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  • 2008Salary and

    CompensationReport

    The eLearning Guild

    U n i t e d Stat e s

  • © 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.

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

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    learning events to expand your professional horizons — and

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    “Attending The eLearning Guild’s Annual

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    improving performance. Great conference, but

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    DAVID BRAUN, TRAINING & PERFORMANCE SUPPORT SUPERVISOR, SASKPOWER

    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

    organization’s projects are successful, engages members in a

    professional peer network, and focuses members on expanding

    their own professional skills, knowledge, and expertise.

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

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    bership will enhance your professional experience. At the higher

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    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.

    The Guild offers single and multi-user licenses.

    • Single User License – one printed report, one person access to Website

    • Five User License – one printed report and one downloadable report that may be printed four times; up to five persons access to Website

    • Ten User License – one printed report and one downloadable report that may be printed nine times, up to ten persons access to Website

    • 50 User License – one printed report, one downloadable report that can be printed 49 times, up to 50 persons access to Website

    The Guild grants a limited, non-exclusive, non-transferable license to each user permitted under the particular license category he/they have purchased (each, a "Licensee") to use the Materials in accordance with the following terms and conditions:

    1. Except as otherwise restricted in this License Agreement, Licensee may read, download and print the Materials for Licensee's personal use for purposes of research, evaluation, development, and testing for the purpose of advancing knowledge in the field of e-Learning.

    2. Licensee may cite, reproduce, or copy up to 4 statistics, tables, graphs or charts in any 12 month period, but may not reproduce images that show product comparisons without written permission from the Guild.. Additional citations, reproductions, or copies may be made only with written permission from the Guild.

    3. The Guild must be cited as the source of any statistics, tables, graphs, charts, or any other Materials copied or reproduced by Licensee. The citation to the Guild as the source must be in 8 point font or larger, and be placed immediately following the portion of the Materials used by Licensee.

    4. Licensee may not use or distribute the materials for commercial purposes, directly or indirectly. Commercial use or distribution of the Materials is permitted only pursuant to a separate reprint/redistribution commercial license agreement between Licensee and the Guild. All commercial rights in the Materials are retained by the Guild.

    5. This License Agreement grants to Licensee no right, title or interest in or to the Guild's copyrights or other intellectual property in the Materials. Other than the specific rights granted by this License Agreement, the Guild retains all right, title and interest in and to the Materials.

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    7. Licensee agrees to use the materials in compliance with all applicable laws.

    8. In any use of the Materials by Licensee, Licensee may not, in any way, indicate or imply that the Guild has endorsed Licensee or its products.

    9. Neither the Guild nor its employees, agents or representatives will be liable or responsible to Licensee in any manner whatsoever for damages of any nature, incidental, consequential or punitive, arising from the termination of this License Agreement or the use of the Materials by Licensee.

    10. The provisions of the Privacy, Membership and Terms of Use Agreement between Licensee and the Guild, including specifically but without limitation the Guild Research section of such agreement, are incorporated in this License Agreement by reference and are a part of this License Agreement.

    11. This License Agreement is to be construed and enforced in accordance with the laws of the state of California. The parties consent to the exclusive jurisdiction of the state and federal courts located in Sonoma County, California.

  • 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

  • Contents ● i

    THE ELEARNING GUILD 2008 SALARY AND COMPENSATION REPORT FOR THE US

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    Contents

    Report Overview 1 This Just In… 1 Direct Data Access 2 Key Findings 3 What about People Paid at an Hourly Rate? 8 Did We Miss Something? 9 How The eLearning Guild Gathers Data 10 “Fresh” Data 12 Validation and Outliers 12

    Demographics 13 The Guild Data Pool 13 Gender 15 State 16 Industry 19 Department 22 Job Level 23 Employment Designation 25 Job Focus 26 Years in e-Learning 28 Education 30 Work Week Hours 31 Company size 32

    Survey Results and Analysis 35 Average Salary – Job Level, Education, and Gender 35 Average Salary – Job Level, Age, and Gender 41 Average Salary and Age Trend Analysis 47 Average Salary – Principal Job Focus and Gender 53 Salary and Benefit Comparison – Job level, Education, and Gender 59 Salary and Benefit Comparison – Job Focus and Gender 65 Average Salary – Industry 71 Cross-Industry Salary Comparison 74 Average Salary by State 77

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    Cross-State Salary Comparison 80 Average Salary – Education and Years in e-Learning 83 Average Salary – Work Week Hours and Years in e-Learning 89 Average Salary – Job Focus and Years at Current Position 95 Average Salary – Purchasing Authority and Gender 101 Average Salary – Number of People Managed and Gender 103 Average Salary – Company Size, Job Level, and Gender 106 Average Salary – Geographic Zone, Job Level, and Gender 109 Average Salary – Geographic Zone, Principal Job Focus, and Gender 113

    Using Direct Data Access 117 E-Learning Salary and Compensation Report 117 Accessing Different Views 119 Viewing Details and Copying Images 120 Applying Filters 121 Using Map Filters 126

  • Report Overview ● 1

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    Report Overview

    By Steve Wexler

    The eLearning Guild

    This Just In… The average salary of a person who lives in the United States and works in e-

    Learning is $78,723.

