Salaries at WJU

At Wheeling Jesuit University, located in West Virginia, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between academic disciplines, with fields like business or sciences potentially commanding higher compensation due to market demand. Administrative roles may also reflect differences based on responsibility and seniority. While Wheeling Jesuit University does not publicly disclose detailed salary bands or specific compensation data, it is common for private institutions like this one to align salaries with regional standards and institutional budgets, often guided by internal policies and benchmarking against similar universities.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year, depending on the department and prior teaching or research experience. Entry-level roles may start lower but increase with tenure track progression.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually, often reflecting mid-career status, publication records, and contributions to university service.
• Full Professor: Salaries typically fall between $75,000–$90,000 USD per year, with higher earnings possible for those with significant research funding, leadership roles, or long-term tenure.
• Academic Dean: Compensation generally ranges from $90,000–$120,000 USD annually, influenced by the size of the school or college and administrative responsibilities.
• Administrative Staff (e.g., Admissions Officer): Salaries often range from $40,000–$55,000 USD per year, with variations based on role scope and years of service.

Salary competitiveness at Wheeling Jesuit University appears to align with other small, private liberal arts institutions in the region, though exact comparisons are challenging without publicly available data. Progression in academic roles often depends on achieving tenure, securing grants, or taking on leadership positions, which can lead to incremental salary increases. For administrative staff, advancement may be tied to institutional growth or expanded responsibilities. As a private university, compensation may not directly benchmark against public sector standards, but it likely reflects a balance between financial constraints and the need to attract qualified professionals in a competitive higher education landscape.