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The AIGA | Aquent Survey of Design Salaries is the most comprehensive survey of compensation for the communication design profession in the United States. It represents the salary ranges that are currently offered within the design practice.
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TITle
AIGA | Aquent Survey of Design Salaries 2008
section
Contents
introductionLetter from the executive director 2
Observations 3
Economic dataSummary of findings 10
Median total cash compensation 2000–2008 11
AIGA design leaders confidence index 14
2008 compEnsationCompensation overview 17
Solo designer 18
Owner, Partner, Principal 20
Creative/Design director 22
Art director 24
Senior designer 26
Designer 28
Entry-level designer 30
Print production artist 32
2008 compEnsation for additional positionsWeb designer 35
Copywriter 36
Print production manager 37
Marketing/New business manager or director 38
Web developer (front-end/interface systems) 39
Web programmer/Developer (back-end systems) 40
Web/Senior/Executive producer 41
Content developer 42
2008 BEnEfitsTime off 44
Medical and dental insurance 45
Insurance 46
Retirement 47
Financial benefits and family care 48
Personal development and health 49
Transportation and mobility 50
rEsourcEs and mEthodologyResources 52
Research methodology 53
Characteristics of survey respondents 54
AIGA is committed to raising the aware-
ness of business to the value created by
effective designers. For many AIGA mem-
bers, there is a strongly held belief that the
business community neither understands
nor respects the contribution design can
make toward achieving strategic objectives
and competitive advantages. Many of
AIGA’s activities are aimed squarely at
demonstrating the value of design, which,
in the long run, will also increase the value
received by designers.
Just as we believe design and designers
are often undervalued, there are also non-
financial considerations designers should
consider as they move along the arc of
their career. While this report provides a
measure of actual salaries, we have sup-
plemented those data with observations
from a number of prominent designers on
the non-monetary considerations that
each designer should bear in mind when
evaluating his or her opportunities for
employment.
Almost every designer is driven by a
passion for design; many are also deeply
committed to social issues, cultural factors,
the opportunity to learn and the desire to
work on projects that make a real differ-
ence. Compensation is critical to us all; yet
many of the most gratifying professional
experiences are defined by other attributes.
In a larger sense, businesses have increas-
ingly come to grasp design’s importance to
their competitiveness in the marketplace,
with tremendous support coming from the
business trade magazines that spotlight
stories where design has propelled a prod-
uct or strategy’s success. AIGA provides this
tool to aid designers’ own success stories,
so they will find enrichment in all aspects
of their careers.
Richard Grefé
Executive director
introduction
Letter from the executive director
2 Letter from the executive director
The AIGA | Aquent Survey of Design Salaries is the most comprehensive survey of compensation for the communication design profession in the United States. It represents the salary ranges that are currently offered within the design practice.
Sample text �Observations �
observations
Follow the three Q’s
When making a career choice, follow the three Q’s: quality, quality and quality. Do the best work possible. Work with the best people you can find. In my expe-rience, good work gets you more good work. Bad work will always attract more bad work. The best people know other good people. In the end, your future will be determined by the quality of your design work. Money may be tempting, but the work is your future.
Design is not an occupation—it’s an
obsession. Our value is measured in
increments of personal drive and passion.
Designers entering the professional ranks
offer desire and fearless invention. You
bring the energy of challenge. You’re the
new light in the room. Your spirit is the ulti-
mate human benefit.
The design landscape is shifting rapidly.
Design thinking is the new commodity and
disciplines within the field are blurring. The
opportunities to contribute are limitless
and exciting. When choosing your career
path, align yourself somewhere outside
your comfort zone. Allow yourself to fail.
observations
Align yourself outside your comfort zone
Refuse to be labeled. Look for knowledge
in every task. Demand this from your
employer; demand it of your peers. This is
where you discover your real value. Your
professional growth will be fueled from
your own strength, conviction and sense
of purpose.
A new generation of designers is entering
the field at a critical time. Our responsibili-
ties as influencers are shifting from
commercial persuasion to meaningful
endeavors. Success will be measured in
social progress. Rewards you can’t imagine
will follow. You have the power to make a
difference. Be the light in the room.
sEan adams is a partner at AdamsMorioka in Beverly Hills, California.
Jim alEs is the art director for the Monterey Bay Aquarium in Monterey, California.
� Sample text� Observations
Before you choose a firm, you’ll want to do your homework. Make sure it has people you admire and can learn from and opportunities for growth. Understand what a day in the life is like. Know who its clients are.
After you’ve drawn up your list of pros and cons, how do you decide? Think about the work environment. Is this the kind of place where you’ll be able to grow creatively? When you interviewed, did you see yourself fitting in and thriving there? A common theme I’ve heard from candidates about their previous jobs is that they didn’t thrive in the work environment. And the truth is, not every studio will be a right fit for you.
Once you feel good about a workplace, then you need to tune in to your gut. This is the time to listen to that voice in your head and not censor it. Did you have a visceral reaction to your potential boss or coworker? How did you feel after the interview, when you were on the street walking away? What was the first thing that came into your mind?
Remember, great designers have great creative and intuitive instinct. Use yours and cultivate it when you interview. The ability to trust your instincts and know yourself is a skill that will benefit you not only on interview day, but also throughout your career.
observations
Trust your instincts
conniE Birdsall is creative director and senior partner at Lippincott in New York.
Sample text 5Observations 5
observations
Seek personal development and cultural match
Embarking on a design career poses as
many questions as it does choices. One
choice might be, “Should I go after the job in
a large design office that pays more or the
job that offers more creativity?” Perhaps
that is the wrong question to ask. Instead,
consider this: “If the decision had nothing to
do with money, which job would I choose?”
Regardless of the salary, the larger office
could offer you an opportunity to learn what
you don’t know or, rather, what you want to
know. But if you’re certain of your abilities
and talent, the job offering more creativity
(albeit a smaller paycheck) may allow you to
observations
If money didn’t matter…
handle assignments from inception to
completion, which can lead to faster job
growth and development of important skills.
I have never made career decisions based
on money, and yet success and financial
rewards have been byproducts of those
decisions. My first two jobs after college laid
the cornerstone for my design career. I
barely got by on my salary, but during those
years I established a foundation of design
skills, business knowledge and professional
contacts that I am certain led to both
creative and financial success.
When evaluating job opportunities, I
believe that three of the most important
things to consider are portfolio develop-
ment, skill development and cultural fit.
Check out a firm’s client list and the quality
of its work—spend five years at a firm that
only does Barbie doll packaging and you
might have nothing to show for it but an
allergy to the color pink. At the interview,
ask how much opportunity you’ll have to
work with senior-level staff—they can help
you hone your skills and provide inspira-
tion and mentoring. The difference
between figuring it out on your own and
having a mentor is the difference between
correspondence courses and private
tutoring. Also, try to determine if the firm’s
culture is collaborative or competitive and
which is a better fit for you. If you get
inspiration from sharing ideas with others
and working as part of team, you might not
be happy or successful where designers
are pitted against each other to compete
for work. Likewise, if you prefer to go it
alone, all that teamwork may only hold
you back.
It may be tempting to take a position for
the pay, but it’s these other less tangible
issues that can determine your ultimate
satisfaction and success.
JanEt dEdonato is partner and strategic director at Methodologie in Seattle.
JEnnifEr morla is chief creative officer at Design Within Reach and principal of Morla Design, both in San Francisco.
� Sample text� Observations
observations
Salary is only one factor
observations
The 10-question prescription
If you’re a recent design grad with a student loan to repay, you might be tempted to choose your first job based on starting salary alone. Money should be just one factor when evaluating career opportuni-ties. You also want to find a place where you can expand your creative skills and begin building your network of professional contacts.
To start, concentrate on the particular type of design you’re most passionate about and identify the three top firms within that discipline.
Research those companies in detail, and then adjust your job expectations accordingly—in terms of starting salary and geographic location.
The competition is intense for staff positions at top firms, so you’ll need a great portfolio and excellent interviewing skills. Don’t be surprised if starting salaries for entry-level positions are low. Keep in mind, though, that base salary is not the only form of compensation. Staff positions also come with a benefits package, which may include insurance coverage and incentive plans.
Most of all, there’s a huge upside to taking a staff position with a leading firm that will open doors and jump-start your career. You’ll have award-winning creative directors as mentors and participate in major projects for well-known clients, resulting in an impressive portfolio and standout résumé. As time passes, you’ll find that your expanded skills and experience bring you increased compensation—and there’s no downside to that.
When considering a job, right out of school or in the first several years after graduation, ask yourself these questions, in this exact order:
1. Do I have any interest in the organization, corporation or design firm that is offering me the job, other than getting a job?
2. What does the work look like that comes out of that organization, corporation or design firm? Do I respect it?
3. If the work is good, who made it, and will I be around those individuals?
4. If the work is mediocre or bad, was that a result of a circumstance that is changing, or is it endemic in the structure of the organization?
5. What are my job responsibilities?
6. Who will I be directly working for? What do they do?
7. Will I be mentored?
8. Will I have an opportunity to learn about client interaction?
9. Is there an opportunity for growth and advancement once I’ve proved myself?
10. What does the job pay, etc.?
If you don’t like the answers to 1–6, don’t even bother asking 7–10.
The most important thing now is to learn how to be a good designer and learn about client interaction. Any job you take has to support that goal. Money is secondary.
shEl pErkins is president of Shel Perkins and Associates in San Francisco and chair of the AIGA Center for Practice Management.
paula schEr is a partner at Pentagram in New York.
Sample text �Observations �
What should a young designer be looking for in the first couple of years of work? (Ironically, I’m looking for the same things in a young designer.)
Cultural fit: Any studio or in-house design/creative department has a culture that is essential to its success. Ask your inter-viewer to describe the culture with examples of how the cul-ture has created success, both for clients but also for the designers in the studio. Does this fit for you? If not, would it be a great stretch assignment? Be honest with yourself.
Collaboration: Design is not the genius of the individual. It is a highly participatory and collaborative process. Fresh out of school, you are probably most familiar with defending your work in open critique sessions. Now you must thrive on the collaborative process—with many partners such as writers, creative directors, marketers—to arrive at solutions that everyone feels part of, and feels ownership of.
Learning journey: Design is a discipline that one builds with experience. The more you are open to diverse challenges, the more you will learn. Find work assignments that allow you to stretch yourself, embracing the journey and redirecting as needed. Having a mentor as a sounding board, either in the studio or outside, helps with navigation.
observations
Cultural fit and collaboration fuel the journey
kristin sEEBErgEr is vice president, corporate marketing, at T. Rowe Price in Baltimore, Maryland.
8 Sample text8 Observations
observations
The balancing act: creative culture and compensation
What’s the most important benefit a firm
can offer beyond monetary compensation
varies for each designer and may depend on
where you are on your career path. For
some, the ability to have flexible hours and
work part-time—having the ability to
nurture a family in addition to, not at the
expense of, a career in design—is key. Some
designers are eager to learn about the
entire business and creative process by
working with smaller clients who are more
likely to require comprehensive identity and
communications programs. Consider also
the range of clients—does the firm
represent the kinds of businesses and
organizations that would either interest you
observations
What is most important will evolve
or challenge you in a positive way? Do you
have similar values? Newer, smaller firms
are likely to be in the process of defining
their values and work culture, so you could
be a part of that creation. As a young
designer, you are likely to grow in a culture
that values curiosity, play and smart work. If
you are interested in sustainable design,
seek out a firm that will help you develop
your expertise and skills in that area.
Successful firms are equipped to serve the
needs of their clients and community while
providing a work environment that is both
challenging and nourishing. If you take time
to do the research, you’ll learn what kind of
work culture is a good fit for you.
There’s a delicate balance between the
salary one earns and the intangible value
of a workplace experience—the culture
of creativity. Salary surveys help us
analyze the left-brain aspects of our
compensation—money, health care,
retirement plans and other benefits—all
of which are crucial when assessing what
is fair in a particular job market.
Still, as creative professionals we should
be the first to acknowledge that right-brain
experiences demand serious attention,
too. Mentoring or independence, initiating
designs or executing others’ ideas, client
interaction or indirect feedback, flat or
hierarchical studio structures—there are
myriad workplace philosophies, and the
designer’s dream job is certainly not one-
size-fits-all. How much is collaboration,
inspiration and actually liking the people
you work with worth? Should you accept
less money in exchange for a culture of
creativity that fuels innovative ideas,
nurtures the imagination and matches
your ideals? Does it even have to be an
either/or question—or can you make
enough money and realize your dream in
the same place?
