Explore jobs
Find specific jobs
Explore careers
Explore professions
Best companies
Explore companies
The differences between organizational effectiveness directors and development vice presidents can be seen in a few details. Each job has different responsibilities and duties. It typically takes 2-4 years to become both an organizational effectiveness director and a development vice president. Additionally, a development vice president has an average salary of $156,085, which is higher than the $95,681 average annual salary of an organizational effectiveness director.
The top three skills for an organizational effectiveness director include business development, continuous improvement and development strategy. The most important skills for a development vice president are business development, java, and development finance.
| Organizational Effectiveness Director | Development Vice President | |
| Yearly salary | $95,681 | $156,085 |
| Hourly rate | $46.00 | $75.04 |
| Growth rate | 7% | 7% |
| Number of jobs | 20,064 | 94,188 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 74% |
| Average age | 45 | 45 |
| Years of experience | 4 | 4 |
Organizational effectiveness directors are professionals who are responsible for identifying the learning needs of an organization while aligning its strategy with its priorities. These directors must design affirmative action plans as well as assist in the development of the vendor diversity program of the organization. They are required to lead process improvements for learning management as well as eliminating redundant processes. Organizational effectiveness directors must also work with human resources and functional organizations to develop criteria for the delivery of developmental activities.
A development vice president is in charge of overseeing the operations in a company, ensuring a smooth workflow and efficient workforce. Their responsibilities revolve around creating strategies to develop optimal procedures and services, setting goals and sales targets, identifying the strengths and weaknesses of operations to spearhead improvements, coordinating with analysts and marketing experts to assess the market and consumer needs, and monitoring the progress of different projects. Furthermore, as a development vice president, it is essential to implement the policies and regulations, creating new ones as needed.
Organizational effectiveness directors and development vice presidents have different pay scales, as shown below.
| Organizational Effectiveness Director | Development Vice President | |
| Average salary | $95,681 | $156,085 |
| Salary range | Between $57,000 And $159,000 | Between $103,000 And $235,000 |
| Highest paying City | Boston, MA | Portland, OR |
| Highest paying state | Massachusetts | Oregon |
| Best paying company | Meta | Mall of America |
| Best paying industry | - | Hospitality |
There are a few differences between an organizational effectiveness director and a development vice president in terms of educational background:
| Organizational Effectiveness Director | Development Vice President | |
| Most common degree | Bachelor's Degree, 67% | Bachelor's Degree, 74% |
| Most common major | Business | Business |
| Most common college | Northwestern University | Northwestern University |
Here are the differences between organizational effectiveness directors' and development vice presidents' demographics:
| Organizational Effectiveness Director | Development Vice President | |
| Average age | 45 | 45 |
| Gender ratio | Male, 54.4% Female, 45.6% | Male, 67.0% Female, 33.0% |
| Race ratio | Black or African American, 11.3% Unknown, 5.5% Hispanic or Latino, 16.1% Asian, 4.1% White, 62.5% American Indian and Alaska Native, 0.5% | Black or African American, 11.2% Unknown, 5.5% Hispanic or Latino, 15.7% Asian, 4.4% White, 62.7% American Indian and Alaska Native, 0.5% |
| LGBT Percentage | 18% | 18% |