Faculty Salaries in Washington Public Higher Education, 1977-79. Report No. 78-11.

ERIC Educational Resources Information Center

Washington State Council for Postsecondary Education, Olympia.

This report on faculty salaries in Washington public higher education is divided into two parts: a status report and a commentary dealing with the questions emanating from an analysis of faculty salaries and fringe benefits. The status report provides background information on faculty salary recommendations made by the Council for Postsecondary…

National Faculty Salary Survey by Discipline and Rank in Private Colleges and Universities, 1985-86.

ERIC Educational Resources Information Center

Appalachian State Univ., Boone, NC.

Salary data for full-time faculty in 46 selected disciplines at 440 private colleges and universities are presented based on the 1985-86 National Faculty Salary Survey by Discipline and Rank in Private Colleges and Universities. Information was collected on salaries for 38,890 faculty members employed at 440 private colleges and universities.…

National Faculty Salary Survey by Discipline and Rank in State Colleges and Universities, 1985-86.

ERIC Educational Resources Information Center

Appalachian State Univ., Boone, NC.

Salary data for full-time faculty in 46 selected disciplines at 262 state colleges and universities are presented based on the 1985-86 National Faculty Salary Survey by Discipline and Rank in State Colleges and Universities. Information was collected on salaries for 63,623 faculty members employed at 262 state colleges and universities.…

Trends in salaries of obstetrics-gynecology faculty, 2000-01 to 2008-09.

PubMed

Rayburn, William F; Fullilove, Anne M; Scroggs, James A; Schrader, Ronald M

2011-01-01

We sought to determine whether downward trends in inflation-adjusted salaries (1989-99) continued for obstetrics and gynecology faculty. Data were gathered from the Faculty Salary Survey from the Association of American Medical Colleges for academic years 2001 through 2009. We compared median physician salaries adjusted for inflation according to rank and specialty. While faculty compensation increased by 24.8% (2.5% annually), change in salaries was comparable to the cumulative inflation rate (21.3%). Salaries were consistently highest among faculty in gynecologic oncology (P < .001), next highest among maternal-fetal medicine specialists (P < .001), and were not significantly different between general obstetrics-gynecology and reproductive-endocrinology-infertility. Inflation-adjusted growth of salaries in general obstetrics-gynecology was not significantly different from that in general internal medicine and pediatrics. Growth in salaries of physician faculty in obstetrics and gynecology increased from 2000-01 through 2008-09 with real purchasing power keeping pace with inflation. Copyright © 2011 Mosby, Inc. All rights reserved.

The Madness of Weighted Mean Faculty Salaries

ERIC Educational Resources Information Center

Micceri, Theodore

2009-01-01

Higher education frequently uses weighted mean faculty salaries to compare either across institutions, or to evaluate an institution's salary growth over time. Unfortunately, faculty salaries are an extraordinarily complex phenomenon that cannot be legitimately reduced to a single number any more than the academic construct of skills, knowledge,…

Steady State Staff Planning: The Experience of a "Mature" Liberal Arts College and Its Implications.

ERIC Educational Resources Information Center

Lamson, George; And Others

The end of faculty growth in higher education has led to near panic predictions of aging, highly tenured, more costly, steady-state faculties as the "growth bulge" hired in the 1960's age. This study discusses two models for simulating the behavior over time of indices of faculty health such as average age and salary, annual new hires,…

Pharmacy student debt and return on investment of a pharmacy education.

PubMed

Cain, Jeff; Campbell, Tom; Congdon, Heather Brennan; Hancock, Kim; Kaun, Megan; Lockman, Paul R; Evans, R Lee

2014-02-12

To describe the current landscape within the profession of pharmacy regarding student tuition, indebtedness, salaries, and job potential. Pharmacy tuition and student debt data were obtained through the American Association of Colleges of Pharmacy Institutional Research website. Tuition was defined as average first-year tuition and fees for accredited schools. Debt was defined as the total average amount borrowed. Median salaries and numbers of jobs were obtained from the United States Department of Labor. In-state tuition at public schools rose an average of $1,211 ± 31 (r2 = 0.996), whereas out-of-state tuition at public schools rose significantly faster at $1,838 ± 80 per year (r2 = 0.988). The average tuition cost for pharmacy school has increased 54% in the last 8 years. The average pharmacist salary has risen from $75,000 to over $112,000 since 2002. The increase in salary has been nearly linear (r2 = 0.988) rising $4,409 ± $170 dollars per year. However, average salary in 2011 was $3,064 below the predicted value based upon a linear regression of salaries over 10 years. The number of pharmacist jobs in the United States has risen from 215,000 jobs in 2003 to 275,000 in 2010. However, there were 3,000 fewer positions in 2012 than in 2011. In 2011, average indebtedness for pharmacy students ($114,422) was greater than average first-year salary ($112,160). Rising tuition and student indebtedness is a multifaceted problem requiring attention from a number of parties including students, faculty members, universities, and accreditation and government entities.

Instructional Faculty Salaries for Academic Year 1985-86. OERI Bulletin.

ERIC Educational Resources Information Center

Kroe, Elaine

National salary data for instructional faculty for 1985-1986 are presented, along with a narrative overview, based on 2,952 responses to the Higher Education General Information Survey of Salaries, Tenure, and Fringe Benefits of Full-Time Instructional Faculty. Academic year 1985-1986 was the fifth consecutive year that salary increases for…

Overview: 2017 Professionals in Higher Education Salary Report

ERIC Educational Resources Information Center

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

The "Faculty in Higher Education Survey" collects data from approximately 700 higher education institutions on nearly 250,000 full-time faculty (tenure track and non-tenure track), as well as academic department heads and adjunct (pay-per-course) faculty. Data collected for full-time faculty include: salary, supplemental salary and…

The NEA 1997 Almanac of Higher Education.

ERIC Educational Resources Information Center

Wechsler, Harold, Ed.

This report contains seven essays on current issues in higher education and a 1995-96 faculty salary report. "Faculty Salaries, 1995-96" (John B. Lee) provides an overview of faculty salaries, while "Faculty Workload and Productivity: Ethnic and Gender Disparities (Henry L. Allen) examines the ethnic and gender differences in…

The NEA 1996 Almanac of Higher Education.

ERIC Educational Resources Information Center

Wechsler, Harold, Ed.

