AIGA | Aquent Survey of Design Salaries 2008

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AIGA | Aquent Survey of Design Salaries 2008

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Contents

introductionLetter from the executive director 2

Observations 3

Economic dataSummary of findings 10

Median total cash compensation 2000–2008 11

AIGA design leaders confidence index 14

2008 compEnsationCompensation overview 17

Solo designer 18

Owner, Partner, Principal 20

Creative/Design director 22

Art director 24

Senior designer 26

Designer 28

Entry-level designer 30

Print production artist 32

2008 compEnsation for additional positionsWeb designer 35

Copywriter 36

Print production manager 37

Marketing/New business manager or director 38

Web developer (front-end/interface systems) 39

Web programmer/Developer (back-end systems) 40

Web/Senior/Executive producer 41

Content developer 42

2008 BEnEfitsTime off 44

Medical and dental insurance 45

Insurance 46

Retirement 47

Financial benefits and family care 48

Personal development and health 49

Transportation and mobility 50

rEsourcEs and mEthodologyResources 52

Research methodology 53

Characteristics of survey respondents 54

AIGA is committed to raising the aware-

ness of business to the value created by

effective designers. For many AIGA mem-

bers, there is a strongly held belief that the

business community neither understands

nor respects the contribution design can

make toward achieving strategic objectives

and competitive advantages. Many of

AIGA’s activities are aimed squarely at

demonstrating the value of design, which,

in the long run, will also increase the value

received by designers.

Just as we believe design and designers

are often undervalued, there are also non-

financial considerations designers should

consider as they move along the arc of

their career. While this report provides a

measure of actual salaries, we have sup-

plemented those data with observations

from a number of prominent designers on

the non-monetary considerations that

each designer should bear in mind when

evaluating his or her opportunities for

employment.

Almost every designer is driven by a

passion for design; many are also deeply

committed to social issues, cultural factors,

the opportunity to learn and the desire to

work on projects that make a real differ-

ence. Compensation is critical to us all; yet

many of the most gratifying professional

experiences are defined by other attributes.

In a larger sense, businesses have increas-

ingly come to grasp design’s importance to

their competitiveness in the marketplace,

with tremendous support coming from the

business trade magazines that spotlight

stories where design has propelled a prod-

uct or strategy’s success. AIGA provides this

tool to aid designers’ own success stories,

so they will find enrichment in all aspects

of their careers.

Richard Grefé

Executive director

introduction

Letter from the executive director

2 Letter from the executive director

The AIGA | Aquent Survey of Design Salaries is the most comprehensive survey of compensation for the communication design profession in the United States. It represents the salary ranges that are currently offered within the design practice.

Sample text �Observations �

observations

Follow the three Q’s

When making a career choice, follow the three Q’s: quality, quality and quality. Do the best work possible. Work with the best people you can find. In my expe-rience, good work gets you more good work. Bad work will always attract more bad work. The best people know other good people. In the end, your future will be determined by the quality of your design work. Money may be tempting, but the work is your future.

Design is not an occupation—it’s an

obsession. Our value is measured in

increments of personal drive and passion.

Designers entering the professional ranks

offer desire and fearless invention. You

bring the energy of challenge. You’re the

new light in the room. Your spirit is the ulti-

mate human benefit.

The design landscape is shifting rapidly.

Design thinking is the new commodity and

disciplines within the field are blurring. The

opportunities to contribute are limitless

and exciting. When choosing your career

path, align yourself somewhere outside

your comfort zone. Allow yourself to fail.

observations

Align yourself outside your comfort zone

Refuse to be labeled. Look for knowledge

in every task. Demand this from your

employer; demand it of your peers. This is

where you discover your real value. Your

professional growth will be fueled from

your own strength, conviction and sense

of purpose.

A new generation of designers is entering

the field at a critical time. Our responsibili-

ties as influencers are shifting from

commercial persuasion to meaningful

endeavors. Success will be measured in

social progress. Rewards you can’t imagine

will follow. You have the power to make a

difference. Be the light in the room.

sEan adams is a partner at AdamsMorioka in Beverly Hills, California.

Jim alEs is the art director for the Monterey Bay Aquarium in Monterey, California.

� Sample text� Observations

Before you choose a firm, you’ll want to do your homework. Make sure it has people you admire and can learn from and opportunities for growth. Understand what a day in the life is like. Know who its clients are.

After you’ve drawn up your list of pros and cons, how do you decide? Think about the work environment. Is this the kind of place where you’ll be able to grow creatively? When you interviewed, did you see yourself fitting in and thriving there? A common theme I’ve heard from candidates about their previous jobs is that they didn’t thrive in the work environment. And the truth is, not every studio will be a right fit for you.

Once you feel good about a workplace, then you need to tune in to your gut. This is the time to listen to that voice in your head and not censor it. Did you have a visceral reaction to your potential boss or coworker? How did you feel after the interview, when you were on the street walking away? What was the first thing that came into your mind?

Remember, great designers have great creative and intuitive instinct. Use yours and cultivate it when you interview. The ability to trust your instincts and know yourself is a skill that will benefit you not only on interview day, but also throughout your career.

observations

Trust your instincts

conniE Birdsall is creative director and senior partner at Lippincott in New York.

Sample text 5Observations 5

observations

Seek personal development and cultural match

Embarking on a design career poses as

many questions as it does choices. One

choice might be, “Should I go after the job in

a large design office that pays more or the

job that offers more creativity?” Perhaps

that is the wrong question to ask. Instead,

consider this: “If the decision had nothing to

do with money, which job would I choose?”

Regardless of the salary, the larger office

could offer you an opportunity to learn what

you don’t know or, rather, what you want to

know. But if you’re certain of your abilities

and talent, the job offering more creativity

(albeit a smaller paycheck) may allow you to

observations

If money didn’t matter…

handle assignments from inception to

completion, which can lead to faster job

growth and development of important skills.

I have never made career decisions based

on money, and yet success and financial

rewards have been byproducts of those

decisions. My first two jobs after college laid

the cornerstone for my design career. I

barely got by on my salary, but during those

years I established a foundation of design

skills, business knowledge and professional

contacts that I am certain led to both

creative and financial success.

When evaluating job opportunities, I

believe that three of the most important

things to consider are portfolio develop-

ment, skill development and cultural fit.

Check out a firm’s client list and the quality

of its work—spend five years at a firm that

only does Barbie doll packaging and you

might have nothing to show for it but an

allergy to the color pink. At the interview,

ask how much opportunity you’ll have to

work with senior-level staff—they can help

you hone your skills and provide inspira-

tion and mentoring. The difference

between figuring it out on your own and

having a mentor is the difference between

correspondence courses and private

tutoring. Also, try to determine if the firm’s

culture is collaborative or competitive and

which is a better fit for you. If you get

inspiration from sharing ideas with others

and working as part of team, you might not

be happy or successful where designers

are pitted against each other to compete

for work. Likewise, if you prefer to go it

alone, all that teamwork may only hold

you back.

It may be tempting to take a position for

the pay, but it’s these other less tangible

issues that can determine your ultimate

satisfaction and success.

JanEt dEdonato is partner and strategic director at Methodologie in Seattle.

JEnnifEr morla is chief creative officer at Design Within Reach and principal of Morla Design, both in San Francisco.

� Sample text� Observations

observations

Salary is only one factor

observations

The 10-question prescription

If you’re a recent design grad with a student loan to repay, you might be tempted to choose your first job based on starting salary alone. Money should be just one factor when evaluating career opportuni-ties. You also want to find a place where you can expand your creative skills and begin building your network of professional contacts.

To start, concentrate on the particular type of design you’re most passionate about and identify the three top firms within that discipline.

Research those companies in detail, and then adjust your job expectations accordingly—in terms of starting salary and geographic location.

The competition is intense for staff positions at top firms, so you’ll need a great portfolio and excellent interviewing skills. Don’t be surprised if starting salaries for entry-level positions are low. Keep in mind, though, that base salary is not the only form of compensation. Staff positions also come with a benefits package, which may include insurance coverage and incentive plans.

Most of all, there’s a huge upside to taking a staff position with a leading firm that will open doors and jump-start your career. You’ll have award-winning creative directors as mentors and participate in major projects for well-known clients, resulting in an impressive portfolio and standout résumé. As time passes, you’ll find that your expanded skills and experience bring you increased compensation—and there’s no downside to that.

When considering a job, right out of school or in the first several years after graduation, ask yourself these questions, in this exact order:

1. Do I have any interest in the organization, corporation or design firm that is offering me the job, other than getting a job?

2. What does the work look like that comes out of that organization, corporation or design firm? Do I respect it?

3. If the work is good, who made it, and will I be around those individuals?

4. If the work is mediocre or bad, was that a result of a circumstance that is changing, or is it endemic in the structure of the organization?

5. What are my job responsibilities?

6. Who will I be directly working for? What do they do?

7. Will I be mentored?

8. Will I have an opportunity to learn about client interaction?

9. Is there an opportunity for growth and advancement once I’ve proved myself?

10. What does the job pay, etc.?

If you don’t like the answers to 1–6, don’t even bother asking 7–10.

