The Ultimate Guide to University of Texas Salaries: Earning...

Are you drawn to the vibrant world of higher education? Do you envision a career that combines intellectual stimulation with the stability and prestige of working for one of the nation's largest and most respected public university systems? If so, you're likely asking a critical question: "What kind of salary can I expect at the University of Texas?" This query is more than just about numbers; it's about understanding the value of your skills, the trajectory of your career, and the financial foundation you can build while contributing to the future of education, research, and public service.

Working within a system as vast as the University of Texas (UT) offers a staggering variety of career paths, from world-renowned faculty and cutting-edge researchers to the essential administrative and operational staff who form the backbone of each campus. The salary potential is equally diverse, ranging from entry-level administrative roles to seven-figure compensation packages for top-tier coaches and medical school deans. During my own graduate studies, I frequently interacted with a senior administrative assistant in my department who was the absolute linchpin of our operations. She once told me, "People see the professors and the buildings, but a university runs on the expertise of thousands of people behind the scenes." Her words underscored the immense value and varied opportunities that exist within such an institution. This guide is designed to pull back the curtain on those opportunities, providing you with a data-driven, comprehensive look at University of Texas salaries.

This article will serve as your ultimate resource, breaking down compensation structures, influencing factors, and career pathways across the UT System. We will explore everything from entry-level pay to executive compensation, giving you the authoritative information you need to navigate your career aspirations at the University of Texas.

### Table of Contents

[What Does a University of Texas Employee Do?](#what-does-a-university-of-texas-employee-do)
[Average University of Texas Salaries: A Deep Dive](#average-university-of-texas-salaries-a-deep-dive)
[Key Factors That Influence Salary at the University of Texas](#key-factors-that-influence-salary-at-the-university-of-texas)
[Job Outlook and Career Growth Within the UT System](#job-outlook-and-career-growth-within-the-ut-system)
[How to Get Started in a Career at the University of Texas](#how-to-get-started-in-a-career-at-the-university-of-texas)
[Conclusion: Is a Career at the University of Texas Right for You?](#conclusion-is-a-career-at-the-university-of-texas-right-for-you)

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What Does a University of Texas Employee Do?

Defining a single role for a "University of Texas employee" is like describing a single resident of a major city—the diversity is immense. The UT System is a sprawling enterprise comprised of eight academic universities and five health institutions, employing over 115,000 people. These individuals perform a vast array of functions essential to the system's core missions of teaching, research, and public service.

To understand the work, it's best to categorize the roles into several broad categories:

Academic Faculty: This is the most visible group, responsible for teaching and research. Their duties include designing and delivering courses, mentoring students, conducting original research, publishing scholarly articles and books, and serving on departmental and university committees. This category includes Lecturers, Assistant Professors, Associate Professors, and full Tenured Professors.
Administrative and Professional (A&P) Staff: This is the operational engine of the university. These roles span every conceivable professional field. You'll find accountants in finance departments, data scientists in institutional research, human resources generalists, marketing professionals promoting the university brand, student advisors, fundraising and development officers, and IT project managers implementing new campus-wide software. They manage departments, develop programs, ensure compliance, and support the academic mission.
Classified Staff: This group includes employees in roles that are critical to the daily functioning of the campuses. They are the administrative assistants who manage faculty calendars, the skilled tradespeople (electricians, plumbers) who maintain the facilities, the library assistants who catalog new acquisitions, the lab technicians who prepare experiments, and the campus police officers who ensure safety.
Research Staff: Beyond the primary faculty, universities employ a large number of dedicated research professionals. This includes post-doctoral fellows ("postdocs"), research scientists, lab managers, and grant administrators. Their work is project-funded and central to the university's status as a top-tier research institution.
Executive Leadership: This small but highly compensated group includes Deans, Vice Presidents, Provosts, Presidents, and the Chancellor of the UT System. They are responsible for strategic direction, financial oversight, and the overall health and reputation of their respective institutions.

### A Day in the Life: Two Perspectives

To make this tangible, let's imagine a day for two different UT employees.

