Salaries at SAU

At Southern Adventist University, located in Collegedale, Tennessee, 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. Salaries often vary between academic departments, with higher compensation generally offered in specialized or high-demand areas such as nursing or business. While the university does not publicly publish transparent salary bands or detailed compensation data, it adheres to industry standards for private, faith-based institutions in the region. Employees may also receive additional benefits such as housing assistance or tuition discounts, which can impact overall compensation packages.

• Assistant Professor: Typical salary range of $45,000–$55,000 USD per year. Entry-level academic positions often start at the lower end, with increases based on years of service and academic achievements.
• Associate Professor: Average salary range of $55,000–$65,000 USD annually. Mid-level faculty may see additional compensation through research grants or departmental leadership roles.
• Full Professor: Salary range of $65,000–$80,000 USD per year. Seniority and notable contributions to the university or field often result in higher pay and potential bonuses.
• Administrative Staff (e.g., Department Chair): Typical range of $50,000–$70,000 USD annually. Compensation varies based on the scope of responsibilities and departmental budget.
• Support Staff (e.g., Admissions Counselor): Salary range of $30,000–$40,000 USD per year. These roles often include benefits packages that enhance overall value.

Salaries at Southern Adventist University are generally competitive within the context of private, religious-affiliated universities in the southeastern United States. However, they may not always align with compensation at larger public institutions or research-intensive universities. Salary progression often depends on performance evaluations, tenure status, and institutional budget constraints. As a private university, compensation benchmarking is not tied to public sector standards, and detailed salary data remains largely internal. Prospective employees are encouraged to negotiate based on experience and to consider the holistic value of benefits offered by the university.