Salaries at UAA

Salary expectations at the University of Alaska Anchorage (UAA) are determined by a variety of factors, including the specific role, academic rank, years of experience, and field of expertise. For academic positions, salaries often align with faculty rank—such as lecturer, assistant professor, associate professor, or full professor—while administrative roles are influenced by the scope of responsibility and seniority. UAA, as a public institution, operates under state guidelines, and salary structures may reflect collective bargaining agreements for unionized faculty and staff. While UAA does not widely publish transparent salary bands or exact figures for all roles on its public website, some data may be accessible through state employee salary databases or union contracts, though these are not always comprehensive or up-to-date.

• Lecturer/Instructor: Typical salary range is approximately $50,000–$60,000 USD per year. These roles often depend on teaching load and may not include research obligations.
• Assistant Professor: Average salary range is around $60,000–$75,000 USD annually. Entry-level tenure-track positions may offer additional research funding or startup packages.
• Associate Professor: Salaries typically fall between $75,000–$90,000 USD per year, often reflecting tenure status and increased responsibilities.
• Full Professor: Ranges from $90,000–$120,000+ USD annually, with higher earnings tied to seniority, department leadership, or significant research contributions.
• Administrative Staff (e.g., Program Coordinator): Salaries range from $45,000–$65,000 USD per year, varying by department and level of responsibility.
• Department Chair/Dean: Earnings typically range from $100,000–$150,000+ USD annually, often including stipends for leadership roles.

Salaries at UAA are generally competitive within the context of Alaska’s higher cost of living, though they may not always match those at larger research universities in the continental United States. As a public university, compensation often aligns with state benchmarks for public sector employees, and progression is tied to performance evaluations, tenure processes, and budget availability. Faculty and staff may also benefit from periodic raises through union negotiations, though economic constraints in Alaska can impact funding for salary increases. For prospective employees, understanding the regional economic context and negotiating based on experience and qualifications is key to setting realistic salary expectations.