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How much should you pay your office staff? Payscale.com data provides an answer.
Knowledge is power when it comes to ensuring an employee is paid well and paid competitively.
A database of office worker salaries from Payscale.com shows the numbers every business owner should consider when hiring and compensating CSRs, dispatchers and office managers.
The survey covers those job titles across all industries, not just in the trades, but are instructive in a competitive market.
Median National Office Worker Salary by position:
CSR | Annual | Hourly |
|---|---|---|
Dispatcher | Annual | Hourly |
|---|---|---|
Office Manager | Annual | Hourly |
|---|---|---|
Office Administrator | Annual | Hourly |
|---|---|---|
SOURCE: Payscale.com
Median National Office Worker Salary by position (Office Manager)“This data is invaluable as a business owner,” said Angie Snow, a ServiceTitan Principal Industry Advisor and co-owner and vice president of Western Heating & Air Conditioning in Orem, Utah, about 40 miles south of Salt Lake City. “I would take that and analyze it for every single one of my roles and each person on my team and I'd ask, ‘How are we doing? How have they advanced? Am I paying them fairly?’
“Because I know my competitor down the road, if they're smart, they'll have the same data and they'll be doing the same thing. So I want to make sure I'm offering competitive wages for my people.”
The data can help a business owner like Snow retain their best employees. For job seekers, it provides a baseline for what to expect and to see what can be.
The survey breaks down the numbers by state and largest city in each state. Businesses can see how they compare to the median, high and low ends of the pay scale. Payscale’s data shows numbers by the 10th percentile – meaning 90% make more–the 50th (the median) and the 90th percentile, or the high end of the pay scale.
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“You want to be competitive in your field,” Snow said. “And if you're going to be charging more than your competitors, shouldn't you be paying more than your competitors also?”
Snow points out that fast-food restaurants in her area are paying $15 per hour, then asks, rhetorically: “Why would anyone want to come be a CSR for me at $10-to-$12 per hour when they can work at McDonald’s for $15?”
The same is true within the trades. If another business is paying its employees $18 per hour and offering perks to make their work-life balance healthier, offering them $12 and stringent work rules won’t work.
The data is across all industries, but the numbers are still the numbers, and would allow an owner in Georgia or Columbus, Ohio, to compare the average pay to what his or her company offers.
Here’s what the data shows, by position.
What does the average dispatcher make, by state?
Dispatcher salaries by state and experience level (Entry level 0-2 years):
State | 10th percentile | 50th percentile | 90th percentile |
|---|---|---|---|
| Nation | $27,800 | $42,900 | $67,600 |
| Alabama | $25,600 | $39,500 | $62,300 |
| Alaska | $30,100 | $46,600 | $73,300 |
| Arizona | $26,700 | $41,400 | $65,000 |
| Arkansas | $24,200 | $37,400 | $58,800 |
| California | $30,700 | $47,400 | $74,600 |
| Colorado | $27,300 | $42,200 | $66,300 |
| Connecticut | $29,600 | $45,700 | $72,000 |
| Delaware | $27,400 | $42,300 | $66,600 |
| Florida | $26,600 | $41,200 | $64,700 |
| Georgia | $26,300 | $40,800 | $64,200 |
| Hawaii | $28,600 | $44,200 | $69,600 |
| Idaho | $24,800 | $38,300 | $60,300 |
| Illinois | $27,100 | $42,000 | $66,000 |
| Indiana | $26,200 | $40,500 | $63,800 |
| Iowa | $25,800 | $39,900 | $62,700 |
| Kansas | $27,000 | $41,800 | $65,700 |
| Kentucky | $26,900 | $41,600 | $65,400 |
| Louisiana | $26,000 | $40,200 | $63,300 |
| Maine | $27,800 | $43,000 | $67,600 |
| Maryland | $27,800 | $42,800 | $67,500 |
| Massachusetts | $29,300 | $45,300 | $71,200 |
| Michigan | $25,800 | $39,900 | $62,700 |
