The average hourly wage for a Purchasing Coordinator at Fisher’s Technology is $25.22, which is 19% above the national average. Salaries typically range from $44,572 to $57,000. The company values work-life balance and maintains a positive culture. Applicants need at least 2 years of purchasing experience.
In addition to salary, Purchasing Coordinators in Boise often receive benefits. Common benefits include health insurance, retirement plans, and paid time off. Some companies also offer bonuses or profit-sharing opportunities. These benefits can add significant value to the overall compensation package.
Reviews from current and former Purchasing Coordinators in Boise generally highlight job satisfaction. Employees often appreciate the opportunity to work with diverse suppliers and manage essential procurement processes. However, challenges can include tight deadlines and the need for strong negotiation skills.
As the demand for skilled Purchasing Coordinators grows, understanding the salary landscape in Boise becomes essential. In the following section, we will explore the skills required for this role and how they impact career advancement.
What Is the Average Salary for a Purchasing Coordinator at Fisher’s Technology?
The average salary for a Purchasing Coordinator at Fisher’s Technology reflects the remuneration for professionals responsible for managing procurement processes. This role typically entails sourcing, negotiating contracts, and maintaining supplier relationships.
According to the U.S. Bureau of Labor Statistics, purchasing coordinators fall under the category of procurement professionals. The organization provides data on salaries and job outlooks, serving as a reliable source for workforce information.
The Purchasing Coordinator’s responsibilities include evaluating suppliers, selecting vendors, and monitoring inventory. They ensure that the organization obtains quality goods and services at competitive prices, contributing to overall efficiency and cost savings.
Salary estimates from Salary.com indicate that the range for a Purchasing Coordinator at Fisher’s Technology may vary depending on experience and market trends. This range reflects differences in skills, responsibilities, and geographical location.
Factors contributing to salary variations include years of experience, education level, and industry demand. Higher responsibilities and specialized skills can also lead to increased compensation.
As of October 2023, the average salary for a Purchasing Coordinator in the U.S. was approximately $55,000 per year, according to the National Association of Purchasing Managers. This salary reflects current market conditions and trends.
A competitive salary in this role can influence employee satisfaction and retention, impacting organizational success and stability.
The financial health of Fisher’s Technology is linked to effective purchasing practices. Efficient procurement can reduce operational costs and contribute positively to profitability.
For organizations, investing in employee training can enhance purchasing efficiency. Developing partnerships with suppliers and using technology can streamline procurement, leading to better cost management.
Implementing a robust procurement strategy can address competitive challenges. Strategies may include adopting e-procurement systems and continuous market analysis to navigate fluctuating prices and supplier dynamics.
How Does This Salary Compare to Industry Standards in Boise?
This salary compares to industry standards in Boise by analyzing local statistics and average compensation for similar roles. Purchasing coordinators in Boise earn between $45,000 and $65,000 per year, depending on experience and specific job responsibilities. This data shows that salaries in Boise align with the national average but may vary based on the organization and industry sector. Additionally, factors such as company size and individual qualifications also influence salary levels. Therefore, if the salary falls within this range, it is competitive; if it is significantly lower, it may require further evaluation. Overall, understanding local salary trends helps determine the competitiveness of the pay offered in Boise.
What Are the Salary Ranges for Different Experience Levels?
The salary ranges for different experience levels vary significantly based on the job role, industry, and location.
- Entry-Level Positions
- Mid-Level Positions
- Senior-Level Positions
- Specialized Roles
- Geographic Variations
These categories illustrate how compensation differs across roles and experience levels, emphasizing the nuanced factors that influence salary.
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Entry-Level Positions:
Entry-level positions typically offer lower salaries as employees are new to the workforce. According to the U.S. Bureau of Labor Statistics, the median annual salary for entry-level jobs in various industries ranges from $30,000 to $50,000. For instance, an entry-level marketing assistant might earn about $40,000, while an entry-level software developer may earn closer to $60,000. -
Mid-Level Positions:
Mid-level positions involve several years of experience and generally command higher salaries. These roles often include managers or team leaders. Salaries usually range from $60,000 to $90,000. For example, a mid-level project manager can earn an average salary of $80,000 depending on the industry and location. -
Senior-Level Positions:
Senior-level positions are for those with extensive experience and often come with significant responsibilities. Salaries for these roles can range from $90,000 to $150,000 or more. A senior software engineer, for example, may earn an average of $120,000. High-demand sectors, such as technology, may offer salaries at the higher end. -
Specialized Roles:
Specialized roles, such as data scientists or cybersecurity experts, often attract premium salaries due to the unique skills required. Salaries can range from $100,000 to $200,000. A cybersecurity analyst may earn around $120,000, reflecting the critical nature of their work. -
Geographic Variations:
Geographic location significantly impacts salary levels. For example, salaries in metropolitan areas like New York or San Francisco can be 20-30% higher than those in rural regions. The cost of living, local demand for specific skills, and regional economic conditions all contribute to these disparities.
