The Fair Labor Standards Act (FLSA) Final Overtime Rule has substantially increased the salary threshold for exemption from overtime pay. The effect of the Final Rule will be felt by colleges and universities nationwide; many employees will now be eligible for overtime pay unless their salaries are brought in line with the new $47,476 minimum…

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)

This guidebook is designed as a resource for those in the higher education community who want to conduct analyses of bias in faculty salaries or to understand and interpret the results of studies presented to them. This edition will help readers detect gender and face bias in current rank, select a salary-equity consultant, understand different…

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)

This paper examines the phenomenon of salary compression (the demand by newly hired university faculty members for salaries that approach or exceed those of existing faculty at the same or higher ranks) and reports on a phone survey of 10 university provosts. It presents methods to determine if salary compression exists and its extent. Considered…

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.…

Methods used to measure college faculty salary compression (i.e., the extent to which new faculty salaries are approaching those of existing faculty at the same or higher rank) are presented. Administrator methods of addressing the issue of salary compression are also discussed, based on a survey of 10 college provosts. (Author/MSE)

The 1994 edition of the NEA Almanac of Higher Education offers this year, in addition to the usual statistical data that the almanac has traditionally provided, seven articles that analyze important trends in higher education by leading scholars from across the nation. "Faculty Salaries, 1992-1993" by John B. Lee gives a detailed…

This book presents 11 papers which consider the central issues, methods, and resources for work in institutional research in higher education. The primer uses the idea of a "cookbook" or "manual" for its conceptualization, organization, and format. The chapter topics focus on what are expected to be the key issues facing…

Suggests some operating principles for job candidates for academic appointments. Notes that candidates should receive offers in writing. Lists compensation, perquisites, fringe benefits, and other conditions that candidates should negotiate. (RS)

This book provides guidelines for developing a coherent faculty rewards system, starting with the articulation of institutional priorities and following the process through the development of departmental guidelines and union contracts. It includes samples of documents used in a wide range of institutions that have matched their policies with…

The use of student classroom rating data to assist with salary, tenure, and/or promotion decisions is explored. The data can become an important aspect of such decisions, but only after very careful development and negotiation. (JMF)

Describes the Salary Model, a menu-driven software package that allows administrators to compare quickly and easily the activities of one faculty member to those of other faculty member. (MM)