Starke County Coop Salary
How much does the Starke County Coop Pay for employees?
How Much Does Starke County Coop Pay for Different Roles?
Controller
$198,717 / year
Salary Range: $169,189 - $228,045
Finance
Secretary
$185,178 / year
Salary Range: $150,968 - $226,601
Corporate Secretary
General Manager
$116,235 / year
Salary Range: $99,547 - $131,345
Property Management
Agronomy Manager
$82,852 / year
Salary Range: $66,200 - $102,133
Sales
Human Resources
$60,084 / year
Salary Range: $54,888 - $65,420
Human Resources
Scale Operator
$36,726 / year
Salary Range: $33,109 - $40,970
Manufacturing
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Current Job Openings at Starke County Coop
Is Starke County Coop’s Pay Competitive? Salary Benchmarking Analysis
How Starke County Coop's Salaries Compare to Similar Companies?
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Employee Reviews: Working at Starke County Coop
Starke County Coop Overview
What Benefits Does Starke County Coop Offer Beyond Salary?
Get an estimated calculation of how much you should be earning and insight into your career options.
What Is the Cost of Living Near Hammond?
| Expense Category | Estimated Monthly Cost | Key Considerations / Notes |
|---|---|---|
| Housing (1-BR Apt Rent) | $800 - $1,200+ | A significant portion of Starke County Coop salary. Location choices impact this heavily. |
| Utilities (Basic) | $160 - $260 | Electricity, Heating, Cooling, Water etc. |
| Public Transportation | GPTC/South Shore (varies) | Essential for most commuters; car ownership is costly. |
| Groceries (Single Person) | $370 - $550 | Can be higher with more dining out or specialty stores. |
| Personal & Leisure | $300 - $580+ | Dining out, entertainment, shopping. Highly variable. |
| Healthcare (Individual) | $350 - $650+ | Varies significantly by plan & employer contribution. |
| Subtotal (Excluding Taxes) | $2,040 - $3,240+ | This subtotal does not include income taxes (federal, state, local), which can significantly impact your take-home pay. |
FAQs of Starke County Coop
1. What is the average salary for employees at Starke County Coop?
The average annual total compensation for employees at Starke County Coop is approximately $85,766. However, this is an aggregate figure, actual salaries can range significantly, typically from $75,434 to $96,990, depending on factors like job role, experience, and location.
2. How much does Starke County Coop pay compared to CHH Quality Products Inc?
The average annual salary at Starke County Coop is $85,766, or an hourly wage of $41, in comparison to CHH Quality Products Inc which pays $102,400 per year or $49 per hour.
3. What is the lowest salary at Starke County Coop?
The lowest-paying job at Starke County Coop is a Scale Operator with a salary of $36,726 per year. The lowest- paying job depends heavily on the specific role, location, whether it's an hourly or salaried position, and if it's full-time, part-time, or an internship. Generally, entry-level positions might represent the lower end of the pay scale.
4. How does having a professional certification impact salary for relevant roles at Starke County Coop?
Professional certifications like PMP (for Project Managers), CPA (for Accountants), or another relevant certification for the industry can often lead to higher salaries and better job prospects at Starke County Coop for applicable roles. Certifications demonstrate a verified level of expertise and commitment to a profession, making candidates more competitive.
5. Does Starke County Coop offer cost-of-living adjustments (COLA) for employees in high-cost areas like Hammond?
While some companies offer formal COLA, many, including potentially Starke County Coop, incorporate cost of living considerations into their overall salary structure for different locations rather than as a separate, itemized adjustment. This means their base pay bands for roles in high-cost cities like New York City are generally set higher to account for these local market factors.
6. What's the typical process for salary reviews and raises at Starke County Coop?
Most companies, likely including Starke County Coop, conduct formal salary reviews annually, often tied to performance evaluations. During these reviews, factors like individual performance, meeting goals, company performance, and market adjustments are typically considered for potential salary increases.
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