Salaries at UNCSA

At the North Carolina School of the Arts (NCSA), located in Winston-Salem, North Carolina, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and the specific field of expertise. As a public institution within the University of North Carolina system, NCSA adheres to state guidelines for compensation, which often include defined salary bands for different positions. While exact figures for individual roles may not always be publicly disclosed, the university provides some transparency through state salary databases and annual reports accessible via public records. These resources offer insight into general pay structures, though specific negotiations may depend on individual qualifications and departmental budgets.

• Assistant Professor: Typical salary range is $50,000–$60,000 USD per year, depending on the discipline and prior teaching experience. Entry-level roles may start lower but offer potential for growth with tenure track.
• Associate Professor: Average salary range is $60,000–$75,000 USD annually, often reflecting seniority, research contributions, and additional responsibilities such as mentoring students.
• Full Professor: Salaries generally range from $80,000–$100,000+ USD per year, with higher earnings tied to leadership roles, published works, or grant funding.
• Administrative Staff (e.g., Program Coordinator): Typical range is $40,000–$55,000 USD, varying based on department size and scope of duties.
• Dean or Senior Administrator: Salaries often fall between $100,000–$150,000 USD, reflecting significant leadership responsibilities and institutional impact.

Salaries at NCSA are generally competitive within the context of public arts-focused institutions, though they may lag behind private universities or larger research schools. As part of the UNC system, compensation often aligns with state benchmarks for public sector employees, which can limit flexibility but provide stability and benefits like retirement plans. Progression typically depends on performance reviews, tenure status, and available funding, with opportunities for raises tied to promotions or additional responsibilities. For the most accurate and up-to-date data, individuals are encouraged to consult official state salary resources or university HR departments, as public information may not always reflect recent adjustments or individual circumstances.