Salaries at Nazareth

At Nazareth University, located in Rochester, New York, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between academic and administrative positions, with additional considerations for tenure status, research contributions, and departmental budgets. While Nazareth University does not publicly publish transparent salary bands or detailed compensation data on its official website, some information may be inferred from industry standards for private liberal arts colleges in the region, as well as periodic reports from higher education salary surveys. Employees and prospective hires are encouraged to discuss compensation directly with human resources during the hiring process for the most accurate and personalized information.

• 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 but often include opportunities for growth with tenure track.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually, with variations based on seniority, research output, and additional responsibilities such as committee leadership.
• Full Professor: Salaries generally fall between $75,000–$95,000 USD per year, often reflecting decades of experience, significant research funding, or notable academic achievements.
• Administrative Staff (e.g., Academic Advisor): Compensation typically ranges from $40,000–$55,000 USD per year, influenced by role scope and years of service, with potential for bonuses in certain positions.
• Department Chair: Salaries often range from $80,000–$100,000 USD annually, factoring in additional administrative duties and leadership responsibilities alongside teaching or research.

Salaries at Nazareth University appear to be competitive within the context of small, private liberal arts institutions in the northeastern United States, though they may not match those at larger research universities or public institutions with state-backed funding. Progression in compensation is often tied to achieving higher academic ranks, securing tenure, or taking on leadership roles. While specific data on salary increases or benchmarking against public sector standards is not widely available, the university likely aligns its compensation structure with regional and national trends for higher education to attract and retain talent. For the most current and detailed insights, direct inquiries to the university’s human resources department are recommended.