    While this makes for a tasty sound bite that numerous publications and myriad

    blogs will undoubtedly quote, this fact, by itself, doesn’t shine much light on

    the e-Learning industry. This number comes from taking a huge pool of infor-

    mation – in this case, survey data from 4,374 e-Learning professionals – and

    cramming it into a giant data blender that combines the 55-year old pharma-

    ceutical EVP with a 21-year-old state government tyro and the 42-year-old tele-

    communications manager.

    There are so many variables that determine a person’s salary, including age,

    gender, education, job level, principal job responsibility, geographic location,

    number of people managed, and so on, that the $78,723 figure only tells a very

    small portion of the story. In this ongoing study – probably the most compre-

    hensive ever undertaken in the e-Learning industry – we’ve gathered literally

    millions of data points so that we, and you, can compare results across indus-

    tries, company sizes, and education levels. This lets you see where you, your

    colleagues, your staff, and quite likely, the entire industry, stand relative to

    each other and to other industries.

    But before you read the survey highlights and plow into the almanac that fol-

    lows, you should know about an even better resource for viewing salary e-

    Learning and compensation information.

    Note: The Guild is also tracking trends (including salary) in the e-Learning

    industry that we will publish in an upcoming report. But for those of you

    champing at the bit, the average salary as of November, 2006 was $74,623; in

    May 2005 it was $67,347.

    The eLearning Guild

    has published an

    annual salary survey

    every year since

    2003. While we

    changed our data

    gathering methodol-

    ogy in October, 2006,

    allowing us to gather

    much more data and

    keep it “live,” the in-

    formation in these

    previous reports is

    still very useful. We

    encourage those in-

    terested in tracking

    compensation trends

    to download these

    reports from the

    research library.

  • 2 ● Report Overview

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    Direct Data Access As you will see when you read this report, we’ve crafted many useful correla-

    tions and comparisons. But suppose you need to know the median salary of a

    female manager with three or more years’ experience who has a bachelor’s or

    master’s degree and who works in the Financial industry for a company with

    15,000 workers? While it’s possible to create a printed report that filters infor-

    mation to such a refined degree, doing so would be impracticable as the result-

    ing document would be thousands of pages long!

    Figure 1 – The Guild’s Salary and Compensation Direct Data Access Portfolio at

    work. The screen shows that the median salary for women, after applying the

    filters, is $75,000.

    With The eLearning Guild’s Salary and Compensation Direct Data Access port-

    folio (DDA) you can determine this information in seconds, and you can even

    add additional filters such as age, number of people managed, purchasing au-

    thority, and so on.

    In addition, the information you will view is live, interactive, and always up-to-

    date. That is, while the data in this report reflects survey responses as of late

    November, 2007, the data you see using DDA is up-to-the-second accurate.

    And best of all, this DDA portfolio is free to all Guild members.

  • Report Overview ● 3

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    For information on how to use Direct Data Access, see “Using Direct Data Ac-

    cess” on page 117. For information on how the Guild gather data, see “How

    The eLearning Guild Gathers Data” on page 10.

    Key Findings Gender bias

    Consider the chart below that shows the relationship among purchasing au-

    thority, average salary, and gender.

    Purchasing Author.. Gender Count

    $0 $40,000 $80,000 $120,000Average Salary

    Have unlimited buying authority

    Female 196

    Male 283

    Total

    Have buying authority up to a designated limit

    Female 506

    Male 522

    Total

    Influence buying decisions

    Female 1215

    Male 957

    Total

    No influence

    Female 464

    Male 231

    Total

    Grand Total

    $102,447

    $115,607

    $110,222

    $84,853

    $92,060

    $88,513

    $68,628

    $75,354

    $71,592

    $63,325

    $67,812

    $64,817

    $78,723

    Purchasing Authority

    Source: eLearning Guild Research

    Figure 2 – Average salary broken down by purchasing authority and gender for

    all organizations.

    Do you notice that the blue bars representing males are longer than the orange

    bars representing females? In this report, we find that practically any way we

    cut the data you see that men earn more than women.

    Is there a reason beyond gender bias for this? In this book Myths, Lies, and

    Downright Stupidity, John Stossel asserts that there are sound economic rea-

    sons for this, including the fact that men work more hours per week than

    women.

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    While male Guild members do report that they work more hours per week on

    average than women, the difference in work hours is around 5%, but the dif-

    ference in salary is around 13%, as Table 1 shows.

    Average salaryAverage hours

    per weekMen 84,276$ 46.6Women 74,280$ 44.2% difference 13.5% 5.4%

    Table 1 – Comparison of average salary and average work week hours between

    men and women.

