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2008 Salary and Compensation Report The eLearning Guild United States

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Page 1: The eLearning Guild 2008 Salary and Compensation Report articles/eLearning Guild...The eLearning Guild Research Pledge It is our goal to provide the best research based on the best

2008Salary and

CompensationReport

The eLearning Guild

U n i t e d Stat e s

Page 2: The eLearning Guild 2008 Salary and Compensation Report articles/eLearning Guild...The eLearning Guild Research Pledge It is our goal to provide the best research based on the best

© 2007 The eLearning Guild. All rights reserved.

Live, Interactive, Always-Up-To-Date is a trademark of The eLearning Guild.

The eLearning Guild 375 E Street, Suite 200 Santa Rosa, CA 95404

1.707.566.8990

Visual analytics component developed using Tableau from Tableau Software.

Profile database and back-end survey system developed by Cyclone Interactive.

Copy Editing: Charles Holcombe

Cover Design: Nancy Marland Wolinski

For questions about research, please contact:

Steve Wexler Director of Research and Emerging Technologies

1.914.945.0567

[email protected]

The ratings, information and opinions set forth on the Guild Research section of The eLearning Guild website and in the charts and graphs found in this report are those of the members of The eLearning Guild. The eLearning Guild, Focuszone Media, Inc. and its officers, employees, directors and shareholders have no liability for any loss, damage, action, causes of action, expense, cost, liability including attorney fees, arising out of any statements, ratings, information, opinions or claims set forth in the Guild Research section. See the "Guild Research" section of the Privacy, Membership and Terms of Use Agreement at http://www.elearningguild.com/pbuild/linkbuilder.cfm?selection=fol.12.

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Check it Out! Visit www.eLearningGuild.com or call 707.566.8990

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Gathering helped me realize the Guild’s honesty

and commitment to what e-Learning is all about —

improving performance. Great conference, but

even more — great Community of Practice!”

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The eLearning Guild is a Community of Practice dedicated to

meeting the needs of those involved in the design, development,

and management of technology-delivered education and instruc-

tional content. It’s a member-driven online information center that

equips members with the resources needed to ensure that their

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their own professional skills, knowledge, and expertise.

The Guild offers four levels of membership. Starting at the FREE

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levels, you’ll discover The eLearning Guild can serve as the core

of your entire professional development program. Check it out!

n Learning Solutions e-Magazine

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LICENSE AGREEMENT FOR GUILD RESEARCH

The eLearning Guild (the "Guild") provides charts, graphs, studies, reports and other research materials on its website and in printed form (the "Materials") for use by persons engaged in the field of e-Learning to advance research and study in e-learning. Except as provided herein, none of the Materials may be duplicated, copied, re-published or re-used without written permission from the Guild. The Materials reflect the research and opinion of the Guild's members as well as the opinions of certain subject matter experts contracted by the Guild.

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The eLearning Guild Research Pledge

It is our goal to provide the best research based on the best data. Indeed, with well over 27,000 e-Learning professionals – designers, developers, managers, and executives who are passionate about the art and science of e-Learning – The Guild has an unmatched and enormously rich and varied pool from which to gather data.

But let us be very clear that this data represents one thing and one thing only: the preferences, opinions, loves, loathings, trials, and triumphs of eLearning Guild members. Does the information represent the e-Learning industry as a whole? Probably, but we cannot – and will not – make that claim.

And anyone else publishing articles or research that makes that claim – and makes it using a much smaller data set than we would ever consider using – is presumptuous at best.

Here are the five articles of practice that drive eLearning Guild Research:

1. Live, interactive, always-up-to-date. In addition to providing members with truly useful visual analytics tools, the underlying data is always up to date and displayed in real time.

2. Number of respondents. Our research reflects the opinions of thousands of e-Learning professionals. The Guild has more, and better, data than is available any place else. Indeed, we will never publish results from a survey unless we have received at least 760 fully-vetted responses.

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.

4. Funding. The eLearning Guild funds its own research. We do not accept any form of sponsorship from vendors and/or suppliers for public research activities.

5. Guaranteed Fresh. Every 90 days we remind members to update their profiles and survey information. If a member goes a year without updating information, that information is filtered out of our live reports.

