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Salary & Compensation: ASTD's Learning and Development Industry Report 2011
ASTD - American Society for Training and Development, July 2011, Pages: 50
ASTD’s Learning and Development Industry Salary and Compensation Report, 2011 contains the findings of the 2011 learning and development salary and compensation survey. Based on the responses of 1,997 L&D professionals at all levels of the industry, the 2011 survey cast a broad and deep net of inquiry and analysis into the compensation of L&D professionals to include assessments of salary, incentives, and benefits. ASTD and i4cp collaborated to investigate and create the definitive salary and compensation report for the L&D industry. This report includes detailed analysis of L&D practitioner demographics, salary, compensation, and benefits across industry, tenure, and gender
As compensation professionals will attest, a large variety of factors drive compensation, and these factors and their impact can vary from organization to organization. But analysis of survey results bear out the predictions of labor economics theory – that it pays to be better educated and more experienced. Economists consider education and experience to constitute elements of “human capital” that earns workers an economic return or a premium in terms of higher pay relative to those who have less education and experience. L&D professionals are a relatively well-educated group. Graduate education attainment – and particularly advanced degrees such as doctorates – result in higher salaries. Investment of time, energy, and fees toward professional certifications also yield a pay premium. Experience also pays off in the longer term. Ten years of experience results in a noticeable bump in salaries. The biggest leaps, however, come after 20 years of experience. The gender salary gap persists. There has been no change in the gap since 2007. Women’s median salaries are between $70,000 and $80,000, while men’s median salaries are between $80,000 and $90,000. The proportion of men earning a salary of $120,000 or more is twice that of women.The survey shows that women are not represented in the higher paying categories of the L&D profession to the degree that men are. There is a dearth in executive ranks, in the higher compensated L&D specialties, among those with advanced degrees, and among those with over 20 years of experience. These findings explain some of the gender salary gap.Macroeconomic trends, labor market developments, and companies’ human capital strategies with respect to L&D will determine how compensation evolves for L&D
professionals. As the economic recovery continues and organizations refocus their attention from bottom line concerns to the quality of their workforce, the value – and consequently the compensation – of L&D professionals will be bid up. On the microeconomic stage, where individual employment decisions are made, L&D professionals can make concrete choices with respect to investing in their individual human capital and responding to market price signals in terms of which industries, organizations, and L&D specialties pay the highest salaries. A salary survey in the next year or two will provide a more complete picture of how L&D salaries have fared over the business cycle following the recent economic downturn.
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