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

FY 23 General Academic Salary Schedule (9 month Contract)

General Faculty Minimum Q1 Mid Q3 Maximum
Professor $85,000 $107,900 $130,700 $153,600 $176,500
Associate Professor $61,477 $78,020 $94,563 $111,106 $127,649
Assistant Professor $55,012 $69,838 $84,664 $99,490 $114,316
Instructor $47,943 $60,872 $73,800 $86,728 $99,657

FY 23 General Academic Salary Schedule (12 month Contract)

General Faculty Minimum Q1 Mid Q3 Maximum
Professor $102,000 $129,400 $156,900 $184,300 $211,800
Associate Professor $73,772 $93,624 $113,476 $133,327 $153,179
Assistant Professor $66,015 $83,806 $101,597 $119,388 $137,179
Instructor $57,532 $73,046 $88,560 $104,074 $119,588

Discipline-Specific Academic Salary Schedule

The below discipline-specific salary ranges apply to academic faculty in business, dental medicine, engineering, and law.

FY 23 Discipline-Specific Academic Salary Schedule (9 Month Contract)

Business Faculty (Accounting – Finance) Minimum Q1 Mid Q3 Maximum
Professor $159,941 $179,933 $199,926 $219,919 $239,911
Associate Professor $125,284 $140,945 $156,605 $172,265 $187,926
Assistant Professor $119,019 $133,897 $148,774 $163,652 $178,529
Instructor $58,344 $65,637 $72,930 $80,223 $87,516
Business Faculty (Marketing, Management, Prod/Ops, HR, Int'l, MIS) Minimum Q1 Mid Q3 Maximum
Professor $150,137 $168,904 $187,671 $206,438 $225,205
Associate Professor $125,040 $140,670 $156,300 $171,930 $187,560
Assistant Professor $121,200 $136,350 $151,500 $166,650 $181,800
Instructor $49,805 $56,031 $62,257 $68,482 $74,708
Economics Minimum Q1 Mid Q3 Maximum
Professor $127,232 $143,136 $159,040 $174,944 $190,848
Associate Professor $105,445 $118,625 $131,806 $144,987 $158,167
Assistant Professor $96,887 $108,997 $121,108 $133,219 $145,329
Instructor $51,704 $58,167 $64,630 $71,093 $77,556
Engineering Faculty  Minimum Q1 Mid Q3 Maximum
Professor $118,313 $133,102 $147,891 $162,680 $177,469
Associate Professor $88,760 $99,855 $110,950 $122,045 $133,140
Assistant Professor $72,078 $81,088 $90,098 $99,107 $108,117
Instructor $57,227 $64,381 $71,534 $78,688 $85,841
Law Faculty  Minimum Q1 Mid Q3 Maximum
Professor $137,800 $146,700 $167,500 $190,500 $212,100
Associate Professor $122,122 $130,296 $138,471 $146,646 $154,820
Assistant Professor $92,387 $105,529 $118,672 $131,815 $144,957
Instructor N/A N/A N/A N/A N/A

FY 23 Discipline-Specific Academic Salary Schedule (12 Month Contract)

Business Faculty (Accounting – Finance) Minimum Q1 Mid Q3 Maximum
Professor $191,929 $215,920 $239,911 $263,902 $287,894
Associate Professor $152,196 $171,221 $190,245 $209,270 $228,294
Assistant Professor $144,948 $163,067 $181,186 $199,305 $217,424
Instructor $71,151 $80,045 $88,939 $97,833 $106,727
Business Faculty (Marketing, Management, Prod/Ops, HR, Int'l, MIS) Minimum Q1 Mid Q3 Maximum
Professor $180,164 $202,685 $225,205 $247,726 $270,246
Associate Professor $150,048 $168,804 $187,560 $206,316 $225,072
Assistant Professor $145,440 $163,620 $181,800 $199,980 $218,160
Instructor $60,738 $68,331 $75,923 $83,515 $91,107
Economics Minimum Q1 Mid Q3 Maximum
Professor $152,678 $171,763 $190,848 $209,933 $229,018
Associate Professor $126,533 $142,350 $158,167 $173,984 $189,801
Assistant Professor $116,264 $130,797 $145,330 $159,862 $174,395
Instructor $63,054 $70,936 $78,817 $86,699 $94,581
Dental Medicine Faculty Minimum Q1 Mid Q3 Maximum
Professor $150,551 $169,370 $188,189 $207,008 $225,827
Associate Professor $108,999 $122,624 $136,248 $149,873 $163,498
Assistant Professor $91,703 $103,166 $114,629 $126,092 $137,555
Instructor $60,792 $68,391 $75,990 $83,589 $91,188
Engineering Faculty  Minimum Q1 Mid Q3 Maximum
Professor $141,975 $159,722 $177,469 $195,216 $212,963
Associate Professor $106,512 $119,826 $133,140 $146,454 $159,768
Assistant Professor $87,900 $98,888 $109,875 $120,863 $131,850
Instructor $69,790 $78,513 $87,237 $95,961 $104,684
Law Faculty  Minimum Q1 Mid Q3 Maximum
Professor $165,400 $176,000 $201,000 $228,600 $254,500
Associate Professor $146,546 $156,356 $166,165 $175,975 $185,784
Assistant Professor $110,864 $126,635 $142,406 $158,178 $173,949
Instructor N/A N/A N/A N/A N/A

Merit Pay

Nevada legislature has designated a 1% merit overall salary pool for FY23. Visit the merit guidelines webpage for a full merit data listing for FY23.

Merit pay was last awarded in FY15. A full listing is available of merit data for that year.

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.

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. Authorized cost-of-living increases usually take effect July 1.

Nevada legislature has designated a 1% cost of living increase for FY 23.

COLA History

Effective date of July 1, 2022. A percentage of 1%.

Cost of Living Increases Since 1989
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%

 

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 Process

Request Type Instructions
Reason A: Requests based on a perceived inequity among similarly situated peers (not based on a protected class).
  1. Faculty member prepares and submits a request to immediate supervisor. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. Supervisor reviews request (and can prepare additional documents as it relates to the request). This is not an approval or denial step, but a notification to the supervisor that a perceived inequity exists and that the faculty requests a review.
  3. The supervisor submits the materials to the appropriate administrative head for review. The head may add additional context to the request, but must forward for analysis to the academic compensation team at academiccomp@unlv.edu with attached justification and employee resume.
  4. The Academic compensation team reviews the request and provides recommendation.
  5. Academic Resources, the Provost, and President will review and approve.
Reason B: Requests based on perceived inequity (based on a protected class)
  1. Faculty prepares request and submits request to the Office of Equal Employment & Title IX for an official review. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. The Office of Equal Employment & Title IX investigates claim and completes official review
  3. Notification of decision sent directly to faculty member, appropriate administrative head, and when applicable Human Resources and Academic Resources
Reason C: Requests based on significant change in job responsibilities
  1. Faculty member and supervisor prepare materials to include with their case for salary review. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. The supervisor submits the materials to the appropriate administrative head for review and approval. If the administrative head is not in agreement, they will notify the supervisor and faculty member.
  3. Academic compensation team reviews the request and provides recommendation
  4. Recommendation sent by Academic Resources to the Provost, and President for final review and approval.

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.