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2009 Salary and Compensation Report The eLearning Guild United States

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2009Salary and

CompensationReport

The eLearning Guild

U n i t e d Stat e s

© 2009 The eLearning Guild. All rights reserved.

The eLearning Guild 375 E Street, Suite 200 Santa Rosa, CA 95404 1.707.566.8990

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The eLearning Guild Research Committee:

Paula Cancro, Information Technology Training Specialist, IFMG, Inc. — USA

Silke Fleischer, Product Manager, Adobe — USA

Joe Ganci, CEO, Dazzle Technologies Corporation — USA

Nancy Grey, PhD, Director of Pharmaceutical Regulatory Education, Pfizer — USA

Sheila Jagannathan, e-Learning Specialist, The World Bank Institute — USA

Maggie Martinez, PhD, CEO, The Training Place — USA

Dawn Adams, Instructional Designer, Cisco Systems, Inc. — USA

Frank Nguyen, Emerging Technology Manager, American Express — USA

Richard Smith, PhD, Instructional Designer, Amerind — USA

Celisa Steele, Chief Operating Officer, LearnSomething.com — USA

Ernie Thor, Senior Instructional Designer, AT&T Wireless — USA

Angela van Barneveld, Program Manager, Cognos Inc. — Canada

Jamal Watkins, Learning Technologies Director, Pearson People Development — USA

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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It is our goal to provide the best research based on the best data. Indeed, with tens of thousands of 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.

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For Guild Research 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.

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Contents ● i

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Contents

Key Findings and How to Use this Report 1 The Average Salary is Less … More or Less 1 Gender Bias Redux 2 Fewer Hours per Week 3 Fewer Vacation Days 3 Larger Organizations vs. Smaller Organizations 3 Location, Location … and Industry 4 How to Use This Report 5 Scenario Walkthrough 6

Survey Results and Analysis 13 Industry / Job Level Highlight Table 13 Industry / Job Focus Highlight Table 15 Cross-Industry Salary Comparison 19 Average Salary by State 21 Cross-State Salary Comparison 23 Average Salary – Job Level, Education, and Gender 25 Average Salary – Job Level, Age, and Gender 29 Average Salary – Principal Job Focus and Gender 33 Salary and Benefit Comparison – Job level, Education, and Gender 37 Salary and Benefit Comparison – Job Focus and Gender 41 Average Salary – Education and Years in e-Learning 45 Average Salary – Work Week Hours and Years in e-Learning 49 Average Salary – Job Focus and Years in Current Position 53 Average Salary – Purchasing Authority and Gender 57 Average Salary – Number of People Managed and Gender 59 Average Salary – Company Size, Job Level, and Gender 61

Demographics 65 The Guild Data Pool 65 Validation and Outliers 65 Gender 66 Department 66 State 67

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Industry 68 Job Level 69 Employment Designation 69 Job Focus 70 Years in e-Learning 71 Education 71 Work Week Hours 72 Company size 72

Key Findings and How to Use this Report ● 1

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Key Findings and How to Use this Report

The Average Salary is Less … More or Less TECHNICALLY SPEAKING, if you lump all Guild member responses together, the

average salary of somebody living in the United States and working in e-

Learning is lower than it was a year ago. Indeed, for the first time since The

eLearning Guild started tracking compensation data, the average salary ap-

pears to be receding, as shown below.

Time PeriodAverage

SalaryPercentage

Change

May-05 $67,347 -

Nov-06 $74,623 10.80%

Dec-07 $78,723 5.49%

Dec-08 $78,436 (0.36%)

Table 1 – Average e-Learning Guild member salaries for the last four years.

But there seems to be a paradox, because when we break down salary by size

of the organization, we see an increase both for people working in organiza-

tions with more than 500 workers and in organizations with 500 or fewer

workers.

Salary and Benefit Comparison >500 workers <=500 workers

Average Salary December 2007 $75,495 $82,065

Average Salary December 2008 $76,365 $82,068

Percentage Change 1.150% 0.004%

Table 2 –Percentage change in salaries, broken down by organization size.

So, how can the average salary for both groups be higher, yet the overall aver-

age salary be lower?

2 ● Key Findings and How to Use this Report

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It turns out that while the salaries for men working in e-Learning have in-

creased, the salaries for women – salaries that are already lower than men’s

salaries – have decreased. In addition the percentage of women respondents

vs. men respondents is greater this year than last year, all of which conspire to

lower the average salary.

