Salaries at UNCG

At the University of North Carolina at Greensboro (UNCG), 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 significantly between disciplines, with fields like business, engineering, and health sciences generally commanding higher compensation due to market demand. Additionally, seniority and tenure status play a critical role in determining pay for academic positions, while administrative roles may be influenced by the scope of responsibility and leadership level. While UNCG operates within the broader University of North Carolina system, which adheres to state guidelines for public employee compensation, specific salary bands or detailed individual pay data are not always publicly disclosed at the university level. However, aggregate data or ranges for certain positions may be accessible through state public records.

• Assistant Professor: Typical salary range of $60,000–$75,000 USD annually, depending on department and research expectations. Entry-level roles often start at the lower end, with increases tied to publications and teaching performance.
• Associate Professor: Average salary range of $75,000–$90,000 USD per year, reflecting mid-career status, tenure achievement, and contributions to university service.
• Full Professor: Salary range of $90,000–$120,000+ USD annually, often tied to significant research funding, leadership roles, or long-term service to the institution.
• Department Chair: Typical range of $100,000–$130,000 USD per year, with additional stipends or bonuses for administrative duties and program oversight.
• Administrative Staff (e.g., Program Coordinator): Salary range of $40,000–$55,000 USD annually, varying based on experience and specific responsibilities within university operations.

Salaries at UNCG are generally competitive within the context of public universities in North Carolina, though they may lag behind private institutions or universities in higher-cost states. As part of the UNC system, compensation often aligns with state benchmarking for public sector roles, ensuring a degree of transparency and equity. Progression in salary is typically tied to promotions, tenure reviews, or additional responsibilities, though budget constraints at the state level can impact raises or bonuses. For prospective employees, understanding salary competitiveness requires comparing UNCG’s offerings to similar-sized institutions in the region, while also considering benefits like retirement plans and job security inherent to public university employment.