This publication contains seven essays on current and important issues in higher education and a 1994-95 faculty salary report. "Faculty Salaries, 1994-95" (John B. Lee) offers a detailed analysis of three reports on faculty salaries. "Faculty Workload and Productivity in the 1990s: Preliminary Findings" (Henry L. Allen)…

Faculty Salaries in the California Community Colleges: 1982-83 Academic Year. Commission Report 83-27.

ERIC Educational Resources Information Center

California State Postsecondary Education Commission, Sacramento.

In response to a legislative directive, this report provides salary information on part- and full-time faculty in California's community colleges. Introductory material reviews the history and preparation of the salary report. Part 1 deals with full-time faculty, including tables showing: (1) salary schedules for the University of California (UC),…

Increases in Faculty Salaries Fail To Keep Pace with Inflation.

ERIC Educational Resources Information Center

Magner, Denise K.

1997-01-01

An annual national survey by the American Association of University Professors found an average faculty raise of only 3% in 1996-97, falling behind the inflation rate for the first time in four years. Data are displayed by academic rank, institution type (private, public, church-related), annual increases since 1986-87, in relation to cost of…

Cultural Characteristics of a Nursing Education Center of Excellence: A Naturalistic Inquiry Case Study

ERIC Educational Resources Information Center

Leiker, Tona L.

2011-01-01

Nursing education is at a crossroad today. Stressors in nursing programs include expanding enrollments to meet growing workforce demands for more registered nurses, demanding workloads with low average nursing faculty salaries compared to practice peers, and growing numbers of faculty retirements. The purpose of this study was to identify the…

Gender differences in academic advancement: patterns, causes, and potential solutions in one US College of Medicine.

PubMed

Wright, Anne L; Schwindt, Leslie A; Bassford, Tamsen L; Reyna, Valerie F; Shisslak, Catherine M; St Germain, Patricia A; Reed, Kathryn L

2003-05-01

The influx of women into academic medicine has not been accompanied by equality for male and female faculty. Women earn less than men in comparable positions, progress more slowly through academic ranks, and have not attained important leadership roles. This study tested hypotheses about why gender disparities exist in salary, rank, track, leadership, and perceptions of campus climate at one academic center, the University of Arizona College of Medicine, Tucson. Salary, rank, and track data were obtained from institutional databases for the 1999-2000 fiscal year. A structured, online questionnaire was made available to 418 faculty members to collect information about their goals, attitudes, and experiences. A total of 198 faculty members completed the questionnaire. The data showed significant gender differences in faculty salaries, ranks, tracks, leadership positions, resources, and perceptions of academic climate. On average, women earned US dollars 12777 or 11% less than men, after adjusting for rank, track, degree, specialty, years in rank, and administrative positions (p <.0003). Of female faculty, 62% were assistant professors (49% of women were non-tenure-eligible assistant professors), while 55% of male faculty were promoted and tenured. Almost a third of women reported being discriminated against, compared with only 5% of men (p <.00001). Substantial gender differences in the rewards and opportunities of academic medicine remain, that can not be attributed to differences in productivity or commitment between women and men.

Pharmacy Student Debt and Return on Investment of a Pharmacy Education

PubMed Central

Campbell, Tom; Congdon, Heather Brennan; Hancock, Kim; Kaun, Megan; Lockman, Paul R.; Evans, R. Lee

2014-01-01

Objective. To describe the current landscape within the profession of pharmacy regarding student tuition, indebtedness, salaries, and job potential. Methods. Pharmacy tuition and student debt data were obtained through the American Association of Colleges of Pharmacy Institutional Research website. Tuition was defined as average first-year tuition and fees for accredited schools. Debt was defined as the total average amount borrowed. Median salaries and numbers of jobs were obtained from the United States Department of Labor. Results. In-state tuition at public schools rose an average of $1,211 ± 31 (r2 = 0.996), whereas out-of-state tuition at public schools rose significantly faster at $1,838 ± 80 per year (r2 = 0.988). The average tuition cost for pharmacy school has increased 54% in the last 8 years. The average pharmacist salary has risen from $75,000 to over $112,000 since 2002. The increase in salary has been nearly linear (r2 = 0.988) rising $4,409 ± $170 dollars per year. However, average salary in 2011 was $3,064 below the predicted value based upon a linear regression of salaries over 10 years. The number of pharmacist jobs in the United States has risen from 215,000 jobs in 2003 to 275,000 in 2010. However, there were 3,000 fewer positions in 2012 than in 2011. In 2011, average indebtedness for pharmacy students ($114,422) was greater than average first-year salary ($112,160). Conclusion. Rising tuition and student indebtedness is a multifaceted problem requiring attention from a number of parties including students, faculty members, universities, and accreditation and government entities. PMID:24558273

1995-1996 SAEM emergency medicine faculty salary/benefits survey.

PubMed

Kristal, S L; Thompson, B M; Marx, J A

1998-12-01

The Society for Academic Emergency Medicine (SAEM) commissioned an emergency medicine (EM) faculty salary and benefit survey for all 1995 Residency Review Committee in Emergency Medicine (RRC-EM)-accredited programs using the SAEM third-generation survey instrument. Responses were collected by SAEM and blinded from the investigators. Seventy-six of 112 (68%) accredited programs responded, yielding data for 1,032 full-time faculty among the four Association of American Medical Colleges (AAMC) regions. Blinded program and individual faculty data were entered into a customized version of Filemaker Pro, a relational database program with a built-in statistical package. Salary data were sorted by 115 separate criteria such as program regions, faculty title, American Board of Emergency Medicine (ABEM) certification, academic rank, years postresidency, program size, and whether data were reported to AAMC. Demographic data from 132 categories were analyzed and included number of staff and residents per shift, number of intensive care unit (ICU) beds, obstacles to hiring new staff, and specific type and value of fringe benefits offered. Data were compared with those from the 1990 and 1992 SAEM and the 1995-96 AAMC studies. Mean salaries were reported as follows: all faculty, $158,100; first-year faculty, $131,074; programs reporting data to AAMC, $152,198; programs not reporting data to AAMC, $169,251. Mean salaries as reported by AAMC region: northeast, $155,909; south, $155,403; midwest, $172,260; west, $139,930. Mean salaries as reported by program financial source: community, $175,599; university, $152,878; municipal, $141,566. Reported salaries for full-time EM residency faculty continue to rise. Salaries in programs reporting data to the AAMC are considerably lower than those not reporting. The gap between ABEM-certified and non-ABEM-certified faculty continues to widen. Residency-trained faculty are now shown to earn more than non-residency-trained faculty. Significant regional differences in salaries have been present in all three SAEM surveys.

