Public Relations Managers and Public Relations Specialists
Standard Occupational Classification #11-2031 Public Relations Managers
Standard Occupational Classification #27-3031 Public Relations Specialists
SOC Definition for Public Relations Managers #11-2031 -- Plan and direct public relations programs designed to create and maintain a favorable public image for employer or client; or if engaged in fundraising, plan and direct activities to solicit and maintain funds for special projects and nonprofit organizations. Also known as: Fundraising Director, Public Information Director, Publicity Director
SOC Definition for Public Relations Specialists #27-3031 – Engage in promoting or creating good will for individuals, groups, or organizations by writing or selecting favorable publicity material and releasing it through various communications media. May prepare and arrange displays, and make speeches. Also known as Account Executive, Communications Director, Communications Specialist, Corporate Communications Specialist, Media Relations Specialist, Public Affairs Specialist, Public Information Officer, Public Information Specialist, Public Relations Coordinator or Specialist
Respond to requests for information from the media. Write press releases or other media communications to promote clients and an organization's accomplishments, agenda, or environmental responsibility. Establish or maintain cooperative relationships with representatives of community, consumer, employee, or interest groups. Coach client representatives in effective communication with the public or with employees. Update and maintain content posted on the Web. Prepare or edit organizational publications, such as employee newsletters or stockholders' reports, for internal or external audiences. Coordinate public responses to management incidents or conflicts.
Public Relations Managers are classified as managerial occupations with 24.2 percent working in the non-profit Religious, Grantmaking, Civic, Professional, and Similar Organizations, 16.6 percent working in Junior Colleges, Colleges, Universities, and Professional Schools, 8.2 percent working in Advertising, Public Relations, and Related Services, 9.3 percent working in Management of Companies and Enterprises and a scattering of small percents in many industries.
For Public Relations Specialist are classified as Arts, design, entertainment, sports, and media occupations with 21.6 percent working in Religious, Grantmaking, Civic, Professional, and Similar Organizations, 9.5 percent working in Junior Colleges, Colleges, Universities, and Professional Schools, 14.9 percent working in Advertising, Public Relations, and Related Services, 7.3 percent working in hospitals and social assistance, 6.9 percent working in state and local government, excluding education and hospitals and a scattering of small percents in many industries.
National employment as Public Relations Managers was 60,380 in 2015. Jobs are down since 2000 when jobs were 68,000. The annual average job decrease equals 508 per year since 2000 at a growth rate of -.79 percent. The Bureau of Labor Statistics is forecasting job growth for Public Relations Managers at 470 per year through 2024 at a growth rate of .69 percent a year.
National employment as Public Relations Specialists was 218,910 in 2015. Jobs are up since 2000 when jobs were 128,570. The annual average job increase equals 6,023 per year since 2000 at a growth rate of 3.61 percent. The Bureau of Labor Statistics is forecasting job growth for Public Relations Specialists at 14,900 per year through 2024 at a growth rate of .60 percent a year.
Job openings make a better measure of new hiring than job growth. Job openings are job growth and the number of net replacements. Net replacements are people who permanently leave an occupation for another occupation or retirement and must be replaced before there can be job growth. Job openings for Public Relations Managers are forecast to be 610 a year through 2024.
Job openings make a better measure of new hiring than job growth. Job openings are job growth and the number of net replacements. Net replacements are people who permanently leave an occupation for another occupation or retirement and must be replaced before there can be job growth. Job openings for Public Relations Specialists are forecast to be 2,620 a year through 2024.
The recently updated BLS Education and Training Classification assignments lists BA degree skills as necessary for entry into jobs as Public Relations Manager. However, percentages from survey data are published for Public Relations Managers showing an educational distribution where 49.2 percent have a BA degree, 23.6 percent have advanced degrees, 13.9 percent some college, but no degree, and almost 5.6 percent have an associate’s degree. High school skills were sufficient for 7.6 percent who work here and .6 percent have less than a high school degree. Previous experience is considered unnecessary, but moderate on-the-job training is expected to be necessary for new hires.
BA degree skills are necessary for Public Relations Specialists. Percentages from survey data are published for Public Relations Specialists showing an educational distribution where 56.2 percent have a BA degree, 22.4 percent have advanced degrees, 11.2 percent some college, but no degree, and almost 4.3 percent have an associate’s degree. High school skills were sufficient for 5.4 percent who work here and .6 percent have less than a high school degree. Previous experience is considered unnecessary, but moderate on-the-job training is expected to be necessary for new hires.
