Data from studies of nonstandard work arrangements for managers, professionals, and college faculty suggest that the experiences of academics in such jobs are similar to those of other professionals as to job quality and worker preferences. Workers in nonstandard work are generally paid less, are less likely to receive health insurance or pension…

The University of California San Diego replaced its manual staff merit-increase-recommendation process with an online computer program to reduce workloads and improve the quality of the final recommendations. The highly successful system has been enthusiastically embraced by the campus community and recognized by the National Association of…

A study was done comparing faculty salaries at the University of Maryland at College Park (UMCP) with those at other similar institutions for fall 1991. The data were drawn from the fiscal year 1992 Integrated Postsecondary Education Data System survey, "Salary, Tenure, and Fringe Benefits of Full-Time Instructional Faculty," and the…

The kit is the result of a study undertaken to provide a method for flagging women and minority faculty members whose salaries appear to be low compared to the salaries of white males in the same faculty who have the same attributes and experience. The recommended method also provides an estimate of what the woman's or minority individual's salary…

Faculty salary differentials were analyzed using multiple linear regression. Data were used on all full-time academic faculty at a state university, a relatively small land grant institution. A model was developed using rank, time in current rank, highest degree, administrative position, and academic department as independent variables. The effect…

Sex bias in college faculty salaries is examined in this book. Part 1 contains the following four chapters on the use of multiple regression to detect and estimate sex bias in salaries: "The Assessment of Salary Equity: A Methodology, Alternatives, and a Dilemma" (Thomas R. Pezzullo and Barbara E. Brittingham); "Detection of Sex-Related Salary…

THIS 19TH ANNUAL SALARY SURVEY OF THE AMERICAN FEDERATION OF TEACHERS (AFT) LISTS TEACHERS' SALARIES AND BENEFITS PAID BY OVER 600 SCHOOL DISTRICTS IN ALL 50 STATES AND IN THE 50 LARGEST CITIES DURING 1967-68. THE SIZE OF EACH DISTRICT, SALARY BY EDUCATIONAL BACKGROUND, INSURANCE PAID BY EACH DISTRICT, AND THE NUMBER OF STEPS BETWEEN MINIMUM AND…

Differences in salaries by sex were studied among the faculty of Maryland public higher education institutions. Focus was on the overall pattern, with consideration of the issue of promotion to rank at the University of Maryland and the state colleges and universities. The scope of the study was limited to full-time, permanent faculty, and data…

In October 1975 all institutions listed in the "Higher Education Directory" were surveyed for frequency distributions of their faculty salaries by rank. The results are summarized in tables. Salaries are given in quartiles according to faculty rank, institution type and size, and geographic region. Some observations and trend analyses are made.…

An analysis of state college and university faculty salaries by region, rank, and discipline during a seven-year period is reported. It reveals that the ranges among salaries have been increasing. (MSE)

The AAUP annual report includes a summary of the annual survey and its results, tables of salaries and college faculty salary trend information by rank and institution type, explanations of the statistical data, data for individual institutions given alphabetically by state, data for preclinical medical school departments, and notes. (MSE)

Data are presented on salaries for professors, associate and assistant professors, and instructors in four percentile groups, by institution type, and noting percentage increases in the last year for each rank and institution type in public, private, and church-related institutions. (MSE)

By increasing salaries, raising hiring standards, improving working conditions, and giving teachers more professional status, public education will greatly improve the quality of its teachers, but the best will not be attracted until base salaries are above $30,000 or other means are found to bring top scholars into the field. (MSE)

Presents a discussion of the legal context of evaluation systems upon which merit pay programs are based. Following the discussion of the law, a model merit pay program is presented. (MLF)

The effort to obtain equal pay for teachers, especially for women teaching at the elementary school level, is traced briefly. Teachers are urged to resist salary bonuses for teachers of science and mathematics and to work instead to increase salaries for all teachers. (PP)