    So, are there in fact “sound economic reasons” for this discrepancy? The Guild

    plans to explore this issue in a future report, but initial evidence points to gen-

    der bias.1

    With age comes experience, wisdom, and for the most part, higher salaries

    In Figure 3 we see average salary broken down by age and gender. With the

    exception of women between the ages of 60 and 70, there’s a direct correspon-

    dence between age and average salary.

    Figure 3 – Age and gender as a factor in average salary. 1 And it’s not a matter of experience, either. See “Average Salary – Work Week Hours and Years in e-Learning” on page 90.

    For a more compre-

    hensive analysis on

    the relationship be-

    tween age and salary,

    see “Average Salary –

    Job Level, Age, and

    Gender” on page 41

    and “Average Salary

    and Age Trend Analy-

    sis” on page 47.

  • Report Overview ● 5

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    Likewise, in Figure 4 we see that experience in e-Learning is a good barome-

    ter of earning capacity.

    Figure 4 – Years in e-Learning and gender as a factor in average salary.

    Larger organizations vs. smaller organizations

    While results for a particular industry and a particular company size may vary,

    for the most part people who work in smaller organizations earn a higher sal-

    ary but enjoy fewer benefits, as shown in Table 2.

    Salary and Benefit Comparison

    >500 workers

  • 6 ● Report Overview

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    Location, Location … and Industry

    There are some very significant differences in salary results from different

    states and different industries. Figure 5 shows percentage differences among

    different states from the cross-state average of $78,723.

    Figure 5 – Percentage delta from cross-state salary average for all organizations.

  • Report Overview ● 7

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    Likewise, in Figure 6 we see the percentage difference among industries from

    the cross-industry average.

    Figure 6 – Percentage delta from cross-industry salary average for all organiza-

    tions.

    Note: If we filter by the size of the organization, and correlate state and indus-

    try information, we find that for organizations with more than 500 workers, the

    best combination is to work in Pharmaceuticals / Biotech in Washington, DC;

    the worst is State Government in Mississippi. Likewise, if we look at organiza-

    tions with 500 or fewer workers, the best combination is to work in Automotive

    / Transportation in Connecticut; the worst is Legal in South Dakota.

  • 8 ● Report Overview

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    What about People Paid at an Hourly Rate? Of the 4,373 respondents, 573 are paid on an hourly basis and 290 are inde-

    pendent contractors.

    The screen shot below shows every different hourly rate reported by these 573

    members as compared with age, with rates ranging from $10 an hour to $875

    an hour.

    Figure 7 – Hourly rate Direct Data Access view. Each circle represents a different

    hourly rate that Guild members charge.

    This is a case where the only way to glean useful information is to use the DDA

    portfolio as job focus, experience, and location are critical factors in determin-

    ing “the going rate.”

  • Report Overview ● 9

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    Did We Miss Something? Between the pages that follow and the Direct Data Access portfolio, the Guild is

    pleased to present more and better data than is available anywhere else.

    But that doesn’t mean we have everything that you may need. If there is a data

    point that you cannot find, or a correlation that you would like us to draw,

    please let us know about it by either calling the e-Learning Guild or by sending

    an e-mail to Steve Wexler, the Guild’s director of research and emerging tech-

    nology.

    Contact information:

    Telephone: 707.566.8990

    E-mail: [email protected]

  • 10 ● Report Overview

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    How The eLearning Guild Gathers Data When a person joins The eLearning Guild or renews his/her membership, the

    Guild asks – actually, requires – this member to provide personal, company,

    and salary information (see Figures 8 and 9.)

    Figure 8 – Personal and Company Information profile data for a Guild member.

    The Guild uses this

    information to filter

    results based on job

    focus, job level, com-

    pany size, industry,

    budget, and so on.

  • Report Overview ● 11

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    Figure 9 – Salary Information profile data for a Guild member. Notice that an-

    nual salary is NOT a required field, as, even though the information is com-

    pletely anonymous, some Guild members have asked that we not force them to

    provide this.

    Important Note: The Guild only uses the salary information to create aggrega-

    tions for survey analysis; we are not able to examine an individual’s salary in-

    formation.

    The Guild uses this

    information to filter

    results based on ex-

    perience, work week

    hours, age, gender,

    and so on.

  • 12 ● Report Overview

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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.

  • Become the Master of Your Universe...

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  • Demographics ● 13

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    Demographics

    The Guild Data Pool As of this writing, there are 27,324 Guild members worldwide, as indicated in

    Figure 10. Of this pool, 18,184 members work in the United States and ap-

    proximately 85% have updated their salary profiles within the last 365 days.

    Of the members that entered their salaries into the optional salary field, The

    Guild eliminated several hundred entries we deemed invalid, resulting in 4,373

    fully-vetted responses.

    Of these 4,374 members, 2,850 work in organizations with more than 500

    workers, and 1,524 work in organizations with 500 or fewer workers.

