Provides a seven-step process for creating a salary schedule that links administrator pay to the requirements and responsibilities of specific jobs. (Author/IRT)

Outlines factors that led to success and to failure in merit pay programs for administrators. Briefly describes merit pay programs in several school districts. (IRT)

The approach taken by Virginia to analyze and establish policy for college and university administrator salaries, as they relate to other institutions and to the salaries of instructional faculty, is outlined. A methodology felt to be appropriate for this analysis, tested on eight institutions, is described and illustrated. (MSE)

The Teachers Insurance and Annuities Association's (TIAA) College Retirement and Equity Fund is criticized for its low returns and its chief executive officer's recent salary raise. It is said to be in need of additional regulation and policyholder involvement. A TIAA vice president responds that the analysis given is inaccurate and misleading.…

A study investigated the progress of women and minority college administrators toward equity in the past decade for six chief administrative and six director-level positions, based on data on employment rates, institution type, salaries, and salary trends. Results indicate women and minorities showed different patterns of progress in salaries and…

It is critical to institutional health that college clerical and administrative employees have a sense of participation in the institution. Personnel policy incorporating the principle of comparable worth in salary determination will become essential as nonfaculty employees note discrepancies between faculty and nonfaculty employment practices.…

An annual national survey of college and university salaries found chief business officers' salaries rose 4.5 percent in 1996-97, less than the previous year. Salaries of women and minority CBOs continued to gain equity with that of men. Rates of increase varied by institution type. Salary gains for all administrative job types were less than in…

Salary and turnover data from the College and University Personnel Association's administrator-compensation survey are presented for ten information-technology positions at doctoral, comprehensive, four-year, and two-year institutions. Four-year trends in turnover reflect changes in technology and its growing cost and importance to schools;…

This report is compiled from information provided by National Association of Independent Schools member schools in a 1986 survey of school tuitions and staff salaries. Of the 900 schools in the United States and Canada that were surveyed, 853, or 94.8 percent, responded. The report is organized in five sections. Section 1 summarizes survey results…

The Composite Indicator of Changes (CIC) in average salaries and wages paid by public school systems is designed to reflect overall changes, to compare salary trends among various categories of personnel, and to analyze salary trends in an individual school system and among groups of school systems. Annual updates of the CIC are computed from data…

This report provides data to evaluate salary and wage trends in education. The statistical measure used to gauge and compare changes in salaries and wages paid by school systems is the Composite Indicator of Changes (CIC). This measure is designed to reflect changes in much the same way as the Dow Jones Average or the Standard and Poor's Index.…

A survey of 429 pharmacy school faculty found significant differences in level of burnout in relation to gender, age, academic rank, tenure status, length of contract, administrative/nonadministrative position, salary, major work activity, professional association activity, hours worked per week, and marital status. No influence of discipline,…