| Minnesota | $27,900 | $43,100 | $67,800 |
| Mississippi | $24,600 | $38,100 | $60,000 |
| Missouri | $26,300 | $40,700 | $64,100 |
| Montana | $24,900 | $38,400 | $60,500 |
| Nebraska | $26,300 | $40,600 | $63,900 |
| Nevada | $27,000 | $41,600 | $65,600 |
| New Hampshire | $28,000 | $43,200 | $68,100 |
| New Jersey | $28,900 | $44,600 | $70,300 |
| New Mexico | $25,600 | $39,700 | $62,400 |
| New York | $27,800 | $43,000 | $67,600 |
| North Carolina | $26,300 | $40,500 | $63,800 |
| North Dakota | $25,200 | $39,000 | $61,400 |
| Ohio | $26,300 | $40,600 | $63,900 |
| Oklahoma | $25,400 | $39,400 | $61,900 |
| Oregon | $28,200 | $43,500 | $68,600 |
| Pennsylvania | $26,300 | $40,700 | $64,000 |
| Rhode Island | $27,900 | $43,000 | $67,800 |
| South Carolina | $25,900 | $40,000 | $63,000 |
| South Dakota | $25,400 | $39,300 | $61,800 |
| Tennessee | $25,800 | $39,900 | $62,800 |
| Texas | $26,400 | $40,900 | $64,300 |
| Utah | $26,300 | $40,600 | $63,900 |
| Vermont | $26,300 | $40,600 | $63,900 |
| Virginia | $26,400 | $40,900 | $64,300 |
| Washington | $29,200 | $45,100 | $71,100 |
| West Virginia | $24,500 | 37,800 | 59,600 |
| Wisconsin | 25,900 | 40,100 | 63,000 |
| Wyoming | 24,900 | 38,400 | 60,500 |
SOURCE: Payscale.com
Dispatcher salaries by state and experience level (Intermediate 2-4 years):
State | 10th percentile | 50th percentile | 90th percentile |
|---|---|---|---|
| Nation | $35,200 | $62,300 | $87,200 |
| Alabama | $32,400 | $57,400 | $80,300 |
| Alaska | $38,200 | $67,600 | $94,600 |
| Arizona | $33,900 | $60,000 | $84,000 |
| Arkansas | $30,600 | $54,300 | $75,900 |
| California | $38,900 | $68,800 | $96,300 |
| Colorado | $34,600 | $61,200 | $85,600 |
| Connecticut | $37,600 | $66,500 | $93,000 |
| Delaware | $34,700 | $61,500 | $86,000 |
| Florida | $33,800 | $59,700 | $83,500 |
| Georgia | $33,400 | $59,200 | $82,800 |
| Hawaii | $36,300 | $64,200 | $89,800 |
| Idaho | $31,500 | $55,600 | $77,700 |
| Illinois | $34,400 | $60,900 | $85,100 |
| Indiana | $33,300 | $58,800 | $82,300 |
| Iowa | $32,700 | $57,800 | $80,900 |
| Kansas | $34,300 | $60,600 | $84,800 |
| Kentucky | $34,200 | $60,300 | $84,400 |
| Louisiana | $33,000 | $58,400 | $81,600 |
| Maine | $35,300 | $62,400 | $87,300 |
| Maryland | $35,200 | $62,200 | $87,100 |
| Massachusetts | $37,100 | $65,700 | $91,900 |
| Michigan | $32,700 | $57,800 | $80,900 |
| Minnesota | $35,400 | $62,600 | $87,500 |
| Mississippi | $31,300 | $55,300 | $77,400 |
| Missouri | $33,400 | $59,100 | $82,600 |
| Montana | $31,600 | $55,800 | $78,100 |
| Nebraska | $33,300 | $59,000 | $82,500 |
| Nevada | $34,200 | $60,400 | $84,600 |
| New Hampshire | $35,500 | $62,800 | $87,800 |
| New Jersey | $36,700 | $64,900 | $90,800 |
| New Mexico | $32,500 | $57,600 | $80,500 |
| New York | $35,300 | $62,400 | $87,300 |
| North Carolina | $33,300 | $58,800 | $82,300 |
| North Dakota | $32,000 | $56,600 | $79,200 |
| Ohio | $33,300 | $59,000 | $82,500 |
| Oklahoma | $32,300 | $57,100 | $79,900 |
| Oregon | $35,700 | $63,200 | $88,500 |
| Pennsylvania | $33,400 | $59,100 | $82,600 |
| Rhode Island | $35,300 | $62,500 | $87,500 |
| South Carolina | $32,800 | $58,100 | $81,300 |
| South Dakota | $32,200 | $57,000 | $79,800 |
| Tennessee | $32,700 | $57,900 | $81,000 |
| Texas | $33,500 | $59,400 | $83,000 |
| Utah | $33,300 | $58,900 | $82,400 |
| Vermont | $33,300 | $58,900 | $82,400 |
| Virginia | $33,500 | $59,200 | $82,900 |
| Washington | $37,000 | $65,500 | $91,600 |
| West Virginia | $31,100 | $54,900 | $76,800 |
| Wisconsin | $32,900 | $58,100 | $81,300 |
| Wyoming | $31,600 | $55,800 | $78,100 |
SOURCE: Payscale.com
For dispatchers, the national median salary for entry-level employees (up to two years experience) is $42,900, or $20.63 per hour. That number can increase significantly in a short time, though. Intermediate-level employees (between two and four years experience) average $29.95 per hour, or $62,300 per year. That’s a jump of 45.2%.
