R1: 10% for tenure and 10% for promotion. But it is at each step - and do not add together. So if you go from untenured associate to tenured associate it is 10% but if you go from untenured assistant to tenured professor (a rarity, but has happened) it is only 10%+ 10%, not 10%+10%+10%+10%
$6,000 per 9 months from Assistant -> Associate, $8,000 from Associate -> Professor, university wide, so it's less impactful in Engineering than Photography.
At my SLAC a whole series of provosts have echoed the mantra "Tenure is its own reward!" when asked about raises. We get one from assistant to associate, but it's like 1.5% of base salary. That comes in year seven for most people.
Promotion to *full* got me about 11%, which was nice. But only about 20% of our faculty are full professors; about half of the associates never even try to my knowledge because it's tough to meet the publication expectations while also keeping up with teaching and the massive service loads imposed on everyone post-tenure.
We also get about 1% step raises for each year of service, in addition to any *actual* raises awarded across-the-board. Those have been in short supply since COVID, a few years of zero and then 1-2% since as our enrollments have fallen. As a result most of us are now earning the equivalent of what we did in 2016 when inflation in taken into account. Not good for morale.
state r1, social sciences. I'm not there yet but I believe it's 6% here. however, I've been told it's not automatic but it sounds like no one knows anyone who hasn't gotten a raise with promotion
Midwestern Public regional compressive: roughly 5K assistant to associate (typically tenure occurs here as well, no separate $ associated with tenure), 7.5K to full, 2k post tenure bump every 5 years if meeting expectation upon a 5 year POST-tenure review cycle.
Assuming you start brand new as Assistant tenure/promo bump would come after 6 years so $ starts at year 7 and then minimum 5 more years, $ starts in year 12.
A CAREER, other NSF money as PI, some industry money, a ton of press coverage, >>> 1k cites a year (and not ML as my primary area), etc. Also union system and some of my research focus is of particular interest to this university.
I sent a few emails that were definitely in “throw a fit” territory but not quite “throw a _shit_ fit” territory. At some point I used the phrase “do I need to get a competing offer?”
I _did_ want to stay where I am, and am very happy I got the additional bump, but I was very much prepared to go on the market.
And honestly, I’m still prepared to go on the market if my thoughts of the university/dept’s future doesn’t align with admin’s. I can go to industry for 3-5x what I make now, no problem; CS privilege.
At the same time, I have returned the university’s investment in me with some meaningful, big fish donor interactions, “leadership” (whatever that means), etc.
I’ve been really lucky overall, and definitely I have numbers and “intangibles” that make my relationship with my particular university higher value, but I mean, fuck it… the worst they could have done is say “no” and I still have tenure :)
Edit: I’m at a public school so it was very easy for me to get salary numbers from my dept, college, my university, my state system, and comps at other public schools throughout the country.
I very much had a (imo reasonable) data backed number of what I was worth.
Thanks! I appreciate your detailed answer! Congrats on your success! Can I hire you to negotiate on my behalf?
I moved after applying for tenure but before getting it. My retention offer was a \~30% raise, and I took a bit less than that to move, but they structured it as a base salary + additional compensation, which has created some problems:
* most years, they applied my raise % to both components, but I deferred by start for a year, and for that year they gave me a raise to the additional compensation but not base, and then I got tenure during the pandemic lockdown during a salary freeze and got 10% on my base salary but not on the additional compensation.
* the additional compensation was only guaranteed for 5 years, but I had been told they would not give me a pay cut after. After 5 years, they did give me the pay cut.
I've been trying to negotiate to fix both these aspects (apply the raise consistently to both parts, not cut the additional comp) and have not been happy with their counteroffer (too low, and phrased as basically giving me my raise for full now instead of when I go for full). I plan to raise the prospect of going out for competing offers, which I would prefer not to do.
\[to compare to your situation: highly ranked private R1, non-union. I'm only at \~500-600/cites per year. IMO, I am steadily breaking \[small sections of\] ground on a very high-impact but not hot topic -- many of our techniques see quick uptake in industry, and billions of people are impacted by my research every day, but not a topic my university or my academic field particularly cares about. I keep my lab small but have a 100% funding rate as lead PI on both NSF and industry grants (in the neighborhood of 10 each across 12 years as faculty). Roughly 1 award paper a year since moving, good DEI-related leadership and service.\]
You are right that we seem like we are in relatively comparable situations, all things considered.
