Salaries at CU

At Cumberland University, located in Lebanon, Tennessee, 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 or sciences potentially commanding higher compensation due to market demand. Administrative roles may also reflect differences based on responsibility levels and departmental budgets. While Cumberland University does not publicly publish detailed salary bands or specific compensation data on its official website, general trends and averages can often be inferred from industry standards for private universities of similar size in the region.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year, depending on the department and prior teaching experience. Entry-level roles may start lower but can increase with tenure track progression.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually, often reflecting mid-career status, research output, and teaching contributions. Additional funding for research may supplement income.
• Full Professor: Salaries generally fall between $75,000–$90,000 USD per year, with senior faculty often benefiting from long-term service, published works, or departmental leadership roles.
• Academic Dean: Compensation typically ranges from $90,000–$120,000 USD annually, influenced by the size of the college or school and administrative responsibilities. Bonuses or stipends may apply for special projects.
• Administrative Staff (e.g., Admissions Officer): Salaries often range from $40,000–$55,000 USD per year, depending on the scope of the role and years of service within the university.

In general, salary competitiveness at Cumberland University aligns with regional benchmarks for private liberal arts institutions in Tennessee. Progression in academic roles often depends on achieving tenure, publishing research, or taking on leadership positions, which can lead to incremental salary increases. Administrative staff may see slower salary growth unless promoted to higher managerial roles. While specific data is not publicly disclosed by the university, compensation appears to be consistent with similar-sized institutions, though it may not match the higher pay scales of larger public or research-intensive universities. Prospective employees are encouraged to negotiate based on experience and to inquire about additional benefits that may enhance overall compensation packages.