Salaries at BSU

Salary expectations at Bridgewater State University, located in Massachusetts, USA, are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. For academic positions, salaries often align with faculty rank—such as lecturer, assistant professor, associate professor, or full professor—while administrative roles are influenced by job scope and seniority. The university operates within the public sector, and as such, salaries are often guided by state regulations and collective bargaining agreements with unions representing faculty and staff. While Bridgewater State University does not publicly publish detailed salary bands on its official website, some data may be accessible through state employee salary databases or union agreements, though specific figures for individual roles are not always transparent.

• Lecturer (Part-Time/Adjunct): Typical range of $3,000–$5,000 per course (USD), depending on department and course load. Note that these positions often lack benefits and are contingent on enrollment.
• Assistant Professor: Average range of $60,000–$75,000 annually (USD), with variations based on discipline and research expectations. Entry-level tenure-track role with potential for grants or stipends.
• Associate Professor: Average range of $75,000–$90,000 annually (USD), reflecting mid-career status and often tied to tenure and increased service responsibilities.
• Full Professor: Average range of $90,000–$120,000+ annually (USD), reserved for senior faculty with significant experience, publications, or leadership roles.
• Administrative Staff (e.g., Program Coordinator): Typical range of $45,000–$65,000 annually (USD), depending on department size and responsibilities. Bonuses are rare in public sector roles.

Salaries at Bridgewater State University are generally competitive within the context of public universities in Massachusetts, though they may lag behind private institutions or research-heavy universities due to budget constraints typical of state-funded schools. Progression in salary often depends on achieving tenure, securing promotions in rank, or taking on additional administrative duties. As a public institution, compensation is benchmarked against state guidelines, and periodic adjustments may occur through union negotiations or state budget allocations. For prospective employees, understanding these structures is key to setting realistic expectations, though exact figures for specific roles or departments may require direct inquiry with the university’s human resources office.