Wondering how much a PhD college music professor earns? On average, a full-time music professor with a PhD can make between $65,000 and $120,000 annually in the U.S., depending on factors like institution type, rank, experience, and location. With roles ranging from assistant professor to department chair, and opportunities for additional income through performance, research, and teaching, this academic career offers a wide salary spectrum influenced by multiple variables. This article breaks down the earnings, benefits, and career growth of PhD-level college music professors, whether you’re considering the path or benchmarking your salary.


Base Salary Overview

National Average Salary Figures

The base salary for music professors in the United States varies significantly based on education level, institution type, and geographic location. According to data from the U.S. Bureau of Labor Statistics and academic salary surveys, the average annual salary for postsecondary music teachers is approximately $72,660. However, this figure can differ widely depending on whether the professor holds a terminal degree such as a PhD or DMA (Doctor of Musical Arts), and whether they are employed at a public university, private college, or conservatory.

Those with a PhD in music and a full-time, tenure-track position typically earn higher salaries. According to the American Association of University Professors (AAUP), assistant professors in music with a PhD earn an average salary of around $64,000 to $75,000 annually, while associate professors can earn between $75,000 and $90,000. Full professors with extensive academic and performance credentials can surpass $100,000 annually at top-tier institutions.

Hourly Compensation

While most music professors are salaried employees, understanding their compensation in hourly terms provides additional context. Based on a 9-month academic contract and a 40-hour workweek (a conservative estimate given additional responsibilities like research, rehearsals, and student advising), the average hourly wage for a music professor ranges from $35 to $50. Adjunct or part-time professors, however, may earn significantly less per course taught, often equating to $20–$30 per hour when factoring in unpaid preparation and grading time.

Weekly Earnings

Assuming the national average salary of $72,660 and a standard academic year of approximately 36 weeks (excluding summer break), the average weekly earnings for a full-time music professor are around $2,018. Professors on 12-month contracts or those who teach summer courses may earn more, increasing their weekly income accordingly.

Monthly Income

Monthly income for music professors is generally calculated over a 9-month or 12-month period, depending on their contract. For a 9-month contract at the average salary of $72,660, monthly earnings would be approximately $8,070. Professors on a 12-month contract would earn closer to $6,055 monthly, with the possibility of additional compensation for summer teaching, research grants, or administrative duties.

Annual Salary Ranges

The annual salary range for music professors is quite broad:

  • Entry-level (Lecturer or Assistant Professor): $45,000 – $70,000
  • Mid-career (Associate Professor): $70,000 – $90,000
  • Senior-level (Full Professor): $90,000 – $130,000+
  • Adjunct or part-time instructors: $15,000 – $30,000 (based on limited course load and lack of benefits)

Professors at prestigious conservatories or major research universities may earn well above these averages, especially if they maintain active performance careers, publish scholarly research, or hold administrative roles such as department chair or program director.

In summary, base salary for music professors is influenced by multiple factors including academic rank, institution type, geographic location, and individual qualifications. Understanding these elements is crucial for anyone considering a career in collegiate music education.

Factors Affecting Music Professor Salaries

Multiple variables influence the earning potential of music professors in the United States. Understanding these elements is essential for aspiring educators and seasoned professionals looking to assess their compensation or plan future career moves. Below are the key factors that significantly affect music professor salaries.

Educational Attainment

A music professor’s level of education is one of the most significant determinants of salary. Most university-level teaching roles require a terminal degree, such as a Doctor of Musical Arts (DMA) or a Ph.D. in Music. Professors holding a Ph.D. often command higher salaries, especially when combined with strong academic credentials and a record of published research or performances.

According to recent compensation data, a Ph.D.-level college music professor typically earns between $60,000 and $120,000 annually, depending on other contributing factors like institution type and region. Those with only a master’s degree may still teach at the collegiate level, particularly at community colleges, but they generally earn less than their doctoral counterparts.

Years of Experience

Experience plays a pivotal role in salary progression. Entry-level music professors, often in assistant professor roles, may start with salaries ranging from $50,000 to $70,000 per year. As they gain tenure and move into associate or full professorships, their salaries can increase significantly. Senior professors with decades of teaching, research, and performance experience may earn upwards of $100,000 annually, particularly at prestigious institutions.

