Types of Academic Faculty
- Instructional faculty: Persons teaching, tutoring, instructing, and lecturing in the activity of imparting knowledge.
- Research faculty: Persons with advanced scientific or academic training who are actively engaged in the research field, responsible for identifying research problems, developing designs or hypotheses, analyzing results of research investigations, reaching conclusions, publishing the results of research and investigations, and obtaining research grants or funding.
- Library faculty: Persons with a degree of at least Master of Library Science from an accredited institution, employed in NSHE libraries, and provide professional library services and directly support teaching and research.
General Academic Salary Schedule
The general academic salary schedules apply to faculty in all other disciplines with the exception of academic faculty in business, dental medicine, engineering, and law.
The Nevada System of Higher Education's (NSHE) Board of Regents periodically updates salary ranges for academic faculty.
Ranges are adjusted based on a review of faculty salaries at other institutions of higher learning. Ranges also are updated to reflect cost-of-living increases when given by the Nevada Legislature and approved by the NSHE Board of Regents.
The academic faculty salary schedules show the minimum, median, and maximum salary ranges for faculty by academic rank (instructor, assistant professor, associate professor, and professor).
Salary formulas and calculators are available for those formulating salaries for new hires
General Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $93,500 | $118,690 | $143,770 | $168,960 | $194,150 |
Associate Professor | $67,625 | $85,822 | $104,019 | $122,217 | $140,414 |
Assistant Professor | $60,513 | $76,822 | $93,130 | $109,439 | $125,748 |
Instructor | $52,737 | $66,959 | $81,180 | $95,401 | $109,623 |
General Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $112,200 | $142,340 | $172,590 | $202,730 | $232,980 |
Associate Professor | $81,149 | $102,986 | $124,824 | $146,660 | $168,497 |
Assistant Professor | $72,617 | $92,187 | $111,757 | $131,327 | $150,897 |
Instructor | $63,285 | $80,351 | $97,416 | $114,481 | $131,547 |
Discipline-Specific Academic Salary Schedule
The below discipline-specific salary ranges apply to academic faculty in business, dental medicine, engineering, and law.
Business Faculty (Accounting – Finance) | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $175,935 | $197,926 | $219,919 | $241,911 | $263,902 |
Associate Professor | $137,812 | $155,040 | $172,266 | $189,492 | $206,719 |
Assistant Professor | $130,921 | $147,287 | $163,651 | $180,017 | $196,382 |
Instructor | $64,178 | $72,201 | $80,223 | $88,245 | $96,268 |
Business Faculty (Marketing, Management, Prod/Ops, HR, Int'l, MIS) | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $165,151 | $185,794 | $206,438 | $227,082 | $247,726 |
Associate Professor | $137,544 | $154,737 | $171,930 | $189,123 | $206,316 |
Assistant Professor | $133,320 | $149,985 | $166,650 | $183,315 | $199,980 |
Instructor | $54,786 | $61,634 | $68,483 | $75,330 | $82,179 |
Economics | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $139,955 | $157,450 | $174,944 | $192,438 | $209,933 |
Associate Professor | $115,990 | $130,488 | $144,987 | $159,486 | $173,984 |
Assistant Professor | $106,576 | $119,897 | $133,219 | $146,541 | $159,862 |
Instructor | $56,874 | $63,984 | $71,093 | $78,202 | $85,312 |
Engineering Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $130,144 | $146,412 | $162,680 | $178,948 | $195,216 |
Associate Professor | $97,636 | $99,855 | $110,950 | $134,250 | $146,454 |
Assistant Professor | $79,286 | $81,088 | $90,098 | $109,018 | $118,929 |
Instructor | $62,950 | $70,819 | $78,687 | $86,557 | $94,425 |
Law Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $151,580 | $161,370 | $184,250 | $209,550 | $233,310 |
Associate Professor | $134,334 | $143,326 | $152,318 | $161,311 | $170,302 |
Assistant Professor | $101,626 | $116,082 | $130,539 | $144,997 | $159,453 |
Instructor | N/A | N/A | N/A | N/A | N/A |
Business Faculty (Accounting – Finance) | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $211,122 | $237,512 | $263,902 | $290,292 | $316,683 |
Associate Professor | $167,416 | $188,343 | $209,270 | $230,197 | $251,123 |
Assistant Professor | $159,443 | $179,374 | $199,305 | $219,236 | $239,166 |