The range of salaries within the same state can be wide. In Wyoming, for example, a dispatcher with 2-4 years of experience could make $31,600 at the 10th percentile, but $78,100 at the 90th percentile. The median is $55,800.
California ($47,400) has the highest median salary for dispatchers at the entry level, followed by Alaska, Connecticut, Massachusetts and Washington. Arkansas ($34,700) has the lowest.
California also has the highest median salary for intermediate-level dispatchers ($68,800). Arkansas, likewise, has the lowest at $54,300.
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What does the average CSR make, by state?
Median CSR salaries by state and experience level:
State | <2 years (Entry) | 2-4 years (Intermediate) | 4-6 years (Senior) |
|---|---|---|---|
| Nation | $36,300 | $41,900 | $49,700 |
| Alabama | $33,500 | $38,400 | $45,900 |
| Alaska | $39,300 | $45,300 | $53,900 |
| Arizona | $36,000 | $41,400 | $48,100 |
| Arkansas | $31,700 | $36,500 | $43,400 |
| California | $39,700 | $46,700 | $54,900 |
| Colorado | $35,300 | $42,000 | $48,800 |
| Connecticut | $38,500 | $45,800 | $53,100 |
| Delaware | $35,800 | $41,300 | $49,000 |
| Florida | $34,700 | $39,800 | $47,400 |
| Georgia | $35,700 | $40,700 | $47,100 |
| Hawaii | $37,300 | $43,100 | $51,200 |
| Idaho | $32,300 | $37,300 | $44,300 |
| Illinois | $36,100 | $41,900 | $49,800 |
| Indiana | $35,100 | $40,400 | $48,500 |
| Iowa | $36,500 | $39,900 | $46,200 |
| Kansas | $35,600 | $41,400 | $48,400 |
| Kentucky | $35,300 | $43,800 | $48,200 |
| Louisiana | $34,300 | $39,600 | $46,100 |
| Maine | $36,500 | $42,000 | $49,900 |
| Maryland | $38,400 | $44,100 | $52,300 |
| Massachusetts | $38,900 | $45,000 | $52,600 |
| Michigan | $35,800 | $40,600 | $49,400 |
| Minnesota | $37,100 | $43,500 | $51,000 |
| Mississippi | $32,300 | $38,000 | $44,200 |
| Missouri | $34,600 | $40,400 | $47,800 |
| Montana | $32,500 | $37,400 | $44,500 |
| Nebraska | $34,400 | $40,900 | $50,500 |
| Nevada | $35,200 | $41,200 | $48,200 |
| New Hampshire | $36,700 | $44,900 | $50,200 |
| New Jersey | $39,000 | $45,000 | $52,200 |
| New Mexico | $33,500 | $38,500 | $45,900 |
| New York | $37,700 | $42,900 | $51,000 |
| North Carolina | $35,400 | $39,700 | $48,000 |
| North Dakota | $33,100 | $38,100 | $45,200 |
| Ohio | $35,600 | $40,400 | $48,600 |
| Oklahoma | $33,400 | $40,200 | $45,600 |
| Oregon | $37,100 | $42,700 | $50,800 |
| Pennsylvania | $35,200 | $40,800 | $48,300 |
| Rhode Island | $36,500 | $43,000 | $49,900 |
| South Carolina | $33,300 | $39,700 | $45,900 |
| South Dakota | $33,200 | $38,300 | $45,600 |
| Tennessee | $34,000 | $39,100 | $46,100 |
| Texas | $34,700 | $40,100 | $48,700 |
| Utah | $35,500 | $40,500 | $47,000 |
| Vermont | $34,400 | $39,700 | $47,200 |
| Virginia | $34,400 | $40,500 | $49,500 |
| Washington | $37,800 | $44,800 | $51,700 |
| West Virginia | $32,000 | $36,900 | $43,900 |
| Wisconsin | $34,800 | $40,500 | $47,500 |
| Wyoming | $32,500 | $37,400 | $44,500 |
SOURCE: Payscale.com
CSRs start at a national median of $17.45 per hour ($36,300) and do not see as rapid an increase. In Years 2-4, they are at $41,900. In Years 4-6, the national median pay is $49,700.
