At Maine College of Art (MECA), located in Portland, Maine, salary expectations for faculty and staff are generally determined by factors such as role, academic rank, years of experience, and the specific field of expertise. Salaries often vary between academic and administrative positions, with additional considerations for seniority and specialized skills in art and design education. While MECA does not publicly publish detailed salary bands or transparent pay scales on its official website, compensation is typically aligned with industry standards for small, specialized art colleges in the United States. Employees may also receive benefits such as health insurance and retirement plans, which contribute to the overall compensation package.
- Full-Time Professor: Typical salary range is approximately $60,000–$80,000 USD per year, depending on seniority and academic achievements. Additional income may come from grants or research funding for specific projects.
- Associate Professor: Average salary range is around $50,000–$65,000 USD annually, often reflecting mid-career status with potential for bonuses tied to departmental contributions.
- Adjunct Faculty: Compensation is usually per course, ranging from $3,000–$5,000 USD per class, with variations based on enrollment numbers and teaching load. This role often lacks benefits associated with full-time positions.
- Administrative Director: Salaries typically fall between $55,000–$75,000 USD per year, influenced by the scope of responsibilities and years of service in higher education administration.
- Student Services Coordinator: Average pay ranges from $40,000–$50,000 USD annually, with potential for incremental raises based on performance and tenure.
Salaries at Maine College of Art are generally competitive within the niche of art and design education, though they may not match those at larger public universities or research institutions. Progression in pay often depends on achieving higher academic ranks or taking on leadership roles within the institution. As a private college, MECA’s compensation structure is not directly tied to public sector benchmarking, and specific salary data remains limited in public domains. Prospective employees are encouraged to negotiate based on their qualifications and to consider the value of non-monetary benefits when evaluating overall compensation at this institution.