Instructor | $78,266 | $88,050 | $97,833 | $107,616 | $117,400 |
Business Faculty (Marketing, Management, Prod/Ops, HR, Int'l, MIS) | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $198,180 | $222,954 | $247,726 | $272,499 | $297,271 |
Associate Professor | $165,053 | $185,684 | $206,316 | $266,948 | $247,579 |
Assistant Professor | $159,984 | $179,982 | $199,980 | $219,978 | $239,976 |
Instructor | $66,812 | $75,164 | $83,515 | $91,867 | $100,218 |
Economics | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $167,946 | $188,939 | $209,933 | $230,926 | $251,920 |
Associate Professor | $139,186 | $156,585 | $173,984 | $191,382 | $208,781 |
Assistant Professor | $127,890 | $143,877 | $159,863 | $175,848 | $191,835 |
Instructor | $69,359 | $78,030 | $86,699 | $95,369 | $104,039 |
Dental Medicine Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $165,606 | $186,307 | $207,008 | $227,709 | $248,410 |
Associate Professor | $119,899 | $134,886 | $149,873 | $164,860 | $179,848 |
Assistant Professor | $100,873 | $113,483 | $126,092 | $138,701 | $151,311 |
Instructor | $66,871 | $75,230 | $83,589 | $91,948 | $100,307 |
Engineering Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $156,173 | $175,694 | $195,216 | $214,738 | $234,259 |
Associate Professor | $117,163 | $131,809 | $146,454 | $161,099 | $175,745 |
Assistant Professor | $96,690 | $108,777 | $120,863 | $132,949 | $145,035 |
Instructor | $76,769 | $78,513 | $95,961 | $105,557 | $115,152 |
Law Faculty | Minimum | Q1 | Mid | Q3 | Maximum |
---|---|---|---|---|---|
Professor | $181,940 | $193,600 | $221,100 | $251,460 | $279,950 |
Associate Professor | $161,201 | $171,330 | $182,782 | $193,573 | $204,362 |
Assistant Professor | $121,950 | $139,299 | $156,647 | $173,996 | $191,344 |
Instructor | N/A | N/A | N/A | N/A | N/A |
Merit Pay
The last merit approved by Nevada legislature was in FY24, it designated a 1% merit overall salary pool for effective 7/1/23. Visit the merit guidelines webpage for historical information.
Evaluation Process
Academic faculty must be evaluated once per year. The Office of Faculty Affairs and the Provost handle this process. Evaluations are usually conducted in January and February. Employees are evaluated by the calendar year starting in January and ending in December.
Retention Incentive Bonus
The Nevada Legislature approved Assembly Bill 522 that includes four retention incentive payments of $250 for fiscal years 2024 and 2025, less standard deductions, to permanent employees who are employed in an academic or administrative faculty or classified position that is no less than half-time (0.5 FTE).
Eligibility Criteria
To be eligible for retention payments, individuals must:
- Be a regular appointed part-time or full-time academic faculty, administrative faculty, or classified employee.
- Have a base salary of $120,000 or less
Tax Implications
The retention incentive payments are wages; therefore, Medicare tax and Federal Income tax will be withheld.
Ineligible Employees
Employees under the following classifications are ineligible for retention incentive payments:
- Letter of Appointment
- Part-time Instructors
- Temporary Hourly
- Student Employees
- Graduate Assistants
- Postdoctoral Scholars
- Select Head Coaches
Payment Schedule
Emloyed on |
Academic and Administrative (monthly) |
---|---|
09/30/2023 | 11/01/2023 |
12/31/2023 | 02/01/2024 |
03/31/2024 | 05/01/2024 |
06/15/2024 | 06/30/2024 (off regular pay cycle) |
09/30/2024 | 11/01/2024 |
12/31/2024 | 02/01/2025 |
03/31/2025 | 05/01/2025 |
06/15/2025 | 06/30/2025 (off regular pay cycle) |
Longevity Pay
The passage of Assembly Bill 522 included a program to encourage employee continuity of service, also known as longevity. Under this program, eligible employees will receive semi-annual payments based on their years of service beginning in December 2023.
Eligibility Criteria
To be eligible for semi-annual longevity payments, individuals must:
- Be a regular appointed part-time or full-time academic faculty, administrative faculty, or non-CBA covered classified employee
- Have eight (8) or more years of continuous state service.
- “Continuous state service” for longevity purposes includes uninterrupted service within the branches of state government, and uninterrupted service with NSHE as classified employees or academic and administrative faculty in regular non-temporary positions.
