Salaries at WTAMU

At West Texas A&M University (WTAMU), located in Canyon, Texas, 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 academic disciplines, with fields like business, engineering, and health sciences generally commanding higher pay due to market demand. Administrative roles are influenced by the scope of responsibility and seniority. While WTAMU does not publicly publish detailed salary bands or specific compensation data for all positions, some information may be accessible through state employee salary databases or university reports, as it is a public institution under the Texas A&M University System.

• Assistant Professor: Typical salary range is approximately $50,000–$65,000 USD per year, depending on the department and research expectations. Entry-level roles may start lower, with potential increases based on tenure track progression.
• Associate Professor: Average salary range is around $65,000–$80,000 USD annually, often reflecting mid-career status, publication records, and teaching load. Research funding or grants may supplement income.
• Full Professor: Salaries generally fall between $80,000–$100,000+ USD per year, with higher earnings tied to seniority, leadership roles, and notable academic contributions.
• Department Chair: Compensation typically ranges from $90,000–$120,000 USD annually, influenced by administrative duties and department size. Bonuses or stipends may apply for additional responsibilities.
• Administrative Staff (e.g., Academic Advisor): Salaries often range from $35,000–$50,000 USD per year, depending on experience and specific job scope within the university structure.

Salaries at West Texas A&M University are generally competitive within the context of public universities in Texas, though they may lag behind larger research institutions or private universities in high-cost areas. As a public institution, compensation often aligns with state benchmarks and budget constraints, with periodic adjustments based on legislative funding. Faculty and staff can expect gradual salary progression through promotions, tenure, or additional responsibilities, though significant jumps may depend on external grants or departmental resources. For the most accurate and up-to-date figures, individuals are encouraged to consult official university or state resources, as public data may not always reflect recent changes or individual circumstances.