2008 Salary and Compensation Report The eLearning Guild United States
2008Salary and
CompensationReport
The eLearning Guild
U n i t e d Stat e s
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3. No reliance on outside sources that will bias our reports. With thousands of members updating their profiles and completing surveys, the Guild does not need to rely on outside sources for contacts to complete surveys.
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Sincerely,
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Contents ● i
THE ELEARNING GUILD 2008 SALARY AND COMPENSATION REPORT FOR THE US
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Contents
Report Overview 1 This Just In… 1 Direct Data Access 2 Key Findings 3 What about People Paid at an Hourly Rate? 8 Did We Miss Something? 9 How The eLearning Guild Gathers Data 10 “Fresh” Data 12 Validation and Outliers 12
Demographics 13 The Guild Data Pool 13 Gender 15 State 16 Industry 19 Department 22 Job Level 23 Employment Designation 25 Job Focus 26 Years in e-Learning 28 Education 30 Work Week Hours 31 Company size 32
Survey Results and Analysis 35 Average Salary – Job Level, Education, and Gender 35 Average Salary – Job Level, Age, and Gender 41 Average Salary and Age Trend Analysis 47 Average Salary – Principal Job Focus and Gender 53 Salary and Benefit Comparison – Job level, Education, and Gender 59 Salary and Benefit Comparison – Job Focus and Gender 65 Average Salary – Industry 71 Cross-Industry Salary Comparison 74 Average Salary by State 77
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Cross-State Salary Comparison 80 Average Salary – Education and Years in e-Learning 83 Average Salary – Work Week Hours and Years in e-Learning 89 Average Salary – Job Focus and Years at Current Position 95 Average Salary – Purchasing Authority and Gender 101 Average Salary – Number of People Managed and Gender 103 Average Salary – Company Size, Job Level, and Gender 106 Average Salary – Geographic Zone, Job Level, and Gender 109 Average Salary – Geographic Zone, Principal Job Focus, and Gender 113
Using Direct Data Access 117 E-Learning Salary and Compensation Report 117 Accessing Different Views 119 Viewing Details and Copying Images 120 Applying Filters 121 Using Map Filters 126
Report Overview ● 1
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Report Overview
By Steve Wexler
The eLearning Guild
This Just In… The average salary of a person who lives in the United States and works in e-
Learning is $78,723.
While this makes for a tasty sound bite that numerous publications and myriad
blogs will undoubtedly quote, this fact, by itself, doesn’t shine much light on
the e-Learning industry. This number comes from taking a huge pool of infor-
mation – in this case, survey data from 4,374 e-Learning professionals – and
cramming it into a giant data blender that combines the 55-year old pharma-
ceutical EVP with a 21-year-old state government tyro and the 42-year-old tele-
communications manager.
There are so many variables that determine a person’s salary, including age,
gender, education, job level, principal job responsibility, geographic location,
number of people managed, and so on, that the $78,723 figure only tells a very
small portion of the story. In this ongoing study – probably the most compre-
hensive ever undertaken in the e-Learning industry – we’ve gathered literally
millions of data points so that we, and you, can compare results across indus-
tries, company sizes, and education levels. This lets you see where you, your
colleagues, your staff, and quite likely, the entire industry, stand relative to
each other and to other industries.
But before you read the survey highlights and plow into the almanac that fol-
lows, you should know about an even better resource for viewing salary e-
Learning and compensation information.
Note: The Guild is also tracking trends (including salary) in the e-Learning
industry that we will publish in an upcoming report. But for those of you
champing at the bit, the average salary as of November, 2006 was $74,623; in
May 2005 it was $67,347.
The eLearning Guild
has published an
annual salary survey
every year since
2003. While we
changed our data
gathering methodol-
ogy in October, 2006,
allowing us to gather
much more data and
keep it “live,” the in-
formation in these
previous reports is
still very useful. We
encourage those in-
terested in tracking
compensation trends
to download these
reports from the
research library.
2 ● Report Overview
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Direct Data Access As you will see when you read this report, we’ve crafted many useful correla-
tions and comparisons. But suppose you need to know the median salary of a
female manager with three or more years’ experience who has a bachelor’s or
master’s degree and who works in the Financial industry for a company with
15,000 workers? While it’s possible to create a printed report that filters infor-
mation to such a refined degree, doing so would be impracticable as the result-
ing document would be thousands of pages long!
Figure 1 – The Guild’s Salary and Compensation Direct Data Access Portfolio at
work. The screen shows that the median salary for women, after applying the
filters, is $75,000.
With The eLearning Guild’s Salary and Compensation Direct Data Access port-
folio (DDA) you can determine this information in seconds, and you can even
add additional filters such as age, number of people managed, purchasing au-
thority, and so on.
In addition, the information you will view is live, interactive, and always up-to-
date. That is, while the data in this report reflects survey responses as of late
November, 2007, the data you see using DDA is up-to-the-second accurate.
And best of all, this DDA portfolio is free to all Guild members.
Report Overview ● 3
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For information on how to use Direct Data Access, see “Using Direct Data Ac-
cess” on page 117. For information on how the Guild gather data, see “How
The eLearning Guild Gathers Data” on page 10.
Key Findings Gender bias
Consider the chart below that shows the relationship among purchasing au-
thority, average salary, and gender.
Purchasing Author.. Gender Count
$0 $40,000 $80,000 $120,000Average Salary
Have unlimited buying authority
Female 196
Male 283
Total
Have buying authority up to a designated limit
Female 506
Male 522
Total
Influence buying decisions
Female 1215
Male 957
Total
No influence
Female 464
Male 231
Total
Grand Total
$102,447
$115,607
$110,222
$84,853
$92,060
$88,513
$68,628
$75,354
$71,592
$63,325
$67,812
$64,817
$78,723
Purchasing Authority
Source: eLearning Guild Research
Figure 2 – Average salary broken down by purchasing authority and gender for
all organizations.
Do you notice that the blue bars representing males are longer than the orange
bars representing females? In this report, we find that practically any way we
cut the data you see that men earn more than women.
Is there a reason beyond gender bias for this? In this book Myths, Lies, and
Downright Stupidity, John Stossel asserts that there are sound economic rea-
sons for this, including the fact that men work more hours per week than
women.
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While male Guild members do report that they work more hours per week on
average than women, the difference in work hours is around 5%, but the dif-
ference in salary is around 13%, as Table 1 shows.
Average salaryAverage hours
per weekMen 84,276$ 46.6Women 74,280$ 44.2% difference 13.5% 5.4%
Table 1 – Comparison of average salary and average work week hours between
men and women.
So, are there in fact “sound economic reasons” for this discrepancy? The Guild
plans to explore this issue in a future report, but initial evidence points to gen-
der bias.1
With age comes experience, wisdom, and for the most part, higher salaries
In Figure 3 we see average salary broken down by age and gender. With the
exception of women between the ages of 60 and 70, there’s a direct correspon-
dence between age and average salary.
Figure 3 – Age and gender as a factor in average salary. 1 And it’s not a matter of experience, either. See “Average Salary – Work Week Hours and Years in e-Learning” on page 90.
For a more compre-
hensive analysis on
the relationship be-
tween age and salary,
see “Average Salary –
Job Level, Age, and
Gender” on page 41
and “Average Salary
and Age Trend Analy-
sis” on page 47.
Report Overview ● 5
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Likewise, in Figure 4 we see that experience in e-Learning is a good barome-
ter of earning capacity.
Figure 4 – Years in e-Learning and gender as a factor in average salary.
Larger organizations vs. smaller organizations
While results for a particular industry and a particular company size may vary,
for the most part people who work in smaller organizations earn a higher sal-
ary but enjoy fewer benefits, as shown in Table 2.
Salary and Benefit Comparison
>500 workers <=500 workers
Average Salary $75,495 $82,065
Average vacation days 17.5 14.2
Average work week hours 45.3 46.4
Average tuition reimbursement $2,035 $701
Average continuing education stipend
$1,088 $749
Average pension contribution 2.7% 1.9%
Table 2 – Benefit comparison between larger and smaller organizations.
6 ● Report Overview
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Location, Location … and Industry
There are some very significant differences in salary results from different
states and different industries. Figure 5 shows percentage differences among
different states from the cross-state average of $78,723.
Figure 5 – Percentage delta from cross-state salary average for all organizations.
Report Overview ● 7
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Likewise, in Figure 6 we see the percentage difference among industries from
the cross-industry average.
Figure 6 – Percentage delta from cross-industry salary average for all organiza-
tions.
Note: If we filter by the size of the organization, and correlate state and indus-
try information, we find that for organizations with more than 500 workers, the
best combination is to work in Pharmaceuticals / Biotech in Washington, DC;
the worst is State Government in Mississippi. Likewise, if we look at organiza-
tions with 500 or fewer workers, the best combination is to work in Automotive
/ Transportation in Connecticut; the worst is Legal in South Dakota.
8 ● Report Overview
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What about People Paid at an Hourly Rate? Of the 4,373 respondents, 573 are paid on an hourly basis and 290 are inde-
pendent contractors.
The screen shot below shows every different hourly rate reported by these 573
members as compared with age, with rates ranging from $10 an hour to $875
an hour.
Figure 7 – Hourly rate Direct Data Access view. Each circle represents a different
hourly rate that Guild members charge.
This is a case where the only way to glean useful information is to use the DDA
portfolio as job focus, experience, and location are critical factors in determin-
ing “the going rate.”
Report Overview ● 9
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Did We Miss Something? Between the pages that follow and the Direct Data Access portfolio, the Guild is
pleased to present more and better data than is available anywhere else.
But that doesn’t mean we have everything that you may need. If there is a data
point that you cannot find, or a correlation that you would like us to draw,
please let us know about it by either calling the e-Learning Guild or by sending
an e-mail to Steve Wexler, the Guild’s director of research and emerging tech-
nology.
