If you want to earn more money as a sponsorship professional, work for a property, sponsor or agency with more than $1 million in sponsorship spending or revenue.

That’s the guidance suggested by results from IEG Sponsorship Report’s 18th annual salary survey.

The primary components of employee compensation—salary, bonus and commission—increase significantly when organizations are above the $1 million threshold.

Consider the following: Average total compensation for an employee of organizations over $1 million: $131,396; average under $1 million: $96,190 (a 37 percent difference). Average base salary for organizations over $1 million: $109,422; average under $1 million: $84,594 (a 29 percent difference).

A higher proportion of employees of larger sponsorship organizations received raises in 2014—70 percent vs. 64 percent for smaller organizations—and those pay boosts were higher—6.5 percent vs. five percent.

The same was true of bonuses: 56 percent of employees of $1-million-plus organizations received bonus payments vs. 36 percent of those who work for smaller sponsorship organizations. The average bonus amount for larger organizations was $19,320 vs. $13,532 for smaller ones.

It Pays To Be In Sponsorship
Two-thirds (67 percent) of sponsorship professionals received a raise in 2014—up from 65 percent in 2013.

And for the third year in a row the average raise—5.9 percent—was about three points higher than the U.S. average (Chart 1). Exempt salaried workers in the U.S.—those for whom overtime pay is not required—earned average raises of 2.9 percent for the second year in a row, according to the annual study released in August by human resource consulting firm Aon Hewitt.

Nearly half of those working in sponsorship also received a bonus this year. Forty-six percent—the same number as in 2012 and 2013—earned a bonus, with the average amount across the industry at $16,426, up from roughly $12,000 the previous year.

Job satisfaction among sponsorship professionals averaged a seven on a 10-point scale, the same as in 2013 (Chart 2). Satisfaction was roughly the same across sectors—for-profit and nonprofit properties, sponsors and agencies—reflecting a decline in satisfaction among sponsor respondents from an average 7.6 to 7.2.

For a breakdown of results by job title and other relevant findings from the survey, see Charts 3-7.

Survey findings derive from responses from 310 industry practitioners—52 percent working for nonprofit properties, 20 percent working at for-profit properties, 11 percent for sponsors and 17 percent for agencies.

CHART 1: AVERAGE SPONSORSHIP SALARY INCREASE VS. NATIONAL AVERAGE
AVERAGE SPONSORSHIP SALARY INCREASE VS. NATIONAL AVERAGE

CHART 2: JOB SATISFACTION (10-POINT SCALE)
JOB SATISFACTION (10-POINT SCALE)

CHART 3: COMPENSATION AND OTHER JOB FACTOR AVERAGES BY SECTOR AND TITLE
COMPENSATION AND OTHER JOB FACTOR AVERAGES BY SECTOR AND TITLE

CHART 4: AVERAGE TOTAL COMPENSATION BY TITLE AND ORGANIZATION TYPE
AVERAGE TOTAL COMPENSATION BY TITLE AND ORGANIZATION TYPE

CHART 5: AVERAGE TOTAL COMPENSATION BY ORGANIZATION SIZE
AVERAGE TOTAL COMPENSATION BY ORGANIZATION SIZE
Note: Organization size represents sponsorship revenue (properties and agencies) or sponsorship budgets (sponsors).

CHART 6: AVERAGE TOTAL COMPENSATION BY SPONSORSHIP REVENUE (PROPERTIES ONLY)
chart-06.jpg

CHART 7: COMPENSATION AND OTHER JOB FACTOR AVERAGES BY ORGANIZATION SIZE
COMPENSATION AND OTHER JOB FACTOR BY ORGANIZATION SIZE
Note: Organization size represents sponsorship revenue (properties and agencies) or sponsorship budgets (sponsors).