Determining what is most valuable to you
personally and finding that precise balance
of fair compensation and creative culture
can be the difference between a job you
do and a job you love.
sam shElton is a partner at KINETIK in Washington, D.C.
ann WilloughBy is president and creative director of Willoughby Design Group in Kansas City, Missouri.
section
Economic data
10 Summary of findings
economic data
Summary of findings
Designers’ salaries increased modestly in 2007—below the increases that other, similar professions experienced, yet still above the rate of inflation.
The U.S. Department of Labor reports that
the increase in wages between December
2006 and December 2007 for comparative
occupation and industry sectors was in the
range of 3.3 to 3.5 percent. The urban con-
sumer price index increased 2.8 percent
during the same period.
Those findings obscure a number of trends.
Employed designers reported high busi-
ness activity during 2007, yet this did not
translate into higher compensation as the
budgets for design projects were consis-
tently characterized as extremely tight
(whether for clients or within corpora-
tions). In addition, there appeared to be
only limited expansion of staff and very
selective hiring in corporate design depart-
ments, studios and agencies, despite the
fact that few designers reported that the
design economy had slowed.
The modest increases seem to also reflect a
focus within the business sector toward cost
control in view of uncertainty in general eco-
nomic conditions; a lingering memory of how
the contraction of the design economy in
2000–2002 had been so severe; and a clear
concern among both business and design
leaders that the economy is softening.
One unanticipated discovery from this
year’s survey is how the broad range of sal-
aries for similar positions that previously
related to geographical location has nar-
rowed substantially across most positions.
AIGA remains confident in the important
roles designers and design thinking play in
creating value for both the corporate and
civic sectors. Hence, we believe that the
demand and compensation for design ser-
vices will rise as the economy grows. It is
also worth noting that, as the essays in this
publication articulate from a range of per-
spectives, compensation should be only
one criterion in a young designer’s consid-
eration of employment.
onlinE rEsourcE For more information on the survey results, visit www.designsalaries.com.
Sample text 11
a notE on thE 2006 mEthodologyIn 2006, a different research methodology was used that may have underestimated
income. The 2006 data are reflected by dots and excluded from the trend line; the
trend line from 2005 through the most recent data is reflected by a dotted line. The
2007 data are based on the same methodology as all previous years except 2006.
economic data
Median total cash compensation 2000–2008
Median total cash compensation 11
* NOTE: 2006 data unavailable for Print production manager and Web programmer/developer (back end systems).
$120,000
$110,000
$100,000
$90,000
$80,000
$70,000
$60,000
$50,000
$40,000
$30,000
$20,000
$10,000
$0
2000 2002 2003 2004 2005 2006* 2007 20082001
Owner, Partner, Principal
Creative/Design Director
Marketing/New business manager or director
Art Director
Web producer/Senior producer/ Executive producer
Senior Designer
Solo Designer
Web developer (front end/interface systems)
Web programmer/Developer (back end systems)
Print production manager
Copywriter
Content developer
Web designer
Print production artist
Designer
Entry-level designer
economic data
Median total cash compensation 2000–2008
12 Median total cash compensation
position 2000 2001 2002 2003 2004 2005 2006* 2007 2008 annual ratEconsumEr pricE indEx (for prEvious 12 months) 2.2% 3.4% 2.8% 1.6% 2.3% 2.7% 3.4% 3.2% 2.8%
Solo designer $50,000 $58,000 $53,000 $50,000 $52,000 $53,500 $48,000 $60,000 $57,000 +1.6%% changE from prior yEar +16.0% -8.6% -5.7% +4.0% +2.9% -10.3% +25.0% -5.0%
Owner, Partner, Principal 90,000 84,000 90,000 80,000 85,000 90,000 75,000 100,000 95,000 +0.7% -6.7% +7.1% -11.1% +6.3% +5.9% -16.7% +33.3% -5.0%
Creative/Design director 80,000 77,500 80,000 80,000 80,000 82,000 76,000 90,000 95,000 +2.1% -3.1% +3.2% 0.0% 0.0% +2.5% -7.3% +18.4% +5.6%
Art director 53,500 58,800 60,000 60,000 60,000 62,000 59,600 70,000 70,000 +3.4% +9.9% +2.0% 0.0% 0.0% +3.3% -3.9% +17.4% 0.0%
Senior designer 50,000 50,000 50,000 52,000 51,000 54,000 50,000 60,000 60,000 +2.3% 0.0% 0.0% +4.0% -1.9% +5.9% -7.4% +20.0% 0.0%
Designer 36,000 40,000 40,000 40,000 40,000 40,000 38,500 44,000 45,000 +2.8% +11.1% 0.0% 0.0% 0.0% 0.0% -3.8% +14.3% +2.3%
Entry-level designer 30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2% 3.2% -6.3% 3.3% 3.2% 3.1% 6.1% 0.0%
Print production artist 35,000 36,000 38,000 38,000 40,000 40,000 40,000 41,200 45,000 +3.1% +2.9% +5.6% 0.0% +5.3% 0.0% 0.0% +3.0% +9.2%
Web designer 42,600 50,000 50,000 48,000 48,000 50,000 47,100 54,000 52,000 +2.5% +17.4% 0.0% -4.0% 0.0% +4.2% -5.8% +14.6% -3.7%
Copywriter 44,500 45,000 50,000 54,000 54,000 53,800 62,000 60,000 60,000 +3.7% +1.1% +11.1% +8.0% 0.0% -0.4% +15.2% -3.2% 0.0%
Print production manager 48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7% -7.2% +6.7% +4.2% 0.0% 0.0% 0.0%
Marketing/New business 60,000 70,000 70,000 62,500 75,000 74,000 +4.2%manager or director +16.7% 0.0% -10.7% +20.0% -1.3%
Web developer 49,300 50,000 56,900 50,000 50,000 58,000 57,000 60,000 65,000 +3.5% (front end/interface systems) +1.4% +13.8% -12.1% 0.0% +16.0% -1.7% +5.3% +8.3%
Web programmer/Developer 60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%(back end systems) 0.0% 0.0% -13.3% 0.0% +15.4% +4.0%
Web producer/Senior producer/ 60,000 61,500 73,000 60,000 62,500 63,000 53,100 70,000 72,000 +2.3%Executive producer +2.5% +18.7% -17.8% +4.2% +0.8% -15.7% +31.8% +2.9%
Content developer 45,000 43,500 50,000 46,500 52,000 60,000 68,300 55,000 55,000 +2.5% -3.3% +14.9% -7.0% +11.8% +15.4% +13.8% -19.5% 0.0%
NOTES: results not shown if fewer than 5 valid cases or 10 valid values.
*change in 2006 survey methodology may have affected measurements.
Median total cash compensation 1�
position 2000 2001 2002 2003 2004 2005 2006* 2007 2008 annual ratEconsumEr pricE indEx (for prEvious 12 months) 2.2% 3.4% 2.8% 1.6% 2.3% 2.7% 3.4% 3.2% 2.8%
Solo designer $50,000 $58,000 $53,000 $50,000 $52,000 $53,500 $48,000 $60,000 $57,000 +1.6%% changE from prior yEar +16.0% -8.6% -5.7% +4.0% +2.9% -10.3% +25.0% -5.0%
Owner, Partner, Principal 90,000 84,000 90,000 80,000 85,000 90,000 75,000 100,000 95,000 +0.7% -6.7% +7.1% -11.1% +6.3% +5.9% -16.7% +33.3% -5.0%
Creative/Design director 80,000 77,500 80,000 80,000 80,000 82,000 76,000 90,000 95,000 +2.1% -3.1% +3.2% 0.0% 0.0% +2.5% -7.3% +18.4% +5.6%
Art director 53,500 58,800 60,000 60,000 60,000 62,000 59,600 70,000 70,000 +3.4% +9.9% +2.0% 0.0% 0.0% +3.3% -3.9% +17.4% 0.0%
Senior designer 50,000 50,000 50,000 52,000 51,000 54,000 50,000 60,000 60,000 +2.3% 0.0% 0.0% +4.0% -1.9% +5.9% -7.4% +20.0% 0.0%
Designer 36,000 40,000 40,000 40,000 40,000 40,000 38,500 44,000 45,000 +2.8% +11.1% 0.0% 0.0% 0.0% 0.0% -3.8% +14.3% +2.3%
Entry-level designer 30,000 30,400 30,000 30,000 30,000 33,000 35,000 35,000 +2.2% 3.2% -6.3% 3.3% 3.2% 3.1% 6.1% 0.0%
Print production artist 35,000 36,000 38,000 38,000 40,000 40,000 40,000 41,200 45,000 +3.1% +2.9% +5.6% 0.0% +5.3% 0.0% 0.0% +3.0% +9.2%
Web designer 42,600 50,000 50,000 48,000 48,000 50,000 47,100 54,000 52,000 +2.5% +17.4% 0.0% -4.0% 0.0% +4.2% -5.8% +14.6% -3.7%
Copywriter 44,500 45,000 50,000 54,000 54,000 53,800 62,000 60,000 60,000 +3.7% +1.1% +11.1% +8.0% 0.0% -0.4% +15.2% -3.2% 0.0%
Print production manager 48,500 45,000 48,000 50,000 50,000 50,000 60,000 60,000 +2.7% -7.2% +6.7% +4.2% 0.0% 0.0% 0.0%
Marketing/New business 60,000 70,000 70,000 62,500 75,000 74,000 +4.2%manager or director +16.7% 0.0% -10.7% +20.0% -1.3%
Web developer 49,300 50,000 56,900 50,000 50,000 58,000 57,000 60,000 65,000 +3.5% (front end/interface systems) +1.4% +13.8% -12.1% 0.0% +16.0% -1.7% +5.3% +8.3%
Web programmer/Developer 60,000 60,000 60,000 52,000 52,000 60,000 60,000 62,400 +0.5%(back end systems) 0.0% 0.0% -13.3% 0.0% +15.4% +4.0%
Web producer/Senior producer/ 60,000 61,500 73,000 60,000 62,500 63,000 53,100 70,000 72,000 +2.3%Executive producer +2.5% +18.7% -17.8% +4.2% +0.8% -15.7% +31.8% +2.9%
Content developer 45,000 43,500 50,000 46,500 52,000 60,000 68,300 55,000 55,000 +2.5% -3.3% +14.9% -7.0% +11.8% +15.4% +13.8% -19.5% 0.0%
NOTES: results not shown if fewer than 5 valid cases or 10 valid values.
*change in 2006 survey methodology may have affected measurements.
economic data
AIGA design leaders confidence index
1� AIGA design leaders confidence index
Each quarter, AIGA surveys design leaders to assess their level of confidence in the design economy and the general economy. This index mirrors the Conference Board index of corporate CEOs’ assessment.
The intention is to give designers who are
experiencing either an upturn or downturn
in their own business a sense of what their
colleagues nationally are experiencing.
At the start of the new year, AIGA’s Design
Leaders Confidence Index revealed over-
whelmingly strong concern that the
national economy would falter in the next
six months, yet buoyant confidence that
the design economy will fare much better
than other sectors. The overall confidence
index—declining to 70.02 from the previ-
ous quarter’s 86.66—documents the
anticipation of a severe drop in overall
business activity. The index is now at the
lowest point since it has been measured.
The positive signs are in the assessment of
design business, which only one-third of
respondents feel will decline in the next six
months. Only one in four reduce their like-
lihood of hiring new employees, and only
one in six expect to reduce the acquisition
of equipment and software.
Nonetheless, if the general consensus
about the economy is true, there is likely
to be a shift in the character of designers’
business in the coming months, as busi-
nesses launch fewer new products and as
budgets tighten. This should affect the use
of the data on designers’ salaries as the
demand for designers and upward pres-
sures on salaries are likely to be soft.
www.aiga.org/confidence-index
Sample text 15AIGA design leaders confidence index 15
apr Jul oct Jan apr Jul oct Jan apr Jul oct Jan 2005 2005 2005 2006 2006 2006 2006 2007 2007 2007 2007 2008
110
105
100
95
90
85
80
75
70
65
60
55
50
94.79
98.22 98.46
90.73
94.24
86.66
70.02
The Design Leaders Confidence Index is modeled on the confidence indices developed by
the Conference Board for private sector corporate leaders. Over time, the index will help
AIGA in advocating the interests of the design community in Washington and with sponsors.
