The Washington State Council for Postsecondary Education reviews current faculty salaries within the context of the Council's policy recommendations in the 1975-77 biennium and in terms of comparisons with various measures of competition. Recommendations are made to the state legislature to provide funds to increase faculty and other exempt…

Information on salaries paid to faculty in higher education in 1977-78 is presented. Data were obtained by the National Center for Education Statistics (NCES) in its 1977-78 Higher Education General Information Survey. Only the salaries paid to faculty employed on 9-month regular academic year contracts are presented. Salary information is…

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…

Women who are employed receive lower salaries on the average than men. The differences in faculty salaries are investigated in relation to the extent these differences can be explained by relatively objective factors, such as lack of the Ph.D. and differences in performance, and to what extent they appear to be the result of discrimination. Using…

This document reports on comparative salaries for men and women at Washburn University of Topeka, Kansas. A standard multiple linear regression equation was developed from data supplied. Using the factors of years at Washburn, degree, and rank, a "line of best fit" formula was developed which would predict a salary that could be…

This Affirmative Action Plan was designed to eliminate discrimination against women at the University of Pennsylvania. Thirteen steps are recommended: (1) issue a public statement recognizing the existence of discrimination against women at the University; (2) instruct the committee on the budget and inform the President's and Provost's staff…

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 study was designed to identify the factors significantly influencing the current compensation received by male graduates of two-year-college business and engineering/technology programs. Using stepwise multiple regression, the importance of including employer and job attributes, as well as personal characteristics, in the examination of…

High salaries and perquisites such as generous separation benefits, bonuses, housing, and housing improvements have provoked criticism and concern over the use of public or limited institutional funds. (MSE)

A study of the relationship between faculty unionization and salaries in Ontario's universities during 1975-1983 suggests that unionization has not had a significant impact on relative salary structures there. (MSE)

Colleges and universities can employ several statutory defenses to alleged pay disparities and demonstrate that there are legitimate reasons for pay differentials. Several preventive strategies in response to the emerging legal terrain of equal pay litigation are suggested. (Author/MLW)

An understanding of the technical aspects of comparable worth and the role of job evaluation should help college presidents and administrators to influence legislation effectively or to prepare for comparable worth in ways that preserve the integrity of their institutions. The Washington State case is discussed. (MLW)

Rigidity is setting in that obscures reasonable discussion of the imperfections of a free market where women's wages are concerned, and increases the likelihood that comparable worth, if implemented, might substitute one set of arbitrary job evaluations for another. (MLW)

The different preferences for occupational roles and college majors of the recent college graduates in this study account for one-third to two-thirds of the gender differences in earnings three years after graduation. The implications for estimating labor market discrimination are discussed. (SK)

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)