In addition to teaching experience, professional performance careers, publishing, and contributions to the field can also enhance earning power.

Institutional Type

The type of institution where a music professor is employed greatly affects salary levels. Professors at research universities or conservatories generally earn more than those at liberal arts colleges or community colleges. For example:

  • Research universities: $80,000 to $120,000+
  • Conservatories: $75,000 to $110,000
  • Liberal arts colleges: $60,000 to $90,000
  • Community colleges: $50,000 to $75,000

Private institutions may also offer higher salaries and more robust benefits than public universities, though this can vary by endowment size and academic funding.

Tenure Status

Tenured positions offer greater job security and tend to come with higher salaries. Professors on a tenure track often see marked increases in pay as they move from assistant to associate, and eventually to full professor. Tenure also opens up opportunities for departmental leadership roles, grant acquisition, and curriculum development, all of which can include additional compensation.

Geographic Location

Location significantly impacts salary due to differences in cost of living, state funding for higher education, and institutional budgets. Professors in states like California, New York, and Massachusetts often earn higher wages to offset living expenses, while salaries in the Midwest or South may be lower, even at comparable institutions.

Urban centers and high-cost regions tend to offer higher pay, but some rural or underserved areas may provide financial incentives or loan forgiveness programs to attract qualified educators.

Field Specialization

Within music academia, specialization can also affect earnings. Professors focusing on high-demand areas such as music technology, composition, or music business may command higher salaries than those in more traditional disciplines like music theory or classical performance. This is often influenced by student interest, program funding, and evolving curriculum demands.

Research and Performance Contributions

A strong portfolio of research publications, recordings, or notable performances can influence salary negotiations and promotion opportunities. Faculty members who contribute to their field through published work, recordings, or national recognition may receive stipends, grants, or additional compensation through endowed positions or administrative roles.

Union Representation

In some colleges and universities, faculty unions play a role in negotiating salaries, benefits, and working conditions. Unionized professors may benefit from standardized pay scales, cost-of-living adjustments, and collective bargaining agreements that set minimum salary thresholds and annual raises.

Grants and External Funding

Professors who secure external funding through research grants or sponsored projects may receive salary supplements or course load reductions, which indirectly enhance earning potential. These grants are more common in interdisciplinary positions that combine music with technology, education, or cultural studies.

Additional Responsibilities

Professors who take on administrative roles (such as department chair, program director, or dean) typically receive stipends or salary increases. Similarly, those involved in curriculum development, student advising, or leading ensembles may be compensated for their additional workload.

In summary, music professor salaries are shaped by a complex interplay of academic qualifications, institutional factors, geographic location, and individual contributions to the field. Understanding these variables is essential for navigating a successful career in music education.

Additional Compensation Elements

While base salary is a significant component of a music professor’s income, many academic institutions offer additional compensation elements that can substantially enhance overall earnings. These supplementary benefits vary by institution type, geographic location, and faculty rank, but they play a crucial role in the total compensation package.

Performance-Based Bonuses

Some universities and conservatories offer performance-based bonuses to music professors who contribute significantly to their department’s success. These bonuses may be awarded for:

  • Outstanding student evaluations
  • Superior teaching performance
  • Contributions to curriculum development
  • High research output or publications
  • Securing grants or external funding

Additionally, professors who take on leadership roles, such as department chairs or program coordinators, may receive administrative stipends in recognition of their additional responsibilities.

Summer Teaching and Special Courses

Many music professors increase their income by teaching during summer sessions, intersessions, or through continuing education programs. These assignments often pay separately from the standard academic year salary and can be a valuable source of additional income. Faculty who design and teach specialized music courses or workshops—such as conducting masterclasses, private lessons, or music technology labs—may also receive supplementary compensation.

Private Instruction and Ensemble Direction

Music professors frequently engage in private instruction either on-campus or independently. Teaching applied lessons in voice, instrument, or composition can provide a steady stream of additional income. Moreover, directing ensembles (e.g., choirs, orchestras, jazz bands) typically comes with added stipends, especially when tied to performance and travel responsibilities.