For the Guild’s 360o Reports we carefully review respondents’ data for accuracy and consistency. If we detect an anomaly, we contact that respondent and ask that he/she clarify his/her responses. If any issue cannot be resolved, the data from this respondent is discarded and is not included in our report.

The Guild is truly an amazing organization and I feel privileged to be a part of it. It is my goal to leverage the depth, breadth, and spirit of the Guild’s members to produce the gold standard in e-Learning research.

Sincerely,

Steven S. Wexler Director of Research and Emerging Technologies

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Contents ● i

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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

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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.

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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.

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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.

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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.

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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.

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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.

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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.”

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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]

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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.

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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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Become the Master of Your Universe...

April 14 - 17, 2008 | Orlando, FL

Co-located with

Produced by

Expand Your Knowledge,Build Your Expertise,Connect with Your Community.

www.eLearningGuild.com +1.707.566.8990www.eLearningGuild.com +1.707.566.8990

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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.

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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.)

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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).

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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.

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Companies with more than 500 workers

Figure 15 – State breakdown for organizations with more than 500 workers.

State, cont’d.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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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Organizations with more than 500 workers (Male)

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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Organizations with 500 or fewer workers (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 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

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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).

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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Subj

ect

mat

ter

expe

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e

Fem

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ing

Fem

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ning

/ e

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tion

/

cert

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tion

dire

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dev

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$78,

635

$83,

913

$75,

619

$67,

971

$80,

200

$62,

875

$54,

000

$54,

000

$81,

885

$78,

056

$83,

912

$78,

929

$77,

500

$79,

500

$43,

500

$43,

500

$93,

400

$103

,333

$89,

143

$82,

528

$86,

476

$77,

365

$80,

367

$83,

432

$76,

997

$137

,500

$200

,000

$75,

000

$85,

023

$90,

806

$80,

292

$86,

850

$86,

500

$87,

200

$71,

864

$66,

143

$78,

538

$86,

236

$97,

052

$78,

425

$100

,100

$105

,125

$80,

000

$75,

946

$75,

946

$50,

000

$50,

000

$58,

475

$60,

910

$46,

300

$55,

000

$55,

000

$97,

400

$104

,250

$70,

000

$112

,833

$121

,429

$82,

750

$69,

111

$84,

200

$50,

250

$47,

000

$85,

000

$9,0

00

$67,

700

$55,

000

$76,

167

$106

,259

$106

,259

$87,

003

$106

,000

$68,

007

$100

,261

$91,

333

$106

,000

$103

,632

$106

,813

$86,

667

$70,

013

$68,

350

$75,

000

$102

,500

$101

,571

$103

,583

$95,

600

$100

,000

$92,

667

$108

,750

$144

,500

$73,

000

$101

,333

$77,

750

$128

,286

$100

,000

$100

,000

$60,

667

$76,

000

$30,

000

$52,

000

$52,

000

$74,

583

$82,

000

$67,

167

$73,

000

$73,

000

$104

,000

$104

,000

$80,

750

$80,

000

$81,

000

$51,

000

$36,

000

$56,

000

$59,

768

$85,

000

$56,

965

$50,

938

$57,

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$44,

375

$54,

407

$61,

333

$47,

480

$54,

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$60,

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$48,

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$58,

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$58,

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$55,

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$57,

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$55,

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$79,

621

$89,

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$72,

575

$77,

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$69,

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$82,

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$68,

977

$64,

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$71,

742

$72,

331

$79,

230

$67,

333

$85,

198

$84,

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$85,

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$72,

713

$74,

381

$70,

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$92,

973

$99,

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$86,

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$67,

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$67,

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$67,

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$69,

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$75,

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$58,

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$50,

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$44,

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$56,

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$57,

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$53,

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$59,

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$74,

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$103

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$49,

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$60,

200

$48,

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$68,

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$65,

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$82,

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$51,

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$81,

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$77,

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$66,

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$72,

742

$78,

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$72,

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$88,

454

Sour

ce:

The

eLea

rnin

g G

uild

Res

earc

h

Average Salary – Geographic Zone, Principal Job Focus, and Gender, cont’d.

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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.

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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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