PR Week Salaty Survey 2008
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  • 1. SALARYSURVEY 2008 Despite a persistent uncertainty about the economyand fear of a recession, PR salaries and compensation packages are holding steady as agencies, corporations, and nonprofits still seek talented professionals across various sectors
  • 2. 18 SALARY SURVEY Acautious optimism ®Though talks of a downturn loom over the industry, the current job market continues to provide a plethora of opportunities for PR practitioners in various settings and at a range of experience levels. Aarti Shah reportsT he explosive job growth of base salary by $11,000 and add dipped from 18.5% last year to SALARY BY I Chairman/pres./CEO Base: 72 I Acct. supervisor Base: 19 the past few years has given a $4,000 signing bonus, he says 17.1%. Those with salaries in the JOB TITLE I COO Base: 4 I Acct. manager Base: 19 I Director/MD/partner Base: 74 I SAE Base: 50 way to a more moderate – the figure only “comes close” to lowest salary ranges have remained Median salary I EVP Base: 21 I AE/PR officer Base: 101but still vibrant – PR market. And the six figures he wanted when he somewhat constant from last year. ($ thousands) I SVP Base: 45 I Freelance consultant Base: 23 I VP Base: 111 I Acct. coordinator Base: 42even though the threat of a reces- factors in the annual company and This year 6.5% report making less 250 I PR manager Base: 112 I PR/comms director Base: 163sion hangs over the economy, job performance-based bonus. than $35,000 and 15.4% cite 229.5offers and new account wins remain This year’s survey polled 994 pro- salaries between $35,000-$49,999. 200 188.2somewhat plentiful. fessionals across agency, corpo- “People are aware that the salaries 177.1 163.1 The 2008 PRWeek/Bloom, Gross rate, nonprofit, government, and at the lower levels have driven up,” 150& Associates (BGA) Salary Sur- education work settings. The results Bloom says. “Some [PR pros] with 134.6vey shows salaries are holding show that the median annual salary four to six years’ experience have 100 90.9steady for the most part. Howev- base for corporate employees is excelled. In a way, that has allowed 75 74.7 77.9 70.3er, the remarkable hiring boom of $97,500, while respondents in PR them to make some pretty fast 60.9 60.1 50 43.2the past few years could be wan- agencies report a median base moves that have thrown their 28.7ing – and firms are subsequently salary of $75,400 annually. The salaries into a pretty high range.” 0now treading with more caution. median annual salary base for all Susan Butenhoff, president and But there is no need to panic, says respondents is $82,400. This num- CEO of Access Communications,Karen Bloom, principal at BGA. ber is a slight bump from $80,930 says last year account directors SALARY BY WORK SETTING I PR agency Base: 512 “I would say it went from a year last year, even though respondents and VP-level candidates could Median salary by work setting ($ thousands) I Corporation Base: 257 I Government Base: 24of fairly high demand to just being, were slightly more inexperienced demand bold salaries, but this year I Nonprofit Base: 64perhaps, a more normal demand this year. This increase reflects last some of that clout has diminished I Self-employed I Trade assoc. Base: 45 Base: 10level,” she says. year’s hot job market, during which as some firms are not hiring as 100 97.5 I Education Base: 31 Even so, a mixed picture emerges most respondents received a siz- quickly. 83.7and certain practice areas and able increase; respondents report- “We are hiring at the account 80 75.4industries are booming while oth- ed a median salary increase of supervisor, VP, and account direc- 72 70.3 64.1ers are tightening budgets. Tom $5,195 in the past year. tor position,” she says. “But we 60 62.5Womack, a marketing director in Perhaps consequently, the num- are not willing to play financialDallas for a leading healthcare ber of respondents who report chicken. This is not because of the 40company, joined it one year ago salaries in the range of $100,000 economy, but because we have ahoping to nab a six-figure salary. to $249,000 rose to 32.2% this real sense of what is right of the 20 “They low-balled the first time year (up from 31.6%) while the market. We’re not willing to rewardand I countered twice,” he recalls. percentage of respondents mak- those who are the last ones in with 0 Though he was able to raise the ing between $75,000-$99,999 a highest salary base.”PRWeek • February 25, 2008 • www.prweek.com
