As of December 01, 2024, the average annual pay of Pest Controller in Springfield, MA is $36,052. While Salary.com is seeing that Pest Controller salary in Springfield, MA can go up to $52,932 or down to $24,411, but most earn between $29,959 and $44,887. Salary.com shows the average base salary (core compensation), as well as the average total cash compensation for the job of Pest Controller in the United States.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $43,037 | $3,586 | $828 | $21 |
| Average | $34,566 | $2,880 | $665 | $17 |
| 25th Percentile | $28,724 | $2,394 | $552 | $14 |
An entry-level Pest Controller with under 1 year experience makes about $34,837. With less than 2 years of experience, a mid-level Pest Controller makes around $36,187. After 2-4 years, the Pest Controller pay rises to about $39,867. Those senior Pest Controller with 5-8 years of experience earn roughly $40,261, and those Pest Controller having 8 years or more experience are expected to earn about $40,524 on average.
| Levels | Salary |
|---|---|
| Entry Level Pest Controller | $34,837 |
| Intermediate Level Pest Controller | $36,187 |
| Senior Level Pest Controller | $39,867 |
| Specialist Level Pest Controller | $40,261 |
| Expert Level Pest Controller | $40,524 |
| Entry Level | 1% |
| Mid Level | 5% |
| Senior Level | 15% |
| Top Level | 16% |
| Experienced | 17% |
Not the salary data you are looking for? Choose the city salary you want to see.
Salary.com job board provides millions of Pest Controller information for you to search for. Click on search button below to see Pest Controller job openings or enter a new job title here.
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.
Coaching: Coaching is a form of development in which an experienced person, called a coach, supports a learner or client in achieving a specific personal or professional goal by providing training and guidance.
Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
Emergency Services: Emergency Services are the public organizations that respond to and deal with emergencies when they occur, especially those that provide police, ambulance, and firefighting services.
