Salaries at Seattle Colleges

At Seattle Colleges District, located in Washington, salary expectations for faculty and staff are typically determined by a combination of role, experience, academic rank, and field of expertise. As a public institution, the district adheres to structured pay scales that are often influenced by collective bargaining agreements and state funding. While Seattle Colleges District does provide some level of transparency through public records and union agreements, specific salary bands for individual roles may not always be readily accessible to the public without requesting detailed reports or accessing state salary databases. Salaries are generally aligned with regional standards for community colleges and are subject to periodic adjustments based on cost-of-living increases and legislative budgets.

• Full-Time Faculty (Instructor/Professor): Typical salary range is $50,000–$80,000 annually (USD). This range varies based on seniority, academic discipline, and whether the faculty member engages in additional responsibilities such as program coordination or grant-funded research.
• Adjunct Faculty: Average pay ranges from $3,000–$5,000 per course (USD), depending on enrollment numbers and contract terms. Adjunct roles often lack benefits and are compensated on a per-course basis without guaranteed annual increases.
• Academic Advisor: Salaries typically fall between $45,000–$60,000 per year (USD). These roles may see incremental raises based on years of service and professional development.
• Administrative Staff (e.g., Department Coordinator): Annual salaries range from $40,000–$55,000 (USD), with potential for overtime pay or bonuses tied to specific projects or institutional goals.
• Executive Roles (e.g., Dean or Vice Chancellor): Salaries often start at $100,000 and can exceed $150,000 annually (USD), reflecting the high level of responsibility and experience required.

Salaries at Seattle Colleges District are generally competitive within the public community college sector in Washington State, though they may lag behind those at four-year universities or private institutions. Progression often depends on tenure, union negotiations, and state budget allocations, with periodic reviews ensuring alignment with public sector benchmarks. For prospective employees, understanding the role of collective bargaining and state funding is key to setting realistic salary expectations, as these factors heavily influence compensation structures. While exact figures can vary, the district’s commitment to equitable pay practices ensures a degree of predictability for most positions.