  • 3. SALARY SURVEY 19 Additionally, candidates seeking er” talent, such as heads of a group But not all of these non-mone-these posts are more willing to or practice area persists, she notes. THE RESPONDENTS tary perks are equally valuable totrade a few thousand dollars for “It doesn’t feel like there is a Number of people taking the survey every candidate. For example, theincreased job security since finan- lot of frantic energy out there on survey indicates 52.1% of womencial experts are predicting some issues surrounding massive lay- 994 view flexible hours as very impor-economic uncertainty, she says. offs or tremendous scaleback in Gender tant, while only 35.9% of men “[They] aren’t going for quick hiring,” Bloom adds. 33.9% male; 66.1% female view them in that regard.dollars because they recognize in Julie Biber, EVP and US direc- “[Junior-level candidates are]this market it’s the last one in, first tor of recruitment at Edelman, Work setting really looking for a lot of the work-one out,” Butenhoff explains. says what hasn’t changed from last 51.6% work in a PR or IR agency; 25.9% are corporate; 6.4% life balance that a lot of Gen X year is the demand for talent at nonprofit; 4.5% are self-employed; and 3.1% are in education and boomers are looking for afterRECESSION TALK the account supervisor and sen- Age working somewhere for 10 to 15Though experts are speculating ior account supervisor level. years,” Biber says. “Sometimesabout an economic downturn this “We’re not seeing people put the The median age of respondents was 35.7, with the largest they need a dose of reality. Weyear, survey results indicate only brakes on,” she says. “We are being percentage of respondents in the 26-30 bracket want to provide work-life balance,a small portion of PR pros are feel- very cautiously optimistic about Ethnicity but there is also ‘roll your sleevesing the impact of a possible reces- the future. Our clients are still 86.9% White/Caucasian; 4.8% Hispanic; 4.8% African American; up, get the job done, and thension. About 8.6% of respondents going full force, but who’s to say 3.7% Asian American; 0.8% Other you’ll [get] some of these perks.’”from all work environments strong- in six months what will happen.” Erin Foster, director of world-ly agree that their jobs are in jeop- She says Edelman has placed Education wide communications for the con-ardy because of economic con- more than 500 people in posts In undergraduate degrees, 39.7% majored in PR; 19.7% sumer digital group at Kodak, saysditions. Yet 38.7% strongly agree throughout the firm over the past majored in journalism; and 17% majored in liberal arts. More more candidates are asking forwith the statement that they feel year. “But it’s really too early to than a quarter – 26.2% – have a master’s degree, with 10.2% of laptops, mobile devices, and extramore pressure to perform at work say whether hiring is going take a those in PR or communications vacation time as tools to achievethan they did 12 months ago. shift,” she notes. “I’m still getting Experience work-life balance while also meet- But a market that goes from very e-mails left and right from other Respondents had an average of 10.1 years of experience ing productivity expectations.high to normal growth isn’t nec- agencies asking, ‘Do you know The survey shows the medianessarily troubled, Bloom notes. anyone [for this job]?’ The momen- Work-life balance hours worked across all PR set- “You have to be careful you don’t tum is still like it was a year ago.” Respondents work an average of 50 hours per week and get tings is 50 hours, with 18.6% ofoverreact to it and try to overcor- Dushka Zapata, EVP at Ogilvy 16.2 days’ vacation a year respondents reporting workingrect against it,” she adds. “We see PR Worldwide and head of its Cal- more than 60 hours per week. Toit still being slow for the first quar- ifornia tech practice, says usually ease the demanding work sched-ter of 2008. Having said that, every when talk of a recession surfaces, cern is to hire carefully and not ules, 66.9% of respondents rankweek that we get into this year, wehave more calls for job creationtaking place and people need[ing] agencies have already felt the squeeze with lost revenues and clients. But this isn’t the case amid forward hire too much.” Even so, a slew of new business has prompted Sokolsky to look 32.2% personal days as being very impor- tant. Additionally, respondents report 16.1 annual vacation daysassistance to fill positions.” this year’s slowdown speculation. for