Salaries at GSU

At Georgia Southern University, located in Statesboro, Georgia, 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 significantly between disciplines, with fields like business, engineering, and health sciences generally commanding higher compensation due to market demand. Additionally, administrative roles may have different pay structures compared to academic positions. While Georgia Southern University operates as a public institution under the University System of Georgia, specific salary bands or detailed individual compensation data are not always publicly disclosed in a comprehensive, transparent manner. However, general salary ranges for certain positions can often be inferred from state-level public employee salary databases or university reports.

• Assistant Professor: Typical salary range is approximately $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 research output and teaching evaluations.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually. Mid-career faculty often see salary growth tied to tenure status and publication records.
• Full Professor: Salaries typically fall between $80,000–$100,000+ USD per year. Seniority, leadership roles, and external research funding can significantly impact earnings at this level.
• Department Chair: Compensation often ranges from $90,000–$120,000 USD annually, reflecting additional administrative responsibilities alongside academic duties.
• Administrative Staff (e.g., Program Coordinator): Salaries generally range from $40,000–$60,000 USD per year, varying based on the scope of responsibilities and years of service.

Salaries at Georgia Southern University are generally competitive within the context of public universities in the southeastern United States, though they may lag behind private institutions or universities in higher-cost regions. As part of the University System of Georgia, compensation often aligns with state-level benchmarking for public sector employees, which can limit rapid salary progression compared to private sector roles. Faculty and staff may see incremental raises through promotions, tenure, or additional responsibilities, but significant jumps often depend on external grants or moving to higher administrative positions. For the most accurate and up-to-date data, individuals are encouraged to consult official university resources or state salary databases when available.