University of Minnesota Salaries – Earnings and Hourly Wages

The University of Minnesota offers a diverse range of salaries for its staff and faculty members. The salary data for University of Minnesota employees can vary based on factors such as job title, experience, and department. In this article, we will explore the average salaries and hourly wages at the University of Minnesota.

Key Takeaways:

The average salary at the University of Minnesota is approximately $90,412 per year.
Salaries can vary based on factors such as job title, department, and level of education.
Some of the highest paying jobs at the University of Minnesota include Administrative Manager 3 with an average annual salary of $295,402.
Salaries may differ based on the location of the position, taking into account local economic conditions.
The University of Minnesota follows a comprehensive compensation and classification system to ensure equitable and market-standard salaries.

Average Salary at University of Minnesota

When considering employment at the University of Minnesota, one of the key factors that job seekers consider is the average salary. According to available data, the average salary at the University of Minnesota is approximately $90,412 per year. However, it’s important to note that this figure can vary based on various factors such as job title, department, and level of education.

Salaries at the University of Minnesota are competitive and reflect the expertise and contributions of its staff and faculty members. The university recognizes the value of attracting and retaining top talent by offering salaries that align with market standards and compensation benchmarks.

It is worth noting that the University of Minnesota emphasizes fairness and transparency in its salary structures. The institution considers factors such as job responsibilities, qualifications, and market value when determining salary offers for employees.

Factors Affecting Salary

The average salary at the University of Minnesota can vary based on several factors:

Job Title: Different roles within the university come with different salary ranges, reflecting the responsibilities and expertise required for each position.
Department: Salaries can vary between different departments based on funding, demand for positions, and other factors specific to each department.
Level of Education: Higher levels of education, such as advanced degrees or specialized certifications, may qualify employees for higher salary ranges.

Competitiveness and Recognition

Offering a competitive average salary is important for the University of Minnesota to attract and retain talented individuals. By compensating their staff and faculty members fairly, the university acknowledges their expertise and contributions to the institution’s mission.

The university’s commitment to providing competitive salaries helps create an environment where employees feel valued and motivated to excel in their roles. This, in turn, contributes to the overall success and reputation of the University of Minnesota as a leading educational institution.

Average Salaries at University of Minnesota by Department

Department
Average Salary

Finance
$85,000

Information Technology
$92,500

Research
$97,000

Administration
$80,000

Highest Paying Jobs at University of Minnesota

When it comes to compensation, the University of Minnesota recognizes the value of its faculty and staff members. Salaries at the university are based on a variety of factors, including the skills, responsibilities, and contributions of each individual. Here are some of the highest paying jobs at the University of Minnesota:

Administrative Manager 3

Average Annual Salary: $295,402

With an average annual salary of $295,402, the Administrative Manager 3 position is one of the highest paying jobs at the University of Minnesota. As an administrative manager, individuals in this role are responsible for overseeing and coordinating administrative activities for their department. With their leadership skills and expertise, they play a crucial role in the efficient functioning of the university.

Administrative Specialist at The Raptor Center

Average Salary: $65,501

The Raptor Center at the University of Minnesota provides medical care and rehabilitation services to injured birds of prey. The administrative specialists at The Raptor Center play a vital role in supporting the center’s operations. With an average salary of $65,501, this position offers competitive compensation for individuals contributing to the conservation and well-being of these majestic creatures.

These are just a few examples of the highly rewarding career opportunities available at the University of Minnesota. The university values the dedication and expertise of its faculty and staff members, and strives to provide competitive salaries that reflect their contributions.

Location-Based Salary Variations at University of Minnesota

When considering salary information at the University of Minnesota, it is essential to take into account the impact of location. Salaries across different campus locations and offices may vary due to various factors such as local economic conditions and the specific demands of each area.

A prime example of this variation can be observed in the headquarters office located in Woodbury, MN, where salaries may differ from other campus locations. The university recognizes the importance of considering these unique circumstances when determining average salaries for its employees.

By taking local factors into consideration, the University of Minnesota strives to ensure fair compensation that aligns with the demands and resources of each specific location.

Location
Salary Range

Woodbury, MN (Headquarters Office)
$XX,XXX – $XX,XXX

Minneapolis, MN (Main Campus)
$XX,XXX – $XX,XXX

St. Paul, MN (St. Paul Campus)
$XX,XXX – $XX,XXX

Other Campus Locations
$XX,XXX – $XX,XXX

Compensation and Classification at University of Minnesota

The University of Minnesota is dedicated to ensuring fair and competitive compensation for its employees through a comprehensive compensation and classification system. This system categorizes jobs into specific job families and assigns salary ranges to each family, taking into account various factors such as job responsibilities, qualifications, and market norms.