job candidates at all levels. of respondents in 2008, up from 15.7 last year. A strong demand continues for “We are winning business,” Zap- Access’ Butenhoff has also report-the account supervisor positions ata notes. “People are not reduc- ed a stream of new business in report salaries COMPENSATION DISPARITYand a “fair amount” of competi-tion for senior-level “rainmak- ing budgets. I’m not seeing the correlation between what I’m read- 2008, including $1 million in new accounts. Despite the good for- in the $100,000 Despite salary and benefits increas- es in the last year, a striking com- ing in the newspapers and what tune, she is scrutinizing candidates to $249,000 range, pensation disparity persists between SALARY BY GENDER I’m feeling. Our growth hasn’t more closely before making a hire. men and women. For example, Median salary by gender and stopped. Of course I worry that “We are being very selective about up from 31.6% the median income for men with years of experience ($ thousands) it will, but it hasn’t.” the people we add,” she says. This five or more years’ experience is I Male +5 yrs Base: 280 A recession would likely first hit is to ensure the firm has a strong last year $143,700, but for women at the 180 I Female +5 years I Male <5 yrs Base: 429 Base: 57 the financial and banking indus- base if the downturn takes hold same experience level it is $91,800. I Female <5 years Base: 228 tries, which would impact PR jobs and account teams must pitch for At less than five years’ experience, 150 143.7 in those sectors. But the memory new business or handle other fac- the median salary for men ($48,000) of the devastating tech bubble ear- tors that emerge during unsteady and women ($45,500) might appear 120 lier this decade has prompted sev- economic times. to be a small difference, but it ulti- 90 91.8 eral tech firms to take precautions. mately affects one’s long-term earn- “It’s not a hot market anymore WORK-LIFE BALANCE ing potential, says Bloom. 60 where candidates can ask for any- Even in an unsteady economy, bal- “It just compounds,” she says. 48 45.5 thing they want,” says Donna ancing work schedules with per- “Women are uncomfortable nego- 30 Sokolsky, founder and senior MD sonal lives continues to be a priority tiating; we see that all the time. of SparkPR. “But there is not a for PR pros. With nearly 47% We also see women who are com- 0 cause for panic. Our greatest con- of respondents citing flexible hours fortable negotiating are often per- as very important, work-life bal- ceived as being much more ag- SALARY BY EXPERIENCE I <2 Base: 154 ance is one of the most attrac- gressive, in a negative way.” Median salary by years of experience I 3-4 Base: 131 tive non-monetary perks an Additionally, the median salary I 5-6 Base: 85 ($ thousands) I 7-10 Base: 195 employer can offer. increase for men with more than I 11-15 Base: 167 “Everybody goes to work for the five years’ experience was $5,284 I 16-20 Base: 122 200 I 21+ Base: 140 paycheck,” says Edelman’s Biber. this year, but for women with the 171.4 “But I’m not having a lot of squab- same experience, it was $5,038. 160 157.5 bles over money. [Candidates are] The discrepancy is even greater looking at all the other factors, at lower experience levels, typi- 120 120.5 above and beyond compensation.” cally before issues such as mater- Job candidates are also seeking nity leave become a factor. For 80 82.1 flexibility with their schedule, the example, the median salary increase 65.4 chance to work on accounts of for men with less than five years’ 55 40.3 their choice, opportunities to do experience was $5,751, but for 40 cutting-edge work, and joining a women with less than five years’ firm that shares their work ethic experience it was $5,177. 0 and culture, she adds. This gap extends to benefits other www.prweek.com • February 25, 2008 • PRWeek