Analyzing Faculty Salaries When Statistics Fail.

ERIC Educational Resources Information Center

Simpson, William A.

The role played by nonstatistical procedures, in contrast to multivariant statistical approaches, in analyzing faculty salaries is discussed. Multivariant statistical methods are usually used to establish or defend against prima facia cases of gender and ethnic discrimination with respect to faculty salaries. These techniques are not applicable,…

Professors' Pay Raises Beat Inflation; So Much for the Good News

ERIC Educational Resources Information Center

June, Audrey Williams

2009-01-01

Faculty pay has been battered by the deepening national recession, but one cannot tell that from the American Association of University Professors' new annual report on the economic status of the profession. The average salary of a full-time faculty member rose 3.4% in 2008-2009, it says, a rate well above inflation. That would be good news, but…

Salaries and Tenure of Instructional Faculty in Institutions of Higher Education 1974-75.

ERIC Educational Resources Information Center

Beazley, Richard M.

Data are presented on the salaries and tenure of full-time instructional faculty collected for 1974/75. Findings include: (1) mean salaries of full-time instructional faculty on 9- to 10-month contracts increased by 12.7 percent between 1972-73 and 1974-75, while those of instructional faculty on 11- to 12-month contracts increased by 13.2…

Assessing gender equity in a large academic department of pediatrics.

PubMed

Rotbart, Harley A; McMillen, Deborah; Taussig, Heather; Daniels, Stephen R

2012-01-01

To determine the extent of gender inequity in a large academic pediatrics department and to demonstrate an assessment methodology other departments can use. Using deidentified data, the authors evaluated all promotion track faculty in the University of Colorado School of Medicine's Department of Pediatrics in 2009 by five parameters: promotion, tenure, leadership roles, faculty retention, and salary. Outcome metrics included time to promotion and at rank; awards of tenure, time to tenure, and time tenured; departmental leadership positions in 2009; attrition rates from 2000 to 2009; and salary in academic year 2008-2009 compared with national benchmarks. Women constituted 54% (60/112) of assistant professors and 56% (39/70) of associate professors but only 23% (19/81) of professors. Average years to promotion at each rank and years at assistant and associate professor were identical for men and women; male professors held their rank six years longer. Only 18% (9/50) of tenured faculty were women. Men held 75% (18/24) of section head and 83% (6/7) of vice chair positions; women held 62% (13/21) of medical director positions. More women than men retired as associate professors and resigned/relocated as professors. Women's pay (98% of national median salary) was lower than men's (105% of median) across all ranks and specialties. These gender disparities were due in part to women's later start in academics and the resulting lag time in promotion. Differences in the awarding of tenure, assignment of leadership roles, faculty retention, and salary may also have played important roles.

Sex Differences in Faculty Salaries: A Cohort Analysis.

ERIC Educational Resources Information Center

Perna, Laura Walter

This study examined sex differences in faculty salaries, exploring how lower salaries for women varied across different rank/experience cohorts. Data came from the 1993 National Study of Postsecondary Faculty. Six cohorts were defined: assistant professors with 1-2 years experience, 3-6 years experience, 7-12 years experience, or 13-20 years…

College Costs: Recent Trends, Likely Future. Policy Brief.

ERIC Educational Resources Information Center

Henderson, Cathy

Recent trends in college costs and reasons why college costs have been increasing are considered. Comparative data are presented on recent rates of growth among average college charges, faculty salaries, the Higher Education Price Index (HEPI), and the Consumer Price Index (CPI). It is shown that from 1977 through 1982, average total tuition,…

Using Regression Analysis To Determine If Faculty Salaries Are Overly Compressed. AIR 1997 Annual Forum Paper.

ERIC Educational Resources Information Center

Toutkoushian, Robert K.

This paper proposes a five-step process by which to analyze whether the salary ratio between junior and senior college faculty exhibits salary compression, a term used to describe an unusually small differential between faculty with different levels of experience. The procedure utilizes commonly used statistical techniques (multiple regression…

Job Satisfaction, Salaries and Unions: The Determination of University Faculty Compensation.

ERIC Educational Resources Information Center

Lillydahl, Jane H.; Singell, Larry D.

1993-01-01

Develops a model of faculty salaries, job satisfaction, and union status, using data for 1,729 faculty members at 4-year colleges and universities. Unions significantly and positively affect full and associate professors' salaries and increase the rewards to seniority while reducing the returns to being at a research university. Union members'…

The Devaluing of Higher Education: The Annual Report on the Economic Status of the Profession 2005-06

ERIC Educational Resources Information Center

Academe, 2006

2006-01-01

It's not hard to understand why college and university professors might worry about trends in faculty compensation. It may be more difficult, however, to see why those outside higher education should share this concern. But they should. In 2005-06, average faculty salaries increased by less than the inflation rate for the second consecutive year,…

Faculty Salaries and the Personnel Structure of Institutions.

ERIC Educational Resources Information Center

Sagen, H. Bradley

Internal determinants of college faculty salary levels are discussed. It is argued that the task of maintaining faculty compensation at an adequate level is affected considerably by the nature of the faculty personnel systems, particularly the system of faculty rank and its relationship to pay. The basic dilemma lies in the way the faculty is…

Faculty Salary as a Predictor of Student Outgoing Salaries from MBA Programs

ERIC Educational Resources Information Center

Hamlen, Karla R.; Hamlen, William A.

2016-01-01

The authors' purpose was to investigate the predictive value of faculty salaries on outgoing salaries of master of business administration (MBA) students when controlling for other student and program variables. Data were collected on 976 MBA programs using Barron's "Guide to Graduate Business Schools" over the years 1988-2005 and the…

Fiscal Year 1995 Faculty and Civil Service Salaries.

ERIC Educational Resources Information Center

Illinois State Board of Higher Education, Springfield.

This report provides information on the status of fiscal year 1995 faculty and civil service salaries at Illinois colleges and universities and the Illinois Mathematics and Science Academy along with trend analysis based on data beginning in 1980. The report compares salaries with economic indicators to determine how well salaries have kept pace…

Use of Automatic Interaction Detector in Monitoring Faculty Salaries. AIR 1983 Annual Forum Paper.