The university recognizes that job roles may evolve over time and acknowledges the need for adjustments in compensation. Job reclassification, promotions, and cost of living adjustments are among the factors that can affect salaries at the University of Minnesota.

The commitment to equity and fairness drives the university’s efforts to ensure that salaries are aligned with market standards. By regularly assessing and updating salary ranges, the university strives to attract and retain top talent.

Below is an example of the job classification system at the University of Minnesota:

Job Family
Description
Salary Range

Faculty
Teaching and research positions
$50,000 – $200,000

Administrative
Management and administrative positions
$40,000 – $150,000

Technical
Positions requiring specialized technical skills
$35,000 – $100,000

Support
Positions providing support services
$25,000 – $70,000

The provided table illustrates the different job families at the University of Minnesota and the corresponding salary ranges. Please note that these ranges are approximate and may vary based on the specific role, years of experience, and other factors.

The University of Minnesota’s commitment to fair compensation extends across all employee levels and departments. Through its comprehensive compensation and classification system, the university endeavors to create a supportive and rewarding work environment that attracts and retains talented individuals.

Institutional Base Salary (IBS) and Total Annual Compensation (TAC)

At the University of Minnesota, the compensation for faculty and academic professional & administrative (P&A) employees is determined using the institutional base salary (IBS) system. This system takes into account various components to ensure fair and transparent compensation practices.

The IBS includes the regular salary, increments, faculty administrative augmentation, and academic administrative augmentation. By considering these factors, the University of Minnesota aims to provide employees with a comprehensive and competitive salary package that recognizes their contributions and expertise.

Furthermore, the Total Annual Compensation (TAC) encompasses not only the IBS but also work outside the primary appointment and special one-time payments and benefits. This holistic approach to compensation enables the University of Minnesota to provide a comprehensive view of an employee’s total earnings and rewards.

Through these systems, the University of Minnesota ensures that faculty and P&A employees are fairly compensated for their work, creating an environment that attracts top talent and fosters professional growth.

Average Salary and Total Annual Compensation Comparison

Component
Average Salary
Total Annual Compensation

IBS
$90,412 per year
$100,265 per year

Work outside primary appointment
N/A
$4,500 per year

Special one-time payments and benefits
N/A
$2,000 per year

The table above provides a comparison between the average salary and total annual compensation, including the IBS, work outside the primary appointment, and special one-time payments and benefits. It demonstrates the additional components that contribute to an employee’s overall compensation at the University of Minnesota.

Salary Rates for Non-Academic Employees

Salaries for non-academic employees at the University of Minnesota are determined based on the policies specific to each employee group. Civil Service exempt, non-exempt, and hourly employees are compensated according to their appointments and relevant University policies. The university ensures that salaries for non-academic employees are competitive and commensurate with their roles and responsibilities.

Non-academic employees play a vital role in the functioning of the University of Minnesota. From administrative staff to maintenance personnel, their contributions support the overall operations and success of the institution. To attract and retain top talent, the university offers competitive salary rates that reflect the value of their work.

The salary rates for non-academic employees vary depending on factors such as job title, experience, and job position. The University of Minnesota follows a fair and transparent compensation system that adheres to relevant policies and guidelines. This ensures that employees receive compensation that aligns with industry standards and acknowledges their expertise and efforts.

The University of Minnesota is committed to providing equitable and competitive salaries for all employees. By offering competitive salary rates, the university not only recognizes the valuable contributions of non-academic employees but also fosters a positive work environment and supports employee satisfaction and well-being.

Whether it’s a clerical role, a technical position, or a managerial position, the University of Minnesota values the skills and dedication of its non-academic staff. Salaries are determined based on factors such as job responsibilities, qualifications, and market standards, ensuring fair and appropriate compensation.

Here is an example table showcasing a range of salary rates for non-academic employees:

Job Title
Salary Range

Administrative Assistant
$35,000 – $50,000

IT Support Specialist
$45,000 – $60,000

Facilities Coordinator
$50,000 – $70,000

Human Resources Generalist
$55,000 – $75,000

These salary ranges are provided as examples and may vary depending on the specific role, years of experience, and other factors. The University of Minnesota values transparency in its salary structure, ensuring employees have a clear understanding of the compensation they can expect based on their position within the organization.

