Salaries at SMCC

At South Mountain Community College, part of the Maricopa Community Colleges system in Arizona, salary expectations are typically determined by factors such as role, experience, academic rank, and specific field of expertise. Salaries for faculty and staff are often aligned with district-wide pay scales established by the Maricopa County Community College District (MCCCD), which governs multiple colleges in the region. While the MCCCD provides some transparency through publicly available salary schedules for certain positions, specific individual compensation details may not always be disclosed. These schedules are generally based on educational qualifications, years of service, and job classification, ensuring a structured approach to compensation across the district.

• Full-Time Faculty (Instructor/Professor): Typical salary range is approximately $50,000 to $80,000 USD per year, depending on rank (e.g., Instructor, Associate Professor) and years of experience. Additional compensation may be available for overload teaching or summer sessions.
• Adjunct Faculty: Part-time faculty often earn between $800 and $1,200 USD per credit hour taught, translating to roughly $2,400 to $3,600 per course. Earnings vary based on course load and semester.
• Academic Advisor: Salaries generally range from $40,000 to $55,000 USD annually, with potential increases based on seniority and additional responsibilities.
• Administrative Staff (e.g., Department Manager): Compensation typically falls between $45,000 and $70,000 USD per year, influenced by the scope of the role and years of service.
• Executive Roles (e.g., Dean or Vice President): Salaries often start at $90,000 USD and can exceed $120,000 USD annually, reflecting leadership responsibilities and district-level benchmarking.

Salaries at South Mountain Community College are generally competitive within the public community college sector in Arizona, as they are benchmarked against other institutions in the MCCCD and regional standards for higher education. Progression in compensation often depends on tenure, professional development, and promotions to higher ranks or roles. As a public institution, salary structures are influenced by state funding and budgetary constraints, which may limit annual raises or bonuses compared to private universities. However, the structured pay scales provide a level of predictability and equity for employees across various departments and roles.