Salaries at SoM

At the School of Management, located in an undefined region, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Higher-ranking positions such as professors or department heads often command higher salaries due to their extensive experience and leadership responsibilities. Additionally, fields with high demand or specialized research focus may offer more competitive compensation. While specific salary data for the School of Management is not publicly disclosed, the university adheres to regional or national standards for higher education institutions. Transparent salary bands or detailed public reports are currently unavailable, but the institution may provide internal guidelines to employees during the hiring process.

• Assistant Professor: Typical salary range of 40,000–60,000 in local currency (approximately 30,000–45,000 USD, based on standard conversion rates). Note that this range often depends on the field of study and initial research funding.
• Associate Professor: Typical salary range of 60,000–80,000 in local currency (approximately 45,000–60,000 USD). Seniority and publication record can influence placement within this range.
• Full Professor: Typical salary range of 80,000–120,000 in local currency (approximately 60,000–90,000 USD). Bonuses or additional stipends may be available for exceptional research contributions or administrative roles.
• Department Head: Typical salary range of 100,000–150,000 in local currency (approximately 75,000–110,000 USD). This role often includes leadership bonuses and additional benefits.
• Administrative Staff: Typical salary range of 30,000–50,000 in local currency (approximately 22,000–37,000 USD). Compensation varies based on experience and specific responsibilities.

Salaries at the School of Management are generally aligned with regional benchmarks for higher education, though they may not always match the competitiveness of top-tier global institutions. Career progression often correlates with academic achievements, such as publications or grants, and administrative promotions. For those in public sector roles, compensation may be tied to government-regulated pay scales, ensuring a degree of stability but potentially limiting rapid salary growth. Prospective employees are encouraged to inquire directly with the university’s human resources department for the most accurate and up-to-date information regarding compensation and benefits.