The most important thing now is to learn how to be a good designer and learn about client interaction. Any job you take has to support that goal. Money is secondary.

shEl pErkins is president of Shel Perkins and Associates in San Francisco and chair of the AIGA Center for Practice Management.

paula schEr is a partner at Pentagram in New York.

Sample text �Observations �

What should a young designer be looking for in the first couple of years of work? (Ironically, I’m looking for the same things in a young designer.)

Cultural fit: Any studio or in-house design/creative department has a culture that is essential to its success. Ask your inter-viewer to describe the culture with examples of how the cul-ture has created success, both for clients but also for the designers in the studio. Does this fit for you? If not, would it be a great stretch assignment? Be honest with yourself.

Collaboration: Design is not the genius of the individual. It is a highly participatory and collaborative process. Fresh out of school, you are probably most familiar with defending your work in open critique sessions. Now you must thrive on the collaborative process—with many partners such as writers, creative directors, marketers—to arrive at solutions that everyone feels part of, and feels ownership of.

Learning journey: Design is a discipline that one builds with experience. The more you are open to diverse challenges, the more you will learn. Find work assignments that allow you to stretch yourself, embracing the journey and redirecting as needed. Having a mentor as a sounding board, either in the studio or outside, helps with navigation.

observations

Cultural fit and collaboration fuel the journey

kristin sEEBErgEr is vice president, corporate marketing, at T. Rowe Price in Baltimore, Maryland.

8 Sample text8 Observations

observations

The balancing act: creative culture and compensation

What’s the most important benefit a firm

can offer beyond monetary compensation

varies for each designer and may depend on

where you are on your career path. For

some, the ability to have flexible hours and

work part-time—having the ability to

nurture a family in addition to, not at the

expense of, a career in design—is key. Some

designers are eager to learn about the

entire business and creative process by

working with smaller clients who are more

likely to require comprehensive identity and

communications programs. Consider also

the range of clients—does the firm

represent the kinds of businesses and

organizations that would either interest you

observations

What is most important will evolve

or challenge you in a positive way? Do you

have similar values? Newer, smaller firms

are likely to be in the process of defining

their values and work culture, so you could

be a part of that creation. As a young

designer, you are likely to grow in a culture

that values curiosity, play and smart work. If

you are interested in sustainable design,

seek out a firm that will help you develop

your expertise and skills in that area.

Successful firms are equipped to serve the

needs of their clients and community while

providing a work environment that is both

challenging and nourishing. If you take time

to do the research, you’ll learn what kind of

work culture is a good fit for you.

There’s a delicate balance between the

salary one earns and the intangible value

of a workplace experience—the culture

of creativity. Salary surveys help us

analyze the left-brain aspects of our

compensation—money, health care,

retirement plans and other benefits—all

of which are crucial when assessing what

is fair in a particular job market.

Still, as creative professionals we should

be the first to acknowledge that right-brain

experiences demand serious attention,

too. Mentoring or independence, initiating

designs or executing others’ ideas, client

interaction or indirect feedback, flat or

hierarchical studio structures—there are

myriad workplace philosophies, and the

designer’s dream job is certainly not one-

size-fits-all. How much is collaboration,

inspiration and actually liking the people

you work with worth? Should you accept

less money in exchange for a culture of

creativity that fuels innovative ideas,

nurtures the imagination and matches

your ideals? Does it even have to be an

either/or question—or can you make

enough money and realize your dream in

the same place?

Determining what is most valuable to you

personally and finding that precise balance

of fair compensation and creative culture

can be the difference between a job you

do and a job you love.

sam shElton is a partner at KINETIK in Washington, D.C.

ann WilloughBy is president and creative director of Willoughby Design Group in Kansas City, Missouri.

section

Economic data

10 Summary of findings

economic data

Summary of findings

Designers’ salaries increased modestly in 2007—below the increases that other, similar professions experienced, yet still above the rate of inflation.

The U.S. Department of Labor reports that

the increase in wages between December

2006 and December 2007 for comparative

occupation and industry sectors was in the

range of 3.3 to 3.5 percent. The urban con-

sumer price index increased 2.8 percent

during the same period.

Those findings obscure a number of trends.

Employed designers reported high busi-

ness activity during 2007, yet this did not

translate into higher compensation as the

budgets for design projects were consis-

tently characterized as extremely tight

(whether for clients or within corpora-

tions). In addition, there appeared to be

only limited expansion of staff and very

selective hiring in corporate design depart-

ments, studios and agencies, despite the

fact that few designers reported that the

design economy had slowed.

The modest increases seem to also reflect a

focus within the business sector toward cost

control in view of uncertainty in general eco-

nomic conditions; a lingering memory of how

the contraction of the design economy in

2000–2002 had been so severe; and a clear

concern among both business and design

leaders that the economy is softening.

One unanticipated discovery from this

year’s survey is how the broad range of sal-

aries for similar positions that previously

related to geographical location has nar-

rowed substantially across most positions.

AIGA remains confident in the important

roles designers and design thinking play in

creating value for both the corporate and

civic sectors. Hence, we believe that the

demand and compensation for design ser-

vices will rise as the economy grows. It is

also worth noting that, as the essays in this

publication articulate from a range of per-

spectives, compensation should be only

one criterion in a young designer’s consid-

eration of employment.

onlinE rEsourcE For more information on the survey results, visit www.designsalaries.com.

Sample text 11

a notE on thE 2006 mEthodologyIn 2006, a different research methodology was used that may have underestimated

income. The 2006 data are reflected by dots and excluded from the trend line; the

trend line from 2005 through the most recent data is reflected by a dotted line. The

2007 data are based on the same methodology as all previous years except 2006.

economic data

Median total cash compensation 2000–2008

Median total cash compensation 11

* NOTE: 2006 data unavailable for Print production manager and Web programmer/developer (back end systems).

$120,000

$110,000

$100,000

$90,000

$80,000

$70,000

$60,000

$50,000

$40,000

$30,000

$20,000

$10,000

$0

2000 2002 2003 2004 2005 2006* 2007 20082001

Owner, Partner, Principal

Creative/Design Director

Marketing/New business manager or director

Art Director

Web producer/Senior producer/ Executive producer

Senior Designer

Solo Designer

Web developer (front end/interface systems)

Web programmer/Developer (back end systems)

Print production manager

Copywriter

Content developer

Web designer

Print production artist

Designer

Entry-level designer

economic data

Median total cash compensation 2000–2008

12 Median total cash compensation

position 2000 2001 2002 2003 2004 2005 2006* 2007 2008 annual ratEconsumEr pricE indEx (for prEvious 12 months) 2.2% 3.4% 2.8% 1.6% 2.3% 2.7% 3.4% 3.2% 2.8%

Solo designer $50,000 $58,000 $53,000 $50,000 $52,000 $53,500 $48,000 $60,000 $57,000 +1.6%% changE from prior yEar +16.0% -8.6% -5.7% +4.0% +2.9% -10.3% +25.0% -5.0%

Owner, Partner, Principal 90,000 84,000 90,000 80,000 85,000 90,000 75,000 100,000 95,000 +0.7% -6.7% +7.1% -11.1% +6.3% +5.9% -16.7% +33.3% -5.0%

Creative/Design director 80,000 77,500 80,000 80,000 80,000 82,000 76,000 90,000 95,000 +2.1% -3.1% +3.2% 0.0% 0.0% +2.5% -7.3% +18.4% +5.6%

Art director 53,500 58,800 60,000 60,000 60,000 62,000 59,600 70,000 70,000 +3.4% +9.9% +2.0% 0.0% 0.0% +3.3% -3.9% +17.4% 0.0%

Senior designer 50,000 50,000 50,000 52,000 51,000 54,000 50,000 60,000 60,000 +2.3% 0.0% 0.0% +4.0% -1.9% +5.9% -7.4% +20.0% 0.0%

Designer 36,000 40,000 40,000 40,000 40,000 40,000 38,500 44,000 45,000 +2.8% +11.1% 0.0% 0.0% 0.0% 0.0% -3.8% +14.3% +2.3%

Entry-level designer 30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2% 3.2% -6.3% 3.3% 3.2% 3.1% 6.1% 0.0%

Print production artist 35,000 36,000 38,000 38,000 40,000 40,000 40,000 41,200 45,000 +3.1% +2.9% +5.6% 0.0% +5.3% 0.0% 0.0% +3.0% +9.2%

Web designer 42,600 50,000 50,000 48,000 48,000 50,000 47,100 54,000 52,000 +2.5% +17.4% 0.0% -4.0% 0.0% +4.2% -5.8% +14.6% -3.7%

Copywriter 44,500 45,000 50,000 54,000 54,000 53,800 62,000 60,000 60,000 +3.7% +1.1% +11.1% +8.0% 0.0% -0.4% +15.2% -3.2% 0.0%

Print production manager 48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7% -7.2% +6.7% +4.2% 0.0% 0.0% 0.0%

Marketing/New business 60,000 70,000 70,000 62,500 75,000 74,000 +4.2%manager or director +16.7% 0.0% -10.7% +20.0% -1.3%

Web developer 49,300 50,000 56,900 50,000 50,000 58,000 57,000 60,000 65,000 +3.5% (front end/interface systems) +1.4% +13.8% -12.1% 0.0% +16.0% -1.7% +5.3% +8.3%

Web programmer/Developer 60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%(back end systems) 0.0% 0.0% -13.3% 0.0% +15.4% +4.0%

Web producer/Senior producer/ 60,000 61,500 73,000 60,000 62,500 63,000 53,100 70,000 72,000 +2.3%Executive producer +2.5% +18.7% -17.8% +4.2% +0.8% -15.7% +31.8% +2.9%

Content developer 45,000 43,500 50,000 46,500 52,000 60,000 68,300 55,000 55,000 +2.5% -3.3% +14.9% -7.0% +11.8% +15.4% +13.8% -19.5% 0.0%

NOTES: results not shown if fewer than 5 valid cases or 10 valid values.

