Salaries at SUNY Poly

At the State University of New York Institute of Technology at Utica/Rome (SUNY Poly), salary expectations are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. As a public institution within the SUNY system, salaries often align with state-regulated pay scales and union agreements, particularly for faculty and staff represented by organizations like the United University Professions (UUP). While SUNY Poly does not publish specific, transparent salary bands for every position on its official website, general salary ranges for public university roles in New York State are often accessible through state transparency initiatives or collective bargaining agreements. Individual compensation may also reflect additional factors such as research grants, administrative responsibilities, or specialized skills in high-demand areas like technology and engineering.

• Assistant Professor: Typical salary range of $60,000–$75,000 USD per year, depending on department and experience. Entry-level roles may start lower, with potential increases based on tenure track progression.
• Associate Professor: Average range of $75,000–$90,000 USD annually, often reflecting mid-career status, research output, and teaching load. Additional stipends may apply for departmental leadership roles.
• Full Professor: Salaries generally fall between $90,000–$120,000 USD per year, with higher earnings possible for senior faculty with significant research funding or endowed positions.
• Administrative Staff (e.g., Academic Advisor): Ranges from $45,000–$60,000 USD annually, influenced by seniority and specific responsibilities within student services or operations.
• Department Chair: Typically earns $100,000–$130,000 USD per year, often including a stipend for administrative duties on top of a base faculty salary.

Salaries at SUNY Poly are generally competitive within the public higher education sector in New York State, though they may lag behind private institutions or universities in high-cost regions. As part of the SUNY system, compensation often benchmarks against other state universities, with periodic adjustments based on union negotiations and state budgets. Career progression for faculty typically follows the traditional academic ladder, with salary increases tied to promotions in rank and tenure status. For administrative roles, advancement may depend on internal opportunities and budget allocations. While specific individual salaries are not always publicly disclosed, the structure of pay at SUNY Poly reflects a commitment to equitable compensation within the constraints of public funding.