Contact information:
Telephone: 707.566.8990
E-mail: [email protected]
10 ● Report Overview
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How The eLearning Guild Gathers Data When a person joins The eLearning Guild or renews his/her membership, the
Guild asks – actually, requires – this member to provide personal, company,
and salary information (see Figures 8 and 9.)
Figure 8 – Personal and Company Information profile data for a Guild member.
The Guild uses this
information to filter
results based on job
focus, job level, com-
pany size, industry,
budget, and so on.
Report Overview ● 11
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Figure 9 – Salary Information profile data for a Guild member. Notice that an-
nual salary is NOT a required field, as, even though the information is com-
pletely anonymous, some Guild members have asked that we not force them to
provide this.
Important Note: The Guild only uses the salary information to create aggrega-
tions for survey analysis; we are not able to examine an individual’s salary in-
formation.
The Guild uses this
information to filter
results based on ex-
perience, work week
hours, age, gender,
and so on.
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“Fresh” Data The Guild encourages its members to update their profiles once a quarter and
whenever there is substantial change, such as a new job, pay raise, and so on.
Since launching this system in October, 2006, Guild members have been, for
the most part, diligent about keeping their data fresh.
That said, in taking the various data “snap shots” for this report we excluded
any information that was more than one year old; that is, the survey results re-
flect profile data that members have updated within the last 365 days.
Validation and Outliers The Guild regularly vets address, phone, company, and e-mail data to verify
the integrity of its membership data.
In addition, in this and other reports we remove responses if there is even one
data point that is suspect. For example, if we see a 21-year-old intern with no
experience claiming to make $750,000 a year, we remove this response from
our findings. Likewise, if we see a response that is within the norm for all data
points except that the tuition reimbursement amount is extraordinarily high,
we will remove the entire record from our report findings.
Members who use the
Salary and Compensa-
tion Direct Data Access
portfolio can see data
that’s been updated
within a certain time
period.
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Demographics ● 13
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Demographics
The Guild Data Pool As of this writing, there are 27,324 Guild members worldwide, as indicated in
Figure 10. Of this pool, 18,184 members work in the United States and ap-
proximately 85% have updated their salary profiles within the last 365 days.
Of the members that entered their salaries into the optional salary field, The
Guild eliminated several hundred entries we deemed invalid, resulting in 4,373
fully-vetted responses.
Of these 4,374 members, 2,850 work in organizations with more than 500
workers, and 1,524 work in organizations with 500 or fewer workers.
USA
India
Canada
United Kingdom
Australia
Malaysia
Singapore
Italy
Ireland
Int'l
Grand Total 27,324
3,421
156
163
174
189
585
1,198
1,409
1,845
18,184
Countries of Origin
Source: The eLearning Guild Research
Figure 10 – Guild members’ country of origin.
14 ● Demographics
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Organization Size
As we’ve indicated previously, the Guild’s Salary and Compensation Direct
Data Access portfolios allows members to filer results by industry, learners im-
pacted, job level, and so on. This allows people to get very specific information
about a particular facet of e-Learning industry compensation (e.g., what is the
average salary for a curriculum director with a master’s degree and five year’s
experience who works in the telecommunications industry and lives in Flor-
ida?)
Although it’s impracticable in a printed report to cut the data across all of the
millions of different filter combinations, we have divided the data views that
follow into three different company-size segments:
• Breakdown for all organizations
• Breakdown for organizations with more than 500 workers
• Breakdown for organizations with 500 or fewer workers
Again, we encourage readers who need further refinement to use this reports’
associated DDA portfolio (see “Using Direct Data Access” on page 117 for more
information.)
Demographics ● 15
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Gender All organizations
Figure 11 – Gender breakdown for all organizations (4,374 total).
Companies with more than 500 workers
Figure 12 – Gender breakdown for organizations with more than 500 workers
(2,850 total).
Companies with 500 or fewer workers
Figure 13 – Gender breakdown for organizations with 500 or fewer workers
(1,524 total).
16 ● Demographics
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State All organizations
0 50 100 150 200 250 300 350 400 450 500
California
Texas
Pennsylvania
Illinois
Virginia
Florida
New York
Massachusetts
Georgia
Ohio
Minnesota
North Carolina
Washington
New Jersey
Maryland
Arkansas
Colorado
Wisconsin
Michigan
Missouri
Oregon
Connecticut
Indiana
Utah
District of Columbia
Iowa
Tennessee
Nebraska
Kansas
Kentucky
Oklahoma
South Carolina
New Hampshire
Alabama
Nevada
Idaho
Delaware
Maine
Rhode Island
Arizona
New Mexico
West Virginia
Louisiana
South Dakota
Alaska
Mississippi
Vermont
Montana
Hawaii
Wyoming
North Dakota 0.0%
0.1%
0.1%
0.1%
0.1%
0.1%
0.2%
0.3%
0.3%
0.3%
0.4%
0.4%
0.4%
0.4%
0.4%
0.5%
0.5%
0.5%
0.6%
0.6%
0.6%
0.7%
0.7%
0.9%
1.0%
1.1%
1.1%
1.3%
1.5%
1.6%
1.6%
2.0%
2.1%
2.2%
2.6%
2.6%
2.7%
2.9%
3.0%
3.1%
3.2%
3.6%
4.2%
4.2%
4.5%
4.9%
5.0%
5.7%
5.8%
6.5%
10.8%
Breakdown by State
Source: The eLearning Guild Research
Figure 14 – State breakdown for all organizations.
Demographics ● 17
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Companies with more than 500 workers
Figure 15 – State breakdown for organizations with more than 500 workers.
State, cont’d.
18 ● Demographics
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Companies with 500 or fewer workers
0 20 40 60 80 100 120 140 160 180 200
California
Texas
Florida
Virginia
Illinois
Pennsylvania
New York
Massachusetts
Ohio
New Jersey
Colorado
Georgia
Maryland
Minnesota
North Carolina
Arkansas
Michigan
Washington
Oregon
Indiana
Missouri
Utah
Connecticut
Tennessee
Wisconsin
Oklahoma
New Hampshire
District of Columbia
Kansas
Kentucky
Iowa
Maine
Nebraska
New Mexico
Nevada
Rhode Island
Alabama
South Carolina
Idaho
West Virginia
Delaware
Louisiana
Alaska
Arizona
South Dakota
Vermont
Wyoming
Hawaii
Mississippi
Montana
North Dakota 0.1%
0.1%
0.1%
0.1%
0.2%
0.2%
0.2%
0.2%
0.2%
0.3%
0.3%
0.3%
0.3%
0.4%
0.5%
0.5%
0.5%
0.5%
0.5%
0.5%
0.5%
0.6%
0.7%
0.7%
0.8%
0.9%
1.0%
1.1%
1.4%
1.4%
1.6%
1.6%
1.7%
2.5%
2.7%
2.7%
2.8%
2.8%
2.9%
3.1%
3.1%
3.3%
3.7%
4.1%
4.5%
5.4%
5.4%
5.8%
6.0%
7.1%
12.3%
Breakdown by State
Source: The eLearning Guild Research
Figure 16 – State breakdown for organizations with 500 or fewer workers.
State, cont’d.
Demographics ● 19
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Industry All organizations
0 100 200 300 400 500 600
Education (University/College)
E-Learning Tool/Service Provider
Financial/Banking/Accounting
Consulting/Business Services (Non-computer)
Healthcare
Computer Manufacturing (hardware, software, peripherals, etc.)
Insurance
Consulting (Computer)
Government (Federal including Military)
Manufacturing (non-computer)
Non-Profit/Trade Association
Education (K-12)
Retail/Wholesale/Distribution (Non-computer)
Pharmaceuticals/Biotech
Telecommunications
Media/Marketing/Advertising/Entertainment
Government (State)
Travel/Hospitality
Energy/Utilities
Aerospace/Defense
Automotive/Transportation
Government (Local)
Construction/Architecture/Engineering
Legal
Real Estate
Retail/Wholesale/Distribution (Computer)
Agriculture/Mining 0.2%
0.5%
0.7%
0.7%
0.7%
0.9%
1.1%
1.6%
1.6%
1.6%
1.7%
2.1%
2.6%
2.7%
2.8%
3.3%
3.5%
3.5%
4.8%
5.0%
5.1%
6.5%
7.3%
7.5%
8.6%
10.7%
12.8%
Industry
Source: The eLearning Guild Research
Figure 17 – Industry breakdown for all organizations.
While members working
in the e-Learning
Tool/Service provider
industry represent
10.7% of all respon-
dents, members working
in this industry repre-
sent only 3% of organi-
zations with more than
500 workers and a
dominant 25% of or-
ganizations with 500 or
fewer workers.
20 ● Demographics
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Organizations with more than 500 workers
0 50 100 150 200 250 300 350 400
Education (University/College)
Financial/Banking/Accounting
Healthcare
Insurance
Computer Manufacturing (hardware, software, peripherals, etc.)
Government (Federal including Military)
Manufacturing (non-computer)
Retail/Wholesale/Distribution (Non-computer)
Consulting/Business Services (Non-computer)
Telecommunications
Pharmaceuticals/Biotech
E-Learning Tool/Service Provider
Consulting (Computer)
Education (K-12)
Government (State)
Non-Profit/Trade Association
Travel/Hospitality
Energy/Utilities
Aerospace/Defense
Automotive/Transportation
Media/Marketing/Advertising/Entertainment
Government (Local)
Legal
Construction/Architecture/Engineering
Retail/Wholesale/Distribution (Computer)
Real Estate
Agriculture/Mining 0.3%
0.6%
0.6%
0.8%
0.9%
0.9%
1.5%
1.5%
1.9%
2.0%
2.1%
2.1%
2.1%
2.6%
2.6%
3.0%
3.5%
3.5%
3.8%
3.9%
5.0%
5.4%
6.9%
7.4%
9.2%
12.0%
13.6%
Industry
Source: The eLearning Guild Research
Figure 18 – Industry breakdown for organizations with more than 500 workers.