Dec-07 Dec-08 % Change

Average Salary

Men $84,276 $84,652 0.45%

Women $74,280 $73,599 (0.92%)

Respondent Demographics

Men 45.6% 44.4% (2.63%)

Women 54.4% 55.6% 2.21%

Table 3 – Salary and demographic changes, broken down by gender.

Gender Bias Redux Conventional wisdom regarding the salary gap is that men work more hours

than women and therefore should receive a higher salary. But as we indicated

last year, while men report working, on average, more hours than women, the

gap between the salaries is much larger than the gap between the numbers of

hours worked, as shown below.1

Organization size Men Women % Diff. Men Women % Diff.

> 500 workers $81,736 $72,681 (11.08%) 45.54 44.21 (2.92%)

<= 500 workers $88,775 $75,390 (15.08%) 46.82 43.45 (7.20%)

Salary Hours

Table 4 – Gender gap for salary and hours worked.

And speaking of hours…

1 As we’ll see later in this report, the cause of this gap is not experience, pur-chasing authority, number of people managed, education, and so on. Indeed, there does not appear to be any good reason for the salary gap.

Key Findings and How to Use this Report ● 3

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Fewer Hours per Week This year, Guild members in organizations with 500 or more workers reported

working an average of 44.8 hours (down 1.1% from 45.3 hours last year) and

members in organizations with 500 or fewer workers reported working an av-

erage of 45.2 hours per week (down 2.59% from 46.4 hours last year).

Fewer Vacation Days Guild members are taking far fewer vacation days than a year ago. For mem-

bers working in organizations with more than 500 workers, the number has

decreased 3.43%, going from 17.5 days last year to 16.9 days this year. For

members working in organizations with 500 or fewer workers, the number has

decreased by 15.49%, going from 14.2 days last year to only 12 days this year.

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 Table 5 shows.

Average Salary $76,365 $82,068

Average Bonus $3,779 $3,844

Average vacation days 16.9 12.0

Average work week hours 44.8 45.2

Average tuition reimbursement

$1,995 $791

Average continuing education stipend

$1,008 $773

Average pension contribution 2.80% 1.60%

>500 workers <=500 workers

Table 5 – Benefit comparison between larger and smaller organizations.

4 ● Key Findings and How to Use this Report

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Location, Location … and Industry There are some very significant differences in salary results from different

states and different industries. Figure 1 shows percentage differences among

different states from the cross-state average of $78,436.

Figure 1 – Percentage delta from Cross-State Salary Average for all organiza-

tions.

Key Findings and How to Use this Report ● 5

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Likewise, in Figure 2 we see the percentage difference among industries from

the cross-industry average.

Figure 2 – Percentage delta from Cross-Industry Salary Average for all organiza-

tions.

How to Use This Report So Many Factors and So Much Data

There are myriad factors that go into determining one’s compensation, includ-

ing:

• Industry

• Organization size

• Where one lives

• Years of experience

• Education

• Age

• Gender

• Job level

• Job focus

• Purchasing authority

• Number of people managed

• Workweek hours

• Years in current position

6 ● Key Findings and How to Use this Report

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In this report we explore all of these factors, so whether you are seeking a job,

a raise, or to hire somebody, you’ll be able to find the information you need to

truly determine what the going rate is for your particular situation.

So, how do you best use the 70+ pages of information in this report? Let’s ex-

amine a typical scenario and see what parts of the report will best serve your

needs.

A note on organization size: 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 to fall into two different company-size segments:

Breakdown for organizations with more than 500 workers

Breakdown for organizations with 500 or fewer workers

Scenario Walkthrough Job level: Manager

Job focus: Instructional design

Education: Master’s Degree

Organization size: 1,000 workers

Living in: Ohio

Age: 32

Years in e-Learning: 7

Industry: Healthcare

Gender: Female

Key Findings and How to Use this Report ● 7

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First Step – Industry / Job Level highlight tables

You should first look at the Industry / Job Level highlight table on page 14 (the

section starts on page 13). Here you will see that the average salary for a Man-

ager working for a Healthcare company with more than 500 workers is

$77,538, as shown below.

Figure 3 – Use the Industry / Job Level highlight table to find the average salary

for a particular level of job in a particular industry.

8 ● Key Findings and How to Use this Report

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Next Step – Industry / Job Focus highlight tables

Next you should look at the Industry / Job Focus highlight table on page 18

(the section begins on page 15). Here you will see that the average salary for

an Instructional Designer working in Healthcare in an organization with more

than 500 workers is $81,000.

