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2026 Faculty Market Study

Summary

Salary adjustments will begin October 31, 2026. The methodology compares faculty salaries with external benchmarks and directs available funding toward faculty with the greatest individual salary discrepancy relative to those benchmarks.

Estimate Your Adjustment

Download the Faculty Market Adjustment Estimator (Excel)

Download and open the workbook in Excel. On the Estimator tab, enter your current base salary and select your faculty rank, CIP group, and appointment length from the yellow drop-down fields. Your estimated adjustment will calculate automatically.

Salary Adjustment Methodology

  • The salary adjustment is based on the same faculty population used in the previously published faculty salary study updated for recent personnel changes.
  • Salaries and ranks were updated for 24 faculty members who received Tenure and/or Promotion so that the analysis reflects their new rank and corresponding salary.
  • Faculty who have separated from the University were identified and excluded, as appropriate, from the continuing faculty population.
  • To make salaries comparable, 12-month non-library faculty salaries were converted to a 9-month equivalent by multiplying the annual salary by 75%. Nine-month faculty salaries were not adjusted.  The resulting amount is referred to as the faculty member’s Normalized Salary. Library faculty salaries were not converted because their peer benchmarks are assumed to represent 12-month appointments.
  • Each faculty member was compared to an external salary benchmark based on their academic discipline (CIP) and rank.
  • The primary benchmark is the SREB Four-Year 2 median salary. When SREB data were unavailable, an appropriate alternative benchmark (R2 Public Peers) was used.
  • Because available funding is not sufficient to bring faculty salaries to the full SREB median, the salary target was established at 75% of the applicable benchmark.
  • For each faculty member below that target, the difference between their Normalized Salary and 75% of the applicable benchmark was calculated.
  • Eligible faculty will receive a salary adjustment equal to 60% of their individual remaining gap to the 75% benchmark.
  • Faculty whose salaries are already at or above 75% of the applicable benchmark do not receive an adjustment through this methodology.
  • As a result, available funding is directed toward faculty with the greatest individual salary discrepancy relative to the external market benchmark.
  • Adjustments to begin Oct. 31, 2026. $500,000 was allocated for adjustments this year, but the adjustments exceed that amount.
  • Eligible faculty will receive a salary adjustment equal to 60% of their individual
    remaining gap to the 75% benchmark. The amount 60% was chosen to maximize the number of faculty getting an adjustment within the allocated $500K.