Industry, cont’d.
E-Learning Tool/Service
Providers only make up
3% of organizations with
more than 500 workers.
Demographics ● 21
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Organizations with 500 or fewer workers
0 50 100 150 200 250 300 350 400
E-Learning Tool/Service Provider
Consulting/Business Services (Non-computer)
Education (University/College)
Consulting (Computer)
Non-Profit/Trade Association
Computer Manufacturing (hardware, software, peripherals, etc.)
Education (K-12)
Healthcare
Government (Federal including Military)
Media/Marketing/Advertising/Entertainment
Financial/Banking/Accounting
Pharmaceuticals/Biotech
Aerospace/Defense
Government (Local)
Government (State)
Insurance
Telecommunications
Real Estate
Travel/Hospitality
Energy/Utilities
Manufacturing (non-computer)
Retail/Wholesale/Distribution (Non-computer)
Construction/Architecture/Engineering
Legal
Automotive/Transportation
Retail/Wholesale/Distribution (Computer) 0.3%
0.3%
0.4%
0.5%
0.7%
0.7%
0.7%
0.8%
0.8%
0.9%
0.9%
0.9%
0.9%
0.9%
1.1%
2.2%
3.2%
3.6%
3.7%
4.7%
5.8%
6.0%
9.4%
11.2%
14.4%
25.0%
Industry
Source: The eLearning Guild Research
Figure 19 – Industry breakdown for organizations with 500 or fewer workers.
Industry, cont’d.
E-Learning Tool/Service
Providers comprise 25%
of organizations with
500 or fewer workers.
22 ● Demographics
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Department All organizations
Figure 20 – Department breakdown for all organizations.
Organizations with more than 500 workers
Figure 21 – Department breakdown for organizations with more than 500 work-
ers.
Notice that in larger or-
ganizations we see more
people working in a
dedicated training de-
partment (54.5%) and
very few independent
consultants (0.8%).
Contrast this with
smaller organizations
(next page) where people
working in a dedicated
training department
comprise 34.9% of the
total, and independent
consultants make up
14.2% of the responses.
Demographics ● 23
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Organizations with 500 or fewer workers
0 100 200 300 400 500 600
Training
Independent Consultant
Web/Internet Development
Corporate Management
Information Technology
Line of Business (includes product development)
Sales and Marketing
Operations (includes finance and administration)
Human Resources
Internal Consulting 2.2%
2.9%
4.5%
6.8%
7.5%
8.3%
8.4%
10.4%
14.2%
34.9%
Breakdown by Department
Source: The eLearning Guild Research
Figure 22 – Department breakdown for organizations with 500 or fewer work-
ers.
Job Level All organizations
Figure 23 – Job Level breakdown for all organizations.
Department, cont’d.
Managers, Directors,
and senior management
make up 48.5% of all
survey respondents.
24 ● Demographics
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Organizations with more than 500 workers
Figure 24 – Job level breakdown for organizations with more than 500 workers.
Organizations with 500 or fewer workers
Figure 25 – Job level breakdown for organizations with 500 or fewer workers.
Job Level, cont’d.
Managers, Directors,
and senior management
make up 41.2% of re-
spondents working in
larger organizations.
Managers, Directors,
and senior management
make up 62% of respon-
dents working in smaller
organizations.
Demographics ● 25
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Employment Designation All organizations
Figure 26 – Employment status breakdown for all organizations.
Organizations with more than 500 workers
Figure 27 – Employment status breakdown for organizations with more than
500 workers.
Organizations with 500 or fewer workers
Figure 28 – Employment status breakdown for organizations with 500 or fewer
workers.
26 ● Demographics
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Job Focus All organizations
0 100 200 300 400 500 600 700 800 900 1,000 1,100 1,200
Instructional design
Training / education / certification direction
Do a lot/little of everything
Instruction/Teaching/Training/Coaching (in classroom or ..
Product / Project Management
Content authoring
LMS/LCMS implementation and/or support
Executive Management
Business Development, Sales & Marketing
Curriculum direction
Media creation/production (video, audio, animation, m..
Business Unit Management
Strategy and planning
People / Resource Management
Web development
Independent Consultant
Information technology / IT liaison
Creative direction
Research and development
Technical writing
Programming / scripting (e.g., Java, .NET, Javascript, XML,..
Documentation design and maintenance
Help desk / customer support
Subject matter expertise
Database creation, administration, and mainten.. 0.4%
0.5%
0.5%
0.6%
0.7%
0.8%
0.8%
1.1%
1.7%
1.8%
2.0%
2.1%
2.2%
2.2%
2.7%
3.0%
3.7%
4.0%
4.1%
4.3%
4.8%
9.2%
10.3%
11.4%
25.1%
Job Focus
Source: The eLearning Guild Research
Figure 29 – Principal job responsibility breakdown for all organizations.
Demographics ● 27
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Organizations with more than 500 workers
Figure 30 – Principal job responsibility breakdown for organizations with more
than 500 workers.
Job Focus, cont’d.
28 ● Demographics
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Organizations with 500 or fewer workers
0 50 100 150 200 250 300 350
Instructional design
Do a lot/little of everything
Business Development, Sales & Marketing
Instruction/Teaching/Training/Coaching (i..
Training / education / certification direction
Executive Management
Product / Project Management
Independent Consultant
Content authoring
Media creation/production (video, audio, ..
Curriculum direction
Business Unit Management
Strategy and planning
Web development
People / Resource Management
LMS/LCMS implementation and/or support
Creative direction
Research and development
Programming / scripting (e.g., Java, .NET,..
Information technology / IT liaison
Technical writing
Help desk / customer support
Documentation design and maintenance
Subject matter expertise
Database creation, administration, and m.. 0.3%
0.4%
0.5%
0.7%
0.9%
1.1%
1.2%
1.3%
1.4%
1.6%
1.6%
1.8%
1.8%
2.6%
3.0%
3.1%
3.7%
4.5%
5.0%
7.2%
7.5%
7.5%
7.6%
11.3%
22.2%
Job Focus
Source: The eLearning Guild Research
Figure 31 – Principal job responsibility breakdown for organizations with 500
or fewer workers.
Years in e-Learning All organizations
Figure 32 – Years in e-Learning breakdown for all organizations.
Job Focus, cont’d.
69.3% of respondents
have four or more
years of experience
in e-Learning.
Demographics ● 29
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Organizations with more than 500 workers
Figure 33 – Years in e-Learning breakdown for organizations with more than
500 workers.
Organizations with 500 or fewer workers
Figure 34 – Years in e-Learning breakdown for organizations with 500 or fewer
workers.
Years in e-Learning, cont’d.
30 ● Demographics
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Education All organizations
Figure 35 – Education breakdown for all organizations.
Organizations with more than 500 workers
Figure 36 – Education breakdown for organizations with more than 500 work-
ers.
Organizations with 500 or fewer workers
Figure 37 – Education breakdown for organizations with fewer than 500 work-
ers.
Demographics ● 31
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Work Week Hours All organizations
Figure 38 – Work week hours breakdown for all organizations.
Organizations with more than 500 workers
Work hours per week
0 100 200 300 400 500 600 700 800 900 1,000 1,100 1,200 1,300 1,400
10
15
20
25
30
35
40
45
50
55
60
65
70
75
80
85
90 0.1%
0.0%
0.3%
0.1%
0.8%
0.8%
6.4%
3.6%
20.7%
17.5%
45.1%
2.5%
1.0%
0.3%
0.7%
0.1%
0.1%
Work Week Hours
Source: The eLearning Guild Research
Figure 39 – Work week hours breakdown for organizations with more than 500
workers
32.8% of members work-
ing in larger organiza-
tions work 50 or more
hours per week, vs.
40.8% of members that
work in smaller organi-
zations. We will see later
that members working
in smaller organizations
enjoy a higher average
salary, but fewer bene-
fits, than those working
in larger organizations.
32 ● Demographics
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Organizations with 500 or fewer workers
Figure 40 – Work week hours breakdown for organizations with fewer than 500
workers.
Company size All organizations
0 100 200 300 400 500 600 700 800
a) 1-20
b) 21-50
c) 51-100
d) 101-500
e) 501-1,000
f) 1,001-2,000
g) 2,001-5000
h) 5,001-10,000
i) 10,001-49,999
j) 50,000+ 12.5%
16.6%
9.4%
12.7%
7.4%
6.6%
10.0%
4.1%
4.8%
15.9%
Company Size
Source: The eLearning Guild Research
Figure 41 – Company size breakdown for all organizations.
Work Week Hours, cont’d.
Demographics ● 33
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Organizations with more than 500 workers
Figure 42 – Company size breakdown for organizations with more than 500
workers.
Organizations with 500 or fewer workers
0 100 200 300 400 500 600 700
a) 1-20
b) 21-50
c) 51-100
d) 101-500 28.7%
11.9%
13.7%
45.7%
Company Size
Source: The eLearning Guild Research
Figure 43 – Company size breakdown for organizations with 500 or fewer
workers.
Company size, cont’d.
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Survey Results and Analysis ● 35
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Survey Results and Analysis
Average Salary – Job Level, Education, and Gender All organizations
Figure 44 – Average salary broken down by job level, education, and gender, for
all organizations (see second part, below).
For the most part, a
higher degree trans-
lates into a higher sal-
ary, although the dif-
ference between a mas-
ter’s and a bachelor’s
degree is significantly
smaller than the differ-
ence between a doctor-
ate and a master’s, and
between a bachelor’s
and associate’s degree.