Figure 4 – Use the Industry / Job Focus highlight table to find the average salary

for a particular job function in a particular industry.

Key Findings and How to Use this Report ● 9

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Next Step – State

Now you should have a look at how location influences salary. First you should

look at “Average Salary by State” for organizations with more than 500 workers

on page 22 (the section begins on page 21). Here you will see that Ohio is liter-

ally in the middle of the pack, ranked 25 out of 50.

Figure 5 – Use the Salary Breakdown by State chart to see rankings by state, as

well as the number of responses for a particular state. Notice also that there are

157 responses from people living in Ohio and working in organizations with 500

or more workers, while some states (e.g., Vermont, sixth from the top) have very

few responses.

10 ● Key Findings and How to Use this Report

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Next you should look at the “Cross-State Salary Comparison” for organizations

with more than 500 workers on page 24 (the section begins on page 23). Here

you will see that the average salary for an e-Learning professional working in

Ohio is 11% less than the average for all 50 states.

Figure 6 – Portion of the Cross-State Salary Comparison chart showing that the

average salary for a person working in Ohio is 11% less than the average salary

for all 50 states.

Important Note: This 11% figure is only a guideline, in that it lumps all sala-

ries for all positions together, and compares them across all 50 states. There

are certainly many people living in Ohio who make more than average for a

particular position.

Key Findings and How to Use this Report ● 11

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Last Steps – Job Level, Education, Job Focus, Gen-der, Years in e-Learning

Armed with the information regarding industry and location, we suggest you

next look at “Average Salary – Job Level, Education, and Gender” for organiza-

tions with more than 500 workers on page 27 (the section begins on page 25).

Here we see that the average salary for a female manager with a master’s de-

gree is $83,969.

Figure 7 – Average salary for Managers with a Master’s Degree. Notice that

women make considerably less than men. Also note that this chart does not take

into account location and industry, as well as other factors.

We suggest you next look at “Average Salary – Job Level, Age, and Gender” for

organizations with more than 500 workers on page 31 where we see the aver-

age salary for a female manager, age 30 to 40, is $80,137 (the section begins on

page 29).

Figure 8 – Average salary for Managers, broken down by Age and Gender.

Next, have a look at “Average Salary – Principal Job Focus and Gender” for or-

ganizations with more than 500 workers on page 36 (the section begins on

page 33). Here we see the average salary for a women whose principal job fo-

cus is instructional design is $70,953.

12 ● Key Findings and How to Use this Report

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Figure 9 – Average salary for an Instructional Designer, broken down by Gen-

der.

Finally, have a look at “Average Salary – Education and Years in e-Learning”

for organizations with more than 500 workers on page 47, where we see the

average salary for a female with a Master’s degree and 4 to 7 years of experi-

ence in e-Learning is $73,871 (the section begins on page 45).

Figure 10 – Average salary for a woman with a Master’s degree and four to

seven years of experience in e-Learning is $73,871.

But what about other benefits?

There are certainly other considerations besides salary, including bonus, vaca-

tion time, workweek hours, pension contributions, and so on. You can explore

these issues in depth by viewing “Salary and Benefit Comparison – Job level,

Education, and Gender” on page 37 and “Salary and Benefit Comparison – Job

Focus and Gender” on page 41.

Note: We captured some of the images used in this report on a different date

from the others, so some of the grand totals shown in these images will be dif-

ferent than other grand totals. This is because the Guild’s research system is

built to show live, up-to-date information, and will only take into account sur-

vey and profile responses that have been updated within the last 365 days (so

snapshots taken on March 12 will be slightly different than those taken on

March 10).

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Survey Results and Analysis ● 13

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Survey Results and Analysis

Industry / Job Level Highlight Table Organizations with 500 or fewer workers

Figure 11 – Industry / Job Level highlight table, for organizations with 500 or

fewer workers.

How to read highlight

tables in this report:

Dark blue = High Salary

Dark orange = Low Salary

14 ● Survey Results and Analysis

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Organizations with more than 500 workers

Figure 12 – Industry / Job Level highlight table, for organizations with more

than 500 workers.

Industry / Job Level Highlight Table (continued)

Survey Results and Analysis ● 15

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Industry / Job Focus Highlight Table Organizations with 500 or fewer workers

Figure 13 – Industry / Job Focus highlight table, for organizations with 500 or

fewer workers (see second part, below).

