Salaries at Wilkes

At Wilkes University, located in Wilkes-Barre, Pennsylvania, 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 departments, with higher compensation in specialized or high-demand fields like business, engineering, or health sciences. Administrative roles may also reflect differences based on responsibility and seniority. Unfortunately, Wilkes University does not publicly disclose detailed salary bands or specific compensation data for its employees. As a private institution, transparency in this area is limited, and prospective employees or researchers may need to rely on direct inquiries or industry benchmarks for precise figures.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and prior teaching or research experience. Entry-level roles may start lower, with potential increases tied to tenure track progression.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually, often reflecting mid-career status, publication records, and contributions to university service.
• Full Professor: Salaries generally fall between $80,000–$100,000+ USD per year, with higher earnings possible for those with significant research funding, leadership roles, or long-term tenure.
• Academic Dean: Compensation typically ranges from $90,000–$120,000 USD annually, influenced by the size of the college or school and administrative responsibilities.
• Administrative Staff (e.g., Admissions Counselor): Salaries often range from $40,000–$55,000 USD per year, with variations based on role scope and experience level.

Salaries at Wilkes University appear to be competitive within the context of small to mid-sized private universities in the northeastern United States, though they may not match those at larger research institutions or public universities with state funding. Progression in compensation is often tied to promotions in rank for faculty or increased responsibilities for staff. Without publicly available data, it is challenging to benchmark these figures against regional or national averages with precision. Employees may also benefit from non-monetary perks such as professional development opportunities or campus amenities, which can enhance overall job satisfaction.