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Rehabilitation counselors

Also called Vocational rehabilitation counselor, VR counselor, Voc rehab counselor, Vocational rehabilitation specialist, CRC

In brief

In May 2025, BLS counted 94,740 US rehabilitation counselors, with median pay of $46,850 a year. Of the BLS counts since 2021, the May 2025 count is the highest. The earliest figure here is an estimate of 4,500 from 1945, not measured the same way as today's count. The last full technology era for rehabilitation counselors: Computer-based VR case management systems, 1995 to 2010.

What the sources say

Official outlook

BLS projects employment to grow 2.2% from 2025 to 2035.

BLS Employment Projections 2025-35

AI exposure studies

Data as of BLS OEWS May 2025; BLS Employment Projections 2025-35. BLS publishes these counts as yearly survey snapshots and cautions against reading them as a precise trend.

Last updated .

Cite this page
APA

Future History. (2026, October 11). Rehabilitation counselors: jobs and pay since 1945 [Data set; data as of BLS OEWS May 2025; BLS Employment Projections 2025-35]. https://futurehistory.earth/timeline/21-1015

Chicago

Future History. "Rehabilitation counselors: jobs and pay since 1945." Data as of BLS OEWS May 2025; BLS Employment Projections 2025-35. Last modified October 11, 2026. https://futurehistory.earth/timeline/21-1015.

BibTeX

@misc{futurehistory_21_1015, author = {{Future History}}, title = {Rehabilitation counselors: jobs and pay since 1945}, year = {2026}, month = oct, howpublished = {\url{https://futurehistory.earth/timeline/21-1015}}, note = {Last updated 2026-10-11. Data as of BLS OEWS May 2025; BLS Employment Projections 2025-35}, }

The access date is today's date on your device.

drag to travel through time
1925195019752000now
Country
2026
Known then as Vocational Rehabilitation Worker / Vocation Rehabilitation Advisor (WWI veterans program era)
Known then as Vocational Rehabilitation Counselor (extended to mental disability caseloads)
Known then as Rehabilitation Counselor (graduate training program era, pre-CRC credential)
Known then as Certified Rehabilitation Counselor / CRC (CRCC credentialing era)
Known then as Rehabilitation Counselors (BLS SOC 21-1015)
Known today as Rehabilitation Counselors (BLS SOC 21-1015)
Projected to still be called Rehabilitation Counselors (BLS SOC 21-1015)
Data from the May 2025 survey
US Employment
95K
Est.

Stated in source: BLS OEWS

Official statistic
Report an error
Median Annual Wage
$46,850
Est.

≈ $45,649 in 2024 prices (derived by us, CPI-adjusted)

Official statistic
Report an error
Beat · 1918

Congress passes the Smith-Sears Veterans Rehabilitation Act, expanding the Federal Board for Vocational Education to provide vocational rehabilitation services to World War I veterans with service-related disabilities. This is the founding moment of the US vocational rehabilitation program. The concept is explicitly not a pension but a path to employment: not money to live on, but training for new work.

Beat · 1920

June 2, 1920: President Woodrow Wilson signs the Smith-Fess Act (the Civilian Rehabilitation Act), extending VR services to all Americans with physical disabilities, not only veterans. The federal government will match state spending at 50 cents on the dollar. This legislation creates the federal-state VR partnership that still structures the program in 2024.

Beat · 1943

The Barden-LaFollette Act amendments extend VR eligibility to people with mental illness and intellectual disability for the first time. This dramatically deepens the clinical complexity of the caseload and begins the shift from purely vocational placement to counseling-intensive case management. The 1943 amendments also allow states to establish separate VR agencies for people who are blind.

Beat · 1954

The Vocational Rehabilitation Amendments of 1954, championed by the Eisenhower administration, fund the first formal university graduate training programs for rehabilitation counselors and underwrite the research infrastructure of the emerging profession. This is the pivotal legislative moment that transforms vocational rehabilitation from a welfare program staffed by generalist social workers into a credentialed counseling specialty with a distinct knowledge base.

Beat · 1973

President Nixon signs the Rehabilitation Act of 1973 after vetoing two earlier versions. Section 504, added by a congressional staffer in thirty-five words, prohibits any entity receiving federal funding from discriminating against people with disabilities. It is the first US federal civil rights law offering legal protections for people with disabilities. The 1973 Act also introduces the Individualized Written Rehabilitation Plan (IWRP), requiring a co-signed, documented employment plan for every VR client. Nixon had vetoed earlier versions because he opposed federal funding for independent living centers.

