The Chicago School Of Professional Psychology Chief Operating Officer Salary

Chief Operating Officer Salary at The Chicago School Of Professional Psychology BETA

How much does a The Chicago School Of Professional Psychology Chief Operating Officer make?

As of December 2024, the average annual salary for a Chief Operating Officer at The Chicago School Of Professional Psychology is $461,886, which translates to approximately $222 per hour. Salaries for Chief Operating Officer at The Chicago School Of Professional Psychology typically range from $361,362 to $593,040, 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.

The Chicago School of Professional Psychology Overview

Website:
thechicagoschool.edu
Size:
200 - 500 Employees
Revenue:
$10M - $50M
Industry:
Edu., Gov't. & Nonprofit

Founded in 1979, The Chicago School of Professional Psychology is an accredited institution. This school offers a variety of psychology related academic for students and is located in Chicago, Illinois.

See similar companies related to The Chicago School Of Professional Psychology

What Skills Does a person Need at The Chicago School Of Professional Psychology?

At The Chicago School Of Professional Psychology, 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.

  1. Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
  2. Fundraising: Fundraising or fund-raising (also known as "development" or "advancement") is the process of seeking and gathering voluntary financial contributions by engaging individuals, businesses, charitable foundations, or governmental agencies. Although fundraising typically refers to efforts to gather money for non-profit organizations, it is sometimes used to refer to the identification and solicitation of investors or other sources of capital for for-profit enterprises. Traditionally, fundraising consisted mostly of asking for donations on the street or at people's doors, and this is experiencing very strong growth in the form of face-to-face fundraising, but new forms of fundraising, such as online fundraising, have emerged in recent years, though these are often based on older methods such as grassroots fundraising.
  3. Assisted Living: Assisted living exemplifies the shift from "care as service" to "care as business" in the broader health care arena predicted more than three decades ago. A consumer-driven industry, assisted living offers a wide range of options, levels of care, and diversity of services (Lockhart, 2009) and is subject to state rather than federal regulatory oversight. "Assisted living" means depends on both the state and provider in question: variations in state regulatory definitions are significant and provider variables include everything from philosophy, geographic location and auspice, to organizational size and structure.
  4. Commitment: An agreement or pledge to do something in the future a commitment to improve conditions at the prison especially : an engagement to assume a financial obligation at a future date.
  5. Planning: An act or process of making or carrying out plans. Establishment of goals, policies, and procedures for a social or economic unit city planning business planning.

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Check more jobs information at The Chicago School Of Professional Psychology

Job Title Average The Chicago School Of Professional Psychology Salary Hourly Rate
2 University Associate & Registrar $66,030 $32
3 Campus Manager $59,918 $29
4 Clerical Assistant $39,748 $19
5 Clinical Supervisor $92,263 $44
6 Dean of Nursing $187,643 $90
7 Department Manager $108,298 $52
8 Director, Business Operations $179,472 $86
9 Director, Career Services $83,722 $40
10 Director, Clinical Training $126,933 $61
11 Director, Emergency Management $150,791 $72
12 Director, Facilities $107,700 $52
13 Director, Human Resources $170,657 $82

Hourly Pay at The Chicago School Of Professional Psychology

The average hourly pay at The Chicago School Of Professional Psychology for a Chief Operating Officer is $222 per hour. The location, department, and job description all have an impact on the typical compensation for The Chicago School Of Professional Psychology positions. The pay range and total remuneration for the job title are shown in the table below. The Chicago School Of Professional Psychology may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $461,886 look to you?

FAQ about Salary and Jobs at The Chicago School Of Professional Psychology

1. How much does The Chicago School Of Professional Psychology pay per hour?
The average hourly pay is $222. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at The Chicago School Of Professional Psychology?
According to the data, the highest approximate salary is about $593,040 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at The Chicago School Of Professional Psychology?
According to the data, the lowest estimated salary is about $361,362 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
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.