Salaries at DMU

At Des Moines University - Iowa Health Sciences University (DMU), located in Iowa, salary expectations for faculty and staff are generally determined by factors such as role, academic rank, years of experience, and specific field of expertise. Salaries often vary between clinical, research, and administrative positions due to differences in funding sources, market demand, and responsibilities. While DMU does not publicly disclose detailed salary bands or specific compensation data on its official website, it adheres to industry standards for health sciences institutions, ensuring competitive pay aligned with regional and national benchmarks. Employees may also receive additional benefits or incentives based on performance and institutional goals.

• Professor (Full-Time, Tenured): Typical salary range is approximately $100,000 - $150,000 USD per year, depending on seniority, department, and research funding. Clinical professors in medical fields may earn higher due to patient care responsibilities.
• Associate Professor: Average salary range is around $80,000 - $110,000 USD annually, with variations based on experience and academic contributions. Additional grants or bonuses may apply for research achievements.
• Assistant Professor: Entry-level academic roles typically earn between $60,000 - $85,000 USD per year, often increasing with tenure track progression and publication records.
• Administrative Director: Salaries for senior administrative roles range from $70,000 - $100,000 USD annually, influenced by the scope of responsibility and department size.
• Clinical Instructor: Compensation is generally between $50,000 - $75,000 USD per year, often supplemented by clinical practice income or teaching stipends.

Salaries at Des Moines University are considered competitive within the Midwest region and the broader health sciences education sector. Compensation often reflects benchmarking against similar private universities and public sector institutions, ensuring alignment with market trends. Progression in salary is typically tied to promotions, additional qualifications, or expanded roles, though specific data on increments or bonuses remains unavailable in public records. For prospective employees, understanding salary expectations may require direct consultation with the university’s human resources department, as transparency on exact figures is limited. Overall, DMU appears to prioritize fair compensation while balancing institutional budget constraints and regional economic factors.