What does the average office manager make, by state?
Median Office Manager salaries by state and experience level:
State | Supervisor (4+ years) | Manager (7+ years) |
|---|---|---|
| Nation | $54,500 | $98,800 |
| Alabama | $50,200 | $91,000 |
| Alaska | $58,900 | $107,100 |
| Arizona | $53,500 | $95,200 |
| Arkansas | $47,500 | $86,100 |
| California | $60,000 | $109,100 |
| Colorado | $53,300 | $97,000 |
| Connecticut | $58,100 | $105,300 |
| Delaware | $53,700 | $97,400 |
| Florida | $52,400 | $94,700 |
| Georgia | $51,800 | $93,900 |
| Hawaii | $56,000 | $101,800 |
| Idaho | $48,400 | $88,200 |
| Illinois | $53,400 | $96,700 |
| Indiana | $51,600 | $93,600 |
| Iowa | $50,700 | $91,900 |
| Kansas | $53,100 | $96,300 |
| Kentucky | $52,800 | $95,700 |
| Louisiana | $51,000 | $92,500 |
| Maine | $54,600 | $98,900 |
| Maryland | $54,400 | $98,600 |
| Massachusetts | $57,500 | $104,100 |
| Michigan | $50,700 | $91,900 |
| Minnesota | $54,800 | $99,400 |
| Mississippi | $48,400 | $87,800 |
| Missouri | $51,800 | $93,900 |
| Montana | $48,600 | $88,500 |
| Nebraska | $51,700 | $93,700 |
| Nevada | $52,700 | $95,900 |
| New Hampshire | $54,900 | $99,500 |
| New Jersey | $56,700 | $102,900 |
| New Mexico | $50,100 | $91,200 |
| New York | $54,600 | $98,900 |
| North Carolina | $51,500 | $93,300 |
| North Dakota | $49,600 | $90,000 |
| Ohio | $51,700 | $93,700 |
| Oklahoma | $50,000 | $90,600 |
| Oregon | $55,100 | $100,200 |
| Pennsylvania | $51,600 | $93,600 |
| Rhode Island | $54,700 | $99,100 |
| South Carolina | $50,900 | $92,100 |
| South Dakota | $50,100 | $90,700 |
| Tennessee | $50,700 | $91,800 |
| Texas | $51,300 | $94,100 |
| Utah | $51,300 | $93,400 |
| Vermont | $51,500 | $93,400 |
| Virginia | $51,800 | $94,000 |
| Washington | $57,100 | $103,900 |
| West Virginia | $48,000 | $87,100 |
| Wisconsin | $51,000 | $92,400 |
| Wyoming | $48,600 | $88,500 |
SOURCE: Payscale.com
Pay for office managers is the highest and climbs the quickest. At entry level, they are at $54,500, or $26.20 per hour. After six years, they average $98,800, or $47.50 per hour. That’s an increase of 81.2%.
Why do dispatchers make more money than CSRs?
In evaluating the data, Snow said she understood why early pay for dispatchers is 18% higher than it is for CSRs.
“A CSR is taking inbound calls or making outbound calls, and their job is simply to make a connection with the customer to gather the information,” she said. “Once they've gathered that information, it's the dispatcher's job to take that information, analyze it, and figure out the best way to optimize a technician's route and make sure they assign it to the right technician.
“Some CSRs do that too; a lot of CSRs will do a dual role. But the dispatcher is really responsible for optimizing that dispatch board to make sure that you're not running technicians all over the place, that the board is focused.
“They're responsible to really make the money, make the company be as efficient as it can with the technicians and the calls that they have.”
She added that some CSRs grow and advance into the dispatcher role, which could lead to higher wages.
What does the average office administrator make, by state?