100
101.89
96.67
98.4696.76
section
2008 Compensation
Compensation overview 1�
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
$40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121
$65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782
$75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122
$55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225
$50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852
$38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084
$30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897
$36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426
$44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490
$48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331
$48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430
$60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302
$50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255
$49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163
$60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140
$47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98
Solo designer
Owner, Partner, Principal
Creative/Design director
Art director
Senior designer
Designer
Entry-level designer
Print production artist
Web designer
Copywriter
Print production manager
Marketing/New businessmanager or director
Web developer(front end/interface systems)
Web programmer/Developer (back end systems)
Web producer/Senior producer/Executive producer
Content developer
2008 comPensation
Compensation overview
18 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Solo designer
A solo designer is a freelance or self-employed design professional who works independently of a company and has no employees.
$40,000 $70,000
Solo designer 19
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $40,000 $57,000 $80,000 $40,000 $60,000 $80,000 1,121
RegionNew England $40,000 $56,500 $83,500 $40,800 $60,000 $83,500 90Middle Atlantic $45,000 $65,000 $85,000 $45,000 $65,000 $90,000 231South Atlantic $35,800 $52,000 $75,000 $37,900 $54,000 $77,000 174East North Central $35,000 $49,800 $65,000 $37,100 $50,000 $65,800 144East South Central $37,000 $43,000 $68,000 $37,000 $45,000 $68,000 19West North Central $40,000 $49,500 $85,000 $40,000 $50,000 $90,000 63West South Central $36,000 $60,000 $75,000 $36,000 $60,000 $75,800 53Mountain $40,000 $55,000 $77,900 $40,000 $60,000 $87,500 69Pacific $42,000 $60,000 $80,000 $45,000 $61,000 $80,000 278
MetroareaAtlanta $38,000 $55,000 $75,000 $38,500 $55,000 $75,900 25Austin $45,000 $60,000 $75,000 $45,000 $60,000 $75,000 15Baltimore $36,000 $45,000 $70,000 $37,500 $50,000 $70,000 19Boston $41,500 $59,000 $80,000 $43,900 $60,000 $80,000 50Chicago $36,900 $50,000 $65,000 $40,000 $51,000 $70,500 74Cincinnati n/a n/a n/a n/a n/a n/a 3Cleveland n/a n/a n/a n/a n/a n/a 8Dallas $51,000 $65,000 $100,000 $51,000 $70,000 $100,000 17Denver $38,800 $56,000 $65,100 $43,800 $60,000 $66,300 22Detroit $24,500 $41,000 $50,000 $28,800 $41,000 $50,000 12Houston n/a n/a n/a n/a n/a n/a 9Indianapolis $38,000 $50,000 $61,300 $38,800 $50,000 $73,800 10Kansas City n/a n/a n/a n/a n/a n/a 3Los Angeles $44,800 $60,000 $80,000 $45,000 $65,000 $84,800 94Miami n/a n/a n/a n/a n/a n/a 9Minneapolis/St. Paul $40,000 $50,000 $88,800 $42,300 $62,500 $95,000 40Nashville n/a n/a n/a n/a n/a n/a 6New York $45,300 $66,000 $90,000 $50,000 $70,000 $96,300 170Omaha n/a n/a n/a n/a n/a n/a 4Orlando $29,100 $35,000 $52,000 $29,100 $40,000 $52,000 11Philadelphia $38,000 $50,000 $78,500 $38,000 $52,500 $80,000 29Phoenix $40,000 $65,000 $85,000 $55,000 $65,000 $85,000 11Pittsburgh n/a n/a n/a n/a n/a n/a 7Portland $40,000 $45,000 $70,000 $40,000 $50,000 $72,000 27Raleigh n/a n/a n/a n/a n/a n/a 6Richmond n/a n/a n/a n/a n/a n/a 8San Diego $42,300 $60,000 $73,100 $44,500 $60,000 $73,100 26San Francisco $54,400 $67,000 $90,900 $55,000 $70,000 $100,000 58Seattle $40,000 $50,000 $68,000 $40,300 $52,000 $72,500 33St. Louis n/a n/a n/a n/a n/a n/a 7Washington, D.C. $45,000 $60,000 $94,000 $45,000 $62,500 $94,000 50
TypeoforganizationDesign studio or consultancy $40,500 $60,000 $80,000 $43,000 $60,000 $85,000 69Advertising agency $38,000 $45,000 $87,500 $38,000 $45,000 $87,500 15Publishing house $36,100 $47,500 $64,300 $39,400 $51,000 $64,300 14Web development firm n/a n/a n/a n/a n/a n/a 4In-house design department $39,000 $50,000 $70,000 $40,000 $52,500 $72,000 63Other $40,000 $60,000 $80,000 $40,000 $60,000 $80,000 955
Sizeoforganization2–9 $37,300 $51,000 $80,000 $40,000 $55,000 $80,000 14410–99 $40,000 $50,000 $74,500 $40,000 $50,000 $78,200 76100–999 $40,000 $50,000 $60,000 $40,000 $50,000 $60,000 531,000+ $46,300 $60,000 $80,000 $46,500 $60,000 $80,000 73
ClientbaseLocal/regional only $36,000 $50,000 $73,200 $38,900 $55,000 $75,000 497National $42,000 $60,000 $85,000 $45,000 $60,000 $93,000 383International $43,000 $60,000 $80,000 $45,000 $62,500 $89,400 204n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
20 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Owner, Partner, Principal
An owner, partner, principal holds an equity position and has major business responsibility for a firm having employees.
$53,000 $200,000
Owner, Partner, Principal 21
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $65,000 $95,000 $140,000 $75,000 $105,000 $170,000 782
RegionNew England $60,000 $100,000 $125,000 $80,000 $122,500 $163,800 53Middle Atlantic $74,800 $115,000 $187,500 $80,000 $137,500 $221,300 152South Atlantic $72,000 $95,000 $125,000 $80,000 $100,000 $150,000 109East North Central $60,000 $90,000 $130,000 $70,000 $104,800 $148,000 120East South Central $72,800 $100,000 $101,300 $74,300 $100,000 $121,500 13West North Central $70,000 $100,000 $140,000 $80,000 $104,000 $165,000 66West South Central $70,000 $95,000 $135,000 $75,000 $120,000 $150,000 40Mountain $49,000 $75,000 $115,000 $49,000 $75,000 $131,300 55Pacific $60,000 $90,000 $150,000 $75,000 $102,000 $200,000 174
MetroareaAtlanta $75,000 $92,500 $120,000 $84,000 $105,000 $128,500 22Austin $55,000 $85,000 $96,000 $55,000 $95,000 $112,000 9Baltimore $70,000 $75,000 $150,000 $82,000 $100,000 $150,000 11Boston $56,000 $100,000 $125,000 $90,000 $125,000 $175,000 29Chicago $70,500 $90,000 $140,000 $81,300 $104,800 $140,000 60Cincinnati $52,000 $100,000 $150,000 $55,000 $125,000 $200,000 8Cleveland $87,000 $110,000 $150,000 $110,000 $117,000 $150,000 5Dallas n/a n/a n/a n/a n/a n/a 6Denver $61,300 $75,000 $107,500 $62,500 $85,000 $118,800 13Detroit $50,000 $53,000 $90,000 $50,000 $53,000 $90,000 8Houston $95,000 $120,000 $135,000 $120,000 $135,000 $210,000 11Indianapolis $60,000 $72,500 $100,000 $91,300 $147,500 $500,000 6Kansas City n/a n/a n/a n/a n/a n/a 4Los Angeles $60,000 $95,000 $150,000 $91,300 $120,000 $176,300 41Miami $49,600 $75,000 $100,000 $75,000 $87,000 $107,500 11Minneapolis/St. Paul $65,000 $100,000 $141,000 $70,000 $100,000 $170,000 32Nashville n/a n/a n/a n/a n/a n/a 3New York $87,900 $125,000 $200,000 $90,000 $160,000 $250,000 112Omaha n/a n/a n/a n/a n/a n/a 5Orlando n/a n/a n/a n/a n/a n/a 2Philadelphia $65,000 $80,000 $115,000 $65,000 $90,000 $115,000 19Phoenix $75,000 $120,000 $167,200 $90,000 $135,000 $167,200 8Pittsburgh n/a n/a n/a n/a n/a n/a 3Portland $45,000 $60,000 $75,000 $48,300 $70,000 $75,000 9Raleigh $100,000 $125,000 $175,000 $103,000 $150,000 $200,000 7Richmond n/a n/a n/a n/a n/a n/a 3San Diego $69,000 $85,000 $100,000 $73,000 $90,000 $100,000 20San Francisco $85,000 $125,000 $200,000 $100,000 $150,000 $300,000 47Seattle $60,000 $80,000 $140,000 $63,000 $108,000 $300,000 22St. Louis $125,000 $135,000 $237,500 $165,000 $200,000 $300,000 8Washington, D.C. $75,000 $105,000 $150,000 $80,000 $120,000 $172,500 34
TypeoforganizationDesign studio or consultancy $65,000 $90,000 $140,000 $75,000 $110,000 $175,000 521Advertising agency $80,000 $100,000 $150,000 $90,000 $122,500 $175,000 74Publishing house n/a n/a n/a n/a n/a n/a 7Web development firm $40,000 $74,000 $120,000 $44,000 $82,000 $120,000 19In-house design department $96,500 $145,000 $282,500 $97,000 $155,000 $300,000 17Other $60,000 $90,000 $144,000 $70,000 $100,000 $150,000 142
Sizeoforganization2–9 $60,000 $80,000 $110,000 $65,000 $90,000 $140,000 50710–99 $92,000 $125,000 $175,000 $100,000 $150,000 $240,000 211100–999 $189,500 $250,000 $380,000 $244,600 $365,800 $421,300 161,000+ $95,000 $150,000 $216,300 $105,000 $200,000 $300,000 12
ClientbaseLocal/regional only $52,000 $75,000 $100,000 $60,000 $88,000 $137,500 224National $65,000 $97,500 $135,000 $80,000 $110,000 $160,000 349International $80,000 $120,000 $200,000 $91,300 $145,000 $250,000 202n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
22 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Creative/Design director
A creative director or design director is the creative head of a design firm, advertising agency or an in-house corporate design department. In all of these positions, key responsibilities can include the development of graphic design, advertising, communications and industrial design publications.