36 ● Survey Results and Analysis
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Figure 45 – Continuation of Average salary broken down by job level, education,
and gender, for all organizations.
Average Salary – Job Level, Education, and Gender, cont’d.
Survey Results and Analysis ● 37
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Organizations with more than 500 workers
Figure 46 – Average salary broken down by job level, education, and gender, for
organizations with more than 500 workers (see second part, below).
Average Salary – Job Level, Education, and Gender, cont’d.
38 ● Survey Results and Analysis
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Figure 47 – Continuation of Average salary broken down by job level, education,
and gender, for organizations with more than 500 workers.
Average Salary – Job Level, Education, and Gender, cont’d.
Survey Results and Analysis ● 39
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Organizations with 500 or fewer workers
Job Lev. Education Gender Count
Senior Management (CEO, EVP, Owner, Board Member)
DoctorateFemale 19
Male 28
Master's degreeFemale 91
Male 112
Bachelor degreeFemale 59
Male 81
Associates degreeFemale 9
Male 14
Fewer than two years
Female 5
Male 18
Total
Academic Faculty / Professor
DoctorateFemale 9
Male 11
Master's degreeFemale 23
Male 22
Bachelor degreeFemale 3
Male 4
Fewer than two years
Female 1
Male 2
Total
Director
DoctorateFemale 12
Male 10
Master's degreeFemale 47
Male 49
Bachelor degreeFemale 25
Male 28
Associates degreeFemale 1
Male 4
Fewer than two years
Female 1
Male 3
Total
$97,368
$133,821
$103,556
$110,117
$116,122
$120,815
$116,389
$69,286
$84,000
$115,611
$111,260
$58,333
$69,607
$53,696
$61,527
$62,341
$59,000
$40,000
$30,000
$58,697
$100,292
$85,600
$78,920
$90,773
$87,420
$109,375
$80,000
$107,500
$75,000
$75,000
$90,415
Job Level - Education - Gender - Average Salary
Figure 48 – Average salary broken down by job level, education, and gender, for
organizations 500 or fewer workers (see second part, below).
Average Salary – Job Level, Education, and Gender, cont’d.
40 ● Survey Results and Analysis
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Figure 49 – Continuation of Average salary broken down by job level, education,
and gender, for organizations with 500 or fewer workers (continued from previ-
ous page).
Average Salary – Job Level, Education, and Gender, cont’d.
Survey Results and Analysis ● 41
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Average Salary – Job Level, Age, and Gender All organizations
Figure 50 – Average salary broken down by job level, age, and gender, for all
organizations (see second part, below).
With age and wisdom
come greater salaries,
with average salaries
peaking between ages
50 and 60 (see “Average
Salary and Age Trend
Analysis” on page 47 for
in-depth analysis.
42 ● Survey Results and Analysis
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Figure 51 – Continuation of Average salary broken down by job level, age, and
gender, for all organizations (continued from previous page).
Average Salary – Job Level, Age, and Gender, cont’d.
Survey Results and Analysis ● 43
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Organizations with more than 500 workers
Figure 52 – Average salary broken down by job level, age, and gender, for or-
ganizations with more than 500 workers (see second part, below).
Average Salary – Job Level, Age, and Gender, cont’d.
44 ● Survey Results and Analysis
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Figure 53 – Continuation of Average salary broken down by job level, age, and
gender, for organizations with more than 500 workers (continued from previous
page).
Average Salary – Job Level, Age, and Gender, cont’d.
Survey Results and Analysis ● 45
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Organizations with 500 or fewer workers
Job Lev. Age Group Gender Count
Senior Management (CEO, EVP, Owner, Board Member)
60 to 70Female 12
Male 26
50 to 60Female 58
Male 73
40 to 50Female 69
Male 94
30 to 40Female 39
Male 52
20 to 30Female 5
Male 8
Total
Academic Faculty / Professor
70 and older Male 1
60 to 70Female 3
Male 5
50 to 60Female 12
Male 10
40 to 50Female 10
Male 9
30 to 40Female 7
Male 13
20 to 30Female 4
Male 1
Total
Manager
60 to 70Female 5
Male 5
50 to 60Female 20
Male 34
40 to 50Female 47
Male 59
30 to 40Female 70
Male 61
20 to 30Female 15
Male 14
Total
$86,050
$134,000
$123,017
$112,381
$105,819
$113,489
$96,492
$115,736
$72,000
$67,875
$111,260
$100,000
$28,333
$66,400
$61,377
$60,210
$51,300
$64,556
$66,857
$58,091
$46,125
$45,000
$58,697
$62,800
$108,200
$91,750
$87,721
$73,723
$107,076
$67,078
$76,923
$51,987
$58,814
$80,139
Job Level - Age - Gender - Average Salary
Figure 54 – Average salary broken down by job level, age, and gender, for or-
ganizations with 500 or fewer workers (see second part, below).
Average Salary – Job Level, Age, and Gender, cont’d.
In organizations with
500 or fewer workers,
salaries for managers
and directors peak be-
tween 40 and 50 years
of age.
46 ● Survey Results and Analysis
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Figure 55 – Continuation of Average salary broken down by job level, age, and
gender, for organizations with 500 or fewer workers (continued from previous
page).
Average Salary – Job Level, Age, and Gender, cont’d.
Survey Results and Analysis ● 47
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Average Salary and Age Trend Analysis All organizations (Male)
20 30 40 50 60 70Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000
$1,000,000
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 56 – Scatter plot diagram comparing salary with age for men in all or-
ganizations.
Note: The figure above shows all the different salaries and age combinations
reported by male Guild members. The median salary is $75,000 and the me-
dian age of all survey responses is 45. The curve shows the salary trend over
time, indicating that men will earn least at age 20, peak around age 53, and
then decline slightly.
Median: $75,000
95% percentile: $155,000
Peak earning age: 53
48 ● Survey Results and Analysis
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All organizations (Female)
20 25 30 35 40 45 50 55 60 65 70Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000
$1,000,000
sala
ry
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 57 – Scatter plot diagram comparing salary with age for women in all
organizations.
Average Salary and Age Trend Analysis, cont’d.
Median: $67,000
95% percentile: $136,000
Peak earning age: 52
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20 30 40 50 60 70Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000sa
lary
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 58 – Scatter plot diagram comparing salary with age for men in organi-
zations with more than 500 workers.
Average Salary and Age Trend Analysis, cont’d.
Median: $75,000
95% percentile: $140,000
Peak earning age: 57
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Organizations with more than 500 workers (female)
20 25 30 35 40 45 50 55 60 65 70Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000
$1,000,000
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 59 – Scatter plot diagram comparing salary with age for women in or-
ganizations with more than 500 workers.
Average Salary and Age Trend Analysis, cont’d.
Median: $67,000
95% percentile: $125,000
Peak earning age: 52
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20 30 40 50 60 70Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000
$1,000,000
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 60 – Scatter plot diagram comparing salary with age for men in organi-
zations with 500 or fewer workers.
Average Salary and Age Trend Analysis, cont’d.
Median: $76,750
95% percentile: $200,000
Peak earning age: 51
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Organizations with 500 or fewer workers (Female)
20 25 30 35 40 45 50 55 60 65Age
$10,000
$20,000
$50,000
$100,000
$200,000
$500,000
$1,000,000
sala
ry
95 Percentile
Median
Median
All Salaries/Age
Source: The eLearning Guild Research
Figure 61 – Scatter plot diagram comparing salary with age for women in or-
ganizations with 500 or fewer workers.
Average Salary and Age Trend Analysis, cont’d.
Median: $65,000
95% percentile: $150,000
Peak earning age: 50
Survey Results and Analysis ● 53
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Average Salary – Principal Job Focus and Gender All organizations
Figure 62 – Average salary broken down by job principal job focus and gender,
for all organizations (see second part, below).
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Figure 63 – Continuation of Average salary broken down by job principal job
focus and gender, for all organizations (continued from previous page).
Average Salary – Principal Job Focus and Gender, cont’d.
Survey Results and Analysis ● 55
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Organizations with more than 500 workers
Figure 64 – Average salary broken down by job principal job focus and gender,
for organizations with more than 500 workers (see second part, below).
Average Salary – Principal Job Focus and Gender, cont’d.
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Figure 65 – Continuation of Average salary broken down by job principal job
focus and gender, for organizations with more than 500 workers (continued
from previous page).
Average Salary – Principal Job Focus and Gender, cont’d.
Survey Results and Analysis ● 57
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Organizations with 500 or fewer workers
Figure 66 – Average salary broken down by job principal job focus and gender,
for organizations with 500 or fewer workers (see second part, below).
Average Salary – Principal Job Focus and Gender, cont’d.
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Figure 67 – Continuation of Average salary broken down by job principal job
focus and gender, for organizations with 500 or fewer workers (continued from
previous page).
Average Salary – Principal Job Focus and Gender, cont’d.
Survey Results and Analysis ● 59
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Salary and Benefit Comparison – Job level, Education, and Gender All organizations
Figure 68 – Salary and benefits comparison broken down by job level, education,
and gender, for all organizations (see second part, below).
Because we are mostly
focusing on benefits in
this section, we have
filtered out independent
contractors from the
responses (this is also
why the average total
salary shown here is
different from the
previous sections).
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Figure 69 – Continuation of Salary and benefits comparison broken down by job
level, education, and gender, for all organizations (continued from previous
page).
Salary and Benefit Comparison – Job level, Education, and Gender, cont’d.
Survey Results and Analysis ● 61
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Organizations with more than 500 workers
Figure 70 – Salary and benefits comparison for organizations with more than
500 workers (see second part, below).
Salary and Benefit Comparison – Job level, Education, and Gender, cont’d.