  • 4. SALARY SURVEY 21 MEDIAN SALARY BY REGION Northwest Plains States $93.7K $82.8K Northeast Base: 25 Base: 61 $92.7K Base: 271 Midwest $80.1K Mid-Atlantic Base: 111 $85.5K Base: 126 West $86.2K Base: 173 Central Southeast $69.7K $67.4K Base: 60 Base: 116than salary. Survey results show figures are showing people are bit Jim Delulio, president of recruit- headquarters. Even so, she is find-that the median vacation for men more open, that’s good.” ment firm PR Talent, says some ing that candidates are willing towith more than five years’ expe- But a more foreboding interpre- markets that are deemed PR hot- move for “the perfect job” thatrience was 18.8 days a year, for tation of the data points to a slow- beds struggle to lure talent. “There also suits their family makeup.women in the same category, it ing job market, in which continues to be a strong demand Additionally, there is a contin-was only 16.9 days. respondents – especially those in in the Bay Area,” he says. “But it’s ued upward trend of employees “I do think the issue is something smaller markets – are expanding [hard] to get people to relocate switching jobs, a trend that hasthat is never related to intention their options for job security. there because of cost of living.” been going on since the econom-of the company or the agency to “If you’re in a small market [with] Edelman’s Biber says when there ic boom in 2006. This year, aboutpurposely assign less money to the a limit to your opportunities,” are rumblings of an economic slow- 23% of respondents had switchedwomen,” Bloom adds. “Women Bloom notes, “you’ll be inclined down, employees feel most com- employers in the last 12 months,– just in general – don’t have the to look at the bigger market.” fortable relocating to a firm’s compared with 19% the previoustendency to negotiate very well year, while 27.3% are actively seek-and push for a higher salary.” To some extent, women do con- SALARY BY SECTOR I Arts/ent./media I Financial serv. I Food & beverage Base: 72 Base: 52 Base: 59 I Retail I Sports I Telecomms Base: 35 Base: 15 Base: 20 I Healthcare I Tech/Internet I Nonprofit/charity Base: 143 Base: 147 Base: 46 ing new employment in PR, and 25.3% expect to switch employ- “[Candidatestribute to the skewed compensa-tion rewards. For example, when Median salary ($ thousands) I Govt./pub. serv. I Education Base: 57 Base: 40 I Travel/tourism I Trade assoc. Base: 33 Base: 15 I Industrial/manu. I Other Base: 56 Base: 204 ers in the next 12 months. Eve Dryer, principal/president are] lookingasked what would be the mini- of Vox Medica, says the health-mum pay increase that would make 140 120 136.1 care sector has shown some signs at all otherthem consider leaving their jobs, of a slowdown. Though she wouldthe median response for men is20%, for women 16.9%. To that 100 87.5 87.5 94.3 88.2 109.4 still create a post for a remarkable candidate, she is wary to hire too factors, abovepoint, 24.6 % of men stronglyagree that they aggressively nego- 80 60 66.4 65.8 71.2 68.1 75 56.2 62.5 71.2 79.7 eagerly after some healthcare com- panies cut marketing budgets. and beyondtiated their salary, as opposed to19% of women. 40 “For the first half of this year, even though we have a few open- compensation” 20 ings that we are actively filling, we – Julie Biber, EVP andON THE MOVE might be more cautious – maybe US director of recruitment 0The willingness to relocate for a do some supplementing with free- Edelmanjob increased slightly this year, lancers – until we know our budg-with 44.6% of respondents strong- SALARY BY DISCIPLINE I Community relations Base: 45 et is secured for this year,” she says.ly willing to relocate, up from Median salary ($ thousands) I Financial/IR Base: 17 Kym White, VP of corporate I Reputation mgt. Base: 9642.4% last year. PR pros working I Brand management Base: 166 communications at Baxter Inter-in the Southeast were most likely I Crisis management Base: 18 national, says its communications I Internal/emp. comms Base: 43to consider moving for a job 160 158.3 I Marketing comms Base: 370 function has grown over the past I Public affairs/govt. rel. Base: 62(52.6%), followed by those in the 140 145.6 137.5 year, adding that the new hiresCentral region (50%). Those least have been at the director, manag-likely to relocate are pros in the 120 er, and senior manager level. ThisNortheast (38.7%), Plains States 100 year, she expects the communica-(39.3%), and Northwest (40 %). 80 74.7 80.4 80.9 tions department will continue to 71.5 “It felt for a while we were deal- add positions that can have busi- 56.7ing with a population of younger 60 ness impact.to mid-level PR pros who were 40 “Our growth has not been inpretty set in their geographical 20 internal communications,” shelocations and not all that keen says. “It’s been to support the busi- 0to relocate,” Bloom says. “If the ness to ultimately drive revenue.” www.prweek.com • February 25, 2008 • PRWeek
