Salaries at SU

At Seattle University, located in Seattle, Washington, salary expectations for faculty and staff are determined by a variety of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between disciplines, with fields like law, business, and STEM typically commanding higher compensation due to market demand. The university also considers seniority and performance metrics when adjusting pay. While Seattle University does not publicly publish detailed salary bands or transparent pay scales on its official website, some data may be accessible through state or federal reporting for public-facing roles or through aggregated higher education salary surveys.

• Assistant Professor: Typical salary range is $60,000–$80,000 USD annually, depending on the department. Entry-level roles may start lower, with increases based on tenure track progression and research output.
• Associate Professor: Average salary range is $80,000–$100,000 USD per year. Mid-career faculty often see pay bumps tied to tenure, publications, and teaching evaluations.
• Full Professor: Salaries typically range from $100,000–$130,000 USD annually. Seniority, leadership roles, and external research funding can push compensation higher.
• Administrative Staff (e.g., Program Coordinator): Salaries generally fall between $45,000–$65,000 USD per year, influenced by experience and specific departmental needs.
• Department Chair or Dean: Compensation often ranges from $120,000–$160,000 USD annually, with additional stipends or bonuses for administrative responsibilities.

Salaries at Seattle University are generally competitive within the private university sector in the Pacific Northwest, though they may not always match those at larger public research institutions. Progression in pay often correlates with academic promotions, grant acquisition, or taking on leadership roles. For administrative staff, salary growth may be slower and tied to institutional budget constraints. As a private Jesuit university, compensation benchmarking is not always aligned with public sector standards, and detailed individual salary data remains largely confidential. Prospective employees are encouraged to negotiate based on market rates for similar roles at comparable institutions.