$51,000 $127,500
Creative/Design director 2�
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $75,000 $95,000 $120,000 $78,000 $100,000 $130,000 1,122
RegionNew England $80,000 $93,000 $105,000 $82,000 $100,000 $126,500 64Middle Atlantic $88,300 $110,000 $140,000 $95,000 $120,000 $150,000 236South Atlantic $65,000 $85,000 $109,300 $69,000 $92,000 $118,200 198East North Central $70,000 $90,000 $110,000 $75,000 $97,000 $123,000 157East South Central $44,100 $70,000 $90,300 $44,400 $72,000 $95,000 35West North Central $70,000 $90,000 $120,000 $80,000 $98,000 $125,000 89West South Central $75,000 $85,000 $100,000 $75,000 $97,100 $115,300 58Mountain $62,600 $80,000 $105,000 $65,000 $83,500 $114,500 70Pacific $80,000 $100,000 $125,000 $85,000 $120,000 $140,000 215
MetroareaAtlanta $64,500 $87,000 $109,800 $69,500 $95,000 $120,000 38Austin $63,000 $80,000 $100,000 $69,300 $85,000 $105,000 11Baltimore $62,000 $85,000 $145,000 $65,000 $85,000 $145,000 14Boston $80,000 $96,000 $103,000 $87,000 $105,000 $125,000 36Chicago $74,800 $95,000 $117,500 $78,500 $100,000 $135,000 70Cincinnati $80,000 $104,000 $110,000 $85,500 $120,000 $135,000 13Cleveland $71,300 $85,800 $95,000 $75,000 $101,000 $135,000 10Dallas $94,500 $100,000 $130,000 $99,200 $100,000 $130,000 17Denver $68,500 $85,000 $130,000 $70,000 $90,000 $160,000 25Detroit $90,000 $100,000 $110,000 $90,000 $100,000 $110,000 12Houston $75,000 $81,000 $94,300 $88,500 $95,000 $110,000 16Indianapolis $57,500 $65,000 $78,500 $58,000 $75,000 $88,500 13Kansas City $70,000 $97,500 $121,100 $75,000 $110,500 $137,400 16Los Angeles $80,000 $95,200 $123,500 $85,000 $115,000 $125,000 57Miami $60,000 $67,700 $82,500 $60,000 $74,200 $90,000 14Minneapolis/St. Paul $80,000 $95,000 $125,000 $90,000 $106,000 $129,100 38Nashville $32,000 $51,000 $77,500 $37,000 $51,000 $85,300 9New York $100,000 $120,000 $150,000 $100,000 $127,500 $170,000 169Omaha n/a n/a n/a n/a n/a n/a 7Orlando $70,000 $71,000 $108,500 $70,000 $71,000 $121,300 8Philadelphia $87,500 $100,000 $120,000 $90,000 $114,000 $135,000 32Phoenix $36,000 $80,000 $85,000 $36,000 $80,000 $85,000 10Pittsburgh $50,300 $63,000 $88,300 $52,000 $68,000 $91,800 14Portland $83,000 $92,500 $110,000 $83,300 $100,000 $120,000 19Raleigh $70,000 $88,000 $114,200 $71,500 $103,000 $119,200 13Richmond n/a n/a n/a n/a n/a n/a 6San Diego $75,000 $80,000 $96,000 $80,000 $85,000 $105,000 19San Francisco $100,000 $125,000 $135,000 $115,300 $126,000 $150,000 55Seattle $85,000 $106,500 $125,000 $93,600 $120,000 $140,000 30St. Louis $70,000 $81,000 $110,000 $80,000 $86,300 $110,000 15Washington, D.C. $72,600 $95,000 $110,000 $81,300 $100,000 $124,300 74
TypeoforganizationDesign studio or consultancy $78,000 $95,000 $120,000 $84,000 $105,000 $126,000 250Advertising agency $81,500 $100,000 $126,300 $85,000 $102,600 $140,000 125Publishing house $66,500 $82,000 $113,000 $68,000 $87,000 $125,000 67Web development firm $62,500 $87,500 $131,300 $70,500 $95,000 $147,500 18In-house design department $70,000 $93,000 $120,000 $75,000 $100,000 $130,000 412Other $70,000 $95,000 $120,000 $75,000 $100,000 $130,000 247
Sizeoforganization2–9 $58,000 $75,000 $100,000 $60,500 $80,000 $100,000 17910–99 $75,000 $90,000 $116,000 $75,000 $100,000 $123,900 385100–999 $75,000 $95,200 $123,800 $79,000 $100,000 $130,000 2411,000+ $82,000 $108,000 $125,000 $90,000 $118,000 $140,000 310
ClientbaseLocal/regional only $55,000 $70,000 $92,800 $56,000 $77,000 $99,800 178National $72,000 $90,500 $114,300 $75,000 $100,000 $125,000 360International $80,000 $100,000 $125,000 $85,500 $115,000 $140,000 428n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
2� 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Art director
The art director establishes the conceptual and stylistic direction for design staff and orchestrates their work, as well as the work of production artists, photographers, illustrators, prepress technicians, printers and anyone else who is involved in the development of a project. The art director generally selects vendors and, if there isn’t a creative director on staff, has final creative authority.
$50,000 $92,500
Art director 25
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $55,000 $70,000 $85,000 $60,000 $75,000 $90,000 1,225
RegionNew England $65,000 $75,000 $85,000 $67,000 $80,000 $91,000 74Middle Atlantic $65,000 $80,000 $100,000 $67,000 $90,000 $102,500 282South Atlantic $51,000 $65,000 $75,400 $55,000 $68,000 $80,000 238East North Central $55,000 $65,000 $78,000 $58,000 $70,000 $80,000 155East South Central $50,000 $55,500 $72,300 $50,000 $65,000 $76,800 17West North Central $50,000 $60,000 $75,000 $55,000 $65,000 $81,000 111West South Central $50,000 $60,000 $70,000 $52,000 $61,000 $70,000 65Mountain $50,500 $57,500 $70,000 $54,000 $60,000 $70,000 62Pacific $62,100 $80,000 $90,000 $65,000 $80,000 $95,000 221
MetroareaAtlanta $59,300 $75,000 $80,000 $61,800 $75,000 $82,300 39Austin $45,000 $52,500 $70,000 $45,500 $55,000 $70,000 17Baltimore $54,500 $60,000 $64,000 $55,000 $64,000 $75,000 16Boston $68,000 $80,000 $90,000 $70,000 $82,000 $95,300 50Chicago $56,000 $66,000 $78,000 $60,000 $70,000 $80,000 68Cincinnati $73,000 $77,500 $90,000 $73,000 $83,500 $104,000 10Cleveland $50,000 $65,000 $70,000 $50,000 $70,000 $70,000 10Dallas $52,000 $65,000 $79,100 $55,000 $68,000 $80,000 27Denver $50,000 $54,000 $85,000 $50,000 $58,000 $89,000 13Detroit $55,000 $60,000 $81,000 $55,000 $60,000 $82,500 15Houston $56,000 $60,000 $68,000 $56,000 $65,000 $68,000 14Indianapolis n/a n/a n/a n/a n/a n/a 8Kansas City $55,000 $80,000 $88,100 $55,000 $85,500 $90,000 14Los Angeles $60,000 $80,000 $90,300 $64,900 $85,000 $95,000 69Miami n/a n/a n/a n/a n/a n/a 7Minneapolis/St. Paul $55,000 $63,200 $74,800 $57,000 $68,500 $76,800 48Nashville n/a n/a n/a n/a n/a n/a 6New York $75,000 $87,500 $100,000 $77,000 $92,500 $110,000 222Omaha $40,500 $49,300 $68,000 $44,200 $50,000 $75,000 15Orlando $55,000 $57,500 $65,000 $57,000 $63,000 $65,000 9Philadelphia $59,000 $70,000 $80,000 $64,000 $72,500 $85,000 35Phoenix $53,400 $55,000 $61,000 $55,000 $57,000 $61,000 17Pittsburgh $50,000 $53,500 $70,000 $50,000 $53,500 $80,000 8Portland $63,000 $70,000 $75,000 $65,000 $75,000 $75,000 21Raleigh $57,000 $72,800 $90,000 $58,500 $72,800 $100,000 16Richmond $44,000 $45,000 $68,300 $44,000 $49,000 $69,000 11San Diego $60,000 $65,000 $83,000 $60,000 $67,300 $92,800 19San Francisco $77,500 $85,000 $92,000 $77,500 $90,000 $98,500 57Seattle $66,000 $80,000 $91,500 $70,500 $85,000 $95,000 24St. Louis $60,000 $70,000 $75,000 $64,000 $70,000 $85,000 14Washington, D.C. $70,000 $75,800 $90,000 $72,000 $80,000 $90,000 82
TypeoforganizationDesign studio or consultancy $60,000 $72,000 $85,000 $61,600 $75,000 $90,000 215Advertising agency $50,000 $60,000 $75,000 $50,000 $64,000 $80,000 215Publishing house $55,000 $72,000 $88,300 $56,000 $75,000 $90,500 107Web development firm $70,000 $75,000 $100,000 $73,500 $80,000 $100,000 13In-house design department $60,000 $75,000 $90,000 $62,700 $79,000 $95,000 440Other $60,000 $75,000 $90,000 $60,000 $75,000 $90,000 232
Sizeoforganization2–9 $45,000 $56,500 $72,000 $50,000 $60,000 $75,000 16810–99 $54,900 $65,000 $80,000 $58,000 $70,000 $85,000 420100–999 $60,000 $73,000 $90,000 $60,000 $75,000 $90,000 2821,000+ $60,000 $75,000 $90,000 $65,000 $80,000 $96,000 345
ClientbaseLocal/regional only $45,000 $57,300 $72,000 $50,000 $60,000 $75,000 181National $55,000 $68,000 $81,300 $57,000 $70,000 $85,500 437International $60,000 $75,000 $90,000 $65,000 $77,000 $95,000 425n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
2� 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Senior designer
The senior designer is responsible for conceptualization and design of solutions to their completion. In some firms, a senior designer directs the work of one or more junior designers who generate comps and create layouts and final art. In some cases, senior de-signers do not manage staff but are designated “senior” because of their authority in design decision-making.
$43,000 $80,000
Senior designer 2�
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $50,500 $60,000 $72,500 $53,500 $65,000 $78,000 1,852
RegionNew England $55,000 $65,000 $75,000 $56,000 $68,000 $82,000 143Middle Atlantic $55,000 $65,000 $75,000 $58,000 $70,000 $81,900 384South Atlantic $48,500 $58,000 $68,000 $50,000 $60,000 $72,500 328East North Central $48,500 $58,000 $65,000 $50,300 $60,000 $70,000 254East South Central $39,800 $50,800 $60,000 $43,900 $51,500 $66,800 34West North Central $48,000 $60,000 $75,000 $50,000 $62,500 $80,000 145West South Central $50,000 $56,000 $65,000 $54,000 $60,000 $70,000 65Mountain $45,000 $55,000 $66,000 $47,500 $57,200 $70,000 112Pacific $55,000 $65,000 $80,000 $60,000 $70,000 $82,000 387
MetroareaAtlanta $49,000 $60,000 $67,000 $50,000 $61,000 $71,000 58Austin $49,500 $55,000 $65,000 $53,500 $56,300 $67,000 17Baltimore $46,000 $56,000 $65,000 $46,000 $56,500 $68,000 34Boston $56,000 $65,000 $73,000 $57,000 $67,000 $78,000 99Chicago $52,900 $60,000 $65,000 $55,000 $62,000 $74,000 128Cincinnati $48,000 $62,500 $69,000 $50,500 $66,000 $70,000 21Cleveland $53,400 $60,000 $75,000 $56,100 $60,000 $77,000 16Dallas $54,500 $60,000 $85,000 $58,500 $60,000 $85,000 19Denver $50,000 $59,000 $66,000 $52,000 $62,000 $73,100 49Detroit $50,000 $60,000 $82,000 $50,000 $61,000 $82,000 15Houston $55,500 $65,000 $65,000 $60,000 $65,000 $79,000 17Indianapolis $40,500 $43,000 $47,500 $43,000 $43,000 $50,000 15Kansas City $53,000 $75,000 $82,500 $55,000 $75,000 $82,500 16Los Angeles $58,000 $65,000 $80,000 $60,000 $71,000 $80,000 120Miami $47,000 $58,000 $67,000 $50,000 $60,000 $69,000 9Minneapolis/St. Paul $52,000 $60,000 $75,000 $55,000 $65,000 $75,000 74Nashville $39,800 $45,000 $52,000 $43,900 $49,000 $65,000 9New York $60,000 $67,000 $80,000 $60,600 $74,000 $85,000 288Omaha $47,000 $48,000 $49,000 $48,000 $48,300 $55,000 10Orlando $42,500 $46,500 $58,800 $42,500 $48,000 $62,500 10Philadelphia $50,000 $58,000 $70,000 $50,000 $58,000 $75,000 50Phoenix $42,600 $45,000 $62,500 $43,000 $46,300 $62,500 19Pittsburgh $43,300 $52,000 $57,500 $43,300 $52,200 $62,500 14Portland $51,000 $55,000 $65,000 $52,000 $60,000 $65,000 23Raleigh $50,000 $52,000 $77,500 $50,000 $52,000 $78,800 15Richmond $45,800 $58,000 $100,000 $50,000 $71,000 $115,000 8San Diego $52,300 $60,500 $71,800 $52,500 $65,500 $79,200 34San Francisco $65,000 $75,000 $84,000 $66,300 $80,000 $90,000 107Seattle $55,000 $61,500 $75,000 $56,000 $68,000 $80,000 58St. Louis $50,000 $60,000 $74,000 $50,000 $70,000 $82,000 22Washington, D.C. $55,000 $62,000 $70,000 $56,000 $65,000 $75,000 132
TypeoforganizationDesign studio or consultancy $50,000 $60,000 $70,000 $54,000 $65,000 $75,000 502Advertising agency $46,100 $60,000 $70,000 $48,000 $60,000 $75,000 122Publishing house $50,000 $58,000 $65,000 $50,000 $60,000 $67,000 95Web development firm $53,100 $64,500 $77,300 $53,400 $72,000 $80,000 19In-house design department $52,000 $62,000 $75,000 $55,000 $65,000 $80,000 720Other $52,000 $63,000 $75,000 $54,000 $65,000 $80,000 390
Sizeoforganization2–9 $45,000 $55,000 $65,000 $48,900 $57,000 $70,000 32910–99 $50,000 $60,000 $72,600 $52,000 $65,000 $76,300 548100–999 $51,000 $61,000 $72,000 $52,500 $65,000 $80,000 4211,000+ $55,000 $64,000 $75,000 $57,500 $66,000 $80,000 543
ClientbaseLocal/regional only $45,000 $55,000 $63,300 $46,000 $56,100 $67,000 316National $50,000 $60,000 $70,000 $52,100 $63,000 $75,000 611International $55,000 $65,000 $75,000 $57,200 $68,000 $80,000 659
28 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Designer
A designer is responsible for conceptualization and design of graphic applications such as collateral material, environmental graphics, books and magazines, corporate identity, film titling and multimedia interfaces, to their completion.