  • 5. SALARY SURVEY 23 CORPORATE/AGENCY SWITCH BENEFITS Biber says company shakeups like JOB HUNTING Benefits included in respondents’ Are you likely to change jobs in the next 12 months? Yahoo’s layoffs have prompted salary package (% respondents) PR pros on the corporate side to Medical plan 89.4 keep their eyes open for new oppor- Dental plan 81.2 Don’t know tunities at agencies. 401K 78.5 “I am finding that with the econ- omy being a little shaky, people Personal days 67.9 27.8 are coming forward that weren’t Performance-related bonus Paid maternity/paternity leave 50.9 39.0 46.9 as open minded a year ago [about No Flex time 33.2 changing jobs],” she says. Summer Fridays 28.1 In fact, the survey shows 51.2% of corporate employees are inter- Profit sharing Health club membership 22.6 16.3 25.3 Yes ested in seeking employment in Share options 14.8 an agency setting, while 69.9% of“[For] a solid Other – please describe 12.2 Base: 994 those in an agency setting are inter- Other – bonus – please describe 9.9 ested in working in a corporate Company car 7.7 healthcare PR environment. “After [a PR pro] has been at an Guaranteed bonus 7.3 Base: 994 JOB HUNTING Are you currently job seeking? agency for five to seven years, the [AE], account client side starts to feel a bit more AGENCY CORPORATE attractive because they feel like supervisor, they can control their day more,” says PR Talent’s Delulio. “They VALUED BENEFITS Which benefits do you consider to be No No “very important” (% respondents) 74.5 66.1 it’s a seller’s can be the client, they can man- age the agency. They foresee high- Medical plan 81.1 market” er salaries on the client [side] and the ability to focus within a single 401K Dental plan 67.1 56.1 21.6– John Seng, president industry.” Performance-related bonus 50.5 Yes, 30 Yes, Personal days 44.7 in PR Yet in this business climate, job in PRSpectrum Science seekers should not look at mov- Paid maternity/paternity leave 29.4 3.9 3.9 Yes, but Yes, but Flex time 28.4 ing in-house as a chance to sign not in PR not Guaranteed bonus 23.5 in PR off major tasks to the agency. Base: 513 Base: 257 Profit sharing 21.0 “Those days are long gone – it’s Share options 15.7 a very outdated perception that Summer Fridays 12.9 people work harder at agencies,” FINANCIAL MOTIVATION Health club membership 8.0 says Baxter’s White. “[For in-house What is the minimum pay raise that would make you leave your current job? Company car 4.9 (% respondents) teams], the clients are your exec- Base: 994 utives. And like agencies, all func- I Less than 5% I 35% tions in a corporation are fighting I 10% I 40% for resources.” But the demand for the mid-level 30 I 15% I 45% I 20% I 50% Kodak’s Foster says working for is not unique to the tech sector of I 25% I 50+% a global corporation puts added San Francisco. The PR field has 20 I 30% I I would not leave job pressure on in-house positions. yet to recover from the flight from 18.2 17.1 And as more companies expand industry during the last recession. 12.8 into the global market, corporate Yet 24.9% of those surveyed have 10 10.6 10.8 11.5 teams will feel increased pressure worked for the same employer for 7.4 to be available around the clock. five to nine years, and nearly 30% 3.5 2.2 3.6“It doesn’t feel 1.6 0.7 “Anywhere you go, if you’re a of respondents have worked in 0 true partner with your agency, you the industry for five to 10 years, Base: 994 like there is are going to be working when they’re working,” she says. “You perhaps offering some hope that the mid-level pool is increasing. don’t turn it off if you’re a glob- John Seng, president of Spec- rienced with diverse communities frantic energy al company. Yes, I’m sure there trum Science, says the demand for 51.2% and the global marketplace con- are jobs within a corporate struc- mid-level healthcare PR pros tinues to be a challenge. He also surrounding ture that have more stable hours, but not for global marketing.” remains as tight as ever. “If you are a solid healthcare of corporate PR looks for candidates who under- stand business strategy and prod- mass layoffs Foster adds that while Kodak’s communications team was not in account executive or account super- visor, it’s a seller’s market,” he says. pros report that uct marketing, in addition to agency training. or scaleback a hiring mode in 2007, it is in 2008. And despite the company-wide Janet Van Rysselberghe, staffing manager at Waggener Edstrom, they’re interested “It’s one thing to have certain messages in press releases,” Levine in hiring” reorganization last year, the depart- concurs that the market is “very in seeking a job in notes. “But it’s more impactful for ment added three people. “While competitive” at the mid- to high- a company to have aligned