Salaries at MCN

At Mennonite College of Nursing, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and specific field of expertise within nursing and healthcare education. Factors such as tenure status, research contributions, and administrative responsibilities also play a significant role in salary determination. However, the college, which is affiliated with Illinois State University, does not publicly publish detailed salary bands or specific compensation data for individual roles. Salaries are often aligned with broader university guidelines and public sector standards in Illinois, ensuring a degree of transparency through state-level reporting, though exact figures for Mennonite College of Nursing remain limited in public domains.

• Assistant Professor: Typical salary range is approximately $60,000–$75,000 USD per year, depending on experience and specialization. Entry-level roles may start lower, with potential increases tied to research output and teaching evaluations.
• Associate Professor: Average salary range is around $75,000–$90,000 USD annually. Mid-career faculty often see increments based on tenure status and leadership roles within the college.
• Full Professor: Salaries generally fall between $90,000–$120,000 USD per year. Seniority, published research, and grant funding significantly influence compensation at this level.
• Clinical Instructor: Compensation typically ranges from $50,000–$65,000 USD annually, often tied to clinical expertise and part-time or adjunct status.
• Administrative Director: Salaries can range from $80,000–$110,000 USD per year, reflecting responsibilities in program management and strategic planning, with potential bonuses for performance.

Salaries at Mennonite College of Nursing appear to be competitive within the context of public universities in Illinois, though they may vary compared to private institutions or specialized nursing schools in larger metropolitan areas. Progression in compensation often follows a structured path based on academic promotions and tenure reviews, with periodic adjustments reflecting state budgets and cost-of-living increases. As part of a public university system, salaries are indirectly benchmarked against state employee standards, though specific data for the college remains less accessible. Faculty and staff seeking detailed or personalized salary information are encouraged to consult internal human resources policies or union agreements for clarity on compensation structures and benefits.