Salaries at FSU

At Frostburg State University, located in Maryland, USA, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between academic departments due to differences in demand for specific disciplines, such as STEM fields versus humanities. Additionally, administrative roles may have different compensation structures based on the scope of responsibility and seniority. While Frostburg State University, as a public institution within the University System of Maryland, adheres to state guidelines for compensation, detailed and transparent salary bands for specific positions are not always publicly available. However, general salary data may be accessible through state employee databases or university reports for certain roles.

• Assistant Professor: Typical salary range is $50,000–$60,000 USD annually, depending on the department and prior experience. Entry-level positions may start lower, with potential increases based on tenure track progression.
• Associate Professor: Average salary range is $60,000–$75,000 USD per year, often reflecting mid-career status, research output, and teaching responsibilities.
• Full Professor: Salaries typically range from $75,000–$100,000+ USD annually, with higher earnings tied to seniority, leadership roles, and external research funding.
• Department Chair: Compensation generally falls between $80,000–$110,000 USD per year, with additional stipends or bonuses for administrative duties.
• Administrative Staff (e.g., Academic Advisor): Salaries range from $40,000–$55,000 USD annually, varying based on experience and specific job responsibilities.

Salaries at Frostburg State University are generally competitive within the context of public universities in Maryland, though they may not match those at larger research institutions or private colleges. As a public university, compensation often aligns with state benchmarks for higher education employees, ensuring a degree of consistency across similar roles. Progression in salary is typically tied to promotions, tenure, and additional responsibilities, though budget constraints in public education can sometimes limit rapid increases. For prospective employees, understanding salary expectations may require direct consultation with the university’s human resources department, as comprehensive public data for all positions is not always readily accessible.