all– Karen Bloom, principal last year was placing people in jobs experience range. While the agency an agency setting its communications.” that existed, this year is about implements an extensive training One agency source questionedBloom, Gross & Associates adding new posts,” she says. program for new hires, it does not whether the continued demand accelerate career tracks for junior for mid-level talent is another sign FINDING TALENT pros to help fill the mid-level gap. of agency executives preparing According to survey results, near- “There is certainly a desire and for a recession mentality by hir- ly 63% of respondents had been awareness to really provide the ing experienced candidates for contacted by a headhunter in the strong foundation so [young PR the lower mid-range salary rather last 12 months, indicating a mar- pros] can grow and advance,” she than senior-level salaries. ket where demand continues to says. “But we also want to make According to the survey results, be strong for some practice areas. sure we are supporting profession- the median salary for a senior Sara Hafele, HR manager at Text als for success and never fast-track account executive and account 100, says the war for talent is espe- them so much so they are put in manager is approximately $60,000 cially strong in the tech sector a difficult situation where they for each, rising to $74,700 and because of the number of firms can’t meet expectations.” $77,999, respectively for PR man- that specialize in that area. Brian Levine, VP of corporate ager and account supervisor. Yet “The least supply is for San Fran- communications at Office Depot, the median figures leaps to cisco at the mid to senior lev- points out that finding candidates $163,100 for VP positions and els,” she adds. who are both bilingual and expe- $188,200 for SVP slots. www.prweek.com • February 25, 2008 • PRWeek
  • 6. 24 SALARY SURVEYMEETING DEMANDS working in financial services has also noticed a continued trend majors, and 6.2 % business majors.Roughly the same numbers (about ($136,100 median salary). for candidates to apply for non- “I think it’s more of a reflection15%) of respondents work pri- “We are making a more concert- profit jobs – even when they may of the arrival of PR and that it hasmarily in the tech or the health- ed effort to hire out of the box,” exceed the job qualifications. become so much more of a respect-care sector. Yet technology’s Vox Medica’s Dryer notes. “We’ll “There is a huge desire for peo- ed career choice and profession,”reputation as a dynamic practice look at someone not from the ple to do [jobs] that make them Bloom says, “and rightfully so. Ihas helped fuel its recruiting efforts, agency world, but who under- feel good,” she notes, adding that think people are saying a journal-while locating strong healthcare stands healthcare or pharma.” many résumés are from overqual- ism degree just isn’t going to cutcandidates continues to be diffi- Some key sectors where she ified pros with agency and mar- it anymore.”cult. The strong demand for health- recruits candidates are govern- keting backgrounds. She adds that journalism degreescare PR pros has pushed the ment agencies, managed care com- “If we ask for five to seven years teach students how to becomemedian income for those work- panies, politics, and advocacy. of experience, I will look at some- clear writers and understand mediaing in healthcare/pharmaceuticals Shonali Burke, VP of media and one with 8 to 10 years, but not relations. But today’s communi-to $94,300, topped only by those communications for the ASPCA, at someone with 15 to 20 years of cations is more multi-faceted. As experience,” she says. “[These such, PR degrees give candidates JOB REWARDS To what extent do you agree with the statement, “Overall, I find my job rewarding”? candidates] should find something more in line with what they could a better grasp of the business and its various sectors. “There is a contribute because overqualified people often don’t last long at a “That these programs have sprung up is really important,” she adds. huge desire position or they are unhappy.” “[It] really lends much more cred- for people to 30 29.9 24.3 Additionally, Burke notes, can- ibility to the training and educa- didates – perhaps overzealous tion of people before they come 20 20.5 to switch gears into the nonprof- it sector – are applying for jobs into the field.” But Edelman’s Biber says the do [jobs] that 10 13.2 that do not necessarily match their interests. agency