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Spence-Chapin Salary

Spence-Chapin Salary

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As of August 2026, the average hourly salary for employees at Spence-Chapin in the United States is $53. This translates to an approximate annual wage of $110,617. Salaries at Spence-Chapin typically range from $46 to $61 hourly, reflecting the diverse roles and experience levels within the company.
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Is Spence-Chapin’s Pay Competitive? Salary Benchmarking Analysis

How does Spence-Chapin'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
United Friends $49
-8.5%
Normalized for lower cost-of-living zones where United Friends primarily operates.
San Jose Counseling Inc $53
+0.3%
Suggests San Jose Counseling Inc utilizes a highly similar base-plus-benefits compensation model.
Merrill High School $42
-20.8%
Merrill High School focuses strategically on recruiting and training entry-level apprentices.
Rhema Bible Church $42
-21.9%
Rhema Bible Church likely leverages performance bonuses over the high base salary shown here.
Edu., Gov't. & Nonprofit Industry $56
+4.3%
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.

Companies Similar to Spence-Chapin and Their Hourly Pay Rates

Explore companies in the same industry to compare average salaries, benefits, and career opportunities with those at Spence-Chapin. Click a company name to learn more.

Employee Reviews: Working at Spence-Chapin

Considering a career at Spence-Chapin? 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 encourages innovation and learning. Leadership genuinely cares about employee well-being, and my team collaborates well. Service delivery meets expectations but leaves room for improvement. The focus on public service and education feels fulfilling. Colleagues are cooperative and respectful. I feel trusted and empowered in my role. Clear communication and collaborative teamwork help del...
Commented in April 07, 2025
11
3
Excellent team doing important work with integrity and care. Management encourages development, and internal promotions are common. Working here offers a sense of structure and security, but it can feel stagnant at times. If you prefer routine and structure, it’s a reliable place to work, though it may not excite high achievers. Leadership shows real integrity.
Commented in April 02, 2025
41
0
Cost-saving procurement. It's a great place for those who like dependable, meaningful work. Employees feel supported in delivering impactful public service with pride and dedication. The inclusive culture encourages teamwork and respect. Crisis management pros.
Commented in November 24, 2024
12
2
Met requirements. Resources are sufficient and accessible. Helpful and responsive at every stage. Great coworkers, strong mission, and opportunities for continued learning make this workplace stand out. No jargon.
Commented in March 01, 2024
33
1

Spence-Chapin Overview

Website
www.spence-chapin.org
Founded In
1908
Employees
50 - 100 employees
Industry
Edu., Gov't. & Nonprofit
Headquarter Address
410 E 92nd St New York City New York NY 10128
Revenue
$5 Million - $10 Million
Phone Number
+1 2123690300
Social Media
About Spence-Chapin
Spence-Chapin has been offering exceptional adoption and family services for more than 100 years. The organization helps find loving families for children whatever their needs or circumstances, and provides counseling and support for all children and the families to whom they have been born or entrusted. Spence-Chapin's roots were established in the early 1900s with the pioneering work of Ms. Clar

What Benefits Does Spence-Chapin Offer Beyond Salary?

A competitive compensation package is more than just a salary. Spence-Chapin 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 New York?

Understanding the cost of living near New York is key to truly evaluating a salary offer or your current compensation at Spence-Chapin.
New York City's Cost of Living Index is approximately 204.5 (104.5% more than US average; 63.5% more than NY average). Extremely expensive globally, driven by exorbitant housing. Extensive MTA subway/bus. When planning your budget based on a salary from Spence-Chapin, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $3,500 - $5,000+ (Highly variable by borough) A significant portion of Spence-Chapin salary. Location choices impact this heavily.
Utilities (Basic) $150 - $250 Electricity, Heating, Cooling, Water etc.
Public Transportation $127 (MTA 30-day MetroCard) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $450 - $700 Can be higher with more dining out or specialty stores.
Personal & Leisure $500 - $1,000+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $450 - $800+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $5,177 - $7,877+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

FAQs of Spence-Chapin

1. What is the average salary for employees at Spence-Chapin?

The average total compensation for employees at Spence-Chapin is approximately $53 per hour. However, this is an aggregate figure, actual salaries can range significantly, typically from $46 to $61 per hour, depending on factors like job role, experience, and location.

2. How much does Spence-Chapin pay compared to United Friends?

The average annual salary at Spence-Chapin is $110,617, or an hourly wage of $53, in comparison to United Friends which pays $101,197 per year or $49 per hour.

3. What is the lowest salary at Spence-Chapin?

The lowest-paying job at Spence-Chapin is a Development Communications Coordinator with a salary of $46 per hour. The lowest- paying job depends heavily on the specific role, location, whether it's an hourly or salaried position, and if it's full-time, part-time, or an internship. Generally, entry-level positions might represent the lower end of the pay scale.

4. How does having a professional certification impact salary for relevant roles at Spence-Chapin?

Professional certifications like PMP (for Project Managers), CPA (for Accountants), or another relevant certification for the industry can often lead to higher salaries and better job prospects at Spence-Chapin for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.

5. Does Spence-Chapin offer cost-of-living adjustments (COLA) for employees in high-cost areas like New York?

While some companies offer formal COLA, many, including potentially Spence-Chapin, incorporate cost of living considerations into their overall salary structure for different locations rather than as a separate, itemized adjustment. This means their base pay bands for roles in high-cost cities like New York City are generally set higher to account for these local market factors.

6. What's the typical process for salary reviews and raises at Spence-Chapin?

Most companies, likely including Spence-Chapin, conduct formal salary reviews annually, often tied to performance evaluations. During these reviews, factors like individual performance, meeting goals, company performance, and market adjustments are typically considered for potential salary increases.

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