In 2001 the Finnish government decided that the state sector should develop a new salary system that would take more fully into account the actual outcomes and demands of particular posts. Subsequently, in June 2006, an agreement on a new salary system for the Finnish university sector was reached between the negotiating parties, the employers and…

Attempts to describe institutional salary behavior relative to the AAUP salary scales. The research has found that schools that reported in the AAUP surveys apparently are concerned with keeping the pace of salary grade changes set by the AAUP and thus maintaining or improving their comparative salary status. (Author)

This study is the sixth in a series of reports on salary schedules in effect at institutions of higher education that grant the 4-year bachelor's or higher degree. The information given here is derived from the salary schedules supplied by the 4-year institutions in connection with the 1971-72 survey, Salaries Paid and Salary-Related Practices in…

In response to needs expressed by the community of higher education institutions, the National Center for Educational Statistics has produced early estimates of a selected group of mean salaries of instructional faculty in institutions of higher education in 1972-73. The number and salaries of male and female instructional staff by rank are of…

A review of current faculty salaries within the context of the Washington Council for Postsecondary Education policy position includes comparison with various measures of competition and the effect of past, present, and projected increases in the cost of living. Tables include listing for: average faculty salaries; consumer price index for fiscal…

This study reports on salary schedules in effect at institutions of higher education that grant the 4-year bachelor's degree or higher degrees. The information given here is derived from the salary schedules supplied by the institutions. The first section of this report contains an overview of the characteristics of the salary schedules in 172…

This report represents the results of a salary study of the full-time faculty members listed in the Board of Trustees' minutes at the University of Akron. Tentative conclusions suggest: (1) While changes in salaries at the University of Akron over the last several years have generally kept pace with changes in the cost of living, the more recent…

In order that it might compare the levels of salaries paid its professional staff members with salaries paid for somewhat similar positions in other states, the Connecticut Commission for Higher Education requested these data from other states having higher education coordinating commissions or boards of regents. Two tables are included. The first…

Sets forth a plan for alleviating unadministered approaches to salary administration in higher education. (Author)

The U.S. Department of Education has collected data on full-time instructional faculty at institutions of higher education since 1968. This report presents the results of analyses of data on salaries of full-time instructional faculty on 9- and 10-month contracts at postsecondary education institutions. The data were collected through the…

A detailed description of one institution's approach is offered for a classification system, a starting salary system, a consistent way of treating promotional increases, and a method of avoiding salary inequities. The Classification Questionnaire is included. (LBH)

Reports on a faculty evaluation system used at the College of Business Administration of the University of Georgia. Data analyzed included effects of publications, teaching experience, departmental affiliation, school from which Ph.D. was granted, and teaching effectiveness on faculty member's salaries. (Author/DB)

Focusing on research universities, this study examines historical patterns in faculty salaries, recent evidence on salaries, the tenuous connection between salaries and performance, and the role of salaries in effective academic-reward systems. Administrative implications for salary policies that improve productivity are also examined. (Author/MSE)

Three techniques are outlined for use by higher education institutions to achieve salary equity: salary prediction (using various statistical procedures), counterparting (comparing salaries of persons of similar rank), and grievance procedures. (JT)