Salaries at UGF

At the University of Great Falls, located in an undefined region, salary expectations for faculty and staff are typically determined by a combination of role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between academic disciplines, with fields like business, technology, and health sciences generally commanding higher compensation due to market demand. Administrative roles are scaled based on responsibility and seniority. While specific salary data for the University of Great Falls is not widely published, the institution is believed to follow regional or national benchmarks for higher education compensation. Transparent salary bands or public pay scales are not readily available, which is common for many private or smaller universities.

• Assistant Professor: Typical salary range is estimated at $50,000–$65,000 annually (USD). This entry-level academic position often depends on the field of study and may include additional stipends for research or teaching overloads.
• Associate Professor: Average salary range is approximately $65,000–$80,000 per year (USD). Mid-career faculty may receive bonuses or grants tied to research output or tenure status.
• Full Professor: Salaries typically fall between $80,000–$100,000+ annually (USD). Seniority and leadership roles, such as department chair, can push compensation higher.
• Academic Dean: Estimated range is $90,000–$120,000 per year (USD). This administrative role often includes performance-based incentives.
• Administrative Staff (e.g., Registrar or Admissions Officer): Salaries generally range from $40,000–$60,000 annually (USD), depending on experience and scope of responsibilities.

Salary competitiveness at the University of Great Falls appears to align with regional norms for higher education institutions of similar size, though without public data, direct comparisons are challenging. Progression in academic roles often follows a structured path from assistant to full professor, with salary increases tied to tenure and performance evaluations. Administrative staff may see slower progression unless moving into higher leadership roles. As with many universities, compensation may be benchmarked against public sector or state university standards if the institution receives government funding, though this remains speculative without official disclosure. Employees are encouraged to negotiate based on experience and market rates during hiring.