The average salary for
an employee working in
an organization with
500 or more workers is
$75,495, while the
average salary for an
employee in an organiza-
tion with 500 or fewer
workers is $82,065.
But working in a larger
organization does have
its benefits, as shown in
Table 3 below.
Salary and Benefit Comparison
>500 workers <=500 workers
Average Salary $75,495 $82,065
Average vacation days 17.5 14.2
Average work week hours 45.3 46.4
Average tuition reimbursement $2,035 $701
Average continuing education stipend
$1,088 $749
Average pension contribution 2.7% 1.9%
Table 3 – Benefit comparison between larger and smaller organizations.
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Manager
DoctorateFemale 27
Male 20
Master's degree
Female 241
Male 187
Bachelor degree
Female 162
Male 146
Associates degree
Female 23
Male 23
Fewer than two years
Female 26
Male 14
Total
Supervisor
Doctorate Male 3
Master's degree
Female 58
Male 29
Bachelor degree
Female 51
Male 23
Associates degree
Female 13
Male 7
Fewer than two years
Female 12
Male 8
Total
Practitioner
DoctorateFemale 15
Male 18
Master's degree
Female 328
Male 226
Bachelor degree
Female 257
Male 179
Associates degree
Female 50
Male 43
Fewer than two years
Female 45
Male 21
Total
Intern, Student
Doctorate Female 1
Master's degree
Female 10
Male 5
Bachelor degree
Female 19
Male 2
Associates .. Female 1
Fewer than two years
Female 2
Male 1
Total
Grand Total
3.7%$1,261$1,18847.319.5$3,200$85,826
1.8%$250$1,52147.017.6$3,060$102,290
2.8%$1,077$1,78946.716.8$3,421$81,830
2.7%$1,404$2,73947.517.3$5,854$87,239
2.1%$974$1,47546.517.1$4,230$78,453
3.2%$1,807$3,05447.817.4$6,123$85,371
1.8%$1,684$2,34247.023.8$3,750$74,396
1.9%$1,559$3,32449.316.4$2,844$77,209
2.9%$1,395$1,12645.018.4$3,141$64,708
1.6%$1,000$41749.320.1$5,269$78,193
2.7%$1,283$2,13747.117.4$4,587$82,664
6.7%$1,000$048.321.0$750$106,833
1.5%$735$2,15743.816.2$1,098$69,366
2.2%$1,000$2,89844.721.5$3,809$74,293
3.5%$943$2,92644.018.0$1,393$62,247
2.7%$676$1,69446.115.3$2,750$64,720
6.3%$968$1,75040.417.3$2,955$89,023
2.0%$1,500$2,65043.622.3$1,750$66,000
4.4%$600$1,08340.418.7$3,500$58,753
2.2%$0$1,30444.415.3$0$63,125
2.8%$830$2,31443.917.8$1,964$68,582
1.3%$1,371$1,32544.819.9$1,273$72,738
2.6%$529$67644.112.4$3,471$85,056
2.6%$695$1,64442.317.2$1,758$65,442
3.0%$975$2,11243.816.7$1,957$71,053
2.7%$694$2,36242.416.7$1,629$63,038
2.6%$936$1,82244.116.5$1,769$66,977
2.7%$782$1,72343.122.0$789$58,188
4.0%$1,407$2,67445.616.6$2,883$67,877
2.6%$833$2,06043.524.9$1,208$54,754
4.7%$675$1,67143.815.7$1,931$58,667
2.8%$823$1,95943.217.3$1,776$65,870
2.0%40.016.0$47,100
0.4%$30$1,16738.08.1$111$49,400
2.8%$800$4,10038.09.8$2,000$45,827
5.1%$99$2,58341.612.3$256$39,275
5.0%$0$050.06.0$0$42,000
0.0%$0$040.030.0$0$62,000
0.0%$0$1,25045.06.0$0$57,500
4.0%40.015.0$53,000
3.2%$160$2,16240.710.9$422$44,645
2.7%$1,088$2,03545.317.5$3,629$75,495
Source: The eLearning Guild Research
Figure 71 – Continuation of Salary and benefits comparison broken down by job
level, education, and gender, for organizations with more than 500 workers
(continued from previous page.
Salary and Benefit Comparison – Job level, Education, and Gender, cont’d.
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Organizations with 500 or fewer workers
Figure 72 – Salary and benefits comparison broken down by job level, education,
and gender, for organizations with 500 or fewer workers (see second part, be-
low).
Salary and Benefit Comparison – Job level, Education, and Gender, cont’d.
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Figure 73 – Continuation of Salary and benefits comparison broken down by job
level, education, and gender, for organizations with 500 or fewer workers (con-
tinued from previous page).
Salary and Benefit Comparison – Job level, Education, and Gender, cont’d.
Survey Results and Analysis ● 65
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Salary and Benefit Comparison – Job Focus and Gender All organizations
Figure 74 – Salary and benefits comparison broken down by principal job focus
and gender, for all organizations (see second part, below).
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Figure 75 – Continuation of Salary and benefits comparison broken down by
principal job focus and gender, for all organizations (continued from previous
page).
Salary and Benefit Comparison – Job Focus and Gender, cont’d.
Survey Results and Analysis ● 67
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Organizations with more than 500 workers
Figure 76 – Salary and benefits comparison broken down by principal job focus
and gender, for organizations with more than 500 workers (see second part, be-
low).
Salary and Benefit Comparison – Job Focus and Gender, cont’d.
68 ● Survey Results and Analysis
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Figure 77 – Continuation of Salary and benefits comparison broken down by
principal job focus and gender, for organizations with more than 500 workers
(continued from previous page).
Salary and Benefit Comparison – Job Focus and Gender, cont’d.
Survey Results and Analysis ● 69
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Organizations with 500 or fewer workers
Figure 78 – Salary and benefits comparison broken down by principal job focus
and gender, for organizations with 500 or fewer workers (see second part, be-
low).
Salary and Benefit Comparison – Job Focus and Gender, cont’d.
70 ● Survey Results and Analysis
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Figure 79 – Continuation of Salary and benefits comparison broken down by
principal job focus and gender, for organizations with 500 or fewer workers
(continued from previous page).
Salary and Benefit Comparison – Job Focus and Gender, cont’d.
Survey Results and Analysis ● 71
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Average Salary – Industry All organizations
Figure 80 – Average salary broken down by industry for all organizations.
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Organizations with more than 500 workers
$0 $20,000 $40,000 $60,000 $80,000 $100,000Avg. salary
Aerospace/Defense
Agriculture/Mining
Automotive/Transportation
Computer Manufacturing (hardware, software, peripherals, etc.)
Construction/Architecture/Engineering
Consulting (Computer)
Consulting/Business Services (Non-computer)
E-Learning Tool/Service Provider
Education (K-12)
Education (University/College)
Energy/Utilities
Financial/Banking/Accounting
Government (Federal including Military)
Government (Local)
Government (State)
Healthcare
Insurance
Legal
Manufacturing (non-computer)
Media/Marketing/Advertising/Entertai..
Non-Profit/Trade Association
Pharmaceuticals/Biotech
Real Estate
Retail/Wholesale/Distribution (Computer)
Retail/Wholesale/Distribution (Non-computer)
Telecommunications
Travel/Hospitality
Grand Total $75,570
$68,024
$78,148
$70,893
$71,148
$61,982
$93,642
$89,835
$80,151
$77,881
$70,920
$67,958
$71,517
$60,942
$71,900
$82,931
$74,848
$80,012
$66,637
$67,486
$76,383
$92,111
$83,294
$74,908
$86,481
$68,797
$71,667
$80,407
Median
Salary Breakdown by Industry
Source: eLearning Guild Research
Figure 81 – Average salary broken down by industry for organizations with
more than 500 workers.
Average Salary – Industry, cont’d.
Survey Results and Analysis ● 73
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Organizations with 500 or fewer workers
Figure 82 – Average salary broken down by industry for organizations with 500
or fewer workers.
Average Salary – Industry, cont’d.
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Cross-Industry Salary Comparison All organizations
-20.0% -10.0% 0.0% 10.0% 20.0% 30.0%Average Salary Delta
Consulting/Business Services (Non-computer)
Pharmaceuticals/Biotech
Computer Manufacturing (hardware, software, periph..
E-Learning Tool/Service Provider
Consulting (Computer)
Government (Federal including Military)
Energy/Utilities
Aerospace/Defense
Construction/Architecture/Engineering
Media/Marketing/Advertising/Entertainment
Telecommunications
Manufacturing (non-computer)
Financial/Banking/Accounting
Non-Profit/Trade Association
Retail/Wholesale/Distribution (Computer)
Healthcare
Automotive/Transportation
Agriculture/Mining
Retail/Wholesale/Distribution (Non-computer)
Education (K-12)
Government (Local)
Insurance
Real Estate
Legal
Travel/Hospitality
Education (University/College)
Government (State) -22.2%
-17.0%
-13.6%
-13.1%
-12.4%
-12.0%
-11.8%
-11.7%
-9.3%
-9.0%
-7.3%
-6.3%
-5.6%
-5.1%
-4.5%
-1.1%
-0.6%
-0.3%
0.0%
2.4%
2.8%
4.8%
11.0%
11.7%
12.9%
16.8%
28.3%
Salary by Industry Comparison
Source: The eLearning Guild Research
Figure 83 – Percentage delta from cross-industry salary average for all organi-
zations.
Survey Results and Analysis ● 75
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Organizations with more than 500 workers
-20.0% -10.0% 0.0% 10.0% 20.0% 30.0%Average Salary Delta
Pharmaceuticals/Biotech
Consulting/Business Services (Non-computer)
Non-Profit/Trade Association
Computer Manufacturing (hardware, software, periph..
