Salaries at UDM

At the University of Detroit Mercy, located in Michigan, salary expectations for faculty and staff are generally determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between disciplines, with higher compensation typically offered in specialized areas like engineering, law, and health sciences compared to humanities. While the university does not publicly disclose detailed salary bands or specific compensation data for all positions, some information may be inferred from industry standards, state-level higher education reports, and job postings. Transparency regarding exact figures remains limited, and prospective employees are encouraged to negotiate based on qualifications and market rates during the hiring process.

• Assistant Professor: Typical salary range is approximately $60,000–$75,000 USD per year, depending on the department and prior teaching or research experience. Entry-level roles may start lower but often include opportunities for research funding.
• Associate Professor: Average salary range is around $75,000–$90,000 USD annually, reflecting mid-career status and tenure considerations. Additional grants or stipends may apply for significant research contributions.
• Full Professor: Salaries typically range from $90,000–$120,000+ USD per year, with senior faculty in high-demand fields potentially earning more. Longevity and leadership roles often influence higher pay.
• Administrative Staff (e.g., Program Coordinator): Compensation generally falls between $40,000–$55,000 USD annually, varying by department and level of responsibility. Bonuses or overtime may not typically apply.
• Dean or Senior Administrator: Salaries often range from $120,000–$180,000+ USD per year, reflecting significant leadership duties and institutional impact. These roles may include performance-based incentives.

Salaries at the University of Detroit Mercy appear to be competitive within the context of private, mid-sized universities in the Midwest, though they may not always match those at larger public or research-intensive institutions. Progression in academic roles often depends on achieving tenure, publishing research, or taking on administrative responsibilities, which can lead to incremental salary increases. As a private institution, salary benchmarking may not align directly with public sector standards, and compensation packages might include benefits like health insurance or tuition remission that enhance overall value. For the most accurate and current data, direct inquiries to the university’s human resources department are recommended, as public records on exact figures remain scarce.