    USA

    India

    Canada

    United Kingdom

    Australia

    Malaysia

    Singapore

    Italy

    Ireland

    Int'l

    Grand Total 27,324

    3,421

    156

    163

    174

    189

    585

    1,198

    1,409

    1,845

    18,184

    Countries of Origin

    Source: The eLearning Guild Research

    Figure 10 – Guild members’ country of origin.

  • 14 ● Demographics

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    Organization Size

    As we’ve indicated previously, the Guild’s Salary and Compensation Direct

    Data Access portfolios allows members to filer results by industry, learners im-

    pacted, job level, and so on. This allows people to get very specific information

    about a particular facet of e-Learning industry compensation (e.g., what is the

    average salary for a curriculum director with a master’s degree and five year’s

    experience who works in the telecommunications industry and lives in Flor-

    ida?)

    Although it’s impracticable in a printed report to cut the data across all of the

    millions of different filter combinations, we have divided the data views that

    follow into three different company-size segments:

    • Breakdown for all organizations

    • Breakdown for organizations with more than 500 workers

    • Breakdown for organizations with 500 or fewer workers

    Again, we encourage readers who need further refinement to use this reports’

    associated DDA portfolio (see “Using Direct Data Access” on page 117 for more

    information.)

  • Demographics ● 15

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    Gender All organizations

    Figure 11 – Gender breakdown for all organizations (4,374 total).

    Companies with more than 500 workers

    Figure 12 – Gender breakdown for organizations with more than 500 workers

    (2,850 total).

    Companies with 500 or fewer workers

    Figure 13 – Gender breakdown for organizations with 500 or fewer workers

    (1,524 total).

  • 16 ● Demographics

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    State All organizations

    0 50 100 150 200 250 300 350 400 450 500

    California

    Texas

    Pennsylvania

    Illinois

    Virginia

    Florida

    New York

    Massachusetts

    Georgia

    Ohio

    Minnesota

    North Carolina

    Washington

    New Jersey

    Maryland

    Arkansas

    Colorado

    Wisconsin

    Michigan

    Missouri

    Oregon

    Connecticut

    Indiana

    Utah

    District of Columbia

    Iowa

    Tennessee

    Nebraska

    Kansas

    Kentucky

    Oklahoma

    South Carolina

    New Hampshire

    Alabama

    Nevada

    Idaho

    Delaware

    Maine

    Rhode Island

    Arizona

    New Mexico

    West Virginia

    Louisiana

    South Dakota

    Alaska

    Mississippi

    Vermont

    Montana

    Hawaii

    Wyoming

    North Dakota 0.0%

    0.1%

    0.1%

    0.1%

    0.1%

    0.1%

    0.2%

    0.3%

    0.3%

    0.3%

    0.4%

    0.4%

    0.4%

    0.4%

    0.4%

    0.5%

    0.5%

    0.5%

    0.6%

    0.6%

    0.6%

    0.7%

    0.7%

    0.9%

    1.0%

    1.1%

    1.1%

    1.3%

    1.5%

    1.6%

    1.6%

    2.0%

    2.1%

    2.2%

    2.6%

    2.6%

    2.7%

    2.9%

    3.0%

    3.1%

    3.2%

    3.6%

    4.2%

    4.2%

    4.5%

    4.9%

    5.0%

    5.7%

    5.8%

    6.5%

    10.8%

    Breakdown by State

    Source: The eLearning Guild Research

    Figure 14 – State breakdown for all organizations.

  • Demographics ● 17

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    Companies with more than 500 workers

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

    State, cont’d.

  • 18 ● Demographics

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    Companies with 500 or fewer workers

    0 20 40 60 80 100 120 140 160 180 200

    California

    Texas

    Florida

    Virginia

    Illinois

    Pennsylvania

    New York

    Massachusetts

    Ohio

    New Jersey

    Colorado

    Georgia

    Maryland

    Minnesota

    North Carolina

    Arkansas

    Michigan

    Washington

    Oregon

    Indiana

    Missouri

    Utah

    Connecticut

    Tennessee

    Wisconsin

    Oklahoma

    New Hampshire

    District of Columbia

    Kansas

    Kentucky

    Iowa

    Maine

    Nebraska

    New Mexico

    Nevada

    Rhode Island

    Alabama

    South Carolina

    Idaho

    West Virginia

    Delaware

    Louisiana

    Alaska

    Arizona

    South Dakota

    Vermont

    Wyoming

    Hawaii

    Mississippi

    Montana

    North Dakota 0.1%

    0.1%

    0.1%

    0.1%

    0.2%

    0.2%

    0.2%

    0.2%

    0.2%

    0.3%

    0.3%

    0.3%

    0.3%

    0.4%

    0.5%

    0.5%

    0.5%

    0.5%

    0.5%

    0.5%

    0.5%

    0.6%

    0.7%

    0.7%

    0.8%

    0.9%

    1.0%

    1.1%

    1.4%

    1.4%

    1.6%

    1.6%

    1.7%

    2.5%

    2.7%

    2.7%

    2.8%

    2.8%

    2.9%

    3.1%

    3.1%

    3.3%

    3.7%

    4.1%

    4.5%

    5.4%

    5.4%

    5.8%

    6.0%

    7.1%

    12.3%

    Breakdown by State

    Source: The eLearning Guild Research

    Figure 16 – State breakdown for organizations with 500 or fewer workers.

