-service/school-and-career-counselors.htm

[3] NACADA: The Global Community for Academic Advising. "NACADA Certificate in Academic Advising and Resources." https://nacada.ksu.edu/Resources/Pillars.aspx

[4] EAB. "Navigate: Student Success Management System." https://eab.com/products/navigate/

[5] California State University. "Salary Schedule for Bargaining Unit Employees." https://www.calstate.edu/csu-system/careers/compensation/Pages/salary-schedule.aspx

[6] College and University Professional Association for Human Resources (CUPA-HR). "Professionals in Higher Education Salary Survey." https://www.cupahr.org/surveys/results/

[7] State Higher Education Executive Officers Association (SHEEO). "State Higher Education Finance (SHEF) Report." https://shef.sheeo.org/

[8] The Chronicle of Higher Education. "Compensation and Benefits in Higher Education." https://www.chronicle.com/package/compensation

[9] Indeed. "Academic Advisor and Student Success Advisor Job Postings." https://www.indeed.com/q-academic-advisor-jobs.html

[10] Bureau of Labor Statistics. "Regional Price Parities by State." https://www.bls.gov/bea/regional-price-parities.htm

[11] National Association of Colleges and Employers (NACE). "Salary and Compensation Resources." https://www.naceweb.org/job-market/compensation/

[12] American Association of Collegiate Registrars and Admissions Officers (AACRAO). "Professional Development and Certification Programs." https://www.aacrao.org/professional-development

[13] Glassdoor. "Academic Advisor Salaries." https://www.glassdoor.com/Salaries/academic-advisor-salary-SRCH_KO0,16.htm

[14] Society for Human Resource Management (SHRM). "Employee Benefits Survey." https://www.shrm.org/topics-tools/research/employee-benefits-survey

[15] O*NET OnLine. "Summary Report for 21-1012.00 — Educational, Guidance, and Career Counselors and Advisors." https://www.onetonline.org/link/summary/21-1012.00