Salaries at SAPC

At St. Andrews Presbyterian College, located in an undefined region, 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 significantly between academic and administrative positions, with higher ranks such as full professors or senior administrators commanding greater compensation due to their experience and responsibilities. While specific salary data for St. Andrews Presbyterian College is not widely published, the institution is believed to align its compensation with industry standards for small liberal arts colleges in the region. Unfortunately, transparent salary bands or public pay scales are not readily available on the college’s official platforms, making it challenging to provide precise figures without direct institutional disclosure.

• Assistant Professor: Typical salary range is estimated at $45,000–$55,000 USD annually, depending on the department and years of teaching experience. Entry-level roles may start lower but often include opportunities for incremental raises.
• Associate Professor: Average salary range is approximately $55,000–$70,000 USD per year, with potential increases based on tenure status and research contributions.
• Full Professor: Salaries generally fall between $70,000–$90,000 USD annually, often supplemented by research grants or departmental bonuses for senior faculty with notable publications or leadership roles.
• Academic Dean: Estimated range of $80,000–$110,000 USD per year, reflecting the administrative and strategic responsibilities of the position.
• Administrative Staff (e.g., Admissions Officer): Salaries typically range from $35,000–$50,000 USD annually, varying based on seniority and specific departmental needs.

Overall, salary competitiveness at St. Andrews Presbyterian College appears to be in line with similar small private colleges, though it may not match the compensation offered by larger research universities. Progression in pay often depends on achieving tenure, securing promotions, or taking on additional administrative duties. Without publicly available data, it remains unclear whether the college benchmarks its salaries against public sector standards or regional averages. Prospective employees are encouraged to negotiate based on their qualifications and to seek clarity on compensation during the hiring process, as individual offers may reflect unique factors such as market demand for specific fields or institutional budget constraints.