Beat · 1974

The Commission on Rehabilitation Counselor Certification (CRCC) is incorporated in January 1974 and launches the Certified Rehabilitation Counselor (CRC) credential. The first exam cycle receives over 4,500 applications; 1,965 counselors pass the inaugural field review and become CRCs. The credential requires a master's degree in rehabilitation counseling or a closely related field and 600 supervised internship hours. The CRCC will grow to certify more than 15,000 active CRCs.

Beat · 1990

July 26, 1990: President George H.W. Bush signs the Americans with Disabilities Act. The ADA extends the anti-discrimination protections of Section 504 beyond federally funded programs to the entire private-sector economy. ADA Title I prohibits employers with 15 or more employees from discriminating against qualified individuals with disabilities. The ADA dramatically expands the range of barriers rehabilitation counselors must navigate for clients: for the first time, employers nationwide have a legal obligation to provide reasonable accommodations, and counselors must become fluent in ADA Title I compliance, accommodation request processes, and the limits of what employers can ask in pre-employment inquiries.

Beat · 1998

VR becomes Title IV of the Workforce Investment Act of 1998 (WIA), integrating it into the broader workforce development system. State VR agencies are required to co-locate with American Job Centers (One-Stop Career Centers) and coordinate with other WIA Title I workforce programs. This structural change creates tension in VR: the program's specialized disability focus can conflict with the universal-service model of general workforce centers. The 1998 amendments also introduce requirements for supported employment and community rehabilitation providers that reshape VR purchasing and placement practices.

Beat · 2014

The Workforce Innovation and Opportunity Act (WIOA) is signed into law, reauthorizing and strengthening the VR program. WIOA introduces the Pre-Employment Transition Services (Pre-ETS) mandate: at least 15% of each state's federal VR formula grant must be spent on five specific services for students with disabilities aged 14-21 (job exploration counseling, work-based learning, postsecondary education counseling, workplace readiness training, and self-advocacy instruction). This is the largest structural change to VR since 1973 and reshapes the counselor workforce by directing significant new capacity toward school-to-work transition.

Beat · 2024

The CRCC publishes its first formal AI guidance document for Certified Rehabilitation Counselors: informed consent when AI is involved in client services, data security (no client-identifying data in non-HIPAA-compliant tools), and human oversight (AI output is a starting point, not a final product). The DOL/ODEP publishes a Framework for the Use of AI in the Context of Disability Employment, identifying rehabilitation counselors as the primary professional responsible for advocating for clients navigating AI-screened hiring processes. Only 37.8% of working-age people with disabilities are employed, compared to 77.3% of people without disabilities, a gap that AI hiring tools risk worsening if not actively monitored.

How to read this number

OEWS is a point-in-time survey snapshot, not a continuous time series; BLS advises against using it for year-over-year trend comparison.

Each dot is a cited figure over time; the dotted line only links them (values between aren't measured). Hollow dots are estimates.

Official statistic: Copied by a script from a statistics agency table or a published study's table, not retyped by hand. BLS figures and the forecast and exposure tables are also re-checked against that table on every data run. Researched context: Researched from the cited source rather than copied from it by a script, so it is not machine-checked yet. Spot a mistake? Each figure has a “Report an error” link.

Cited forecasts · present → 2035

Will AI replace rehabilitation counselors? What the research says

Each figure is stated by the named source; we publish no forecasts of our own. Where sources disagree, we show the disagreement rather than an average.

Each figure is stated by the named source; we publish no forecasts of our own. Where sources disagree, the spread is the honest signal.

What published forecasts say
Forecast change in the number of people doing this work, as published by each named source. Bars share one scale on every role, centred on zero and reaching the end at ±30%. Grey marks a small change, 3% or less either way.
BLS Employment Projections 2025-35
→ 2035
+2.2%
BLS National Employment Matrix, 2025-35 cycle, line for SOC 21-1015 (Rehabilitation counselors): 96.9 thousand jobs in 2025, projected 99.0 thousand in 2035, a change of +2.2 thousand (+2.2%). Matrix employment counts all jobs in the occupation, including self-employed workers. The average for all occupations in this cycle is +3.5%.
Official statisticReport an error
How exposed is this work to AI (research measures)
Scores as published by each study. Each row says what it measures. These measure what AI could technically do, not forecasts of jobs lost.
Eloundou et al. (2023), "GPTs are GPTs"
2023 study · Share of tasks exposed to LLMs (β, human-rated)
46.8%
of tasks
What this measures

