A variety of incentives offered to faculty to leave an institution in difficult financial circumstances are outlined. They include: liberalizing the actuarial pension reduction, lump-sum severance payments, annuity enhancements, phased retirement, retirement perquisites, retraining for outplacement, paid retraining, and earnings supplements during…

Using personnel data from 106 California community colleges (CCC) and through interviews with officials of 25 representative community college districts, a study was conducted to determine: (1) the total number of certified full-time staff and faculty who separated from employment after the passage of Proposition 13; (2) the subject fields or…

The collective bargaining agreement between the Marymount College Administration and the Marymount College Chapter (55 members) af the American Association of University Professors (AAUP) covering the period September 1, 1984-August 31, 1986 is presented. Items covered in the agreement include: definitions and recognition of AAUP;…

The collective bargaining agreement between Marymount College Administration and the Marymount College chapter of the American Association of University Professors (AAUP) covering the period September 1, 1986-August 31, 1989 is presented. Items covered in the agreement include: unit recognition, nondiscrimination, grievance and arbitration…

Voluntary severance plans for college employees offer a possible solution to the problem of limiting labor costs in an inflationary economy, particularly when mandatory retirement is eliminated. The severance package must be carefully budgeted, constructed, and communicated to the employees, and the institution must be disciplined in carrying it…

Faced with dwindling resources, some colleges and universities have experimented with a variety of staffing alternatives, but good staffing strategies must be realistic, flexible, and fair to all involved. (Author/MSE)

The use of college staffing strategies to reduce staffing expenditures, to reallocate staffing resources, or to limit the time commitment of resources to a position is discussed, based on the literature and data from the Project on Reallocation in Higher Education. Control of the decision to create a position or hire replacements for departing…

Perspectives concerning the effective use of a small college's resources and assets in a time of declining government support and decreasing enrollments are presented. Attention is directed to improving cash flow, staff reduction and early retirement, external sources of long-term financing, college financial student aid, and managing real estate…

The collective bargaining agreement between the Board of Trustees for the Nebraska State Colleges and the State College Education Association, an affiliate of the National Education Association, is presented. In 14 articles the agreement covers the following: purpose of the agreement; recognition of negotiating units; nondiscrimination; grievance…

The collective bargaining agreement between the Pennsylvania State System of Higher Education and the Association of Pennsylvania and University Faculties, an affiliate of the National Education Association, covering the period July 1, 1985-June 30, 1987 is presented. Items covered in the agreement include: unit recognition, academic freedom,…

The collective bargaining agreement between Wilberforce University and the Wilberforce University Faculty Association Chapter (50 members) of the American Association of University Professors (AAUP) covering the period September 26, 1983-August 31, 1986 is presented. Items covered in the agreement include: AAUP recognition; dues checkoff;…

Academic staffing practices used at four-year colleges and universities are identified, and recommendations are offered for achieving staffing flexibility in the face of conditions such as scarce resources. In addition to considering faculty flow models (e.g., Markov models and simulators) as a management/planning tool to evaluate personnel and…

The collective bargaining agreement between University of Hawaii Professional Assembly and the Board of Regents of the University of Hawaii for the period 1987-1989 is presented. Items covered in the agreement include: unit recognition, outside employment, exemption from tuition, duty period, paid and unpaid leaves of absence, sabbatical leaves,…

The collective bargaining agreement between D'Youville College and D'Youville College Chapter of the American Association of University Professors covering the period September 1, 1985-August 31, 1989 is presented. Items covered in the agreement include: unit recognition, management rights, grievance and arbitration, no strikes/lockouts, initial…

The impact of alternative institutional policies on faculty mix, salary expense, and turnover is assessed. Guidelines are offered to aid health science school administrators to maintain faculty vitality through a period of retrenchment and new federal retirement law. A "typical" hypothetical school of medicine is simulated using a…