Explores salary data organized by academic rank using a sample of 78 graduate departments. Finds significant differences among the highest, lowest, and average salaries of assistant, associate, and full professors in private and public universities, and between schools in metropolitan and nonmetropolitan areas. Suggests a lag in supply may affect…

The University of Rhode Island established a merit pay system to reward exceptional teaching, research, and service and to retain valuable faculty. A survey investigated faculty attitudes about the new system's fairness, potential results on faculty productivity and morale, and effects on faculty allegiance. (MSE)

A survey of 314 male and female faculty in criminology and sociology found that faculty women are more likely than men to leave academic positions, and women who interrupt careers commonly do so for a job-seeking spouse. Women experience significant losses in tenure and earnings as a result of career disruptions. (MSE)

Charts and graphs illustrate trends in (1) values of college employee pension money invested in the stock market since 1990; (2) college spending on a variety of faculty fringe benefits in 1992-93, by institution type; and (3) the relationship between faculty salaries and the cost of living, 1986-87 to 1992-93. (MSE)

A review of the literature over the past decade reflects substantial changes in rewards, incentives, and sanctions used with college faculty. These changes parallel changes in the public sector generally. Increasing emphasis on formal evaluation and on use of money as an incentive and reward for performance is noted. (MSE)

According to an American Association of University Professors survey, at 19 universities this year the average salary of full professors exceeded $100,000; 10 institutions pay full professors an average of under $33,300. Faculty at doctoral institutions received the largest raises. Changes over the previous year are tabulated by institution type,…

In at least ten states, often those with the lowest public-college faculty salaries, higher-education leaders have made more-competitive faculty salaries a top legislative priority this year. Many of the proposals have encountered resistance from governors and state legislators who have other budgetary priorities or who feel that public-college…

Many midcareer academics are leaving Canadian colleges and universities for academic positions in the United States, where higher pay, budget flexibility, and academic communities are attractive. Canadian university leaders say the loss of such scholars is a brain drain the country can ill afford. In addition, Canadian universities face…

Estimates a fixed-effects model of pay determination for five Ph.D.-granting departments of economics in large midwestern state universities. Departments' reward structures vary widely. Second sabbatical leaves are associated with higher pay. In estimating rewards for research, returns to quality overwhelm returns to quantity at four universities.…

Survey of 35 public and private colleges and universities investigated prevalence and characteristics of merit pay programs for faculty and support staff. Results include information on compensation program coverage (faculty, staff, collective bargaining groups, percentage of total workforce), percent of funds awarded solely on merit, desired…

A study explored two distinct methods of calculating a precise measure of gender-based wage differentials among college faculty. The first estimation considered wage differences using a formula based on human capital; the second included compensation for past discriminatory practices. Both measures were used to predict three specific aspects of…

A survey of junior faculty tenure policies at 37 dental schools found: (1) the most prevalent probationary period was seven years; (2) faculty were expected to have a minimum of 6-15 publications; (3) only 39% were perceived to offer a financial guarantee with award of tenure; and (4) 69% offered an alternative track for selected full-time…

Considerations in conducting a study of salary equity for administrative faculty are addressed. The focus is whether there is a systematic difference in salary of administrative faculty based on race, sex, or age after all legitimate factors are removed. After defining the study population, attention is directed to the study model and research…

This paper presents a procedure by which institutional researchers can determine whether gender-salary discrimination exists at an institution of higher education. The procedure utilizes a statistical quality control tool, which is referred to as setting the process aim. This procedure is based on the premise that salaries are determined by a…

This research brief highlights data on faculty salaries in colleges and universities, outlines recent trends and their implications, and identifies major sources of data on the subject. Tables provide data on average faculty salaries for 1988-89 by academic rank and institution type (public, church, independent); by gender and academic rank; and…