Salaries at LC

At Lagrange College, located in Georgia, 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 departments, with STEM and business disciplines potentially commanding higher compensation due to market demand. Administrative roles are influenced by the level of responsibility and seniority. While Lagrange College does not publicly publish detailed salary bands or transparent pay scales on its official website, compensation is generally aligned with industry standards for small, private liberal arts colleges in the region. Employees may also receive additional benefits such as health insurance, retirement plans, and professional development opportunities, which contribute to the overall compensation package.

• Assistant Professor: Typical salary range is $45,000–$55,000 USD annually, depending on the department and years of experience. Entry-level roles may start at the lower end, with potential increases based on tenure and performance.
• Associate Professor: Average salary range is $55,000–$65,000 USD per year. Mid-career faculty often see salary growth tied to research output, teaching evaluations, and service contributions.
• Full Professor: Salaries typically range from $65,000–$80,000 USD annually. Seniority, leadership roles, and external funding for research can push compensation higher.
• Academic Dean: Administrative roles like this often earn between $80,000–$100,000 USD per year, reflecting the significant responsibility of overseeing academic programs.
• Administrative Staff: Non-academic roles, such as admissions or facilities staff, generally earn $30,000–$50,000 USD annually, based on position level and experience.

Salaries at Lagrange College appear to be competitive within the context of small, private colleges in the southeastern United States, though they may not match those at larger research universities or public institutions with state-funded salary scales. Progression in compensation often depends on performance reviews, promotions in rank, and institutional budget constraints. As a private institution, salary data is not as publicly accessible as it might be for public universities, where state laws often mandate transparency. Prospective employees are encouraged to negotiate offers and inquire about additional benefits or opportunities for professional growth during the hiring process to gain a fuller understanding of total compensation.