$37,000 $55,000
Designer 29
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $38,000 $45,000 $52,000 $39,000 $45,000 $55,000 2,084
RegionNew England $42,000 $47,000 $56,000 $43,000 $50,000 $60,000 133Middle Atlantic $40,000 $48,000 $55,000 $42,000 $50,000 $60,000 375South Atlantic $36,000 $43,000 $50,000 $38,000 $44,700 $52,000 353East North Central $37,000 $41,600 $50,000 $38,000 $42,500 $50,800 313East South Central $33,000 $35,000 $42,000 $33,000 $38,000 $45,900 48West North Central $35,000 $40,000 $50,000 $35,000 $42,000 $50,300 200West South Central $37,000 $40,200 $49,000 $38,000 $42,500 $50,000 96Mountain $35,000 $40,000 $46,000 $35,000 $43,000 $49,900 143Pacific $40,000 $48,000 $58,900 $42,500 $50,000 $62,000 423
MetroareaAtlanta $42,000 $50,000 $52,000 $45,000 $50,000 $58,800 41Austin $41,000 $45,000 $50,000 $44,000 $46,000 $50,000 26Baltimore $36,000 $40,000 $45,300 $36,000 $41,300 $48,800 37Boston $42,000 $47,000 $58,000 $43,000 $48,000 $60,000 98Chicago $38,000 $44,600 $53,000 $40,000 $45,500 $58,000 128Cincinnati $35,000 $39,500 $45,800 $36,600 $40,000 $48,500 24Cleveland $41,600 $45,000 $50,000 $42,000 $45,000 $50,000 26Dallas $34,000 $39,000 $46,500 $34,000 $39,000 $48,400 16Denver $34,900 $43,600 $48,000 $35,800 $44,100 $52,000 39Detroit $40,000 $45,000 $46,000 $40,000 $45,000 $53,600 17Houston $39,400 $40,000 $50,000 $40,000 $42,000 $55,000 26Indianapolis $35,000 $38,000 $50,000 $36,000 $40,000 $51,000 23Kansas City $38,500 $41,000 $54,500 $40,000 $47,000 $57,800 28Los Angeles $43,000 $50,000 $60,300 $44,000 $52,000 $65,000 122Miami $36,000 $40,000 $43,500 $37,000 $40,000 $44,000 21Minneapolis/St. Paul $35,000 $42,000 $50,000 $37,500 $45,000 $50,400 101Nashville $33,000 $35,500 $40,000 $33,000 $37,500 $43,000 12New York $43,000 $50,000 $56,000 $45,000 $53,000 $60,000 268Omaha $39,500 $41,000 $46,000 $40,000 $42,000 $49,600 11Orlando $35,000 $43,000 $45,000 $36,600 $43,000 $49,500 11Philadelphia $40,000 $48,000 $55,000 $40,000 $50,000 $60,000 53Phoenix $35,000 $42,000 $47,000 $35,000 $44,000 $47,000 27Pittsburgh $35,000 $35,000 $45,000 $35,000 $37,000 $48,000 22Portland $38,000 $45,000 $50,000 $38,000 $45,000 $55,000 44Raleigh $35,000 $40,000 $45,000 $35,000 $41,000 $47,500 19Richmond $36,400 $48,000 $49,600 $40,000 $48,000 $59,300 14San Diego $37,300 $45,000 $50,000 $37,400 $48,000 $52,000 39San Francisco $46,000 $54,000 $65,000 $47,000 $55,000 $65,000 97Seattle $40,000 $45,000 $50,000 $43,500 $48,500 $62,500 60St. Louis $39,200 $40,000 $45,000 $40,000 $45,000 $60,000 18Washington, D.C. $42,000 $48,000 $55,000 $42,000 $50,000 $60,000 128
TypeoforganizationDesign studio or consultancy $38,000 $43,000 $50,000 $40,000 $45,000 $54,500 520Advertising agency $35,000 $40,000 $47,500 $36,500 $42,100 $50,000 186Publishing house $35,000 $40,000 $47,000 $35,000 $40,000 $48,000 107Web development firm $41,500 $52,500 $70,000 $41,500 $55,000 $85,000 11In-house design department $40,000 $45,000 $55,000 $40,000 $48,000 $60,000 794Other $38,000 $45,000 $52,000 $38,500 $45,900 $55,000 458
Sizeoforganization2–9 $35,000 $40,000 $46,000 $36,000 $42,800 $49,000 38310–99 $37,000 $42,000 $50,000 $38,000 $45,000 $53,000 659100–999 $37,000 $45,000 $55,000 $38,000 $45,000 $55,000 4801,000+ $41,000 $49,000 $60,000 $42,000 $50,000 $60,000 546
ClientbaseLocal/regional only $35,000 $40,000 $47,500 $35,000 $42,000 $50,000 416National $37,000 $43,000 $50,000 $38,000 $45,000 $55,000 643International $40,000 $45,000 $55,000 $40,000 $48,000 $58,000 719
�0 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Entry-level designer
An entry-level designer is one to two years out of school and requires mentoring in all aspects of design conception and implementation.
$30,000 $42,500
Entry-level designer �1
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $30,000 $35,000 $40,000 $32,000 $36,000 $42,000 897
RegionNew England $32,100 $37,600 $45,000 $32,600 $39,600 $46,500 52Middle Atlantic $33,000 $35,000 $40,000 $34,000 $38,000 $45,000 193South Atlantic $30,000 $35,000 $39,200 $32,000 $35,000 $41,700 140East North Central $30,000 $34,000 $38,000 $30,000 $35,000 $39,800 140East South Central $25,000 $30,000 $33,500 $25,000 $30,500 $35,800 25West North Central $30,000 $32,500 $38,000 $30,000 $34,000 $40,000 71West South Central $30,000 $32,000 $35,000 $30,000 $32,500 $36,000 58Mountain $32,000 $33,000 $35,300 $33,000 $35,000 $37,000 54Pacific $32,000 $38,000 $42,000 $33,300 $40,000 $42,500 164
MetroareaAtlanta $32,000 $35,000 $42,000 $35,000 $35,800 $42,800 22Austin $31,500 $33,000 $40,000 $32,000 $34,500 $42,000 13Baltimore $32,000 $35,000 $45,000 $32,000 $35,100 $45,000 13Boston $35,000 $40,000 $45,000 $35,500 $40,000 $49,500 30Chicago $33,000 $35,000 $40,000 $33,000 $35,000 $44,000 65Cincinnati $30,000 $39,500 $43,000 $31,500 $42,000 $45,900 13Cleveland $31,900 $35,000 $38,000 $32,000 $35,000 $38,800 13Dallas $30,000 $33,000 $38,000 $30,000 $36,000 $38,200 14Denver $32,000 $33,000 $34,000 $33,000 $34,000 $37,000 20Detroit $28,000 $30,000 $32,000 $28,000 $30,000 $32,000 7Houston $30,000 $33,500 $36,500 $30,000 $35,500 $39,300 11Indianapolis n/a n/a n/a n/a n/a n/a 4Kansas City $29,500 $37,000 $42,000 $30,000 $40,500 $42,000 13Los Angeles $34,000 $40,000 $42,000 $35,000 $40,000 $42,500 47Miami n/a n/a n/a n/a n/a n/a 4Minneapolis/St. Paul $30,800 $35,000 $40,000 $32,000 $36,000 $40,000 35Nashville n/a n/a n/a n/a n/a n/a 6New York $35,000 $37,000 $42,000 $35,000 $40,000 $45,000 141Omaha n/a n/a n/a n/a n/a n/a 5Orlando n/a n/a n/a n/a n/a n/a 5Philadelphia $30,000 $35,000 $40,000 $30,200 $35,300 $45,000 33Phoenix $34,000 $38,000 $40,000 $34,000 $38,000 $42,500 10Pittsburgh $30,000 $30,000 $31,000 $30,000 $30,000 $34,000 8Portland $21,000 $30,000 $41,300 $32,600 $42,500 $45,000 10Raleigh $34,000 $35,000 $37,500 $34,000 $36,000 $42,800 9Richmond n/a n/a n/a n/a n/a n/a 4San Diego $30,000 $35,000 $40,000 $33,000 $39,000 $40,000 20San Francisco $38,000 $41,000 $45,000 $40,000 $42,500 $45,800 37Seattle $32,000 $36,000 $40,000 $33,000 $40,000 $42,000 19St. Louis n/a n/a n/a n/a n/a n/a 4Washington, D.C. $33,000 $36,000 $40,000 $35,000 $38,000 $45,000 49
TypeoforganizationDesign studio or consultancy $31,000 $35,000 $40,000 $32,900 $36,000 $41,000 313Advertising agency $30,000 $32,000 $35,000 $30,000 $32,000 $35,000 84Publishing house $29,000 $34,000 $40,000 $30,000 $35,000 $42,000 45Web development firm $30,000 $40,000 $43,800 $30,500 $40,000 $45,600 15In-house design department $30,900 $36,000 $40,000 $32,200 $37,000 $44,900 258Other $31,000 $35,000 $41,000 $32,000 $36,000 $42,000 179
Sizeoforganization2–9 $30,000 $34,000 $37,900 $31,000 $35,000 $40,000 21210–99 $30,000 $34,000 $40,000 $30,700 $35,000 $40,000 333100–999 $30,000 $35,000 $40,000 $31,000 $36,000 $42,000 1681,000+ $34,000 $38,000 $42,000 $35,000 $40,000 $45,000 176
ClientbaseLocal/regional only $29,000 $32,000 $36,000 $30,000 $33,600 $36,000 164National $30,000 $35,000 $40,000 $30,500 $35,000 $40,000 334International $32,000 $35,000 $40,000 $33,000 $38,000 $45,000 308n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
�2 2008 Compensation
2008 Median total cash compensation comparison by metro area
Position title
national comParison
denotes FeWer tHan 5 valid cases or 10 valid values
Position descriPtion
Print production artist
A print production artist has a working understanding of layout, type and color, and is able to take instructions from a designer and create a complete layout, working proficiently in InDesign, Quark, Photoshop and Illustrator. Responsibilities also include producing final files that image properly to printer specification.
