Salaried Jobs

• typically working for only one company
• work is done as “work-for-hire”
This means that all work created by employees, unless otherwise negotiated, is done as work-for-hire, which gives authorship and all attendant rights to the employer.
• moonlighting or freelancing generally prohibited

Working within a Company

• referred to as “in-house”
• generally maintain a full-time art staff
• may supplement with freelance talent

Independent Agencies / Design Agencies / Firms

• maintains working relationships with multiple clients
• generally work on retainer basis
• may subcontract with freelance talent

1990’s and Downsizing

• agencies favor freelancers & independent contractors
• decreased overhead (salaries / benefits / insurance etc.)
• tax evasion issues

Today’s Working Conditions

Some things to consider along with salary when applying for a job:
• policies
• benefits
• job descriptions
• performance reviews

policies
• reveals much about the working environment and attitude of your potential employer

benefits relative to company size
• basic benefits:
minimum wage
unemployment insurance
workers compensation

• optional benefits:
insurance (medical / life / dental)
paid holidays
vacation

job descriptions
avoid assumptions and carefully review a written description and offer letter before accepting
• job description:
clearly states your role and responsibility
used as a means to measure performance
useful in leveraging new title or salary

• offer letter:
salary
title
start date
benefits

performance reviews
• typically done twice a year
• opportunity to discuss and re-negotiate arrangement
• should be kept confidential

Salary Overview

Factors that may affect salary ranges:
• region / location
• employer size / type
• job title / experience / responsibility
• gender ?

Entry Level Designer
An entry level designer is one to two years out of school and requires mentoring in all aspects of design conception and implementation

• 30,000 (25th %)
• 35,000 (median)
• 40,000 (75th %)

Designer
A designer is responsible for conceptualization and design of graphic applications such as collateral material, environmental graphics, books and magazines, corporate identity, film titling and multi-media interfaces, from concept to completion.

• 37,500 (25th %)
• 44,000 (median)
• 52,000 (75th %)

Senior Designer
A senior designer is responsible for the conceptualization and design of solutions from concept to completion. In some firms, a senior designer directs the work of one or more junior designers, who generate comps and crate layouts and final art. In some cases, senior designers do not manage staff but are designated “senior” because of their experience and authority in decision-making.

• 50,000 (25th %)
• 60,000 (median)
• 70,000 (75th %)

Art Director
The art director establishes the conceptual and stylistic direction for design staff and orchestrates their work, as well as the work of production artists, photographers, illustrators, prepress technicians, printers and anyone else who is involved in the development of a project. The art director generally selects vendors and if there isn’t a crative director on staff, has final creative authority.

• 55,000 (25th %)
• 70,000 (median)
• 82,000 (75th %)

Production Artist
Assists design teams in graphic production for collateral, packaging, display and advertising projects. Should be adept in using software applications such as Quark / InDesign, Illustrator, Photoshop, basic HTML, and Image Ready. Must have solid knowledge of four-color printing process, and be able to pre-flight, collect files and archive materials.

• 35,000 (25th %)
• 41,000 (median)
• 50,000 (75th %)

Production Coordinator
Provides logistical support to production department. Duties may include tracking and scheduling projects; filing summary reports; archiving and pre-flight formatting of collateral; and invoice management. Requires strong organizational skills and a keen eye for detail, as well as knowledge of Quark / InDesign, Illustrator, Photoshop, and project management software.

•28,000 to 37,000

Production Manager
Manages the production of a variety of projects. Duties include project planning, workflow management, vendor negotiations, print buying, cost control, quality control, logistical coordination and press checks. Often supervises traffic coordinators and print buyers; may manage small design studio. Requires expertise in both analog and digital technologies, familiarity with design software applications and project management experience.

• 42,000 to 64,000

Reading Assignment (RECAP)

Please take time to familiarize yourself with the content within the following reading assignment, you DO NOT have to read every single page / word.
• TEXT: Graphic Artist Guild Handbook Chapter 6 p 112-115;
• AIGA Aquent Survey Salary 2007:

Reading Assignment (PREP)

• TEXT: Graphic Artist Guild Handbook; pgs 51-53 ( “Employment Issues” section)

Job Analysis Exercise

Please take time to review and prepare to comment on the job postings as provided here. GRPH_310_JobPosting_Exercise.pdf

Independent Contractors / Freelancers

What is a freelancer?

