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Church CO+OP Salary

Church CO+OP Salary

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As of August 2026, the average annual salary for employees at Church CO+OP in the United States is $89,732. This translates to an approximate hourly wage of $43. Salaries at Church CO+OP typically range from $78,449 to $102,697 annually, reflecting the diverse roles and experience levels within the company.
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Is Church CO+OP’s Pay Competitive? Salary Benchmarking Analysis

How does Church CO+OP's compensation stack up against the industry and its key competitors? Our salary benchmarking analysis provides a clear comparison. The chart below visualizes this comparison alongside select peer companies.
Competitor / Benchmark Avg. Salary Variance Primary Market Influence Factor & Explanation
Texas State Bobcat Club $84,468
-5.9%
Texas State Bobcat Club may offer non-monetary perks in lieu of competitive base salaries.
Buda $86,884
-3.2%
Reflects market rates for standard general contracting, differing from specialized roles.
Life Matters Worldwide $83,730
-6.7%
Normalized for lower cost-of-living zones where Life Matters Worldwide primarily operates.
Entrepreneurship and Innovation $95,164
+6.1%
Driven by niche technical certifications required for Entrepreneurship and Innovation's specialized projects.
Edu., Gov't. & Nonprofit Industry $115,341
+28.5%
Pay variances are driven by organizational scale, specialized skill requirements, or geographic cost-of-living factors.
Need More Granular Data? The analysis above provides a high-level market overview. To benchmark specific job codes, adjust for real-time cost-of-living changes, or access verified HR-reported datasets, upgrade to Salary.com for Business. Precision matters when building your compensation strategy.

How Church CO+OP's Salaries Compare to Similar Companies?

Explore companies in the same industry to compare average salaries, benefits, and career opportunities with those at Church CO+OP. Click a company name to learn more.

Employee Reviews: Working at Church CO+OP

Considering a career at Church CO+OP? Explore authentic employee reviews to learn about the work environment, career growth opportunities, pay transparency and benefits. These first-hand insights can help you set realistic compensation expectations and make informed career decisions.
Leadership communicates vision clearly while empowering staff autonomy. Leadership is visionary yet approachable, always willing to listen to frontline educators. Employee engagement efforts are present but could be improved. Benefits are decent, and time off is respected. Feedback is constructive and promotes growth.
Commented in April 23, 2025
10
3
Roles and responsibilities are clearly outlined, but the culture leans traditional. Great communication from top to bottom. Facilities are modern and well-equipped.
Commented in October 07, 2024
35
1
No ambiguity. Collaboration is encouraged, but resources are sometimes limited. It's inspiring to be part of such a large yet cohesive educational community. Cut approval times by half. Supervisors are approachable and fair. The pace is manageable, and the benefits make it a competitive employer. I’ve received excellent support for professional development and continuing education.
Commented in September 03, 2024
23
2
This organization offers stability with a focus on employee development, transparent leadership, and collaboration. This role provides predictable hours and job security, but creativity is limited. Purpose-driven work that feels meaningful. A good experience overall, with opportunities for enhanced interdepartmental cooperation and workflow improvements. Simplified complex legislation into actiona...
Commented in February 22, 2024
32
1

Church CO+OP Overview

Website
www.churchco-op.org
Founded In
1988
Employees
25 - 50 employees
Industry
Edu., Gov't. & Nonprofit
Headquarter Address
9950 Cypresswood Dr Houston Texas TX 77070
Revenue
<$5 Million
Phone Number
+1 8324785131
Social Media
About Church CO+OP
Operated by a Board of Directors, we are a 501(c)3 nonprofit. Today the CO+OP serves members all over Texas and across the country. The CO+OP's sustainability and thriving is a testimony to the concept first put forward by the founders years ago. Read how it all started and view the timeline.

What Benefits Does Church CO+OP Offer Beyond Salary?

A competitive compensation package is more than just a salary. Church CO+OP offers a comprehensive benefits package designed to support your health, financial future, and overall well-being. Below are the most common key benefits:
Social Security
401(K)
Disability
Healthcare
Pension
Time Off (days)
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What Is the Cost of Living Near Houston?

Understanding the cost of living near Houston is key to truly evaluating a salary offer or your current compensation at Church CO+OP.
Houston's Cost of Living Index is approximately 98.5 (1.5% less expensive than US average; 5.9% more than TX average). Major city, energy/medical hub, housing generally affordable for size, but varies. METRO bus/rail. When planning your budget based on a salary from Church CO+OP, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,200 - $1,800+ A significant portion of Church CO+OP salary. Location choices impact this heavily.
Utilities (Basic) $150 - $250 (High AC use) Electricity, Heating, Cooling, Water etc.
Public Transportation $40 (METRO Q Card monthly) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $400 - $590 Can be higher with more dining out or specialty stores.
Personal & Leisure $400 - $750+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $380 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,570 - $4,090+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

FAQs of Church CO+OP

1. What is the typical salary range (low to high) for most roles at Church CO+OP?

The typical annual salary range for most roles at Church CO+OP is approximately from $78,449 to $102,697. It's important to remember that these are overall averages, actual salaries vary significantly based on specific job titles, years of experience, skills, and location.

2. How much does Church CO+OP pay compared to Texas State Bobcat Club?

The average annual salary at Church CO+OP is $89,732, or an hourly wage of $43, in comparison to Texas State Bobcat Club which pays $84,468 per year or $41 per hour.

3. Do salaries differ significantly between departments at Church CO+OP?

Yes, salaries often differ between departments at Church CO+OP due to varying market demand for specific skill sets and the nature of the roles. For example, technical roles in Engineering or IT may command different salary ranges compared to roles in Marketing or Human Resources.

4. How does experience level affect salary at Church CO+OP?

Experience level is a significant factor in determining salary at Church CO+OP, as it is with most employers. Generally, employees with more years of relevant experience and a proven track record can command higher salaries. For example, a senior-level role will typically have a higher pay band than an entry-level or mid-career position within the same job family.

5. How can I determine if a salary offer from Church CO+OP in Houston is fair given the local cost of living?

To determine if a salary offer from Church CO+OP in Houston is fair, first compare the gross salary to our data for similar roles at Church CO+OP and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Houston" to understand its purchasing power.

6. Why might an individual's actual salary at Church CO+OP differ from the ranges shown here?

An individual's actual salary at Church CO+OP can differ from our estimated ranges due to various factors. These include their specific years of experience in the role, unique skills or certifications, educational background, performance record, the specific team or department they join, negotiation outcomes, and even the precise timing of when they were hired relative to market fluctuations. Our ranges represent typical compensation.

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