$33,500 $65,000
Print production artist ��
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $36,000 $45,000 $53,000 $37,000 $47,500 $55,000 426
RegionNew England $42,300 $50,000 $58,500 $42,300 $50,000 $60,000 17Middle Atlantic $37,000 $50,000 $60,000 $40,000 $50,000 $60,200 71South Atlantic $35,000 $45,000 $50,000 $35,000 $45,000 $50,000 77East North Central $39,600 $45,000 $53,000 $40,000 $48,000 $55,000 58East South Central $30,000 $31,000 $35,000 $30,000 $31,000 $35,000 8West North Central $37,000 $45,000 $50,000 $37,000 $48,000 $55,000 45West South Central $30,000 $40,000 $45,000 $30,000 $40,000 $45,000 27Mountain $35,000 $40,000 $44,000 $35,000 $40,000 $46,000 28Pacific $41,200 $50,000 $60,000 $43,000 $51,100 $65,000 95
MetroareaAtlanta $38,100 $40,000 $57,500 $38,100 $40,000 $57,800 10Austin $35,000 $40,000 $40,000 $35,000 $40,000 $40,000 8Baltimore $34,000 $42,000 $48,000 $34,600 $42,000 $50,000 14Boston $43,000 $47,500 $60,000 $43,000 $47,500 $60,000 10Chicago $41,600 $47,000 $55,000 $44,000 $48,800 $55,000 28Cincinnati n/a n/a n/a n/a n/a n/a 3Cleveland n/a n/a n/a n/a n/a n/a 1Dallas $41,500 $46,300 $50,000 $42,000 $49,500 $65,000 10Denver $35,000 $35,000 $44,000 $35,000 $40,000 $46,000 7Detroit $32,000 $40,000 $42,000 $37,000 $42,000 $51,000 7Houston n/a n/a n/a n/a n/a n/a 2Indianapolis n/a n/a n/a n/a n/a n/a 4Kansas City $33,500 $50,000 $52,900 $33,500 $50,000 $52,900 6Los Angeles $45,000 $50,000 $55,800 $45,000 $50,000 $59,000 25Miami $47,000 $50,000 $50,000 $47,000 $50,000 $60,000 5Minneapolis/St. Paul $39,600 $45,500 $50,000 $39,600 $47,000 $55,000 28Nashville n/a n/a n/a n/a n/a n/a 2New York $50,000 $57,000 $65,000 $50,000 $60,000 $65,000 46Omaha n/a n/a n/a n/a n/a n/a 3Orlando $38,000 $46,000 $50,000 $38,000 $48,500 $55,000 5Philadelphia $40,000 $43,000 $46,500 $40,000 $43,000 $47,000 10Phoenix n/a n/a n/a n/a n/a n/a 8Pittsburgh $25,000 $31,500 $35,000 $26,000 $33,500 $41,800 8Portland $35,000 $40,000 $46,000 $35,000 $40,000 $46,000 9Raleigh n/a n/a n/a n/a n/a n/a 4Richmond n/a n/a n/a n/a n/a n/a 2San Diego $40,000 $41,800 $55,000 $41,200 $43,000 $55,000 14San Francisco $55,000 $65,000 $72,000 $57,000 $65,000 $75,000 18Seattle $44,000 $50,000 $59,200 $44,300 $56,100 $68,900 17St. Louis n/a n/a n/a n/a n/a n/a 3Washington, D.C. $45,000 $50,000 $53,800 $45,000 $50,000 $55,000 24
TypeoforganizationDesign studio or consultancy $38,200 $50,000 $60,000 $40,000 $51,000 $65,000 83Advertising agency $40,000 $45,000 $50,000 $40,000 $50,000 $55,000 67Publishing house $27,800 $35,000 $45,000 $28,500 $35,000 $50,000 30Web development firm n/a n/a n/a n/a n/a n/a 0In-house design department $37,000 $45,000 $55,000 $38,500 $48,000 $59,500 145Other $37,000 $45,000 $50,000 $38,000 $45,000 $55,000 99
Sizeoforganization2–9 $32,900 $38,000 $45,800 $33,000 $38,000 $49,800 4710–99 $35,000 $45,000 $52,000 $35,000 $45,000 $55,000 157100–999 $38,000 $45,000 $52,800 $39,700 $46,000 $60,000 1001,000+ $40,000 $48,000 $55,000 $40,000 $50,000 $55,000 110
ClientbaseLocal/regional only $30,000 $38,000 $47,800 $32,000 $38,000 $50,000 69National $37,000 $45,000 $50,000 $38,300 $47,000 $55,000 140International $40,000 $50,000 $58,900 $42,000 $50,000 $60,200 165n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
section
2008 Compensation for additional positions
Data are also collected on professional employees who work with and support designers,
but are not in core design roles. Since a smaller number of these categories of employees
are present in the sampled universe and in the response pool, it is not possible to report
accurate data for metro areas. The response pool is sufficient to offer statistically valid results
for all other distinguishing characteristics. For partial results, see www.designsalaries.com.
Additional positions �5
Position title
Position descriPtion
Web designer
A web designer determines and develops the look and feel for sites, and is responsible for site navigation design and visual execution.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $44,000 $52,000 $65,000 $45,000 $55,000 $70,000 490
RegionNew England $45,000 $56,500 $65,000 $45,000 $58,000 $66,500 29Middle Atlantic $48,500 $57,500 $65,000 $50,000 $60,000 $75,000 92South Atlantic $45,000 $51,000 $61,100 $47,100 $53,000 $66,000 87East North Central $40,000 $50,000 $56,000 $40,000 $50,000 $56,500 70East South Central $39,000 $50,000 $50,000 $39,000 $50,000 $50,000 11West North Central $38,800 $45,000 $55,000 $39,800 $45,000 $58,000 40West South Central $40,000 $50,000 $70,000 $40,100 $57,000 $70,000 24Mountain $39,300 $50,000 $60,000 $40,000 $53,100 $63,500 36Pacific $48,000 $60,000 $70,000 $50,000 $62,600 $76,000 101
TypeoforganizationDesign studio or consultancy $40,000 $55,000 $65,000 $40,000 $55,000 $72,300 85Advertising agency $43,000 $50,000 $60,000 $43,000 $50,000 $65,000 53Publishing house $36,500 $47,500 $60,000 $38,300 $48,000 $60,000 19Web development firm $37,500 $45,000 $58,000 $38,000 $50,000 $66,000 30In-house design department $49,000 $55,000 $70,000 $50,000 $57,500 $73,000 158Other $42,000 $52,000 $64,000 $43,000 $52,800 $68,000 144
Sizeoforganization2–9 $37,000 $45,000 $55,000 $39,400 $45,000 $58,000 7610–99 $40,000 $50,000 $65,000 $40,000 $53,500 $66,000 172100–999 $45,000 $55,000 $65,800 $45,000 $56,000 $70,000 1061,000+ $50,000 $55,000 $65,000 $50,000 $58,000 $73,000 126
ClientbaseLocal/regional only $39,300 $50,000 $60,000 $40,000 $50,000 $60,000 94National $42,000 $50,000 $60,000 $43,000 $52,000 $65,000 175International $46,000 $57,800 $70,000 $50,000 $60,000 $75,000 152
�� 2008 Compensation
Position title
Position descriPtion
Copywriter
A copywriter is able to write, edit and proof promotional or publicity copy for print or electronic publications. At higher levels, copywriters are often responsible for strategic and conceptual development of messages and stories.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $48,000 $60,000 $75,000 $50,000 $60,500 $80,000 331
RegionNew England $48,000 $65,300 $85,000 $48,000 $68,500 $110,000 13Middle Atlantic $50,000 $70,000 $83,000 $51,000 $75,000 $85,000 54South Atlantic $46,000 $55,000 $80,000 $48,000 $57,000 $80,000 59East North Central $53,000 $60,000 $65,000 $54,800 $62,400 $74,000 54East South Central $60,000 $60,000 $67,500 $60,000 $60,000 $71,300 5West North Central $45,000 $53,500 $60,000 $47,000 $55,000 $65,800 33West South Central $48,700 $65,000 $70,000 $50,000 $65,000 $75,000 22Mountain $40,000 $45,000 $64,800 $40,000 $47,500 $64,800 21Pacific $50,000 $61,300 $80,000 $54,000 $65,000 $85,000 70
TypeoforganizationDesign studio or consultancy $45,000 $65,000 $82,500 $45,000 $70,000 $90,000 55Advertising agency $50,000 $60,000 $70,000 $52,000 $65,000 $75,000 69Publishing house $30,000 $40,000 $80,000 $32,000 $40,000 $95,000 6Web development firm n/a n/a n/a n/a n/a n/a 3In-house design department $46,000 $58,900 $70,000 $48,900 $60,000 $79,600 111Other $50,000 $60,000 $75,000 $50,000 $62,400 $75,000 86
Sizeoforganization2–9 $37,000 $48,000 $53,000 $38,000 $50,000 $54,500 3410–99 $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 118100–999 $50,000 $60,000 $80,000 $50,000 $60,000 $84,500 691,000+ $50,000 $60,000 $70,000 $52,000 $61,000 $75,000 99
ClientbaseLocal/regional only $40,000 $50,000 $62,400 $40,000 $52,000 $63,400 51National $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 127International $50,000 $60,000 $79,500 $52,000 $65,000 $80,000 119n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
Additional positions ��
Position title
Position descriPtion
Print production manager
The print production manager is responsible for managing the process (bids, scheduling, production and delivery) of producing publications, from concept through production, including photo-graphy, separations, 4-color press work as well as digital production. Print production managers are strong project managers, managing multiple jobs simultaneously. In some cases, proficiency in InDesign, Quark, Photoshop and Illustrator is desirable in this role.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $48,100 $60,000 $75,000 $50,000 $62,000 $80,000 430
RegionNew England $43,500 $54,000 $68,000 $44,300 $54,000 $70,000 21Middle Atlantic $51,000 $70,000 $80,000 $52,000 $70,000 $85,000 82South Atlantic $50,000 $60,000 $73,800 $50,000 $62,000 $75,000 76East North Central $45,000 $60,000 $76,000 $50,000 $65,000 $84,000 60East South Central $39,000 $40,000 $45,000 $39,000 $40,000 $50,000 8West North Central $40,500 $55,000 $63,300 $43,800 $55,000 $70,000 35West South Central $46,000 $55,000 $60,000 $46,000 $55,000 $65,000 25Mountain $49,500 $55,000 $60,000 $50,000 $56,500 $60,000 23Pacific $54,500 $70,000 $75,000 $55,000 $70,000 $85,000 100
TypeoforganizationDesign studio or consultancy $48,300 $60,000 $71,000 $50,000 $60,000 $76,500 114Advertising agency $48,200 $60,000 $70,000 $50,000 $62,000 $79,000 59Publishing house $40,000 $52,000 $65,000 $40,000 $52,000 $66,000 28Web development firm n/a n/a n/a n/a n/a n/a 0In-house design department $50,000 $62,000 $79,500 $52,000 $66,000 $83,800 154Other $45,000 $65,000 $75,000 $45,000 $65,000 $75,000 72
Sizeoforganization2–9 $39,000 $50,000 $60,000 $41,000 $53,000 $65,000 6010–99 $45,000 $60,000 $70,000 $50,000 $60,000 $73,000 163100–999 $52,000 $60,000 $75,000 $52,300 $65,000 $84,800 881,000+ $50,000 $65,000 $78,900 $52,000 $65,000 $80,000 116
ClientbaseLocal/regional only $39,000 $54,000 $70,000 $40,000 $55,000 $72,000 81National $48,000 $58,300 $66,500 $50,000 $60,000 $73,000 140International $52,400 $65,000 $80,000 $55,000 $70,000 $85,000 146n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
�8 2008 Compensation
Position title
Position descriPtion
Marketing/New business manager or director
A marketing or new business professional is responsible for seeking business opportunities, developing proposals and marketing the firm’s practices.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $60,000 $74,000 $90,000 $60,300 $80,000 $100,000 302
RegionNew England $57,500 $72,000 $100,000 $63,000 $80,000 $102,500 26Middle Atlantic $70,000 $86,000 $100,000 $80,000 $95,000 $120,000 57South Atlantic $49,500 $65,000 $75,000 $55,000 $70,000 $91,300 45East North Central $50,000 $65,500 $85,000 $50,000 $65,500 $86,500 48East South Central n/a n/a n/a n/a n/a n/a 5West North Central $60,000 $60,000 $80,000 $60,000 $70,000 $108,000 30West South Central $56,900 $65,000 $74,100 $65,000 $65,000 $90,000 17Mountain $65,000 $65,000 $88,000 $69,500 $71,500 $88,000 10Pacific $70,000 $83,000 $95,000 $73,000 $90,000 $100,000 64
TypeoforganizationDesign studio or consultancy $59,900 $77,500 $90,000 $62,300 $85,000 $105,000 99Advertising agency $59,500 $74,000 $91,300 $61,000 $81,000 $95,000 35Publishing house n/a n/a n/a n/a n/a n/a 7Web development firm n/a n/a n/a n/a n/a n/a 4In-house design department $57,500 $70,000 $92,000 $57,500 $80,000 $100,000 70Other $60,000 $70,000 $90,000 $61,300 $75,000 $98,000 86
Sizeoforganization2–9 $40,500 $60,000 $74,500 $48,500 $65,800 $85,000 5310–99 $59,400 $73,500 $90,000 $60,000 $75,000 $100,000 156100–999 $60,000 $70,000 $90,000 $65,000 $76,000 $100,000 411,000+ $70,000 $90,000 $100,000 $75,000 $95,000 $115,000 52
ClientbaseLocal/regional only $45,000 $60,000 $75,800 $55,000 $60,000 $80,000 52National $60,000 $70,000 $85,000 $62,300 $75,000 $100,000 106International $65,000 $80,000 $99,500 $66,100 $90,000 $102,900 121n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
Additional positions 39
position title
position description
Web developer (front-end/interface systems)
A front-end developer uses HTML/JavaScript/ASP/ColdFusion and other tools to develop static and dynamic web pages.
