AAUP Faculty Compensation Survey
2015-16 AAUP Faculty Compensation Survey
The annual AAUP Faculty Compensation Survey is the largest independent source of data on full-time faculty salary and benefits at two- and four-year colleges and universities in the United States. The 2016 iteration of the survey includes information on salary and benefits for more than 385,000 faculty members from 1,023 institutions in all 50 states and Puerto Rico. The survey, along with the accompanying "Annual Report on the Economic Status of the Profession," is published each year in the March–April issue of Academe, the AAUP's magazine. Inside Higher Ed below presents these data in an easily searchable database.
Click here for Inside Higher Ed's news coverage of the data.
Average Salary Change
Average Total Compensation
Continuing Full Professors
Avg. Total Compensation
|Auburn U Doctoral ALABAMA||$118,900||4.0%||429||$149,800||86.7|
|Birmingham Southern Coll Baccalaureate ALABAMA||$82,000||0.9%||38||$101,300||95.2|
|Huntingdon Coll Baccalaureate ALABAMA||$69,800||5.9%||8||$81,800||104.4|
|Jacksonville St U Master’s ALABAMA||$77,300||N/A||78||$104,100||94.8|
|Samford U Master’s ALABAMA||$104,800||3.1%||109||$130,600||90.1|
|Troy U Master’s ALABAMA||$75,900||3.5%||29||$0||86.7|
|The U Alabama Doctoral ALABAMA||$142,800||2.9%||292||$193,200||89.8|
|U Alabama at Birmingham Doctoral ALABAMA||$132,400||2.3%||185||$161,300||98.6|
|U Alabama in Huntsville Doctoral ALABAMA||$127,200||2.0%||69||$165,300||98.7|
|U Montevallo Master’s ALABAMA||$79,300||2.5%||43||$103,600||95.2|
About the Data
The compensation data above are collected annually by the American Association of University Professors. Participation in the AAUP survey is optional; 1,023 institutions submitted data for the 2015-16 academic year.
The salary and compensation data cover instructional and research staff members who work full time and whose primary role (more than 50 percent) is instruction, regardless of their official faculty status. The calculations exclude part-time faculty members, medical school faculty members, professors at military institutions who are compensated on a military pay scale, those with faculty status who are primarily administrative officers, and graduate teaching assistants. Some institutions include data for professional school faculty members.
Salary figures exclude summer teaching, stipends and other non-contracted forms of remuneration. When instructors are compensated for 11 or 12 months' work, their salaries are adjusted to a nine-month academic-year basis. Salary figures are rounded to the nearest $100.
The compensation figure for a faculty member includes an institution's contribution to benefits as well as salary; it does not include faculty contributions. The counted benefits include retirement contributions, medical insurance, disability income protection, tuition for faculty dependents, Social Security, unemployment insurance, group life insurance, workers’ compensation insurance, and other benefits with cash value such as moving expenses and housing allowances.
"Salary Equity" refers to the ratio between the average salary for women by rank divided by the average men’s salary, times 100. For example, if an institution had an average woman’s salary for an assistant professor of $100,000 and an average man’s salary for an assistant professor of $100,000, the gender equity ratio would be at 100.0, or parity. A ratio below 100 indicates the cents on the dollar of an average woman’s salary below a man’s average salary at that rank, and a ratio above 100 indicates the average woman’s salary above a man’s average salary at that rank.
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