Salaries at UCSC

Salary expectations at the University of Charleston, South Carolina, are influenced by a variety of factors including the specific role, years of experience, academic rank, and field of expertise. Typically, faculty salaries are determined based on rank—such as assistant professor, associate professor, or full professor—while administrative roles may depend on the scope of responsibility and seniority. Salaries can also vary significantly between disciplines, with fields like business, engineering, and health sciences often commanding higher pay due to market demand. Unfortunately, the University of Charleston, South Carolina, does not appear to publish transparent salary bands or detailed compensation data publicly. As a result, the figures provided below are based on general industry trends and regional averages for similar institutions in South Carolina.

• Assistant Professor: Typical salary range is $50,000–$65,000 annually (USD). This entry-level academic position often depends on the field of study and may include additional research funding or startup packages.
• Associate Professor: Typical salary range is $65,000–$85,000 annually (USD). Mid-career faculty often see increases based on tenure status and publication record.
• Full Professor: Typical salary range is $85,000–$120,000+ annually (USD). Seniority, leadership roles, and external grants can significantly impact earnings at this level.
• Department Chair: Typical salary range is $90,000–$130,000 annually (USD). This administrative role often includes stipends or bonuses for additional responsibilities.
• Academic Advisor: Typical salary range is $40,000–$55,000 annually (USD). Compensation may vary based on experience and student caseload.

In general, salaries at the University of Charleston, South Carolina, appear to align with regional benchmarks for public and private universities in the state. Compensation is often competitive within the local academic market, though it may lag behind larger research institutions or those in higher-cost areas. Salary progression typically follows a structured path for faculty, with raises tied to promotions in rank or tenure achievement. Administrative roles may see less predictable growth, often depending on institutional budget constraints. Without specific public data from the university, prospective employees are encouraged to negotiate based on industry standards and personal qualifications.