Consulting (Computer)
Government (Federal including Military)
Aerospace/Defense
Media/Marketing/Advertising/Entertainment
Energy/Utilities
Telecommunications
Manufacturing (non-computer)
E-Learning Tool/Service Provider
Construction/Architecture/Engineering
Financial/Banking/Accounting
Government (Local)
Agriculture/Mining
Healthcare
Retail/Wholesale/Distribution (Computer)
Legal
Retail/Wholesale/Distribution (Non-computer)
Automotive/Transportation
Travel/Hospitality
Insurance
Education (K-12)
Education (University/College)
Real Estate
Government (State) -19.4%
-18.0%
-11.8%
-10.7%
-10.1%
-10.0%
-9.0%
-6.2%
-6.2%
-5.9%
-5.4%
-5.2%
-4.9%
-1.0%
-0.9%
1.1%
3.1%
3.4%
5.9%
6.1%
6.4%
9.7%
10.2%
14.4%
18.9%
21.9%
23.9%
Salary by Industry Comparison
Source: The eLearning Guild Research
Figure 84 – Percentage delta from cross-industry salary average for organiza-
tions with more than 500 workers.
Cross-Industry Salary Comparison, cont’d.
If we correlate these re-
sults with State averages
for organizations with
more than 500 workers,
the best combination is to
work in Pharmaceuti-
cals/Biotech in Washing-
ton, DC; the worst is
State Government in Mis-
sissippi (see page 76).
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Organizations with 500 or fewer workers
-40.0% -20.0% 0.0% 20.0% 40.0%Average Salary Delta
Automotive/Transportation
Consulting/Business Services (Non-computer)
Computer Manufacturing (hardware, software, periph..
Construction/Architecture/Engineering
Insurance
E-Learning Tool/Service Provider
Consulting (Computer)
Retail/Wholesale/Distribution (Computer)
Energy/Utilities
Healthcare
Pharmaceuticals/Biotech
Aerospace/Defense
Government (Federal including Military)
Telecommunications
Real Estate
Financial/Banking/Accounting
Manufacturing (non-computer)
Media/Marketing/Advertising/Entertainment
Retail/Wholesale/Distribution (Non-computer)
Education (K-12)
Travel/Hospitality
Government (Local)
Non-Profit/Trade Association
Government (State)
Education (University/College)
Legal -31.6%
-26.1%
-26.0%
-24.3%
-23.6%
-19.5%
-15.3%
-9.1%
-9.0%
-8.2%
-7.1%
-6.7%
-6.2%
-4.0%
-3.6%
-3.0%
-0.6%
1.5%
4.6%
5.8%
7.0%
7.6%
8.6%
11.2%
24.6%
28.9%
Salary by Industry Comparison
Source: The eLearning Guild Research
Figure 85 – Percentage delta from cross-industry salary average for organiza-
tions with more 500 or fewer workers.
Cross-Industry Salary Comparison, cont’d.
If we correlate these re-
sults with State averages
for organizations with
less than 500 workers,
the best combination is to
work in Automo-
tive/Transportation in
Connecticut; the worst is
Legal in South Dakota
(see page 77).
Survey Results and Analysis ● 77
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Average Salary by State All organizations
$0 $20,000 $40,000 $60,000 $80,000 $100,000Avg. salary
Alabama
Alaska
Arizona
Arkansas
California
Colorado
Connecticut
Delaware
District of Columbia
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Mississippi
Missouri
Montana
Nebraska
Nevada
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Pennsylvania
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont
Virginia
Washington
West Virginia
Wisconsin
Wyoming
Grand Total $78,723
$53,333
$64,237
$69,733
$82,750
$81,519
$83,800
$74,716
$81,881
$75,403
$61,560
$68,722
$67,176
$72,778
$69,787
$59,815
$69,662
$44,000
$79,315
$82,909
$68,588
$86,618
$75,050
$77,799
$76,030
$56,900
$67,211
$36,167
$80,772
$70,258
$89,090
$79,150
$67,971
$61,042
$69,784
$59,745
$62,304
$71,916
$80,388
$65,978
$54,000
$81,406
$71,459
$95,440
$86,378
$85,072
$73,168
$93,018
$77,134
$59,416
$58,525
$64,408
Median
Salary Breakdown by State
Source: eLearning Guild Research
Figure 86 – Average salary broken down by state for all organizations.
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Organizations with more than 500 workers
$0 $20,000 $40,000 $60,000 $80,000 $100,000Avg. salary
Alabama
Alaska
Arizona
Arkansas
California
Colorado
Connecticut
Delaware
District of Columbia
Florida
Georgia
Hawaii
Idaho
Illinois
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Maryland
Massachusetts
Michigan
Minnesota
Mississippi
Missouri
Montana
Nebraska
Nevada
New Hampshire
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
Pennsylvania
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont
Virginia
Washington
West Virginia
Wisconsin
Grand Total $75,570
$64,704
$65,400
$81,589
$79,561
$83,000
$73,014
$71,736
$72,673
$69,136
$61,458
$69,500
$72,011
$67,339
$58,385
$70,058
$40,000
$73,720
$81,664
$62,950
$88,307
$79,940
$67,041
$80,559
$50,867
$69,391
$33,200
$80,881
$70,878
$82,352
$75,060
$65,278
$56,313
$64,087
$58,738
$63,484
$67,943
$80,113
$67,533
$51,000
$76,057
$70,768
$98,651
$80,271
$74,615
$66,166
$84,766
$74,972
$61,204
$71,669
$66,282
Median
Salary Breakdown by State
Source: eLearning Guild Research
Figure 87 – Average salary broken down by state for organizations with more
than 500 workers.
Average Salary by State, cont’d.
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Organizations with 500 or fewer organizations
Figure 88 – Average salary broken down by state for organizations with 500 or
fewer workers.
Average Salary by State, cont’d.
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Cross-State Salary Comparison All organizations
Figure 89 – Percentage delta from cross-state salary average for all organiza-
tions.
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Organizations with more than 500 workers
Figure 90 – Percentage delta from cross-state salary average for organizations
with more than 500 workers.
Cross-State Salary Comparison, cont’d.
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Organizations with 500 or fewer workers
Figure 91 – Percentage delta from cross-state salary average for organizations
with 500 or fewer workers.
Cross-State Salary Comparison, cont’d.
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Average Salary – Education and Years in e-Learning All organizations
Years in e-Learning Education Gender Count
0 to 3 years
DoctorateFemale 15
Male 18
Master's degreeFemale 347
Male 193
Bachelor degreeFemale 353
Male 219
Associates degreeFemale 64
Male 48
Fewer than two yearsFemale 54
Male 36
Total
4 to 7 years
DoctorateFemale 38
Male 34
Master's degreeFemale 406
Male 294
Bachelor degreeFemale 249
Male 206
Associates degreeFemale 36
Male 36
Fewer than two yearsFemale 47
Male 28
Total
8 to 11 years
DoctorateFemale 51
Male 52
Master's degreeFemale 236
Male 231
Bachelor degreeFemale 134
Male 145
Associates degreeFemale 18
Male 21
Fewer than two yearsFemale 12
Male 17
Total
$80,073
$92,761
$63,191
$70,347
$62,933
$77,646
$67,159
$66,635
$50,949
$70,361
$67,094
$75,491
$113,723
$71,434
$80,290
$71,195
$80,315
$62,581
$67,186
$56,750
$78,554
$75,076
$88,011
$89,933
$83,166
$89,651
$88,278
$86,624
$81,648
$79,952
$69,934
$73,706
$86,295
# Years in e-Learning
Figure 92 – Average salary broken down by number of years in e-Learning and
education, for all organizations (see part two, below).
Experience in e-Learning
counts, as average
salaries increase as a
person’s years in
e-Learning increases.
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Figure 93 – Continuation of Average salary broken down by number of years in
e-Learning and education, for all organizations (continued from previous page).
Average Salary – Education and Years in e-Learning, cont’d.
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Organizations with more than 500 workers
Figure 94 – Average salary broken down by number of years in e-Learning and
education, for organizations with more than 500 workers (see part two, below).
Average Salary – Education and Years in e-Learning, cont’d.
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Figure 95 – Continuation of Average salary broken down by number of years in
e-Learning and education, for organizations with more than 500 workers (con-
tinued from previous page).
Average Salary – Education and Years in e-Learning, cont’d.
Survey Results and Analysis ● 87
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Organizations with 500 or fewer workers
Figure 96 – Average salary broken down by number of years in e-Learning and
education, for organizations with 500 or fewer workers (see part two, below).
Average Salary – Education and Years in e-Learning, cont’d.
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Figure 97 – Continuation of Average salary broken down by number of years in
e-Learning and education, for organizations with 500 or fewer workers.
Average Salary – Education and Years in e-Learning, cont’d.
Survey Results and Analysis ● 89
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Average Salary – Work Week Hours and Years in e-Learning All organizations
Figure 98 – Average salary broken down by number of years in e-Learning and
work week hours, for all organizations (see part two, below).
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Figure 99 – Continuation of Average salary broken down by number of years in
e-Learning and work week hours, for all organizations.
Average Salary – Work Week Hours and Years in e-Learning, cont’d.
Survey Results and Analysis ● 91
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Organizations with more than 500 workers
Figure 100 – Average salary broken down by number of years in e-Learning and
work week hours, for organizations with more than 500 workers (see part two,
below).
Average Salary – Work Week Hours and Years in e-Learning, cont’d.
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Figure 101 – Continuation of Average salary broken down by number of years in
e-Learning and work week hours, for organizations with more than 500 work-
ers.
Average Salary – Work Week Hours and Years in e-Learning, cont’d.
Survey Results and Analysis ● 93
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Organizations with 500 or fewer workers
Figure 102 – Average salary broken down by number of years in e-Learning and
work week hours, for organizations with 500 or fewer workers (see part two,
below).
