Analysis of results from an earnings sample census of educated males in Britain indicates a relative overexpansion in the graduate part of the university sector and underinvestment in higher level technician training. (MF)

An outline of the membership of the Council for Advancement and Support of Education profiles the average member, his/her job title and responsibilities, career preparation, professional development opportunities, status within the institution, institution type, salaries, and sex and qualification discrimination in compensation. Compensation…

Addenda to the annual report on the economic status of college faculty included earnings data from the Census Bureau that compare 1978-79 academic salaries with 1978 salaries and earnings of similar groups of workers. (MLW)

Some current controversies in the growing body of equal employment law are examined: wage comparability in the context of sex discrimination; procedural sections of the laws and related litigation; class actions by the Equal Employment Opportunities Commission; the scope of litigation; and the criteria for conferring standing on the plaintiff.…

Reexamines data from studies of the impact of academic unions on college faculty compensation gains. Offers explanations for disparate results obtained in various earlier studies. (Author/DB)

This paper identifies the factors that influence the salary level of faculty in United States law schools and investigates the determinants of academic lawyers' professional consulting income. (LBH)

Adult students (25 years old and over) currently constitute 43% of all college students. This paper investigates the importance of college timing in determining earnings. Findings show that those who complete college at a later age receive a significantly smaller initial earning increase than those who acquire their education earlier in life.…

Review of 19 case studies of gender inequity in faculty salaries found inappropriate application of statistical procedures. An alternative, seven-step procedure for salary modeling and testing allegations of salary discrimination is outlined and applied in a case study of 725 faculty. (MSE)

A former English teacher who lectures part-time at several colleges (with miserable pay and no benefits, seniority, or security) was determined to free herself from teaching. In recovery, she has plunged into lucrative business writing and editing, has weaned herself from faculty meetings and "excessive" caring, and is now a high-paid corporate…

A salary-equity lawsuit filed against Illinois State University begun by three women faculty has become a major court battle over sex discrimination, involving 80% of the university's female professors and many who have left the institution. Some see discrimination as pervasive at the university; others have few complaints but want to support…

Provides IRORs (internal rates of return) to investment in higher education by race and sex, using data from the 1985 wave of the Panel Study of Income Dynamics. Black males obtain a rate of return somewhat below other subgroups. Females tend to have a larger return to an investment in education than their male counterparts. (63 references) (MLH)

Examines higher education's costs and economic benefits, as perceived by final-form secondary students in Cyprus. Investigates the main influences on students' expected lifetime earnings. The findings support human capital theory. College-bound students expected their lifetime earnings to increase considerably. In comparison, labor market entrants…

Using data from the manufacturing sector of Iran, examines the existence of hierarchical structure in data used and the advantages of employing multilevel modeling in human capital analysis of earnings differentials. Finds that (1) data used are dominated by a hierarchical structure and (2) the amount of education and experience is significantly…

Budget pressures, tightening labor markets, and increasing public interest should prompt colleges and universities to review their wage and salary programs. Many administrators have never been exposed to practices other than those common to higher education, and trustees with corporate experience may provide some insight. (Author/MSE)

The development and detail of a salary system at the University of South Carolina-Aiken that combines both merit and market inequity is described. Eleven principles of fairness are presented. (MLW)