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Organizations with 500 or fewer workers (cont’d)

Figure 14 – Industry / Job Focus highlight table, for organizations with 500 or

fewer workers (continued from previous page).

Industry / Job Focus Highlight Table (continued)

Survey Results and Analysis ● 17

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Organizations with more than 500 workers

Figure 15 – Industry / Job Focus highlight table, for organizations with more

than 500 workers (see second part, below).

Industry / Job Focus Highlight Table (continued)

18 ● Survey Results and Analysis

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Organizations with more than 500 workers (cont’d)

Figure 16 – Industry / Job Focus highlight table, for organizations with more

than 500 workers (continued from previous page).

Industry / Job Focus Highlight Table (continued)

Survey Results and Analysis ● 19

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Cross-Industry Salary Comparison Organizations with 500 or fewer workers

Figure 17 – Percentage delta from Cross-Industry Salary Average, for organiza-

tions with 500 or fewer workers.

If we correlate these re-

sults with State averages

for organizations with

500 or fewer workers,

the best combination is to

work in Pharmaceuti-

cals/Biotech in Washing-

ton, DC; the worst is Ag-

riculture/Mining in Mis-

sissippi (see page 23).

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Organizations with more than 500 workers

Figure 18 – Percentage delta from Cross-Industry Salary Average, for organiza-

tions with more than 500 workers.

Cross-Industry Salary Comparison (continued)

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

Montana (see page 24.)

Survey Results and Analysis ● 21

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Average Salary by State Organizations with fewer than 500 workers

Figure 19 – Average Salary, broken down by State, for organizations with 500

or fewer workers.

22 ● Survey Results and Analysis

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Organizations with more than 500 workers

Figure 20 – Average Salary, broken down by State, for organizations with more

than 500 workers.

Average Salary by State (continued)

Survey Results and Analysis ● 23

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Cross-State Salary Comparison Organizations with fewer than 500 workers

Figure 21 – Percentage delta from Cross-State Salary Average, for organizations

with 500 or fewer workers.

24 ● Survey Results and Analysis

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Organizations with more than 500 workers

Figure 22 – Percentage delta from Cross-State Salary Average, for organizations

with more than 500 workers.

Cross-State Salary Comparison (continued)

Survey Results and Analysis ● 25

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Average Salary – Job Level, Education, and Gender Organizations with 500 or fewer workers

Figure 23 – Average Salary, broken down by Job Level, Education, and Gender,

for organizations with 500 or fewer workers (see second part, below).

For the most part, a

higher degree trans-

lates into a higher

salary, although the

difference between a

Master’s and a Bache-

lor’s degree is signifi-

cantly smaller than

the difference be-

tween a Doctorate

and a Master’s, and

between a Bachelor’s

and an Associate’s

degree.

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Organizations with 500 or fewer workers (cont’d)

Figure 24 – Average Salary, broken down by Job Level, Education, and Gender,

for organizations with 500 or fewer workers (continued from previous page).

Average Salary – Job Level, Education, and Gender (continued)

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Organizations with more than 500 workers

Figure 25 – 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 (continued)

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Organizations with more than 500 workers (cont’d)

Figure 26 – Average Salary, broken down by Job Level, Education, and Gender,

for organizations with more than 500 workers (continued from previous page).

Average Salary – Job Level, Education, and Gender (continued)

Average Salary –

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Average Salary – Job Level, Age, and Gender Organizations with fewer than 500 workers

Figure 27 – Average Salary, broken down by Job Level, Age, and Gender, for or-

ganizations with 500 or fewer workers (see second part, below).

With age and wisdom

come greater salaries,

with average salaries

peaking between ages

50 and 60.

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Organizations with fewer than 500 workers (cont’d)

Figure 28 – Average Salary, broken down by Job Level, Age, and Gender, for or-

ganizations with 500 or fewer workers (continued from previous page).

Average Salary – Job Level, Age, and Gender (continued)

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Organizations with more than 500 workers

Figure 29 – 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 (continued)

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Organizations with more than 500 workers (cont’d)

Figure 30 – Average Salary, broken down by Job Level, Age, and Gender, for or-

ganizations with more than 500 workers (continued from previous page).

Average Salary – Job Level, Age, and Gender (continued)

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Average Salary – Principal Job Focus and Gender Organizations with 500 or fewer workers

Figure 31 – Average Salary, broken down by Principal Job Focus and Gender,

for organizations with 500 and fewer workers (see second part, below).

