Sgap Salary

As of September 2026, the average annual salary for employees at Sgap in the United States is $77,160. This translates to an approximate hourly wage of $37. Salaries at Sgap typically range from $67,707 to $88,127 annually, reflecting the diverse roles and experience levels within the company.

How Much Does Sgap Pay for Different Roles?

Explore detailed salary information for specific jobs at Sgap. Based on our data, the highest paying job is the Case Management Program Clinical Coordinator Bilingual Required, with an annual salary of $91,609. The table below outlines the annual salary ranges for most popular roles within the company.

Behavior Health Technician

$49,274 / year

Salary Range: $44,945 - $55,860

Security Services

Behavioral Health Technician

$40,760 / year

Salary Range: $36,670 - $46,159

Mental Health

Caregiver - Sign On Bonus - Job Opportunity

$42,103 / year

Salary Range: $37,649 - $47,842

Staffing

Caregiver In Home Support Services

$44,475 / year

Salary Range: $39,664 - $50,472

Security Services

Caregiver NEEDED ASAP

$42,889 / year

Salary Range: $38,407 - $48,913

Security Services

Caregiver Somerton (Sign On Bonus)

$39,313 / year

Salary Range: $35,384 - $44,743

Security Services

Turn Insight into Opportunity: Current Job Openings

Ready for your next career move? Explore current job openings at Sgap.
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About Sgap: Company Profile

Website
www.sgap.org
Founded In
Data pending, update soon.
Employees
50 - 100 employees
Industry
Edu., Gov't. & Nonprofit
Headquarter Location
BUCKINGHAM
Revenue
<$5 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 Sgap's culture, work-life balance, management, and employee sentiment regarding salary satisfaction, bonus payouts, and benefits.
Met requirements. Streamlined permitting. Benefits are decent, and time off is respected. Just don't expect rapid change or cutting-edge practices in day-to-day operations.
Supportive colleagues and collaborative work environment. Highly relevant. Employee recognition programs are meaningful and frequent. Practical tools provided. More direct communication would improve efficiency and satisfaction. The benefits are solid, and the work schedule allows for a healthy work-life balance.
Technology integration is exceptional, preparing students for the future. You’ll find clarity in responsibilities, but limited flexibility. Transparent communication fosters trust and respect throughout the organization. Benefits are good, but salaries tend to lag behind the private sector.

Is Sgap’s Pay Competitive? Salary Benchmarking Analysis

How does Sgap'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
SPRINGFIELD CONVENTION & VISITORS BUREAU $72,626
-5.9%
SPRINGFIELD CONVENTION & VISITORS BUREAU may offer non-monetary perks in lieu of competitive base salaries.
SOUTH HAVEN VLNTR FIRE DEPT $76,759
-0.5%
Reflects stabilized pricing equilibrium for commercial construction roles in this region.
LEXINGTON COUNTY RECREATION & AGING COMMISSION $70,775
-8.3%
LEXINGTON COUNTY RECREATION & AGING COMMISSION focuses strategically on recruiting and training entry-level apprentices.
MEMPHIS POLICE $72,109
-6.5%
MEMPHIS POLICE likely leverages performance bonuses over the high base salary shown here.
Edu., Gov't. & Nonprofit Industry $115,341
+49.5%
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.

What Is the Cost of Living Near Richardson?

Understanding the cost of living near Richardson is key to truly evaluating a salary offer or your current compensation at Sgap.
Richardson's Cost of Living Index is approximately 103.5 (3.5% more expensive than US average; 11.3% more than TX average). Dallas suburb (Telecom Corridor), housing above US avg. DART. When planning your budget based on a salary from Sgap, consider these typical monthly expenses:
Expense Category Estimated Monthly Cost Key Considerations / Notes
Housing (1-BR Apt Rent) $1,300 - $1,900+ A significant portion of Sgap salary. Location choices impact this heavily.
Utilities (Basic) $140 - $240 Electricity, Heating, Cooling, Water etc.
Public Transportation $96 (DART monthly regional pass) Essential for most commuters; car ownership is costly.
Groceries (Single Person) $410 - $600 Can be higher with more dining out or specialty stores.
Personal & Leisure $400 - $730+ Dining out, entertainment, shopping. Highly variable.
Healthcare (Individual) $380 - $700+ Varies significantly by plan & employer contribution.
Subtotal (Excluding Taxes) $2,726 - $4,176+ This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay.

Most Common Questions About Sgap

FAQ 1: What is the typical salary range (low to high) for most roles at Sgap?
The typical annual salary range for most roles at Sgap is approximately from $67,707 to $88,127. 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.
FAQ 2: How much does Sgap pay compared to SPRINGFIELD CONVENTION & VISITORS BUREAU?
The average annual salary at Sgap is $77,160, or an hourly wage of $37, in comparison to SPRINGFIELD CONVENTION & VISITORS BUREAU which pays $72,626 per year or $35 per hour.
FAQ 3: How does experience level affect salary at Sgap?
Experience level is a significant factor in determining salary at Sgap, 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.
FAQ 4: How can I determine if a salary offer from Sgap in Richardson is fair given the local cost of living?
To determine if a salary offer from Sgap in Richardson is fair, first compare the gross salary to our data for similar roles at Sgap and its competitors (see our similar company salaries section) . Then, critically, use our "Cost of Living Insights for Richardson" to understand its purchasing power.
FAQ 5: What are the key factors that influence salary levels at Sgap?
Several key factors influence salary levels at Sgap. These primarily include: 1. Job Role & Responsibilities: More complex roles with greater impact typically command higher pay. 2. Experience & Skills: Your years of relevant experience and specific in-demand skills are critical. 3. Performance: Strong performance can lead to higher raises and bonuses. 4. Location: Office location impacts pay due to varying local market rates and cost of living. 5. Industry Benchmarks: Sgap likely benchmarks its salaries against other companies in the Edu., Gov't. & Nonprofit sector. You can explore how these factors play out in our detailed salary data.