Salaries at DCB

At Davenport College of Business in Kalamazoo, 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 depending on whether the position is in a high-demand area such as finance or technology management, or in more traditional business disciplines. Additionally, administrative roles may have different compensation structures compared to academic positions. While Davenport College of Business strives for competitive compensation, it is unclear whether the university publishes transparent salary bands or detailed pay scales publicly. For the most accurate and up-to-date information, prospective employees are encouraged to consult directly with the university's human resources department.

• Assistant Professor: Typical salary range is approximately $60,000–$80,000 USD per year, depending on the field of study and prior teaching experience. Entry-level roles may start at the lower end, with potential for increases based on performance and tenure track progression.
• Associate Professor: Average salary range is around $80,000–$100,000 USD annually. This role often requires several years of experience and a strong record of research or publication, which may influence compensation.
• Full Professor: Salaries typically range from $100,000–$130,000 USD per year. Seniority, leadership roles, and external research funding can significantly impact earnings at this level.
• Department Chair: Compensation generally falls between $110,000–$150,000 USD annually, often including additional stipends for administrative responsibilities.
• Academic Advisor: Salaries range from $45,000–$60,000 USD per year, with variations based on experience and the number of students advised.

Salaries at Davenport College of Business appear to be competitive within the regional higher education landscape, though they may not always match those of larger research universities or institutions in major metropolitan areas. Progression through academic ranks often comes with incremental salary increases, and performance-based bonuses or grants may be available for faculty with exceptional research output. As a private institution, salary benchmarking may not align directly with public sector standards, and detailed compensation data is not widely published. This lack of public disclosure can make it challenging for prospective employees to gauge exact figures without direct negotiation or inquiry.