ERIC Educational Resources Information Center

Cohen, Margaret E.

A university's use of the Automatic Interaction Detector (AID) to monitor faculty salary data is described. The first step consists of examining a tree diagram and summary table produced by AID. The tree is used to identify the characteristics of faculty at different salary levels. The table is used to determine the explanatory power of the…

Using a Market Ratio Factor in Faculty Salary Equity Studies. Professional File Number 103, Spring 2007

ERIC Educational Resources Information Center

Luna, Andrew L.

2007-01-01

This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. The central purpose of the study was to determine if using a single market ratio variable was a stronger predictor for faculty salaries than the use of dummy variables representing various disciplines.…

Faculty Salary Equity: Issues in Regression Model Selection. AIR 1992 Annual Forum Paper.

ERIC Educational Resources Information Center

Moore, Nelle

This paper discusses the determination of college faculty salary inequity and identifies the areas in which human judgment must be used in order to conduct a statistical analysis of salary equity. In addition, it provides some informed guidelines for making those judgments. The paper provides a framework for selecting salary equity models, based…

Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

ERIC Educational Resources Information Center

O'Meara, KerryAnn

2015-01-01

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…

Salaries, Tenure, and Fringe Benefits of Full-Time Instructional Faculty. Higher Education General Information Survey (HEGIS) [machine-readable data file].

ERIC Educational Resources Information Center

VSE Corp., Alexandria, VA.

The "Faculty Salary Survey" machine-readable data file (MRDF) is one component of the Higher Education General Information Survey (HEGIS). It contains data about salaries, tenure, and fringe benefits for full-time instructional faculty from over 3,000 institutions of higher education located in the United States and its outlying areas.…

A Study of the Relationship between Gender, Salary, and Student Ratings of Instruction at a Research University

ERIC Educational Resources Information Center

Magel, Rhonda C.; Doetkott, Curt; Cao, Li

2017-01-01

Salary studies in the United States and some other countries show a gap between male and female faculty salaries in higher education that widens over time. The present study examines one possible explanation, particularly at research universities, by examining changes in faculty salaries in relation to student ratings of instruction. Student…

Using a Market Ratio Factor in Faculty Salary Equity Studies. AIR Professional File. Number 103, Spring 2007

ERIC Educational Resources Information Center

Luna, Andrew L.

2007-01-01

The purpose of this study was to determine if a market ratio factor was a better predictor of faculty salaries than the use of k-1 dummy variables representing the various disciplines. This study used two multiple regression analyses to develop an explanatory model to determine which model might best explain faculty salaries. A total of 20 out of…

The Effects of AACSB Accreditation on Faculty Salaries and Productivity

ERIC Educational Resources Information Center

Hedrick, David W.; Henson, Steven E.; Krieg, John M.; Wassell, Charles S.

2010-01-01

The authors explored differences between salaries and productivity of business faculty in Association to Advance Collegiate Schools of Business (AACSB)-accredited business programs and those without AACSB accreditation. Empirical evidence is scarce regarding these differences, yet understanding the impact of AACSB accreditation on salaries and…

A real options approach to clinical faculty salary structure.

PubMed

Kahn, Marc J; Long, Hugh W

2012-01-01

One can use the option theory model originally developed to price financial opportunities in security markets to analyze many other economic arrangements such as the salary structures of clinical faculty in an academic medical center practice plan. If one views the underlying asset to be the portion (labeled "salary") of the economic value of the collections made for the care provided patients by the physician, then a salary guarantee can be considered a put option provided the physician, the guarantee having value to the physician only when the actual salary earned is less than the salary guarantee. Similarly, within an incentive plan, a salary cap can be thought of as a call option provided to the practice plan since a salary cap only has value to the practice plan when a physician's earnings exceed the cap. Further, based on analysis of prior earnings, the Black-Scholes options pricing model can be used both to price each option and to determine a financially neutral balance between a salary guarantee and a salary cap by equating the prices of the implied put and call options. We suggest that such analysis is superior to empirical methods for setting clinical faculty salary structure in the academic practice plan setting.

Gender Differences in Faculty Productivity, Satisfaction, and Salary: What Really Separates Us?

ERIC Educational Resources Information Center

Hagedorn, Linda Serra

Gender differences in faculty productivity, satisfaction, and salary were studied using 2 large datasets, the 1999 Higher Education Research Institute Faculty Survey (n=55,081) and the 1993 National Study of Postsecondary Faculty (n=25,780). Findings show very little evidence of gender differences in productivity, especially at the lower…

Studying Faculty Flows Using an Interactive Spreadsheet Model. AIR 1997 Annual Forum Paper.

ERIC Educational Resources Information Center

Kelly, Wayne

This paper describes a spreadsheet-based faculty flow model developed and implemented at the University of Calgary (Canada) to analyze faculty retirement, turnover, and salary issues. The study examined whether, given expected faculty turnover, the current salary increment system was sustainable in a stable or declining funding environment, and…

The Salary Premium Required for Replacing Management Faculty: Evidence from a National Survey

ERIC Educational Resources Information Center

Finch, J. Howard; Allen, Richard S.; Weeks, H. Shelton

2010-01-01

One of the most important aspects of growing and improving business education is replacing departed faculty members. As the baby-boom generation approaches retirement, the supply of available replacement faculty members is diminishing. The result is a competitive market for replacement faculty that features increasing starting salary levels. In…

Opportunities and Pitfalls in Faculty Salary Comparisons.

ERIC Educational Resources Information Center

Cliff, Rosemary

The benefits and problems of comparing faculty salaries are evaluated. The primary source of information for this evaluation is the American Association of University Professors' (AAUP's) summer Bulletin. The problems listed include: (1) institutional variations in the methodology of data collection; (2) the conversion of 12-month salaries to a…

Sex differences in physician salary in U.S. public medical schools

PubMed Central

Jena, Anupam B.; Olenski, Andrew R.; Blumenthal, Daniel M.

