Faculty Salaries

June 2019 - Results

Across the system faculty salaries are, on average, -1.5% of the market median by rank and discipline. Broken down by the institution the results are as follows:

  • UAA: -0.2% of market median
  • UAF: -4.1% of market median
  • UAS: +3.6% of market median
four year program faculty

two year program faculty

Where we are:

  • Benchmarking for 80% of staff positions (~2,100) in relation to the national market is complete

What we know:

  • Overall, staff salaries are highly competitive in relation to market median (-2.7%)

Next steps:

  • Review specific positions that are misaligned in relation to the market
  • Review hard-to-fill or unique positions
  • Review the salary structure needed to include the remaining 20% of positions
  • Review/align the job families in relation to the current market

Methodology and Survey Sources

UA worked with Lockton to review current job families, salary structure information, organizational hierarchy, and staff reports to provide insight into job and organization structure

Salary data were collected from the following education-specific surveys, using national data cuts to ensure the most comprehensive data set:

  • CompData Colleges and Universities Survey
  • CUPA-HR Staff in Higher Education Survey
  • CUPA-HR Professionals in Higher Education Survey
  • Western Management EduComp Survey

The 3% annual adjustment (aging) was applied to each survey source

Faculty Salary FAQ

See the attached spreadsheet for peer institutions. EXCEL FILE

Yes, discipline, age and gender (CIP Code review, and identifying incumbents in protected classes, such as over 40 years old, female, etc.) are factors with both the compensation and pay equity analyses being performed by the various vendors.

Disciplines are being considered within departments, and across the system, for the regression analysis, which is dependent on the incumbent pool size.


UA has provided the 6-digit CIP codes for all faculty.  In reviewing market data, the vendor recommends using the 4-digit CIP to appropriately match positions against market benchmarks, in order to get the broadest and most consistent compensation comparators.