Salaries at Schreiner

At Schreiner University, located in Kerrville, Texas, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Salaries often vary between academic and administrative positions, with additional considerations for tenure status, research contributions, and departmental budgets. While Schreiner University does not publicly disclose detailed salary bands or specific compensation data on its official website, general trends in compensation for small, private liberal arts colleges in Texas can provide a rough estimate of expected earnings. The university adheres to industry standards to remain competitive within the higher education sector.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year, depending on the department and years of experience. Entry-level roles may start lower, with potential increases based on performance and tenure track progression.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually. This role often requires significant teaching experience and research contributions, with possible bonuses for securing grants or publishing.
• Full Professor: Salaries generally fall between $75,000–$90,000 USD per year. Seniority, leadership roles, and long-term service to the university often influence higher compensation in this rank.
• Administrative Staff (e.g., Admissions Counselor): Typical range is $40,000–$50,000 USD annually, varying based on specific responsibilities and experience level.
• Department Chair: Salaries often range from $70,000–$85,000 USD per year, with additional stipends for administrative duties and oversight of academic programs.

Salaries at Schreiner University appear to align with those of similar-sized private institutions in Texas, though they may not compete directly with larger public universities or research-intensive schools. Compensation progression often depends on performance reviews, tenure achievement, and additional responsibilities such as committee leadership or program development. As a private institution, salary data is not subject to public sector benchmarking or mandatory disclosure, which limits transparency. Employees and prospective hires are encouraged to negotiate based on market rates for comparable roles in the region and to consider non-monetary benefits like campus community and professional development opportunities when evaluating overall compensation packages.