Salaries at D'Youville

At D'Youville College, located in Buffalo, New York, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Salaries often vary between academic disciplines, with fields like health sciences and pharmacy potentially commanding higher compensation due to market demand. Administrative roles are generally benchmarked against similar positions in higher education institutions of comparable size. While D'Youville College does not publicly disclose detailed salary bands or specific compensation data on its official website, some information may be inferred from industry standards for private liberal arts colleges in the region and through employee-reported data on external platforms.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and years of experience. Entry-level roles may start lower, with potential increases based on research output and teaching evaluations.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually. Mid-career faculty often see incremental raises tied to tenure status and scholarly contributions.
• Full Professor: Salaries generally fall between $80,000–$100,000+ USD per year, with senior faculty benefiting from longevity, leadership roles, and external funding for research.
• Academic Dean: Compensation typically ranges from $90,000–$120,000 USD annually, reflecting the administrative and strategic responsibilities of overseeing academic programs.
• Administrative Staff (e.g., Admissions Counselor): Salaries often range from $40,000–$55,000 USD per year, with variations based on experience and specific departmental needs.

Salaries at D'Youville College appear to be competitive within the context of small to mid-sized private colleges in the Northeastern United States, though they may not match those at larger research universities. Progression in compensation is often tied to tenure, promotions, and additional responsibilities such as committee leadership or program development. As a private institution, salary data is not subject to the same public disclosure requirements as public universities, which limits transparency. Employees and prospective hires are encouraged to negotiate based on market trends and individual qualifications, as well as to consider non-monetary benefits like professional development opportunities and campus culture when evaluating overall compensation packages.