Royalties and Intellectual Property

Professors engaged in composition, music production, or publishing may earn royalties from their creative works. This includes royalties from:

  • Published compositions or arrangements
  • Academic textbooks or instructional materials
  • Recorded performances
  • Licensing of original works for film, television, or streaming platforms

These intellectual property rights can generate passive income that complements a professor’s primary salary.

Research Grants and Fellowships

Academic music professionals often pursue external funding in the form of research grants, fellowships, or artist residencies. These financial awards can supplement base compensation and may cover travel expenses, equipment purchases, or creative project costs. Faculty who secure competitive grants not only enhance their income but also strengthen their academic profiles and future earning potential.

Sabbatical and Paid Leave Opportunities

Tenured and tenure-track music professors may qualify for sabbatical leaves, which can be fully or partially paid. These leaves allow faculty to focus on research, composition, or professional development while continuing to receive a portion of their salary. Some institutions also offer paid leave for artistic residencies, study abroad programs, or collaborative projects with other institutions.

Tuition Remission and Educational Incentives

Many colleges and universities offer tuition remission as part of their benefits package. This perk allows music professors and their immediate family members to attend courses at significantly reduced rates or for free. While not direct income, it represents a valuable financial benefit that can equal thousands of dollars in savings.

Retirement Contributions and Pension Plans

Long-term financial benefits such as employer-sponsored retirement contributions, pension plans, and annuities are also key components of a music professor’s total compensation. In higher education, institutions often contribute a percentage of the professor’s salary to retirement accounts like 403(b) or state pension systems, enhancing financial security in retirement.

Health and Wellness Stipends

Some institutions offer health and wellness stipends or reimbursements that cover costs related to gym memberships, wellness programs, or mental health services. These benefits contribute to overall well-being and reduce out-of-pocket expenses for professors.

Overall, while the base salary is a foundational metric, these additional compensation elements significantly influence the real value of a music professor’s earnings and should be considered when evaluating job offers or negotiating contracts.

Career Advancement and Salary Growth

Career advancement and salary progression for music professors in the United States are influenced by a combination of factors, including academic rank, years of experience, institutional type, geographic location, and professional achievements. Understanding these variables is essential for those aiming to maximize their earning potential in higher education.

Academic Rank and Promotion Pathways

Music professors typically progress through a structured academic hierarchy: starting as Assistant Professors, moving to Associate Professors, and eventually reaching Full Professor status. Each promotion typically brings a corresponding increase in salary and responsibilities.

  • Assistant Professor: This entry-level, tenure-track position generally offers salaries ranging from $50,000 to $70,000 annually.
  • Associate Professor: With tenure and several years of experience, salaries often increase to between $65,000 and $85,000.
  • Full Professor: Senior faculty can earn between $80,000 and $120,000 or more, especially at research institutions or conservatories with strong funding.

Promotion timelines vary, but typically a professor may advance every 5–7 years, depending on performance evaluations, research output, service contributions, and teaching effectiveness.

Tenure and Its Financial Impact

Securing tenure is one of the most significant milestones in a professor's career. Tenure not only provides job security but also typically results in a substantial salary bump and access to long-term benefits such as retirement contributions, sabbaticals, and research grants. Tenured professors often receive merit-based raises and have greater opportunities for administrative roles, which can further increase compensation.

Administrative Roles and Leadership Opportunities

Many music professors increase their salaries by taking on administrative or leadership positions within their institutions. These roles include:

  • Department Chair: Often adds a stipend or salary supplement, ranging from $5,000 to $20,000 annually.
  • Dean of Music or Arts: A significant leadership role with salaries that can exceed $150,000, depending on the institution.
  • Program Director or Ensemble Leader: Additional pay may be offered, especially if responsibilities include managing faculty, budgeting, or public performances.

These appointments not only provide financial rewards but also enhance a professor’s resume and open doors to higher-level academic leadership positions.

