AAUP Faculty Compensation Survey

2018-19 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 2019 iteration of the survey includes information on salary and benefits for more than 380,000 full-time faculty members, and also salaries for senior administrators and pay for part-time faculty members, from more than 950 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 April. Inside Higher Ed below presents these data in an easily searchable database.

Click here for Inside Higher Ed's news coverage of the data.

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Compensation

Average Salary

ranges from $55,900 to $169,300

Average Salary Change

ranges from -3% to 13%

Average Total Compensation

ranges from $0 to $219,400

States

InstitutionCategoryState Avg. Salarysort descending
Full Professors
 Avg. Change
Continuing Full Professors
 Count
Full Professors
 Avg. Total Compensation
Full Professors
 Salary Equity
Full Professors
Cleveland State University Doctoral OHIO $112,200 1.7% 132 $144,300 98.8
Georgia Regents U Master’s GEORGIA $112,500 N/A 97 - 66.8
Ohio University-Main Campus Doctoral OHIO $113,400 1.7% 237 $148,900 90.3
Bowling Green State University-Main Campus Doctoral OHIO $114,800 3.6% 175 $141,300 97.6
University of Akron Main Campus Doctoral OHIO $118,300 3.6% 216 $150,800 84.8
University of Dayton Doctoral OHIO $119,200 2.3% 128 $152,400 84.0
Wright State University-Main Campus Doctoral OHIO $119,600 -0.6% 173 $151,500 83.0
Denison University Baccalaureate OHIO $119,800 5.6% 45 $159,100 92.3
Kent State University at Kent Doctoral OHIO $120,100 2.2% 206 $154,200 90.2
Ohio State University Agricultural Technical Institute Associate with Ranks OHIO $122,300 3.8% 3 $154,100

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About the Data

The compensation data above are collected annually by the American Association of University Professors. Participation in the AAUP survey is optional; over 950 institutions submitted data for the 2018-19 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.

For data questions, concerns, or custom reports, please contact [email protected] 

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