*change in 2006 survey methodology may have affected measurements.

Median total cash compensation 1�

position 2000 2001 2002 2003 2004 2005 2006* 2007 2008 annual ratEconsumEr pricE indEx (for prEvious 12 months) 2.2% 3.4% 2.8% 1.6% 2.3% 2.7% 3.4% 3.2% 2.8%

Solo designer $50,000 $58,000 $53,000 $50,000 $52,000 $53,500 $48,000 $60,000 $57,000 +1.6%% changE from prior yEar +16.0% -8.6% -5.7% +4.0% +2.9% -10.3% +25.0% -5.0%

Owner, Partner, Principal 90,000 84,000 90,000 80,000 85,000 90,000 75,000 100,000 95,000 +0.7% -6.7% +7.1% -11.1% +6.3% +5.9% -16.7% +33.3% -5.0%

Creative/Design director 80,000 77,500 80,000 80,000 80,000 82,000 76,000 90,000 95,000 +2.1% -3.1% +3.2% 0.0% 0.0% +2.5% -7.3% +18.4% +5.6%

Art director 53,500 58,800 60,000 60,000 60,000 62,000 59,600 70,000 70,000 +3.4% +9.9% +2.0% 0.0% 0.0% +3.3% -3.9% +17.4% 0.0%

Senior designer 50,000 50,000 50,000 52,000 51,000 54,000 50,000 60,000 60,000 +2.3% 0.0% 0.0% +4.0% -1.9% +5.9% -7.4% +20.0% 0.0%

Designer 36,000 40,000 40,000 40,000 40,000 40,000 38,500 44,000 45,000 +2.8% +11.1% 0.0% 0.0% 0.0% 0.0% -3.8% +14.3% +2.3%

Entry-level designer 30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2% 3.2% -6.3% 3.3% 3.2% 3.1% 6.1% 0.0%

Print production artist 35,000 36,000 38,000 38,000 40,000 40,000 40,000 41,200 45,000 +3.1% +2.9% +5.6% 0.0% +5.3% 0.0% 0.0% +3.0% +9.2%

Web designer 42,600 50,000 50,000 48,000 48,000 50,000 47,100 54,000 52,000 +2.5% +17.4% 0.0% -4.0% 0.0% +4.2% -5.8% +14.6% -3.7%

Copywriter 44,500 45,000 50,000 54,000 54,000 53,800 62,000 60,000 60,000 +3.7% +1.1% +11.1% +8.0% 0.0% -0.4% +15.2% -3.2% 0.0%

Print production manager 48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7% -7.2% +6.7% +4.2% 0.0% 0.0% 0.0%

Marketing/New business 60,000 70,000 70,000 62,500 75,000 74,000 +4.2%manager or director +16.7% 0.0% -10.7% +20.0% -1.3%

Web developer 49,300 50,000 56,900 50,000 50,000 58,000 57,000 60,000 65,000 +3.5% (front end/interface systems) +1.4% +13.8% -12.1% 0.0% +16.0% -1.7% +5.3% +8.3%

Web programmer/Developer 60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%(back end systems) 0.0% 0.0% -13.3% 0.0% +15.4% +4.0%

Web producer/Senior producer/ 60,000 61,500 73,000 60,000 62,500 63,000 53,100 70,000 72,000 +2.3%Executive producer +2.5% +18.7% -17.8% +4.2% +0.8% -15.7% +31.8% +2.9%

Content developer 45,000 43,500 50,000 46,500 52,000 60,000 68,300 55,000 55,000 +2.5% -3.3% +14.9% -7.0% +11.8% +15.4% +13.8% -19.5% 0.0%

NOTES: results not shown if fewer than 5 valid cases or 10 valid values.

*change in 2006 survey methodology may have affected measurements.

economic data

AIGA design leaders confidence index

1� AIGA design leaders confidence index

Each quarter, AIGA surveys design leaders to assess their level of confidence in the design economy and the general economy. This index mirrors the Conference Board index of corporate CEOs’ assessment.

The intention is to give designers who are

experiencing either an upturn or downturn

in their own business a sense of what their

colleagues nationally are experiencing.

At the start of the new year, AIGA’s Design

Leaders Confidence Index revealed over-

whelmingly strong concern that the

national economy would falter in the next

six months, yet buoyant confidence that

the design economy will fare much better

than other sectors. The overall confidence

index—declining to 70.02 from the previ-

ous quarter’s 86.66—documents the

anticipation of a severe drop in overall

business activity. The index is now at the

lowest point since it has been measured.

The positive signs are in the assessment of

design business, which only one-third of

respondents feel will decline in the next six

months. Only one in four reduce their like-

lihood of hiring new employees, and only

one in six expect to reduce the acquisition

of equipment and software.

Nonetheless, if the general consensus

about the economy is true, there is likely

to be a shift in the character of designers’

business in the coming months, as busi-

nesses launch fewer new products and as

budgets tighten. This should affect the use

of the data on designers’ salaries as the

demand for designers and upward pres-

sures on salaries are likely to be soft.

www.aiga.org/confidence-index

Sample text 15AIGA design leaders confidence index 15

apr Jul oct Jan apr Jul oct Jan apr Jul oct Jan 2005 2005 2005 2006 2006 2006 2006 2007 2007 2007 2007 2008

110

105

100

95

90

85

80

75

70

65

60

55

50

94.79

98.22 98.46

90.73

94.24

86.66

70.02

The Design Leaders Confidence Index is modeled on the confidence indices developed by

the Conference Board for private sector corporate leaders. Over time, the index will help

AIGA in advocating the interests of the design community in Washington and with sponsors.

100

101.89

96.67

98.4696.76

section

2008 Compensation

Compensation overview 1�

salary/WagEs salary/WagE comparison total compEnsation rEspondEnts

25th% mEdian 75th% 25th% mEdian 75th%

$40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121

$65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782

$75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122

$55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225

$50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852

$38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084

$30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897

$36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426

$44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490

$48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331

$48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430

$60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302

$50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255

$49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163

$60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140

$47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98

Solo designer


Creative/Design director

Art director

Senior designer

Designer



Web designer

Copywriter


Marketing/New businessmanager or director

Web developer(front end/interface systems)

Web programmer/Developer (back end systems)

Web producer/Senior producer/Executive producer

Content developer

2008 comPensation

Compensation overview

18 2008 Compensation

2008 Median total cash compensation comparison by metro area

Position title

national comParison

denotes FeWer tHan 5 valid cases or 10 valid values

Position descriPtion

Solo designer

A solo designer is a freelance or self-employed design professional who works independently of a company and has no employees.

$40,000 $70,000

Solo designer 19



Overview $40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121

RegionNew England $40,000 $56,500 $83,500 $40,800 $60,000 $83,500 90Middle Atlantic $45,000 $65,000 $85,000 $45,000 $65,000 $90,000 231South Atlantic $35,800 $52,000 $75,000 $37,900 $54,000 $77,000 174East North Central $35,000 $49,800 $65,000 $37,100 $50,000 $65,800 144East South Central $37,000 $43,000 $68,000 $37,000 $45,000 $68,000 19West North Central $40,000 $49,500 $85,000 $40,000 $50,000 $90,000 63West South Central $36,000 $60,000 $75,000 $36,000 $60,000 $75,800 53Mountain $40,000 $55,000 $77,900 $40,000 $60,000 $87,500 69Pacific $42,000 $60,000 $80,000 $45,000 $61,000 $80,000 278