A Day for an Assistant Professor of History at UT Austin:

8:00 AM - 9:00 AM: Prep for the day's undergraduate lecture on the American Revolution, reviewing slides and key discussion points.
9:00 AM - 10:30 AM: Deliver the lecture to a class of 150 students, facilitating a Q&A session.
10:30 AM - 12:00 PM: Hold office hours, meeting with students to discuss their research papers and upcoming exams.
12:00 PM - 1:00 PM: Quick lunch while responding to emails from students and colleagues.
1:00 PM - 3:00 PM: Dedicated research time in the library archives, working on their next book project—a critical part of the tenure-track process.
3:00 PM - 4:00 PM: Lead a small graduate seminar, engaging in high-level discussion on historical theory.
4:00 PM - 5:00 PM: Attend a departmental faculty meeting to discuss curriculum changes and new hiring priorities.

A Day for an IT Support Specialist at UT San Antonio:

8:00 AM - 9:00 AM: Review the support ticket queue, prioritizing urgent issues like a professor's classroom projector failing or a lab's network connection being down.
9:00 AM - 11:00 AM: Head to a faculty office building to troubleshoot software installation issues and configure a new staff member's computer.
11:00 AM - 12:00 PM: Remotely assist a student who is having trouble accessing the university's virtual private network (VPN) from off-campus.
12:00 PM - 1:00 PM: Lunch break.
1:00 PM - 2:30 PM: Work on a longer-term project: imaging a cart of 30 new laptops with the university's standard software package for a departmental refresh.
2:30 PM - 4:00 PM: Respond to walk-in requests at the IT help desk, ranging from password resets to helping students connect to Wi-Fi.
4:00 PM - 5:00 PM: Document the day's resolved tickets in the system and prepare a report on recurring issues for the weekly team meeting.

These examples illustrate how careers at the University of Texas are not monolithic. They are dynamic, specialized, and integral to the multifaceted mission of a modern public university.

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Average University of Texas Salaries: A Deep Dive

Analyzing salaries at the University of Texas requires a nuanced approach. There isn't a single "average salary" but rather a spectrum of compensation packages that vary dramatically by role, campus, and experience. As a public institution, UT System employee salaries are public information, primarily accessible through resources like the Texas Tribune's Government Salaries Explorer, which provides a searchable database of state employee compensation. This serves as our most authoritative source, supplemented by data from aggregators like Glassdoor and Salary.com for specific role comparisons.

Across the entire UT System, the median salary is approximately $65,000 per year (Source: Texas Tribune, 2023 data). However, this figure can be misleading as it's skewed by a large number of staff and administrative roles and doesn't fully capture the extremes at either end. A more accurate picture emerges when we break down salaries by job category and experience level.

It's important to note that a significant portion of UT's highest earners are concentrated in two areas: the UT MD Anderson Cancer Center, where top physicians and researchers command nationally competitive salaries, and athletics at UT Austin, where head coaches have multi-million dollar contracts. For the purpose of this guide, we will focus primarily on the academic, administrative, and staff roles that constitute the majority of employment opportunities.

### Salary Brackets by Experience Level (General Professional/Staff Roles)

For non-faculty professional roles (e.g., in IT, Finance, HR, Student Affairs), a typical career progression might look like this. These figures represent base salary and can vary significantly based on factors we'll discuss in the next section.

| :--- | :--- | :--- | :--- |

### Faculty Salary Tiers

Faculty salaries are highly dependent on field, rank, and institution. A professor at the flagship UT Austin will earn considerably more than a professor at a smaller regional campus.

| :--- | :--- | :--- | :--- |

| Assistant Professor | $90,000 - $140,000 | $65,000 - $85,000 | Texas Tribune, Chronicle of Higher Education |

| Associate Professor | $120,000 - $180,000 | $80,000 - $110,000 | Texas Tribune, Chronicle of Higher Education |

| Full Professor | $150,000 - $250,000+ | $100,000 - $150,000+ | Texas Tribune, Chronicle of Higher Education |

*Note: These ranges are for 9-month academic appointments. Faculty often supplement their income with summer teaching or research grants.*

### Beyond the Base Salary: Understanding Total Compensation

One of the most significant advantages of working for the UT System is its robust benefits package, which represents a substantial part of an employee's total compensation. This is a critical factor when comparing a UT salary to one in the private sector.

