Salaries at UM

At the University of Montevallo, located in Alabama, salary expectations for faculty and staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often vary between academic departments, with higher compensation in specialized or high-demand fields like business or sciences compared to humanities. Administrative roles may also reflect differences based on responsibility and seniority. While the University of Montevallo strives for fairness in compensation, it does not widely publish transparent salary bands or detailed pay scales in the public domain. For precise figures, prospective employees are encouraged to consult directly with the university’s human resources department or refer to state-level public employee salary databases, if applicable.

• Assistant Professor: Typical salary range is $50,000–$60,000 USD annually, 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 $60,000–$75,000 USD per year, reflecting mid-career status and tenure considerations. Additional grants or stipends may apply for significant research contributions.
• Full Professor: Salaries typically range from $75,000–$100,000+ USD annually, based on seniority, leadership roles, and academic achievements. Bonuses or endowed chair positions may increase total compensation.
• Academic Dean: Compensation often falls between $90,000–$120,000 USD per year, influenced by the size of the college and administrative responsibilities. Performance-based incentives may be available.
• Administrative Staff (e.g., Registrar or Admissions Officer): Salaries generally range from $40,000–$55,000 USD annually, depending on the scope of duties and years of service.

Salaries at the University of Montevallo are generally competitive within the context of public universities in Alabama, though they may not match those at larger research institutions or private colleges in other regions. As a public institution, compensation often aligns with state benchmarks for higher education roles, and progression typically depends on tenure, promotions, or additional responsibilities. While exact figures for specific positions are not always publicly disclosed, the university adheres to state guidelines for transparency in public sector pay. Employees may also benefit from non-monetary perks such as pension plans, health benefits, and professional development opportunities, which enhance overall compensation packages.