SALARY/WAGES SALARY/WAGECOMPARISON TOTALCOMPENSATION RESPONDENTS
25TH% MEDIAN 75TH% 25TH% MEDIAN 75TH%
Overview $50,000 $65,000 $75,000 $50,000 $65,000 $80,000 255
RegionNew England $50,000 $65,000 $84,800 $52,500 $67,000 $87,400 15Middle Atlantic $60,000 $70,000 $80,000 $63,800 $75,000 $89,000 45South Atlantic $50,500 $60,000 $75,000 $52,000 $65,000 $75,000 44East North Central $45,300 $60,000 $74,600 $45,300 $65,000 $75,000 42East South Central $40,000 $45,000 $55,000 $42,000 $45,000 $60,000 8West North Central $43,900 $60,500 $65,000 $50,000 $60,500 $75,000 13West South Central $44,000 $55,000 $62,900 $45,000 $55,000 $63,900 18Mountain $51,000 $63,500 $80,000 $53,500 $68,500 $87,500 15Pacific $57,300 $65,000 $80,000 $60,000 $68,000 $80,000 55
TypeoforganizationDesign studio or consultancy $40,000 $60,000 $73,800 $42,000 $62,000 $77,500 50Advertising agency $50,000 $60,000 $75,000 $50,000 $60,000 $75,000 28Publishing house n/a n/a n/a n/a n/a n/a 5Web development firm $51,000 $60,000 $65,000 $52,000 $65,000 $90,000 13In-house design department $52,000 $67,500 $80,000 $52,000 $70,400 $84,000 59Other $52,000 $65,000 $75,000 $55,000 $65,800 $78,800 100
Sizeoforganization2–9 $45,000 $55,000 $72,300 $45,000 $58,000 $72,300 4510–99 $50,000 $60,000 $70,000 $50,000 $65,000 $75,000 103100–999 $48,000 $60,000 $85,000 $52,000 $65,000 $85,000 441,000+ $58,200 $70,000 $80,000 $59,400 $75,000 $87,500 59
ClientbaseLocal/regional only $40,500 $52,000 $65,000 $42,600 $52,000 $65,000 43National $50,500 $65,000 $70,000 $51,000 $65,000 $80,000 91International $55,000 $65,000 $85,000 $55,000 $71,500 $89,000 94n/A (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
�0 2008 Compensation
Position title
Position descriPtion
Web programmer/Developer (back-end systems)
A back-end programmer works with web server systems and web databases, develops web queries to databases, and programs web applications.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $49,800 $62,400 $75,000 $50,000 $65,000 $80,000 163
RegionNew England n/a n/a n/a n/a n/a n/a 3Middle Atlantic $45,500 $60,000 $79,500 $50,000 $60,000 $83,000 26South Atlantic $60,000 $65,000 $80,000 $60,000 $65,000 $80,000 32East North Central $40,000 $60,000 $65,000 $40,000 $60,000 $68,000 29East South Central $45,000 $45,000 $65,000 $45,000 $45,000 $69,300 7West North Central $40,000 $43,500 $50,000 $40,000 $43,900 $50,000 13West South Central $50,000 $60,000 $65,000 $50,000 $62,000 $65,000 12Mountain $57,500 $75,000 $75,000 $66,300 $82,500 $90,000 7Pacific $50,600 $75,000 $83,800 $53,100 $75,000 $85,000 34
TypeoforganizationDesign studio or consultancy $42,000 $50,000 $69,000 $44,000 $50,000 $75,000 39Advertising agency $45,000 $60,000 $65,000 $45,000 $65,000 $70,000 18Publishing house n/a n/a n/a n/a n/a n/a 5Web development firm $44,200 $62,500 $69,000 $45,700 $65,000 $78,800 12In-house design department $50,000 $65,000 $80,000 $50,000 $70,000 $86,600 31Other $50,000 $65,000 $76,000 $50,000 $65,000 $80,000 58
Sizeoforganization2–9 $45,000 $55,000 $65,000 $47,000 $60,000 $65,000 2410–99 $49,600 $60,000 $75,000 $50,000 $65,000 $78,000 85100–999 $45,100 $50,000 $68,800 $45,100 $53,700 $68,800 201,000+ $52,000 $75,000 $80,000 $54,000 $75,000 $90,000 31
ClientbaseLocal/regional only $40,000 $50,000 $62,500 $40,000 $50,000 $65,000 31National $49,400 $65,000 $75,000 $50,000 $65,000 $75,800 63International $50,000 $65,000 $80,000 $52,300 $70,000 $85,000 60n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
Additional positions �1
Position title
Position descriPtion
Web producer/Senior producer/Executive producer
A web producer organizes web development teams and ensures adherence to budget, schedule and design of website development.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $60,000 $72,000 $80,000 $60,000 $75,000 $90,000 140
RegionNew England $60,000 $63,500 $73,000 $62,000 $64,500 $86,500 7Middle Atlantic $70,000 $77,500 $81,300 $70,000 $80,000 $96,300 25South Atlantic $50,500 $75,000 $80,000 $53,500 $75,000 $80,000 24East North Central $55,000 $65,000 $75,000 $55,000 $65,000 $81,000 18East South Central $50,000 $60,000 $62,500 $52,000 $60,000 $63,800 5West North Central $47,000 $60,000 $84,000 $47,000 $60,000 $89,000 12West South Central $65,000 $72,000 $75,000 $68,000 $80,000 $85,000 9Mountain n/a n/a n/a n/a n/a n/a 6Pacific $70,000 $80,000 $95,000 $72,000 $85,000 $102,900 34
TypeoforganizationDesign studio or consultancy $58,800 $67,500 $80,000 $60,000 $70,000 $85,300 27Advertising agency $54,200 $60,000 $70,000 $55,000 $62,500 $75,000 22Publishing house $63,800 $80,000 $80,000 $63,800 $80,000 $80,000 6Web development firm n/a n/a n/a n/a n/a n/a 5In-house design department $65,000 $75,000 $93,000 $65,000 $82,000 $102,900 26Other $60,000 $72,000 $80,000 $62,000 $75,000 $90,000 54
Sizeoforganization2–9 $60,000 $72,000 $80,000 $60,000 $72,000 $82,000 2110–99 $60,000 $70,000 $80,000 $60,000 $72,500 $89,000 64100–999 $56,000 $75,000 $80,000 $56,500 $80,000 $85,000 181,000+ $62,100 $75,000 $95,000 $64,300 $81,000 $96,300 34
ClientbaseLocal/regional only $58,000 $60,000 $72,000 $60,000 $62,000 $76,000 23National $55,000 $70,000 $80,000 $55,000 $70,000 $90,000 56International $65,000 $75,000 $85,000 $66,000 $80,000 $90,000 50n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
�2 2008 Compensation
Position title
Position descriPtion
Content developer
A content developer is also known as a web writer or editor. He or she is responsible for the production and repurposing of text/graphic/audio content on sites.
salary/WagEs salary/WagE comparison total compEnsation rEspondEnts
25th% mEdian 75th% 25th% mEdian 75th%
Overview $47,600 $55,000 $70,000 $50,000 $59,000 $70,000 98
RegionNew England n/a n/a n/a n/a n/a n/a 3Middle Atlantic $50,000 $73,000 $80,000 $50,000 $73,000 $100,000 14South Atlantic $47,500 $65,000 $68,000 $47,500 $65,000 $69,900 26East North Central $40,000 $50,000 $55,000 $40,000 $50,000 $55,000 16East South Central n/a n/a n/a n/a n/a n/a 5West North Central $55,000 $62,000 $62,000 $55,000 $62,000 $62,000 7West South Central n/a n/a n/a n/a n/a n/a 3Mountain n/a n/a n/a n/a n/a n/a 1Pacific $50,000 $55,000 $70,000 $50,000 $57,000 $70,000 23
TypeoforganizationDesign studio or consultancy $33,500 $49,500 $78,800 $33,500 $52,500 $78,800 11Advertising agency $40,000 $47,500 $50,000 $40,000 $47,500 $55,000 10Publishing house n/a n/a n/a n/a n/a n/a 5Web development firm n/a n/a n/a n/a n/a n/a 3In-house design department $45,000 $55,000 $68,000 $50,000 $55,000 $69,900 27Other $50,000 $65,000 $70,000 $50,000 $65,000 $75,000 41
Sizeoforganization2–9 n/a n/a n/a n/a n/a n/a 510–99 $45,000 $50,000 $70,000 $45,000 $50,000 $70,000 31100–999 $50,000 $55,000 $70,000 $50,000 $60,000 $70,000 201,000+ $50,000 $63,000 $71,100 $50,000 $63,500 $73,300 40
ClientbaseLocal/regional only $33,000 $50,000 $65,000 $33,000 $50,000 $65,000 11National $50,000 $55,000 $73,500 $50,000 $57,000 $73,500 31International $45,000 $56,000 $70,000 $47,300 $60,000 $75,000 43n/a (not available) indicates that the results are not included because there were fewer than 5 valid cases or 10 valid values.
section
2008 Benefits
SizeoforganizationTypeoforganization
beneFits
�� 2008 Benefits
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Time off
1,339Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
529Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
283Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
85Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
1,812Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
2,217Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
76%74%62%49%18%
96%94%81%70%26%
96%94%83%76%27%
95%93%83%75%28%
87%85%74%60%21%
97%96%84%75%23%
96%94%85%74%28%
87%85%61%65%18%
98%96%83%77%27%
49%48%41%36%15%
1,216Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
1,592Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
1,182Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
1,350Respondents net:paidtimeoff paidvacation/holidays paidsickleave paidpersonaltimeoff Comptime
NOTE: the value represented by “net: Paid time off” indicates the percentage of respondents receiving one or more of the types of paid time off listed.
SizeoforganizationTypeoforganization
beneFits
Benefits provided �5
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Medical and dental insurance
1,339Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
529Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
283Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
85Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
1,812Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
2,217Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
68%59%34%29%10%
95%84%74%67%33%
96%87%90%87%62%
97%89%94%91%71%
81%72%49%41%17%
94%83%74%70%36%
94%84%82%82%59%
78%60%60%58%25%
98%89%92%88%64%
51%45%44%41%26%
1,216Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
1,592Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
1,182Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
1,350Respondents net:Medical/dentalcoverage Med.insuranceorgroupplan:Individual dentalinsuranceorgroupplan Med.insuranceorgroupplan:Family Medicalsavingsaccount
NOTE: the value represented by “net: medical/dental coverage” indicates the percentage of respondents receiving one or more of the types of medical/dental coverage listed.
SizeoforganizationTypeoforganization
beneFits
�� 2008 Benefits
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Insurance
23%17%13%12%
62%52%40%37%
87%81%67%65%
92%87%80%76%
39%30%23%22%
62%53%43%42%
77%73%56%56%
45%42%25%28%
88%83%72%69%
39%34%29%27%
1,339Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
529Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
283Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
85Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
1,812Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
2,217Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
1,216Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
1,592Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
1,182Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
1,350Respondents net:Insurance Lifeinsurance Long-termdisabilityinsurance short-termdisabilityinsurance
NOTE: the value represented by “net: insurance” indicates the percentage of respondents receiving one or more of the types of insurance listed.
SizeoforganizationTypeoforganization
beneFits
Benefits provided ��
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Retirement
38%30%5%6%
78%72%11%6%
91%87%24%8%
93%88%39%12%
56%49%5%6%
79%73%9%7%
81%77%27%8%
55%52%8%7%
91%87%32%9%
44%40%12%6%
1,339Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
529Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
283Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
85Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
1,812Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
2,217Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
1,216Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
1,592Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
1,182Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
1,350Respondents net:Retirementplan definedcontrib.retirementplane.g.,401(k) definedbenefit(pension)retirementplan otherretirementplan
NOTE: the value represented by “net: retirement plan” indicates the percentage of respondents receiving one or more of the types of retirement plans listed.
