Salaries at Marymount

Salary expectations at Marymount University, located in an undefined region, are generally determined by factors such as role, academic rank, years of experience, and field of expertise. For academic positions, salaries often align with professorial ranks—assistant, associate, and full professor—while administrative roles are influenced by the scope of responsibility and seniority. Specific disciplines, particularly in high-demand fields like technology or health sciences, may command higher compensation due to market demand. Unfortunately, Marymount University does not appear to publish transparent salary bands or detailed compensation data on its official platforms. As a result, the figures provided below are based on general industry trends and estimates for similar institutions in the region, where applicable.

• Assistant Professor: Typical salary range of $50,000–$65,000 USD annually, depending on the department and years of experience. Entry-level roles may start lower, with potential increases tied to tenure track progression.
• Associate Professor: Average salary range of $65,000–$80,000 USD per year. Mid-career faculty often see increments based on research output, teaching evaluations, and service contributions.
• Full Professor: Salary range typically between $80,000–$100,000+ USD annually. Seniority, published research, and external funding can significantly impact earnings at this level.
• Academic Dean: Estimated range of $90,000–$120,000 USD per year. Bonuses or stipends may apply based on leadership responsibilities and institutional goals.
• Administrative Staff (e.g., Admissions Officer): Salary range of $40,000–$55,000 USD annually, often tied to experience and specific job functions within the university structure.

In general, salary competitiveness at Marymount University appears to align with regional benchmarks for private liberal arts institutions, though exact comparisons are challenging without public data. Progression in academic roles often follows a structured path, with regular reviews for promotions and raises based on performance metrics like teaching quality and research impact. Administrative staff may see slower salary growth unless transitioning to higher leadership roles. Without official salary disclosures, prospective employees are encouraged to negotiate based on industry standards and to inquire directly with the university’s human resources department for precise figures tailored to their qualifications and roles.