Increasingly, college and university development officers are using pay incentives to improve staff performance and motivation. Such efforts should include development of a statement of values, multiple evaluation measures, encouragement and reward for teamwork, realism and fairness, disciplined implementation of policy, investment of necessary…

"Faculty Salary Systems in Independent Schools"(1983) was a study of trends and patterns found in nine independent schools during l982-83. The present document is a follow-up report, based on additional information gathered from seven salary seminars held for representatives of independent schools throughout the United States during…

The University of California's "step" system for appointment and advancement of faculty and the salary scale attached to it are outlined, and some criteria and procedures used in making academic personnel decisions are reviewed. (MSE)

Analysis of a school district where merit pay has existed for 30 years and a more general review of other merit pay proposals led to the disclosure of eight critical issues to be considered before the actual implementation of merit pay programs. (MLF)

This report addresses Washington State's historical and current information regarding salary increments for college faculty, salary disparity among postsecondary institutions and within institutional departments, and performance-based compensation plans for college faculty. Included among the report's findings are the following items: (1)…

The University of California San Diego replaced its manual staff merit-increase-recommendation process with an online computer program to reduce workloads and improve the quality of the final recommendations. The highly successful system has been enthusiastically embraced by the campus community and recognized by the National Association of…

Presents a discussion of the legal context of evaluation systems upon which merit pay programs are based. Following the discussion of the law, a model merit pay program is presented. (MLF)

The development and implementation of a state university's salary structure providing for market differences between disciplines, merit differences, and salary increases based on professional experience and achievements are described. (MSE)

A survey of 109 faculty in a private university investigated attitudes about merit pay. Results suggest need for changes in the design, implementation, and evaluation of merit pay systems. Recommendations are made for faculty input, accommodation of departmental preferences, group incentives, performance standards, professional development,…

This report focuses on the fringe benefit element of total compensation for teachers in the Southeast. Study objectives include the following: (1) identifying teachers' fringe benefits in 12 Southeastern States; (2) examining the variation in fringe benefits within the region; (3) examining whether summer free time is a benefit or detriment; and…

An incentive program that rewards and encourages desirable work traits can improve college or university effectiveness, customer satisfaction, and employee morale without excessive cost. Processes needed, benefits to the institution, costs, program design, challenges to successful implementation, and organizational communication needs are…

Describes the process of redesigning faculty roles and reward structures at Towson State University (Maryland) and in the University of Maryland System from 1988-95, noting the pressures and outcomes it created. Topics addressed include workload; alignment of roles, policy, mission, and values system; clarification of roles and workload; faculty…