Information and strategies for increasing your monetary compensation in the College of EHHD

Updated 5.24.2024


We know that our current Tenure Track faculty average salaries at MSU are lower than those of faculty at peer institutions.  This is often the case in desirable locations like Bozeman.  The cost of living in Bozeman is slightly above the national average (housing is the most significant factor), but median household wages in Montana and in Bozeman are below the national average.  This imbalance can be stressful for individuals and families.  The purpose of this information is to provide additional perspective regarding your salary and to describe some options for enhancing your compensation.  All faculty will receive a Board of Regents (BOR) approved increase of 4% effective July 1, 2024.        

TT Faculty Salaries in EHHD:

Figures include salaries of faculty hired with state funds as of October 2020



Average Salary

Std Dev

Median Salary

Assistant Professor




Associate Professor




Full Professor





Base Salary:

Tenure Track Faculty in EHHD and other colleges at MSU are hired at a base level of pay, which is influenced by the current market, departmental average salaries, and provost approval.  Base pay corresponds to a 9-month AY contract. 



The current Strategic Plan, Goal 3.3, Metric #3 states: “Montana State University will increase the average faculty and staff compensation to the representative peer market average by 2024”.   We have several strategies we are utilizing to achieve these goals.

  • New hires – entry level salaries are determined using market balanced with the salaries in our college and across the University. We strive for competitive but equitable compensation packages. 
  • Merit awards– these are based on performance evaluations and other metrics, prioritized by department heads and deans, and allocated by the provost.
  • Market awards – these are determined by comparing salaries on this campus to the averages across the country as reported to OSU. These are based solely on the metrics and paid as a formula and allocated by the provost.
  • Equity awards– these are identified and prioritized within the college by the department heads and deans, and the final allocation is determined by the provost. There are a limited number of these increases to award.   


Promotional increases:

  • Promotion and tenure at 6th year review: $3,000 or 6.5% raise (whichever is greater)
  • Promotion to full professor at 10th year (or beyond) review: $6,000 or 10% raise (whichever is greater)
  • Exceptionally productive faculty may be encouraged to seek promotions early. Discuss this with your department head and dean in advance to see if this is appropriate. 


Other ways to enhance compensation:


      Grant funded:

  • During the Summer, funding from research grants can be used to pay up to 3/9ths of the base AY salary.
  • For some grant funding sources, it is possible to supplement up to 20% of monthly AY salary to generate added compensation. NOTE:  Receipt of added compensation by this route is exceptional and must be pre-authorized by the president. 
  • The Incentive Program for Researchers (IPR): 100% of the state funds saved by charging a grant for a portion of faculty salary can be incentive compensation for the faculty member (less funds needed to hire a teaching replacement if applicable).  Faculty can earn up to 25% of their Institutional Base Salary using this strategy if allowed by the funding agency and appropriate in the grant budget.  (The payment is an adjunct to monthly pay minus the relevant portion allocated to teaching replacement costs).  Please see additional information from the Office of the Provost and the Office of Sponsored Programs, and work with the Project Development & Grants Specialist (Dr. Elizabeth Bird) to draw up your paperwork:


State funded:

  • Compensation may be earned during the Summer by teaching coursework. This is calculated at 10% of AY salary per 3-credit course, up to 8 credits total. 
  • Program or Team Leadership, typically $3,000-6,000 over the course of the AY, depending on assignment(s). (This amount is not always taken as salary – it can be funds for travel, or a course load reduction.)
  • Teaching Overload in the AY may be an option, though may not be advisable for faculty who need to focus on establishing or maintaining a research program. This is only offered when necessary to meet operational needs.  Approval for added compensation through AY teaching must be obtained from the department head, dean, and provost.     
  • When appointed to a Department Leadership position, the incumbent is paid 12 months at base salary and receives an administrative stipend (up to $15,000 depending on assignment).



            Faculty may use work time to consult for additional compensation, up to 8 hours/week.  You should communicate with your department head and dean to ensure that your consulting work is allowable and that you are following established policies.  Consulting activities and conflicts of interest must be reported annually to the office of research compliance.  Failure to report consulting is a violation of university policy.  (


      One-time Monetary Awards:

            Faculty who earn awards for outstanding research, teaching, or service typically receive a stipend of $500 to $2,000, depending on the award.  EHHD awards are funded by the EHHD Dean’s Excellence Fund, supported by the MSU Alumni Foundation.  University awards are funded by a variety of sources including MSU Alumni Foundation gifts and endowments.     



EHHD Course Load Reduction Policy

Use the EHHD Course Load Reduction Worksheet after a grant is awarded to plan your buyout.