2027 Highest-Paying Jobs with an Educational Administration Doctorate: Salaries, Career Paths, and Growth Outlook
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The real question is not whether an Educational Administration doctorate sounds impressive; it is whether it can move you into better-paid leadership work. BLS wage data released in 2024 show postsecondary education administrators earning a median salary above $100,000, with higher compensation concentrated in senior leadership, policy, analytics, and training roles. This guide is for educators, administrators, and career changers weighing an EdD or PhD. You will learn which jobs pay the most, which specializations raise salary potential, and how to judge whether the degree fits your advancement goals.
Key Things to Know About High-Paying Jobs in Educational Administration
- Educational Administration doctorate holders are most likely to reach six-figure pay when they move beyond site-level roles into executive leadership, district administration, higher education administration, institutional strategy, workforce learning, or education consulting.
- Recent BLS data place median pay at about $104,000 for both postsecondary education administrators and school principals, while training and development managers report a higher median salary of about $127,000, making leadership-adjacent roles outside traditional school administration important to consider.
- The doctorate usually has the strongest payoff for candidates who already have leadership experience, licensure where required, budget responsibility, measurable improvement results, and a specialization in policy, data, organizational leadership, instructional systems, or equity-centered school improvement.
Is there high demand for Educational Administration doctorate graduates?
Demand for Educational Administration doctorate graduates is real, but it is not evenly distributed across every school leadership job. The strongest opportunities tend to appear where institutions need leaders who can manage compliance, budgets, enrollment pressure, student outcomes, workforce training, accreditation, AI-enabled decision-making, and large-scale change.
BLS projections released with the 2024 employment outlook show slower-than-average growth for some traditional education leadership roles, including school principals and postsecondary administrators. That means the doctorate is less valuable as a generic credential and more valuable when it is paired with a clear leadership niche, such as district transformation, higher education enrollment strategy, institutional research, or corporate learning leadership.
The demand picture is best understood by role type rather than by degree title alone. A doctorate can help you compete for jobs that require advanced judgment, but employers still look for proof that you can lead systems, not just complete doctoral coursework.
The table below summarizes where demand is strongest and what that means for doctorate holders who want higher-paying roles.
| Career area | Demand signal | What it means for doctorate holders |
| Higher education administration | BLS identifies ongoing openings for postsecondary education administrators, though growth is modest. | Competition favors candidates with enrollment, student success, accreditation, finance, or assessment experience. |
| K-12 district leadership | Replacement hiring and leadership turnover create openings even when overall job growth is limited. | The doctorate helps most when paired with principal, curriculum, superintendent, or central-office experience. |
| Workforce learning and talent development | Training and development management has stronger growth prospects than many traditional education administration occupations. | Educational Administration graduates with learning analytics, adult learning, and organizational change skills can compete outside school systems. |
| Education policy and compliance | Schools, agencies, and nonprofits face sustained accountability, funding, and reporting requirements. | Policy, assessment, and data skills can make the doctorate more marketable than a general leadership focus. |
| Education technology and analytics | AI tools, learning platforms, and student success systems are changing how institutions evaluate performance. | Doctorate holders who can connect leadership decisions to data governance and measurable outcomes are better positioned for senior roles. |
For readers asking whether an online Educational Administration doctorate is worth it, the demand answer is conditional. It can be worth it if the program helps you build executive-level evidence, such as a dissertation-in-practice, capstone, grant project, policy analysis, or measurable improvement portfolio that matches the jobs you want.
Which Educational Administration doctorate specializations lead to high-paying roles?
The highest-paying Educational Administration pathways usually come from specializations that solve expensive institutional problems. Employers pay more for leaders who can improve outcomes, manage risk, direct large teams, control budgets, or translate data into better decisions.
The table below compares doctorate specializations by their likely salary leverage. Use it to choose a concentration based on the work you want to lead, not just the title printed on the diploma.
| Specialization | High-paying roles it can support | Why it raises market value |
| Superintendency and district leadership | Superintendent, assistant superintendent, chief academic officer | Connects leadership training with district governance, board relations, public finance, and large-scale accountability. |
| Higher education leadership | Dean, vice president, provost track, enrollment or student affairs executive | Builds expertise in accreditation, enrollment, institutional planning, student success, and academic operations. |
| Education policy and law | Policy director, compliance executive, state education agency leader | Prepares leaders to manage funding rules, civil rights compliance, special education obligations, and regulatory risk. |
| Learning analytics and institutional research | Institutional research director, assessment director, student success analytics leader | Combines educational leadership with data interpretation, performance measurement, and evidence-based planning. |
| Organizational leadership and change | Chief learning officer, talent development executive, education consultant | Transfers well into corporate learning, healthcare education, nonprofit leadership, and workforce development. |
| Curriculum, instruction, and instructional systems | Chief academic officer, curriculum director, instructional design leader | Supports roles that oversee teaching quality, digital learning, professional development, and program evaluation. |
A niche specialization is usually better than a broad one when you already know the kind of leadership job you want. For example, a district administrator targeting superintendent roles may benefit from a superintendency track, while a higher education professional aiming for a vice president role may need coursework in institutional effectiveness, finance, and accreditation.
