Salaries at WJC

At William James College, located in Massachusetts, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and the specific field of expertise. Salaries often vary between clinical psychology, counseling, and organizational psychology programs due to differences in demand and funding. While the university emphasizes fair compensation aligned with industry standards, it does not publicly publish transparent salary bands or detailed compensation data. As a result, prospective employees often rely on general market trends for higher education institutions in the region or direct negotiations during the hiring process to understand potential earnings.

• Assistant Professor: Typical salary range is approximately $60,000–$75,000 USD per year, depending on experience and department. Entry-level roles may start lower, with potential increases tied to teaching evaluations and research output.
• Associate Professor: Average salary range is around $75,000–$90,000 USD annually. Mid-career faculty often see increments based on tenure track progression and publication records.
• Full Professor: Salaries generally fall between $90,000–$120,000 USD per year, with senior roles benefiting from additional research grants or administrative responsibilities.
• Academic Dean: Compensation typically ranges from $100,000–$150,000 USD annually, reflecting leadership duties and institutional impact. Bonuses may apply based on program growth.
• Administrative Staff (e.g., Admissions Officer): Salaries often range from $40,000–$55,000 USD per year, varying by seniority and specific departmental needs.

Salaries at William James College appear to be competitive within the context of specialized psychology and counseling-focused institutions in the United States, though they may not match those at larger research universities. Progression often depends on achieving tenure, securing external funding, or taking on administrative roles. As a private institution, compensation is not directly tied to public sector benchmarking, and detailed salary data remains limited in public domains. Candidates are encouraged to consider both monetary compensation and non-monetary benefits, such as professional development opportunities, when evaluating career prospects at the college.