Salaries at UTAS

At the University of Tasmania (UTAS), located in Tasmania, Australia, salary expectations for academic and administrative staff are typically determined by factors such as role, experience, academic rank, and field of expertise. Salaries are often aligned with the Australian higher education sector's enterprise agreements, which outline pay scales based on classification levels. While UTAS does not always publish fully transparent salary bands on its public website, general pay ranges for various roles can often be inferred from national agreements like those set by the National Tertiary Education Union (NTEU) and are sometimes detailed in job advertisements or recruitment materials. Additional factors such as research funding, performance bonuses, and seniority may also influence individual compensation.

• Lecturer (Level B): Typical salary range is approximately AUD 100,000–120,000 per year (USD 65,000–78,000). This role often requires a PhD and may include teaching and research responsibilities, with potential for incremental increases based on experience.
• Senior Lecturer (Level C): Average salary range is around AUD 125,000–145,000 annually (USD 81,000–94,000). Seniority and a strong research or teaching track record are key factors in securing higher pay within this band.
• Associate Professor (Level D): Salaries typically fall between AUD 150,000–170,000 per year (USD 97,000–110,000), often reflecting significant academic contributions and leadership roles.
• Professor (Level E): Salaries generally start at AUD 180,000 and can exceed AUD 200,000 (USD 117,000–130,000), with additional benefits or bonuses tied to research grants or departmental leadership.
• Administrative Officer: Pay ranges from AUD 60,000–80,000 annually (USD 39,000–52,000), depending on the level of responsibility and years of service.

Salaries at the University of Tasmania are generally competitive within the Australian public university sector, often benchmarked against national standards set by government and union agreements. Progression through salary levels typically depends on performance reviews, academic achievements, and time in role. As a public institution, UTAS adheres to structured pay scales that provide a degree of predictability, though individual negotiations for senior roles or those with significant research funding may result in higher compensation. For the most accurate and up-to-date figures, prospective employees are encouraged to consult directly with the university’s human resources department during the hiring process.