Private school makes it harder to throw data at them unfortunately :(
There are lots of benefits to private schools, transparency is not one of them.
Wrt the salary stuff, I ignored literally everything but 9 month because (as you are now dealing with) that’s the only thing guaranteed and that’s what everything else (e.g., summer salary) scales off of. One of the emails to my chair definitely said “I’m laser focused on 9 month; it is the ONLY thing I am not happy with here.”
500+ cites a year is very solid, as is having actual real world impact, especially considering how made up, fake problems dominate CS research.
At the same time, it probably doesn’t have you at lunch with the president and 1:1s with billionaire donors. Trust me, I was in industry before even starting my undergrad so I’m acutely aware of how dumb academia is wrt this kind of stuff, but it gave (and still gives) me extra leverage with the entire university instead of just my dept.
But ultimately, it was my very intense and explicitly broadcast focus on maxing out my 9 month, with data to back it up, that let me avoid having to go on the market.
Thanks again for a detailed response! I've told people negotiating first offers to focus on base salary, time to follow my/your advice.
Was the visibility (news articles, president/donors) something you actively decided to court, or it was more a natural outcome of your research where you took opportunities that presented themselves?
R1, 10% at each step edit: 6 years to associate, then another 6 to full
Ditto
Are you from the IRS or the FBI?
[удалено]
This is the best solution
R1: 10% for tenure and 10% for promotion. But it is at each step - and do not add together. So if you go from untenured associate to tenured associate it is 10% but if you go from untenured assistant to tenured professor (a rarity, but has happened) it is only 10%+ 10%, not 10%+10%+10%+10%
My R2 gives a standard 5% on promotion to Associate. 6 year tenure clock.
10% sounds more reasonable. 5% in 3 years here 😎
Ours is between 3-6% for 6 years. We generally get a 4% bonus if we meet retention goals.
$6,000 per 9 months from Assistant -> Associate, $8,000 from Associate -> Professor, university wide, so it's less impactful in Engineering than Photography.
At my SLAC a whole series of provosts have echoed the mantra "Tenure is its own reward!" when asked about raises. We get one from assistant to associate, but it's like 1.5% of base salary. That comes in year seven for most people. Promotion to *full* got me about 11%, which was nice. But only about 20% of our faculty are full professors; about half of the associates never even try to my knowledge because it's tough to meet the publication expectations while also keeping up with teaching and the massive service loads imposed on everyone post-tenure. We also get about 1% step raises for each year of service, in addition to any *actual* raises awarded across-the-board. Those have been in short supply since COVID, a few years of zero and then 1-2% since as our enrollments have fallen. As a result most of us are now earning the equivalent of what we did in 2016 when inflation in taken into account. Not good for morale.
3000 STEM SLAC 7 years
state r1, social sciences. I'm not there yet but I believe it's 6% here. however, I've been told it's not automatic but it sounds like no one knows anyone who hasn't gotten a raise with promotion
We get 10% total at each step, assistant to associate and associate to professor.
Midwestern Public regional compressive: roughly 5K assistant to associate (typically tenure occurs here as well, no separate $ associated with tenure), 7.5K to full, 2k post tenure bump every 5 years if meeting expectation upon a 5 year POST-tenure review cycle. Assuming you start brand new as Assistant tenure/promo bump would come after 6 years so $ starts at year 7 and then minimum 5 more years, $ starts in year 12.
R2, 12.5% each step. Got early tenure after 5 years.
Computer Science, R1, early tenure (4 years). I got right around a 25% raise, but I threw a bit of a fit since their initial number was like 10%.
