Salaries at Wells

At Wells College, located in an undefined region, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between academic disciplines, with fields like sciences or business potentially commanding higher compensation due to market demand. Administrative roles may be influenced by the scope of responsibility and seniority. Unfortunately, Wells College does not appear to publish transparent salary bands or detailed compensation data publicly, making it challenging to provide precise figures without direct institutional disclosure. For the most accurate and up-to-date information, prospective employees are encouraged to consult with the college’s human resources department.

• Assistant Professor: Typical salary range is estimated at $50,000–$60,000 USD annually, depending on discipline and experience. Entry-level roles may start lower, with potential increases based on teaching evaluations and research output.
• Associate Professor: Average salary range is approximately $60,000–$75,000 USD per year. Mid-career faculty often see increments tied to tenure status and publication records.
• Full Professor: Salaries generally fall between $80,000–$100,000 USD annually, reflecting significant experience, leadership roles, and research contributions. Additional bonuses or stipends may apply for department chairs.
• Administrative Staff (e.g., Admissions Officer): Estimated range of $40,000–$55,000 USD per year, influenced by role complexity and years of service.
• Dean or Senior Administrator: Salaries often range from $90,000–$120,000 USD annually, with potential for higher compensation based on institutional budget and strategic responsibilities.

In general, salary competitiveness at Wells College appears to align with small liberal arts colleges in similar regions, though direct comparisons are limited due to the lack of publicly available data. Progression in compensation is likely tied to performance reviews, tenure achievement, and institutional funding. For academic roles, external research grants or fellowships may supplement income, while administrative staff may see slower salary growth unless promoted to higher leadership positions. Without specific benchmarking data or public sector standards for this institution, prospective employees should approach salary negotiations with an understanding of industry norms for comparable colleges.