MetroareaAtlanta $38,000 $55,000 $75,000 $38,500 $55,000 $75,900 25Austin $45,000 $60,000 $75,000 $45,000 $60,000 $75,000 15Baltimore $36,000 $45,000 $70,000 $37,500 $50,000 $70,000 19Boston $41,500 $59,000 $80,000 $43,900 $60,000 $80,000 50Chicago $36,900 $50,000 $65,000 $40,000 $51,000 $70,500 74Cincinnati n/a n/a n/a n/a n/a n/a 3Cleveland n/a n/a n/a n/a n/a n/a 8Dallas $51,000 $65,000 $100,000 $51,000 $70,000 $100,000 17Denver $38,800 $56,000 $65,100 $43,800 $60,000 $66,300 22Detroit $24,500 $41,000 $50,000 $28,800 $41,000 $50,000 12Houston n/a n/a n/a n/a n/a n/a 9Indianapolis $38,000 $50,000 $61,300 $38,800 $50,000 $73,800 10Kansas City n/a n/a n/a n/a n/a n/a 3Los Angeles $44,800 $60,000 $80,000 $45,000 $65,000 $84,800 94Miami n/a n/a n/a n/a n/a n/a 9Minneapolis/St. Paul $40,000 $50,000 $88,800 $42,300 $62,500 $95,000 40Nashville n/a n/a n/a n/a n/a n/a 6New York $45,300 $66,000 $90,000 $50,000 $70,000 $96,300 170Omaha n/a n/a n/a n/a n/a n/a 4Orlando $29,100 $35,000 $52,000 $29,100 $40,000 $52,000 11Philadelphia $38,000 $50,000 $78,500 $38,000 $52,500 $80,000 29Phoenix $40,000 $65,000 $85,000 $55,000 $65,000 $85,000 11Pittsburgh n/a n/a n/a n/a n/a n/a 7Portland $40,000 $45,000 $70,000 $40,000 $50,000 $72,000 27Raleigh n/a n/a n/a n/a n/a n/a 6Richmond n/a n/a n/a n/a n/a n/a 8San Diego $42,300 $60,000 $73,100 $44,500 $60,000 $73,100 26San Francisco $54,400 $67,000 $90,900 $55,000 $70,000 $100,000 58Seattle $40,000 $50,000 $68,000 $40,300 $52,000 $72,500 33St. Louis n/a n/a n/a n/a n/a n/a 7Washington, D.C. $45,000 $60,000 $94,000 $45,000 $62,500 $94,000 50

TypeoforganizationDesign studio or consultancy $40,500 $60,000 $80,000 $43,000 $60,000 $85,000 69Advertising agency $38,000 $45,000 $87,500 $38,000 $45,000 $87,500 15Publishing house $36,100 $47,500 $64,300 $39,400 $51,000 $64,300 14Web development firm n/a n/a n/a n/a n/a n/a 4In-house design department $39,000 $50,000 $70,000 $40,000 $52,500 $72,000 63Other $40,000 $60,000 $80,000 $40,000 $60,000 $80,000 955

Sizeoforganization2–9 $37,300 $51,000 $80,000 $40,000 $55,000 $80,000 14410–99 $40,000 $50,000 $74,500 $40,000 $50,000 $78,200 76100–999 $40,000 $50,000 $60,000 $40,000 $50,000 $60,000 531,000+ $46,300 $60,000 $80,000 $46,500 $60,000 $80,000 73

ClientbaseLocal/regional only $36,000 $50,000 $73,200 $38,900 $55,000 $75,000 497National $42,000 $60,000 $85,000 $45,000 $60,000 $93,000 383International $43,000 $60,000 $80,000 $45,000 $62,500 $89,400 204n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.



Position title

national comParison




An owner, partner, principal holds an equity position and has major business responsibility for a firm having employees.

$53,000 $200,000

Owner, Partner, Principal 21



Overview $65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782


MetroareaAtlanta $75,000 $92,500 $120,000 $84,000 $105,000 $128,500 22Austin $55,000 $85,000 $96,000 $55,000 $95,000 $112,000 9Baltimore $70,000 $75,000 $150,000 $82,000 $100,000 $150,000 11Boston $56,000 $100,000 $125,000 $90,000 $125,000 $175,000 29Chicago $70,500 $90,000 $140,000 $81,300 $104,800 $140,000 60Cincinnati $52,000 $100,000 $150,000 $55,000 $125,000 $200,000 8Cleveland $87,000 $110,000 $150,000 $110,000 $117,000 $150,000 5Dallas n/a n/a n/a n/a n/a n/a 6Denver $61,300 $75,000 $107,500 $62,500 $85,000 $118,800 13Detroit $50,000 $53,000 $90,000 $50,000 $53,000 $90,000 8Houston $95,000 $120,000 $135,000 $120,000 $135,000 $210,000 11Indianapolis $60,000 $72,500 $100,000 $91,300 $147,500 $500,000 6Kansas City n/a n/a n/a n/a n/a n/a 4Los Angeles $60,000 $95,000 $150,000 $91,300 $120,000 $176,300 41Miami $49,600 $75,000 $100,000 $75,000 $87,000 $107,500 11Minneapolis/St. Paul $65,000 $100,000 $141,000 $70,000 $100,000 $170,000 32Nashville n/a n/a n/a n/a n/a n/a 3New York $87,900 $125,000 $200,000 $90,000 $160,000 $250,000 112Omaha n/a n/a n/a n/a n/a n/a 5Orlando n/a n/a n/a n/a n/a n/a 2Philadelphia $65,000 $80,000 $115,000 $65,000 $90,000 $115,000 19Phoenix $75,000 $120,000 $167,200 $90,000 $135,000 $167,200 8Pittsburgh n/a n/a n/a n/a n/a n/a 3Portland $45,000 $60,000 $75,000 $48,300 $70,000 $75,000 9Raleigh $100,000 $125,000 $175,000 $103,000 $150,000 $200,000 7Richmond n/a n/a n/a n/a n/a n/a 3San Diego $69,000 $85,000 $100,000 $73,000 $90,000 $100,000 20San Francisco $85,000 $125,000 $200,000 $100,000 $150,000 $300,000 47Seattle $60,000 $80,000 $140,000 $63,000 $108,000 $300,000 22St. Louis $125,000 $135,000 $237,500 $165,000 $200,000 $300,000 8Washington, D.C. $75,000 $105,000 $150,000 $80,000 $120,000 $172,500 34

TypeoforganizationDesign studio or consultancy $65,000 $90,000 $140,000 $75,000 $110,000 $175,000 521Advertising agency $80,000 $100,000 $150,000 $90,000 $122,500 $175,000 74Publishing house n/a n/a n/a n/a n/a n/a 7Web development firm $40,000 $74,000 $120,000 $44,000 $82,000 $120,000 19In-house design department $96,500 $145,000 $282,500 $97,000 $155,000 $300,000 17Other $60,000 $90,000 $144,000 $70,000 $100,000 $150,000 142





Position title

national comParison



Creative/Design director

A creative director or design director is the creative head of a design firm, advertising agency or an in-house corporate design department. In all of these positions, key responsibilities can include the development of graphic design, advertising, communications and industrial design publications.

$51,000 $127,500

Creative/Design director 2�



Overview $75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122


MetroareaAtlanta $64,500 $87,000 $109,800 $69,500 $95,000 $120,000 38Austin $63,000 $80,000 $100,000 $69,300 $85,000 $105,000 11Baltimore $62,000 $85,000 $145,000 $65,000 $85,000 $145,000 14Boston $80,000 $96,000 $103,000 $87,000 $105,000 $125,000 36Chicago $74,800 $95,000 $117,500 $78,500 $100,000 $135,000 70Cincinnati $80,000 $104,000 $110,000 $85,500 $120,000 $135,000 13Cleveland $71,300 $85,800 $95,000 $75,000 $101,000 $135,000 10Dallas $94,500 $100,000 $130,000 $99,200 $100,000 $130,000 17Denver $68,500 $85,000 $130,000 $70,000 $90,000 $160,000 25Detroit $90,000 $100,000 $110,000 $90,000 $100,000 $110,000 12Houston $75,000 $81,000 $94,300 $88,500 $95,000 $110,000 16Indianapolis $57,500 $65,000 $78,500 $58,000 $75,000 $88,500 13Kansas City $70,000 $97,500 $121,100 $75,000 $110,500 $137,400 16Los Angeles $80,000 $95,200 $123,500 $85,000 $115,000 $125,000 57Miami $60,000 $67,700 $82,500 $60,000 $74,200 $90,000 14Minneapolis/St. Paul $80,000 $95,000 $125,000 $90,000 $106,000 $129,100 38Nashville $32,000 $51,000 $77,500 $37,000 $51,000 $85,300 9New York $100,000 $120,000 $150,000 $100,000 $127,500 $170,000 169Omaha n/a n/a n/a n/a n/a n/a 7Orlando $70,000 $71,000 $108,500 $70,000 $71,000 $121,300 8Philadelphia $87,500 $100,000 $120,000 $90,000 $114,000 $135,000 32Phoenix $36,000 $80,000 $85,000 $36,000 $80,000 $85,000 10Pittsburgh $50,300 $63,000 $88,300 $52,000 $68,000 $91,800 14Portland $83,000 $92,500 $110,000 $83,300 $100,000 $120,000 19Raleigh $70,000 $88,000 $114,200 $71,500 $103,000 $119,200 13Richmond n/a n/a n/a n/a n/a n/a 6San Diego $75,000 $80,000 $96,000 $80,000 $85,000 $105,000 19San Francisco $100,000 $125,000 $135,000 $115,300 $126,000 $150,000 55Seattle $85,000 $106,500 $125,000 $93,600 $120,000 $140,000 30St. Louis $70,000 $81,000 $110,000 $80,000 $86,300 $110,000 15Washington, D.C. $72,600 $95,000 $110,000 $81,300 $100,000 $124,300 74

TypeoforganizationDesign studio or consultancy $78,000 $95,000 $120,000 $84,000 $105,000 $126,000 250Advertising agency $81,500 $100,000 $126,300 $85,000 $102,600 $140,000 125Publishing house $66,500 $82,000 $113,000 $68,000 $87,000 $125,000 67Web development firm $62,500 $87,500 $131,300 $70,500 $95,000 $147,500 18In-house design department $70,000 $93,000 $120,000 $75,000 $100,000 $130,000 412Other $70,000 $95,000 $120,000 $75,000 $100,000 $130,000 247



2� 2008 Compensation


Position title

national comParison



Art director

The art director establishes the conceptual and stylistic direction for design staff and orchestrates their work, as well as the work of production artists, photographers, illustrators, prepress technicians, printers and anyone else who is involved in the development of a project. The art director generally selects vendors and, if there isn’t a creative director on staff, has final creative authority.