    State, cont’d.

  • Demographics ● 19

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    Industry All organizations

    0 100 200 300 400 500 600

    Education (University/College)

    E-Learning Tool/Service Provider

    Financial/Banking/Accounting

    Consulting/Business Services (Non-computer)

    Healthcare

    Computer Manufacturing (hardware, software, peripherals, etc.)

    Insurance

    Consulting (Computer)

    Government (Federal including Military)

    Manufacturing (non-computer)

    Non-Profit/Trade Association

    Education (K-12)

    Retail/Wholesale/Distribution (Non-computer)

    Pharmaceuticals/Biotech

    Telecommunications

    Media/Marketing/Advertising/Entertainment

    Government (State)

    Travel/Hospitality

    Energy/Utilities

    Aerospace/Defense

    Automotive/Transportation

    Government (Local)

    Construction/Architecture/Engineering

    Legal

    Real Estate

    Retail/Wholesale/Distribution (Computer)

    Agriculture/Mining 0.2%

    0.5%

    0.7%

    0.7%

    0.7%

    0.9%

    1.1%

    1.6%

    1.6%

    1.6%

    1.7%

    2.1%

    2.6%

    2.7%

    2.8%

    3.3%

    3.5%

    3.5%

    4.8%

    5.0%

    5.1%

    6.5%

    7.3%

    7.5%

    8.6%

    10.7%

    12.8%

    Industry

    Source: The eLearning Guild Research

    Figure 17 – Industry breakdown for all organizations.

    While members working

    in the e-Learning

    Tool/Service provider

    industry represent

    10.7% of all respon-

    dents, members working

    in this industry repre-

    sent only 3% of organi-

    zations with more than

    500 workers and a

    dominant 25% of or-

    ganizations with 500 or

    fewer workers.

  • 20 ● Demographics

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    Organizations with more than 500 workers

    0 50 100 150 200 250 300 350 400

    Education (University/College)

    Financial/Banking/Accounting

    Healthcare

    Insurance

    Computer Manufacturing (hardware, software, peripherals, etc.)

    Government (Federal including Military)

    Manufacturing (non-computer)

    Retail/Wholesale/Distribution (Non-computer)

    Consulting/Business Services (Non-computer)

    Telecommunications

    Pharmaceuticals/Biotech

    E-Learning Tool/Service Provider

    Consulting (Computer)

    Education (K-12)

    Government (State)

    Non-Profit/Trade Association

    Travel/Hospitality

    Energy/Utilities

    Aerospace/Defense

    Automotive/Transportation

    Media/Marketing/Advertising/Entertainment

    Government (Local)

    Legal

    Construction/Architecture/Engineering

    Retail/Wholesale/Distribution (Computer)

    Real Estate

    Agriculture/Mining 0.3%

    0.6%

    0.6%

    0.8%

    0.9%

    0.9%

    1.5%

    1.5%

    1.9%

    2.0%

    2.1%

    2.1%

    2.1%

    2.6%

    2.6%

    3.0%

    3.5%

    3.5%

    3.8%

    3.9%

    5.0%

    5.4%

    6.9%

    7.4%

    9.2%

    12.0%

    13.6%

    Industry

    Source: The eLearning Guild Research

    Figure 18 – Industry breakdown for organizations with more than 500 workers.

    Industry, cont’d.

    E-Learning Tool/Service

    Providers only make up

    3% of organizations with

    more than 500 workers.

  • Demographics ● 21

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    Organizations with 500 or fewer workers

    0 50 100 150 200 250 300 350 400

    E-Learning Tool/Service Provider

    Consulting/Business Services (Non-computer)

    Education (University/College)

    Consulting (Computer)

    Non-Profit/Trade Association

    Computer Manufacturing (hardware, software, peripherals, etc.)

    Education (K-12)

    Healthcare

    Government (Federal including Military)

    Media/Marketing/Advertising/Entertainment

    Financial/Banking/Accounting

    Pharmaceuticals/Biotech

    Aerospace/Defense

    Government (Local)

    Government (State)

    Insurance

    Telecommunications

    Real Estate

    Travel/Hospitality

    Energy/Utilities

    Manufacturing (non-computer)

    Retail/Wholesale/Distribution (Non-computer)

    Construction/Architecture/Engineering

    Legal

    Automotive/Transportation

    Retail/Wholesale/Distribution (Computer) 0.3%

    0.3%

    0.4%

    0.5%

    0.7%

    0.7%

    0.7%

    0.8%

    0.8%

    0.9%

    0.9%

    0.9%

    0.9%

    0.9%

    1.1%

    2.2%

    3.2%

    3.6%

    3.7%

    4.7%

    5.8%

    6.0%

    9.4%

    11.2%

    14.4%

    25.0%

    Industry

    Source: The eLearning Guild Research

    Figure 19 – Industry breakdown for organizations with 500 or fewer workers.