The National Center for Education Statistics reports degree data for America’s colleges and universities that can be compared with job growth and openings. Relevant BA degree programs include Public relations/image management, advertising, political communication, health communication, public relations, advertising and applied communications specialties. There were 11,126 BA degrees granted in the 5 programs in public relations, advertising and applied communications in June 2013, the last year of complete degree data. These are up slightly from June 2011 when they were 10,027 and June 2012 when they were 9,948. There were also 1,004 MA degrees granted and 11 Ph.D degrees granted in June 2013. The ratio of relevant BA degree to openings equals 3.44, or 11,126/(610+2620), assuring more than three qualified candidates to fill job openings.
The basic wage data from the BLS occupational employment survey includes a wage distribution. Averages are not used much in wage data. A few high wages pull up the average and make it unrepresentative. Instead a distribution range of wages is published with the 10th, 25th, median, 75th, and 90th percentiles of wages. A 10th percentile wage means 10 percent working in this job have wages equal to or less than the 10th percentile wage and so on. Annual wages are converted to hourly wages by dividing annual wages by 2080
The entry wage for the national market in the 10th percentile for Public Relations Manager is reported as $56,890 in 2015. The 25th percentile wage equals $76,000. The median wage is $104,140, the 75th percentile wage equals $147,590 and the 90th percentile wage is $187,200.
The wages of Public Relations Manager have kept up with inflation for the last decade. For example, to have the buying power of the 2008 median wage of $89,430 in 2015, the Public Relations Manager wage would need to be $98,448.40. In stead it was $104,140, a 5.78 percent increase in the real wage for those eight years.
The entry wage for the national market in the 10th percentile for Public Relations Specialist is reported as $31,690 in 2015. The 25th percentile wage equals $41,520. The median wage is $56,770, the 75th percentile wage equals $78,340 and the 90th percentile wage is $110,080.
The wages of Public Relations Specialist have kept up with inflation for the last decade. For example, to have the buying power of the 2008 median wage of $51,280 in 2015, the Public Relations Specialist wage would need to be $56,451.23. In stead it was $56,770, a 0.56 percent increase in the real wage for those eight years.
Saturday, June 18, 2016
Wednesday, June 8, 2016
The New Overtime Rules and the Deceptive Response
The New Overtime Rules and the Deceptive Response
New overtime rules for the Federal Labor Standards Act (FLSA) will begin December 1 of this year. Current overtime rules only apply to someone paid a salary equal to or less than $23,660 a year or to someone paid an hourly wage, a decision entirely at the discretion of the employer. FLSA rules calls for pay at a rate of time and a half for hours over forty hours a week. Over time pay gives employers the incentive to hire additional people rather than pay overtime; two people working sixty hours a week equals three people working forty hours a week.
The current overtime pay exemptions date from August 23, 2004 following a substantial revision of Fair Labor Standards regulations by the Bush Administration. The revision added lots of new language that made it easier to exempt executive, administrative and professional employees from overtime pay as long as they work for a salary above $23,660.
The new rules are sometimes called white-collar rules because exemptions to overtime pay have never applied to “manual laborers or other ‘blue collar’ workers who perform work involving repetitive operations with their hands, physical skill and energy.” For example, with the current white collar rules an employee can be denied overtime pay if employed in a bona fide executive, administrative or professional capacity and compensated by salary at a rate of not less than $455 per week ($23,660 a year) exclusive of board, lodging or other facilities, whose primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer's customers and whose primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
On December 1 the minimum annual salary requirement for overtime pay goes up to $47,476, but does not change the regulations like the one paraphrased above. The new minimum is high enough that some employees previously exempted from - denied - the right to overtime pay will be entitled to it.
Opponents
Business owners, managers and those who identify with business owners and managers will not like the change. It will raise wage costs and lower profits; the changes redistribute income to wage earners at the expense of individual business profits. The people who do not like the policy do not generally mention how much easier it was to avoid paying overtime after the Bush administration revisions of 2004, or how stagnant wages reduce buying power and limit economic growth.
The Department of Labor estimates the new rules will apply to 4.2 million people and if overtime pay raises buying power enough to increase total spending, more production and sales will increase collective business profits. In that way the rules might improve the economy for the larger society but individual businesses will have higher net profits if they can get essential work done by avoiding over time pay.
Opposition comments published in the newspapers (Washington Post, May 21, 2016, “The potential pitfalls of new overtime rule”) and the Internet avoid confronting the redistribution issue or the abuses so common to overtime. The Washington Post article cites the ominous proviso offered by unnamed business groups that “ what workers will probably see a lot less of is flexibility on the job.” … “As an employer, you will have to think about how much time did the person really work … It’s a headache and because it’s a headache, the employer’s first reaction is going to be: ‘No, you can’t work from home. Sorry.’ ”
Beware the deception. Compliance with the FLSA already requires tracking hours worked, whether they are at an office or work from a remote computer. The first sentence of the Fair Labor Standards Act requires that all hours of work will be compensated. Executive, administrative and professional occupations are exempt from overtime pay, but they are entitled to regular pay for work over forty hours a week. Flexibility for salaried people should not turn overtime hours into free work. People who get pressured into working fifty and sixty hours a week who get paid a full time salary based on legally designated full time workweek of forty hours giveaway overtime hours for free.