Published occupation-level exposure from the paper's occ_level.csv for O*NET-SOC 21-1015.00 Rehabilitation Counselors. Shown: human-rated β = 0.468, the share of the occupation's tasks an LLM could do in at least half the time at equal quality, counting tasks that need LLM-powered software at half weight (β = E1 + 0.5 × E2). Other published measures for this occupation: human-rated α (LLM alone) 0.258 and γ (all LLM-assisted) 0.677; GPT-4-rated β 0.355. This measures how much of the work an LLM could touch, not how many jobs disappear.

Official statisticReport an error
Today, in this role

What's changing day to day for rehabilitation counselors

Three parts of your work where AI is already doing real lifting, and what stays yours.

AI is sitting alongside you hereDocument case progress and manage RSA-911 federal reporting compliance, entering case notes, service authorizations, eligibility decisions, IPE progress milestones, and closure data into the state VR case management system (AWARE or Libera)

Document case progress and manage RSA-911 federal reporting compliance, entering case notes, service authorizations, eligibility decisions, IPE progress milestones, and closure data into the state VR case management system (AWARE or Libera); using AI case note generation features (VocRehabTools Voice Casenote Editor, AWARE AI documentation tools) to draft structured case notes from session summaries; reviewing AI-pre-validated RSA-911 data fields (Libera DARE) before federal submission to Rehabilitation Services Administration.[6],[7],[3],[13]

Where your edge is

The case management documentation and RSA-911 reporting burden is the top administrative pain point for VR counselors (WGU Labs 2025). AWARE and Libera are actively deploying AI features that auto-populate case notes from structured intake data, flag RSA-911 field errors before submission, and predict when case trajectories are heading toward non-rehabilitated closures. These tools meaningfully reduce the time-per-case documentation load, but the counselor's attestation that the record accurately reflects the case remains the professional and legal standard. The CRCC (2024) is explicit: AI case note output is a starting point, not a final product. Your editorial responsibility is ensuring the documented narrative matches the clinical reality, especially for case notes that could be reviewed in an audit, a hearing, or an ADA complaint investigation.

AI is sitting alongside you hereIdentify and address barriers to employment: using VocRehabTools Barrier Buster (AI-assisted barrier identification and strategy generation), remote work feasibility analysis (VocRehabTools Remote Work Feasibility Analyzer), and AI labor market tools (Lightcast) to map the gap between the client's current functional level and the employment goal's requirements

Identify and address barriers to employment: using VocRehabTools Barrier Buster (AI-assisted barrier identification and strategy generation), remote work feasibility analysis (VocRehabTools Remote Work Feasibility Analyzer), and AI labor market tools (Lightcast) to map the gap between the client's current functional level and the employment goal's requirements; then developing concrete strategies for transportation, attendant care, accessible worksite modifications, disability disclosure timing, and employer accommodation requests. WIOA Pre-ETS mandates counselors deliver barrier identification services to students with disabilities before IPE eligibility.[7],[14]

Tools picking this up
Where your edge is

AI barrier analysis tools (VocRehabTools Barrier Buster) can rapidly surface common barrier categories from structured assessment data, but the strategies that actually remove barriers for a specific client with a specific disability in a specific community require the counselor's knowledge: which local transportation paratransit routes serve this client's neighborhood, which employer has the accessible workstation the client needs, which accommodation request framing works with this particular HR manager. The barrier-to-strategy chain depends on local relationship capital that no AI database holds. Use AI to quickly draft a barrier list; invest your time in crafting the specific, actionable strategies that reflect your knowledge of this client and this community.

