| Competitor / Benchmark | Avg. Salary | Variance | Primary Market Influence Factor & Explanation |
|---|---|---|---|
| 1st Impression Synthetic Lawns & Greens | $102,200 |
+19.3%
|
Influenced by prevailing union wage agreements specific to 1st Impression Synthetic Lawns & Greens's sector. |
| Ap Service Company LLC | $96,430 |
+12.6%
|
Reflects structural premiums typical of Ap Service Company LLC's large-cap national operations. |
| LUCERO SERVICE COMPANY Inc | $94,088 |
+9.8%
|
Data suggests LUCERO SERVICE COMPANY Inc's workforce skews heavily towards veteran, high-tenure roles. |
| Now Save | $78,899 |
-7.9%
|
Now Save likely leverages performance bonuses over the high base salary shown here. |
$102,200 / year
Salary Range: $89,207 - $117,086
San Ramon, CA
$96,430 / year
Salary Range: $84,158 - $110,513
Wilmington, DE
$94,088 / year
Salary Range: $82,114 - $107,831
New Castle, DE
$78,899 / year
Salary Range: $68,873 - $90,393
Monroe, LA
$97,400 / year
Salary Range: $85,019 - $111,586
Monterey, CA
$92,738 / year
Salary Range: $80,951 - $106,245
Poway, CA
$96,588 / year
Salary Range: $84,314 - $110,660
Los Angeles, CA
$94,563 / year
Salary Range: $82,545 - $108,343
Sacramento, CA
$109,963 / year
Salary Range: $95,979 - $125,975
San Francisco, CA
Get an estimated calculation of how much you should be earning and insight into your career options.
| Expense Category | Estimated Monthly Cost | Key Considerations / Notes |
|---|---|---|
| Housing (1-BR Apt Rent) | $1,200 - $1,700+ | A significant portion of Sccb salary. Location choices impact this heavily. |
| Utilities (Basic) | $180 - $300 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $40 (FAX monthly pass) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $400 - $600 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $300 - $600+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $350 - $650+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $2,470 - $3,890+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
The average annual total compensation for employees at Sccb is approximately $85,660. However, this is an aggregate figure, actual salaries can range significantly, typically from $74,774 to $98,137, depending on factors like job role, experience, and location.
The average annual salary at Sccb is $85,660, or an hourly wage of $41, in comparison to 1st Impression Synthetic Lawns & Greens which pays $102,200 per year or $49 per hour.
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 Sccb for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.
While some companies offer formal COLA, many, including potentially Sccb, 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.
Most companies, likely including Sccb, 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.
The trusted data and intuitive software your organization needs to get pay right.
Explore CompAnalyst ®Enhance your organization's compensation strategy with salary data sets that HR and team managers can use to pay your staff right.
Surveys & Data SetsReal-time global intelligence that empowers you to make competitive pay decisions and align offers with global trends.
SalaryIQTMIf your compensation planning software is too rigid to deploy winning incentive strategies, it’s time to find an adaptable solution.
Compensation Planning