2017-01-01

Importance Limited evidence exists on salary differences between male and female academic physicians, largely due to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. Objective To analyze sex differences in earnings among U.S. academic physicians. Design, setting, and participants Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, we extracted salary data on 10,241 academic physicians at 24 public medical schools. We linked this data to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, NIH funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). We estimated sex differences in salary adjusting for these factors. Exposure Physician sex Main outcome measures Annual salary Results Female physicians had lower unadjusted salaries than male physicians ($206,641 vs. $257,957; difference $51,315; 95% CI $46,330–$56,301). Sex differences persisted after multivariable adjustment ($227,782 vs. $247,661; difference $19,878; 95% CI $15,261–$24,495). Sex differences in salary varied across specialties, institutions, and faculty ranks. Female full and associate professors had comparable adjusted salaries to those of male associate and assistant professors, respectively. Conclusions and relevance Among physicians with faculty appointments at 24 U.S. public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue. PMID:27400435

Aligning compensation with education: design and implementation of the Educational Value Unit (EVU) system in an academic internal medicine department.

PubMed

Stites, Steven; Vansaghi, Lisa; Pingleton, Susan; Cox, Glendon; Paolo, Anthony

2005-12-01

The authors report the development of a new metric for distributing university funds to support faculty efforts in education in the department of internal medicine at the University of Kansas School of Medicine. In 2003, a committee defined the educational value unit (EVU), which describes and measures the specific types of educational work done by faculty members, such as core education, clinical teaching, and administration of educational programs. The specific work profile of each faculty member was delineated. A dollar value was calculated for each 0.1 EVU. The metric was prospectively applied and a faculty survey was performed to evaluate the faculty's perception of the metric. Application of the metric resulted in a decrease in university support for 34 faculty and an increase in funding for 23 faculty. Total realignment of funding was US$1.6 million, or an absolute value of US$29,072 +/- 38,320.00 in average shift of university salary support per faculty member. Survey results showed that understanding of the purpose of university funding was enhanced, and that faculty members perceived a more equitable alignment of teaching effort with funding. The EVU metric resulted in a dramatic realignment of university funding for educational efforts in the department of internal medicine. The metric was easily understood, quickly implemented, and perceived to be fair by the faculty. By aligning specific salary support with faculty's educational responsibilities, a foundation was created for applying mission-based incentive programs.

Flexible merit pay for faculty.

PubMed

Allcorn, S

1986-01-01

Faculty and administrators of medical schools should not depend only upon customary forms of salary administration. Many medical schools and departments set salaries in a manner contrary to the principal mission of the institution. In this approach, the author proposes a versatile, flexible, and cost-effective salary merit pay program. The system not only follows the mission of the institution, it also allows for a stimulating assortment of pay opportunities, and promotes productivity since the faculty members actively design their own programs.

Salary differences of male and female physician assistant educators.

PubMed

Coombs, Jennifer; Valentin, Virginia

2014-01-01

The Physician Assistant Education Association (PAEA) annual report has shown substantial salary differences between male and female physician assistant (PA) faculty. Despite this published difference between the salaries, very little research has been conducted on the subject. The purpose of this study is to determine if there is a significant difference between male and female PA faculty salaries. The researchers set out to determine if these differences could be further distinguished by education level, rank, or position. In addition, any difference between the percentages of male and female faculty promoted to higher ranks and in leadership positions was also explored. Salary, gender, degree, rank, and position were obtained and deidentified from the 25th PAEA annual report. SPSS Version 20 was used to analyze the data. Statistical analysis included descriptive measures and an independent t test. Data from only those PA educators who reported full-time employment were used. The final analysis included 477 PA faculty salaries. Female PA educators showed statistically significant lower annual incomes than their male counterparts. The income disparity persisted when differentiated by education, rank, and position. Higher percentages of male PA faculty members were found in higher ranks and in leadership positions. This study confirms previous reports that female PA faculty earn less than their male counterparts. With increasing numbers of female PAs entering academia, the lack of women in leadership positions and the wage disparity are concerning.

Wheaton College. Exemplars.

ERIC Educational Resources Information Center

Zemsky, Robert, Ed.; Wegner, Gregory R.

This report describes efforts by Wheaton College in Norton, Massachusetts, to address the problem of inadequate faculty salaries by developing and implementing a "profit-sharing" plan that adjusts the faculty salary pool in relation to changes in the institution's financial well-being. It notes that faculty-administration relations at…

M. D. Faculty Salaries in Psychiatry and All Clinical Science Departments, 1980-2006

ERIC Educational Resources Information Center

Haviland, Mark G.; Dial, Thomas H.; Pincus, Harold Alan

2009-01-01

Objective: The authors compare trends in the salaries of physician faculty in academic departments of psychiatry with those of physician faculty in all academic clinical science departments from 1980-2006. Methods: The authors compared trend lines for psychiatry and all faculty by academic rank, including those for department chairs, by graphing…

Medical School Salary Study, 1970-71.

ERIC Educational Resources Information Center

Association of American Medical Colleges, Washington, DC.

The Association of American Medical Colleges conducted a survey by means of a questionnaire in 1970-71 to determine the salaries of medical school faculties. Ninety-three schools submitted returns; salaries for 4,366 basic scientists and 12,701 clinical scientists are reported. The areas covered include strict full-time faculty by department, and…

Faculty Salaries in California Public Higher Education 1980-1981. Final Report.

ERIC Educational Resources Information Center

California State Postsecondary Education Commission, Sacramento.

The University of California and the California State University and Colleges submit to the Commission data on faculty salaries and the cost of fringe benefits for their respective segments and for a group of comparison institutions. On the basis of these data, estimates are derived of the percentage changes in salaries and the cost of fringe…

Salary-Trend Study of Faculty in Physical Therapy for the Years 1995-96 and 1998-99.

ERIC Educational Resources Information Center

Howe, Richard D.

This report, covering 882 physical therapy faculty, is part of an annual national survey of faculty salaries. The survey is in two parts: one covering public and one covering private four-year colleges and universities. Data for the baseline year 1995-96 and the trend year 1998-99 were collected for full-time teaching faculty in 53 selected…

A Study of Instructional Faculty Salaries at USF, SUS and National Peers

ERIC Educational Resources Information Center

Micceri, Theodore

2010-01-01

This study investigates 10-year trends in instructional faculty salaries by sex and rank for USF, five SUS Peers (UF, FSU, FIU, UCF, FAU) and eight National Peers (North Carolina State, Alabama-Birmingham, Illinois-Chicago, California-Irvine, SUNY-Stony Brook, SUNY-Buffalo, Cincinnati, Rutgers). Methods: Historical instructional faculty salary…

Faculty Status, Longevity, and Salaries among Librarians in LIBRAS.