A general Educational Administration doctorate can still make sense if your current employer values broad executive preparation or if you are still deciding between K-12, higher education, and nonprofit leadership. However, candidates who want maximum salary leverage should review job postings first and identify repeated requirements before selecting a specialization.
If you are interested in digital learning leadership but are not ready for a doctorate, comparing best online instructional design master's programs can be a lower-cost way to build marketable instructional systems skills before committing to doctoral study.
How competitive are the applications for high-paying Educational Administration jobs?
Applications for high-paying Educational Administration jobs are often competitive because the applicant pool is experienced. Senior roles usually attract principals, deans, directors, consultants, and central-office leaders who already have graduate degrees, supervisory experience, and public evidence of results.
The doctorate can help you stand out, but it rarely compensates for missing leadership experience. A candidate with an EdD and no budget, supervision, or improvement track record may lose to a master's-prepared candidate who has managed a large school, department, grant, or systemwide initiative.
The table below shows common competitiveness factors for top-paying roles and how doctorate holders can strengthen their applications.
| Role type | Why applications are competitive | What strengthens your candidacy |
| Superintendent and cabinet-level district roles | Search committees often expect years of principal or central-office leadership, plus state credentials where required. | Documented student outcome gains, board communication experience, crisis leadership, and budget responsibility. |
| Dean, provost, and vice president roles | Higher education searches often require a national candidate pool and evidence of academic leadership. | Accreditation work, faculty leadership, enrollment strategy, student success metrics, and shared governance experience. |
| Chief learning officer or training executive | Candidates may come from education, HR, consulting, military training, or corporate learning backgrounds. | Learning analytics, ROI measurement, adult learning expertise, vendor management, and executive communication. |
| Education policy director | Policy roles attract applicants with legal, legislative, nonprofit, and agency experience. | Policy writing, grant management, compliance knowledge, stakeholder engagement, and public-sector experience. |
| Education consulting principal | Employers want evidence that you can win clients and deliver measurable change. | A portfolio of projects, publications, presentations, client results, and a clear consulting niche. |
To compete effectively, build the application before you need the job. The most successful candidates usually treat the doctorate as one part of a larger leadership portfolio.
- Collect measurable results from your current role, such as retention gains, graduation improvements, budget savings, accreditation outcomes, or staff development impact.
- Choose doctoral projects that solve real employer problems rather than topics that are interesting but disconnected from senior leadership work.
- Ask mentors or search consultants which gaps would block you from the roles you want, then use electives, internships, committees, or consulting projects to close those gaps.
- Build visibility through conference presentations, board reports, policy briefs, peer-reviewed or practitioner publications, and cross-functional leadership assignments.
A common mistake is applying only after finishing the doctorate. For high-paying roles, networking, references, and leadership evidence should start while you are still enrolled.
Educational Administration doctorate holders typically earn more when they move into senior administrative or executive roles, but salaries vary widely by sector, region, institution size, union rules, and prior experience. The degree is best viewed as an advancement credential rather than a direct salary guarantee.
BLS education-pay data released in 2024 show doctoral-degree holders across the U.S. labor market earning a higher median weekly wage than master's-degree holders. For Educational Administration candidates, this matters because many already hold a master's degree; the financial question is whether the doctorate opens roles that were previously out of reach.
