Compensation studies for Youth Development field

On LinkedIn Valerie Leonard, founder of Nonprofit Utopia, posted a comment about compensation of workers in the Youth Development field.

I don't think I have any specific links in the Tutor/Mentor library to reports about compensation in the youth development field so I asked Gemni to give me some information. 

Below is the response:

Working in the youth development field in the United States often involves a wide range of compensation depending on the specific role, region, and type of organization. Recent studies and surveys highlight these disparities and the push for better workforce support.

Here are three research studies and reports detailing compensation levels in the field:

1. National Power of Us Workforce Survey

Conducted by the National AfterSchool Association (NAA) and its partners, this is one of the most comprehensive recent looks at the Out-of-School Time (OST) workforce. The survey provides data on wages, benefits, and the professional backgrounds of youth workers to help advocate for high-quality jobs.

• Key Findings: The study explores the correlation between "high-quality jobs" and staff retention, emphasizing that current compensation levels often do not match the educational levels and commitment of the professionals in the field.

• Website provided by Gemni: National AfterSchool Association News;  This did not go directly to the survey. I searched and found The Power Of Us survey on this Wallace Foundation page

2. Staffing, Compensation, and Benefits Report

The American Camp Association (ACA) regularly publishes detailed reports specifically for the summer camp and seasonal youth development sector. While the most comprehensive full reports are published on a rotating basis (the 2019 report being a major benchmark), they provide specific data for both day and overnight camps.

• Key Findings: The report breaks down salaries and benefits for both year-round and seasonal staff, segmented by camp budget size, region, and affiliation (e.g., non-profit, agency, or independent).

• Website: ACA Research and Innovation.  This site provides a list of reports.

3. Afterschool and Summer Workforce Solutions Database

The Afterschool Alliance maintains ongoing research and a database focused on workforce challenges. Their research often highlights state-level and national trends regarding how pandemic relief funds and new state initiatives are being used to increase compensation and provide additional benefits like mental health support for youth workers.

• Key Findings: Recent updates (2024–2026) show a growing trend of utilizing "intermediary" organizations to bridge the gap in pay and professional development for community-based youth organizations.

• Website: Afterschool Alliance Research.  View list on this page, which focused on funding.

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Current Compensation Estimates (2026)

While formal multi-year academic studies are published periodically, real-time data from professional networks indicates the following for Youth Development Specialists:

• National Average: Approximately $57,130 per year (up from $53,473 in 2023).

• Entry Level: Often ranges between $33,000 and $39,000.

• Top Earners: Can exceed $71,000 in high-cost states like California or Minnesota.

• Source: NASW JobLink Salary Data.  This site is probably the most direct link to information about compensation.

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In other articles, such as this one, I've asked for a more segmented understanding of youth development, tutor and/or mentoring programs.  These reports illustrate how much that is needed.  

Where the program is located, who it serves, what age group(s) is served, what it's mission and theory of change are, how it is organized and delivers service are all variables that need to be understood when making claims about levels of compensation, and, in building coalitions that raise the visibility of the sector, as part of an on-going strategy of increasing and stabilizing funding.

Budget size should also be included in this research. Organizations with revenue over $1 million may have greater ability to pay higher compensation than organizations with revenue under $250 thousand.

Do you have any specific research on this issue?  Please share it.

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