Overall, understanding salary ranges requires a nuanced view that takes into account experience levels, specific job roles, and geographic influences.
What Benefits Are Offered to Purchasing Coordinators at Fisher’s Technology?
Purchasing Coordinators at Fisher’s Technology receive a range of benefits designed to enhance their work experience and overall well-being.
- Competitive salary structure
- Healthcare benefits
- Retirement savings plan
- Paid time off
- Professional development opportunities
- Flexible working conditions
These benefits play a crucial role in employee satisfaction and retention at Fisher’s Technology.
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Competitive Salary Structure: Fisher’s Technology offers a competitive salary to ensure that purchasing coordinators feel valued for their work. This pay structure is essential for attracting skilled professionals in a competitive job market.
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Healthcare Benefits: Healthcare benefits typically include medical, dental, and vision coverage. These benefits help ensure that employees maintain their health and receive essential medical care.
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Retirement Savings Plan: A retirement savings plan, often a 401(k), allows employees to save for their future. Fisher’s Technology may also offer matching contributions, promoting long-term financial security.
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Paid Time Off: Paid time off (PTO) is crucial for work-life balance. This benefit allows employees to rest and recharge, which can lead to increased productivity.
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Professional Development Opportunities: Fisher’s Technology supports continuous learning through training programs and workshops. Developing new skills helps employees advance their careers and stay motivated.
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Flexible Working Conditions: Flexibility in work arrangements, such as remote work options, enhances job satisfaction and can lead to greater work efficiency.
Overall, these benefits reflect Fisher’s Technology’s commitment to supporting their purchasing coordinators while fostering a positive work environment.
What Health Insurance Options Are Available for Purchasing Coordinators?
Purchasing coordinators have several health insurance options available to them. These options generally include employer-sponsored plans, individual plans, and government programs.
- Employer-Sponsored Health Insurance
- Individual Health Insurance Policies
- Government Programs (e.g., Medicare, Medicaid)
- Health Savings Accounts (HSAs)
- Short-Term Health Insurance
With these options in mind, let’s dive deeper into each type of health insurance available for purchasing coordinators.
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Employer-Sponsored Health Insurance:
Employer-sponsored health insurance offers purchasing coordinators coverage through their employers. This type of plan often covers a variety of medical services, such as doctor visits and hospital stays. Employers usually share the premium costs, making it an affordable option. According to the Kaiser Family Foundation, 49% of firms offered health benefits to their employees in 2021. Plans can vary greatly in terms of cost and coverage, so it’s important to review the details carefully. -
Individual Health Insurance Policies:
Individual health insurance policies allow purchasing coordinators to buy coverage directly from insurance providers. These plans can be tailored to their specific needs but may come with higher premiums compared to employer-sponsored plans. The Affordable Care Act created health insurance marketplaces where individuals can compare plans. As of 2021, approximately 11.4 million Americans bought health insurance through these marketplaces. -
Government Programs (e.g., Medicare, Medicaid):
Government programs offer another avenue for healthcare coverage. Medicare is available for individuals over 65 or those with certain disabilities. Medicaid caters to low-income individuals and families. Eligibility varies based on income and household size. According to the CDC, over 74 million people were enrolled in Medicaid in 2022. Purchasing coordinators may qualify for either program based on their circumstances. -
Health Savings Accounts (HSAs):
Health Savings Accounts (HSAs) are tax-advantaged accounts that allow purchasing coordinators to save money for medical expenses. To qualify for an HSA, individuals must be enrolled in a high-deductible health plan (HDHP). Contributions to HSAs are tax-deductible, and funds can accumulate over time. According to the HSA Council, in 2021, the average HSA balance was $3,600, allowing individuals to save for future healthcare costs effectively. -
Short-Term Health Insurance:
Short-term health insurance provides temporary coverage for purchasing coordinators in between more permanent health insurance options. These plans can offer limited benefits and often exclude pre-existing conditions. They are typically cheaper than regular health insurance, but they may not provide comprehensive coverage. As of 2021, short-term plans gained attention for their affordability but also faced criticism for lack of essential health benefits.