ERIC Educational Resources Information Center

Lauer, Jonathan D.; And Others

A survey of librarians in LIBRAS, a consortium comprising 16 Chicago-area liberal arts college libraries, tested two hypotheses: (1) the salary level of the group with faculty status is significantly greater than that of the group without faculty status; and (2) there is a statistically significant correlation between the amount of professional…

Paychecks: A Guide to Conducting Salary-Equity Studies for Higher Education Faculty. Second Edition.

ERIC Educational Resources Information Center

Haignere, Lois

This guidebook is designed as a resource for those in the higher education community who want to conduct analyses of bias in faculty salaries or to understand and interpret the results of studies presented to them. This edition will help readers detect gender and face bias in current rank, select a salary-equity consultant, understand different…

Forecasting College Costs through 1988-89. American Council on Education Policy Brief.

ERIC Educational Resources Information Center

Henderson, Cathy

Major factors causing tuition and other charges to rise faster than inflation are analyzed. Attention is directed to the effect of inflation on faculty salaries, federal need-based aid to private colleges, expenditures for capital equipment by state colleges, and state appropriations to higher education. Data are provided on average undergraduate…

78 FR 60864 - Agency Information Collection Activities; Submission to the Office of Management and Budget for...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-02

... Integrated Postsecondary Education Data System (IPEDS) is a web-based data collection system designed to..., average net price, student financial aid, graduation rates, revenues and expenditures, faculty salaries... Survey between the Technical Review Panel meeting and the submission of the clearance package, and (2) a...

The Standardized Faculty Schedule: A New Methodology for Interinstitutional Comparison of Faculty Salaries.

ERIC Educational Resources Information Center

Cooper, Ernest C.

For a number of years, the California community colleges have used data from annual statewide surveys conducted by the Kern Community College District and the California Community College Trustees (CCCT) for comparative faculty salary information. Both the Kern and CCCT studies rely upon the device of selecting benchmark points (such as the…

Measure of the Market Factors in University Faculty Salaries.

ERIC Educational Resources Information Center

Prather, James E.; And Others

The faculty labor markets within a southern and a western state university were analyzed by discipline and compared with the national labor market. Data were obtained for 1978-1979 to 1981-1982 from two large universities, and selected comparisons were made with results of the Faculty Salary Survey by Discipline of Institutions Belonging to the…

Gender and Racial/Ethnic Differences in Salary and Other Characteristics of Postsecondary Faculty: Fall 1998. Statistical Analysis Report.

ERIC Educational Resources Information Center

Bradburn, Ellen M.; Sikora, Anna C.

Using data from the 1999 National Study of Postsecondary Faculty (NSOPF:99), this study examined how gender and race/ethnicity relate to a number of faculty outcomes and characteristics, including: salary, rank, tenure status, education, experience, institution type, teaching field, workload, and research productivity. The study focused on…

Determinants of Political Science Faculty Salaries at the University of California

ERIC Educational Resources Information Center

Grofman, Bernard

2009-01-01

Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze…

Activities, productivity, and compensation of men and women in the life sciences.

PubMed

DesRoches, Catherine M; Zinner, Darren E; Rao, Sowmya R; Iezzoni, Lisa I; Campbell, Eric G

2010-04-01

To determine whether professional activities, professional productivity, and salaries of life sciences faculty differ by gender. The authors undertook this study because previous studies found differences in the academic experiences of women and men. In 2007, the authors conducted a mailed survey of 3,080 life sciences faculty at the 50 universities whose medical schools received the greatest amount of National Institutes of Health funding in 2004. The response rate was 74% (n = 2,168). The main outcome measures were a faculty member's total number of publications; number of publications in the past three years; average impact score of the journals in which he or she had published; professional activities; work hours per week; the numbers of hours spent specifically in teaching, patient care, research, professional activities, and administrative activities; and annual income. Among professors, the women reported greater numbers of hours worked per week and greater numbers of administrative and professional activities than did the men. Female faculty members reported fewer publications across all ranks. After control for professional characteristics and productivity, female researchers in the life sciences earned, on average, approximately $13,226 less annually than did their male counterparts. Men and women in the academic life sciences take on different roles as they advance through their careers. A substantial salary gap still exists between men and women that cannot be explained by productivity or other professional factors. Compensation and advancement policies should recognize the full scope of the roles that female researchers play.

Financial Analysis of Pediatric Resident Physician Primary Care Longitudinal Outpatient Experience.

PubMed

Stipelman, Carole H; Poss, Brad; Stetson, Laura Anne; Boi, Luca; Rogers, Michael; Puzey, Caleb; Koduri, Sri; Kaplan, Robert; Lee, Vivian S; Clark, Edward B

2018-05-16

To determine whether residency training represents a net positive or negative cost to academic medical centers, we analyzed the cost of a residency program and clinical productivity of residents and faculty in outpatient primary care practice with or without residents. Patient volume and revenue data (Current Procedural Terminology codes) from an academic primary care general pediatric clinic were evaluated for faculty clinics (faculty only) and resident teaching clinics (Longitudinal Outpatient Experience [LOE]) with 1-4 residents/faculty. Detailed cost per resident was determined using a departmental financial model that included salary, benefits, faculty and administrative staff effort, non-personnel costs, and institutional GME support. The LOE clinics had greater mean number of patient visits (11.6 vs 6.8) than faculty clinics per faculty member. In the LOE clinic, the number of patient visits per clinic was directly proportional to the number of residents per faculty. The cost for each resident was $250 per clinic ($112 per resident, $88 per medical assistant per resident, and $50 per room per resident). When factoring in clinic costs and faculty supervision time, the LOE clinic (average 3.5 residents with one supervising faculty) had greater average cost (+$687.00) and revenue (+$319.45) and lower operating margin (revenue minus cost, -$367.55) than faculty clinic (one faculty member). Pediatric resident LOE clinic had a greater average number of patient visits and revenue per faculty member but higher costs and lower operating margin than faculty clinic. Copyright © 2018. Published by Elsevier Inc.

Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1997-98 and 2000-01.

ERIC Educational Resources Information Center

Howe, Richard D.

