Salaries at Ship

At Shippensburg University of Pennsylvania, located in Shippensburg, PA, 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 align with public sector guidelines since the university is part of the Pennsylvania State System of Higher Education (PASSHE). While specific salary bands or individual compensation details are not always publicly disclosed in a transparent, centralized manner, collective bargaining agreements with unions like APSCUF (for faculty) often influence pay structures. General salary ranges can sometimes be inferred from state system reports or job postings, though exact figures may vary based on departmental budgets and individual negotiations.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 USD per year. This entry-level academic position often depends on the discipline, with STEM fields potentially earning slightly higher starting salaries.
• Associate Professor: Average salary range is around $60,000–$75,000 USD annually. Mid-career faculty may see increases based on tenure, research output, and teaching evaluations.
• Full Professor: Salary range typically falls between $80,000–$100,000 USD per year. Seniority, leadership roles, and external research funding can push compensation higher.
• Administrative Staff (e.g., Department Chair): Salaries often range from $70,000–$90,000 USD annually, depending on the scope of responsibilities and years of service.
• Non-Tenure Track Lecturer: Compensation is generally lower, averaging $40,000–$50,000 USD per year, often without long-term contracts or additional benefits tied to tenure.

Salaries at Shippensburg University are generally competitive within the context of public universities in Pennsylvania, though they may lag behind private institutions or larger research universities. Progression in pay often correlates with promotions in rank or additional responsibilities, such as committee leadership or program coordination. As a public institution, compensation is benchmarked against state system standards, which aim to balance fiscal constraints with the need to attract qualified professionals. Faculty and staff may also benefit from periodic adjustments based on union negotiations, though significant bonuses or performance-based incentives are less common compared to private sector roles. For the most accurate and up-to-date figures, prospective employees are encouraged to consult directly with the university’s human resources department.