NATA Salary Survey Bias

The National Athletic Trainers’ Association (NATA) Salary Survey is a useful tool for understanding compensation trends in athletic training.

However, ATs should have taken a research class in their ATEP, so like any self-reported survey, it has several limitations and potential biases.

Here are the key problems:

1. Self-Reporting Bias

Respondents may inflate or underestimate their salaries, leading to inaccurate data. Differences in how individuals report benefits, bonuses, and perks can distort compensation figures. Self-reported surveys lack validation mechanisms to confirm accuracy.

2. Selection Bias

The survey is targeted towards NATA members participation, which can exclude non-members who may have different salary trends. Those who choose to respond may not be a fully representative sample of all athletic trainers (ATs), potentially skewing the results.

3. Representation Issues

Low response rates in certain job settings can lead to underrepresentation of certain demographics. The survey may not fully account for part-time, per diem, multiple jobs, or independent contractor roles, which are increasingly common in athletic training.

4. Data Standardization Issues

The data is presented by region or a lumped national average; it does not reflect geographical location. The survey does not accurately articulate individual state comparisons to be able to take into account cost-of-living or FLSA state by state.

5. Experience & Credentialing Factors

Salary variations due to years of experience and additional certifications (e.g., CSCS, PES, CES) may not be fully captured or compared consistently. ATs with dual roles (also serving as strength coaches, educators, or administrators) may have salaries that don’t reflect their athletic training-specific earnings.

6. Limited Employer-Verified Data

The survey relies solely on self-reported numbers, unlike employer-reported salary data (human resources), which are more accurate. It may not reflect current hiring trends or market fluctuations since it is conducted bi-annually rather than annually.

7. Job Setting & Workload Discrepancies

Workload differences (hours worked, number of sports covered, travel requirements) are not always detailed in the survey, yet they can significantly affect salary expectations. ATs in emerging settings (military, performing arts, industrial, public safety) might be underrepresented, leading to less reliable data for these fields.

8. Timing & Market Fluctuations

The survey is not conducted biannually, meaning economic shifts (inflation, demand for ATs, healthcare industry changes) may make the data outdated by the time it’s published.

Potential Solutions

Increase response rates by incentivizing participation across all settings.

Provide public access for non-NATA members and employers to the salary data.

Cross-reference with employer-reported data for a more complete picture.

Collect more frequent data updates annually around tax season to reflect economic changes.