Additional Income Streams

Music professors often supplement their base salaries with various income-generating activities, including:

  • Private Lessons and Masterclasses: Many professors teach outside of their institution, earning an hourly rate that can range from $50 to $150 or more.
  • Performance Fees: Professors who are active performers may earn income from concerts, recordings, or accompanying.
  • Publishing and Royalties: Writing music textbooks, scholarly articles, or compositions can generate ongoing royalties and recognition.
  • Grants and Fellowships: Many institutions and arts organizations offer grants that fund research, travel, or creative projects, effectively increasing a professor’s total income.

Professional Development and Continuing Education

Investing in ongoing professional development can enhance a music professor’s qualifications and salary potential. Earning a Ph.D. or Doctor of Musical Arts (DMA) is often a prerequisite for tenure-track positions and can significantly elevate starting salaries. Additionally, attending conferences, earning certifications, and staying current in the field can lead to promotions and higher compensation.

Long-Term Salary Growth Outlook

According to recent data, the average salary for a Ph.D.-holding college music professor in the U.S. ranges from $65,000 to $115,000 annually, depending on rank, institution, and location. Professors who pursue advanced roles, diversify income sources, and engage in continuous professional development tend to experience the most significant salary growth over time.

With the increasing importance of interdisciplinary education, digital media, and performance innovation, the demand for versatile and highly qualified music educators is expected to remain steady, offering strong career advancement prospects for those in the field.

State-by-State Salary Comparison

Music professor salaries in the United States vary significantly depending on the state. According to data from the Bureau of Labor Statistics and institutional salary reports, states with higher education funding and a strong cultural emphasis on the arts tend to offer higher compensation for music faculty. For example, professors in California, New York, and Massachusetts typically earn above the national average due to the concentration of prestigious universities and conservatories.

In contrast, states in the Midwest and South, such as Kansas, Alabama, or Mississippi, often offer lower average salaries, reflecting reduced state funding for the arts and lower cost of living. A music professor with a PhD in California may earn upwards of $95,000 annually, while a counterpart in a southern state may earn closer to $60,000–$70,000.

City-Specific Salary Differences

Beyond state-level variations, salaries can differ markedly between cities. Urban areas with a high density of universities, conservatories, and cultural institutions—such as New York City, Boston, Los Angeles, and Chicago—typically offer higher salaries. These metropolitan areas also host prestigious music institutions like The Juilliard School, Berklee College of Music, and the University of Southern California’s Thornton School of Music.

Smaller cities or rural areas may offer significantly lower salaries, but often offset lower pay with a reduced cost of living and fewer applicants for available positions. For instance, a tenured music professor in New York City may earn $100,000 or more, whereas a similar role in a rural college town might pay $65,000–$75,000.

Regional salary trends tend to align with broader economic patterns in the United States. The Northeast and West Coast generally lead in compensation for academic roles, including music professors, due to larger endowments, competitive hiring markets, and institutional prestige.

The Southeast and Midwest, while not typically top-paying regions, may offer more opportunities for entry-level positions and tenure-track roles due to lower competition. The Southwest, including states like Texas and Arizona, has seen growth in higher education funding, resulting in more competitive salaries in recent years.

Cost of Living Adjustments

While gross salaries are important, the cost of living significantly impacts a professor's real income. For example, a $90,000 salary in San Francisco may not go as far as a $70,000 salary in a lower-cost area like Oklahoma City due to housing, transportation, and general expenses.

Many academic institutions take local economic conditions into account when developing compensation packages. Prospective music professors should consider purchasing power when evaluating job offers. Tools like cost-of-living calculators and regional salary indexes can help assess whether a salary offer is competitive in a given location.

In summary, regional salary variations for music professors are shaped by geographic location, institutional reputation, local economies, and living costs. Those seeking the highest compensation may find the best opportunities in urban centers and coastal states, while those prioritizing cost-effectiveness and lifestyle may consider positions in less competitive, lower-cost regions.

In summary, PhD-level college music professors can earn anywhere from $65,000 to over $120,000 annually, with wide variation based on experience, location, academic rank, and type of institution. With additional income from private teaching, royalties, and administrative roles, this profession can offer both financial and artistic fulfillment. For those aspiring to or currently in academia, understanding salary potential and negotiating strategically are essential steps in shaping a successful career in music education. Ready to explore your earning potential or take the next step in your academic journey? Start by evaluating the factors that matter most to you.