The table below gives practical salary context using recent U.S. labor-market benchmarks for roles commonly connected to Educational Administration doctorates.
| Career level | Common roles | Typical salary context | How the doctorate affects pay potential |
| Experienced practitioner | Principal, assistant principal, department chair, program coordinator | Often tied to district or institutional salary schedules. | May provide a salary lane increase, but the largest gains usually require promotion. |
| Mid-level administrator | Director of curriculum, student affairs director, assessment director | Often approaches or exceeds six figures in larger districts, colleges, and universities. | Can help qualify for director-level searches when paired with relevant experience. |
| Senior administrator | Assistant superintendent, dean, executive director, vice president | Commonly higher than site-level administrative pay, especially with budget and staff authority. | Often valued as evidence of advanced leadership preparation and research-based decision-making. |
| Executive or cross-sector leader | Superintendent, provost, chief learning officer, managing consultant | Highest upside, but also the most competitive and experience-dependent. | Can strengthen credibility, especially when combined with a strong record of organizational results. |
Cost also matters. Federal datasets do not publish one universal average cost of attendance for an Educational Administration doctorate, but NCES data published in 2024 show that average annual graduate tuition and required fees differ sharply by institution type, with public universities generally costing less than private nonprofit institutions. Because many EdD programs are designed for working professionals and may take several years, applicants should calculate total tuition, fees, travel, books, lost time, and employer reimbursement before assuming the degree will pay off.
Students trying to shorten the time-to-ROI sometimes compare accelerated options such as 1 year EdD programs online, but speed should not be the only criterion. A fast program is most useful when it is accredited, aligned with your target role, realistic for your schedule, and able to produce a portfolio that hiring committees will respect.
To estimate your own payoff, compare your current compensation with the realistic salary range for the specific promotion you are targeting. If the doctorate could support a move from a capped classroom, school-level, or coordinator role into a director or executive role, the payoff may be meaningful. If you are already near the top of your salary schedule and do not plan to change roles, the financial return may be slower.
The highest-paying jobs for Educational Administration doctorate holders are not limited to principals and superintendents. Some of the strongest salary paths sit in higher education leadership, learning and development, institutional strategy, consulting, and policy.
The table below combines recent BLS salary benchmarks with common doctorate-aligned career pathways. Exact compensation can vary widely, so use these figures as comparison points rather than guaranteed outcomes.
| High-paying job | Where the role is found | Recent salary benchmark | Why an Educational Administration doctorate helps |
| Chief learning officer or training and development manager | Corporations, healthcare systems, government agencies, large nonprofits | BLS May 2024 median pay for training and development managers was about $127,000. | Doctoral training in adult learning, organizational change, assessment, and leadership can support executive learning strategy. |
| Postsecondary education administrator | Colleges, universities, professional schools, community colleges | BLS May 2024 median pay was about $104,000. | The doctorate is valued for senior roles in student success, academic affairs, institutional effectiveness, accreditation, and enrollment leadership. |
| Elementary, middle, or high school principal | Public, charter, and private schools | BLS May 2024 median pay was about $104,000. | The doctorate can support advancement into larger schools, district roles, or salary lanes, but licensure and experience remain critical. |
| Superintendent or district executive | School districts, county offices, regional education agencies | BLS does not isolate superintendent pay in one simple national median; compensation is commonly shaped by district size, state, and contract terms. | An Educational Administration doctorate can signal readiness for governance, finance, accountability, and systemwide leadership. |
| Dean, provost-track administrator, or vice president | Higher education institutions | Often benchmarked against postsecondary administrator and executive compensation data, with higher pay at larger or more complex institutions. | Doctoral preparation can strengthen credibility with faculty, accreditors, boards, and executive search committees. |
| Education policy director or senior program officer | State agencies, foundations, advocacy organizations, research nonprofits | Pay varies by employer type and funding model; senior policy roles often reward compliance, research, and leadership experience. | Policy, law, equity, research methods, and program evaluation specializations can be directly relevant. |
| Education consultant or managing consultant | Consulting firms, independent practices, edtech vendors, school improvement organizations | Income varies heavily by client base, business development ability, and specialization. | A doctorate can improve credibility, but consulting pay depends on marketable expertise and results, not the credential alone. |
Some adjacent careers require different preparation. For example, leaders focused on student mental health, assessment, and special education should understand credential boundaries; candidates considering psychologist roles may need to compare school psychology programs online accredited by NASP because school psychology licensure is not the same as Educational Administration preparation.
The most important takeaway is that the doctorate pays best when it helps you move closer to authority over people, budgets, strategy, compliance, or measurable institutional performance. Roles with only advisory influence may be meaningful and stable, but they may not carry the same salary upside as executive roles.
Your earning potential after an Educational Administration doctorate depends on the job you target, the sector you enter, and whether your current career ceiling is caused by credential limits, experience gaps, or both. The same doctorate can produce a strong payoff for one educator and a modest payoff for another.
