Salaries at ETS

Salary expectations at Educational Testing Service (ETS), a non-profit organization based in Princeton, New Jersey, often associated with academic testing and research rather than a traditional university, vary significantly based on role, experience, and department. While ETS is not a university, it employs a range of academic, research, and administrative professionals whose compensation is influenced by factors such as job function, educational qualifications, and years of experience. Unlike some universities, ETS does not publicly disclose detailed salary bands or transparent pay scales on its official website. Instead, compensation data is often derived from employee-reported figures on platforms like Glassdoor or PayScale, and actual salaries may differ based on individual negotiations and internal policies.

• Research Scientist: Typical salary range is approximately $80,000–$110,000 USD per year, depending on seniority and specialized expertise. Bonuses or additional funding may be available for those leading significant projects or securing grants.
• Test Development Specialist: Average salary falls between $60,000–$85,000 USD annually. Pay may increase with experience in designing assessments or working on high-stakes testing programs.
• Senior Manager (Administrative Role): Compensation typically ranges from $90,000–$130,000 USD per year, with potential for performance-based incentives at higher levels of responsibility.
• IT Specialist: Salaries generally range from $70,000–$100,000 USD, influenced by technical skills and the complexity of systems managed within the organization.

Salaries at ETS appear to be competitive within the educational and testing industry, particularly for roles tied to research and innovation, though they may not always match top-tier university pay for equivalent positions. Progression often depends on performance reviews, project outcomes, and tenure within the organization. As a non-profit entity, ETS may benchmark its compensation against similar organizations rather than public sector standards, though specific policies on pay equity or raises are not widely publicized. For prospective employees, understanding salary potential may require direct inquiry during the hiring process or reliance on self-reported data from current or former staff.