Salaries at Samford

At Samford University, located in Alabama, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and the specific field or department. Salaries often vary between academic and administrative positions, with additional considerations for tenure status, research contributions, and market demand for certain disciplines. While Samford University does not publicly disclose detailed salary bands or specific compensation data for all roles, some information may be inferred from general higher education salary surveys and regional benchmarks in Alabama. 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 $50,000–$65,000 USD per year, depending on the department and prior experience. Entry-level roles may start at the lower end, with potential increases based on performance and tenure track progress.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually. This role often requires several years of experience and a strong record of teaching or research, with possible bonuses for securing grants or publishing.
• Full Professor: Salaries typically fall between $80,000–$100,000+ USD per year. Seniority, leadership roles, and significant research funding can push compensation higher in competitive fields.
• Administrative Staff (e.g., Program Coordinator): Salaries generally range from $40,000–$55,000 USD annually, influenced by the scope of responsibilities and years of service.
• Department Chair: Compensation often ranges from $85,000–$110,000 USD per year, reflecting additional administrative duties and leadership expectations.

Salaries at Samford University appear to align with regional averages for private liberal arts institutions in the southeastern United States, though they may not always compete with larger public research universities or institutions in high-cost areas. Progression in compensation is often tied to promotions in rank, successful tenure reviews, or taking on additional responsibilities such as committee leadership or program development. Without publicly available data specific to Samford, it is challenging to benchmark exact figures against national or public sector standards, but the university likely adheres to market trends for higher education in Alabama. Employees may also benefit from non-monetary perks such as professional development opportunities or campus amenities, which can enhance overall job satisfaction.