Health Insurance: Employees have access to comprehensive medical, dental, and vision insurance plans through UT Select and UT Care, with the state covering a significant portion of the premium. For a full-time employee, the state's contribution can be worth over $7,000 per year.
Retirement Plans: This is a cornerstone of the compensation package.
Teacher Retirement System of Texas (TRS): Most full-time employees are automatically enrolled in this defined-benefit pension plan. Both the employee and the state contribute a percentage of their salary. Upon vesting and retirement, this provides a lifetime monthly annuity.
Optional Retirement Program (ORP): Faculty and certain A&P staff are eligible for this 403(b) defined-contribution plan as an alternative to TRS. The state and employee contribute, and the employee manages their own investments. This offers more flexibility and portability.
Paid Time Off: The UT System offers generous leave policies, including:
Vacation: Full-time staff accrue vacation leave each month, typically starting at 8 hours/month and increasing with years of service.
Sick Leave: Employees accrue 8 hours of sick leave per month with no limit on accrual.
Holidays: Employees receive pay for an average of 12-15 state and national holidays per year, including an extended winter break.
Educational Benefits: The Faculty/Staff Tuition Assistance Program allows employees to take courses at a significantly reduced cost or for free at their own campus, representing a massive value for those pursuing further education.
Other Benefits: These can include life insurance, disability insurance, flexible spending accounts (FSAs), and wellness programs.

When evaluating a salary offer from the University of Texas, it is imperative to calculate the value of this total compensation package. A $70,000 salary at UT could be equivalent to an $85,000+ salary in the private sector when accounting for pension contributions, healthcare subsidies, and generous paid leave.

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Key Factors That Influence Salary at the University of Texas

The salary figures provided above are broad averages. In reality, your specific earning potential at the University of Texas will be determined by a combination of powerful factors. Understanding these variables is crucial for negotiating your salary, planning your career trajectory, and maximizing your income within the UT system.

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Level of Education

In the world of higher education, credentials matter immensely. The minimum and preferred educational qualifications for a role are often rigidly defined and directly correlate with the position's pay grade.

High School Diploma / GED: Required for many classified staff roles, such as facilities maintenance, custodial services, and some entry-level clerical positions. Salaries for these roles typically fall in the $30,000 to $45,000 range.
Bachelor's Degree: This is the standard entry point for most Administrative and Professional (A&P) staff roles. Positions like Academic Advisor, Communications Specialist, Accountant I, or IT Analyst typically require a bachelor's degree and start in the $45,000 to $65,000 range, depending on the field and campus.
Master's Degree: A master's degree is often required or strongly preferred for more senior A&P roles, such as Directors, Program Managers, and senior-level specialists. It can command a starting salary premium of $10,000 to $20,000 over a candidate with only a bachelor's degree. For example, a role like an Assistant Director of Student Life might list a Master's in Higher Education Administration as a requirement, with a salary in the $70,000s.
Doctoral Degree (Ph.D., Ed.D., etc.): A terminal degree is a non-negotiable requirement for all tenure-track faculty positions (Assistant, Associate, Full Professor). It is the price of entry. It is also often required for very senior administrative roles like Deans, Provosts, and Vice Presidents of Research. Within faculty ranks, the prestige of the institution where the Ph.D. was earned can also subtly influence initial salary offers.
Professional Degrees (M.D., J.D., M.B.A.): These degrees lead to some of the highest salaries in the system. An M.D. is required for faculty and clinicians at the UT health institutions, where salaries can easily exceed $200,000 - $300,000 for specialized physicians. A J.D. is required for attorneys in the Office of General Counsel. An M.B.A. from a top school is highly valued for leadership roles in finance and business schools, with faculty at the McCombs School of Business at UT Austin earning significantly higher salaries than their counterparts in the humanities.

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Years of Experience

Experience is a primary driver of salary growth within the UT System's structured pay scales. The system values longevity and demonstrated expertise.

