If cash-strapped universities want an easy way to save money, Lawrence B. Martin, a professor of anthropology at the State University of New York at Stony Brook, has an idea. By tallying faculty output in areas such as publication rates in scientific journals, Mr. Martin has concluded that there could be as much as $1-billion to $2-billion in…

The article analyzes the practice and experience of faculty management at the University of Pennsylvania and its implications for Chinese universities from the perspective of management systems and operation mechanisms. Recent reforms and innovation of faculty management at Sichuan University are described.

The justification for studying faculty research productivity is that it affects individual advancement and reputation within academe, as well as departmental and institutional prestige (Creamer 1998, iii). Publication records are an important factor in faculty performance evaluations, research grant awards, and promotion and salary decisions. The…

This case study is the first to track the method used by an Israeli institution of higher education to assess and reward faculty members using a set of performance measures ("Excellence criteria"). The study profiles faculty members who received financial rewards for excellence during 2005-2007, based on the previous year's activities,…

Among the varied analytical challenges institutional researchers face, examining faculty pay may be one of the most vexing. Although the literature on faculty compensation analysis dates back to the 1970s (Loeb and Ferber, 1971; Gordon, Morton, and Braden, 1974; Scott, 1977; Braskamp and Johnson, 1978; McLaughlin, Smart, and Montgomery, 1978),…

Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze…

Eight reasons are given against the use of merit pay for university faculty. The introduction of salary schedules is suggested to eliminate the debates and inequities of merit evaluations. (FG)

Discusses three interrelated policy initiatives at Georgia State University concerning faculty workload, the system for post-tenure evaluation, and salary equity. Each policy has ramifications for the others, and experience has shown benefit in an integrated, collegial approach to these issues. Also examines problems and benefits in developing and…

Argues that faculty evaluation procedures undertaken to improve instruction need to be separate from those used to reward excellence. (SRT)

Adam Smith's discussion of the payment modes of teachers and resulting consequences for the quality of teaching and process of curricular innovation are reviewed through the conceptual lens of modern agency theory. Smith's analysis of higher education in his day (eighteenth century) sheds light on faculty incentive and assessment problems that…

A salary-growth model is described that includes the nature of the salary dependence on experience for various levels of performance of faculty members in a subset having the same level of education and the same marketability of their specialities. (Author/MLW)

Faculty resistance to an annual faculty evaluation system implemented at the University of Northern Colorado was widespread. Four factors characterized faculty members most dissatisfied with the evaluation of their performance: years in service at the university, level of the evaluation, impact on salary, and inconsistency among the evaluators.…

Awarding merit pay is a two-step process involving a performance review and a monetary calculation. A model that will distribute a finite amount of money while taking into account performance levels and base salaries of evaluees is described. (Author/MLW)

Case studies of 10 medical schools identified innovative mechanisms of faculty governance and management to enlist faculty in meeting demands of a competitive marketplace, including appointment letters explicitly specifying roles and responsibilities; annual, objective, performance reviews; salary tied to performance; lengthened pretenure period;…

Nine observations on an article published in the September 1982 "ABCA Bulletin" deal with the quality of college-level technical writing programs and the competency of teachers involved in those programs. (AEA)