This is part 3 of a 3-part report on a survey conducted in Fall 1999 of salaries and wages in public schools. The purpose of the survey is to provide school administrators and others concerned with the determination of salaries and wages for public-school personnel with data useful in comparing employee compensation in school systems of similar…

Compa-ratio, a technique used in diverse ways in the corporate sector, was used to analyze gender bias in faculty salaries at one university. Results, compared with those derived from two multiple regression analyses of the same data, suggest that the technique is adaptable for higher education and easily understood by administrators and faculty.…

Identification, by regression analysis, of systematic salary discrimination against women faculty is possible and may suffice to induce institutions to make a commitment to an equitable salary structure. The uses of this analysis method and its results are discussed. (MSE)

An approach to identifying and correcting college faculty salary inequities based on gender is presented. Steps include determining whether a problem exists using an objective, legally sound procedure; developing feasible adjustment strategies; and implementing correction and a monitoring process consistent with institutional culture and values.…

This paper examines issues involved in selecting a strategy that could be carried out by institutions to achieve salary equity between male and female faculty. It compares potential strategies based on equity of salary adjustments, political constraints, cost to the institution, and whether the plan removes inequities. Steps in determining…

Explores salary data organized by academic rank using a sample of 78 graduate departments. Finds significant differences among the highest, lowest, and average salaries of assistant, associate, and full professors in private and public universities, and between schools in metropolitan and nonmetropolitan areas. Suggests a lag in supply may affect…

Methods used to measure college faculty salary compression (i.e., the extent to which new faculty salaries are approaching those of existing faculty at the same or higher rank) are presented. Administrator methods of addressing the issue of salary compression are also discussed, based on a survey of 10 college provosts. (Author/MSE)

Public school teachers earn more money, and possess more of the characteristics valued in the teaching market, than do private school teachers. Organizational and ownership structure of schools appears to make a difference in teacher salaries. Profit-making schools are among the lowest paying, second only to parochial schools. (Author/MD)

Issues, methods, and results of a faculty salary analysis for Idaho State University's School of Vocational-Technical Education are presented. A variety of descriptive salary statistics for men and women faculty in different fields are tabulated. Recommendations for use and improvement of the research and statistical methodology are offered. (MSE)

Approaches for undertaking a faculty salary equity analysis are discussed. An institutional researcher must have a clear understanding as to why the study is being performed. Faculty handbooks and policy manuals are good starting points for determining how salary decisions are made. Once the salary allocation criteria have been identified, the…

Two studies illustrate how omitting faculty rank as a predictor variable from gender equity studies of faculty salaries can lead to incorrect conclusions about gender discrimination. One uses hypothetical data constructed so there is no gender difference in salary, but omission of academic rank skews the results. The second uses data from a…

A survey of respondents and nonrespondents to the Vocational Education Data System's follow-up survey of Massachusetts community college graduates was designed to measure response bias. The survey investigated employment patterns, wages, and degree of job relatedness. Results suggest original data was biased, if at all, toward underestimation, not…

The rationale for high school dropout reduction programs rests mainly on evidence that graduates are more successful than dropouts in the labor market. It is not evident, however, whether this difference is attributable to the diploma itself or to underlying characteristics that affect both graduation and labor market success. This paper estimates…

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.…