Using data collected from 128 two-year and four-year colleges during 1976, this report examines the fringe benefit coverage of part-time faculty members. Reports that part timers who work more than one-half time are more likely to receive fringe benefits than those who work half-time or less. (LRA)

Aspects of part-time teaching addressed in this report, based on a survey of college faculty, include: the "flexibility seeker," the "work seeker," disadvantages of part-time employment, a taxonomy of part time, personal characteristics of part-timers, the part-timer's workplace, and the work history of part-timers. (LBH)

Suggestions for effective use of part-time faculty include: define the role; establish a list of persons eligible to teach part-time to ensure legitimacy of those hired; provide part-timers with the same fringe benefits, proportionately, as full-timers; and include part-timers in the intellectual life of the department. (LC)

Using a constant elasticity of substitution production function and data from a national survey conducted in 1977 by the American Association of University Professors, this article projects the size and composition of the academic labor force in higher education through 1987. Tables provide data on projections. (PB)

Using data from 881 higher education institutions and a mathematical model, researchers related the estimated compensation rates of part-time faculty members to their institutional types and sexes. Results indicate a growing compensation gap between part- and full-time faculty and increasing substitutability of part- for full-time teachers. (RW)

Data from a nationwide survey of part-timers, conducted by the American Association of University Professors in 1977, are used to compare job-related characteristics of males and females and their motivations for working part-time. The data suggest that part-time academic employment may be a female issue. (Author/MLW)

The question of whether sex discrimination exists among part-time faculty at two-year institutions is explored. There is evidence of differences in wages and salaries as well as in employment conditions between the two sexes. Findings of an American Association of University Professors survey are discussed. (MLW)

Comparative data are presented on the earnings of part-and full-time faculty and a discussion is provided of whether the evidence justifies the assertion that part-timers are paid less than proportionally to full-timers. Discussed are the part-time labor market, hiring, and fringe benefits. (LBH)

Data from a survey of part-time faculty in higher education indicate that the reward structure for part-timers differs significantly from that of full-time faculty and that the skills of part-timers do not have a statistically significant effect on their salaries. Instead, salaries are influenced largely by institutional policies and market…

A framework for integrating part-time college faculty into an existing institutional structure is presented. Suggestions are offered on ways that department and division heads can make personnel policies that meet both the part-timer's need for fairness, certainty, and structure, and the college's need for flexibility and order. Policies are…