This case study examines the structure and use of an exempt job evaluation system at the University of Tennessee at Chattanooga. Discussed are the review committee, evolution of the evaluation process, importance of a position tracking system, qualitative data analysis, and quantitative data analysis. An integrated approach to salary and…

The development and detail of a salary system at the University of South Carolina-Aiken that combines both merit and market inequity is described. Eleven principles of fairness are presented. (MLW)

Methods and variables used to analyze Idaho State University faculty salaries are described, and results of salary analyses are presented. Practical issues confronting the salary study committee, procedures used to resolve them, and limitations of regression analysis are also examined. (MSE)

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)

Survey of 35 public and private colleges and universities investigated prevalence and characteristics of merit pay programs for faculty and support staff. Results include information on compensation program coverage (faculty, staff, collective bargaining groups, percentage of total workforce), percent of funds awarded solely on merit, desired…

Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

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)

A study at one public university investigated the annualized rate of salary/wage increase of employees from the time of hiring until July 1992. It examined promotion patterns, equity adjustments, employee degree acquisition, and certification of clerical workers. The study underscored the wide variation in earnings growth rates due in large part…

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…

Collaboration of faculty and staff with administration to design flexible total compensation programs that can be "customized" to their particular needs is discussed. The implementation of the Ford Motor Company's Employee Involvement Program when designing the Taurus automobile is described. (MLW)

In a study conducted for the University of Connecticut, an analysis of the CUPA Administrative Compensation Survey database for 23 public universities was used to study pay equity issues. Job evaluation and internal equity, market analysis, individual salary adjustments, and planning a pay equity study are discussed. (MLW)

A study of 219 faculty at the University of Tennessee at Chattanooga investigated highest degree held, discipline, experience at the university, academic rank, tenure status, administrative positions held, contract length, and gender in relation to salary and other compensation. Results suggest that gender-based discrimination continues and…

A study using national survey data examined (1) trends in average salaries, adjusted for inflation, of selected administrative job titles between 1979 and 1989; (2) whether salaries have dispersed from or regressed toward the national average; and (3) differences between public and private institutions. (MSE)

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.…

New methods of structuring college faculty compensation systems are needed to involve, motivate, reward, and recognize individual and group behaviors. Compensation systems of the future should support the institution's core values, recognize that success results from interdependent relationships and not only individual accomplishments, and include…