$50,000 $92,500

Art director 25



Overview $55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225


MetroareaAtlanta $59,300 $75,000 $80,000 $61,800 $75,000 $82,300 39Austin $45,000 $52,500 $70,000 $45,500 $55,000 $70,000 17Baltimore $54,500 $60,000 $64,000 $55,000 $64,000 $75,000 16Boston $68,000 $80,000 $90,000 $70,000 $82,000 $95,300 50Chicago $56,000 $66,000 $78,000 $60,000 $70,000 $80,000 68Cincinnati $73,000 $77,500 $90,000 $73,000 $83,500 $104,000 10Cleveland $50,000 $65,000 $70,000 $50,000 $70,000 $70,000 10Dallas $52,000 $65,000 $79,100 $55,000 $68,000 $80,000 27Denver $50,000 $54,000 $85,000 $50,000 $58,000 $89,000 13Detroit $55,000 $60,000 $81,000 $55,000 $60,000 $82,500 15Houston $56,000 $60,000 $68,000 $56,000 $65,000 $68,000 14Indianapolis n/a n/a n/a n/a n/a n/a 8Kansas City $55,000 $80,000 $88,100 $55,000 $85,500 $90,000 14Los Angeles $60,000 $80,000 $90,300 $64,900 $85,000 $95,000 69Miami n/a n/a n/a n/a n/a n/a 7Minneapolis/St. Paul $55,000 $63,200 $74,800 $57,000 $68,500 $76,800 48Nashville n/a n/a n/a n/a n/a n/a 6New York $75,000 $87,500 $100,000 $77,000 $92,500 $110,000 222Omaha $40,500 $49,300 $68,000 $44,200 $50,000 $75,000 15Orlando $55,000 $57,500 $65,000 $57,000 $63,000 $65,000 9Philadelphia $59,000 $70,000 $80,000 $64,000 $72,500 $85,000 35Phoenix $53,400 $55,000 $61,000 $55,000 $57,000 $61,000 17Pittsburgh $50,000 $53,500 $70,000 $50,000 $53,500 $80,000 8Portland $63,000 $70,000 $75,000 $65,000 $75,000 $75,000 21Raleigh $57,000 $72,800 $90,000 $58,500 $72,800 $100,000 16Richmond $44,000 $45,000 $68,300 $44,000 $49,000 $69,000 11San Diego $60,000 $65,000 $83,000 $60,000 $67,300 $92,800 19San Francisco $77,500 $85,000 $92,000 $77,500 $90,000 $98,500 57Seattle $66,000 $80,000 $91,500 $70,500 $85,000 $95,000 24St. Louis $60,000 $70,000 $75,000 $64,000 $70,000 $85,000 14Washington, D.C. $70,000 $75,800 $90,000 $72,000 $80,000 $90,000 82




2� 2008 Compensation


Position title

national comParison



Senior designer

The senior designer is responsible for conceptualization and design of solutions to their completion. In some firms, a senior designer directs the work of one or more junior designers who generate comps and create layouts and final art. In some cases, senior de-signers do not manage staff but are designated “senior” because of their authority in design decision-making.

$43,000 $80,000

Senior designer 2�



Overview $50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852


MetroareaAtlanta $49,000 $60,000 $67,000 $50,000 $61,000 $71,000 58Austin $49,500 $55,000 $65,000 $53,500 $56,300 $67,000 17Baltimore $46,000 $56,000 $65,000 $46,000 $56,500 $68,000 34Boston $56,000 $65,000 $73,000 $57,000 $67,000 $78,000 99Chicago $52,900 $60,000 $65,000 $55,000 $62,000 $74,000 128Cincinnati $48,000 $62,500 $69,000 $50,500 $66,000 $70,000 21Cleveland $53,400 $60,000 $75,000 $56,100 $60,000 $77,000 16Dallas $54,500 $60,000 $85,000 $58,500 $60,000 $85,000 19Denver $50,000 $59,000 $66,000 $52,000 $62,000 $73,100 49Detroit $50,000 $60,000 $82,000 $50,000 $61,000 $82,000 15Houston $55,500 $65,000 $65,000 $60,000 $65,000 $79,000 17Indianapolis $40,500 $43,000 $47,500 $43,000 $43,000 $50,000 15Kansas City $53,000 $75,000 $82,500 $55,000 $75,000 $82,500 16Los Angeles $58,000 $65,000 $80,000 $60,000 $71,000 $80,000 120Miami $47,000 $58,000 $67,000 $50,000 $60,000 $69,000 9Minneapolis/St. Paul $52,000 $60,000 $75,000 $55,000 $65,000 $75,000 74Nashville $39,800 $45,000 $52,000 $43,900 $49,000 $65,000 9New York $60,000 $67,000 $80,000 $60,600 $74,000 $85,000 288Omaha $47,000 $48,000 $49,000 $48,000 $48,300 $55,000 10Orlando $42,500 $46,500 $58,800 $42,500 $48,000 $62,500 10Philadelphia $50,000 $58,000 $70,000 $50,000 $58,000 $75,000 50Phoenix $42,600 $45,000 $62,500 $43,000 $46,300 $62,500 19Pittsburgh $43,300 $52,000 $57,500 $43,300 $52,200 $62,500 14Portland $51,000 $55,000 $65,000 $52,000 $60,000 $65,000 23Raleigh $50,000 $52,000 $77,500 $50,000 $52,000 $78,800 15Richmond $45,800 $58,000 $100,000 $50,000 $71,000 $115,000 8San Diego $52,300 $60,500 $71,800 $52,500 $65,500 $79,200 34San Francisco $65,000 $75,000 $84,000 $66,300 $80,000 $90,000 107Seattle $55,000 $61,500 $75,000 $56,000 $68,000 $80,000 58St. Louis $50,000 $60,000 $74,000 $50,000 $70,000 $82,000 22Washington, D.C. $55,000 $62,000 $70,000 $56,000 $65,000 $75,000 132



ClientbaseLocal/regional only $45,000 $55,000 $63,300 $46,000 $56,100 $67,000 316National $50,000 $60,000 $70,000 $52,100 $63,000 $75,000 611International $55,000 $65,000 $75,000 $57,200 $68,000 $80,000 659



Position title

national comParison



Designer

A designer is responsible for conceptualization and design of graphic applications such as collateral material, environmental graphics, books and magazines, corporate identity, film titling and multimedia interfaces, to their completion.