Choosing the right health insurance is crucial for purchasing coordinators. Each option presents unique advantages and disadvantages. Evaluating personal health needs, budget, and coverage requirements will help them make informed decisions about their health insurance options.
Are There Opportunities for Bonuses or Performance Incentives?
Yes, there are opportunities for bonuses or performance incentives in many workplaces. Companies often implement these incentives to motivate employees, reward exceptional performance, and boost overall productivity. The structure and availability of bonuses can vary widely across different organizations and industries.
Bonuses and performance incentives can take various forms, including cash bonuses, profit-sharing, stock options, and other benefits. For example, some companies offer annual performance bonuses based on individual, team, or company performance. Others might provide commission-based incentives for sales roles or task-specific bonuses for project completions. Despite these differences, the common goal remains to encourage high performance and employee satisfaction.
The positive aspects of bonuses are significant. Research shows that incentive programs can lead to increased employee engagement and retention. According to a report by WorldatWork in 2021, companies with performance-based incentives experienced a 20% improvement in employee motivation. Employees are often more productive when they know their efforts will be recognized financially. This, in turn, contributes to a healthier workplace culture.
However, there are drawbacks to performance incentives. Excessive focus on bonuses may lead to unhealthy competition among employees or encourage short-term thinking rather than long-term goals. A study by Pfeffer and Sutton (2006) highlights that overemphasis on monetary rewards can diminish intrinsic motivation, leading to burnout and job dissatisfaction. Therefore, it is crucial to maintain a balance between rewards and a supportive work environment.
To maximize the benefits of bonuses and performance incentives, companies should clearly define their criteria for performance measurement. Transparency in bonus structures is vital. Additionally, businesses should consider combining financial incentives with non-monetary recognition, such as praise or professional development opportunities. This approach can enhance employee satisfaction and ensure that the workplace remains collaborative and motivated.
What Do Current and Former Employees Say About Their Compensation as Purchasing Coordinators?
Current and former employees have mixed opinions about their compensation as Purchasing Coordinators. Overall, many express satisfaction with salaries and benefits, while some criticize pay structures and promotion opportunities.
Key Points:
1. Competitive salary ranges
2. Additional benefits such as health insurance and retirement plans
3. Concerns regarding limited salary growth
4. Variation in pay based on industry and location
5. Job satisfaction influences perceived compensation fairness
Transitioning to a deeper exploration, let’s examine each point in detail.
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Competitive Salary Ranges:
Purchasing Coordinators generally receive competitive salaries. According to the U.S. Bureau of Labor Statistics, the median annual wage for purchasing agents, including coordinators, was approximately $67,000 as of May 2021. Salaries fluctuate based on experience and specific employer industry. -
Additional Benefits:
Purchasing Coordinators often benefit from comprehensive employee benefits packages. Companies typically offer health insurance, paid time off, and retirement plans. A survey by Glassdoor reported that 87% of employees valued benefits as an important part of their overall compensation. -
Concerns Regarding Limited Salary Growth:
Some employees voice concerns about insufficient salary growth opportunities. They find that annual raises can be minimal and promotions might require significant time and effort without accompanying financial returns. A report from PayScale indicated that around 44% of employees in this role feel stagnant in their pay over time. -
Variation in Pay Based on Industry and Location:
Salaries for Purchasing Coordinators can differ significantly by industry and geographic location. Purchasing roles in tech and pharmaceuticals tend to pay higher than those in retail. According to the Robert Half Salary Guide, salaries can range from $53,000 to $98,000, depending on the factors mentioned. -
Job Satisfaction Influences Perceived Compensation Fairness:
Job satisfaction plays a key role in how employees perceive their compensation. Coordinators who enjoy their work and find it fulfilling often view their pay as adequate. However, dissatisfaction can lead to feelings of being underpaid. A study by the Society for Human Resource Management found that higher job satisfaction correlates with a positive perception of compensation.
In summary, evaluations of compensation for Purchasing Coordinators vary based on several factors, including industry, location, and job satisfaction. Employees’ perspectives encompass both favorable assessments and critiques that highlight areas for improvement.
How Do Employees Rate Their Salary Satisfaction at Fisher’s Technology?
