System governing boards fulfill roles as both regulators and protectors for their multiple constituent campuses. While centralized control provides many benefits to institutional members, such advantages are also be accompanied by limitations upon campuses to pursue expanded missions, fully compete, and spend according to individual rather than…

This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

Measures of teaching effectiveness, scholarly publication, and average salary adjustments were interrelated for a sample of 222 experienced college teachers. A moderate relationship was found between scholarly productivity and salary increases. Scholarly publication and teaching effectiveness were independent, however, (Author)

Building upon earlier work by Camp, Gibbs, and Masters II, (1988). "The Journal of Higher Education" 59(6): 652-667 and Wenger and Girard, (2000). "Research in Higher Education" 41(2):195-207, we present a model for allocating funds for salary increases to faculty lines within an academic unit at a public research university. The model first…

Describes application of a faculty salary model at Portland State University (Oregon) in which faculty rank is endogenous to data on 351 faculty, and compares results with those obtained from a conventional specification that treats rank as exogenous. The primary consequence of endogenizing rank was to disentangle the confounding effects of rank…

This paper presents estimates of the gender salary gap and discrimination based on the most recent national faculty survey data. New estimates for 1999 indicate that male faculty members still earn 20.7% more than comparable female colleagues. Depending upon which decomposition technique is employed, the portion of this gap attributable to…

A salary-growth model is described that includes the nature of the salary dependence on experience for various levels of performance of faculty members in a subset having the same level of education and the same marketability of their specialities. (Author/MLW)

There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed--with some degree of success--that the process used by their institutions to make salary adjustments for…

Research on 115 colleges and universities tests hypotheses about the relationships between organizational characteristics--including size, horizontal and vertical differentiation, complexity, and the qualifications of the faculty--and decentralization of authority in four areas: new departments, dean appointments, salary raises, and leaves of…

Presents a merit pay allocation model based on the principle of awarding comparable percentage salary increases to college/university faculty members with similar merit ratings. The model enables users to calculate merit pay amounts for individual faculty members in a systematic and efficient manner and can incorporate various policy directives…

In this study, we use data from the 1999 National Study of Postsecondary Faculty (NSOPF:99) to measure the unexplained wage gap between men and women in academe. We pay particular attention to how these unexplained wage gaps have changed over time by comparing the results from the 1999 survey to published results from previous national surveys and…

Examined are the specific differences in the salary reward structures of eight clusters of academic disciplines included in Biglan's three-dimensional model of the academic profession. A total of 1,320 faculty at a large research university responded to the Faculty Activity Analysis questionnaire regarding the time spent in 11 categories of…

The hypothesis of a direct link between institutional pay scales and faculty sex ratios is examined based on HEGIS and AAUP data. Results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve parity for women until higher-paying institutions recruit more women or those with more women upgrade pay scales.…

Review of 19 case studies of gender inequity in faculty salaries found inappropriate application of statistical procedures. An alternative, seven-step procedure for salary modeling and testing allegations of salary discrimination is outlined and applied in a case study of 725 faculty. (MSE)

The model estimated the influences of a comprehensive list of factors classified as rational or nonrational equity and parity (marketplace). It is recommended for studying year-to-year changes in salary policies and for checking the importance of each factor in salary increase deliberations. (Author/LBH)