An understanding of the technical aspects of comparable worth and the role of job evaluation should help college presidents and administrators to influence legislation effectively or to prepare for comparable worth in ways that preserve the integrity of their institutions. The Washington State case is discussed. (MLW)

The AAUP, in publishing salary and compensation averages each year for individual institutions and for categories of institutions, should alert readers to the shortcomings of the data for various purposes, and especially for comparisons between institutions and between categories of institutions and sexes on a nationwide basis. (LBH)

Average faculty compensation at institutions reporting comparable data both this year and last increased by 6.4 percent; consumer prices increased by 7 percent between the two years. Related statistics are presented on faculty status, females, medical schools, librarians, and financial problems. (LBH)

Asserting that researchers use different ways to measure the effects of seniority and experience on faculty earnings, reviews some of the theoretical reasons why the return on seniority may be different in academia than in other labor markets. Argues that the negative return on seniority and the extent of salary compression have been overstated by…

A case study approach illustrates the various statistical and political issues that analysts encounter when conducting a salary-equity study for a single institution. Highlights the importance of integrating various stakeholders in the process of assessing salary equity. (EV)

Despite the growing intricacy of information management, academic institutions continue to relegate librarians to second-class status and lower pay than their peers in classroom positions. Efforts to combat salary inequities are often confounded by deficiencies in salary reporting systems. Librarians provide important one-to-one educational…

A report presented to the American Association of Colleges of Pharmacy summarizes a study of gender differences in salary. The methodology and findings are reported, and recommendations are made concerning institutional review of salary structures and continuing monitoring of the salary situation. (MSE)

At most colleges and universities, fringe benefits are offered only to married faculty. Requiring marriage for benefit eligibility discriminates against all unmarried couples, homosexual or heterosexual. Resistance to providing benefits to unmarried couples is declining, but both gay and straight couples will have to lobby together for domestic…

The June 1999 Bett report was a major review of academic staff pay in United Kingdom higher education. This article examines problems with the system of pay determination currently in operation, the background and main proposals of the Bett committee concerning collective bargaining reform, employers' responses to Bett and unions' positions, and…

This study used 10 years of personnel data of Michigan State University faculty to explore the returns in salary to seniority (the wage-tenure profile) and the degree to which these returns respond to entry-level salaries (or opportunity wages). Elasticities of senior-faculty salaries were estimated with respect to entry-level salaries, and…

Answers are provided to eleven questions regarding legal aspects of collective bargaining in higher education in Canada. Issues discussed include certification of faculty associations as bargaining agents, coverage of bargaining agreements, preserving of salary differentials based on marketable skills, and effects on merit pay, job security, and…

A comparison of salary and rank by sex at a major institution before and after initiation of an approved affirmative action program suggests that required programs are more costly than effective. Rather than the current regulatory approach, federal incentives and greater attention to results than procedures are recommended. (Author/LBH)

A series of multiple regression analyses was used to investigate a salary equity policy in a statewide system of institutions of higher education. Faculty rank, number of publications, and teaching effectiveness were among the variables examined. (JKS)

Examined are the specific differences in the salary reward structures of eight clusters of academic disciplines included in Biglan's three-dimensional model of the academic profession. A total of 1,320 faculty at a large research university responded to the Faculty Activity Analysis questionnaire regarding the time spent in 11 categories of…

The hypothesis of a direct link between institutional pay scales and faculty sex ratios is examined based on HEGIS and AAUP data. Results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve parity for women until higher-paying institutions recruit more women or those with more women upgrade pay scales.…