Changes during 1972-1984 in the status of women faculty and administrators in higher education are examined, based on a literature review. While the proportion of women faculty has increased, women still are concentrated in a small number of fields, including English, foreign languages, nursing, home economics, fine arts, and library science. The…

Salary data are presented for 30,667 filled full-time positions. In the tables presented, salary data are reported separately for faculty with M.D. degrees and for faculty with other doctoral degrees. Section A of the report depicts faculty salary information regardless of degree held. The first portion of this section contains such data according…

A parity-equity model for estimating the influences of rational and nonrational inequity and parity (marketplace) factors on faculty salaries were developed. A comprehensive list of factors was classified as rational equity (e.g., professorial rank, years in rank, years of experience), nonrational equity (e.g., sex, years at university), and…

In a market where salary adjustment is limited by equity constraints within ranks and across fields, non-salary adjustment to changing market conditions is likely to occur. Changes in the rate at which nontenured faculty are granted tenure is one such adjustment. A logit model that explains time to tenure as dependent on the time since an…

Salaries, wages, and fringe benefits of faculty, administrators, and general service workers who are employed in higher education are examined from a public interest point of view. The report is divided into three major parts. Chapter II presents an overview of the whole report including a summary of findings, conclusions, and recommendations. The…

Those outside the circle of scientists and research and academic administrators who criticize certain features of the symbiotic relationship between campus research and the Federal Government run the risk of being labeled anti-science by persons who view a continuing, increasing, and unquestioned flow of federal funds as the sine qua non of campus…

The benefits and problems of comparing faculty salaries are evaluated. The primary source of information for this evaluation is the American Association of University Professors' (AAUP's) summer Bulletin. The problems listed include: (1) institutional variations in the methodology of data collection; (2) the conversion of 12-month salaries to a…

This document reviews academic salaries in Australia. Chapters cover academic work value, recruitment and retention of staff, and the benefits of academic employment, salary movements in relevant occupations, comparative wage justice, recommended salary levels, sublecturer grades, several salary levels for professors, clinical loadings, and…

Data collected in an AAUP survey are presented in 19 tables showing salaries and fringe benefits for various ranks of faculty at different types of institutions. (LBH)

It is critical to institutional health that college clerical and administrative employees have a sense of participation in the institution. Personnel policy incorporating the principle of comparable worth in salary determination will become essential as nonfaculty employees note discrepancies between faculty and nonfaculty employment practices.…

The evolution of California's attempts to determine college faculty salary comparability within and outside the state are chronicled and discussed, focusing on the difficulties inherent in the comparison. (MSE)

Keene State College's experience with establishing and implementing market-based faculty salary increases is described, focusing on faculty concerns about this and other equity issues. (MSE)

Current employment patterns of and policies concerning part-time college faculty are outlined, and the advantages and disadvantages of using a high percentage of part-time faculty are discussed. (MSE)

The University of California's "step" system for appointment and advancement of faculty and the salary scale attached to it are outlined, and some criteria and procedures used in making academic personnel decisions are reviewed. (MSE)

Eight reasons are given against the use of merit pay for university faculty. The introduction of salary schedules is suggested to eliminate the debates and inequities of merit evaluations. (FG)