As of January 01, 2025, the average annual salary for an Equal Employment Opportunity Specialist III in Concord, NH is $104,770. According to Salary.com, salaries can range from a low of $81,921 to a high of $132,739, with most professionals earning between $92,810 and $119,410.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $119,410 | $9,951 | $2,296 | $57 |
| Average | $104,770 | $8,731 | $2,015 | $50 |
| 25th Percentile | $92,810 | $7,734 | $1,785 | $45 |
An entry-level Equal Employment Opportunity Specialist III with under 1 year experience makes about $99,433. With less than 2 years of experience, a mid-level Equal Employment Opportunity Specialist III makes around $99,806. After 2-4 years, the Equal Employment Opportunity Specialist III pay rises to about $104,705. Those senior Equal Employment Opportunity Specialist III with 5-8 years of experience earn roughly $111,282, and those Equal Employment Opportunity Specialist III having 8 years or more experience are expected to earn about $111,752 on average.
| Levels | Salary |
|---|---|
| Entry Level Equal Employment Opportunity Specialist III | $99,433 |
| Intermediate Level Equal Employment Opportunity Specialist III | $99,806 |
| Senior Level Equal Employment Opportunity Specialist III | $104,705 |
| Specialist Level Equal Employment Opportunity Specialist III | $111,282 |
| Expert Level Equal Employment Opportunity Specialist III | $111,752 |
| Entry Level | 5% |
| Mid Level | 5% |
| Senior Level | 0% |
| Top Level | 6% |
| Experienced | 7% |
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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.
Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Succession Planning: Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Taken narrowly, "replacement planning" for key roles is the heart of succession planning. In dictatorships, succession planning aims for continuity of leadership, preventing a chaotic power struggle by preventing a power vacuum. In monarchies, succession is usually settled by the order of succession. In business, succession planning entails developing internal people with the potential to fill key business leadership positions in the company.Effective succession or talent-pool management concerns itself with building a series of feeder groups up and down the entire leadership pipeline or progression. In contrast, replacement planning is focused narrowly on identifying specific back-up candidates for given senior management positions. Thought should be given to the retention of key employees, and the consequences that the departure of key employees may have on the business.
Community Engagement: Community engagement seeks to engage community to achieve sustainable outcomes, equitable decision-making processes, and deepen relationships and trust between government organisations and communities.
| Skill | Salary | Demand |
|---|---|---|
|
Insight
|
$113,152 |
8%
|
|
RFP
|
$112,104 |
7%
|
|
Influencing
|
$112,104 |
7%
|
|
Partnering
|
$110,009 |
5%
|
|
Collaboration
|
$108,961 |
4%
|
|
Organizational Development
|
$108,961 |
4%
|