Average Salary – Work Week Hours and Years in e-Learning, cont’d.
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Figure 103 – Continuation of Average salary broken down by number of years in
e-Learning and work week hours, for organizations with 500 or fewer workers.
Average Salary – Work Week Hours and Years in e-Learning, cont’d.
Survey Results and Analysis ● 95
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Average Salary – Job Focus and Years at Current Position All organizations
Figure 104 – Average salary broken down by principal job focus and years in
current position, for all organizations (see part two, below).
Some positions lend
themselves to better
long-term career paths
than others, as evidenced
by an average salary
that increases with
the number of years
at the position.
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$0 $50,000 $100,000 $150,000Average Salary
Instructional design
0 to 3 years 4724 to 7 years 2598 to 11 years 17712 to 15 years 98Greater than 15 years 95
LMS/LCMS implementation and/or support
0 to 3 years 914 to 7 years 538 to 11 years 2112 to 15 years 7Greater than 15 years 7
Media creation/production (video, audio, animation, multimedia)
0 to 3 years 394 to 7 years 378 to 11 years 2212 to 15 years 10Greater than 15 years 10
People / Resource Management
0 to 3 years 374 to 7 years 188 to 11 years 2312 to 15 years 6Greater than 15 years 7
Product / Project Management
0 to 3 years 914 to 7 years 508 to 11 years 3212 to 15 years 16Greater than 15 years 19
Programming / scripting (e.g., Java, .NET, Javascript, XML, etc.)
0 to 3 years 104 to 7 years 108 to 11 years 212 to 15 years 3Greater than 15 years 4
Research and development
0 to 3 years 204 to 7 years 78 to 11 years 412 to 15 years 1Greater than 15 years 4
Strategy and planning
0 to 3 years 404 to 7 years 268 to 11 years 912 to 15 years 10Greater than 15 years 11
Subject matter expertise
0 to 3 years 74 to 7 years 38 to 11 years 112 to 15 years 3Greater than 15 years 6
Technical writing
0 to 3 years 144 to 7 years 118 to 11 years 512 to 15 years 2Greater than 15 years 4
Training / education / certification direction
0 to 3 years 1814 to 7 years 1148 to 11 years 8412 to 15 years 61Greater than 15 years 58
Web development
0 to 3 years 294 to 7 years 238 to 11 years 1912 to 15 years 10Greater than 15 years 7
Grand Total
$63,846$65,758
$79,755$84,501
$80,445$69,958
$73,222$74,662
$89,571$101,429
$66,029$70,074
$67,601$100,600
$73,400$74,783$77,167
$82,457$68,833
$82,714$76,234
$82,935$85,256
$88,889$111,220
$51,760$85,260
$78,500$87,243
$96,250$78,091
$86,786$96,250
$80,000$122,250
$92,388$101,040
$106,111$108,450
$117,364$66,214
$76,333$60,000
$104,333$86,667
$51,274$55,159
$62,456$69,000
$51,250$73,782
$77,711$73,454
$101,548$86,356
$54,515$81,448
$52,951$69,700
$76,000$78,830
Source: eLearning Guild Research
Figure 105 –Continuation of Average salary broken down by principal job focus
and years in current position, for all organizations (continued from previous
page).
Average Salary – Job Focus and Years at Current Position, cont’d.
Survey Results and Analysis ● 97
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Organizations with more than 500 workers
Figure 106 – Average salary broken down by principal job focus and years in
current position, for organizations with more than 500 workers (see part two,
below).
Average Salary – Job Focus and Years at Current Position, cont’d.
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Figure 107 –Continuation of Average salary broken down by principal job focus
and years in current position, for organizations with more than 500 workers
(continued from previous page).
Average Salary – Job Focus and Years at Current Position, cont’d.
Survey Results and Analysis ● 99
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Organizations with 500 or fewer workers
Figure 108 – Average salary broken down by principal job focus and years in
current position, for organizations with 500 or fewer workers (see part two, be-
low).
Average Salary – Job Focus and Years at Current Position, cont’d.
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Figure 109 –Continuation of Average salary broken down by principal job focus
and years in current position, for organizations with 500 or fewer workers (con-
tinued from previous page).
Average Salary – Job Focus and Years at Current Position, cont’d.
Survey Results and Analysis ● 101
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Average Salary – Purchasing Authority and Gender All organizations
Purchasing Author.. Gender Count
$0 $40,000 $80,000 $120,000Average Salary
Have unlimited buying authority
Female 196
Male 283
Total
Have buying authority up to a designated limit
Female 506
Male 522
Total
Influence buying decisions
Female 1215
Male 957
Total
No influence
Female 464
Male 231
Total
Grand Total
$102,447
$115,607
$110,222
$84,853
$92,060
$88,513
$68,628
$75,354
$71,592
$63,325
$67,812
$64,817
$78,723
Purchasing Authority
Source: eLearning Guild Research
Figure 110 – Average salary broken down by purchasing authority and gender
for all organizations.
With greater responsibil-
ity comes higher salaries,
as evidenced here and in
the correlation between
the number of people
managed and average
salary on page 103.
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Organizations with more than 500 workers
Purchasing Author.. Gender Count
$0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000Average Salary
Have unlimited buying authority
Female 37
Male 40
Total
Have buying authority up to a designated limit
Female 363
Male 348
Total
Influence buying decisions
Female 873
Male 687
Total
No influence
Female 361
Male 141
Total
Grand Total
$81,726
$105,751
$94,206
$87,897
$92,069
$89,939
$68,578
$74,536
$71,202
$64,471
$69,681
$65,935
$75,570
Purchasing Authority
Source: eLearning Guild Research
Figure 111 – Average salary broken down by purchasing authority and gender
for organizations with more than 500 workers.
Organizations with 500 or fewer workers
Purchasing Author.. Gender Count
$0 $50,000 $100,000Average Salary
Have unlimited buying authority
Female 159
Male 243
Total
Have buying authority up to a designated limit
Female 144
Male 174
Total
Influence buying decisions
Female 342
Male 270
Total
No influence
Female 103
Male 90
Total
Grand Total
$107,269
$117,230
$113,290
$76,731
$92,043
$85,109
$68,757
$77,434
$72,585
$59,309
$64,885
$61,909
$84,576
Purchasing Authority
Source: eLearning Guild Research
Figure 112 – Average salary broken down by purchasing authority and gender
for organizations with 500 or fewer workers.
Average Salary – Purchasing Authority and Gender, cont’d.
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Average Salary – Number of People Managed and Gender All organizations
Number People .. Gender Count
$0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000Average Salary
0 to 2
Female 1572
Male 1169
Total
3 to 5
Female 229
Male 218
Total
6 to 10
Female 154
Male 169
Total
11 to 25
Female 85
Male 120
Total
26 to 50
Female 25
Male 37
Total
50 or more
Female 13
Male 11
Total
$68,985
$79,509
$73,473
$85,756
$91,961
$88,782
$90,672
$97,612
$94,303
$94,343
$109,986
$103,500
$101,887
$108,724
$105,967
$110,531
$112,055
$111,229
People Managed
Source: eLearning Guild Research
Figure 113 – Average salary broken down by number of people managed and
gender for all
organizations.
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Organizations with more than 500 workers
Number People .. Gender Count
$0 $50,000 $100,000Average Salary
0 to 2
Female 1094
Male 736
Total
3 to 5
Female 146
Male 124
Total
6 to 10
Female 113
Male 97
Total
11 to 25
Female 55
Male 67
Total
26 to 50
Female 16
Male 26
Total
50 or more
Female 11
Male 9
Total
$67,539
$74,868
$70,487
$87,022
$90,955
$88,828
$88,242
$92,265
$90,100
$96,186
$103,975
$100,463
$108,948
$106,423
$107,385
$122,809
$116,956
$120,175
People Managed
Source: eLearning Guild Research
Figure 114 – Average salary broken down by number of people managed and
gender for organizations with more than 500 workers.
Average Salary – Number of People Managed and Gender, cont’d.
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Organizations with 500 or fewer workers
Number People .. Gender Count
$0 $20,000 $40,000 $60,000 $80,000 $100,000 $120,000Average Salary
0 to 2
Female 479
Male 433
Total
3 to 5
Female 83
Male 94
Total
6 to 10
Female 41
Male 72
Total
11 to 25
Female 30
Male 53
Total
26 to 50
Female 9
Male 11
Total
50 or more
Female 2
Male 2
Total
$72,184
$87,398
$79,407
$83,530
$93,288
$88,712
$97,371
$104,815
$102,114
$90,964
$117,585
$107,963
$89,335
$114,164
$102,991
$43,000
$90,000
$66,500
People Managed
Source: eLearning Guild Research
Figure 115 – Average salary broken down by number of people managed and
gender for organizations with 500 or fewer workers.
Average Salary – Number of People Managed and Gender, cont’d.
For organizations
with 500 or fewer
workers, both
the number of
responses and the
attendant salary
decrease for people
who indicate that
they manage 26
people or more.
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Average Salary – Company Size, Job Level, and Gender
Figure 116 – Average salary broken down by company size, job level, and gender
(continued on next page).