AI is sitting alongside you hereCo-develop the Individualized Plan for Employment (IPE) with the client, conducting or reviewing vocational assessment results (work samples, situational assessments, transferable skills analysis), using AI labor market tools (Lightcast / Skills Agent, VocRehabTools Job Goal Alignment Checker) to identify employment goals aligned with the client's functional capacity and regional labor demand, then facilitating a client-led goal-setting conversation that satisfies WIOA Section 102's informed-choice mandate

Co-develop the Individualized Plan for Employment (IPE) with the client, conducting or reviewing vocational assessment results (work samples, situational assessments, transferable skills analysis), using AI labor market tools (Lightcast / Skills Agent, VocRehabTools Job Goal Alignment Checker) to identify employment goals aligned with the client's functional capacity and regional labor demand, then facilitating a client-led goal-setting conversation that satisfies WIOA Section 102's informed-choice mandate. The AI surfaces options; the client chooses the goal; the counselor documents the clinical rationale.[7],[15],[3]

Tools picking this up
Where your edge is

Lightcast's Skills Agent and VocRehabTools now accelerate the labor market research and goal-options generation steps of IPE development: what used to require manual job-posting searches and O*NET review can now be surfaced in seconds. But the IPE's legal and ethical core, the informed-choice conversation, is yours. WIOA Section 102(b)(2)(A) requires that the employment goal reflect the client's expressed preferences, not the algorithm's highest-probability placement. Develop the skill of using AI-generated options as a launching pad for genuine exploratory dialogue, not a recommendation list to endorse. A VR appeal reviewer will scrutinize whether the IPE documents authentic client choice or a counselor-driven shortcut.

Where rehabilitation counselors go next

Natural next steps for someone with your foundation: not exits, evolutions.

What each move takes

A direction you could grow

Social and Community Service Managers

Senior Rehabilitation Counselors with program supervision experience, quality improvement exposure, and familiarity with VR agency operations are well-positioned to advance into Social and Community Service Manager roles, directing VR program operations, disability services organizations, CARF-accredited rehabilitation facilities, or community employment services programs. The CRC credential plus several years of VR counseling provides the clinical credibility and regulatory knowledge that differentiates effective rehabilitation program managers from those without direct-service backgrounds. The CRI increase is the largest of the three pivots because program management roles carry significantly higher defensibility against AI displacement: core tasks are budget oversight, staff supervision, grant management, community coalition leadership, and quality reporting, all involving organizational judgment, stakeholder relationship capital, and strategic thinking that AI cannot substitute. Transition difficulty is Medium because it requires a shift from client-facing to organizational management, and supervisory and budgetary skills must be developed through intentional role expansion.

What you'd add
  • · CARF accreditation standards for Employment and Community Services or Medical Rehabilitation programs: CARF self-study and mock survey preparation
  • · VR program data and quality improvement: RSA performance indicators (employment outcomes, hours worked at closure, earnings at closure), state VR agency quality review processes
  • · Grant management: Rehabilitation Act Title I formula grant administration, WIOA Title IV compliance, competitive federal grant writing (e.g., NIDILRR, HRSA disability health programs)
  • · Supervisory and HR fundamentals: performance management, clinical supervision documentation, staff development, employee relations in state government and nonprofit contexts
  • · Budget management: VR agency cost-center oversight, purchase-of-service rate-setting, Medicaid waiver billing for supported employment, contract compliance for CRP (Community Rehabilitation Program) vendors
What it takesSome new skills to pick up
Tools of the era

How has the work of rehabilitation counselors changed since 1918?

The tools that defined the work, one line per era. Select an era to see how it reshaped the work.

  • Paper case files and manual VR intake forms (federal-state program era)

    The original VR counselor's tools were entirely paper-based: intake applications, eligibility determination forms, training authorization vouchers, and placement records were maintained in physical case files. There was no standard form design; states developed their own intake procedures. The Federal Board for Vocational Education issued periodic bulletins but no automated reporting system. Counselors communicated with employers, training providers, and state offices by letter and telephone. The administrative burden was significant: each case involved multiple forms, authorizations for purchased services, and narrative progress notes, all handwritten or typed.

    Effect on the work

    No technology meaningfully assisted or displaced rehabilitation counselors in this era; the administrative burden grew as caseloads expanded under the 1943 and 1954 legislative amendments.

  • Standardized federal VR forms + university-trained counseling methods (testing, assessment, vocational evaluation)

    The 1954 Amendments funded not only graduate training programs but the systematic development of vocational assessment instruments, standardized functional capacity evaluations, and work sample batteries (such as the VALPAR Component Work Samples, widely adopted from the late 1960s through the 1980s). The federal Rehabilitation Services Administration issued standardized forms that states were required to use for reporting purposes, beginning to impose uniform documentation on what had been an ad hoc practice. Universities produced counselors trained in psychological testing (WAIS, MMPI, Strong Vocational Interest Blank) and structured vocational evaluation. The technology here is primarily the standardized test battery and the assessment protocol, not any electronic tool.

