Salaries at EVMS

At Eastern Virginia Medical School (EVMS), located in Norfolk, Virginia, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and specialized field of expertise. Salaries often vary significantly between clinical, research, and administrative positions due to differences in funding sources, market demand, and responsibilities. While EVMS does not publicly publish detailed salary bands or specific compensation data for all roles, some information may be accessible through state employee salary databases or institutional reports, as EVMS is a public medical school. Transparency in compensation is limited, and prospective employees are encouraged to negotiate based on their qualifications and market standards during the hiring process.

• Assistant Professor: Typical salary range is approximately $80,000–$110,000 USD per year, depending on the department and clinical or research focus. Entry-level roles may start lower, with potential increases tied to tenure track progression.
• Associate Professor: Average salary range is around $110,000–$150,000 USD annually. Mid-career faculty often see salary boosts with seniority, publications, or securing research grants.
• Full Professor: Salaries generally range from $150,000–$200,000+ USD per year. Seniority, leadership roles, and external funding significantly influence higher-end compensation.
• Clinical Faculty (Physician-Educators): Salaries can range from $180,000–$300,000+ USD annually, reflecting market rates for medical specialties and patient care responsibilities.
• Administrative Staff (e.g., Program Coordinators): Typical range is $40,000–$60,000 USD per year, varying by experience and department size.

Salaries at EVMS are generally competitive within the public medical education sector, often benchmarked against other state-funded institutions in Virginia and national averages for medical schools. Progression in compensation is tied to academic promotions, research output, and clinical productivity, though budget constraints typical of public institutions may limit rapid salary growth. For clinical roles, compensation often aligns with regional healthcare market rates, while non-clinical and administrative roles may lag behind private sector equivalents. As exact figures are not universally disclosed, candidates should consider discussing salary expectations directly with HR during recruitment to understand potential bonuses, benefits, or additional income from grants and clinical work.