Median Office Administration salaries by state and experience level:
State | Supervisor (3+ years) | Supervisor II (5+ years) | Supervisor III (7+ years) |
|---|---|---|---|
| Nation | $60,800 | $64,600 | $79,200 |
| Alabama | $57,400 | $60,000 | $69,100 |
| Alaska | $65,900 | $70,100 | $85,400 |
| Arizona | $59,000 | $60,400 | $71,100 |
| Arkansas | $53,800 | $56,200 | $64,900 |
| California | $66,900 | $69,600 | $80,700 |
| Colorado | $61,800 | $62,800 | $74,100 |
| Connecticut | $67,400 | $69,200 | $80,800 |
| Delaware | $59,900 | $63,700 | $78,100 |
| Florida | $58,100 | $60,100 | $70,200 |
| Georgia | $58,400 | $61,200 | $70,500 |
| Hawaii | $62,600 | $66,600 | $81,100 |
| Idaho | $55,300 | $57,600 | $66,400 |
| Illinois | $61,500 | $62,900 | $73,100 |
| Indiana | $59,400 | $62,400 | $71,400 |
| Iowa | $57,700 | $60,000 | $69,100 |
| Kansas | $59,500 | $62,000 | $71,400 |
| Kentucky | $57,200 | $62,700 | $69,400 |
| Louisiana | $56,000 | $58,600 | $67,900 |
| Maine | $61,100 | $65,000 | $79,200 |
| Maryland | $61,200 | $64,500 | $74,100 |
| Massachusetts | $69,000 | $72,000 | $82,800 |
| Michigan | $57,200 | $60,200 | $69,000 |
| Minnesota | $63,000 | $64,500 | $75,900 |
| Mississippi | $57,900 | $60,300 | $69,100 |
| Missouri | $59,600 | $61,000 | $71,300 |
| Montana | $54,400 | $57,800 | $70,500 |
| Nebraska | $57,900 | $60,200 | $69,500 |
| Nevada | $59,300 | $61,800 | $71,400 |
| New Hampshire | $61,600 | $65,400 | $79,700 |
| New Jersey | $65,500 | $68,300 | $78,800 |
| New Mexico | $56,200 | $59,600 | $72,700 |
| New York | $64,400 | $66,700 | $78,300 |
| North Carolina | $57,000 | $59,700 | $69,000 |
| North Dakota | $55,300 | $58,600 | $71,500 |
| Ohio | $57,600 | $60,000 | $69,200 |
| Oklahoma | $56,600 | $59,100 | $68,200 |
| Oregon | $61,600 | $65,500 | $79,900 |
| Pennsylvania | $61,100 | $62,800 | $73,500 |
| Rhode Island | $61,600 | $63,700 | $73,600 |
| South Carolina | $57,600 | $60,100 | $69,500 |
| South Dakota | $55,800 | $59,100 | $72,100 |
| Tennessee | $58,700 | $61,200 | $70,500 |
| Texas | $60,100 | $61,900 | $72,500 |
| Utah | $57,400 | $61,000 | $74,400 |
| Vermont | $57,800 | $61,400 | $74,700 |
| Virginia | $59,500 | $62,300 | $72,200 |
| Washington | $64,100 | $66,800 | $77,200 |
| West Virginia | $53,600 | $56,900 | $69,800 |
| Wisconsin | $61,100 | $62,700 | $72,500 |
| Wyoming | $54,400 | $57,800 | $70,500 |
SOURCE: Payscale.com
Office salary database FAQs
How does Payscale determine these numbers?
Payscale works with human resources and compensation specialists to try to modernize compensation and salary benchmarking through technology. Each survey complies with the general principles and practices of WorldatWork and the U.S. Department of Justice compensation survey standards. The data includes figures of different percentiles and experience levels to help managers and job seekers alike.
What cities have the highest median salary for CSRs?
San Francisco has the highest CSR entry-level salaries across industries, at $42,500, or $20.43 per hour, at the 50th percentile. San Francisco also has the highest intermediate-level (2-4 years of experience) at $48,900.
The national average, for comparison, is $36,300 at entry level, and $41,900 at intermediate, and $62,200 at the senior level.