The table below shows common earning scenarios. It is designed to help you think in terms of salary movement rather than a single average salary.
| Scenario | Likely pay movement | When the doctorate may be worth it | When it may not be worth it financially |
| Teacher or counselor moving into administration | Potential increase depends on licensure, district salary schedule, and access to principal or director roles. | Worth considering if you want leadership responsibility and your state or district rewards advanced credentials. | Less compelling if you do not want supervisory work or if a master's plus certification is enough for your target job. |
| Principal moving into central-office leadership | Often the clearest salary jump in K-12 administration. | Strong fit if you have measurable school improvement results and want district-level responsibility. | Weaker fit if you lack principal experience or do not want board, budget, and political accountability. |
| Higher education staff member moving into executive administration | Can improve access to director, dean, vice president, or institutional effectiveness roles. | Strong fit if you already work in enrollment, academic affairs, student success, assessment, or accreditation. | Less predictable if you are outside higher education and lack institutional experience. |
| Education professional moving into corporate learning | Potentially strong if you combine education expertise with workforce analytics and business strategy. | Worth considering if you can translate educational leadership into business outcomes. | Riskier if your experience is only school-based and you have no adult learning, HR, or business exposure. |
| Administrator becoming a consultant | Upside can be high but income may fluctuate. | Best for candidates with a clear niche, client network, and evidence of results. | Not ideal if you need predictable income or dislike business development. |
A practical ROI calculation should include both cost and opportunity. Instead of asking whether doctorate holders earn more on average, ask whether the degree will help you qualify for a specific role that pays more than your current path.
- Identify three target job titles and collect salary ranges from public salary schedules, institutional postings, state databases, or employer compensation pages.
- Calculate the full program cost, including tuition, fees, books, travel, technology, and any reduced work hours.
- Estimate the realistic salary increase only for roles you are qualified to pursue within three to five years after graduation.
- Subtract employer tuition assistance, scholarships, loan forgiveness possibilities, or salary-lane increases that are clearly documented.
- Compare the expected pay increase with the total cost and the nonfinancial benefits, such as mobility, leadership impact, and career satisfaction.
A major red flag is assuming the degree alone will move you into a high-paying role. The strongest salary outcomes usually come from a doctorate plus leadership experience, a relevant specialization, evidence of impact, and a network that connects you to senior-level searches.
The highest-paying sectors for Educational Administration doctorate holders are usually those that manage large budgets, complex compliance duties, employee development needs, or high-stakes performance outcomes. Public schools remain important, but they are not the only market.
The table below compares sectors by pay potential, stability, and fit for doctorate-trained education leaders.
| Sector | Pay potential | Why the sector values the doctorate | Best-fit candidates |
| Large K-12 districts | Strong for central-office and superintendent-track roles. | Doctoral preparation supports governance, equity, assessment, public finance, and systemwide improvement. | Experienced principals, curriculum leaders, special education administrators, and district directors. |
| Higher education | Strong for deans, vice presidents, provost-track leaders, and institutional effectiveness roles. | Colleges value advanced credentials for academic credibility, accreditation, assessment, and shared governance. | Higher education staff, faculty administrators, student affairs leaders, and enrollment professionals. |
| Corporate learning and development | High upside in large employers and regulated industries. | Organizations need leaders who can connect training investments to performance, retention, compliance, and workforce capability. | Educators with adult learning, analytics, instructional systems, and organizational change experience. |
| Healthcare education and workforce development | Strong in large hospital systems and professional education units. | Healthcare employers need training leaders who can support compliance, credentialing, patient safety, and staff development. | Education leaders comfortable with regulated environments and interdisciplinary teams. |
| Government and state education agencies | Stable, though sometimes less lucrative than executive private-sector roles. | Agencies value policy analysis, compliance, grant management, and program evaluation. | Leaders interested in systems, public accountability, and statewide impact. |
| Education consulting and edtech | Variable but potentially high for specialists. | Clients pay for expertise in implementation, leadership coaching, learning design, analytics, and school improvement. | Experienced leaders with a clear niche, strong communication skills, and a visible professional network. |
Industry choice affects ROI as much as degree choice. A doctorate from the same program may lead to different salary outcomes depending on whether you stay in a local salary-schedule role, move into a district cabinet position, enter higher education administration, or pivot into corporate learning.
Do not treat public, private, nonprofit, and for-profit categories as simple salary rankings. Institution size, funding model, geographic market, union rules, job scope, and budget authority often matter more than institution type alone.
The most valuable skills for high-paying Educational Administration doctorate jobs are the skills that help institutions make better decisions under pressure. Employers are less impressed by theory alone and more interested in leaders who can use research, data, law, finance, and communication to improve outcomes.
