Salaries at CUW

At Concordia University, Mequon, located in Wisconsin, USA, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between academic disciplines, with fields like business, engineering, and health sciences generally commanding higher compensation due to market demand. Administrative roles are influenced by the level of responsibility and scope of duties. While Concordia University, Mequon, does not publicly publish detailed salary bands or transparent pay scales on its official website, some information may be inferred from industry standards, regional benchmarks, and data reported by similar private Lutheran universities in the Midwest. Employees and prospective candidates are encouraged to consult with the university’s human resources department for specific salary details during the hiring process.

• Assistant Professor: Typical salary range of $50,000–$65,000 USD annually, depending on discipline and experience. Entry-level roles may start lower, with potential increases based on research output and teaching evaluations.
• Associate Professor: Average salary range of $65,000–$80,000 USD per year, often reflecting tenure status and additional responsibilities such as mentoring or committee leadership.
• Full Professor: Salary range of $80,000–$100,000+ USD annually, with higher earnings tied to seniority, published research, and grant funding.
• Academic Dean: Typical range of $90,000–$120,000 USD per year, influenced by the size of the department and strategic oversight duties.
• Administrative Staff (e.g., Admissions Counselor): Salary range of $40,000–$55,000 USD annually, often with potential for bonuses tied to enrollment targets or performance metrics.

Salaries at Concordia University, Mequon, appear to be competitive within the context of private, faith-based institutions in the region, though they may not always match those at larger public universities or research-intensive schools. Progression in compensation is generally tied to promotions in rank for faculty (e.g., from Assistant to Associate Professor) or through expanded responsibilities for administrative staff. As a private institution, salary data is not subject to the same public disclosure requirements as public universities, which can make benchmarking challenging. However, the university likely aligns its compensation with industry standards to attract and retain talent in a competitive academic market. For the most accurate and up-to-date information, direct inquiries to the university are recommended.