Salaries at UMaine

At the University of Maine System, salary expectations for faculty and staff are typically determined by a combination of factors including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between disciplines, with STEM fields generally commanding higher compensation due to market demand. The university operates within a public sector framework, and while it strives for transparency, detailed salary bands for specific roles are not always publicly disclosed in a comprehensive format. However, aggregate data or ranges may be accessible through state-level public employee salary databases or university reports, reflecting its status as a publicly funded institution.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and location within the system. Entry-level roles may start lower, with potential increases based on research output and teaching evaluations.
• Associate Professor: Average salary range is around $65,000–$85,000 USD annually. Mid-career faculty often see salary growth tied to tenure status and additional responsibilities such as committee leadership.
• Full Professor: Salaries typically range from $85,000–$120,000+ USD per year. Seniority, research funding, and national recognition can significantly influence higher-end compensation.
• Administrative Staff (e.g., Program Coordinator): Salaries generally fall between $40,000–$60,000 USD annually, varying based on experience and specific campus needs within the system.
• Department Chair: Compensation often ranges from $90,000–$130,000 USD per year, with additional stipends or bonuses for leadership roles and administrative duties.

Salaries at the University of Maine System are generally competitive within the context of public universities in the region, though they may lag behind private institutions or those in higher-cost states. As a public university system, compensation often aligns with state benchmarking and budgetary constraints, with periodic adjustments based on collective bargaining agreements for unionized faculty and staff. Career progression can lead to significant salary increases, particularly for faculty achieving tenure or securing external grants. However, precise individual salary data remains limited in public disclosures, reflecting a balance between transparency and privacy for employees.