A prototype study of faculty salaries at the University of Maryland was conducted using a methodology considered applicable on other campuses. Computer analysis of data on salaries and faculty characteristics using a multiple regression equation for predicting male and female salaries produced results showing sex biased salary-setting procedures.…

It is hypothesized that three factors would predispose women in specifiable positions to lower-than-expected salaries: length of service, rank, and proportion of females in the field. A multiple regression technique is used. (LBH)

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)

Progress made by academic women in eliminating discriminatory policies and practices once prevalent in higher educational institutions is reviewed. Of substantial distinction have been Committee W's efforts to seek economic parity and financial equity for academic women. (LBH)

The single salary schedule (SSS), based on a fixed schedule of salary steps within each academic rank and a normal time-in-step specification for each salary step, is shown to be more equitable than the contract salary system (CSS), wherein each faculty member negotiates an annual salary with the employing institution. (LBH)