HOW TO ASK FOR A RAISE IN STRENGTH & CONDITIONING

START WITH SALARY DATA

Look at Multiple Sources

Generic job sites only provide rough estimates, so check comparable job postings for precise results. Pay transparency laws in some U.S. states (e.g., California, Colorado, New York) and parts of Europe require compensation to be listed in job listings. Compare job posts that are similar to the work you perform to help reveal a typical pay range.

Refer to the NSCA Salary Survey

For strength and conditioning-specific insights, the 2022 NSCA Salary Survey shows an overall 22% salary boost between 2018–2022, including a 27% rise in the private sector. More experience and advanced degrees are typically tied to higher earnings. Watch for 2025 NSCA Salary Survey results coming soon.

Know the Raise Landscape

According to the Society for Human Resource Management (SHRM), the average U.S. salary increase often hovers around 3 – 4 %, though it varies by industry. If data shows you’re below typical ranges, you might aim higher — but be prepared to back it up.

Yet trends only tell part of the story; your organization’s budget and norms may matter more.

“Just like in business, the bigger the organization, the bigger the role and salary,” explains Colin Wilborn, PhD, CSCS, FISSN, FNSCA, Associate Provost and Executive Dean at Mayborn College of Health Sciences. “Know what a reasonable salary is for your institution. When I get a request beyond our budget, I wonder why they didn’t research more.”

CHECK YOUR ORGANIZATION’S HEALTH AND TIMING

Read the Room

If your employer is struggling financially, it might not be the best moment to request more pay. But if you’ve helped drive measurable success, your value may be clearer.

“When our team went bankrupt, raises were lower,” recalls Eric McMahon, MEd, CSCS,*D, TSAC-F,*D, RSCC*E. “After we went to the World Series, there was more opportunity to negotiate a better contract. The key is to understand the situation before asking.”

Consider Contracts, Promotions, and Budget Cycles

Staffing changes, a new fiscal year, or contract updates can all provide opportunities for salary negotiations.

Faculty raises often hinge on promotion cycles (commonly at 6 and 10 years), while staff raises may rely on merit or cost-of-living adjustments (COLAs). However, if the market outpaces your salary range, you may have a case to reevaluate.

Ask around or watch for budget-related communications so you can time your request when leadership is most receptive.

• • Colleges/Universities typically finalize budgets in late spring or early summer.
  • Private Facilities may plan raises in Q3 or Q4 for the coming year.
  • Government/Tactical Agencies can have set contract reviews aligned with the fiscal year — often in October, though it varies.

DEMONSTRATE YOUR IMPACT

Prove Your Value Through Documentation

Depending on your leadership’s level of buy-in, you may have to address misconceptions while showcasing both the impact and breadth of your role.

“Some people think we just lift weights all day,” reflects Rebecca Wylie, PhD, NSCA-CPT. “Imposter Syndrome is real, but it’s up to us to prove our value.”

When negotiating, provide real metrics — data, stories, testimonials — to highlight how you’re going above and beyond your job description. Consider creating a simple spreadsheet of your tasks, time, and achievements, including after-hours contributions. Even in a salaried role, these extra details can help clarify your impact and justify a raise.

Share “Wins,” However You Define Them

Strength and Conditioning and Sports Performance

• • Beyond season records and performance data, managers value initiative, leadership potential, and readiness for the next step as compelling factors in raise requests.

Personal Training and the Private Sector

• • Sessions sold, sessions serviced, and client retention remain core benchmarks. Consider specifics such as athlete happiness or hitting pre-established performance metrics.

Tactical Strength and Conditioning

• • Track everything from a drop in injury rates to increased retention. Outside required tests, leverage job-related assessments that show improved readiness and resilience.

Education and Research

• • In academia, emphasize grants, publications, or student outcomes. Tying achievements to broader departmental goals can help strengthen your case.
    
    

That said, while meeting expectations may support a modest pay increase — especially if you’re underpaid — larger raises typically reward the strongest performers. Asking when you’re not pulling your weight may also strain your professional relationships.

ASK FOR THE RAISE: PREPARE AND BE PATIENT

Avoid just waiting for a passing moment or ambushing your boss — schedule a meeting and structure the conversation to best present your case. Consider using a framework like this:

• • Open Positively — Thank them and note what you appreciate about your role.
  • Highlight Achievements — Summarize your organizational impact and future goals.
  • Reference Salary Data — Use the NSCA Salary Survey and comparable job postings.
  • Name Your Number — Be specific and connect it to your contributions.
  • Listen and Discuss — Leadership may need time to consult HR or budgets, so stay professional.

CONSIDER OTHER FORMS OF COMPENSATION

A raise isn’t the only way to improve your overall package. Organizations may offer continuing education stipends or professional development opportunities, such as conference attendance or workshops, to support your career growth. Even if base pay can’t shift immediately, they may still invest in building your skills and abilities.

Flexibility and quality-of-life perks can also enhance your work-life balance and job satisfaction. “You can negotiate work-from-home or vacation days, side hustle time, or workouts on the job,” encourages Logan Brodine, MEd, CSCS, RSCC*D. “Think outside the box — anything that boosts your return on time or joy is worth discussing.”

IF YOU HEAR “NOT RIGHT NOW”

You may not get what you ask for, but don’t let that dissuade you.

“Establish objective measures with your boss to monitor your progress,” suggests Blake Brightwell, CSCS,*D, NSCA-CPT,*D, TSAC-F,*D, RSCC. “Keep track of extra responsibilities and ask if you’re on target. When you show consistent value, it’s harder to say no.”

Building a strong professional network can also increase your value and opportunities. Consider joining the NSCA’s Professional Development Groups (PDGs) and Special Interest Groups (SIGs) on LinkedIn to connect with industry leaders and discuss best practices, job leads, and trends.

WRAPPING UP

Asking for a raise doesn’t have to be daunting, especially if you’re prepared with solid evidence. Your focus may be helping others excel — but make sure to advocate for yourself, too.