Median CSR salary by cities (Entry Level):
City | Postal Code | Annual | Hourly |
|---|---|---|---|
| Nation | USA | $36,300 | $17.45 |
| San Francisco | CA | $42,500 | $20.43 |
| New York | NY | $41,100 | $19.76 |
| Washington | DC | $39,800 | $19.13 |
| Anchorage | AK | $39,700 | $19.09 |
| Bridgeport | CT | $39,600 | $19.04 |
| Little Rock | AR | $34,200 | $16.44 |
| Cheyenne | WY | $34,200 | $16.44 |
| New Orleans | LA | $34,100 | $16.39 |
| Virginia Beach | VA | $34,100 | $16.39 |
| Charleston | WV | $34,100 | $16.39 |
| Jackson | MS | $34,000 | $16.35 |
Median CSR salary by cities (Intermediate Level):
City | Postal Code | Annual | Hourly |
|---|---|---|---|
| Nation | USA | $41,900 | $20.14 |
| San Francisco | CA | $48,900 | $23.51 |
| New York | NY | $47,400 | $22.79 |
| Washington | DC | $45,800 | $22.02 |
| Anchorage | AK | $45,800 | $22.02 |
| Seattle | WA | $45,700 | $21.97 |
| Little Rock | AR | $39,400 | $18.94 |
| Cheyenne | WY | $39,400 | $18.94 |
| Charleston | WV | $39,300 | $18.89 |
| New Orleans | LA | $39,200 | $18.85 |
| Virginia Beach | VA | $39,200 | $18.85 |
| Jackson | MS | $39,200 | $18.85 |
Median CSR salary by cities (Senior Level):
City | Postal Code | Annual | Hourly |
|---|---|---|---|
| Nation | USA | $49,700 | $23.89 |
| San Francisco | CA | $58,200 | $27.98 |
| New York | NY | $56,300 | $27.07 |
| Washington | DC | $54,500 | $26.20 |
| Anchorage | AK | $54,400 | $26.15 |
| Seattle | WA | $54,300 | $26.11 |
| Little Rock | AR | $46,800 | $22.50 |
| Cheyenne | WY | $46,800 | $22.50 |
| Charleston | WV | $46,700 | $22.45 |
| New Orleans | LA | $46,600 | $22.40 |
| Virginia Beach | VA | $46,600 | $22.40 |
| Jackson | MS | $46,600 | $22.40 |
SOURCE: Payscale.com
Do dispatcher jobs pay well?
While dispatcher jobs can be stressful and fast-paced, they can also pay very well. While intermediate-level dispatchers with 2-4 years of experience nationwide have an average salary of $62,300, those in the 90th percentile make $87,200. In California, that 90th-percentile number is a nation-best $96,300.
What cities have the highest median salary for dispatchers?
San Francisco has the highest salaries for entry-level dispatchers, at $50,300, or $24.18 per hour. New York City, Washington D.C., Seattle and Anchorage, Alaska, complete the top 5.
Median Dispatcher salary by cities (Entry Level):
City | Postal Code | Annual | Hourly |
|---|---|---|---|
| Nation | USA | $42,900 | $20.63 |
| San Francisco | CA | $50,300 | $24.18 |
| New York | NY | $48,700 | $23.41 |
| Washington | DC | $47,100 | $22.64 |
| Seattle | WA | $47,000 | $22.60 |
| Anchorage | AL | $47,000 | $22.60 |
| Little Rock | AR | $40,500 | $19.47 |
| Cheyenne | WY | $40,500 | $19.47 |
| Charleston | WV | $40,400 | $19.42 |
| New Orleans | LA | $40,300 | $19.38 |
| Jackson | MS | $40,300 | $19.38 |
| Virginia Beach | VA | $40,300 | $19.38 |
Median Dispatcher salary by cities (Intermediate Level):
City | Postal Code | Annual | Hourly |
|---|---|---|---|
| Nation | USA | $62,300 | $29.95 |
| San Francisco | CA | $73,000 | $35.10 |
| New York | NY | $70,700 | $33.99 |
| Washington | DC | $68,400 | $32.88 |
| Anchorage | AK | $68,300 | $32.84 |
| Seattle | WA | $68,200 | $32.79 |
| Little Rock | AR | $58,700 | $28.22 |
| Charleston | WV | $58,700 | $28.22 |
| New Orleans | LA | $58,500 | $28.13 |
| Jackson | MS | $58,500 | $28.13 |
| Virginia Beach | VA | $58,500 | $28.13 |
SOURCE: Payscale.com
How should companies think about remote work and pay?
The survey does raise some interesting questions, especially in the era of more remote work. Snow has a dispatcher that Western allowed to work from Southern Utah, where the employee and her family wanted to live. She can still do the work through PhonesPro on ServiceTitan, but where she lives may affect her cost of living and pay.