    Industry, cont’d.

    E-Learning Tool/Service

    Providers comprise 25%

    of organizations with

    500 or fewer workers.

  • 22 ● Demographics

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    Department All organizations

    Figure 20 – Department breakdown for all organizations.

    Organizations with more than 500 workers

    Figure 21 – Department breakdown for organizations with more than 500 work-

    ers.

    Notice that in larger or-

    ganizations we see more

    people working in a

    dedicated training de-

    partment (54.5%) and

    very few independent

    consultants (0.8%).

    Contrast this with

    smaller organizations

    (next page) where people

    working in a dedicated

    training department

    comprise 34.9% of the

    total, and independent

    consultants make up

    14.2% of the responses.

  • Demographics ● 23

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    0 100 200 300 400 500 600

    Training

    Independent Consultant

    Web/Internet Development

    Corporate Management

    Information Technology

    Line of Business (includes product development)

    Sales and Marketing

    Operations (includes finance and administration)

    Human Resources

    Internal Consulting 2.2%

    2.9%

    4.5%

    6.8%

    7.5%

    8.3%

    8.4%

    10.4%

    14.2%

    34.9%

    Breakdown by Department

    Source: The eLearning Guild Research

    Figure 22 – Department breakdown for organizations with 500 or fewer work-

    ers.

    Job Level All organizations

    Figure 23 – Job Level breakdown for all organizations.

    Department, cont’d.

    Managers, Directors,

    and senior management

    make up 48.5% of all

    survey respondents.

  • 24 ● Demographics

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    Organizations with more than 500 workers

    Figure 24 – Job level breakdown for organizations with more than 500 workers.

    Organizations with 500 or fewer workers

    Figure 25 – Job level breakdown for organizations with 500 or fewer workers.

    Job Level, cont’d.

    Managers, Directors,

    and senior management

    make up 41.2% of re-

    spondents working in

    larger organizations.

    Managers, Directors,

    and senior management

    make up 62% of respon-

    dents working in smaller

    organizations.

  • Demographics ● 25

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    Employment Designation All organizations

    Figure 26 – Employment status breakdown for all organizations.

    Organizations with more than 500 workers

    Figure 27 – Employment status breakdown for organizations with more than

    500 workers.

    Organizations with 500 or fewer workers

    Figure 28 – Employment status breakdown for organizations with 500 or fewer

    workers.

  • 26 ● Demographics

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    Job Focus All organizations

    0 100 200 300 400 500 600 700 800 900 1,000 1,100 1,200

    Instructional design

    Training / education / certification direction

    Do a lot/little of everything

    Instruction/Teaching/Training/Coaching (in classroom or ..

    Product / Project Management

    Content authoring

    LMS/LCMS implementation and/or support

    Executive Management

    Business Development, Sales & Marketing

    Curriculum direction

    Media creation/production (video, audio, animation, m..

    Business Unit Management

    Strategy and planning

    People / Resource Management

    Web development

    Independent Consultant

    Information technology / IT liaison

    Creative direction

    Research and development

    Technical writing

    Programming / scripting (e.g., Java, .NET, Javascript, XML,..

    Documentation design and maintenance

    Help desk / customer support

    Subject matter expertise

    Database creation, administration, and mainten.. 0.4%

    0.5%

    0.5%

    0.6%

    0.7%

    0.8%

    0.8%

    1.1%

    1.7%

    1.8%

    2.0%

    2.1%

    2.2%

    2.2%

    2.7%

    3.0%

    3.7%

    4.0%

    4.1%

    4.3%

    4.8%

    9.2%

    10.3%

    11.4%

    25.1%

    Job Focus

    Source: The eLearning Guild Research

    Figure 29 – Principal job responsibility breakdown for all organizations.

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    Organizations with more than 500 workers

    Figure 30 – Principal job responsibility breakdown for organizations with more

    than 500 workers.

    Job Focus, cont’d.

  • 28 ● Demographics

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    Organizations with 500 or fewer workers

    0 50 100 150 200 250 300 350

    Instructional design

    Do a lot/little of everything

    Business Development, Sales & Marketing

    Instruction/Teaching/Training/Coaching (i..

    Training / education / certification direction

    Executive Management

    Product / Project Management

    Independent Consultant

    Content authoring

    Media creation/production (video, audio, ..