Defined simply, freelancers are self-employed subcontractors who market their art by the job to several buyers.
That’s very short and sounds very sweet. But beyond the dictionary and in the “real world” a freelancer is also the office manager, secretarial pool, sales staff, marketing department, maintenance and mail room all rolled into one.

The Pluses of Freelancing
• more creative assignments
• more of the type of work you want to do
• more money ???
• no more time clock
• no more 9-to-5

The Minuses of Freelancing
• more demanding
• more hours
• no steady pay-check
• accepting work just to pay the bills

Common Characteristics of Freelancers
• independent spirit
• sense of adventure
• lack of interest in working for somebody else
• great reserves of self-discipline
• good organizational skills

Having What it Takes to be a Freelancer

Only you can answer this question. To help you get there, ask yourself these questions:
• What are you getting out of this? Why are you doing it?
question your motives, and answer honestly

• Do you have the drive and ambition to turn you skill into success?
talent without drive and motivation does not generate income

• How’s your business acumen? or sense?
if you have little or no sense of how to run a business, it’s time to learn—on the job training is not the ideal means for learning these lessons

• Are you self-disciplined?
a poor attitude will cripple your workday, and lackadaisical habits will get you into trouble quickly

• Are you decisive?
as a freelancer—working for you—you’ll be making all the “big decisions” and not to mention, taking responsibility for the consequences of your decisions

• Can you tolerate a fair amount of rejection?
unfortunately, every freelancer will face rejection at some point, the key is not to take it personally, and to learn from each experience

• Do you thrive on competition?
after all, competition in free enterprise is the American way, and by the way, haven’t you noticed that you are surrounded by talented, hard-working peers in the same field

• How do you handle stress?
given the amount of tension associated with freelancing, you may find it handy to become familiar with words and phrases like… grace under pressure… flexibility… rolling with the punches… shooting from the hip

• How’s your bankbook?
in times of low pay or no pay, can you support yourself and your business with your personal banking account

• Do you mind working alone?
synergy is often and advantage in creative-type jobs, and making opportunity to experience this will be even more important if work for yourself

Freelance vs. Permanent

Determining Employee Status
The IRS’s twenty factor control test used to clarify the distinction between employee and independent contractor / freelance status:

Is the person subject to the control of or by the firm?

1. Instructions:
If the worker is required to obey the firms instructions about when, where and how work is to be performed, they are an employee.

2. Training:
Training a worker suggests that the worker is an employee.

3. Integration:
If a workers services are part of a firms operations, this suggests that the worker is subject to the firm’s control, an employee.

4. Personal Services:
If the firm requires tht the service be performed in peron, this suggests control.

5. Use of Assistants:
If the firm hires, directs and pays for the worker’s assistants, this is an indication of employee status.

6. Ongoing Relationships:
If the relationship is ongoing, even if frequent work is done on irregular cycles, the worker is likely to be an employee.

7. Fixed Hours of Work:
That suggests the worker is an employee controlled by the firm.

8. Full-time Work:
If the worker is with the firm full time and restricted from taking on other work.

9. Work Location:
If the firm requires that the worker be at the location of the firm, that suggests employment.

10. Workflow:
If the worker must conform to the routines, schedules, and patterns established by the firm, that is consistent with being and employee.

11. Reports:
A requirement that reports be submitted, oral or written, suggests employee status.

12. Manner of Payment:
Payment by the hour, wee, or month suggests an employee.

13. Expenses:
Payment of expenses by the firm implies the right to control company expenses and this suggest employment status.

14. Tools and Equipment:
If the firm provides tools and equipment, it suggests worker is an employee.

15. Investments:
If the worker has a significant investment in his or her own equipment, that implies being an independent contractor

16. Profit or Loss:
Having a profit or loss (due to overhead, project costs,and investment in equipment) is consistent with being an independent contractor.

17. Multiple clients:
Working for many clients suggests independent contractor status.

18. Marketing:
If the worker markets his or her services to the public on a regular basis, that suggests independent contractor status

19. Right to Discharge:
If the firm can discharge the worker at any time, that suggests employment.

20. Right to Quit:
An employee may quit at any time without liability.

Still not sure? Freelancer or Employee?

If the firm believes a worker IS a freelancer or independent contractor, the two parties should negotiate a carefully worded contract that accurately describes the agreement and it’s legal binding.

Reading Assignment (RECAP)

• TEXT: Graphic Artist Guild Handbook; pgs 51-53 ( “Employment Issues” section

Reading Assignment (PREP)

• TEXT: AIGA Professional Practices in Graphic Design; chapter 8; pgs 71-85