Salaries at HFU

At Holy Family University, located in Philadelphia, Pennsylvania, 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 and administrative positions, with additional considerations for tenure status or specialized skills in high-demand areas. Unfortunately, Holy Family University does not publicly disclose detailed salary bands or specific compensation data for its employees. As a private Catholic institution, salary transparency is limited, and figures are generally based on industry standards, regional benchmarks, and individual negotiations.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year, depending on the department and prior teaching experience. Entry-level roles may start lower, with potential increases based on performance and tenure track status.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually. Mid-career faculty often see increments tied to research output, publications, or additional administrative duties.
• 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.
• Administrative Staff (e.g., Admissions Counselor): Salaries generally range from $40,000–$50,000 USD per year, influenced by role complexity and years of service. Bonuses or incentives are rare in these positions.
• Department Chair: Compensation often ranges from $85,000–$110,000 USD annually, reflecting added responsibilities and oversight of academic programs. Additional stipends may apply for special projects.

Salary competitiveness at Holy Family University appears to align with regional standards for private universities in the Philadelphia area, though it may not match the higher compensation offered by larger research institutions. Progression often depends on achieving tenure, securing grants, or taking on leadership roles. As a private institution, salaries are not tied to public sector benchmarking, and data remains largely anecdotal or based on broader higher education trends. Employees may find limited public information to guide expectations, making direct negotiation and internal discussions critical for understanding compensation potential.