Salaries at Ferris

At Ferris State University, located in Big Rapids, Michigan, salary expectations for faculty and staff are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between academic disciplines, with fields like pharmacy and engineering commanding higher compensation due to market demand. Administrative roles are influenced by the level of responsibility and scope of oversight. While Ferris State University does not widely publish transparent salary bands or detailed compensation data for all positions, some information may be accessible through public records as it is a public institution, or through aggregated data in higher education salary surveys.

• Assistant Professor: Typical salary range is $50,000–$65,000 USD per year, depending on the department and prior experience. Entry-level roles may start lower, with potential increases based on tenure track progression.
• Associate Professor: Average salary range is $65,000–$80,000 USD annually, often reflecting seniority, research output, and teaching load. Additional funding may be available for grant-supported research.
• Full Professor: Salaries typically range from $80,000–$100,000+ USD per year, with higher earnings for distinguished faculty or those in specialized fields like pharmacy. Bonuses or stipends may apply for leadership roles.
• Academic Advisor: Compensation generally falls between $40,000–$50,000 USD annually, influenced by experience and caseload. These roles often include benefits packages.
• Department Chair: Salaries range from $85,000–$110,000 USD per year, reflecting administrative duties alongside teaching or research responsibilities. Additional stipends may be provided.

Salaries at Ferris State University are generally competitive within the context of public universities in Michigan, though they may lag behind larger research institutions or private colleges in high-demand fields. As a public institution, compensation often aligns with state benchmarks and union agreements for certain roles, ensuring a degree of standardization. Progression in salary is typically tied to promotions in rank for faculty or increased responsibilities for administrative staff, with periodic reviews for merit-based raises. While exact figures for every position are not publicly disclosed, the university's status as a public entity means some data may be accessible through state-level transparency initiatives or higher education reports.