Provides a survey of salaries in the training profession. Breaks down statistics according to sex, location, size of company, and specific job. Includes a worksheet to enable individuals to compare themselves with other trainers. (JOW)

A national survey received 1,802 replies from trainers (14.2%) showing that salaries are flat and trainers feel underpaid. Women's salaries have risen three times faster, but women still earn $.80 for every $1 of male trainers. Specialists in management, career, or organizational development saw the largest increase. (SK)

This report of a survey of 12,000 "Training" subscribes (2,037 responses) depicts the male-female salary gap and job categories of training positions; and compares salaries of executives, training managers, instructors, instructional designers, organizational development specialists, and personnel managers and specialists by region, company size,…

A survey of trainers' (n=2,003) salaries compared salaries based on size of companies, geographic location, level of education, experience, gender, and age. At $60,794, the average training salary is only 2.8 percent higher than last year, compared to a 4.6 percent increase for the average salaried employee. (JOW)

An annual survey of corporate trainers (n=2,054) found a 4% rise in salaries. Women's salaries rose an average of 8%; female trainers (51% of respondents) now earn 82% of what male trainers earn. Trainers in the Northeast and Pacific Northwest were the highest paid, and the overall salary rise was largely in organizations with the highest revenues…

Although unemployment is at a 30-year low and corporate profits are surging, much of today's work force cannot afford the education and training needed to succeed in the New Economy. Public funding for training and upgrading may be needed to replace disappearing career ladders. (JOW)

Reports results from a 1987 survey of 2,830 readers of "Training," who are mostly industry-based trainers. Results indicate that salaries remained about the same as 1986, although bonuses were larger. Another finding indicates that the male/female salary gap is growing. (CH)

Defines four distinct theories of wage discrimination: equal pay for equal work, equal pay for similar work, equal pay for equal or comparable worth, and pay parity. Court cases involving comparable worth are discussed and statistics cited. The effect of job evaluations and the power of the marketplace are examined also. (CT)

In order to prevent trainers from running afoul of federal and state laws and regulations when setting up a training program, the author presents specific issues of importance to trainers. These concern copyright, idea ownership, comparable worth, access to training, and privacy. (CT)

The author presents a sampling of organizations that have some kind of formal, alternative career path for their nonmanagement employees. It is shown that the rules, conditions, and reasons for implementing parallel systems vary extensively. (CT)