Describes a three-tier merit-pay system that rewards excellence, reinforces competence, and yet motivates professional growth among the lowest performers. Also discusses drawbacks. (PD)

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)

Reviews several different methods that analysts can use to measure gender- and race-based pay differences for academic employees, and how they are interrelated. Discusses the advantages and disadvantages of each method, and shows how they can give rise to different estimates of pay disparity. (EV)

A study of 20,000 high-level administrators in 821 colleges and universities found that women's salaries were lower than men's. The negative effect of female incumbency on salary was greater in larger institutions and in private as compared with public colleges and universities. (Author/JOW)

Data from a national survey concerning presidents' compensation and fringe benefits are presented. The percentage of presidents receiving various categories of benefits are tabulated, and median salaries are displayed by institution type and enrollment (full-time equivalent). (MSE)

Surveys graduates of a radio-television/telecommunication program. Finds that income increases with work experience; those working outside the media earn the most; and males continue to outearn their female counterparts, when other factors are controlled for in the regression analysis. (SR)

The earnings gap between male and female workers across all occupational groups has been well documented; full-time women workers earn, on average, approximately 65 percent of men's salaries. Although male/female salary disparity is largest across occupational groups, salary disparity within occupational groups still prevails. For example, the…

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…

Indicts the system that keeps caring, competent part-time teachers from earning a living wage and joining the "system" of job stability. (RAE)

A questionnaire was completed by 1,297 graduates of Master of Business Administration (MBA) programs at the University of Pittsburgh. Questions collected data on job status, salary, sex, and years of work. Results show that female MBAs earn less than their male peers from the beginning, and the trend continues. (CH)

Describes strategies used over the past decade to address inequities between women and men in the areas of salary, promotions, and participation in faculty affairs and governance at Arizona State University. (GC)

Responses from 117 of 300 human resource development faculty indicated that 46.6% variance in salaries was related to four variables: rank, reward structure, years full-time teaching, and doctoral degree. Research was rewarded more than teaching or service. Lower numbers of women at higher salary levels may result from lower percentage of women in…

Provides information on how hierarchical linear modeling can be used as an alternative to multiple regression analysis for conducting salary-equity studies. Salary data are used to compare and contrast the two approaches. (EV)

Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)