Presents a model for evaluating principals' wages and comparing them to teacher salaries. The model was used over a four-year period to evaluate more than 400 principals' salaries. This model was developed to help encourage salary equity for principals. Includes three charts. (MD)

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…

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

Provides information on how hierarchical linear modeling can be used as an alternative to multiple regression analysis for conducting salary-equity studies. Salary data are used to compare and contrast the two approaches. (EV)

Five comparative data traps repeatedly come up during school negotiation sessions: (1) average salary comparisons; (2) vague salary comparisons; (3) low master's guide; (4) considering salary only; and (5) comparing benefits. Provides examples and outlines a defense against these data traps. (MLF)

This second part of a two-part article describes specific steps that early childhood administrators can take to create an equitable compensation structure. They need to conduct a job analysis of and write a job description for each position, determine comparable worth, set salaries, and determine advancement policies. (MDM)

A number of school systems are using innovative strategies to recruit the teachers they need. (MLF)

By reviewing how a school system establishes salary ranges and job classifications for nonunion employees and then correcting any inequities, school districts can avoid being sued by comparable-worth advocates. (JW)

A Virginia district's voluntary teacher incentive program is credited with rewarding excellent performance, encouraging teacher attendance, and being simple to administer. Requirements include few absences, superior teaching evaluations by principal, good standardized test scores, successful evaluation by outside experts, and completion of course…

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)

Examines how analysts have treated rank in faculty salary models and the problems associated with either including or excluding controls for rank. Uses a sample selection statistical procedure to correct for the effects on salary of gender bias in promotion from associate to full professor. (EV)

Presents four key questions for day-care center administrators to consider when evaluating their salary schedules: (1) what are we paying for?; (2) is our pay equitable?; (3) should we offer annual increases?; and (4) should we offer merit raises? Considers various issues raised by these questions, based upon an analysis of over 100 salary…

Explains how day-care centers weigh the factors of responsibility, training, experience and performance in developing salary schedules. Discusses simplicity, security, clarity, flexibility, liability, and relevance as factors in refining salary schedules. Provides two models of salary schedules, the traditional approach and the performance-based…

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.…

Development of a comprehensive, pro-active, value-centered model for reviewing college faculty salaries is described. The model, used at Frostburg State University (Maryland), draws on multiple-regression applications to salary equity issues. Applications of the model in evaluating, redressing, and preventing salary equity problems are presented.…