It is important to note that salary rates for non-academic employees at the University of Minnesota are periodically reviewed and adjusted to remain competitive in the job market. The university strives to attract and retain talented individuals by offering fair compensation packages that reflect their skills, expertise, and contributions.

Charging Salaries to Sponsored Projects

When it comes to sponsored projects, the University of Minnesota prorates institutional base salaries (IBS) based on the employee’s percent time appointment and the expected percentage of time to be charged to the project. Salaries for academic employees and non-academic employees may be budgeted and charged to sponsored projects as per University policies and guidelines. This ensures accurate and appropriate allocation of salary costs.

At the University of Minnesota, charging salaries to sponsored projects is an essential practice that allows for the proper distribution of funds and resources. By prorating institutional base salaries to reflect the time spent on research and other project-related activities, the university maintains transparency and accountability in financial matters.

For example, if an academic employee is appointed to a sponsored project for 50% of their time, their institutional base salary would be prorated accordingly. This means that only 50% of their regular salary would be charged to the sponsored project, while the remaining 50% would be charged to other funding sources or the department’s budget.

Similarly, non-academic employees who participate in sponsored projects have their salaries adjusted based on the portion of their time devoted to project activities. This ensures that the costs associated with their work are accurately accounted for and aligned with the project’s budget.

Guidelines and Policies

The University of Minnesota has established guidelines and policies to govern the charging of salaries to sponsored projects. These guidelines ensure consistency and compliance across various departments and research units. By adhering to these policies, the university maintains ethical practices and avoids any potential mismanagement of funds.

It is imperative for faculty and staff members involved in sponsored projects to consult the relevant policies and guidelines to ensure proper and accurate charging of salaries. These resources provide detailed instructions on how to estimate, budget, and charge salaries appropriately.

Transparent Financial Management

The University of Minnesota is committed to transparent financial management, including the allocation of salary costs to sponsored projects. This commitment ensures that funds are utilized efficiently, and research activities are adequately supported.

By prorating salaries, the university promotes accountability and fair distribution of resources among various research projects. This approach contributes to the high-quality research conducted at the University of Minnesota and supports the exploration of innovative ideas.

Sponsored Project
Employee
Percent Time Appointment
Salary Charged

Project A
John Smith
50%
$45,000

Project B
Jane Doe
75%
$60,000

Project C
Michael Johnson
25%
$35,000

Periods Outside the Academic Year and Extra Service Pay

The University of Minnesota recognizes the significance of periods outside the academic year when determining salaries for faculty members. This includes appointments during the summer months, which may require additional compensation. Salaries for non-academic employees are also adjusted based on their percent time appointments, ensuring fair remuneration for their contributions.

In certain circumstances, the university provides extra service pay as a form of overload compensation. This may be applicable to intra-University consulting or specific administrative responsibilities that require employees to go above and beyond their regular duties. Extra service pay serves as a recognition of the additional effort and commitment demonstrated by faculty and staff.

Illustration: University of Minnesota summer appointments and extra service pay

Effort Reporting and Salary Components

The University of Minnesota follows a comprehensive effort reporting process, which includes the reporting of various salary components. The institutional base salary (IBS) serves as the foundation for effort reporting and encompasses the regular salary, increments, administrative augmentations, and additional compensation.

Proper reporting of salary components is essential to ensure accurate and compliant effort reporting practices across the University of Minnesota.

Effort reporting plays a critical role in assessing and documenting the distribution of an employee’s effort among various activities and funding sources. By accurately reporting salary components, the University of Minnesota can monitor and track the allocation of time and resources in accordance with regulatory requirements.

Conclusion

The University of Minnesota is dedicated to ensuring that its staff and faculty members receive fair and competitive salaries. By implementing comprehensive compensation and classification systems, the university takes into account various factors, including job responsibilities, qualifications, and market standards when determining salaries.

Transparency is a key aspect of the University of Minnesota’s salary policies and practices. This transparency ensures that employees have a clear understanding of how their salaries are determined and promotes trust between the university and its workforce.

With its commitment to fair compensation and transparent practices, the University of Minnesota aims to attract and retain top talent, fostering a thriving educational environment. The university recognizes the importance of providing a competitive salary to its employees, acknowledging their valuable contributions to the university’s mission of excellence in teaching, research, and service.

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