Salaries at UH Mānoa

Salary expectations at the University of Hawaii at Manoa, located in Honolulu, Hawaii, are influenced by several factors including role, academic rank, years of experience, and field of expertise. Faculty and staff salaries often vary based on whether the position is tenured, tenure-track, or non-tenure track, with additional considerations for research funding or administrative responsibilities. While the university operates within the public sector and adheres to state guidelines for compensation, specific salary bands or detailed breakdowns for individual roles are not always publicly disclosed in a comprehensive, accessible format on the university's official website. However, general salary information may be available through state employee databases or collective bargaining agreements for unionized positions.

• Assistant Professor: Typical salary range is approximately $70,000 to $90,000 per year (USD). This range often depends on the department and may increase with research grants or additional teaching responsibilities.
• Associate Professor: Average salary range is around $90,000 to $110,000 per year (USD). Seniority and publication record can impact placement within this range.
• Full Professor: Salaries typically range from $110,000 to $150,000+ per year (USD), with higher earnings often tied to leadership roles or significant research contributions.
• Academic Advisor: Salary range is generally $50,000 to $65,000 per year (USD), often influenced by experience and workload.
• Administrative Officer: Typical range is $60,000 to $80,000 per year (USD), with potential for bonuses or adjustments based on departmental budgets.

Salaries at the University of Hawaii at Manoa are generally competitive within the context of public higher education institutions in the United States, though they may lag behind private universities or those in higher-cost mainland states. As a public institution, compensation often aligns with state benchmarks and union agreements, which can provide stability but may limit rapid salary progression. Faculty and staff can expect periodic adjustments based on collective bargaining outcomes or state funding, though significant increases often depend on promotion to higher ranks or securing external funding for research. For prospective employees, understanding these dynamics is key to setting realistic salary expectations.