Salaries at MSMU

At Mount St. Mary's University in California, 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, with higher compensation in specialized or high-demand fields like business or nursing. Administrative roles are generally aligned with industry standards for higher education institutions of similar size. While Mount St. Mary's University does not publicly disclose detailed salary bands or specific compensation data, general trends can be inferred from broader California higher education salary surveys and reports. Transparency regarding exact figures remains limited, and prospective employees are encouraged to discuss compensation directly during the hiring process.

• Assistant Professor: Typical salary range is approximately $60,000–$75,000 USD per year, depending on department and experience. Entry-level roles may start lower, with potential increases based on research output and teaching evaluations.
• Associate Professor: Average salary range is around $75,000–$90,000 USD annually. Mid-career faculty often see increments tied to tenure status and publication records.
• Full Professor: Salaries generally fall between $90,000–$120,000 USD per year, with senior faculty benefiting from longevity and leadership roles within the university.
• Academic Dean: Compensation typically ranges from $100,000–$150,000 USD annually, reflecting significant administrative responsibilities and oversight of academic programs.
• Administrative Staff (e.g., Admissions Officer): Salaries often range from $45,000–$65,000 USD per year, varying based on role complexity and years of service.

Salaries at Mount St. Mary's University appear to be competitive within the context of private liberal arts institutions in California, though they may not match those at larger public universities or research-intensive schools. Progression in compensation is often tied to tenure, promotions, and additional responsibilities such as committee leadership or program development. As a private institution, salary benchmarking may not align directly with public sector standards, and data remains less accessible compared to state-funded universities. Employees may also benefit from non-monetary perks such as professional development opportunities or campus amenities, which can enhance overall job satisfaction despite the lack of public salary transparency.