This paper presents a multi-phased approach to identifying and correcting gender-based salary inequities within institutions of higher education. The major steps in this approach involve: (1) determining if a problem situation exists by using a conceptually sound, objective procedure that does a legal and effective job of explaining faculty…

This study at Miami University (Ohio) compared multiple regression techniques, traditionally used in higher education to examine salary inequities, with compa-ratio analysis. This new technique has been a corporate practice for reviewing salary and gender bias and is now being applied in studies of higher education salary equity. Weaknesses of the…

Three models to describe university salary structure were assessed. Attention was focused on full-time, permanent faculty in ranks of instructor through full professor. Model I postulated that the internal labor market is uninfluenced by the external academic market. The results of model I were compared to the results of a model that adjusted for…

A university's use of the Automatic Interaction Detector (AID) to monitor faculty salary data is described. The first step consists of examining a tree diagram and summary table produced by AID. The tree is used to identify the characteristics of faculty at different salary levels. The table is used to determine the explanatory power of the…

The first market-based faculty salary model to be used at the University of Alaska to estimate the extent of a market problem and guide the distribution of a special market salary fund is presented. It addresses critical market-based inequities within key teaching disciplines experiencing difficulty in retaining and attracting high caliber…

Compensation in higher education is an inclusive term, since all the benefits associated with teaching, research, work with people, and work with knowledge might be included. But in terms of purchasing power it appears that compensation for work in higher education has lost ground against inflation. In contrast, wage and salary earners in many…

Using construed data, it is demonstrated that the commonly-used method of showing mean salary by sex or mean salary by rank by sex can be misleading, and that a more realistic picture can be obtained using multiple regression analysis. Faculty staffing patterns were designed for two simulated institutions and is presented showing means and…

Salary information for faculty and deans of accredited colleges of pharmacy is presented in this annual survey prepared by the American Association of Colleges of Pharmacy. Data are based on responses collected for the academic year 1979-1980. Salary data for faculty remunerated on calendar (11- or 12-month appointments) and academic (9- or…

Salary information for faculty and deans of accredited colleges of pharmacy is presented in this annual survey prepared by the American Association of Colleges of Pharmacy. Data are based on responses collected for the academic year 1977-1978. Salary data for faculty remunerated on the calendar (11- or 12-month appointments) and the academic (9-…

Academic man is now, more than in earlier times, economic and political man. The parties interested in or affected by faculty salaries are: (1) faculty members; (2) other college employees; (3) executive officers and institutional boards of control; and (4) benefactors or funders, including students, philanthropists, state coordinating bodies,…

A process of equalization of salaries has taken place in the State of North Dakota for higher education during the 1977-78 school year. The State of North Dakota supports eight institutions of higher education: two universities, four state colleges, and two two-year institutions. The equalization process as it effected the decision making at the…

The employment of community college instructors on a part-time basis provides the opportunity for students to study under outstanding instructors whose primary employment may be in industry or in other postsecondary institutions and permits colleges to respond better to community needs with the financial resources available to them. Along with…

This report is the fifth in a series covering salary schedules used in 2-year institutions. The salary schedules reported in this study cover 49,271 full-time faculty members. They represent 62.7 percent of total full-time faculty in 2-year colleges in 1971-72. The first section of this report contains an overview of the major types of salary…

An annual survey of college faculty pay shows faculty in "hard-to-hire" disciplines such as engineering, accounting, physics, and computer science continue to command higher-than-average salaries, while disciplines recently at the bottom of the pay scale remain there. At all ranks except full professor, private college faculty earned more. (MSE)

Average faculty salaries, by rank for institutions using rank, are tabulated for each institution and for institution types. The data cover all full-time instructional staff members except those in medical schools. (MSE)