Salaries at SSEES

Salary expectations at the School of Slavonic and East European Studies (SSEES), part of University College London (UCL), are determined by a combination of factors including role, academic rank, experience, and field of expertise. As a constituent part of UCL, SSEES adheres to the university's standardized pay scales, which are aligned with the UK higher education sector's national pay framework. These salary bands are typically transparent and publicly available through UCL's official human resources policies, ensuring clarity for prospective and current employees. Salaries are often reviewed annually, taking into account cost-of-living adjustments and performance evaluations, though specific increments may vary based on departmental budgets and funding availability.

• Lecturer (Assistant Professor): Typical salary range is £42,000–£52,000 per year (approximately $53,000–$66,000 USD), depending on experience and research output. Entry-level roles may start at the lower end, with potential for progression.
• Senior Lecturer (Associate Professor): Average salary range is £53,000–£60,000 per year (approximately $67,000–$76,000 USD). Seniority and leadership responsibilities often influence placement within this band.
• Professor: Salaries typically range from £70,000–£100,000+ per year (approximately $89,000–$127,000+ USD), with higher earnings tied to international recognition, research grants, and administrative roles.
• Administrative Staff (e.g., Program Coordinator): Salaries generally fall between £28,000–£35,000 per year (approximately $35,000–$44,000 USD), varying based on role complexity and experience.
• Research Fellow: Typical range is £35,000–£45,000 per year (approximately $44,000–$57,000 USD), often dependent on external funding or specific project grants.

Salaries at SSEES, as part of UCL, are generally competitive within the UK higher education sector, benchmarked against public sector pay scales and national agreements like the University and College Union (UCU) framework. Progression opportunities exist through promotions, research achievements, and additional responsibilities, though budget constraints in the public sector can sometimes limit rapid salary growth. For academic staff, securing external research funding or publishing impactful work can lead to bonuses or accelerated advancement. While specific salary data for SSEES may not always be isolated from broader UCL figures, the university's commitment to transparency ensures that prospective employees can access general pay scale information through official channels.