Salaries at SMC

At St. Michael's 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 disciplines, with fields like business, science, and technology commanding higher compensation due to market demand. Additionally, seniority and tenure status play a critical role in determining pay for academic positions. While specific salary bands or detailed compensation structures are not publicly disclosed by the university, general trends and ranges can be inferred from industry standards and regional benchmarks for higher education institutions of similar size and scope.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 annually (USD equivalent). This entry-level academic position often depends on the field of study and may include additional stipends for research or teaching overloads.
• Associate Professor: Average salary range is around $65,000–$85,000 per year (USD equivalent). Mid-career faculty often see increases based on tenure status, publication records, and departmental needs.
• Full Professor: Salaries typically range from $85,000–$120,000 annually (USD equivalent). Seniority, leadership roles, and external research funding can significantly impact earnings at this level.
• Administrative Director: Compensation generally falls between $60,000–$90,000 per year (USD equivalent). These roles often include bonuses or additional benefits tied to performance and institutional goals.
• Department Chair: Salaries range from $80,000–$110,000 annually (USD equivalent), often supplemented by administrative stipends for overseeing departmental operations.

Salaries at St. Michael's College appear to be competitive within the regional higher education landscape, though they may not match those of larger research universities in major metropolitan areas. Career progression often involves incremental raises tied to promotions in rank or additional responsibilities, such as committee leadership or program development. Without publicly available data specific to the institution, it remains unclear whether salaries are benchmarked against public sector standards or private university peers. Prospective employees are encouraged to consider factors like cost of living in the undefined region and negotiate based on qualifications and market trends.