Salaries at UM-Dearborn

At the University of Michigan - Dearborn, located in Dearborn, Michigan, salary expectations for faculty and staff are determined by several key factors, including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between disciplines, with fields like engineering and business typically commanding higher compensation due to market demand. The university operates within the broader University of Michigan system, which adheres to public sector salary guidelines. While specific salary bands are not always publicly disclosed in detail, some transparency is provided through public records and state-level reporting for public universities in Michigan, allowing for general insights into compensation structures.

• Assistant Professor: Typical salary range is approximately $60,000 - $80,000 USD per year, depending on the department. Entry-level roles may start lower, with potential increases based on research output and teaching evaluations.
• Associate Professor: Average salary range is around $80,000 - $100,000 USD annually. Mid-career faculty often see increments tied to tenure status and additional responsibilities like committee leadership.
• Full Professor: Salaries generally range from $100,000 - $150,000 USD per year. Seniority, publication record, and external research funding can significantly impact earnings at this level.
• Administrative Staff (e.g., Program Coordinator): Typical range is $40,000 - $60,000 USD per year. Compensation varies based on experience and the scope of responsibilities within university operations.
• Department Chair: Salaries often fall between $120,000 - $160,000 USD annually, reflecting additional administrative duties and leadership roles alongside academic contributions.

Salaries at the University of Michigan - Dearborn are generally competitive within the public university sector in Michigan, aligning with state benchmarks for higher education institutions. Progression in compensation is often tied to tenure, performance reviews, and external grants, particularly for faculty roles. As a public institution, salary data may be subject to periodic disclosure through state records, though detailed individual compensation is not always accessible. Overall, the university strives to balance market competitiveness with fiscal responsibility, ensuring that compensation reflects both individual merit and institutional priorities.