The University of Maine's seven-campus system led a labor-management committee in redefining a job classification and evaluation system for all hourly positions to achieve internal pay equity. The comprehensive change in compensation polity in a unionized environment was possible only by obtaining wide-scale union involvement. (MSE)

Reviews the process by which California State University implemented a new systemwide classification and compensation structure for information-technology professionals in 1996, and describes the compensation structure, union negotiations, and lessons learned. The new plan features more flexibility, room for growth in job classifications and…

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)

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…

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…