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Organizations with 500 or fewer workers (cont’d)

Figure 32 – Average Salary, broken down by 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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Organizations with more than 500 workers

Figure 33 – Average Salary, broken down by job Principal Job Focus and Gen-

der, for organizations with more than 500 workers (see second part, below).

Average Salary – Principal Job Focus and Gender (cont’d.)

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Organizations with more than 500 workers (cont’d)

Figure 34 – Average Salary, broken down by 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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Salary and Benefit Comparison – Job level, Education, and Gender Organizations with 500 or fewer workers

Figure 35 – Salary and Benefits comparison, broken down by Job Level, Educa-

tion, and Gender, for organizations with 500 or fewer workers (see second part,

below).

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Organizations with 500 or fewer workers (cont’d)

Figure 36 – Salary and Benefits comparison, broken down by Job Level, Educa-

tion, and Gender, for organizations with 500 or fewer workers (continued from

previous page).

Salary and Benefit Comparison – Job level, Education, and Gender (continued.)

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Organizations with more than 500 workers

Figure 37 – Salary and Benefits comparison, broken down by Job Level, Educa-

tion, and Gender, for organizations with more than 500 workers (see second

part, below).

Salary and Benefit Comparison – Job level, Education, and Gender (continued)

40 ● Survey Results and Analysis

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Organizations with more than 500 workers (cont’d)

Figure 38 – Salary and Benefits comparison, broken down by Job Level, Educa-

tion, and Gender, for organizations with more than 500 workers (continued

from previous page.)

Salary and Benefit Comparison – Job level, Education, and Gender (continued)

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Salary and Benefit Comparison – Job Focus and Gender Organizations with 500 or fewer workers

Figure 39 – Salary and Benefits comparison, broken down by Principal Job Fo-

cus and Gender, for organizations with 500 or fewer workers (see second part,

below).

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Organizations with 500 or fewer workers (cont’d)

Figure 40 – Salary and Benefits comparison, broken down by Principal Job Fo-

cus and Gender, for organizations with 500 or fewer workers (continued from

previous page).

Salary and Benefit Comparison – Job Focus and Gender (continued)

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Organizations with more than 500 workers

Figure 41 – Salary and Benefits comparison, broken down by Principal Job Fo-

cus and Gender, for organizations with more than 500 workers (see second part,

below).

Salary and Benefit Comparison – Job Focus and Gender (continued)

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Organizations with more than 500 workers (cont’d)

Figure 42 – Salary and Benefits comparison, broken down by Principal Job Fo-

cus and Gender, for organizations with more than 500 workers (continued from

previous page).

Salary and Benefit Comparison – Job Focus and Gender (continued)

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Average Salary – Education and Years in e-Learning Organizations with 500 or fewer workers

Figure 43 – Average Salary, broken down by Number of Years in e-Learning and

Education, for organizations with 500 or fewer workers (see part two, below).

Experience in e-Learning

counts, as average

salaries increase as a

person’s years in

e-Learning increase.

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Organizations with 500 or fewer workers (cont’d)

Figure 44 – Average Salary, broken down by Number of Years in e-Learning and

Education, for organizations with 500 or fewer workers (continued from previ-

ous page).

Average Salary – Education and Years in e-Learning (continued)

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Organizations with more than 500 workers

Figure 45 – 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 (continued)

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Organizations with more than 500 workers (cont’d)

Figure 46 – Average Salary, broken down by Number of Years in e-Learning and

Education, for organizations with more than 500 workers (continued from pre-

vious page).

Average Salary – Education and Years in e-Learning (continued)

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Average Salary – Work Week Hours and Years in e-Learning Organizations with 500 or fewer workers

Figure 47 – 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).

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Organizations with 500 or fewer workers (cont’d)

Figure 48 – Average Salary, broken down by Number of Years in e-Learning and

Work Week Hours, for organizations with 500 and fewer workers (continued from

previous page).

Average Salary – Work Week Hours and Years in e-Learning (cont’d.)

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Organizations with more than 500 workers

Figure 49 – 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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Organizations with more than 500 workers (cont’d)

Figure 50 – Average Salary, broken down by Number of Years in e-Learning and

Work Week Hours, for organizations with more than 500 workers (continued

from previous page).

Average Salary – Work Week Hours and Years in e-Learning (cont’d.)

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Average Salary – Job Focus and Years in Current Position Organizations with 500 or fewer workers

Figure 51 – 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).