    Effect on the work

    Graduate training and standardized assessment elevated the profession's educational floor (master's degree became the norm) and created a documentable evidence base for VR services, enabling the federal government to measure program outcomes for the first time.

  • CRC credentialing + individualized written rehabilitation plans (IWRP, later IPE)

    The 1974 launch of the CRC credential and the 1973 Rehabilitation Act's requirement for a formal Individualized Written Rehabilitation Plan (IWRP, renamed Individualized Plan for Employment by WIOA 2014) together restructured the counselor's core work tool: a documented, client-co-signed employment plan that specified goals, services, timelines, and counselor responsibilities. The IWRP was both a clinical tool and a compliance document. It forced the counselor to articulate a causal theory of how specific services would lead to employment for a specific client with a specific disability. The CRC exam validated that counselors had the disciplinary knowledge to write and execute such plans. The IWRP era also coincided with the first computer-assisted VR caseload tracking systems in larger state agencies, though most remained paper-based into the late 1980s.

    Effect on the work

    The IWRP requirement increased per-case documentation time substantially but also created a paper trail that allowed the federal government to audit state VR agencies for service quality. This drove the professionalization of documentation practices and created demand for specialized graduate training in plan development.

  • Computer-based VR case management systems (AWARE, early state legacy systems)

    Through the 1990s, state VR agencies migrated from paper casefiles to computerized case management systems. Alliance Enterprises developed AWARE (the Automated Work and Reporting Environment), which became the dominant commercial off-the-shelf platform for state VR agencies by the 2000s. AWARE centralized the case record, automated service authorization workflows, and enabled the federal RSA-911 data submission to be generated electronically from case data rather than manually compiled. For the rehabilitation counselor, AWARE fundamentally changed the documentation experience: case notes, eligibility decisions, IPE milestones, and closure data were entered into a structured database rather than typed or handwritten. The gain in administrative efficiency was real but accompanied by a new burden: rigid data fields that sometimes forced counselors to translate complex clinical narratives into checkbox-friendly formats.

    Effect on the work

    AWARE and similar platforms reduced the clerical burden of case administration and improved state agencies' ability to meet federal RSA-911 reporting requirements without dedicated data entry staff. Some research suggests caseload capacity increased per counselor following computerized case management adoption, though controlled studies are limited.

  • WIOA Pre-ETS mandate + labor market intelligence tools (O*NET, early Burning Glass)

    The Workforce Innovation and Opportunity Act of 2014 created the Pre-Employment Transition Services (Pre-ETS) mandate, requiring that state VR agencies spend at least 15% of their federal formula grant on services for students with disabilities aged 14-21. This policy change reshaped the rehabilitation counselor's tool environment: for the first time, counselors routinely needed real-time labor market intelligence to ground employment goals for student clients in actual regional job demand, rather than relying solely on vocational assessment and O*NET occupational descriptions. Early labor market intelligence tools, including Burning Glass Technologies (founded 2000, later merged with EMSI to form Lightcast in 2022), began to enter VR counselor workflows through their state agencies' subscriptions. WIOA also added new compliance documentation requirements, expanding the caseload burden for Pre-ETS service tracking.

    Effect on the work

    The Pre-ETS mandate partially offset employment declines caused by state VR budget tightening by creating a new and funded student-services workstream. Agencies that had been reducing counselor headcount were required to maintain or increase capacity to serve the student population.

  • AI-enhanced case management + labor market AI + assistive technology AI (AWARE/Libera AI features, VocRehabTools, Lightcast Skills Agent)

    Starting around 2022-2023, the two dominant VR case management platforms (AWARE by Alliance Enterprises and Libera) began rolling out AI features: automated case note generation from structured session data, RSA-911 compliance pre-validation, predictive analytics forecasting which services produce successful employment outcomes, and real-time action alerts when case trajectories flag risk. Simultaneously, a new free AI toolkit specifically for VR counselors launched: VocRehabTools (2025) provides AI-assisted vocational assessment scaffolding, IPE goal generation, barrier analysis, and voice-to-text case notes. Lightcast's Skills Agent (launched August 2025) automated skill-to-job alignment in real time, giving counselors instant labor market intelligence for IPE goal development. On the client-service side, AI assistive technology tools (Microsoft Seeing AI, Be My AI) expanded the toolkit counselors could recommend in assistive technology assessments. The CRCC issued its first formal AI guidance document in 2024, establishing three principles: informed client consent when AI is used, data security (no client-identifying data in non-HIPAA-compliant AI tools), and human oversight (AI output is a starting point, not a final product). The DOL/ODEP issued a framework in September 2024 on AI bias in hiring tools affecting people with disabilities, positioning rehabilitation counselors as the primary professional responsible for navigating AI-screened hiring barriers for clients.