SizeoforganizationTypeoforganization
beneFits
�8 2008 Benefits
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Financial benefits and family care
3%15%2%7%1%
5%26%8%
20%4%
5%19%18%32%12%
8%23%34%41%24%
4%23%4%
14%2%
5%25%10%21%5%
2%15%17%30%13%
11%14%11%15%5%
7%21%26%35%18%
3%11%8%
13%6%
1,339Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
529Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
283Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
85Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
1,812Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
2,217Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
1,216Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
1,592Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
1,182Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
1,350Respondents sign-onbonus profitsharing stockoptions paidparentalleave Childoreldercare
SizeoforganizationTypeoforganization
beneFits
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Benefits provided �9
Personal development and health
23%27%6%
34%32%16%
51%36%46%
66%43%65%
30%35%9%
28%26%18%
45%28%42%
32%20%14%
58%43%55%
26%17%19%
1,339Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
529Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
283Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
85Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
1,812Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
2,217Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
1,216Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
1,592Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
1,182Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
1,350Respondents educationfunding/professional developmentassistance professionalsocietydues employeeassistanceorwellnessprogram
SizeoforganizationTypeoforganization
beneFits
50 2008 Benefits
Design studio or consultancy
Advertising agency
Publishing house
Web development firm
In-house design department
Other
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
Transportation and mobility
37%22%13%4%
53%33%18%4%
55%32%20%5%
57%30%26%6%
46%27%18%5%
58%37%17%5%
39%23%14%4%
26%22%12%1%
58%32%23%5%
28%16%11%3%
1,339Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
529Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
283Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
85Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
1,812Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
2,217Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
1,216Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
1,592Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
1,182Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
1,350Respondents Mileagereimbursement parking Carphone/cellphone Companycarorallowance
section
Resources and methodology
resources and metHodology
Resources
52 Resources
dEsign JoBsHuman resources are a critical element
of any design business. AIGA Design Jobs
is a means of finding qualified designers
who are committed to the profession. By
virtue of affiliation with AIGA, Design Jobs
provides a valuable filter on the type of
positions posted and the applicant pool.
If you’re looking for a job, you can post
your portfolio containing samples of your
work, a personal statement, résumé and
contact details.
www.aigadesignjobs.org
aiga dEsign:BusinEssThe AIGA Design:Business newsletter
contains articles on the practical issues
of running a design practice, based on the
advice of nationally recognized consul-
tants. AIGA Design:Business represents
the views of its authors, who are familiar
with the practices of scores of firms.
Aimed at those who run studios, sole
practitioners and designers, it will help
you learn more about what you need to
know to run your own practice.
www.aiga.org/designbusiness-archive
dEsign BusinEss and Ethics sEriEsAIGA has released a series of brochures
outlining the critical ethical and profes-
sional issues encountered by designers
and their clients. The series, entitled
“Design Business and Ethics,” examines
the key concerns a designer faces in
maintaining a successful practice and
speaks directly to the protection of
individual creative rights.
Authored by industry leaders from across
the country, each brochure offers clear
and concise information, as well as practical
and specific directions for approaching
design issues.
www.aiga.org/design-business-and-ethics
gain: aiga Journal of BusinEss and dEsignThe Gain journal is dedicated to stimulating
thinking at the intersection of design and
business. Through rigorous case studies
and thoughtful interviews, the journal
demonstrates how the process of design
can be used to solve business problems,
foster innovation, build meaningful
customer relationships and differentiate
products from competitors.
gain.aiga.org
aiga yalE school of managEmEnt BusinEss pErspEctivEs for crEativE lEadErsAIGA and the Yale School of Management
offer an advanced leadership program,
“Business Perspectives for Creative
Leaders,” a one-week program to provide
experienced designers with a chance to
master the perspective of their clients
toward business. Drawing on the strength
of the Yale School of Management
experience and the school’s best faculty,
the program helps creative leaders discover
opportunities within the forces of trans-
forming the business environment.
www.aiga.org/business-perspectives
aiga standard form of agrEEmEntAs part of the “Design Business and Ethics”
series, AIGA has released the latest
version of the AIGA Standard Form of
Agreement for Design Services. This
version acknowledges that most design
firms develop their own custom proposal
document for each project and are looking
for an appropriate set of terms and
conditions to attach to it. When put
together and signed, the custom proposal
document and its attached terms and
conditions comprise the binding agree-
ment with the client.
www.aiga.org/standard-agreement
purposEThis survey was conducted on behalf
of AIGA, the professional association for
design, and its partners, Aquent and
Communication Arts magazine, as part
of a comprehensive program of activities
to serve the professional designer by
providing sources of inspiration and
strategies for success.
AIGA | Aquent Survey of Design Salaries
2008 draws from the largest pool to date
of designers and others allied to the
profession, and includes responses from
over 6,200 design professionals.
The survey was conducted on AIGA’s behalf
by Readex Research, an independent
research company in Stillwater, Minnesota.
mEthodThe survey was administered both by
mail and via the web. The sampling frame
included emailable individuals from a
variety of list sources: AIGA’s current and
past membership, recent AIGA contacts
(from conference registrations, inquiries,
etc.), lists of clients and talent supplied
by Aquent, and domestic subscribers of
Communication Arts magazine. These
combined lists represented a total of 49,314
unduplicated individuals at the time of
sample selection.
All unduplicated emailable individuals in
the AIGA and Aquent lists were invited
to participate, a total of 21,976. A random
sample of 3,000 Communication Arts
subscribers was contacted by mail.
mEthodology For a complete explanation of the survey methodology, please visit the online version of the results at www.designsalaries.com.
Research methodology 5�
resources and metHodology
Research methodology
Responses were cut off for final editing,
cleaning and tabulation on January 7,
2008, with a total of 808 usable mail
survey returns (27% response rate) plus
5,638 usable web survey returns from the
email sample (26% response rate)—a grand
total of 6,446 returns, for an overall
response rate of 26%. This represents
an increase of more than 1,500 tabulated
cases from the 2007 survey.
rEsults Compensation is reported in terms of three
statistics: the 25th percentile, the median
(or 50th percentile), and the 75th percen-
tile. The 25th percentile represents that
value which is greater than 25% of all
values, the median that value greater than
50% of all values, and so on. Two quanti-
ties are reported out: 2007 wages/salary,
and 2007 total cash compensation (which
includes not only wages and salary but
other forms of cash compensation such as
bonuses, profit sharing, incentives, and
partners’ profits). Non-wage compensation
is especially significant in understanding
compensation for owners/partners/
principals. Where sufficient data are
available, the median hourly rate for
freelancers in each position (if employed)
is also reported.
Compensation data are reported by
several variables: geographic region
(based on the nine standard U.S. Census
divisions), metropolitan area (35 select
Core Based Statistical Areas, up from 24
in 2007), type of organization, size of
organization, and organization’s client
base. Results have been suppressed where
fewer than 10 data points and/or 5 cases
were returned in a given tabulation.
Geographic region 6,278Respondents
447 7%
1,208 19%
1,089 17%
894 14%
130 2%
508 8%
288 5%
386 6%
1,328 21%
5� Characteristics of survey respondents
newengland MiddleAtlantic southAtlantic eastnorthCentral eastsouthCentral WestnorthCentral WestsouthCentral Mountain pacific
Type of organization 6,278Respondents
1,339 21%
529 8%
283 5%
85 1%
1,812 29%
2,217 35%Size of organization 6,278Respondents
1,216 19%
1,592 25%
1,182 19% 1,350 22%
designstudioorconsultancyAdvertisingagency
publishinghouseWebdevelopmentfirm
In-housedesigndepartmentother
Allrespondents
2–9employees10–99employees
100–999employees1,000+employees
Geographic regionsU.S. Census divisions
resources and metHodology
Characteristics of survey respondents
Characteristics of survey respondents 55
Design studio or consultancy
Advertising agency
Publishing house
Web development fi rm
In-house design department
Other
1,339 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
529 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
283 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
85 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
1,812 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
2,217 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
7%22%14%14%
1% 8%3%6%
23%
2–9 employees
10–99 employees
100–999 employees
1,000+ employees
1,216 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
1,592 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
1,182 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
1,350 RESPONDENTS New England Middle Atlantic South Atlantic East North Central East South Central West North Central West South Central Mountain Pacifi c
Type of organization
Size of organization
6%16%16%
8%2%
12%1%9%
28%
3%16%21%19%
3% 10%
8%6%
14%
7%16%20%16%
3% 9%4%5%
20%
11%31%13%13%
2% 7%4%5%
14%
7%20%17%13%
2% 7%5%7%
23%
7%20%17%13%
2% 8%4%8%
21%
7%19%17%16%
2% 9%4%5%
22%
5%19%18%15%
3% 9%6%6%
18%
8%20%19%14%
2% 8%4%5%
21%
AIG84 interior MECH.indd 55 5/6/08 12:38:09 PM
resources and metHodology
About AIGA | Aquent
5� About AIGA | Aquent
AiGA | the professional association for design164 Fifth Avenue new York nY 10010212 807 1990 | www.aiga.org
this survey is conducted by aiga on behalf of its members and is sponsored by aquent. to provide comments on how the survey can be improved in future years, please contact [email protected].
survey researchreadex research, stillwater, mnwww.readexresearch.com
DesignKinetiK, inc., Washington, dcwww.kinetikcom.com
Printingcolorcraft of virginia, inc., sterling, va www.colorcraft-va.com
Papersappi Fine Paper, mccoy silk cover 80 lb/216 gsm and text 80 lb/118 gsmwww.sappi.com
©2008 AiGAno information in this survey may be published without recognizing the source as the AIGA|AquentSurveyofDesignSalaries2008.
aBout aigaAIGA, the professional association for
design, is the oldest and largest member-
ship association for design professionals
engaged in the discipline, practice and
culture of designing. Its mission is to
advance designing as a professional craft,
strategic tool and vital cultural force.
The organization was founded as the
American Institute of Graphic Arts in 1914.
Since then, it has become the preeminent
professional association for communica-
tion designers, broadly defined. In the
past decade, designers have increasingly
been involved in creating value for clients
(whether public or business) through
applying design thinking to complex
problems, even when the outcomes may
be more strategic, multidimensional and
conceptual than what most would consider
traditional communication design.
AIGA now represents more than 22,000
designers of all disciplines through
national activities and local programs
developed by 59 chapters and 240
student groups.
AIGA supports the interests of professionals,
educators and students who are engaged in
the process of designing. The association is
committed to stimulating thinking about
design, demonstrating the value of design,
and empowering success for designers
throughout the arc of their careers.
Through conferences, competitions,
exhibitions, publications and websites,
AIGA inspires, educates and informs
designers, helping them to realize their
talents and to advocate the value of
design among the media, the business
community, governments and the public.
aBout aQuEntAquent is the Official AIGA Sponsor
for Professional Development, serving as
a source for creative and design talent
as well as providing access to great
career opportunities for AIGA members
nationwide.
Aquent partners with AIGA on national
conferences, initiatives, exhibitions and
events. As part of ongoing support of AIGA
members’ career goals, Aquent under-
writes the AIGA | Aquent Survey of Design
Salaries. This resource establishes a
common ground for discussing the costs
and value of creative work. To find out
more about the AIGA | Aquent Survey
of Design Salaries, a print and online
publication, visit www.designsalaries.com.
Aquent also strives to support AIGA’s
effort to promote a lively and engaging
exchange of ideas concerning the issues
of greatest importance to the design
community.
Aquent is the only global staffing company
dedicated to marketing and creative
services organizations and the leader in
helping companies increase marketing
capacity by providing the right talent
quickly. Its network of more than 400,000
marketing and creative services profes-
sionals provides access to a diverse field
of talent that includes graphic designers,
copywriters, brand managers and market
researchers.
To learn more, visit Aquent’s website at
aquent.com or call 877 2 AQUENT.
AIGA | the professional association for design164 Fifth AvenueNew York NY 10010www.aiga.org
AIGA | Aquent Survey of Design Salaries 2008Visit www.designsalaries.com for complete results.