Salaries at UPS

At the University of Puget Sound, located in Tacoma, Washington, 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 higher compensation in fields like business or sciences compared to humanities. While the university does not publicly publish transparent salary bands or detailed compensation data, some information can be inferred from general trends in higher education institutions of similar size and scope in the Pacific Northwest. Salaries are often negotiated based on individual qualifications and market demand for specific roles.

• Assistant Professor: Typical salary range is approximately $60,000–$70,000 USD per year. This entry-level academic position often depends on the department and may include additional stipends for research or teaching overloads.
• Associate Professor: Average salary range is around $70,000–$85,000 USD annually. Mid-career faculty may see increases based on tenure status and publication records.
• Full Professor: Salaries typically range from $90,000–$120,000 USD per year. Seniority, leadership roles, and external funding can significantly impact earnings at this level.
• Administrative Staff (e.g., Program Coordinator): Salaries generally fall between $45,000–$60,000 USD annually, depending on the scope of responsibilities and years of service.
• Department Chair: Compensation often ranges from $100,000–$130,000 USD per year, reflecting additional administrative duties alongside teaching or research.

Salaries at the University of Puget Sound appear to be competitive within the context of small liberal arts colleges in the region, though they may not match those at larger research universities. Progression in compensation is often tied to tenure, promotions, and contributions to the university community. As a private institution, salary data is not subject to public sector benchmarking or mandatory disclosure, which limits transparency. Faculty and staff may also benefit from non-monetary perks such as professional development opportunities and a supportive campus environment, which can enhance overall job satisfaction despite variations in pay across roles.