Wellness Program Manager
Wellness Program Manager Job Description
Wellness Program Manager Salary Statistics as of 2015
Average annual salary for a Wellness Program Manager is $52053 based on statistics in the U.S. as of 2015. The highest salary recorded was $86200. The lowest salary reported was $35963. These figures will vary on a state to state basis as these are averages across all 50 states.
Median hourly wage for a Wellness Program Manager is $16.15 based on statistics in the U.S. as of 2015. The highest hourly rate recorded was $17.3. The lowest hourly rate recorded was $15. These figures will vary on a state to state basis as these are averages across all 50 states.
Bonuses for a Wellness Program Manager are based on the years of experience using statistics from the U.S. as of 2015. The average bonus recorded was $0 from people with 15+ years of experience. The average bonus recorded was $1526 from people with under 1 year of experience.
These are the highest paying states for a Wellness Program Manager. These numbers are based off the median annual salary as of 2015.
California – $48,237 – $87,490
Massachusetts – $57,329 – $86,985
Minnesota – n/a
New York – $37,748 – $74,000
Pennsylvania – $38,974 – $55,000
Texas – $40,484 – $68,467
Wisconsin – $57,000 – $76,000
These are the highest paying cities for a Wellness Program Manager. These numbers are based off the median annual salary as of 2015.
New York, New York –
Dallas, Texas –
Cambridge, Massachusetts –
Pittsburgh, Pennsylvania –
San Francisco, California –
Raleigh, North Carolina –
Corvallis, Oregon –
This chart outlines the average annual salary of a Wellness Program Manager from the past 5 years. In 2015 the average annual salary was $52053 while in 2007 it was just $48273.03
Job Outlook
Gender Statistics |
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75%
25%
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Based on our stats gathered across the U.S. 75% of Wellness Program Managers were females while 25% were males. These numbers are based on averages across all states combined. Some individual states may have a much different ratio however.
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