$37,000 $55,000

Designer 29



Overview $38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084


MetroareaAtlanta $42,000 $50,000 $52,000 $45,000 $50,000 $58,800 41Austin $41,000 $45,000 $50,000 $44,000 $46,000 $50,000 26Baltimore $36,000 $40,000 $45,300 $36,000 $41,300 $48,800 37Boston $42,000 $47,000 $58,000 $43,000 $48,000 $60,000 98Chicago $38,000 $44,600 $53,000 $40,000 $45,500 $58,000 128Cincinnati $35,000 $39,500 $45,800 $36,600 $40,000 $48,500 24Cleveland $41,600 $45,000 $50,000 $42,000 $45,000 $50,000 26Dallas $34,000 $39,000 $46,500 $34,000 $39,000 $48,400 16Denver $34,900 $43,600 $48,000 $35,800 $44,100 $52,000 39Detroit $40,000 $45,000 $46,000 $40,000 $45,000 $53,600 17Houston $39,400 $40,000 $50,000 $40,000 $42,000 $55,000 26Indianapolis $35,000 $38,000 $50,000 $36,000 $40,000 $51,000 23Kansas City $38,500 $41,000 $54,500 $40,000 $47,000 $57,800 28Los Angeles $43,000 $50,000 $60,300 $44,000 $52,000 $65,000 122Miami $36,000 $40,000 $43,500 $37,000 $40,000 $44,000 21Minneapolis/St. Paul $35,000 $42,000 $50,000 $37,500 $45,000 $50,400 101Nashville $33,000 $35,500 $40,000 $33,000 $37,500 $43,000 12New York $43,000 $50,000 $56,000 $45,000 $53,000 $60,000 268Omaha $39,500 $41,000 $46,000 $40,000 $42,000 $49,600 11Orlando $35,000 $43,000 $45,000 $36,600 $43,000 $49,500 11Philadelphia $40,000 $48,000 $55,000 $40,000 $50,000 $60,000 53Phoenix $35,000 $42,000 $47,000 $35,000 $44,000 $47,000 27Pittsburgh $35,000 $35,000 $45,000 $35,000 $37,000 $48,000 22Portland $38,000 $45,000 $50,000 $38,000 $45,000 $55,000 44Raleigh $35,000 $40,000 $45,000 $35,000 $41,000 $47,500 19Richmond $36,400 $48,000 $49,600 $40,000 $48,000 $59,300 14San Diego $37,300 $45,000 $50,000 $37,400 $48,000 $52,000 39San Francisco $46,000 $54,000 $65,000 $47,000 $55,000 $65,000 97Seattle $40,000 $45,000 $50,000 $43,500 $48,500 $62,500 60St. Louis $39,200 $40,000 $45,000 $40,000 $45,000 $60,000 18Washington, D.C. $42,000 $48,000 $55,000 $42,000 $50,000 $60,000 128




�0 2008 Compensation


Position title

national comParison




An entry-level designer is one to two years out of school and requires mentoring in all aspects of design conception and implementation.

$30,000 $42,500

Entry-level designer �1



Overview $30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897


MetroareaAtlanta $32,000 $35,000 $42,000 $35,000 $35,800 $42,800 22Austin $31,500 $33,000 $40,000 $32,000 $34,500 $42,000 13Baltimore $32,000 $35,000 $45,000 $32,000 $35,100 $45,000 13Boston $35,000 $40,000 $45,000 $35,500 $40,000 $49,500 30Chicago $33,000 $35,000 $40,000 $33,000 $35,000 $44,000 65Cincinnati $30,000 $39,500 $43,000 $31,500 $42,000 $45,900 13Cleveland $31,900 $35,000 $38,000 $32,000 $35,000 $38,800 13Dallas $30,000 $33,000 $38,000 $30,000 $36,000 $38,200 14Denver $32,000 $33,000 $34,000 $33,000 $34,000 $37,000 20Detroit $28,000 $30,000 $32,000 $28,000 $30,000 $32,000 7Houston $30,000 $33,500 $36,500 $30,000 $35,500 $39,300 11Indianapolis n/a n/a n/a n/a n/a n/a 4Kansas City $29,500 $37,000 $42,000 $30,000 $40,500 $42,000 13Los Angeles $34,000 $40,000 $42,000 $35,000 $40,000 $42,500 47Miami n/a n/a n/a n/a n/a n/a 4Minneapolis/St. Paul $30,800 $35,000 $40,000 $32,000 $36,000 $40,000 35Nashville n/a n/a n/a n/a n/a n/a 6New York $35,000 $37,000 $42,000 $35,000 $40,000 $45,000 141Omaha n/a n/a n/a n/a n/a n/a 5Orlando n/a n/a n/a n/a n/a n/a 5Philadelphia $30,000 $35,000 $40,000 $30,200 $35,300 $45,000 33Phoenix $34,000 $38,000 $40,000 $34,000 $38,000 $42,500 10Pittsburgh $30,000 $30,000 $31,000 $30,000 $30,000 $34,000 8Portland $21,000 $30,000 $41,300 $32,600 $42,500 $45,000 10Raleigh $34,000 $35,000 $37,500 $34,000 $36,000 $42,800 9Richmond n/a n/a n/a n/a n/a n/a 4San Diego $30,000 $35,000 $40,000 $33,000 $39,000 $40,000 20San Francisco $38,000 $41,000 $45,000 $40,000 $42,500 $45,800 37Seattle $32,000 $36,000 $40,000 $33,000 $40,000 $42,000 19St. Louis n/a n/a n/a n/a n/a n/a 4Washington, D.C. $33,000 $36,000 $40,000 $35,000 $38,000 $45,000 49






Position title

national comParison




A print production artist has a working understanding of layout, type and color, and is able to take instructions from a designer and create a complete layout, working proficiently in InDesign, Quark, Photoshop and Illustrator. Responsibilities also include producing final files that image properly to printer specification.

$33,500 $65,000

Print production artist ��



Overview $36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426


MetroareaAtlanta $38,100 $40,000 $57,500 $38,100 $40,000 $57,800 10Austin $35,000 $40,000 $40,000 $35,000 $40,000 $40,000 8Baltimore $34,000 $42,000 $48,000 $34,600 $42,000 $50,000 14Boston $43,000 $47,500 $60,000 $43,000 $47,500 $60,000 10Chicago $41,600 $47,000 $55,000 $44,000 $48,800 $55,000 28Cincinnati n/a n/a n/a n/a n/a n/a 3Cleveland n/a n/a n/a n/a n/a n/a 1Dallas $41,500 $46,300 $50,000 $42,000 $49,500 $65,000 10Denver $35,000 $35,000 $44,000 $35,000 $40,000 $46,000 7Detroit $32,000 $40,000 $42,000 $37,000 $42,000 $51,000 7Houston n/a n/a n/a n/a n/a n/a 2Indianapolis n/a n/a n/a n/a n/a n/a 4Kansas City $33,500 $50,000 $52,900 $33,500 $50,000 $52,900 6Los Angeles $45,000 $50,000 $55,800 $45,000 $50,000 $59,000 25Miami $47,000 $50,000 $50,000 $47,000 $50,000 $60,000 5Minneapolis/St. Paul $39,600 $45,500 $50,000 $39,600 $47,000 $55,000 28Nashville n/a n/a n/a n/a n/a n/a 2New York $50,000 $57,000 $65,000 $50,000 $60,000 $65,000 46Omaha n/a n/a n/a n/a n/a n/a 3Orlando $38,000 $46,000 $50,000 $38,000 $48,500 $55,000 5Philadelphia $40,000 $43,000 $46,500 $40,000 $43,000 $47,000 10Phoenix n/a n/a n/a n/a n/a n/a 8Pittsburgh $25,000 $31,500 $35,000 $26,000 $33,500 $41,800 8Portland $35,000 $40,000 $46,000 $35,000 $40,000 $46,000 9Raleigh n/a n/a n/a n/a n/a n/a 4Richmond n/a n/a n/a n/a n/a n/a 2San Diego $40,000 $41,800 $55,000 $41,200 $43,000 $55,000 14San Francisco $55,000 $65,000 $72,000 $57,000 $65,000 $75,000 18Seattle $44,000 $50,000 $59,200 $44,300 $56,100 $68,900 17St. Louis n/a n/a n/a n/a n/a n/a 3Washington, D.C. $45,000 $50,000 $53,800 $45,000 $50,000 $55,000 24




section

2008 Compensation for additional positions

Data are also collected on professional employees who work with and support designers,

but are not in core design roles. Since a smaller number of these categories of employees

are present in the sampled universe and in the response pool, it is not possible to report

accurate data for metro areas. The response pool is sufficient to offer statistically valid results

for all other distinguishing characteristics. For partial results, see www.designsalaries.com.

Additional positions �5

Position title


Web designer

A web designer determines and develops the look and feel for sites, and is responsible for site navigation design and visual execution.



Overview $44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490





�� 2008 Compensation

Position title


Copywriter

A copywriter is able to write, edit and proof promotional or publicity copy for print or electronic publications. At higher levels, copywriters are often responsible for strategic and conceptual development of messages and stories.



Overview $48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331





Additional positions ��

Position title



The print production manager is responsible for managing the process (bids, scheduling, production and delivery) of producing publications, from concept through production, including photo-graphy, separations, 4-color press work as well as digital production. Print production managers are strong project managers, managing multiple jobs simultaneously. In some cases, proficiency in InDesign, Quark, Photoshop and Illustrator is desirable in this role.



Overview $48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430






Position title


Marketing/New business manager or director

A marketing or new business professional is responsible for seeking business opportunities, developing proposals and marketing the firm’s practices.