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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Organizations with 500 or fewer workers (cont’d)

Figure 52 – Average Salary, broken down by Principal Job Focus and Years in

Current Position, for organizations with 500 or fewer workers (continued from

previous page).

Average Salary – Job Focus and Years in Current Position (continued)

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Organizations with more than 500 workers

Figure 53 – 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 in Current Position (continued)

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Organizations with more than 500 workers (cont’d)

Figure 54 – 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 in Current Position (continued)

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Average Salary – Purchasing Authority and Gender Organizations with 500 or fewer workers

Figure 55 – Average Salary, broken down by Purchasing Authority and Gender,

for organizations with 500 or fewer workers.

With greater responsibil-

ity comes higher salaries,

as evidenced here, and in

the correlation between

the numbers of people

managed and average

salary on page 59.

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Organizations with more than 500 workers

Figure 56 – Average Salary, broken down by Purchasing Authority and Gender,

for organizations with more than 500 workers.

Average Salary – Purchasing Authority and Gender (continued)

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Average Salary – Number of People Managed and Gender Organizations with 500 or fewer workers

Figure 57 – Average Salary, broken down by Number of People Managed and

Gender, for organizations with 500 or fewer workers.

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Organizations with more than 500 workers

Figure 58 – 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 (continued)

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Average Salary – Company Size, Job Level, and Gender Organizations with 500 or fewer workers

Figure 59 – Average Salary, broken down by Company Size, Job Level, and

Gender, for organizations with 500 or fewer workers (continued on next page).

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Organizations with 500 or fewer workers (cont’d)

Figure 60 – Average Salary, broken, down by Company Size, Job Level, and

Gender, for organizations with 500 or fewer workers.

Average Salary – Company Size, Job Level, and Gender (continued)

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Organizations with more than 500 workers

Figure 61 – Average Salary, broken down by Company Size, Job Level, and

Gender, for organizations with more than 500 workers (continued on next

page).

Average Salary – Company Size, Job Level, and Gender (continued)

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Organizations with more than 500 workers (cont’d)

Figure 62 – Average Salary, broken down by Company Size, Job Level, and

Gender, for organizations with more than 500 workers.

Average Salary – Company Size, Job Level, and Gender (continued)

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Demographics ● 65

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Demographics

The Guild Data Pool 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. Note that The Guild only uses the salary information to

create aggregations for survey analysis; we are not able to examine an individ-

ual’s salary information.

As of this writing, there are 33,797 Guild members worldwide, 22,788 of whom

live in the United States. Of the members that entered their salaries into the

optional salary field, The Guild eliminated several hundred entries we deemed

invalid, resulting in 5,577 fully vetted responses.

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 dili-

gent about keeping their data fresh.

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.

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Gender

Figure 63 – Gender breakdown (5,577 total).

Department

Figure 64 – Department breakdown.

Notice that in larger or-

ganizations we see more

people working in a

dedicated training de-

partment (56.8%) and

very few independent

consultants (1.0%).

Contrast this with

smaller organizations

where people working in

a dedicated training de-

partment comprise

37.2% of the total, and

independent consultants

make up 14.9% of the

responses.

Demographics ● 67

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State

Figure 65 – State breakdown.

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Industry

Figure 66 – Industry breakdown.

While members work-

ing in the e-Learning

Tool/Service provider

industry represent

11.5% of all respon-

dents, members work-

ing in this industry

represent only 3.3% of

organizations with

more than 500 workers

and a dominant 25.8%

of organizations with

500 or fewer workers.

Demographics ● 69

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Job Level

Figure 67 – Job Level breakdown for all organizations.

Employment Designation

Figure 68 – Employment Status breakdown for all organizations.

Managers, Directors,

and senior management

make up 46.6% of all

survey respondents.

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Job Focus

Figure 69 – Principal Job Responsibility breakdown.

Demographics ● 71

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Years in e-Learning

Figure 70 – Years in e-Learning breakdown.

Education

Figure 71 – Education breakdown.

68.5% of respondents

have four or more

years of experience

in e-Learning.

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Work Week Hours All organizations

Figure 72 – Work Week Hours breakdown.

Company size

Figure 73 – Company Size breakdown.

31.2% of members work-

ing in larger organiza-

tions work 50 or more

hours per week, vs.

38.7% of members who

work in smaller organi-

zations. Note that mem-

bers working in smaller

organizations enjoy a

higher average salary,

but fewer benefits, than

those working in larger

organizations.