Western Coventry Community Organization Salary

As of October 2026, the average hourly salary for employees at Western Coventry Community Organization in the United States is $40. This translates to an approximate annual wage of $84,137. Salaries at Western Coventry Community Organization typically range from $35 to $46 hourly, reflecting the diverse roles and experience levels within the company.

How Much Does Western Coventry Community Organization Pay for Different Roles?

Explore detailed salary information for specific jobs at Western Coventry Community Organization. Based on our data, the highest paying job is the Case Management Program Clinical Coordinator Bilingual Required, with an hourly wage of $44. The table below outlines the hourly wage ranges for most popular roles within the company.

Behavior Health Technician

$24 / hour

Salary Range: $22 - $27

Security Services

Behavioral Health Technician

$20 / hour

Salary Range: $18 - $22

Mental Health

Caregiver - Sign On Bonus - Job Opportunity

$20 / hour

Salary Range: $18 - $23

Staffing

Caregiver In Home Support Services

$21 / hour

Salary Range: $19 - $24

Security Services

Caregiver NEEDED ASAP

$21 / hour

Salary Range: $18 - $24

Security Services

Caregiver Somerton (Sign On Bonus)

$19 / hour

Salary Range: $17 - $22

Security Services

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Western Coventry Community Organization.
Loading results...

About Western Coventry Community Organization: Company Profile

Website
www.coventryri.org
Founded In
1987
Employees
200 - 500 employees
Industry
Edu., Gov't. & Nonprofit
Headquarter Location
COVENTRY
Revenue
$5 Million - $10 Million
Phone Number
-
Social Media

Employee Reviews: Insights on Salary, Culture & Work-Life

Gain authentic perspectives from current and former employees. These anonymous reviews offer invaluable insights into Western Coventry Community Organization's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
The benefits package is very competitive, especially for families. Not much variety day-to-day. This is a workplace for those who appreciate predictability and it is ideal for fast-paced career development. Job duties occasionally expand beyond initial scope.
This organization provides stability and purpose. I’ve always appreciated their thoughtful approach to collaboration and public service. Exceptional training programs! Engaging, practical, and tailored to government needs. Policies change frequently, requiring quick adaptation. One of the best parts of working here is the alignment between personal values and organizational goals. The company prom...
The mission is clear, but innovation is limited by strict policies. Support is not consistent, although sometimes it take time. Staff are responsive, though sometimes overwhelmed. Mission-driven culture creates motivation. Great place to work with a clear sense of mission and direction.
The impactful public service mission drives commitment and pride among all team members. While the work is vital, the organization understands the importance of employee well-being. I appreciate their professionalism and consistent follow-through.

Is Western Coventry Community Organization’s Pay Competitive? Salary Benchmarking Analysis

How does Western Coventry Community Organization'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
WASHINGTON MORGAN COMMUNITY ACTION $34
-15.2%
WASHINGTON MORGAN COMMUNITY ACTION may offer non-monetary perks in lieu of competitive base salaries.
MRDC HEADSTART $40
-2.1%
Confirms MRDC HEADSTART is a direct competitor vying for the exact same talent pool.
SHASCADE COMMUNITY SERVICE INC $39
-3.5%
Reflects market rates for standard general contracting, differing from specialized roles.
CONGREGATION OF SONS OF THE IMMACULATE HEART OF MARY EASTERN PROVINCE $41
+1.0%
Indicates identical technical requirements and experience levels between the two firms.
Edu., Gov't. & Nonprofit Industry $56
+37.1%
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.

What Is the Cost of Living Near Coventry?

Understanding the cost of living near Coventry is key to truly evaluating a salary offer or your current compensation at Western Coventry Community Organization.
Coventry's Cost of Living Index is approximately 104.5 (4.5% more expensive than US average; 3.7% less than RI average). Kent County town, more affordable housing than Providence metro core. RIPTA bus. When planning your budget based on a salary from Western Coventry Community Organization, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,300 - $1,800+ A significant portion of Western Coventry Community Organization salary. Location choices impact this heavily.
Utilities (Basic) $170 - $280 Electricity, Heating, Cooling, Water etc.
Public Transportation $70 (RIPTA monthly pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $420 - $620 Can be higher with more dining out or specialty stores.
Personal & Leisure $350 - $650+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $380 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,690 - $4,050+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Western Coventry Community Organization

FAQ 1: What is the estimated average total compensation at Western Coventry Community Organization?
Salary.com estimates that the average total compensation package at Western Coventry Community Organization, which can include base salary, potential bonuses, and benefits, is around $40 per hour . Total compensation provides a more holistic view of an employee's earnings.
FAQ 2: How much does Western Coventry Community Organization pay compared to WASHINGTON MORGAN COMMUNITY ACTION?
The average annual salary at Western Coventry Community Organization is $84,137, or an hourly wage of $40, in comparison to WASHINGTON MORGAN COMMUNITY ACTION which pays $71,323 per year or $34 per hour.
FAQ 3: What's the typical salary progression for an employee moving from an entry-level to a senior role at Western Coventry Community Organization?
Salary progression from an entry-level to a senior role at Western Coventry Community Organization can be significant, often involving several promotions and substantial pay increases. For example, an entry-level Analyst might see their salary potentially double or more as they progress to a Senior Manager or Director position over several years, assuming strong performance and development.
FAQ 4: How can I determine if a salary offer from Western Coventry Community Organization in Coventry is fair given the local cost of living?
To determine if a salary offer from Western Coventry Community Organization in Coventry is fair, first compare the gross salary to our data for similar roles at Western Coventry Community Organization and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Coventry" to understand its purchasing power.
FAQ 5: Are promotions at Western Coventry Community Organization usually accompanied by a significant salary increase?
Yes, promotions at Western Coventry Community Organization are generally accompanied by a salary increase. The amount of the increase typically reflects the greater responsibilities, skills, and scope of the new role. The percentage increase can vary widely depending on the level of promotion and the company's compensation structure.