Salaries at FPU

At Franklin Pierce University, located in Rindge, New Hampshire, salary expectations for faculty and staff are generally determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between academic disciplines, with fields like business or health sciences potentially commanding higher compensation due to market demand. Administrative roles are typically benchmarked against similar positions in higher education institutions of comparable size. While Franklin Pierce University does not publicly publish detailed salary bands or specific compensation data, some information may be inferred from industry standards for small, private liberal arts universities in the region, as well as from employee-reported data on platforms like Glassdoor.

• Assistant Professor: Typical salary range of $50,000–$60,000 USD annually, depending on department and experience. Entry-level roles may start lower, with potential increases based on tenure track progression.
• Associate Professor: Average salary range of $60,000–$75,000 USD per year. Mid-career faculty often see increments tied to research output and teaching evaluations.
• Full Professor: Salary range typically between $75,000–$90,000 USD annually. Seniority, publications, and leadership roles within the university can influence higher earnings.
• Academic Dean: Estimated range of $90,000–$120,000 USD per year, reflecting significant administrative responsibilities and oversight of academic programs.
• Administrative Staff (e.g., Admissions Counselor): Salaries often range from $40,000–$50,000 USD annually, with variations based on specific roles and years of service.

Salaries at Franklin Pierce University appear to align with those of similar small, private institutions in the New England area, though they may not compete with larger research universities or public institutions with state funding. Progression in compensation often depends on performance reviews, tenure status, and additional responsibilities such as committee leadership or grant acquisition. Without publicly available data directly from the university, prospective employees are encouraged to consider industry benchmarks and negotiate based on qualifications and market rates for higher education roles in the region.