Employees at Fisher’s Technology generally express a moderate level of satisfaction with their salaries. Feedback indicates that while some employees feel adequately compensated, others believe their pay does not fully reflect their workload or contributions.
- Salary competitiveness: Employees often compare their salaries to industry standards. According to the Bureau of Labor Statistics (2020), the average salary for similar positions in the technology sector ranges significantly, which influences employee perceptions of fairness.
- Employee contributions: Some employees state that their responsibilities have increased without a corresponding salary increase. A study by McKinsey & Company (2019) highlighted that employees who perceive their workload as disproportionate to their pay often report lower satisfaction levels.
- Transparent communication: Fisher’s Technology has a culture encouraging open discussions about salary expectations. Research by Gallup (2018) shows that organizations promoting transparency generally have more satisfied employees.
- Additional benefits: Many employees appreciate supplemental benefits, such as health insurance and retirement plans. According to a survey by Glassdoor (2020), companies with strong benefits often experience higher salary satisfaction rates.
- Opportunities for advancement: Employees value potential for promotions and raises. A report by LinkedIn (2021) indicated that career growth opportunities significantly impact employee satisfaction regarding their salaries.
This feedback illustrates the complexity of salary satisfaction at Fisher’s Technology, showing how various factors interplay to shape employee perceptions.
What Additional Perks Do Employees Mention in Their Reviews?
The additional perks employees mention in their reviews vary widely and enhance job satisfaction in multiple ways.
- Flexible work hours
- Remote working options
- Professional development opportunities
- Health and wellness programs
- Paid time off (PTO) policies
- Retirement plans
- Employee recognition programs
- Team-building activities
- Work-life balance initiatives
- Financial incentives
These perks elicit diverse perspectives among employees. While some employees value traditional benefits like health insurance, others prefer modern perks such as flexible schedules.
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Flexible Work Hours: Flexible work hours allow employees to adapt their work schedules to fit personal needs. This flexibility can lead to a better work-life balance. For instance, a study by the American Psychological Association (APA) in 2021 reported that employees with flexible hours experienced reduced stress and increased job satisfaction.
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Remote Working Options: Remote working options enable employees to complete tasks from home or other locations outside the office. This perk became increasingly important during the COVID-19 pandemic. According to a survey by Buffer in 2022, 98% of remote workers would like to continue working remotely at least part-time in the future.
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Professional Development Opportunities: Professional development opportunities include training programs, workshops, and mentorships. These initiatives help employees grow their skills and advance their careers. A LinkedIn Learning report from 2023 found that 94% of employees would stay at a company longer if it invested in their career development.
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Health and Wellness Programs: Health and wellness programs encompass initiatives like gym memberships, mental health days, and wellness challenges. These programs promote overall well-being. According to Gallup’s State of the Global Workplace report in 2022, organizations with strong wellness programs saw higher employee engagement and productivity.
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Paid Time Off (PTO) Policies: PTO policies allow employees to take time off for vacation, personal days, or sick leave. Generous PTO can lead to higher employee retention rates. A 2022 employee benefit survey by the Society for Human Resource Management (SHRM) indicated that companies with robust PTO policies saw lower employee turnover.
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Retirement Plans: Retirement plans, such as 401(k) contributions, help employees save for the future. Employers offering matching contributions can boost employee loyalty. According to a 2021 report from the Employee Benefit Research Institute (EBRI), employees are more likely to stay with companies that offer competitive retirement benefits.
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Employee Recognition Programs: Employee recognition programs acknowledge and reward employee achievements. Recognizing employees boosts morale and engagement. A 2023 survey by Bonusly revealed that organizations with recognition programs experience 31% lower voluntary turnover.
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Team-Building Activities: Team-building activities foster collaboration and camaraderie among employees. These activities can improve communication and team cohesion. A study by the University of Central Florida in 2022 found that regular team-building exercises significantly enhanced team performance and job satisfaction.
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Work-Life Balance Initiatives: Work-life balance initiatives support employees in managing their work and personal lives effectively. These can include policies for parental leave or childcare support. Survey data from 2023 indicated that employees who feel their company supports a healthy work-life balance report higher happiness at work.
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Financial Incentives: Financial incentives, such as bonuses and profit sharing, reward employees for their contributions. These can motivate employees to perform better. A 2021 study by the Harvard Business Review found that financial incentives can improve employee output, particularly in competitive environments.