This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for Marketing…

Salary-Trend Study of Faculty in Political Science and Government for the Years 1997-98 and 2000-01.

ERIC Educational Resources Information Center

Howe, Richard D.

This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected disciplines. Data for the study as a whole were collected from 305 public and 403 private institutions for the baseline year of 1997-1998 and the trend year of 1999-2000. This portion of the study covers salary data for Political…

Academic and Librarian Faculty: Birds of a Different Feather in Compensation Policy? AIR 1992 Annual Forum Paper.

ERIC Educational Resources Information Center

Zeglen, Marie E.; Schmidt, Edward J.

A study was done of salary determinants for academic librarians in light of the increasing trend to include academic and librarian faculty in joint bargaining units for compensation. The study analyzed position, gender, faculty status, rank, tenure, experience, and academic preparation as salary determinants for 469 librarians at 25 state colleges…

Sharing the Pain: Cutting Faculty Salaries across the Board

ERIC Educational Resources Information Center

June, Audrey Williams

2009-01-01

Greensboro College has many of the intimate hallmarks of a small, private, liberal-arts college. Professors give their cellphone numbers to students and routinely provide extra help to those who need it. Classes at the North Carolina institution average 14 people. One of the students featured on the college Web site is a biology major who plays on…

Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1996-97 and 1999-00.

ERIC Educational Resources Information Center

Howe, Richard D.

This report is part of an annual national survey that examines salaries of full-time teaching faculty in 54 selected academic disciplines. Data for the study were collected from a total of 296 public and 390 private four-year institutions from the baseline year of 1996-97 to the trend year of 1999-2000. This portion of the study covers salary data…

Changes in Faculty Salaries: 1970 to 1990.

ERIC Educational Resources Information Center

Lee, John B.

College faculty purchasing power was at an all-time high in 1972-73, but then dropped during the 1970s. In the early 1980s, it began to rise and then leveled off in the past few years with the onset of another drop from the 1988-89 high. Twenty years of full-time college and university faculty members' salaries are compared with annual measures of…

Salary-Trend Study of Faculty in Marketing Management and Research for the Years 1995-96 and 1998-99.

ERIC Educational Resources Information Center

Howe, Richard D.

This report, covering 2,892 marketing management and research faculty, is part of an annual national survey of faculty salaries. The survey consists of two parts: one covering public and one covering private four-year colleges and universities. Data for the baseline year 1995-96 and the trend year 1998-99 were collected for full-time teaching…

Study of Salary Equity Between Male and Female Faculty Members of the State of Maryland Public 4-Year Institutions.

ERIC Educational Resources Information Center

Maryland State Board for Higher Education, Annapolis.

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…

Faculty Salary Equity: Issues and Options.

ERIC Educational Resources Information Center

Snyder, Julie K.; And Others

1994-01-01

An approach to identifying and correcting college faculty salary inequities based on gender is presented. Steps include determining whether a problem exists using an objective, legally sound procedure; developing feasible adjustment strategies; and implementing correction and a monitoring process consistent with institutional culture and values.…

Salary Survey: Chemists' Salaries Move Higher This Year.

ERIC Educational Resources Information Center

Chemical and Engineering News, 1981

1981-01-01

Presents in tabular form chemists' salaries. Reviews salaries of chemists with B.S., M.S., and Ph.D. degrees, chemical engineers, college faculty, industrial chemists, women, and employment status of chemists surveyed. Indicates relatively low unemployment and that medial salary for chemists has increased 11% between March 1980 and March 1981. (JN)

Psychology Degrees: Employment, Wage, and Career Trajectory Consequences.

PubMed

Rajecki, D W; Borden, Victor M H

2011-07-01

Psychology is a very popular undergraduate major. Examining wage data from a range of degree holders reveals much about the expected career trajectories of those with psychology degrees. First, regarding baccalaureates, psychology and other liberal arts graduates-compared with those from certain preprofessional and technical undergraduate programs-generally fall in relatively low tiers of salary levels at both starting and later career points. Salary levels among baccalaureate alumni groups correlate with averaged measures of salary satisfaction, repeated job seeking, and perceptions of underemployment. These patterns seem to stem from the specific occupational categories (job titles) entered by graduates in psychology compared with other graduates, calling into question the employability advantage of so-called generic liberal arts skills. Second, psychology master's degree holders also generally fall in a low tier of salary among their science, engineering, and health counterparts. Third, psychology college faculty (including instructors) fall in low tiers of salary compared with their colleagues from other academic fields. Such broadly based indications of the relative economic disadvantages of psychology degrees have implications for career counseling in the field. © The Author(s) 2011.

Salary Equity Issues in Higher Education: Where Do We Stand? AAHE-ERIC/Higher Education Research Currents.

ERIC Educational Resources Information Center

Koch, James V.

1982-01-01

Salary equity issues in higher education are examined with reference to sex discrimination in faculty salaries, the law and its application, judicial deference toward higher education, and the nature of salary equity evidence. The basis for most salary equity studies has been the simple observation that salaries of male professors are generally…

Small Colleges and New Faculty Pay

ERIC Educational Resources Information Center

Marthers, Paul; Parker, Jeff

2008-01-01

Do liberal arts colleges act like research universities when they seek to appoint new faculty members? Evidence shows that research universities bid aggressively for talent, using discretionary salary policies to achieve a diverse professoriate, appoint research stars, and fill vacancies in fields where market forces require differential salaries.…

The impact of productivity-based incentives on faculty salary-based compensation.

PubMed

Miller, Ronald D; Cohen, Neal H

2005-07-01

In industry and academic anesthesia departments, incentives and bonus payments based on productivity are accounting for an increasing proportion of a total compensation. When incentives are primarily based on clinical productivity, the impact on the distribution of total compensation to the faculty is not known. We compared a pure salary-based compensation methodology based entirely on academic rank to salary plus incentives and/or clinical productivity compensation (i.e., billable hours). The change in compensation methodology resulted in two major findings. First, the productivity-based compensation resulted in a large increase in the variability of total compensation among faculty, especially at the Assistant Professor rank. Second, the mean difference in total compensation between Assistant and Full Professors decreased. The authors conclude that this particular incentive plan, primarily directed toward clinical productivity, dramatically changed the distribution of total compensation in favor of junior faculty. Although not analytically investigated, the potential impact of these changes on faculty morale and distribution of faculty activities is discussed.