The table below connects doctoral-level competencies to the high-paying job functions where they carry the most value.
| Skill area | Where it creates salary value | How to prove it to employers |
| Strategic leadership | Superintendent, vice president, chief learning officer, executive director | Show evidence of leading multi-year initiatives, managing change, and aligning teams around measurable goals. |
| Budget and resource management | District cabinet, dean, executive administrator, nonprofit leader | Document budget size, cost savings, grant funding, staffing decisions, or resource-allocation results. |
| Data analysis and program evaluation | Institutional research, assessment, student success, policy leadership | Provide dashboards, evaluation reports, accreditation evidence, or outcome-improvement projects. |
| Policy, compliance, and education law | State agency leadership, district administration, higher education compliance | Highlight work with Title IX, special education, accreditation, civil rights, grants, or state accountability systems. |
| Instructional improvement | Chief academic officer, curriculum director, professional learning leader | Connect initiatives to teaching quality, student achievement, retention, or curriculum redesign. |
| AI and technology-informed decision-making | Learning analytics, digital learning leadership, workforce training, institutional strategy | Demonstrate responsible use of AI tools, data governance awareness, learning platform evaluation, and ethical implementation. |
| Executive communication | Board-facing, cabinet-level, consulting, and policy roles | Use board presentations, policy briefs, public reports, grant narratives, and stakeholder communication examples. |
AI is changing the skill premium in education leadership. High-paying roles increasingly favor administrators who can evaluate AI tools, protect student data, guide ethical adoption, and use analytics without reducing educational decisions to dashboards alone.
To build a stronger profile, focus on evidence that employers can verify. A dissertation or capstone is more valuable when it produces a usable intervention, policy analysis, budget model, or evaluation plan that resembles the work of senior administrators.
- Choose doctoral assignments that can become portfolio pieces, such as improvement plans, policy memos, strategic enrollment analyses, or program evaluations.
- Ask to serve on committees that expose you to accreditation, budgeting, labor relations, data governance, curriculum adoption, or technology procurement.
- Learn to explain your research in executive language, emphasizing risk, cost, outcomes, equity, and implementation.
- Develop cross-sector vocabulary if you want to move from schools into higher education, healthcare, consulting, or corporate learning.
The most stable sectors for Educational Administration doctorate holders are usually those with recurring public funding, regulatory obligations, accreditation requirements, or ongoing workforce development needs. Stability does not always mean the highest salary, but it can make the degree a safer long-term investment.
Public K-12 education offers stability because schools need principals, district leaders, curriculum directors, special education administrators, and compliance professionals even when enrollment patterns shift. However, pay may be shaped by state funding, district size, collective bargaining agreements, and public salary schedules.
Higher education offers stable leadership pathways in student success, academic affairs, institutional effectiveness, accreditation, enrollment management, and compliance. The trade-off is that some colleges face enrollment and budget pressure, so candidates should evaluate the financial health and strategic direction of the institutions they target.
Government agencies and large nonprofits can be stable options for doctorate holders who enjoy policy, grants, compliance, and program evaluation. These roles may not always pay as much as executive consulting or corporate learning, but they can provide durable demand for people who understand education systems at scale.
Corporate learning and healthcare education can offer both strong pay and stability when the employer is large, regulated, and committed to workforce development. These sectors tend to reward leaders who can connect training to compliance, retention, productivity, and measurable performance.
When evaluating stability, look beyond the job title. The most resilient roles usually sit close to mission-critical functions.
- Prioritize roles tied to accreditation, compliance, student outcomes, workforce capability, licensure, enrollment strategy, or funding accountability.
- Review employer financial indicators, including enrollment trends, district budgets, grant dependence, hiring freezes, and leadership turnover.
- Ask whether the role controls a core function or supports a temporary initiative that could disappear when funding changes.
- Compare salary growth with pension, retirement benefits, loan forgiveness eligibility, and job security before choosing between public and private-sector opportunities.
A common mistake is chasing the highest advertised salary without checking stability. A consulting or edtech role may offer strong compensation, but a district or higher education role may provide better long-term security depending on your risk tolerance and career stage.
What do employers of high-paying jobs look for when hiring Educational Administration doctorate holders?
Employers hiring for high-paying Educational Administration roles look for evidence that the doctorate has changed how you lead. They want candidates who can make decisions, manage people, use data responsibly, communicate with stakeholders, and deliver measurable institutional value.