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101 to 500 people
Senior Management (CEO, EVP, Owner, Board Member)
Female 5Male 12
Academic Faculty / ProfessorFemale 17Male 25
DirectorFemale 32Male 33
ManagerFemale 62Male 62
SupervisorFemale 11Male 15
PractitionerFemale 99Male 64
Intern, Student Female 3Total
501 to 1,000 people
Senior Management (CEO, EVP, Owner, Board Member)
Female 6Male 7
Academic Faculty / ProfessorFemale 20Male 26
DirectorFemale 20Male 20
ManagerFemale 40Male 36
SupervisorFemale 7Male 5
PractitionerFemale 52Male 47
Intern, StudentFemale 4Male 1
Total
1,001 to 2,000 people
Senior Management (CEO, EVP, Owner, Board Member)
Female 5Male 3
Academic Faculty / ProfessorFemale 18Male 18
DirectorFemale 9Male 16
ManagerFemale 63Male 35
SupervisorFemale 18Male 8
PractitionerFemale 79Male 48
Intern, StudentFemale 1Male 2
Total
2,001 to 5,000 people
Senior Management (CEO, EVP, Owner, Board Member)
Female 5Male 7
Academic Faculty / ProfessorFemale 24Male 13
DirectorFemale 27Male 17
ManagerFemale 96Male 65
SupervisorFemale 29Male 13
PractitionerFemale 156Male 93
Intern, StudentFemale 10Male 2
Total
$164,000$145,188
$58,942$66,820
$76,384$95,288
$70,977$92,560
$63,146$67,664
$62,709$58,366
$32,667$74,350
$132,500$124,714
$55,446$60,308
$124,750$93,950
$71,448$78,342
$102,571$91,900
$56,912$76,202
$48,681$10,800
$76,705$120,400
$180,833$58,972
$69,356$90,111$88,609
$79,904$81,214
$59,319$66,813
$57,589$63,916
$43,000$63,500
$71,051$96,000
$119,714$73,590
$65,815$98,222$101,471
$77,956$78,747
$63,143$66,000
$60,248$65,508
$36,000$57,500
$71,049
Figure 117 –Continuation of Average salary broken down by company size, job
level, and gender (continued on next page).
Average Salary – Company Size, Job Level, and Gender, cont’d.
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Figure 118 –Continuation of Average salary broken down by company size, job
level, and gender.
Average Salary – Company Size, Job Level, and Gender, cont’d.
Survey Results and Analysis ● 109
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Average Salary – Geographic Zone, Job Level, and Gender
State Zone
Alabama 3
Alaska 6
Arizona 5
Arkansas 3
California 7
Colorado 6
Connecticut 1
Delaware 1
District of Columbia 1
Florida 2
Georgia 2
Hawaii 7
Idaho 6
Illinois 4
Indiana 4
Kansas 4
Kentucky 2
Louisiana 3
Maine 1
Maryland 1
Michigan 4
Minnesota 4
Mississippi 3
Missouri 4
State Zone
Montana 6
Nebraska 4
Nevada 6
New Jersey 1
New Mexico 5
New York 1
North Carolina 2
North Dakota 4
Ohio 4
Oklahoma 5
Oregon 7
Pennsylvania 1
Rhode Island 1
South Carolina 2
South Dakota 4
Tennessee 3
Texas 5
Utah 6
Vermont 1
Virginia 2
Washington 7
West Virginia 2
Wisconsin 4
Wyoming 6
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All organizations
Figure 119 – Average salary broken down by geographic zone, job level, and
gender, for all organizations.
Average Salary – Geographic Zone, Job Level, and Gender, cont’d.
Survey Results and Analysis ● 111
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Organizations with more than 500 workers
Figure 120 – Average salary broken down by geographic zone, job level, and
gender, for organizations with more than 500 workers.
Average Salary – Geographic Zone, Job Level, and Gender, cont’d.
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Organizations with 500 or fewer workers
Figure 121 – Average salary broken down by geographic zone, job level, and
gender, for organizations with 500 or fewer workers.
Average Salary – Geographic Zone, Job Level, and Gender, cont’d.
Survey Results and Analysis ● 113
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Average Salary – Geographic Zone, Principal Job Focus, and Gender All organizations
Figure 122 – Average salary broken down by geographic zone, principal job fo-
cus, and gender, for all organizations (continued on next page).
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Figure 123 – Continuation of Average salary broken down by geographic zone,
principal job focus, and gender, for all organizations (continued on next page).
Average Salary – Geographic Zone, Principal Job Focus, and Gender, cont’d.
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Figure 124 – Continuation of Average salary broken down by geographic zone,
principal job focus, and gender, for all organizations.
Peop
le /
Res
ourc
e
Man
agem
ent
Fem
ale
Mal
e
Tota
l
Prod
uct
/ Pr
ojec
t M
anag
emen
t
Fem
ale
Mal
e
Tota
l
Prog
ram
min
g /
scrip
ting
(e
.g.,
Java
, .N
ET,
Ja
vasc
ript,
XM
L, e
tc.)
Fem
ale
Mal
e
Tota
l
Rese
arch
and
de
velo
pmen
t
Fem
ale
Mal
e
Tota
l
Stra
tegy
and
pla
nnin
g
Fem
ale
Mal
e
Tota
l
Subj
ect
mat
ter
expe
rtis
e
Fem
ale
Mal
e
Tota
l
Tech
nica
l writ
ing
Fem
ale
Mal
e
Tota
l
Trai
ning
/ e
duca
tion
/
cert
ifica
tion
dire
ctio
n
Fem
ale
Mal
e
Tota
l
Web
dev
elop
men
t
Fem
ale
Mal
e
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Sour
ce:
The
eLea
rnin
g G
uild
Res
earc
h
Average Salary – Geographic Zone, Principal Job Focus, and Gender, cont’d.
Using Direct Data Access ● 117
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Using Direct Data Access
E-Learning Salary and Compensation Report The Guild publishes several Direct Data Access portfolios that are available to
all Guild members for free. In this section you’ll see how to use the e-Learning
Salary and Compensation interactive report.
To access this report, do the following.
1. Go to www.elearningguild.com and log in.
2. Click My DDA Reports from the menu along the left side of the screen.
3. Scroll down until you find the group titled “Real-Time Direct Data Ac-
cess for all Guild Members” as shown below.
Figure 125 – Interactive reports available simply by being a member of
the Guild.
4. Click the Go button below either Thin-client or Plug-in for the e-
Learning Salary and Compensation Report.
The Direct Data Access portfolio for this report will load, as shown below.
The Thin-client
requires that you
download a small
program and install
it ahead of time (you
will find a link on the
Guild research page).
The Plug-in (which only
works with Internet
Explorer) will auto-
matically prompt you
for permission to
install.
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Figure 126 – Demographics showing breakdown by Gender, Sate, Industry, De-
partment, Job Level, and Designation. Notice the status bar at the very bottom of
the screen indicating that there are 4,372 records (responses).
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Accessing Different Views Each report contains many different views. You access different views by click-
ing the tabs along the bottom of the report.
Figure 127 – Access different views by clicking the tabs along the bottom.
Figure 128 – Scatter plot diagram showing relationship between salary and age.
120 ● Using Direct Data Access
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Viewing Details and Copying Images If you hover the cursor over an object (e.g., a circle, bar, curve, or line) you’ll
be able to get additional information, as shown below.
Figure 129 – Hovering the cursor over an object displays details.
You can also copy an image by right-clicking and choosing Copy Image from
the pop-up menu.
Figure 130 – Copy images for inclusion in reports by right-clicking a graph and
selecting Copy Image from the pop-up menu.
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Applying Filters While the information contained in Figure 128 is interesting, it’s not particu-
larly useful
as it combines every type of e-Learning professional into one big vat, showing
that the median salary is $71,000. But this “giant vat” view averages people
who have been in
e-Learning for 25 years with those that have been in for 25 days, as well as
senior executives and just-starting interns. To get a better idea of salaries,
work week hours, and so forth you need to apply filters.
Check box filters
For example, if we exclude Owner/Principle/Executives under Job level, and
those with a Doctorate under education, the median salary decreases to
$69,000.
Figure 131 – Applying check box filters.
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Radio button filters
We can filter the results further using the “Single” button. For example, sup-
pose we just want to see the median salary for Practitioners, we can do this
easily by doing the following.
1. Click the Single button on the Job Level filter.
2. Click the Practitioner radio button.
Figure 132 – Applying a radio button filter.
Using the Exclude Values filter
Now, suppose you want to see the median salaries for all job levels except Prac-
titioner. While you could click the Multiple button and apply multiple check
boxes, you can also use the Exclude Values feature, as shown below.
• Click the small down arrow in the upper right corner of the Job Level
filter box and select Exclude Values from the pop-up menu.
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The filter box display changes, as shown below.
Figure 133 – Filter display when using the Exclude option.
Use the Edit Filter dialog box to change multiple fil-ter settings
If you need to change multiple settings you should use the Edit Filters dialog.
For example, suppose you want to view results for just the Financial, Health-
care, and Insurance industries, as shown in the example below.
• Click the small down arrow in the upper right corner of the Industry fil-
ter box and select Edit Filter from the pop-up menu.
The Edit Filter dialog box will appear.
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• Click None to de-select all the industries, and then just check the in-
dustries you want to examine, as shown below.
Figure 134 – Edit Filter dialog box.
• Click OK.
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Age and Years in e-Learning filters (slider filters)
The other type of filter that appears in many of the direct data access reports is
a slider filter.
While slider filters do indeed allow you to move a slider to change settings, it is
often easier to type values directly into the filter. For example, right now the
Age filter is set to show results for all members between the ages of 15 and 95.
Let’s suppose we want to see results for people between the ages of 30 and 60.
You can change the lower limit by clicking the number and typing in a new
value, as shown below.
Figure 135 – Slider filter.
You change the upper limit in the same way.
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Using Map Filters In addition to education, experience, job level, purchasing authority, industry,
company size, and so on, there’s one more factor that may determine salary:
location.
You can use the map tab to filter results by state, as shown below.
1. Click the Map tab.
2. Draw a box around the area you want to include in your query. You can
select discontinuous regions by holding down the Control key.
3. Right-click one of the selected areas, as shown below.
Figure 136 – Map/State filter.
4. Select the view you want to examine from the pop-up menu.
The newly displayed view will reflect all the filters you have applied, including
the state filters.
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