$99,098 / year
Salary Range: $87,044 - $112,355
San Juan Capistrano, CA
$93,234 / year
Salary Range: $81,894 - $105,709
Hopedale, MA
$82,791 / year
Salary Range: $72,722 - $93,869
Augusta, GA
$88,508 / year
Salary Range: $77,743 - $100,344
Austin, TX
$96,039 / year
Salary Range: $84,359 - $108,892
Davis, CA
$79,922 / year
Salary Range: $70,193 - $90,601
Sebastian, FL
$101,271 / year
Salary Range: $88,950 - $114,818
Irvington, NY
$91,451 / year
Salary Range: $80,328 - $103,685
Portland, OR
$96,915 / year
Salary Range: $85,120 - $109,867
Seattle, WA
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) | $2,500 - $3,800+ | A significant portion of On Trak 2014 salary. Location choices impact this heavily. |
| Utilities (Basic) | $150 - $250 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | $100 (Metro TAP card varies) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $450 - $700 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $500 - $1,000+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $350 - $700+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $4,050 - $6,450+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
On Trak 2014 pays its employees an average of $99,752 per year. The average salary at On Trak 2014 range from $87,613 to $113,086 per year. 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.
The salary at On Trak 2014 is higher than its peer company. The average annual salary at On Trak 2014 is $99,752, or an hourly wage of $48, in comparison to TextPower Inc which pays $99,098 per year or $48 per hour.
The higher-paying job at On Trak 2014, according to our data, include Director, Member Engagement (avg. $125,141 per year), Community Care Coordinator (avg. $115,249 per year), and Outreach Specialist (avg. $69,455 per year). Pay for these roles reflects significant responsibility, specialized skills and experience.
Salary progression with years of experience at On Trak 2014 is typical. Generally, as employees gain more relevant experience, develop more skills, and take on greater responsibilities, their earning potential increases. For example, a role with 5-7 years of experience will usually pay more than the same role requiring 0-2 years.
Yes, it's very likely that salaries at On Trak 2014 vary by office location. Companies often adjust pay based on local market rates, cost of living, and talent competition in different geographic areas. For instance, a role in a high-cost city like New York City may offer a higher nominal salary than the same role in a lower-cost city like Omaha, NE. Our Cost of Living Insights for Los Angeles section provides more context.
On Trak 2014 typically offers a comprehensive benefits package that adds significant value to an employee's total compensation. Common benefits include health, dental, and vision insurance, a 401(k) plan often with a company match, paid time off. For example, a strong 401(k) match or excellent, low-cost health insurance can be worth thousands of dollars annually, effectively increasing your overall earnings beyond your base salary. For a more detailed list of benefits, please see our "Employee Benefits at On Trak 2014" section on this page.
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