Salaries at TXWES

At Texas Wesleyan University, located in Fort Worth, Texas, salary expectations for faculty and staff are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between academic and administrative positions, with additional considerations for tenure status, research contributions, and departmental budgets. While Texas Wesleyan University does not publicly publish detailed salary bands or specific compensation data for all roles, some information may be accessible through state or federal reporting for public institutions or through aggregated data in higher education salary surveys. Prospective employees are encouraged to inquire directly with the university's human resources department for precise figures during the hiring process.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and field of study. Entry-level roles may start lower, with potential increases based on teaching evaluations and research output.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually. This role often requires tenure or significant experience, with possible bonuses or stipends for administrative duties.
• Full Professor: Salaries generally fall between $80,000–$100,000+ USD per year. Seniority, published research, and leadership roles within the university can push compensation higher.
• Administrative Staff (e.g., Academic Advisor): Typical range is $40,000–$55,000 USD per year, influenced by experience and specific responsibilities within student services or operations.
• Department Chair: Salaries often range from $85,000–$110,000 USD annually, with additional stipends for managing departmental budgets and faculty oversight.

Salaries at Texas Wesleyan University appear to be competitive within the context of small, private liberal arts institutions in Texas, though they may not match those at larger public research universities. Progression in compensation often correlates with academic promotions, tenure achievement, and additional responsibilities such as grant acquisition or committee leadership. As a private university, salary data is not as transparently benchmarked against public sector standards, which can make direct comparisons challenging. Employees may also benefit from non-monetary perks such as professional development opportunities and campus amenities, which contribute to overall job satisfaction. For the most accurate and updated figures, direct communication with the university remains essential.