Salaries at CSUS

At California State University, Sacramento (CSU Sacramento), salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. As part of the broader California State University system, salaries are often guided by collective bargaining agreements with unions representing faculty and staff. The university adheres to structured pay scales based on classifications and ranks, such as lecturer, assistant professor, or administrative level. While CSU Sacramento does not always publish detailed, individual salary data publicly, general salary ranges for various positions are often accessible through the California State University system's transparency initiatives or public records, ensuring a level of accountability in compensation practices.

• Lecturer (Part-Time or Full-Time): Typical salary range is $40,000–$60,000 USD annually, depending on workload and experience. These roles often lack tenure and may not include additional benefits or research funding.
• Assistant Professor (Tenure-Track): Average salary range is $70,000–$85,000 USD per year. Starting salaries may vary by department, with higher pay in fields like engineering or business due to market demand.
• Associate Professor: Typical range is $85,000–$100,000 USD annually, reflecting seniority and research contributions. Additional compensation may come from grants or administrative duties.
• Full Professor: Salaries often range from $100,000–$130,000 USD per year, with potential for higher earnings based on leadership roles or distinguished achievements.
• Administrative Staff (e.g., Program Coordinator): Salaries typically range from $45,000–$65,000 USD annually, depending on the level of responsibility and years of service.

Salaries at CSU Sacramento are generally competitive within the public university sector in California, though they may lag behind private institutions or universities in high-cost areas. As a public institution, compensation often aligns with state benchmarks and is subject to budget constraints and legislative funding. Faculty and staff can expect periodic salary adjustments based on union negotiations, cost-of-living increases, or promotions in rank. However, progression to higher pay grades often requires significant time, research output, or administrative contributions. For prospective employees, understanding these structures is key to setting realistic salary expectations in the context of a public university system.