Salaries at Scranton

At the University of Scranton, located in Pennsylvania, 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 departments, with higher compensation in specialized or high-demand fields like business, engineering, and health sciences. While the university does not publicly publish detailed salary bands or transparent pay scales on its official website, some data may be accessible through state or federal reporting for public institutions or through aggregated salary surveys for private universities like Scranton. Employees are generally compensated based on market standards for higher education institutions in the region, with periodic reviews for adjustments.

• Assistant Professor: Typical salary range is approximately $60,000–$75,000 USD per year, depending on the department and prior experience. Entry-level roles may start lower but increase with tenure track progression.
• Associate Professor: Average salary range is around $75,000–$90,000 USD annually, often reflecting mid-career status, research output, and teaching responsibilities.
• Full Professor: Salaries typically range from $90,000–$120,000 USD per year, with higher earnings for those with significant seniority, published research, or administrative duties.
• Administrative Staff (e.g., Department Coordinator): Compensation generally falls between $40,000–$55,000 USD annually, influenced by role scope and years of service.
• Senior Leadership (e.g., Dean): Salaries often exceed $120,000 USD per year, with additional bonuses or stipends for overseeing large programs or securing funding.

Salaries at the University of Scranton are generally competitive within the context of mid-sized private universities in the northeastern United States. Compensation often aligns with benchmarks set by similar Jesuit institutions, though it may lag behind larger research universities with substantial endowments. Career progression typically involves incremental raises tied to promotions in rank or additional responsibilities, such as chairing departments or leading initiatives. For faculty, securing external research funding can sometimes supplement base pay, while administrative roles may see periodic adjustments based on institutional budgets. As exact figures are not always publicly disclosed, prospective employees are encouraged to consult directly with the university’s human resources department for the most accurate and up-to-date information regarding compensation.