U.S. college faculty salaries are based on merit and market factors, not a fixed scale. This article proposes a structural model for faculty performance evaluation that considers quality and quantity of output in teaching, scholarship, and service, awarding merit pay in proportion to an instructor's contribution to overall departmental…

Employs a market perspective to explain why financial returns to college teaching and research are necessarily unequal. Research will receive greater rewards so long as its market reach is longer, research talent is in shorter supply, and the benefits of research can be partially appropriated by individual scholars. (Contains 13 references.) (MLH)

British survey data from 3,733 on-time graduates and 841 mature graduates (first degree after age 25) showed that lower pay for mature graduates was linked with social class, institution attended, and public sector employment. The public sector was less likely to discriminate against mature graduates. (SK)

This report presents comparative data collected from 98 state-supported universities in 47 states, and 38 university systems representing 30 states, on the administrative salaries they paid in 1994-95. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a participant's relative standing with other…

This report presents comparative data collected from 103 state-supported universities or university systems in 47 states, and 38 university systems representing 30 states, on the administrative salaries they paid in 1994-95. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a participant's relative…

Salary data were gathered for 1985-86 from 463 faculty at the University of Northern Colorado. Discrimination variables studied included gender, race, and age, and university characteristic variables were rank, degree and tenure status, time in rank, and academic discipline. Multivariate procedures employed included multiple linear regression…

Despite legislative and judicial attempts to remedy sex discrimination in the workplace, women continue to earn 60% less than their male counterparts. One factor that could influence an employer's evaluation of an applicant is the knowledge of that applicant's salary on his or her present job. A study was conducted to determine the influence of an…

The use of stagewise regression was investigated in a university study of salary equity for full-time staff-exempt personnel. The commonly used method of regression substitution was modified in three ways: (1) shifting the emphasis away from estimating inequity and toward describing the impact of men's and women's population differences on…

The typical working woman is thought to make 60% of a man's wage, despite increased job skills. Facts prove this perception incorrect. Lack of progress is an artifact of changing labor market characteristics associated with the rapid growth in the numbers of women in the labor market. Low skills, low wage female entrants tend to hold down the…

Investigates the sources of wage differentials for the faculty of a large urban university. Variables include sex, race, department differentials, age, seniority, education, and academic rank. (Author/DN)

The results are reported of the eleventh annual survey of twelve-month administrative salaries paid a representative group of 124 major state-supported universities in the United States. The universities are not identified with their salaries, but they are rank-ordered for comparison. The first part of the report presents the salaries paid at the…

Reported are the results of the tenth annual survey of twelve-month administrative salaries paid at 105 major state supported universities in the United States. The universities are a representative group of institutions at the doctorate-granting level in 47 states. The universities are not identified with their salaries, but are rank-ordered…

At a university of about 800 faculty members offering baccalaureate, masters, and doctorate programs a study was conducted to determine the relationships between recommended salary increases and evaluation of performance. Salary increase proposals were submitted for faculty by department chairpersons. Among other items of information, the…

This is the National Education Association (NEA) Research Division's 24th annual report on the economic status of the teaching profession. The compendium of tables and brief descriptive text are divided into three major sections. The first part concerns trends in salaries paid to classroom teachers and other instructional staff members in public…

The status of faculty women at the University of Denver is reviewed in relation to rank and salary. Inequities in the areas of work and salary based on sex are apparent. Statistical data indicate 7.9% of the professor rank, 14.4% of the associate professor, 17.9% at the assistant professor rank, and 74% of the instructor rank are women. Women…