Salaries at TC

At Temple College, located in an undefined region, salary expectations for faculty and staff are determined by a variety of factors including role, academic rank, years of experience, and field of expertise. Salaries often reflect the institution's commitment to attracting and retaining talent in competitive academic and administrative domains. While specific salary bands are not always publicly disclosed, the college typically aligns compensation with regional standards and institutional budgets. Transparency regarding exact figures may vary, and prospective employees are encouraged to consult with human resources for detailed information during the hiring process.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 annually (USD equivalent). This range often depends on the department and may increase with research funding or teaching experience.
• Associate Professor: Average salary range falls between $65,000–$80,000 per year (USD equivalent). Seniority and publication records can influence higher-end compensation.
• Full Professor: Salaries generally range from $80,000–$110,000 annually (USD equivalent), with additional bonuses or stipends possible for leadership roles or significant research contributions.
• Department Chair: Compensation typically ranges from $90,000–$120,000 per year (USD equivalent), often including administrative stipends alongside base pay.
• Administrative Staff (e.g., Academic Advisor): Salaries average between $40,000–$55,000 annually (USD equivalent), varying based on experience and specific responsibilities.

Salaries at Temple College are generally competitive within the higher education sector, though they may not always match those of larger research universities in more urban or high-cost areas. Progression in compensation often correlates with tenure, promotions, and additional responsibilities such as committee leadership or grant acquisition. As a public or publicly-funded institution in many contexts, the college may benchmark salaries against regional or national standards for higher education roles, though exact comparisons are not always publicly available. Employees often find that benefits and job security add significant value to the overall compensation package.