    Curriculum direction

    Business Unit Management

    Strategy and planning

    Web development

    People / Resource Management

    LMS/LCMS implementation and/or support

    Creative direction

    Research and development

    Programming / scripting (e.g., Java, .NET,..

    Information technology / IT liaison

    Technical writing

    Help desk / customer support

    Documentation design and maintenance

    Subject matter expertise

    Database creation, administration, and m.. 0.3%

    0.4%

    0.5%

    0.7%

    0.9%

    1.1%

    1.2%

    1.3%

    1.4%

    1.6%

    1.6%

    1.8%

    1.8%

    2.6%

    3.0%

    3.1%

    3.7%

    4.5%

    5.0%

    7.2%

    7.5%

    7.5%

    7.6%

    11.3%

    22.2%

    Job Focus

    Source: The eLearning Guild Research

    Figure 31 – Principal job responsibility breakdown for organizations with 500

    or fewer workers.

    Years in e-Learning All organizations

    Figure 32 – Years in e-Learning breakdown for all organizations.

    Job Focus, cont’d.

    69.3% of respondents

    have four or more

    years of experience

    in e-Learning.

  • Demographics ● 29

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    Organizations with more than 500 workers

    Figure 33 – Years in e-Learning breakdown for organizations with more than

    500 workers.

    Organizations with 500 or fewer workers

    Figure 34 – Years in e-Learning breakdown for organizations with 500 or fewer

    workers.

    Years in e-Learning, cont’d.

  • 30 ● Demographics

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    Education All organizations

    Figure 35 – Education breakdown for all organizations.

    Organizations with more than 500 workers

    Figure 36 – Education breakdown for organizations with more than 500 work-

    ers.

    Organizations with 500 or fewer workers

    Figure 37 – Education breakdown for organizations with fewer than 500 work-

    ers.

  • Demographics ● 31

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    Work Week Hours All organizations

    Figure 38 – Work week hours breakdown for all organizations.

    Organizations with more than 500 workers

    Work hours per week

    0 100 200 300 400 500 600 700 800 900 1,000 1,100 1,200 1,300 1,400

    10

    15

    20

    25

    30

    35

    40

    45

    50

    55

    60

    65

    70

    75

    80

    85

    90 0.1%

    0.0%

    0.3%

    0.1%

    0.8%

    0.8%

    6.4%

    3.6%

    20.7%

    17.5%

    45.1%

    2.5%

    1.0%

    0.3%

    0.7%

    0.1%

    0.1%

    Work Week Hours

    Source: The eLearning Guild Research

    Figure 39 – Work week hours breakdown for organizations with more than 500

    workers

    32.8% of members work-

    ing in larger organiza-

    tions work 50 or more

    hours per week, vs.

    40.8% of members that

    work in smaller organi-

    zations. We will see later

    that members working

    in smaller organizations

    enjoy a higher average

    salary, but fewer bene-

    fits, than those working

    in larger organizations.

  • 32 ● Demographics

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    Organizations with 500 or fewer workers

    Figure 40 – Work week hours breakdown for organizations with fewer than 500

    workers.

    Company size All organizations

    0 100 200 300 400 500 600 700 800

    a) 1-20

    b) 21-50

    c) 51-100

    d) 101-500

    e) 501-1,000

    f) 1,001-2,000

    g) 2,001-5000

    h) 5,001-10,000

    i) 10,001-49,999

    j) 50,000+ 12.5%

    16.6%

    9.4%

    12.7%

    7.4%

    6.6%

    10.0%

    4.1%

    4.8%

    15.9%

    Company Size

    Source: The eLearning Guild Research

    Figure 41 – Company size breakdown for all organizations.

    Work Week Hours, cont’d.

  • Demographics ● 33

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    Organizations with more than 500 workers

    Figure 42 – Company size breakdown for organizations with more than 500

    workers.

    Organizations with 500 or fewer workers

    0 100 200 300 400 500 600 700

    a) 1-20

    b) 21-50

    c) 51-100

    d) 101-500 28.7%

    11.9%

    13.7%

    45.7%

    Company Size

    Source: The eLearning Guild Research

    Figure 43 – Company size breakdown for organizations with 500 or fewer

    workers.

    Company size, cont’d.

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  • Survey Results and Analysis ● 35

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    Survey Results and Analysis

    Average Salary – Job Level, Education, and Gender All organizations

    Figure 44 – Average salary broken down by job level, education, and gender, for

    all organizations (see second part, below).

    For the most part, a

    higher degree trans-

    lates into a higher sal-

    ary, although the dif-

    ference between a mas-

    ter’s and a bachelor’s

    degree is significantly

    smaller than the differ-

    ence between a doctor-

    ate and a master’s, and

    between a bachelor’s

    and associate’s degree.

  • 36 ● Survey Results and Analysis

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    Figure 45 – Continuation of Average salary broken down by job level, education,

    and gender, for all organizations.

    Average Salary – Job Level, Education, and Gender, cont’d.