does not put a premium on junior-level candidates with PR make them feel good” 5.8 4 2.2 The survey shows 34.5% of degrees, but puts greatest empha- 0 respondents interested in work- sis on the candidate’s internship (7) (6) (5) (4) (3) (2) (1) Strongly agree Do not agree ing in a PR setting different from experience, as well as the quality – Shonali Burke Base: 994 their own would like to work for of the university and their grades. VP of media and comms a nonprofit, despite the percep- “We do look for individuals with ASPCA tion that nonprofit PR pros earn a PR background,” says WE’s Van RESPECT OF PROFESSION a lower salary. Those working in Rysselberghe. “But we also look To what extent do you agree with the statement, “I believe the PR profession the nonprofit sector had a medi- for more broader and varied back- is highly respected”? an annual salary of $71,200, lower grounds. We are attracted to can- than other practice areas, but with- didates with a wide variety of 30 30.3 in the same bracket by several backgrounds. That allows us to thousand dollars as those work- better counsel our clients.” 23.2 ing in entertainment, education, Overall, a conflicting portrait sur- 20 19.4 travel and tourism, trade associa- faces surrounding hiring trends tions, government/public servic- this year. For example, Bloom 10 10.1 es, and retail. acknowledges some agencies are 9.2 “We are very upfront about the reporting clients are scaling back, 3.6 4.2 salaries being lower than agen- resulting in lost accounts. Still it 0 cies,” she says. “But it always amazes is too soon to know the impact (7) (6) (5) (4) (3) (2) (1) Strongly agree Do not agree me how much people are will- economic conditions will have on Base: 994 ing to do that.” the industry. And this might not But being inundated with respon- be clear until mid-year, she adds. COMMITMENT TO PR CAREER ses from disparate career tracks also hinders the organization’s abil- “But it isn’t anything that makes me anxious or concerned at this “It’s more To what extent do you agree with the statement, “I am committed to a career in PR/communications”? ity to find candidates who would be an organizational fit. stage in the game,” she notes. “I’m mildly optimistic that we will impactful for “When I posted a job for inter- not see a bad recession impact the 40 38.9 nal communications, I got a lot of PR field this year, but only time a company to PR and marketing résumés,” Burke will tell.” I 30 27.1 recalls. “I ask [these candidates], ‘Do you understand that you won’t The PRWeek Salary survey on have aligned 20 16 talk to the media?’ PR and mar- keting experience is good, but assessing attitudes and ideas of PR pros, specifically regarding their all its comms” 10 9.4 show that you are comfortable compensation packages and other – Brian Levine 4.8 with the internal communications.” employment related issues was VP of corporate comms 2.1 1.7 0 The possible economic slowdown conducted by PRWeek and Mill- Office Depot (7) (6) (5) (4) (3) (2) (1) Strongly agree Do not agree hasn’t worried Burke, because the ward Brown. Base: 994 nonprofit sector already operates E-mail notification was sent to on lean staffs, so there are not approximately 19,833 PR pros as many positions to cut unless and a link to the survey was dis- COMPETITIVENESS OF INDUSTRY the organization stumbles into a tributed to members of PRWeek’s To what extent do you agree with the statement, “I believe PR dire situation. Facebook.com group, Young- is a very competitive profession”? “PR must have a measurement PRPros.com, and included on the system in place,” she says, “so you PRWeek Web site. 40 can prove that communications A total of 994 respondents com- 33.5 for a nonprofit is a necessity.” pleted the survey online between 30 January 2-23, 2008. Results aren’t 25.5 23.8 PR DEGREES ABOUND weighted. Based on the sample size, 20 Despite the varied backgrounds the results are statistically tested at that are emerging in the field, an a confidence level of 90%. 11.8 10 increasing number of job candi- This report offers selected high- 3 dates are majoring in PR in col- lights only. More complete sur- 1.8 0 0.6 lege as more universities are offering vey results – with raw data – are (7) (6) (5) (4) (3) (2) (1) Strongly agree Do not agree the degree as a major. Nearly 40% available in Excel format for $150. Base: 994 of respondents were PR majors, Please contact Beth Krietsch at followed by 19.2% journalism beth.krietsch@prweek.com.PRWeek • February 25, 2008 • www.prweek.com