Salaries at Montclair

At Montclair State University, located in New Jersey, 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 academic disciplines, with fields like business and technology commanding higher compensation compared to humanities. Administrative roles are influenced by the level of responsibility and seniority. While Montclair State University does not publish fully transparent salary bands for all positions, some data may be accessible through public records as it is a public institution in New Jersey. Employees and prospective hires are encouraged to consult with human resources for specific salary details during the hiring process.

• Assistant Professor: Typical salary range is $60,000–$75,000 USD annually, 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 $75,000–$90,000 USD per year. Mid-career faculty often see salary growth tied to tenure status and additional responsibilities like program coordination.
• Full Professor: Salaries typically range from $90,000–$120,000+ USD annually. Seniority, research funding, and leadership roles can push compensation higher.
• Administrative Staff (e.g., Program Coordinator): Salaries generally fall between $45,000–$65,000 USD per year, influenced by the scope of duties and years of service.
• Department Chair: Compensation often ranges from $100,000–$130,000 USD annually, with additional stipends or bonuses for administrative leadership.

Salaries at Montclair State University are generally competitive within the public university sector in New Jersey, often benchmarked against similar institutions in the region. As a public university, compensation aligns with state guidelines, which may limit flexibility compared to private universities. Progression in salary is typically tied to promotions, tenure, and performance reviews, though budget constraints in the public sector can impact raises. For those in research-heavy roles, securing external grants can supplement income indirectly through resources or stipends. Overall, while specific salary data may not always be publicly disclosed, the university strives to maintain equitable pay structures reflective of its commitment to academic and administrative excellence.