- Be employed within NSHE on the first of the month prior to the longevity payment.
- Have received a rating of satisfactory or higher on their most recent performance evaluation.
Ineligible Employees
Employees under the following classifications are ineligible for longevity payments:
- Letter of Appointment (salaried and hourly)
- Part-time Instructors
- Temporary Hourly
- Student Employees
- Graduate Assistants
- Postdoctoral Scholars
- Classified employees under a collective bargaining unit (A,E,F,G)
Additional Information
- Longevity payments are retirement-eligible payments.
- Individuals employed for at least .50 FTE but less than 1.0 FTE during the six-month period prior to the longevity payment, will receive a prorated payment based on their average percentage of FTE for the six-month period prior to the corresponding longevity payment.
Longevity Payment Schedule for Eligible Academic and Administrative Faculty
Employee's years of service will be determined by rounding down to the nearest whole number. For example, an individual with 13.6 years would receive the payment of $225 for 13 years.
Quick Link: Nevada Board of Regents Policy on Longevity Pay, Chapter 3, Section 9
Years of Service | June & December Payments |
---|---|
8 | $100 |
9 | $125 |
10 | $150 |
11 | $175 |
12 | $200 |
13 | $225 |
14 | $250 |
15 | $300 |
16 | $350 |
17 | $400 |
18 | $450 |
19 | $500 |
20 | $550 |
21 | $600 |
22 | $650 |
23 | $700 |
24 | $750 |
25 | $825 |
26 | $900 |
27 | $975 |
28 | $1,050 |
29 | $1,125 |
30+ |
$1,200 |
Cost of Living Adjustments
The Nevada Legislature meets every two years to discuss cost of living adjustments (COLA) as a part of the budget for the coming biennium, and has approved cost of living adjustments.
Below are the eligibility guidelines and an update to the “COLA History” cost of living adjustments approved by the Nevada legislature effective October 1, 2024.
Who is Eligible?
An employee is eligible to receive COLA if they were hired in an eligible position on or prior to June 30, 2024.* (unless indicated otherwise by their contract/offer) | |||
---|---|---|---|
Eligible Employees: | All non-temporary regular continuing academic and clinical faculty. | ||
Ineligible Employees: | Postdoctoral Scholars, Temporary Faculty, Letter-of-Appointment Faculty, Medical Residents, Student Employees, Graduate Student Employees (TAs and RAs), and Volunteers, Adjunct Faculty and Emeritus Faculty (unpaid) | ||
Ineligible Criteria: |
|
Effective Date | Percentage | Note |
---|---|---|
July 1, 2024 | 11% | Classified Staff/AFSCME and NPU Classified Staff |
October 1, 2024 | 11% | Administrative Staff and Academic (non clinical faculty) |
October 1, 2024 | 4% | Clinical Faculty |
Effective Date | Percentage | Note |
---|---|---|
July 1, 2023 | 4% | Clinical Faculty, Kirk Kerkorian School of Medicine |
July 1, 2023 | 12% | Academic and Administrative and Faculty |
July 1, 2023 | 12% | Classified Staff |
July 1, 2023 | 13% | AFSCME and NPU Classified Staff |
Effective Date | Percentage | Note |
---|---|---|
July 1, 2022 | 1.0% | AFSCME classified staff will receive a 3% cost of living increase for FY23. |
July 1, 2021 |
0.0% |
|
July 1, 2020 |
0.0% |
|
July 1, 2019 |
3.0% |
|
July 1, 2018 |
3.0% |
|
July 1, 2017 |
3.0% |
|
July 1, 2016 |
2.0% |
|
July 1, 2015 |
1.0% |
|
July 1, 2014 |
0.0% |
|
July 1, 2013 |
0.0% |
|
July 1, 2012 |
0.0% |
|
July 1, 2011 |
0.0% |
|
July 1, 2010 |
0.0% |
|
July 1, 2009 |
0.0% |
|
July 1, 2008 |
4.0% |
|
July 1, 2007 |
2.0% |
|
July 1, 2006 |
4.0% |
|
July 1, 2005 |
2.0% |
Step 10 added to the classified schedule |
July 1, 2004 |
2.0% |
|
July 1, 2003 |
0.0% |
|
July 1, 2002 |
4.0% |
|
July 1, 2001 |
4.0% |
|
July 1, 2000 |
0.0% |
Classified received 2.0% COLA, UNLV Faculty Senate voted to forego COLA. |
July 1, 1999 |
0.0% |
|
July 1, 1998 |
3.0% |
|
July 1, 1997 |
3.0% |
|
July 1, 1996 |
3.0% |
|
July 1, 1995 |
4.0% |
Classified received 5.0% COLA, Faculty Merit pool was increase from 2.0% to 2.5%. |
July 1, 1994 |
0.0% |
|
July 1, 1993 |
0.0% |
|
July 1, 1992 |
0.0% |
|
July 1, 1991 |
4.0% |
|
July 1, 1990 |
5.0% |
|
July 1, 1989 |
5.0% |
Eligible employees are expected to see new COLA inclusive salaries on October 1st (for monthly).