  • Survey Results and Analysis ● 37

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    Organizations with more than 500 workers

    Figure 46 – Average salary broken down by job level, education, and gender, for

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

    Average Salary – Job Level, Education, and Gender, cont’d.

  • 38 ● Survey Results and Analysis

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    Figure 47 – Continuation of Average salary broken down by job level, education,

    and gender, for organizations with more than 500 workers.

    Average Salary – Job Level, Education, and Gender, cont’d.

  • Survey Results and Analysis ● 39

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    Organizations with 500 or fewer workers

    Job Lev. Education Gender Count

    Senior Management (CEO, EVP, Owner, Board Member)

    DoctorateFemale 19

    Male 28

    Master's degreeFemale 91

    Male 112

    Bachelor degreeFemale 59

    Male 81

    Associates degreeFemale 9

    Male 14

    Fewer than two years

    Female 5

    Male 18

    Total

    Academic Faculty / Professor

    DoctorateFemale 9

    Male 11

    Master's degreeFemale 23

    Male 22

    Bachelor degreeFemale 3

    Male 4

    Fewer than two years

    Female 1

    Male 2

    Total

    Director

    DoctorateFemale 12

    Male 10

    Master's degreeFemale 47

    Male 49

    Bachelor degreeFemale 25

    Male 28

    Associates degreeFemale 1

    Male 4

    Fewer than two years

    Female 1

    Male 3

    Total

    $97,368

    $133,821

    $103,556

    $110,117

    $116,122

    $120,815

    $116,389

    $69,286

    $84,000

    $115,611

    $111,260

    $58,333

    $69,607

    $53,696

    $61,527

    $62,341

    $59,000

    $40,000

    $30,000

    $58,697

    $100,292

    $85,600

    $78,920

    $90,773

    $87,420

    $109,375

    $80,000

    $107,500

    $75,000

    $75,000

    $90,415

    Job Level - Education - Gender - Average Salary

    Figure 48 – Average salary broken down by job level, education, and gender, for

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

    Average Salary – Job Level, Education, and Gender, cont’d.

  • 40 ● Survey Results and Analysis

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    Figure 49 – Continuation of Average salary broken down by job level, education,

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

    ous page).

    Average Salary – Job Level, Education, and Gender, cont’d.

  • Survey Results and Analysis ● 41

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    Average Salary – Job Level, Age, and Gender All organizations

    Figure 50 – Average salary broken down by job level, age, and gender, for all

    organizations (see second part, below).

    With age and wisdom

    come greater salaries,

    with average salaries

    peaking between ages

    50 and 60 (see “Average

    Salary and Age Trend

    Analysis” on page 47 for

    in-depth analysis.

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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

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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).

  • 76 ● Survey Results and Analysis

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    Organizations with 500 or fewer workers

    -40.0% -20.0% 0.0% 20.0% 40.0%Average Salary Delta

    Automotive/Transportation

    Consulting/Business Services (Non-computer)

    Computer Manufacturing (hardware, software, periph..

    Construction/Architecture/Engineering

    Insurance

    E-Learning Tool/Service Provider

    Consulting (Computer)

    Retail/Wholesale/Distribution (Computer)

    Energy/Utilities

    Healthcare

    Pharmaceuticals/Biotech

    Aerospace/Defense

    Government (Federal including Military)

    Telecommunications

    Real Estate

    Financial/Banking/Accounting

    Manufacturing (non-computer)

    Media/Marketing/Advertising/Entertainment

    Retail/Wholesale/Distribution (Non-computer)

    Education (K-12)

    Travel/Hospitality

    Government (Local)

    Non-Profit/Trade Association

    Government (State)

    Education (University/College)

    Legal -31.6%

    -26.1%

    -26.0%

    -24.3%

    -23.6%

    -19.5%

    -15.3%

    -9.1%

    -9.0%

    -8.2%

    -7.1%

    -6.7%

    -6.2%

    -4.0%

    -3.6%

    -3.0%

    -0.6%

    1.5%

    4.6%

    5.8%

    7.0%

    7.6%

    8.6%

    11.2%

    24.6%

    28.9%

    Salary by Industry Comparison

    Source: The eLearning Guild Research

    Figure 85 – Percentage delta from cross-industry salary average for organiza-

    tions with more 500 or fewer workers.

    Cross-Industry Salary Comparison, cont’d.

    If we correlate these re-

    sults with State averages

    for organizations with

    less than 500 workers,

    the best combination is to

    work in Automo-

    tive/Transportation in

    Connecticut; the worst is

    Legal in South Dakota

    (see page 77).

  • Survey Results and Analysis ● 77

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    Average Salary by State All organizations

    $0 $20,000 $40,000 $60,000 $80,000 $100,000Avg. salary

    Alabama

    Alaska

    Arizona

    Arkansas

    California

    Colorado

    Connecticut

    Delaware

    District of Columbia

    Florida

    Georgia

    Hawaii

    Idah