Salaries at Oakton

At Oakton Community College, located in Illinois, salary expectations for faculty and staff are typically determined by factors such as role, experience, academic rank, and department. As a public institution, salaries are often aligned with state and local guidelines for community colleges, which may include union agreements for certain positions. While Oakton Community College does not widely publish transparent salary bands on its official website, some data may be accessible through public records or state-level transparency initiatives. Employees are generally compensated based on standardized pay scales that account for years of service and educational qualifications, with periodic adjustments based on collective bargaining or budget allocations.

• Full-Time Faculty (Professor/Instructor): Typical salary range is approximately $50,000–$80,000 USD per year, depending on rank and years of service. Seniority and advanced degrees often result in higher pay within this range.
• Adjunct Faculty: Average pay ranges from $2,000–$3,500 USD per course, with compensation varying based on course load and department. Adjunct roles typically do not include benefits or bonuses.
• Academic Advisor: Salaries generally fall between $40,000–$55,000 USD annually. These roles may see incremental increases based on experience and performance evaluations.
• Administrative Staff (Department Coordinator): Typical range is $45,000–$65,000 USD per year, with potential for additional compensation tied to overtime or special projects.
• Executive Leadership (Dean/Director): Salaries often range from $90,000–$120,000 USD annually, reflecting the significant responsibility and experience required for these positions.

Salaries at Oakton Community College are generally competitive within the context of Illinois community colleges, though they may not match those at larger four-year universities. As a public institution, compensation often benchmarks against state and regional standards, with opportunities for progression through tenure, promotions, or additional responsibilities. Faculty and staff may also benefit from periodic raises negotiated through unions or tied to cost-of-living adjustments. However, budget constraints typical of public education can impact salary growth. For the most accurate and up-to-date figures, prospective employees are encouraged to consult directly with the college’s human resources department, as public data may not always reflect recent changes or individual circumstances.