Salaries at UNC

At the University of North Carolina at Chapel Hill (UNC-Chapel Hill), salary expectations for faculty and staff are determined by several factors, including role, academic rank, years of experience, and field of expertise. Salaries often vary significantly between disciplines, with fields like medicine, law, and business typically commanding higher compensation due to market demand. The university operates within the framework of the UNC System, which provides guidelines for salary structures, and while some general salary data is publicly available through state employee databases, UNC-Chapel Hill does not publish detailed, transparent salary bands for all positions. Instead, compensation is often negotiated based on individual qualifications and departmental budgets, with periodic adjustments reflecting cost-of-living increases or performance evaluations.

• Assistant Professor: Typical salary range is $60,000–$80,000 USD annually, 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 $80,000–$110,000 USD per year. Mid-career faculty often see boosts from tenure status and additional research funding.
• Full Professor: Salaries typically range from $110,000–$150,000+ USD annually. Seniority, leadership roles, and external grants can significantly elevate earnings.
• Department Chair: Compensation often falls between $120,000–$180,000 USD per year, reflecting administrative responsibilities alongside academic duties.
• Administrative Staff (e.g., Program Coordinator): Salaries generally range from $40,000–$60,000 USD annually, varying by experience and specific role within the university structure.

Salaries at UNC-Chapel Hill are generally competitive within the public university sector, particularly when benchmarked against other institutions in the UNC System and comparable research universities in the southeastern United States. As a public institution, compensation is influenced by state budgets and funding allocations, which can limit rapid salary progression compared to private universities. However, faculty and staff often benefit from robust benefits packages, including health insurance and retirement plans, which add to the overall value of employment. For those in research-intensive roles, external grants and funding can provide additional income or stipends, while administrative positions may see slower salary growth due to fixed state pay scales.