Child Care Administrator Salary at St Gerard House BETA
How much does a St Gerard House Child Care Administrator make?
As of April 2025, the average annual salary for a Child Care Administrator at St Gerard House is $84,316, which translates to approximately $41 per hour. Salaries for Child Care Administrator at St Gerard House typically range from $71,970 to $98,096, 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.
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What Skills Does a person Need at St Gerard House?
At St Gerard House, 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.
- Futures: Futures are derivative financial contracts obligating the buyer to purchase an asset or the seller to sell an asset at a predetermined future date and set price.
- 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.
- Employee Relations: Establishing and managing all interactions with employees to achieve the goals of the organization.
- Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
- Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
Related Jobs
Check more jobs information at St Gerard House
| Job Title | Average St Gerard House Salary | Hourly Rate | |
|---|---|---|---|
| 2 | Academic Coordinator | $45,317 | $22 |
| 3 | Behavior Technician | $28,599 | $14 |
| 4 | Board Member | $73,135 | $35 |
| 5 | President | $622,261 | $299 |
| 6 | Program Coordinator | $51,014 | $25 |
| 7 | Receptionist | $28,868 | $14 |
| 8 | Bookkeeper | $32,562 | $16 |
| 9 | Chief Operating Officer | $363,002 | $175 |
| 10 | Clinical Director | $240,668 | $116 |
| 11 | Director, Clinical Quality & Compliance | $95,175 | $46 |
| 12 | Director, Development & Community Engagement | $122,770 | $59 |
| 13 | Director, Human Resources | $134,122 | $64 |
Hourly Pay at St Gerard House
FAQ about Salary and Jobs at St Gerard House
The average hourly pay is $41. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
According to the data, the highest approximate salary is about $98,096 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
According to the data, the lowest estimated salary is about $71,970 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
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.