An initial mass load to process increases for employee’s COLA is expected to be completed by central human resources sometime in the Fall, prior to October. Further information will be distributed in the upcoming months.
It is the departments/HR liaison responsibility to review all department employee records and ensure accuracy and report to Human Resources prior to payout of the first COLA inclusive paycheck.
Employees should contact their home department/HR liaison to report any errors.
Departments/HR liaison Responsibilities include:
- Review all employee records to ensure accuracy.
- Review all employee records to ensure employee who have receive COLA meet eligibility guidelines distributed.
- Report any mistakes to Human Resources to address prior to payout and by stated deadlines.
- Ensure compensation history and grade placements are accurate for the employee.
- Run reports as necessary to ensure appropriate active compensation and compensation history is accurate.
- Addressing overpayment and underpayments for processing and, notifying employees if errors have occurred.
Permanent Change to Base Salary
Employees may request a permanent change to base salary. Final action for each request is made by the appropriate Vice President, the Executive Vice President and Provost, or the President and communicated to the employee.
Request Type | Instructions |
---|---|
Reason A: Requests based on a perceived inequity among similarly situated peers (not based on a protected class). |
|
Reason B: Requests based on perceived inequity (based on a protected class) |
|
Reason C: Requests based on significant change in job responsibilities |
|
Adjustments to salary are contingent on funding. Approved salary adjustments are reported yearly to the Faculty Senate. Adjustments that exceed 10% of base salary are reported to NSHE.
Appeals Process
What is the process? How would someone begin an appeal?
Should an academic faculty member desire to appeal the salary decision of the vice president, the executive vice president and provost, or the president they may do so under the provisions of the UNLV Bylaws found in Section 6.5 and 6.6; which state:
6.5 Reasons for Personnel Action Denials. In accordance with the Nevada System of Higher Education Code, Chapter 5, Section 5.2.3, a faculty member may request the reasons for denial of appointment with tenure, salary increases, promotion or reappointment. (Salary increases include merit awards.) Also see UNLV Bylaws, Chapter III, Section 16.8.
6.6 Reconsideration of Personnel Action Denials. In accordance with the Nevada System of Higher Education Code, Section 5.2.4, a faculty member may request reconsideration of any personnel action denying appointment with tenure, salary increases, promotion or reappointment. (Salary increases include merit awards). Also see UNLV Bylaws, Chapter III, Section 16.9. The Office for Academic Resources will review requests for reconsideration, and forward recommendation to the Executive Vice President and Provost. Final action shall be taken within a reasonable time by the Executive Vice President and Provost.
The Office for Academic Resources will review requests for reconsideration and forward recommendation to the Executive Vice President and Provost. Final action will be taken within a reasonable time by the Executive Vice President and Provost.
Tenure and Promotion
Tenure is awarded after a lengthy review and evaluation process handled by the Office of Faculty Affairs.
Contact
If you have any questions, please contact your college’s compensation and classification specialist.
Title IX
UNLV does not discriminate in its employment practices or in its educational programs or activities, including admissions, on the basis of sex/gender pursuant to Title IX, or on the basis of age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, color or religion pursuant to Title 4, Chapter 8, Section 13 of the NSHE Handbook.
Reports of discriminatory misconduct, questions regarding Title IX, and/or concerns about noncompliance with Title IX or any other anti-discrimination laws or policies should be directed to UNLV’s Title IX Coordinator Michelle Sposito. The Title IX Coordinator can be reached through the online reporting form, by email at titleixcoordinator@unlv.edu, by phone at 702-895-4055, by mail at 4505 S. Maryland Parkway, Box 451062, Las Vegas, NV, 89154-1062, or in person at Frank and Estella Beam Hall (BEH), Room 555.