Entry-Level (0-2 years): Employees are typically hired into "I" or "Associate" level positions. The focus is on learning the university's systems and procedures. Salary growth is often tied to standard merit increases, which average 1-3% annually, depending on state legislative funding.
Mid-Career (3-8 years): This is where significant salary growth occurs, often through promotion. An IT Support Specialist I might be promoted to IT Support Specialist II and then to a Senior Specialist or Systems Administrator. Each promotion comes with a jump to a new, higher pay grade, often resulting in a 10-15% salary increase. At this stage, employees have institutional knowledge and specialized skills that make them more valuable.
Senior Level (8+ years): Senior professionals and tenured faculty have the highest earning potential. For staff, this means moving into management or director-level roles, which carry significantly more responsibility and higher pay bands ($95,000 - $150,000+). For faculty, achieving tenure and then promotion to Full Professor represents the pinnacle of the academic ladder. A Full Professor with 20 years of experience, an endowed chair, and a strong research grant portfolio at UT Austin could earn well over $250,000. Longevity is also rewarded through the state's longevity pay program, which provides a small, additional monthly stipend based on years of state service.

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Geographic Location (Campus)

The UT System is not a monolith; it's a collection of distinct institutions spread across Texas. The cost of living varies dramatically between these locations, and salaries are adjusted accordingly. This is perhaps the most significant factor after role and experience.

High Cost-of-Living Tier (Austin): The University of Texas at Austin is the flagship institution located in a city with a very high and rapidly rising cost of living. To remain competitive, UT Austin offers the highest salaries for comparable roles across the system. An Administrative Manager in Austin might earn $85,000, while the same title could command $70,000 elsewhere.
Mid-Tier (Dallas, Houston, San Antonio): Campuses like UT Dallas, UT Health Science Center at Houston, and UT San Antonio are in major metropolitan areas with moderate to high costs of living. Salaries here are competitive but generally lower than in Austin. They remain significantly higher than in regional areas.
Regional/Lower Cost-of-Living Tier (El Paso, Rio Grande Valley, Permian Basin, Tyler): Institutions like UT El Paso (UTEP), UT Rio Grande Valley (UTRGV), UT Permian Basin (UTPB), and UT Tyler are located in areas with a much lower cost of living. Consequently, salaries are commensurately lower. The aforementioned $85,000 Administrative Manager in Austin might earn $65,000 - $70,000 at UTRGV. While the nominal salary is lower, the purchasing power may be comparable or even greater.

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Campus Type & Size

The specific mission and budget of a UT institution also play a crucial role.

Flagship Research University (UT Austin): As the primary research powerhouse and the largest campus, UT Austin has the largest budget and the greatest pressure to attract and retain world-class talent. This results in the highest salaries across the board, from faculty to staff.
Health Science Centers (e.g., UT Southwestern, MD Anderson): These institutions operate on a different model. They are competing with private hospitals and medical centers for top-tier physicians, researchers, and healthcare administrators. This market pressure drives salaries, particularly for M.D.s and Ph.D.s in biomedical sciences, to levels far exceeding those at academic campuses. A top surgeon or department chair at MD Anderson can be among the highest-paid employees in the entire state.
Comprehensive Academic Universities (e.g., UT Arlington, UT San Antonio): These large, diverse universities balance teaching and research. Their salary structures are robust but generally a step below UT Austin.
Smaller, Regional Universities (e.g., UT Permian Basin, UT Tyler): These institutions have a primary focus on undergraduate teaching and serving their specific region. With smaller budgets and student bodies, their salary scales are the most modest within the system.

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Area of Specialization (Discipline)

For both faculty and staff, what you *do* matters as much as where you do it. Market forces heavily influence salaries for different specializations.

Faculty: There is a well-documented salary disparity across academic disciplines.
High-Paying Fields: Business, Engineering, Computer Science, Law, and Economics. Professors in these fields have lucrative private-sector options, so universities must pay a premium to attract them. A new Assistant Professor in Computer Science at UT Austin might start at $140,000, while a new professor in English starts at $90,000.
Low-Paying Fields: Humanities (History, English, Philosophy), Social Work, and the Arts. These fields have fewer high-paying external options, resulting in lower academic salaries.
Staff: The same principle applies.
High-Paying Fields: Information Technology (Cybersecurity, Cloud Architecture, Data Science), Finance (Investment Management for the UTIMCO endowment), and specialized legal roles. A Cybersecurity Analyst with in-demand certifications could earn over $120,000.
Standard-Paying Fields: Human Resources, Student Affairs, Academic Advising, Communications. These roles are vital but have a more standardized market rate, typically falling within the general professional salary bands ($50,000 - $100,000 depending on level).