Overview $60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302

RegionNew England $57,500 $72,000 $100,000 $63,000 $80,000 $102,500 26Middle Atlantic $70,000 $86,000 $100,000 $80,000 $95,000 $120,000 57South Atlantic $49,500 $65,000 $75,000 $55,000 $70,000 $91,300 45East North Central $50,000 $65,500 $85,000 $50,000 $65,500 $86,500 48East South Central n/a n/a n/a n/a n/a n/a 5West North Central $60,000 $60,000 $80,000 $60,000 $70,000 $108,000 30West South Central $56,900 $65,000 $74,100 $65,000 $65,000 $90,000 17Mountain $65,000 $65,000 $88,000 $69,500 $71,500 $88,000 10Pacific $70,000 $83,000 $95,000 $73,000 $90,000 $100,000 64

TypeoforganizationDesign studio or consultancy $59,900 $77,500 $90,000 $62,300 $85,000 $105,000 99Advertising agency $59,500 $74,000 $91,300 $61,000 $81,000 $95,000 35Publishing house n/a n/a n/a n/a n/a n/a 7Web development firm n/a n/a n/a n/a n/a n/a 4In-house design department $57,500 $70,000 $92,000 $57,500 $80,000 $100,000 70Other $60,000 $70,000 $90,000 $61,300 $75,000 $98,000 86



Additional positions 39

position title

position description

Web developer (front-end/interface systems)

A front-end developer uses HTML/JavaScript/ASP/ColdFusion and other tools to develop static and dynamic web pages.

SALARY/WAGES SALARY/WAGECOMPARISON TOTALCOMPENSATION RESPONDENTS

25TH% MEDIAN 75TH% 25TH% MEDIAN 75TH%

Overview $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255




ClientbaseLocal/regional only $40,500 $52,000 $65,000 $42,600 $52,000 $65,000 43National $50,500 $65,000 $70,000 $51,000 $65,000 $80,000 91International $55,000 $65,000 $85,000 $55,000 $71,500 $89,000 94n/A (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.


Position title


Web programmer/Developer (back-end systems)

A back-end programmer works with web server systems and web databases, develops web queries to databases, and programs web applications.



Overview $49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163

RegionNew England n/a n/a n/a n/a n/a n/a 3Middle Atlantic $45,500 $60,000 $79,500 $50,000 $60,000 $83,000 26South Atlantic $60,000 $65,000 $80,000 $60,000 $65,000 $80,000 32East North Central $40,000 $60,000 $65,000 $40,000 $60,000 $68,000 29East South Central $45,000 $45,000 $65,000 $45,000 $45,000 $69,300 7West North Central $40,000 $43,500 $50,000 $40,000 $43,900 $50,000 13West South Central $50,000 $60,000 $65,000 $50,000 $62,000 $65,000 12Mountain $57,500 $75,000 $75,000 $66,300 $82,500 $90,000 7Pacific $50,600 $75,000 $83,800 $53,100 $75,000 $85,000 34




Additional positions �1

Position title


Web producer/Senior producer/Executive producer

A web producer organizes web development teams and ensures adherence to budget, schedule and design of website development.



Overview $60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140

RegionNew England $60,000 $63,500 $73,000 $62,000 $64,500 $86,500 7Middle Atlantic $70,000 $77,500 $81,300 $70,000 $80,000 $96,300 25South Atlantic $50,500 $75,000 $80,000 $53,500 $75,000 $80,000 24East North Central $55,000 $65,000 $75,000 $55,000 $65,000 $81,000 18East South Central $50,000 $60,000 $62,500 $52,000 $60,000 $63,800 5West North Central $47,000 $60,000 $84,000 $47,000 $60,000 $89,000 12West South Central $65,000 $72,000 $75,000 $68,000 $80,000 $85,000 9Mountain n/a n/a n/a n/a n/a n/a 6Pacific $70,000 $80,000 $95,000 $72,000 $85,000 $102,900 34





Position title


Content developer

A content developer is also known as a web writer or editor. He or she is responsible for the production and repurposing of text/graphic/audio content on sites.



Overview $47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98

RegionNew England n/a n/a n/a n/a n/a n/a 3Middle Atlantic $50,000 $73,000 $80,000 $50,000 $73,000 $100,000 14South Atlantic $47,500 $65,000 $68,000 $47,500 $65,000 $69,900 26East North Central $40,000 $50,000 $55,000 $40,000 $50,000 $55,000 16East South Central n/a n/a n/a n/a n/a n/a 5West North Central $55,000 $62,000 $62,000 $55,000 $62,000 $62,000 7West South Central n/a n/a n/a n/a n/a n/a 3Mountain n/a n/a n/a n/a n/a n/a 1Pacific $50,000 $55,000 $70,000 $50,000 $57,000 $70,000 23

TypeoforganizationDesign studio or consultancy $33,500 $49,500 $78,800 $33,500 $52,500 $78,800 11Advertising agency $40,000 $47,500 $50,000 $40,000 $47,500 $55,000 10Publishing house n/a n/a n/a n/a n/a n/a 5Web development firm n/a n/a n/a n/a n/a n/a 3In-house design department $45,000 $55,000 $68,000 $50,000 $55,000 $69,900 27Other $50,000 $65,000 $70,000 $50,000 $65,000 $75,000 41

Sizeoforganization2–9 n/a n/a n/a n/a n/a n/a 510–99 $45,000 $50,000 $70,000 $45,000 $50,000 $70,000 31100–999 $50,000 $55,000 $70,000 $50,000 $60,000 $70,000 201,000+ $50,000 $63,000 $71,100 $50,000 $63,500 $73,300 40


section

2008 Benefits

SizeoforganizationTypeoforganization

beneFits

�� 2008 Benefits

Design studio or consultancy

Advertising agency

Publishing house

Web development firm

In-house design department

Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Time off

1,339Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime

529Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime





76%74%62%49%18%

96%94%81%70%26%

96%94%83%76%27%

95%93%83%75%28%

87%85%74%60%21%

97%96%84%75%23%

96%94%85%74%28%

87%85%61%65%18%

98%96%83%77%27%

49%48%41%36%15%





NOTE: the value represented by “net: Paid time off” indicates the percentage of respondents receiving one or more of the types of paid time off listed.


beneFits

Benefits provided �5


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Medical and dental insurance

1,339Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount

529Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount





68%59%34%29%10%

95%84%74%67%33%

96%87%90%87%62%

97%89%94%91%71%

81%72%49%41%17%

94%83%74%70%36%

94%84%82%82%59%

78%60%60%58%25%

98%89%92%88%64%

51%45%44%41%26%





NOTE: the value represented by “net: medical/dental coverage” indicates the percentage of respondents receiving one or more of the types of medical/dental coverage listed.


beneFits

�� 2008 Benefits


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Insurance

23%17%13%12%

62%52%40%37%

87%81%67%65%

92%87%80%76%

39%30%23%22%

62%53%43%42%

77%73%56%56%

45%42%25%28%

88%83%72%69%

39%34%29%27%

1,339Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance

529Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance









NOTE: the value represented by “net: insurance” indicates the percentage of respondents receiving one or more of the types of insurance listed.


beneFits

Benefits provided ��


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Retirement

38%30%5%6%

78%72%11%6%

91%87%24%8%

93%88%39%12%

56%49%5%6%

79%73%9%7%

81%77%27%8%

55%52%8%7%

91%87%32%9%

44%40%12%6%

1,339Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan

529Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan









NOTE: the value represented by “net: retirement plan” indicates the percentage of respondents receiving one or more of the types of retirement plans listed.


beneFits

�8 2008 Benefits


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Financial benefits and family care

3%15%2%7%1%

5%26%8%

20%4%

5%19%18%32%12%

8%23%34%41%24%

4%23%4%

14%2%

5%25%10%21%5%

2%15%17%30%13%

11%14%11%15%5%

7%21%26%35%18%

3%11%8%

13%6%

1,339Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare

529Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare










beneFits


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Benefits provided �9

Personal development and health

23%27%6%

34%32%16%

51%36%46%

66%43%65%

30%35%9%

28%26%18%

45%28%42%

32%20%14%

58%43%55%

26%17%19%

1,339Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram

529Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram










beneFits

50 2008 Benefits


Advertising agency

Publishing house



Other

2–9 employees

10–99 employees

100–999 employees

1,000+ employees

Transportation and mobility

37%22%13%4%

53%33%18%4%

55%32%20%5%

57%30%26%6%

46%27%18%5%

58%37%17%5%

39%23%14%4%

26%22%12%1%

58%32%23%5%

28%16%11%3%

1,339Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance

529Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance









section

Resources and methodology

resources and metHodology

Resources

52 Resources

dEsign JoBsHuman resources are a critical element

of any design business. AIGA Design Jobs

is a means of finding qualified designers

who are committed to the profession. By

virtue of affiliation with AIGA, Design Jobs

provides a valuable filter on the type of

positions posted and the applicant pool.

If you’re looking for a job, you can post

your portfolio containing samples of your

work, a personal statement, résumé and

contact details.

www.aigadesignjobs.org

aiga dEsign:BusinEssThe AIGA Design:Business newsletter

contains articles on the practical issues

of running a design practice, based on the

advice of nationally recognized consul-

tants. AIGA Design:Business represents

the views of its authors, who are familiar

with the practices of scores of firms.

Aimed at those who run studios, sole

practitioners and designers, it will help

you learn more about what you need to

know to run your own practice.

www.aiga.org/designbusiness-archive

dEsign BusinEss and Ethics sEriEsAIGA has released a series of brochures

outlining the critical ethical and profes-

sional issues encountered by designers

and their clients. The series, entitled

“Design Business and Ethics,” examines

the key concerns a designer faces in

maintaining a successful practice and

speaks directly to the protection of

individual creative rights.

