The paper presents a review of the study and practice pertaining to the effectiveness of performance-related pay with a particular emphasis on higher educational organizations. The overall research question guiding the review was to establish the extent to which performance pay-based practices have been successful undergoing great changes in…

Continuous learning over the life course is necessary to successfully compete in a knowledge-based global economy. Workers are increasingly encouraged to remain in the labor force at older ages, which for many will require skills upgrading. While a wide range of individual and community factors play a role in whether older workers receive skills…

This article describes the creation and implementation of a faculty interest group for historically underrepresented faculty at a large, urban community college in the Northeast. Faculty interest groups provide opportunities for faculty across disciplines to meet to explore common interests and share concerns and best practices. The faculty…

Supply chain management is an area of growing interest in both industry and academics. A number of new text books are available for courses in the area, and a number of Colleges of Business are adding relevant curriculum. However, questions arise as to what Supply Chain Management comprises, as to needed courses in the area, and an appropriate…

The Quality Child Care Initiative, the federal apprenticeship program applied to the field of early care and education, has been implemented in over 40 states. This federal initiative was designed to reduce turnover, increase wages, provide a more stable environment for children, and lower the concern of parents. Rhode Island received funding in…

Examines the necessary requirements for implementation of merit pay systems based on individual performance. These requirements include defining performance objectives for each position and paying higher salaries to better performers. (CT)

Evaluation of 120 participants in a supported employment program suggests that successful program implementation led to on-going employment in community work sites, increased wages, and ongoing opportunities for interaction with nondisabled peers. Important procedural components included development of comprehensive Individualized Program Plans…

The author presents a sampling of organizations that have some kind of formal, alternative career path for their nonmanagement employees. It is shown that the rules, conditions, and reasons for implementing parallel systems vary extensively. (CT)

Discusses what the compensation manager at a diverse college or university can do with scant resources to meet the varied compensation needs of the institution. Offers as an example the University of Florida system, which has a flexible policy that incorporates new concepts into training programs and offers new options in consultations. (MSE)

Integrates the major conclusions of the papers on comparable worth in this special issue, and identifies additional relevant issues. Covers the following major topics: (1) history and conceptual issues; (2) social psychological aspects to pay equity; (3) job evaluation issues and applications; and (4) policy implementation and implications. (JS)

Describes issues involved in the implementation of comparable worth in Canada. Discusses the international relevance of Canada's experience because of its extensive coverage, application to private sector, integration with collective bargaining, and emphasis on proactive approach. Discusses issues of fairness concerning practical aspects of…

This case study examines the structure and use of an exempt job evaluation system at the University of Tennessee at Chattanooga. Discussed are the review committee, evolution of the evaluation process, importance of a position tracking system, qualitative data analysis, and quantitative data analysis. An integrated approach to salary and…

An incentive program that rewards and encourages desirable work traits can improve college or university effectiveness, customer satisfaction, and employee morale without excessive cost. Processes needed, benefits to the institution, costs, program design, challenges to successful implementation, and organizational communication needs are…

In the three years that the Pinellas County, Florida, district has offered its more than 7,800 teachers a performance bonus as mandated by the state, exactly two have qualified and taken home the money. To get a paycheck topped up by 5 percent, Pinellas teachers are required to have had a hand in helping students raise their test scores by 120…