This report contains current figures, obtained from Educational Research Service, Inc., on salaries paid to principals and assistant principals in 1,217 school districts nationwide. Four sections of tables are presented: 1983-84 data organized by school district enrollment, per pupil expenditure, and geographic region; and trend analysis comparing…

After reviewing related research, this paper uses National Longitudinal Survey data to examine the impact of college students' in-school work on their employment and earnings after college. Empirical evidence suggests that part-time on-campus work (up to 27.5 hours weekly) positively affects post-college earnings, but not employment. (12…

Accompanied by several charts and tables, this study examines differential salary increments for veteran and novice teachers in 43 New York State school districts. Awarding larger percentage increments to experienced rather than to beginning employees is less common in comparable professions and may discourage new teaching recruits. Includes 17…

After describing the concept of comparable worth and reviewing arguments for and against the idea, the author proposes seven cautions for district administrators to heed when faced with the need to respond to the comparable worth issue and suggests a seven-step plan for taking action to improve pay equity. (PGD)

Argues that salary differentials among community college faculty are unrealistic and based on the inaccurate assumptions that people are motivated primarily by money; that high-demand disciplines will remain constant over time; that attitudes toward other disciplines and faculty members are unaffected by salary differentials; and that teaching is…

Recognizes variables that are currently relevant to the determination of community college faculty salaries, stressing that faculty marketability can no longer be ignored. Looks at the factors underpinning the need for differential funding, the forces operating against differential salaries, and the need for appropriate action. (AYC)

A survey of 42 universities with enrollments of more than 18,000 students investigated faculty compensation practices for teaching beyond the regular academic contract, including academic schedule, length of academic term, use of faculty for overload teaching appointments, and methods of determining compensation for supplemental contracts. (MSE)

This paper discusses research findings associated with differences in pay among women and men in higher education and examines the notion that salary differences can be explained as a result of women being more care oriented than men; i.e., women possess a greater level of caring for others, sensitivity to others, and a connectedness to others. It…

A historical overview of the doctrine of equal pay for comparable worth is provided, related cases and legislation involving nurses and nonnurses are analyzed, and the implications of comparable worth for the nursing profession are discussed. (MSE)

The ambiguity concerning the status and role of the academic librarian and its reflection in the salary disparity between librarians and teaching faculty, and the differences of opinion concerning the solution, are discussed. (MSE)

The concept of comparable worth is criticized for possible problems it could cause in the assessment of comparable values of different occupational categories, the cost to taxpayers, and the chaos it could cause in the economic system. (MD)

Traces the history of laws and litigation concerning pay equity issues, also referred to as wage equity and comparable worth. Suggests that universities and colleges identify possible problems and take voluntary corrective measures before pay-equity problems arise. (MLF)

Effects of the Equal Pay Act of 1963 for college and university employees are reviewed through an examination of trends in court decisions and legal treatment of the issues. It is concluded that case law has been evolutionary, with concepts of "equal,""work," and others not altered drastically by the courts in recent years.…

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…

This study was conducted to investigate the pay expectations of graduating seniors, and specifically, the relationship between gender and pay expectations for one's self and others. The main purpose of the study was to determine if women and men differed in their initial pay expectations. Surveys were received from 447 college seniors, including…