    Effect on the work

    AI case management tools are projected to increase per-counselor caseload capacity by reducing documentation time, which is the top administrative pain point cited by VR counselors (WGU Labs 2025). The net employment effect is ambiguous: efficiency gains could reduce headcount demand from state agencies, but the genuine unmet need for VR services (only 37.8% of working-age people with disabilities are employed vs. 77.3% without disabilities) suggests any capacity gains are more likely to expand service depth than eliminate positions.

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Rehabilitation Counselors employment and pay by year

On record since1918
Latest US employment94,740 (May 2025)Source: BLS OEWS May 2025Official statisticReport an error
Latest US median pay$46,850 (May 2025)Source: BLS OEWS May 2025Official statisticReport an error
Outlook+2.2% by 2035Source: BLS Employment Projections 2025-35Official statisticReport an error

In other countries

The latest figure each country's statistics agency publishes for this job. Each uses its own occupation definition, survey basis and currency, so the numbers are not directly comparable with each other or with the US figures.

  • Canada (NOC 41321)

    Employment, 2020
    11,585, Statistics Canada Census 2021 Official statistic Report an errorStatistics Canada Census of Population 2021: number of persons with employment income in NOC 41321 Career development practitioners and career counsellors (except education), Canada, reference year 2020. A recipients basis (anyone with employment income during the year), slightly broader than a point-in-time employed count. Statistics Canada Open Licence.
    Median pay, 2020
    C$55,200, Statistics Canada Census 2021 Official statistic Report an errorStatistics Canada Census of Population 2021 (Table 98-10-0586): median employment income for NOC 41321 Career development practitioners and career counsellors (except education), Canada, reference year 2020, full-year full-time workers (the basis comparable to the US OEWS full-time median). Statistics Canada Open Licence.
View all 27 years of cited US data, each linked to its source
YearUS employmentAnnual pay (median unless marked)SourceReport
19454,500n/aEst., US Census Bureau Researched contextReport
197020,000$8,500Est., US Census Bureau (employment) Researched contextEst., US Office of Personnel Management (pay) Researched contextReport
197525,000n/aEst., Wikipedia Researched contextReport
1990100,000n/aEst., American Rehabilitation Counseling… Researched contextReport
2003115,690$26,600BLS OEWS May 2003 Official statisticReport
2004115,150$27,870BLS OEWS May 2004 Official statisticReport
2005117,230$28,330BLS OEWS May 2005 Official statisticReport
2006121,380$29,200BLS OEWS May 2006 Official statisticReport
2007123,890$29,630BLS OEWS May 2007 Official statisticReport
2008112,700$30,930BLS OEWS May 2008 Official statisticReport
2009112,690$31,210BLS OEWS May 2009 Official statisticReport
2010111,490$32,350BLS OEWS May 2010 Official statisticReport
2011110,690$33,740BLS OEWS May 2011 Official statisticReport
2012104,070$33,880BLS OEWS May 2012 Official statisticReport
2013103,840$34,230BLS OEWS May 2013 Official statisticReport
2014103,890$34,380BLS OEWS May 2014 Official statisticReport
2015101,630$34,390BLS OEWS May 2015 Official statisticReport
2016103,030$34,670BLS OEWS May 2016 Official statisticReport
2017103,840$34,860BLS OEWS May 2017 Official statisticReport
2018106,860$35,630BLS OEWS May 2018 Official statisticReport
2019109,040$35,950BLS OEWS May 2019 Official statisticReport
2020100,260$37,530BLS OEWS May 2020 Official statisticReport
202190,310$38,560BLS OEWS May 2021 Official statisticReport
202282,420$39,990BLS OEWS May 2022 Official statisticReport
202384,750$44,040BLS OEWS May 2023 Official statisticReport
202488,930$46,110BLS OEWS May 2024 Official statisticReport
202594,740$46,850BLS OEWS May 2025 Official statisticReport
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