St. Anne's Family Services

Los Angeles

40 Total Employees

Year Founded: 1908

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St. Anne's Family Services Compensation & Benefits

Updated on September 09, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about St. Anne's Family Services and has not been reviewed or approved by St. Anne's Family Services.

How are the compensation & benefits at St. Anne's Family Services?

Strengths in healthcare coverage, retirement support, and scheduling flexibility are accompanied by concerns about base pay levels, advancement pathways, and the limited impact of one‑time incentives. Together, these dynamics suggest a benefits‑rich package that may feel competitive for the nonprofit sector while cash compensation remains a notable constraint, especially in frontline roles.

Key Insight for Candidates

Defining tradeoff: transparent, fixed salaries and a comprehensive benefits/9/80 schedule offset modest LA-market pay, but small sign-on/retention bonuses don't change long-term satisfaction. This means your total reward leans toward time off, stability, and mission, not cash, so calibrate budget expectations before applying.

Evidence in Action

Transparent Salary Postings — Fixed salary postings list Program Assistant $18/hr; Case Manager $22–$24/hr; Therapist II ≈$71.9–$72K; Program Director ≈$102.7K. This transparency sets clear pay expectations and supports perceived equity across roles.
Targeted Sign‑On Bonuses — Sign‑on/retention bonuses of $750–$1,500 are offered in select programs. They boost hiring and short‑term retention but rarely shift long‑term pay satisfaction, according to recurring employee feedback.

Positive Themes About St. Anne's Family Services

Healthcare Strength: Health coverage includes medical, dental, vision, life/AD&D, disability, and an Employee Assistance Program, with FSAs available. Wellbeing extras such as an onsite gym and wellness-oriented offerings are also noted.
Retirement Support: A 403(b) plan with employer contribution or match is offered, bolstering long‑term financial security. Feedback suggests this is a consistent element of the total rewards package.
Flexible Benefits: Scheduling flexibility such as a 9/80 workweek and hybrid options applies to some positions. This flexibility may help balance compensation tradeoffs for certain roles.

Considerations About St. Anne's Family Services

Poor or Misaligned Recognition & Rewards: Pay is considered modest for the workload, with some positions described as underpaid relative to job demands. Feedback suggests compensation is typical for social services but not strong, creating a mismatch with the intensity of the work.
Stagnant Pay & Limited Progression: Advancement and growth opportunities are described as limited in some areas, tempering expectations for pay progression. This can constrain long‑term earnings potential for certain roles.
Weak & Unreliable Incentives: One‑time sign‑on and retention bonuses are relatively small. Feedback suggests these incentives do not materially change overall compensation perceptions.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.