Assesses the common practice of allowing retiring employees to continue receiving group insurance benefits and suggests that before agreeing to this arrangement, administrators should consider the situation carefully and plan for the potential long-range consequences. (Author/WD)

The current controversy over age-based mandatory retirement in academia is causing a review of tenure and salary policies. In this article, two alternative explanations for the institution of tenure are discussed. Five alternative policy responses available to university administrators are described and analyzed. (Author/SA)

Although it is widely believed that unionization in higher education is incompatible with traditional academic practices involving collegial self-governance, the University of Connecticut Chapter of the American Association of University Professors found that unionization can augment the faculty's role in peer self-governance. (JMD)

Most teachers are satisfied with most aspects of their jobs. Results from a number of national surveys on teacher satisfaction are presented. Specific aspects of job satisfaction discussed are salaries, status, working conditions, and employment outlook. (IAH)

States that part-time faculty--whose numbers have doubled in the last generation--are paid an average of only $1500 per three-unit class, are rarely included in the community college culture, receive no benefits, and frequently lack legal protective measures. Offers suggestions as to how these legal issues can be addressed and resolved. (NB)

Trends affecting higher education and prospects based on these facts are considered, with attention to enrollment, inflation, ability to pay for college, state and local support, basic research, and employment in higher education. It is claimed that the most serious problem higher education has faced in the last decade has been inflation, not…

Houston (TX) schools have developed an innovative attitude toward the teacher shortage; a magnet high school program encourages and prepares students for careers in education. (MD)

Reasons for the decrease in the number of minority group teachers are the following: (1) low status and salaries; (2) alternative career possibilities; (3) desegregation; (4) teacher competency tests; (5) limited career advancement opportunities; and (6) reduction in government supported programs. Recruitment programs, financial incentives, and…

Notes the efforts of some universities to lure top professors from other universities. Reveals problems, such as raising the needed money and funding eminent scholars, and considers some positive aspects of the trend, such as the creation of new courses and emphases, and the clarification of priorities of a department. (EL)

Discusses historical and economic reasons for the gender segregation of the teaching profession. Analyzes data on teacher employment in the United States from 1850-88. Argues that the percentage of women teachers was highest in those States and counties where teaching was formalized and the female-male salary ratio was relatively low. (KH)

Recruiting options for securing sought-after teachers include one-time bonuses on hiring or after the first year; release-time with pay or a shortened workday; longer work year with paid time for professional development, accelerated sabbatical leaves, or paying teachers to take advanced courses; and supplementary salary schedules. (MJL)

Using data from Rhode Island, this study investigated the extent to which teacher unions have won control gains, but not economic gains, at the bargaining table. (Author/PN)

Three reports of interest to career counselors are presented: results of a survey of 1976-77 bachelor's and master's graduates; what the college student body will be like in 1990; and the number of teachers employed and the number of vacancies in a score of subjects in 1979. (CT)

The author suggests that, when hiring new faculty, universities specify exactly the number of publications and research projects expected of them. He cites the cases of three assistant professors who were dismissed or not promoted for concentrating on field service rather than on research and writing. (SJL)

A questionnaire survey of recent MA in TESOL graduates indicates respondents' feelings that they were adequately prepared by their MA programs and that their jobs are satisfying. Age, education, and experience of respondents are displayed along with their ratings of the components of their MA programs. (PMJ)