“She can answer our phones and dispatch from anywhere, but she’s in a different area now,” Snow said. “How does that impact salaries?”
One key factor: Snow said the employee “totally” brings the same value to the company in Southern Utah as the individual did in the Salt Lake City area.
“Maybe the cost of living is a lot higher down there,” Snow said. “So I need to pay those types of wages now, since she is still of value to me, to keep her on.”
The bottom line
The discussion reveals the importance of the survey data. With knowledge comes the ability to ensure team members are being taken care of, and that a business’ pay scale is commensurate compared to others in the area, and state.
“This type of information would've been so invaluable to me to, No. 1, make sure I was taking care of my employees and that they were getting paid fairly for a job that was paid what they're worth,” Snow said. “And No. 2, it would help me be competitive and know that I am hiring and paying competitive wages."
“It's going to help both the employer and the employee."
“I think that the bottom line is it's going to help raise the bar for our entire industry and help us all make sure we're paying at that competitive professional level.”
ServiceTitan: Get the most value out of CSRs, dispatchers and office managers with all-in-one software for your home and commercial services business
Of course, the best return on your investment in office employees is to increase their efficiency and ability to drive profit with an all-in-one software tool that benefits your entire business and keeps everyone informed.
Our all-in-one platform includes software for dispatch, scheduling, call booking, marketing and reporting.Here are some of the ServiceTitan features that increase the productivity of your office employees:
Call Booking
ServiceTitan’s call booking software gives your customer service representatives (CSRs) all the information they need about each customer who calls to make a booking. This gives them the chance to make customers feel especially welcome because they can greet them by name, and make friendly enquiries about previous jobs that were carried out for them.
Our system provides CSRs with contact details, and the technical specifications of any previous jobs carried out for the customer who is calling, and records of the actual call made for later reference.
ServiceTitan also prompts CSRs to ask all the right questions on every call they receive before making a booking. A simple drop-down menu reminds CSRs of the essential information they need to get from each customer beforeassigning the most appropriate technician for to the job. This makes it easy to record key information and allows the CSR to provide a better customer experience — since they are free to focus on the conversation they are having, rather than thinking about what to type into a complicated form.
Later on, when they are out on the job, your technicians can listen to a recording of the conversation the customer had with the CSR. This gives them all the information that the customer gave, insight into the problem they are having, and prevents the need to track down the CSR who made the booking to fill in any information that might have been missed. Managers and business owners can also listen to previous calls for quality control purposes, and to identify opportunities for further training.
Scheduling & Dispatching
Our field service software gives dispatchers easy-to-use dispatching and scheduling tools, allowing them to monitor the exact location of each of your technicians in real time.
Our software also carefully monitors traffic delays and other possible scheduling problems — such as jobs that take longer than the time allotted — so that time slots for customer visits can be increased, reduced, or rescheduled entirely.
Having a detailed overview of how many jobs have been completed throughout the day means you can even add additional jobs onto the end of a schedule when one of your technicians finishes sooner than expected.
Customers receive automatic notifications by SMS and email warning them of delays so they can know when to expect your technician to arrive. Notifications reduce the potential for no-shows, and the hassle of rescheduling visits, as each customer knows exactly when they need to be available.
Improve Marketing Performance
To help you grow your business and make more sales, ServiceTitan provides home and commercial services business owners with all the tools they need to run marketing campaigns, and to keep track of their success.
Every marketing campaign you launch through ServiceTitan is tracked within our system and compared to all the other campaigns you run. The types of campaigns that ServiceTitan helps you launch and manage include email marketing campaigns, social media campaigns, and direct mail campaigns.
ServiceTitan assigns a unique phone number to each of your campaigns and tracks whenever that number is used by a prospective customer. It then ranks each campaign in real-time according to the total number of calls and the actual revenue each is responsible for.
In this way, you know exactly which campaigns are working and which are not; making it easy to decide where to spend more of your marketing budget.
To find out more about how ServiceTitan can help you pay your employees’ salaries and manage your business in the trades, no matter how big it gets, schedule a free demo here.
ServiceTitan Software
ServiceTitan is a comprehensive software solution built specifically to help service companies streamline their operations, boost revenue, and substantially elevate the trajectory of their business. Our comprehensive, cloud-based platform is used by thousands of electrical, HVAC, plumbing, garage door, and chimney sweep shops across the country—and has increased their revenue by an average of 25% in just their first year with us.