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In-Demand Skills

Beyond your formal title, possessing specific, high-value skills can significantly increase your salary or make you a more competitive candidate for higher-paying roles.

Grant Writing and Management: For research staff and faculty, a proven track record of securing major federal grants (from NIH, NSF, etc.) is liquid gold. It not only brings prestige but also covers a portion of one's own salary and supports lab staff.
Fundraising and Development: For administrative professionals, especially at senior levels, the ability to cultivate donors and secure large gifts is a highly compensated skill.
Technical Proficiencies: For IT professionals, skills in cloud platforms (AWS, Azure), cybersecurity protocols, enterprise resource planning (ERP) systems like Workday and Oracle, and data analytics tools (Tableau, Python) are in high demand and command higher salaries.
Statistical and Data Analysis: In an era of data-driven decision-making, employees in Institutional Research, assessment, and even finance who have advanced statistical skills (using R, SPSS, SAS) are highly valued.
Bilingualism: At campuses with large Spanish-speaking populations, such as UTEP and UTRGV, being bilingual can be a required or preferred qualification for student-facing roles, sometimes carrying a small salary stipend.

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Job Outlook and Career Growth Within the UT System

When considering a career at the University of Texas, the long-term perspective is just as important as the initial salary. The job outlook and potential for career growth within such a large, public system offer a unique blend of stability, opportunity, and challenge.

### Job Outlook: Stability Meets Growth

Unlike volatile startups or industries prone to rapid downsizing, higher education—particularly a state-funded system with a massive endowment like UT—offers a remarkable degree of job stability. While the U.S. Bureau of Labor Statistics (BLS) doesn't provide an outlook for the UT System specifically, we can analyze the outlook for key professions within it.

Postsecondary Teachers (Faculty): The BLS projects an 8% growth for postsecondary teachers between 2022 and 2032, which is much faster than the average for all occupations. This growth is driven by rising student enrollment nationwide. For the UT System, which continues to see record application numbers at its flagship and growing regional campuses, the demand for qualified faculty will remain strong. However, competition for full-time, tenure-track positions remains fierce. Much of the growth may be in non-tenure track lecturer or adjunct positions.
Education Administrators, Postsecondary: The outlook for administrators is a 4% growth, about as fast as average. As universities become more complex—managing larger budgets, focusing on student success metrics, and navigating regulatory landscapes—the need for skilled administrators in finance, student affairs, and operations will persist.
Staff Roles (IT, HR, etc.): The outlook for these roles mirrors the broader economy. For example, the BLS projects 15% growth for Software Developers and 23% growth for Information Security Analysts. The UT System must compete for this talent, indicating a strong and stable demand for skilled technical professionals within the university environment.

The primary factor influencing the short-term job outlook is state funding. The Texas Legislature determines a significant portion of the UT System's budget. While Texas has historically been supportive of its flagship universities, budget cuts during economic downturns can lead to hiring freezes or slowed growth. However, the system's massive endowment (UTIMCO manages over $65 billion) and diverse revenue streams (tuition, federal grants, philanthropy) provide a powerful buffer against these fluctuations, making it one of the most stable employers in the state.

### Emerging Trends and Future Challenges

To build a successful long-term career at UT, it's essential to be aware of the trends shaping the future of higher education:

The Rise of Online and Hybrid Education: The COVID-19 pandemic accelerated a long-term trend. The demand for Instructional Designers, educational technologists, and faculty skilled in online pedagogy will continue to grow rapidly.
Data-Driven Decision Making: Universities are increasingly using analytics to track student success, optimize resource allocation, and predict enrollment trends. This creates opportunities for data analysts, institutional researchers, and IT professionals with data science skills.
Focus on Interdisciplinary Research: Major breakthroughs often happen at the intersection of different fields. The UT System actively promotes

The Ultimate Guide to University of Texas Salaries: Earning Potential Across All UT System Careers

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