Salaries at SUAT

At the State University of Aerospace Technologies, located in an undefined region, salary expectations for faculty and staff are determined by a combination of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between disciplines, with engineering and aerospace technology roles typically commanding higher compensation due to industry demand. While the university strives for fairness in its compensation structure, it does not publicly disclose detailed salary bands or specific figures for individual positions. Instead, salary information is generally communicated during the hiring process or through internal human resources channels, ensuring confidentiality for employees.

• Assistant Professor: Typical salary range is approximately 40,000–50,000 in local currency (estimated 30,000–38,000 USD). This range often depends on prior teaching or research experience and may include startup research funding.
• Associate Professor: Average salary range is around 55,000–70,000 in local currency (estimated 42,000–53,000 USD). Seniority and publication record can influence placement within this range.
• Full Professor: Salaries typically fall between 80,000–100,000 in local currency (estimated 60,000–75,000 USD), with additional bonuses or stipends for department leadership or significant research grants.
• Administrative Director: Compensation ranges from 50,000–65,000 in local currency (estimated 38,000–49,000 USD), often tied to the scope of responsibilities and years of service.
• Research Scientist: Salaries are generally 45,000–60,000 in local currency (estimated 34,000–45,000 USD), with potential increases based on external funding or project outcomes.

Overall, salary competitiveness at the State University of Aerospace Technologies aligns with regional standards for public sector academic institutions, though it may lag behind private universities or industry positions in aerospace fields. Career progression often involves incremental raises tied to tenure, promotions, or additional responsibilities, with periodic reviews to adjust compensation. As a public institution, salaries may be benchmarked against government guidelines, though specific data remains unavailable for public scrutiny. Prospective employees are encouraged to negotiate based on qualifications and to inquire about non-monetary benefits such as housing allowances or professional development funds, which can enhance overall compensation packages.