Salaries at DCB

At Detroit College of Business, located in an undefined region, 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 reflect the institution's commitment to attracting qualified professionals while aligning with regional economic standards. However, specific salary bands or detailed compensation structures are not publicly disclosed by the university. This lack of transparency means that prospective employees may need to negotiate or inquire directly with the human resources department for precise figures during the hiring process.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 annually (USD). This range often depends on the department and may increase with research funding or teaching experience.
• Associate Professor: Average salary range falls between $65,000–$80,000 per year (USD). Seniority and publication record can influence higher-end compensation.
• Full Professor: Salaries generally range from $80,000–$100,000+ annually (USD), with additional bonuses or stipends possible for leadership roles or significant research contributions.
• Academic Dean: Compensation typically spans $100,000–$130,000 per year (USD), often reflecting administrative responsibilities and institutional impact.
• Administrative Staff (e.g., Admissions Officer): Salaries usually range from $40,000–$55,000 annually (USD), varying based on experience and specific job functions.

Salaries at Detroit College of Business appear to be competitive within the higher education sector, though they may vary significantly based on geographic cost of living and institutional funding. Career progression often correlates with academic achievements, tenure status, and administrative responsibilities, potentially leading to incremental salary increases. Without publicly available data or official benchmarking against public sector standards, it remains challenging to assess exact competitiveness. Employees and candidates are encouraged to consider both monetary compensation and non-monetary benefits, such as professional development opportunities, when evaluating positions at the college.