Graduate Program Admissions Coordinator
Salary surveys & compensation benchmarks
1 compensation survey report publish salary benchmarks for Graduate Program Admissions Coordinator. Compare what each vendor covers and pick the right one for your organization.
Role summary
Coordinates admissions process for an individual graduate school or program (e.g., law, business, medicine, etc.). Receives and evaluates application materials and makes admissions recommendations. Coordinates communications and interactions between the program and applicants. Notifies applicants of admissions decisions. Coordinates with graduate school, main campus admissions, registrar, and financial aid offices.
Job summary sourced from the Empsight benchmark job library.
Reports covering Graduate Program Admissions Coordinator
Graduate Program Admissions Coordinator salary survey FAQ
- Which compensation surveys cover Graduate Program Admissions Coordinator pay?
- 1 survey publish Graduate Program Admissions Coordinator benchmarks, including data from CUPA-HR. The full list is on this page; click into any one for scope, methodology, and pricing.
- How does Graduate Program Admissions Coordinator pay vary by industry and geography?
- Compensation for Graduate Program Admissions Coordinator varies by industry, region, company size, and revenue. Most surveys above publish cuts on those dimensions. Industry-specific surveys (healthcare, tech, financial services, etc.) typically report meaningfully different ranges than cross-industry surveys for the same role.
- What is the typical salary range for Graduate Program Admissions Coordinator?
- CompShop is a directory of compensation-survey publishers, not a salary aggregator. Actual Graduate Program Admissions Coordinator ranges live in the surveys listed on this page. Most publishers report 25th, 50th, 75th, and 90th percentile salary data plus total cash compensation.
- How often should I refresh Graduate Program Admissions Coordinator pay benchmarks?
- Annually is the standard cadence for primary roles. Survey data older than two years is generally too stale for setting current pay ranges, especially in hot segments. Most publishers above release annual editions; a few offer semi-annual updates for fast-moving markets.