Skip to content

Faculty & Staff

 

Faculty Salary Range (Full to Assistant)

Baseline (2010) Current (2014) Change
UT $108K to $67K $130K to $76K +$22K to $9K
Target Peers $120K to $73K $134K to $82K +$14K to $9k

Source: American Association of University Professors


Our Progress

Faculty Salary GapThe core of any great university is its faculty and staff. Over the past four years, UT has invested $56 million in market and merit increases to address both faculty and staff salary gaps. UT has also increased its faculty awards. While UT did not fully accomplish its goals in the first phase of the journey, we are better positioned to attract and retain stellar talent as a result of progress. Some specific accomplishments include:

  • The Chancellor’s Faculty Support Challenge resulted in $21 million in new commitments and contributed to sixty-five new funded professorships. Today, more than 170 faculty members, representing nearly 16 percent of the faculty, are supported through professorships.
  • Four members of our faculty have been admitted to the National Academy of Engineering or the National Academy of Sciences since 2010. UT faculty have received more than sixty prestigious national awards over the past five years, including National Science Foundation Career Awards, Fulbright awards, National Endowment for the Humanities awards, and American Council of Learned Societies awards. Our faculty members have been┬árecognized with thirteen NEH fellowships over the past decade, ranking fourth in the country among public universities.
  • Expanded programs and services have improved our work culture and climate. STRIDE@UT and the Future Faculty program were established to encourage faculty diversity.
  • UT has been able to offer market, merit, and equity increases over the past five years, which have been instrumental in closing some market gaps. Campus leadership has also increased the starting salaries of our lowest-paid workers. Career paths have been added in five areas: Police Department, Audit and Consulting Services, Communications and Marketing, Advising, and Accounts Payable.
  • To support a broad culture of dialogue and transparency, an employee engagement survey was distributed in 2011 and again in 2014 to communicate how the campus can become a better place to work.

Additional Data

Undergraduate Student to Tenure-Line Faculty

BASELINE (2010) CURRENT (2014) CHANGE
UT 20 19 -1*
Target Peers 19 20 +1

Source: National Center for Education Statistics, IPEDS

* A lower ratio is typically considered more favorable in this metric


 

The flagship campus of the University of Tennessee System and partner in the Tennessee Transfer Pathway.