Salaries at UoW

At the University of Wollongong (UOW), located in New South Wales, Australia, salary expectations for staff are typically determined by factors such as role, academic rank, years of experience, and field of expertise. Salaries often align with Australian public sector standards and are influenced by enterprise bargaining agreements negotiated between the university and unions. While UOW does not publicly publish detailed salary bands for all positions, some information can be inferred from industry standards, academic award rates, and general higher education salary frameworks in Australia. Transparency is limited, and prospective employees may need to consult directly with HR or refer to collective agreements for precise figures.

• 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 additional allowances for teaching or research responsibilities.
• Senior Lecturer (Level C): Average salary range is around AUD 125,000–145,000 annually (USD 81,000–94,000). Seniority and research output can influence higher-end compensation.
• Associate Professor (Level D): Salaries typically fall between AUD 150,000–170,000 per year (USD 97,000–110,000), often tied to significant research funding or leadership roles.
• Professor (Level E): Expected range is AUD 180,000–200,000+ annually (USD 117,000–130,000+), with potential bonuses for high-impact research or administrative duties.
• Administrative Officer: Salaries range from AUD 60,000–80,000 per year (USD 39,000–52,000), depending on the level of responsibility and experience.

Salaries at the University of Wollongong are generally competitive within the Australian higher education sector, often benchmarked against other Group of Eight (Go8) and regional universities. Progression through academic ranks typically depends on performance metrics such as research publications, teaching evaluations, and service contributions. As a public institution, UOW adheres to national award rates and enterprise agreements, which provide a structured framework for salary increases and benefits. However, specific data on bonuses or additional perks remains limited in the public domain, and variations may exist across disciplines like medicine or engineering where market demand can drive higher compensation.