Salaries at SUNY Oneonta

At the State University of New York (SUNY) at Oneonta, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. As a public institution within the SUNY system, salaries often align with state guidelines and union agreements, particularly for faculty and administrative positions. While SUNY Oneonta does not publish specific, transparent salary bands for every role on its official website, general salary data for public university employees in New York can sometimes be accessed through state transparency initiatives or union contracts. Individual compensation may also vary based on additional responsibilities, such as research grants or administrative duties.

• Assistant Professor: Typical salary range is approximately $50,000–$60,000 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 salary range is around $65,000–$80,000 USD annually. This often reflects mid-career status with additional research or teaching responsibilities.
• Full Professor: Salaries generally range from $85,000–$110,000 USD per year, influenced by seniority, publications, and leadership roles within the university.
• Administrative Staff (e.g., Department Coordinator): Typical range is $40,000–$55,000 USD annually, with variations based on specific duties and years of service.
• Dean or Senior Administrator: Salaries often fall between $100,000–$150,000 USD per year, reflecting significant leadership responsibilities and experience.

Salaries at SUNY Oneonta are generally competitive within the public university sector in New York, though they may not match those at private institutions or larger research universities. As part of the SUNY system, compensation often adheres to public sector benchmarking, with periodic adjustments based on state budgets and collective bargaining agreements. Career progression can lead to salary increases, particularly for faculty moving through academic ranks or taking on additional roles. However, exact figures for specific individuals or departments may not be publicly disclosed, maintaining a level of privacy for employees while adhering to state transparency standards for overall salary data.