Salaries at DCB-Flint

At Detroit College of Business - Flint, 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 significantly between academic and administrative positions, with additional considerations for specialized disciplines or market demand in business-related fields. While the university strives to maintain competitive compensation, it is unclear whether Detroit College of Business - Flint publishes transparent salary bands or detailed pay scales publicly. Prospective employees are encouraged to inquire directly with the human resources department for specific salary information related to their position or rank.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and prior teaching experience. Entry-level roles may start at the lower end of this range.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually, often reflecting tenure status and research contributions. Additional funding for research may supplement income.
• Full Professor: Salaries generally fall between $80,000–$100,000+ USD per year, with seniority and leadership roles in academic programs influencing higher earnings. Bonuses or stipends for chair positions may apply.
• Academic Advisor: Typical range is $40,000–$50,000 USD per year, based on experience and workload. These roles often have less variability in pay compared to faculty positions.
• Administrative Director: Salaries range from $60,000–$85,000 USD annually, depending on the scope of responsibilities and years of service in administrative leadership.

Salaries at Detroit College of Business - Flint appear to be competitive within the regional higher education landscape, though they may not always match those of larger public or private institutions in major metropolitan areas. Progression in pay often correlates with tenure, promotions, and additional responsibilities such as program coordination or grant acquisition. As a smaller institution, salary structures might be influenced by local economic conditions and institutional budgets rather than broad public sector benchmarking. For the most accurate and up-to-date figures, direct communication with the university is recommended, as public data on specific salaries remains limited.