The role of merit pay is examined in the contexts of two different faculty salary systems, and the interaction of the salary system and assessment of individual merit to produce particular patterns of faculty mobility is discussed. (MSE)

Outlines three strategies for retaining students of color and 13 strategies for recruiting and retaining faculty of color. Notes that the suggestions are not intended to persuade anyone to engage in recruiting and retaining faculty and students of color but to facilitate these activities for those already committed to them. (SR)

A committee studied the recruitment and retention of women faculty at Stanford University (California). The committee gathered data in four ways. First, they looked at Stanford-wide data on number and percentage of women faculty by school and department and reviewed faculty salary information by gender. Second, they compared Stanford data with…

Colleges and universities that made minority hiring a priority in the late 1980s are now recruiting fewer black scholars and are seeing more of those already on campus leave. Increased competition for black doctorate recipients is cited. The trend is seen at both major universities and community colleges. (MSE)

The purpose of this project was to assess the perceived efficacy of university-based activities designed to improve the recruitment and retention of women in academic science and engineering (S&E). Numerous approaches to recruitment and retention have been described and implemented but little change occurs. An evaluation of suggested activities by…

This report issued by the American Institute of Physics presents data on various aspects of the physics academic workforce. For the school year 1997-98, the institute measured the number of physics faculty, number of women faculty, turnover rates, retirement rates, new hires, frozen positions, and faculty recruitment efforts. Data suggest that the…

Affirmative action is defined by: reviewing its historical development; analyzing the meaning of quotas, goals and timetables; and distinguishing affirmative action from equal employment opportunity. Strategies for affirmative recruitment and retention of underrepresented faculty are proposed. (MLW)

To increase the diversity and retention levels of underrepresented faculty and staff, Cerritos College implemented the Partnering for Diversity program. Specifically, the program sought to: increase participation of underrepresented employees in positions of leadership; increase the diverse applicant pool for tenure track position by mentoring…

Reports a study of two-year college athletic administrators who evaluated the effectiveness of seven employment strategies and provided recommendations for increasing numbers of female coaches. Subjects perceived active involvement by administrators, increased opportunities for practical experience, and recruiting female athletes interested in…

University contributions to knowledge flow and capacity development depend upon the engagement and productivity of the faculty, who are called upon to meet changing expectations for teaching, research, and service. Escalating accountability demands accompanied by declining resources to support the professoriate could have unknown impact on…

One of the major issues for higher education in the early years of the 21st century is ensuring the continued excellence of its faculty. This responsibility falls most heavily on research universities as the producers of future faculty and as the major sites of the cutting-edge research that powers U.S. competitiveness in a global economy and…

In recruiting and retaining outstanding faculty and staff in a competitive higher education labor market, a state-of-the-art domestic partner benefits plan is a necessary and valuable component of a college or university's overall talent strategy. Edna Chun and Alvin Evans examine how, as part of a comprehensive total compensation package,…

Testimony from a former head of a communication and theatre department attests to the difficulty in recruiting new faculty with graduate faculty credentials for a department without a doctoral program. Typically, the so-called "stars" of an academic discipline gravitate to large universities and their doctoral programs. Therefore, those involved…

The first market-based faculty salary model to be used at the University of Alaska to estimate the extent of a market problem and guide the distribution of a special market salary fund is presented. It addresses critical market-based inequities within key teaching disciplines experiencing difficulty in retaining and attracting high caliber…

At a 1990 symposium on principals, speakers from Tennessee and other states shared their perspectives on school leadership. The symposium proceedings contains the following presentations: (1) "Under Fire: The School, the Principal and the Preparation Program" (Barbara Nye and Mary Jane Connelly); (2) "The Roles of Principals:…