Data Coordinator Salary at Connecticut Coalition BETA
How much does a Connecticut Coalition Data Coordinator make?
As of March 2025, the average annual salary for a Data Coordinator at Connecticut Coalition is $65,226, which translates to approximately $31 per hour. Salaries for Data Coordinator at Connecticut Coalition typically range from $54,619 to $81,527, reflecting the diverse roles within the company.
It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
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What Skills Does a person Need at Connecticut Coalition?
At Connecticut Coalition, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
- Data Governance: Data governance is a data management concept concerning the capability that enables an organization to ensure that high data quality exists throughout the complete lifecycle of the data. The key focus areas of data governance include availability, usability, consistency, data integrity and data security and includes establishing processes to ensure effective data management throughout the enterprise such as accountability for the adverse effects of poor data quality and ensuring that the data which an enterprise has can be used by the entire organization. A data steward is a role that ensures that data governance processes are followed, guidelines enforced, and recommends improvements to data governance processes.
- Data Quality: Data quality refers to the condition of a set of values of qualitative or quantitative variables. There are many definitions of data quality but data is generally considered high quality if it is "fit for [its] intended uses in operations, decision making and planning". Alternatively, data is deemed of high quality if it correctly represents the real-world construct to which it refers. Furthermore, apart from these definitions, as data volume increases, the question of internal data consistency becomes significant, regardless of fitness for use for any particular external purpose. People's views on data quality can often be in disagreement, even when discussing the same set of data used for the same purpose. Data cleansing may be required in order to ensure data quality.
- Data Management: Data Management comprises all disciplines related to managing data as a valuable resource. The concept of data management arose in the 1980s as technology moved from sequential processing (first cards, then tape) to random access storage. Since it was now possible to store a discreet fact and quickly access it using random access disk technology, those suggesting that data management was more important than business process management used arguments such as "a customer's home address is stored in 75 (or some other large number) places in our computer systems." However, during this period, random access processing was not competitively fast, so those suggesting "process management" was more important than "data management" used batch processing time as their primary argument. As software applications evolved into real-time, interactive usage, it became obvious that both management processes were important. If the data was not well defined, the data would be mis-used in applications. If the process wasn't well defined, it was impossible to meet user needs.
- Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.
- Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Related Jobs
Check more jobs information at Connecticut Coalition
| Job Title | Average Connecticut Coalition Salary | Hourly Rate | |
|---|---|---|---|
| 2 | Research Manager | $131,619 | $63 |
| 3 | Director, Quality Assurance | $171,197 | $82 |
| 4 | President & Chief Executive Officer | $726,365 | $349 |
| 5 | Senior Human Resource Generalist | $81,814 | $39 |
| 6 | Program Manager | $129,019 | $62 |
| 7 | Advocacy Coordinator | $59,549 | $29 |
| 8 | HR Administrator | $52,154 | $25 |
| 9 | Senior Vice President & Chief Financial Officer | $378,695 | $182 |
| 10 | Vice President, Finance & Administration | $248,363 | $119 |
Hourly Pay at Connecticut Coalition
FAQ about Salary and Jobs at Connecticut Coalition
The average hourly pay is $31. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
According to the data, the highest approximate salary is about $81,527 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
According to the data, the lowest estimated salary is about $54,619 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.