Administrative professionals (APs) are often considered the glue that keeps an organization running smoothly, making their recruitment and retention critical for businesses across industries.
With the job market more competitive than ever before, HR leaders must consider the latest trends in the administrative profession. It is particularly important to stay informed about APs’ evolving compensation, benefits, and professional development expectations.
The valuable support of APs is evident in that 51 percent are now salaried, a seven percent increase from 2020, according to the American Society of Administrative Professionals (ASAP)’s fifth annual State of the Profession Report.
The results of the study were collected from 3,916 APs who self-reported compensation and benefits information. The study also tracked responses to attitudinal questions gauging how APs feel about their role and the professional development opportunities within their organization.
Of the APs surveyed, 73 percent say their annual compensation has increased in the past year. An average increase of 5.9 percent also indicates that APs are receiving pay increases above the rate of inflation, which was 3.4% in the United States in 2023.
While benefit packages have generally held steady in previous years, 46 percent of respondents say they received additional benefits over the past year.
These trends highlight the need for HR professionals to ensure APs are appropriately compensated and feel valued by their organization. Providing meaningful compensation packages and offering professional development opportunities are both key to retaining administrative workers and attracting new talent.
How Does Your Compensation Package Stack Up?
First and foremost, compensation packages must be competitive to appeal to valuable APs.
Despite a slowing global economy and stubbornly high inflation, administrative professional compensation has accelerated since last year. Over two-thirds of APs (69 percent) now earn more than $50,000 a year. In fact, the average annual salary for APs has increased by $10,000 since 2020.
While APs who work in retail and e-commerce are more likely to report an hourly pay structure (62 percent), most APs with salaries work across a wide range of industries, from technology, automotive, manufacturing, and real estate to finance, energy, and healthcare.
The reported salaries indicate that administrative and senior administrative assistants make between $52,000 and $65,000 per year on average, while executive and senior executive assistant job titles range higher, between $75,000 and $90,000. Twenty-eight percent of all respondents say they make between $70,000 and $100,000, and eight percent report an annual salary over $100,000.
Many employers offer additional benefits to APs. These include allowances for remote working, increased paid annual leave, enhanced parental leave, and increased pension or 401k contributions. The most cited additional benefit in the study is the increase or introduction of staff wellbeing benefits, such as a free or discounted gym membership, followed by the introduction of a mental health program and improvements to medical insurance.
Professional Development Demonstrates Value
Investing in APs can have significant long-term benefits, such as increased employee engagement and retention. Importantly, the study found that APs who feel valued in their roles are more likely to report having an allowance for professional development and opportunities to attend training sessions.
Therefore, organizations should provide APs with the time and professional development budget to attend role-specific training. Having an established plan for what’s next in the individual’s career and identifying the skills needed for their trajectory are an essential part of this process.
Once a professional development plan and goals are in place, supervisors should encourage APs to seek out training that would help them add new skills, bring value back to the business, and advance their careers. Depending on the skills needed and their career goals, this could mean earning a certification, taking an online course, or attending an in-person conference.
Taking the time and allocating the resources for APs’ professional development sends a clear message that their career is important and that they are an integral part of the company’s future.
Conclusion
As APs become more highly skilled and indispensable to the workforce, employers who offer a competitive compensation package with strong benefits and investment in their APs’ professional development will stand out and be more likely to retain employees in a competitive job market.
Leah Warwick is the editor for the American Society of Administrative Professionals (ASAP), the leading provider of training, community, and resources for the administrative profession. ASAP produces the Professional Administrative Certification of Excellence (PACE), online courses, and annual training events, such as the Administrative Professionals Conference (APC) and EA Ignite. Learn more at www.ASAPorg.com.