The table below summarizes what employers typically examine when screening doctorate holders for senior roles.
| Employer criterion | What they want to see | Weak signal to avoid |
| Leadership scope | Experience supervising staff, leading departments, managing budgets, or guiding cross-functional teams. | Only classroom, advisory, or research experience with no organizational responsibility. |
| Measurable outcomes | Improved retention, achievement, graduation, compliance, enrollment, staff development, or operational performance. | Broad claims about being passionate about leadership without evidence. |
| Role alignment | A specialization, capstone, dissertation, or portfolio directly connected to the advertised position. | A doctoral topic unrelated to the employer's current problems. |
| Credential fit | Required licensure, certifications, or terminal degree expectations for the specific sector and state. | Assuming an EdD automatically satisfies every administrative or clinical credential requirement. |
| Executive communication | Clear writing, board-level presentations, stakeholder engagement, and conflict management. | Overly academic communication that does not translate into practical decisions. |
| Change management | Evidence of implementing initiatives across complex systems. | Planning experience without implementation or follow-through. |
Program format also affects how you present yourself. Some professionals prefer dissertation-in-practice or capstone models because they produce applied evidence for employers; others need a traditional dissertation for research-intensive or faculty-adjacent roles. If you want an applied doctoral format, comparing online EdD programs no dissertation can help you understand alternatives, but you should still verify accreditation, faculty support, and employer perception.
Before applying to high-paying jobs, prepare a targeted leadership portfolio. This should not be a long academic archive; it should be a concise evidence file that proves your readiness for the exact role.
- Create a one-page leadership results summary with budget size, staff supervised, initiatives led, and measurable outcomes.
- Prepare two or three portfolio samples, such as a strategic plan, evaluation report, policy brief, accreditation document, or professional learning design.
- Translate your dissertation or capstone into a short executive summary that explains the problem, intervention, evidence, and organizational value.
- Build references who can speak to your leadership judgment, not just your academic performance.
- Customize each application around the employer's current challenge, such as enrollment decline, student achievement gaps, workforce shortages, compliance risk, or digital transformation.
The biggest red flags are overestimating the doctorate, ignoring licensure requirements, applying too broadly, and failing to connect the degree to measurable institutional outcomes. The credential can open doors, but employers still hire the person who appears most ready to solve their problem.
Other Things You Should Know About Educational Administration
An EdD is usually better aligned with applied leadership roles such as superintendent, dean, director, or executive administrator. A PhD may be better if you want research-intensive faculty work, policy research, or a career where scholarly publication is central.
Not always. Requirements vary by state and district, and many superintendent roles emphasize administrative licensure, leadership experience, and prior district-level success. A doctorate can strengthen your candidacy, but it is not a universal substitute for required credentials.
Many employers accept online doctorates when the institution is accredited, the program is rigorous, and the candidate has strong leadership experience. Reputation, accreditation, field relevance, and demonstrated outcomes matter more than online delivery alone.
Start with job postings and salary schedules for the roles you want. Confirm required credentials, compare program costs, speak with alumni in senior roles, and choose a program that helps you build evidence for promotion rather than just complete credits.
- EdD Salary - How much can you make with a Doctor of Education (EdD) degree? (2025 Update) https://www.onlineeddprograms.com/faqs/edd-salary
- Doctorate in Education Salary Guide| University of Bridgeport https://www.bridgeport.edu/news/doctorate-in-education-salary-guide/
- Career Opportunities After Earning an Educational Leadership Graduate Degree https://aituedu.org/career-opportunities-after-earning-an-educational-leadership-graduate-degree/
- The Future of Doctoral Education: Trends and Predictions | icephd.org https://icephd.org/the-future-of-doctoral-education-trends-and-predictions/
- What Can You Do With an Ed.D.? 12 Career Paths Beyond School Administration - Acacia https://acacia.edu/blog/what-can-you-do-with-an-ed-d-12-career-paths-beyond-school-administration/
- Doctor of Education EdD Salary and Career Outlook https://teach.com/online-ed/education-degrees/online-edd-programs/edd-careers/
- Doctorate of Business Administration Salary: An Overview https://lsmt.org.uk/blog/doctorate-of-business-administration-salary-an-overview
- Trends for the Future of Education: How Cairn’s EdD Equips You to Lead https://cairn.edu/trends-for-the-future-of-education-how-cairns-edd-equips-you-to-lead/
- How to Advance Your Career with an Ed.D. in Educational Leadership - Graduate Programs for Educators https://www.graduateprogram.org/blog/how-to-advance-your-career-with-an-ed-d-in-educational-leadership/
