Salaries at WWCC

At Walla Walla Community College (WWCC), located in Washington State, salary expectations for faculty and staff are typically determined by factors such as role, experience, academic rank, and field of expertise. As a public institution, WWCC often adheres to state-regulated pay scales for community colleges, which may vary based on union agreements and funding allocations. While specific salary bands are not always publicly disclosed in detail, the college generally follows transparent guidelines set by the Washington State Board for Community and Technical Colleges, ensuring fairness and consistency across positions. Employees can often access salary schedules through internal resources or collective bargaining agreements.

• Full-Time Faculty (Instructor/Professor): Typical salary range is $50,000–$70,000 annually (USD). This varies based on seniority, educational qualifications, and teaching load, with potential for additional compensation through summer courses or grants.
• Adjunct Faculty: Average pay ranges from $2,500–$3,500 per course (USD), depending on the subject and enrollment numbers. These roles often lack benefits and are contingent on semester needs.
• Academic Advisor: Salaries typically fall between $40,000–$55,000 per year (USD), influenced by years of service and specific program demands.
• Administrative Staff (e.g., Department Coordinator): Annual salaries range from $35,000–$50,000 (USD), with increments based on experience and responsibilities.
• Executive Roles (e.g., Dean or Director): Compensation often starts at $80,000 and can exceed $100,000 annually (USD), reflecting leadership duties and strategic oversight.

Salaries at Walla Walla Community College are generally competitive within the public community college sector in Washington State, often benchmarked against similar institutions to attract and retain talent. Progression in pay is usually tied to tenure, professional development, and performance evaluations, though budget constraints typical of public institutions may limit rapid increases. For prospective employees, understanding the state’s public sector compensation framework is key, as it provides a structured yet sometimes rigid approach to salary growth. Specific figures may not always be publicly available, and interested individuals are encouraged to consult directly with WWCC’s human resources department for the most current information.