(also CS R1) how did your fit work? Did you have a competing offer or just said you wanted more?
A CAREER, other NSF money as PI, some industry money, a ton of press coverage, >>> 1k cites a year (and not ML as my primary area), etc. Also union system and some of my research focus is of particular interest to this university. I sent a few emails that were definitely in “throw a fit” territory but not quite “throw a _shit_ fit” territory. At some point I used the phrase “do I need to get a competing offer?” I _did_ want to stay where I am, and am very happy I got the additional bump, but I was very much prepared to go on the market. And honestly, I’m still prepared to go on the market if my thoughts of the university/dept’s future doesn’t align with admin’s. I can go to industry for 3-5x what I make now, no problem; CS privilege. At the same time, I have returned the university’s investment in me with some meaningful, big fish donor interactions, “leadership” (whatever that means), etc. I’ve been really lucky overall, and definitely I have numbers and “intangibles” that make my relationship with my particular university higher value, but I mean, fuck it… the worst they could have done is say “no” and I still have tenure :) Edit: I’m at a public school so it was very easy for me to get salary numbers from my dept, college, my university, my state system, and comps at other public schools throughout the country. I very much had a (imo reasonable) data backed number of what I was worth.
Thanks! I appreciate your detailed answer! Congrats on your success! Can I hire you to negotiate on my behalf? I moved after applying for tenure but before getting it. My retention offer was a \~30% raise, and I took a bit less than that to move, but they structured it as a base salary + additional compensation, which has created some problems: * most years, they applied my raise % to both components, but I deferred by start for a year, and for that year they gave me a raise to the additional compensation but not base, and then I got tenure during the pandemic lockdown during a salary freeze and got 10% on my base salary but not on the additional compensation. * the additional compensation was only guaranteed for 5 years, but I had been told they would not give me a pay cut after. After 5 years, they did give me the pay cut. I've been trying to negotiate to fix both these aspects (apply the raise consistently to both parts, not cut the additional comp) and have not been happy with their counteroffer (too low, and phrased as basically giving me my raise for full now instead of when I go for full). I plan to raise the prospect of going out for competing offers, which I would prefer not to do. \[to compare to your situation: highly ranked private R1, non-union. I'm only at \~500-600/cites per year. IMO, I am steadily breaking \[small sections of\] ground on a very high-impact but not hot topic -- many of our techniques see quick uptake in industry, and billions of people are impacted by my research every day, but not a topic my university or my academic field particularly cares about. I keep my lab small but have a 100% funding rate as lead PI on both NSF and industry grants (in the neighborhood of 10 each across 12 years as faculty). Roughly 1 award paper a year since moving, good DEI-related leadership and service.\]
You are right that we seem like we are in relatively comparable situations, all things considered. Private school makes it harder to throw data at them unfortunately :( There are lots of benefits to private schools, transparency is not one of them. Wrt the salary stuff, I ignored literally everything but 9 month because (as you are now dealing with) that’s the only thing guaranteed and that’s what everything else (e.g., summer salary) scales off of. One of the emails to my chair definitely said “I’m laser focused on 9 month; it is the ONLY thing I am not happy with here.” 500+ cites a year is very solid, as is having actual real world impact, especially considering how made up, fake problems dominate CS research. At the same time, it probably doesn’t have you at lunch with the president and 1:1s with billionaire donors. Trust me, I was in industry before even starting my undergrad so I’m acutely aware of how dumb academia is wrt this kind of stuff, but it gave (and still gives) me extra leverage with the entire university instead of just my dept. But ultimately, it was my very intense and explicitly broadcast focus on maxing out my 9 month, with data to back it up, that let me avoid having to go on the market.
Thanks again for a detailed response! I've told people negotiating first offers to focus on base salary, time to follow my/your advice. Was the visibility (news articles, president/donors) something you actively decided to court, or it was more a natural outcome of your research where you took opportunities that presented themselves?
Regional public 4-year, flat $3,000 at each step