Authored by industry leaders from across

the country, each brochure offers clear

and concise information, as well as practical

and specific directions for approaching

design issues.

www.aiga.org/design-business-and-ethics

gain: aiga Journal of BusinEss and dEsignThe Gain journal is dedicated to stimulating

thinking at the intersection of design and

business. Through rigorous case studies

and thoughtful interviews, the journal

demonstrates how the process of design

can be used to solve business problems,

foster innovation, build meaningful

customer relationships and differentiate

products from competitors.

gain.aiga.org

aiga yalE school of managEmEnt BusinEss pErspEctivEs for crEativE lEadErsAIGA and the Yale School of Management

offer an advanced leadership program,

“Business Perspectives for Creative

Leaders,” a one-week program to provide

experienced designers with a chance to

master the perspective of their clients

toward business. Drawing on the strength

of the Yale School of Management

experience and the school’s best faculty,

the program helps creative leaders discover

opportunities within the forces of trans-

forming the business environment.

www.aiga.org/business-perspectives

aiga standard form of agrEEmEntAs part of the “Design Business and Ethics”

series, AIGA has released the latest

version of the AIGA Standard Form of

Agreement for Design Services. This

version acknowledges that most design

firms develop their own custom proposal

document for each project and are looking

for an appropriate set of terms and

conditions to attach to it. When put

together and signed, the custom proposal

document and its attached terms and

conditions comprise the binding agree-

ment with the client.

www.aiga.org/standard-agreement

purposEThis survey was conducted on behalf

of AIGA, the professional association for

design, and its partners, Aquent and

Communication Arts magazine, as part

of a comprehensive program of activities

to serve the professional designer by

providing sources of inspiration and

strategies for success.

AIGA | Aquent Survey of Design Salaries

2008 draws from the largest pool to date

of designers and others allied to the

profession, and includes responses from

over 6,200 design professionals.

The survey was conducted on AIGA’s behalf

by Readex Research, an independent

research company in Stillwater, Minnesota.

mEthodThe survey was administered both by

mail and via the web. The sampling frame

included emailable individuals from a

variety of list sources: AIGA’s current and

past membership, recent AIGA contacts

(from conference registrations, inquiries,

etc.), lists of clients and talent supplied

by Aquent, and domestic subscribers of

Communication Arts magazine. These

combined lists represented a total of 49,314

unduplicated individuals at the time of

sample selection.

All unduplicated emailable individuals in

the AIGA and Aquent lists were invited

to participate, a total of 21,976. A random

sample of 3,000 Communication Arts

subscribers was contacted by mail.

mEthodology For a complete explanation of the survey methodology, please visit the online version of the results at www.designsalaries.com.

Research methodology 5�


Research methodology

Responses were cut off for final editing,

cleaning and tabulation on January 7,

2008, with a total of 808 usable mail

survey returns (27% response rate) plus

5,638 usable web survey returns from the

email sample (26% response rate)—a grand

total of 6,446 returns, for an overall

response rate of 26%. This represents

an increase of more than 1,500 tabulated

cases from the 2007 survey.

rEsults Compensation is reported in terms of three

statistics: the 25th percentile, the median

(or 50th percentile), and the 75th percen-

tile. The 25th percentile represents that

value which is greater than 25% of all

values, the median that value greater than

50% of all values, and so on. Two quanti-

ties are reported out: 2007 wages/salary,

and 2007 total cash compensation (which

includes not only wages and salary but

other forms of cash compensation such as

bonuses, profit sharing, incentives, and

partners’ profits). Non-wage compensation

is especially significant in understanding

compensation for owners/partners/

principals. Where sufficient data are

available, the median hourly rate for

freelancers in each position (if employed)

is also reported.

Compensation data are reported by

several variables: geographic region

(based on the nine standard U.S. Census

divisions), metropolitan area (35 select

Core Based Statistical Areas, up from 24

in 2007), type of organization, size of

organization, and organization’s client

base. Results have been suppressed where

fewer than 10 data points and/or 5 cases

were returned in a given tabulation.

Geographic region 6,278Respondents

447 7%

1,208 19%

1,089 17%

894 14%

130 2%

508 8%

288 5%

386 6%

1,328 21%

5� Characteristics of survey respondents

newengland MiddleAtlantic southAtlantic eastnorthCentral eastsouthCentral WestnorthCentral WestsouthCentral Mountain pacific

Type of organization 6,278Respondents

1,339 21%

529 8%

283 5%

85 1%

1,812 29%

2,217 35%Size of organization 6,278Respondents

1,216 19%

1,592 25%

1,182 19% 1,350 22%

designstudioorconsultancyAdvertisingagency

publishinghouseWebdevelopmentfirm

In-housedesigndepartmentother

Allrespondents

2–9employees10–99employees

100–999employees1,000+employees

Geographic regionsU.S. Census divisions


Characteristics of survey respondents

Characteristics of survey respondents 55


Advertising agency

Publishing house

Web development fi rm


Other

1,339 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c

529 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c





7%22%14%14%

1% 8%3%6%

23%

2–9 employees

10–99 employees

100–999 employees

1,000+ employees





Type of organization

Size of organization

6%16%16%

8%2%

12%1%9%

28%

3%16%21%19%

3% 10%

8%6%

14%

7%16%20%16%

3% 9%4%5%

20%

11%31%13%13%

2% 7%4%5%

14%

7%20%17%13%

2% 7%5%7%

23%

7%20%17%13%

2% 8%4%8%

21%

7%19%17%16%

2% 9%4%5%

22%

5%19%18%15%

3% 9%6%6%

18%

8%20%19%14%

2% 8%4%5%

21%

AIG84 interior MECH.indd 55 5/6/08 12:38:09 PM


About AIGA | Aquent

5� About AIGA | Aquent

AiGA | the professional association for design164 Fifth Avenue new York nY 10010212 807 1990 | www.aiga.org

this survey is conducted by aiga on behalf of its members and is sponsored by aquent. to provide comments on how the survey can be improved in future years, please contact [email protected].

survey researchreadex research, stillwater, mnwww.readexresearch.com

DesignKinetiK, inc., Washington, dcwww.kinetikcom.com

Printingcolorcraft of virginia, inc., sterling, va www.colorcraft-va.com

Papersappi Fine Paper, mccoy silk cover 80 lb/216 gsm and text 80 lb/118 gsmwww.sappi.com

©2008 AiGAno information in this survey may be published without recognizing the source as the AIGA|AquentSurveyofDesignSalaries2008.

aBout aigaAIGA, the professional association for

design, is the oldest and largest member-

ship association for design professionals

engaged in the discipline, practice and

culture of designing. Its mission is to

advance designing as a professional craft,

strategic tool and vital cultural force.

The organization was founded as the

American Institute of Graphic Arts in 1914.

Since then, it has become the preeminent

professional association for communica-

tion designers, broadly defined. In the

past decade, designers have increasingly

been involved in creating value for clients

(whether public or business) through

applying design thinking to complex

problems, even when the outcomes may

be more strategic, multidimensional and

conceptual than what most would consider

traditional communication design.

AIGA now represents more than 22,000

designers of all disciplines through

national activities and local programs

developed by 59 chapters and 240

student groups.

AIGA supports the interests of professionals,

educators and students who are engaged in

the process of designing. The association is

committed to stimulating thinking about

design, demonstrating the value of design,

and empowering success for designers

throughout the arc of their careers.

Through conferences, competitions,

exhibitions, publications and websites,

AIGA inspires, educates and informs

designers, helping them to realize their

talents and to advocate the value of

design among the media, the business

community, governments and the public.

aBout aQuEntAquent is the Official AIGA Sponsor

for Professional Development, serving as

a source for creative and design talent

as well as providing access to great

career opportunities for AIGA members

nationwide.

Aquent partners with AIGA on national

conferences, initiatives, exhibitions and

events. As part of ongoing support of AIGA

members’ career goals, Aquent under-

writes the AIGA | Aquent Survey of Design

Salaries. This resource establishes a

common ground for discussing the costs

and value of creative work. To find out

more about the AIGA | Aquent Survey

of Design Salaries, a print and online

publication, visit www.designsalaries.com.

Aquent also strives to support AIGA’s

effort to promote a lively and engaging

exchange of ideas concerning the issues

of greatest importance to the design

community.

Aquent is the only global staffing company

dedicated to marketing and creative

services organizations and the leader in

helping companies increase marketing

capacity by providing the right talent

quickly. Its network of more than 400,000

marketing and creative services profes-

sionals provides access to a diverse field

of talent that includes graphic designers,

copywriters, brand managers and market

researchers.

To learn more, visit Aquent’s website at

aquent.com or call 877 2 AQUENT.

AIGA | the professional association for design164 Fifth AvenueNew York NY 10010www.aiga.org

AIGA | Aquent Survey of Design Salaries 2008Visit www.designsalaries.com for complete results.

Documents

AIGA | Aquent Survey of Design Salaries 2008