Salaries at KWC

At Kentucky Wesleyan College, located in Owensboro, Kentucky, salary expectations for faculty and staff are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary between academic and administrative positions, with additional considerations for tenure status or specialized skills in high-demand areas. While the college does not publicly disclose detailed salary bands or specific compensation data on its official website, it adheres to industry standards for small, private liberal arts colleges in the region. Employees are generally compensated based on internal pay scales aligned with market trends for higher education institutions of similar size and scope.

• Assistant Professor: Typical salary range is approximately $45,000–$55,000 USD per year. This entry-level academic position often depends on the field of study and may include opportunities for additional income through research grants or summer teaching.
• Associate Professor: Average salary range is around $55,000–$65,000 USD annually. Mid-level faculty often see incremental raises with tenure and increased responsibilities such as mentoring or committee leadership.
• Full Professor: Salary range typically falls between $65,000–$80,000 USD per year. Seniority, publication record, and departmental leadership can influence higher earnings at this rank.
• Administrative Staff (e.g., Admissions Counselor): Salaries generally range from $35,000–$45,000 USD per year. These roles may include bonuses or incentives based on enrollment targets or performance metrics.
• Department Chair: Compensation often ranges from $70,000–$85,000 USD annually, reflecting additional administrative duties alongside teaching responsibilities.

Salaries at Kentucky Wesleyan College are generally competitive for a small private institution, though they may be lower than those at larger public universities or research-intensive schools. Progression in compensation often correlates with tenure, promotions, and contributions to the college’s mission. As a private institution, salary data is not subject to public sector benchmarking or mandatory disclosure, which limits transparency. Employees and prospective hires are encouraged to negotiate based on market research for similar roles in the region, while the college likely strives to balance fiscal constraints with the need to attract and retain talent in a competitive academic landscape.