The Washington Post article cites a lawyer who suggests “some employers may choose to bump workers above the salary threshold, avoiding the problem entirely. But many employees will probably be “re-classified” as hourly workers at which time the number of hours they work might be limited or carefully monitored and tracked.” That translates to some employees can expect reprisals to convince them the new rules are bad for them, as well as business.
These new rules offer modest help to a modest share of working people living on their wages. It is a conservative change, albeit in the right direction, to reduce income inequality. It highlights class conflicts between working people and business owners. Business fights every effort to improve wages as they have here even to the point where low wages are so low they drag down the economy and reduce economic growth. These are new rules, but it’s an old battle.
New overtime rules for the Federal Labor Standards Act (FLSA) will begin December 1 of this year. Current overtime rules only apply to someone paid a salary equal to or less than $23,660 a year or to someone paid an hourly wage, a decision entirely at the discretion of the employer. FLSA rules calls for pay at a rate of time and a half for hours over forty hours a week. Over time pay gives employers the incentive to hire additional people rather than pay overtime; two people working sixty hours a week equals three people working forty hours a week.
The current overtime pay exemptions date from August 23, 2004 following a substantial revision of Fair Labor Standards regulations by the Bush Administration. The revision added lots of new language that made it easier to exempt executive, administrative and professional employees from overtime pay as long as they work for a salary above $23,660.
The new rules are sometimes called white-collar rules because exemptions to overtime pay have never applied to “manual laborers or other ‘blue collar’ workers who perform work involving repetitive operations with their hands, physical skill and energy.” For example, with the current white collar rules an employee can be denied overtime pay if employed in a bona fide executive, administrative or professional capacity and compensated by salary at a rate of not less than $455 per week ($23,660 a year) exclusive of board, lodging or other facilities, whose primary duty is the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer's customers and whose primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
On December 1 the minimum annual salary requirement for overtime pay goes up to $47,476, but does not change the regulations like the one paraphrased above. The new minimum is high enough that some employees previously exempted from - denied - the right to overtime pay will be entitled to it.
Opponents
Business owners, managers and those who identify with business owners and managers will not like the change. It will raise wage costs and lower profits; the changes redistribute income to wage earners at the expense of individual business profits. The people who do not like the policy do not generally mention how much easier it was to avoid paying overtime after the Bush administration revisions of 2004, or how stagnant wages reduce buying power and limit economic growth.
The Department of Labor estimates the new rules will apply to 4.2 million people and if overtime pay raises buying power enough to increase total spending, more production and sales will increase collective business profits. In that way the rules might improve the economy for the larger society but individual businesses will have higher net profits if they can get essential work done by avoiding over time pay.
Opposition comments published in the newspapers (Washington Post, May 21, 2016, “The potential pitfalls of new overtime rule”) and the Internet avoid confronting the redistribution issue or the abuses so common to overtime. The Washington Post article cites the ominous proviso offered by unnamed business groups that “ what workers will probably see a lot less of is flexibility on the job.” … “As an employer, you will have to think about how much time did the person really work … It’s a headache and because it’s a headache, the employer’s first reaction is going to be: ‘No, you can’t work from home. Sorry.’ ”
Beware the deception. Compliance with the FLSA already requires tracking hours worked, whether they are at an office or work from a remote computer. The first sentence of the Fair Labor Standards Act requires that all hours of work will be compensated. Executive, administrative and professional occupations are exempt from overtime pay, but they are entitled to regular pay for work over forty hours a week. Flexibility for salaried people should not turn overtime hours into free work. People who get pressured into working fifty and sixty hours a week who get paid a full time salary based on legally designated full time workweek of forty hours giveaway overtime hours for free.
The Washington Post article cites a lawyer who suggests “some employers may choose to bump workers above the salary threshold, avoiding the problem entirely. But many employees will probably be “re-classified” as hourly workers at which time the number of hours they work might be limited or carefully monitored and tracked.” That translates to some employees can expect reprisals to convince them the new rules are bad for them, as well as business.
These new rules offer modest help to a modest share of working people living on their wages. It is a conservative change, albeit in the right direction, to reduce income inequality. It highlights class conflicts between working people and business owners. Business fights every effort to improve wages as they have here even to the point where low wages are so low they drag down the economy and reduce economic growth. These are new rules, but it’s an old battle.
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