Salaries at CMCC

At Central Maine Community College (CMCC), located in Maine, salary expectations for faculty and staff are typically determined by factors such as role, experience, academic rank, and field of expertise. Salaries often align with community college standards in the region and are influenced by union agreements and state funding for public institutions. While CMCC does not widely publish transparent salary bands or detailed compensation data on its official platforms, some information may be accessible through state-level public employee salary databases or collective bargaining agreements. Prospective employees are encouraged to consult with human resources during the hiring process for specific details regarding compensation.

• Full-Time Faculty (Instructor/Professor): Typical salary range is approximately $45,000–$65,000 per year (USD). This varies based on academic rank, years of service, and discipline, with potential for additional compensation through overload teaching or summer courses.
• Adjunct Faculty: Average pay ranges from $2,500–$3,500 (USD) per course, depending on enrollment and subject area. Adjunct roles often lack benefits and are contingent on semester needs.
• Academic Dean/Department Chair: Salaries typically fall between $70,000–$90,000 annually (USD), reflecting leadership responsibilities and seniority within the institution.
• Administrative Staff (e.g., Admissions Counselor): Compensation generally ranges from $35,000–$50,000 per year (USD), with variations based on experience and specific departmental roles.
• Facilities and Support Staff: Salaries often range from $30,000–$40,000 annually (USD), influenced by union agreements and full-time status.

Salaries at CMCC are generally competitive within the context of Maine’s community college system, though they may be lower than those at larger universities or private institutions. As a public college, compensation often benchmarks against state guidelines, with periodic adjustments based on budget allocations and collective bargaining outcomes. Career progression can lead to incremental raises, particularly for faculty achieving higher ranks or taking on administrative duties. However, due to limited public disclosure of detailed salary data, prospective employees and researchers may find it challenging to obtain precise figures without direct inquiry. Overall, CMCC offers a stable compensation structure typical of regional public higher education institutions.