If You're So Smart, Why Aren't You Rich?

ERIC Educational Resources Information Center

Woloshin, Phyllis

1986-01-01

Argues that salary differentials among community college faculty are unrealistic and based on the inaccurate assumptions that people are motivated primarily by money; that high-demand disciplines will remain constant over time; that attitudes toward other disciplines and faculty members are unaffected by salary differentials; and that teaching is…

Ups and Downs. The Annual Report on the Economic Status of the Profession, 1998-99.

ERIC Educational Resources Information Center

Academe, 1999

1999-01-01

Presents text and data tables covering higher education faculty salaries for the period 1998-1999. A text discussion of academic salaries since the l970s reviews relative and real trends, salary differences between public and private institutions, salary advantages of research universities, gender differences, and other salary inequalities.…

Salary Equity: Detecting Sex Bias in Salaries among College and University Professors.

ERIC Educational Resources Information Center

Pezzullo, Thomas R., Ed.; Brittingham, Barbara E., Ed.

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…

Instructional Support Costs Related to Faculty Salary Costs. Report No. 79-02.

ERIC Educational Resources Information Center

Hample, Stephen R.

Nonfaculty salary (instructional support) costs for Montana State University (MSU) are examined with specific reference to the adequacy of the 25 percent nonfaculty salary allowance for other costs. Two concepts are examined: nonfaculty salary expenses within the instruction program (direct instructional support costs) and both direct support…

"They Make "How" Much?" Investigating Faculty Salaries to Examine Gender Inequalities

ERIC Educational Resources Information Center

Petrzelka, Peggy

2005-01-01

Stratification by gender occurs in many occupations, including the academic profession. When examining salaries of those in higher education, it is "well established" that "women faculty earn less than their male counterparts." Getting students to understand the important sociological issues of gender stratification as it occurs in the workplace…

Salary Structure Effects and the Gender Pay Gap in Academia

ERIC Educational Resources Information Center

Barbezat, Debra A.; Hughes, James W.

2005-01-01

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…

For the First Time in 3 Years, Faculty Salaries Beat Inflation

ERIC Educational Resources Information Center

Millman, Sierra

2007-01-01

This year faculty salaries outpaced inflation for the first time in three years, but the American Association of University Professors is still warning of growing financial inequalities within higher education. "One year cannot reverse discouraging trends that have been developing over decades," writes Saranna R. Thornton, a professor of economics…

Factors Affecting the Acquisition and Retention of College Faculty. Final Report.

ERIC Educational Resources Information Center

Balyeat, Ralph E.

Employment satisfactions and dissatisfactions, with the accompanying levels of faculty morale and motivation, may be classified into 2 groups: those derived from the basic salary, and those derived from factors, practices and conditions not related to the salary, or so-called fringe benefits. This study was designed to identify and to…

Sex Differences in Physician Salary in US Public Medical Schools.

PubMed

Jena, Anupam B; Olenski, Andrew R; Blumenthal, Daniel M

2016-09-01

Limited evidence exists on salary differences between male and female academic physicians, largely owing to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. To analyze sex differences in earnings among US academic physicians. Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, salary data were extracted on 10 241 academic physicians at 24 public medical schools. These data were linked to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, National Institutes of Health funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). Sex differences in salary were estimated after adjusting for these factors. Physician sex. Annual salary. Among 10 241 physicians, female physicians (n = 3549) had lower mean (SD) unadjusted salaries than male physicians ($206 641 [$88 238] vs $257 957 [$137 202]; absolute difference, $51 315 [95% CI, $46 330-$56 301]). Sex differences persisted after multivariable adjustment ($227 783 [95% CI, $224 117-$231 448] vs $247 661 [95% CI, $245 065-$250 258] with an absolute difference of $19 878 [95% CI, $15 261-$24 495]). Sex differences in salary varied across specialties, institutions, and faculty ranks. For example, adjusted salaries of female full professors ($250 971 [95% CI, $242 307-$259 635]) were comparable to those of male associate professors ($247 212 [95% CI, $241 850-$252 575]). Among specialties, adjusted salaries were highest in orthopedic surgery ($358 093 [95% CI, $344 354-$371 831]), surgical subspecialties ($318 760 [95% CI, $311 030-$326 491]), and general surgery ($302 666 [95% CI, $294 060-$311 272]) and lowest in infectious disease, family medicine, and neurology (mean income, <$200 000). Years of experience, total publications, clinical trial participation, and Medicare payments were positively associated with salary. Among physicians with faculty appointments at 24 US public medical schools, significant sex differences in salary exist even after accounting for age, experience, specialty, faculty rank, and measures of research productivity and clinical revenue.

Faculty Flow in a Medical School: A Policy Simulator. AIR Forum 1979 Paper.

ERIC Educational Resources Information Center

Kutina, Kenneth L.; Bruss, Edward A.

A computer-based simulation model is described that can be used in an interactive mode to analyze the effects of alternative hiring, promotion, tenure granting, retirement, and salary policies on faculty size, distribution, and aggregate salary expense. The model was designed to be adequately flexible and comprehensive to incorporate the array of…

Faculty Salary Schedules in Community-Junior Colleges, 1969-70.

ERIC Educational Resources Information Center

National Education Association, Washington, DC. Research Div.

This report reviews and analyzes the 1969-1970 salary schedules of 52 private and 460 public 2-year colleges throughout the United States. These schedules are based on levels of academic preparation completed, faculty rank, or both (about two-thirds of the reviewed public and one-half the reviewed private institutions base their schedules on level…

Current Status of Gender and Racial/Ethnic Disparities Among Academic Emergency Medicine Physicians.

PubMed

Madsen, Tracy E; Linden, Judith A; Rounds, Kirsten; Hsieh, Yu-Hsiang; Lopez, Bernard L; Boatright, Dowin; Garg, Nidhi; Heron, Sheryl L; Jameson, Amy; Kass, Dara; Lall, Michelle D; Melendez, Ashley M; Scheulen, James J; Sethuraman, Kinjal N; Westafer, Lauren M; Safdar, Basmah

2017-10-01

A 2010 survey identified disparities in salaries by gender and underrepresented minorities (URM). With an increase in the emergency medicine (EM) workforce since, we aimed to 1) describe the current status of academic EM workforce by gender, race, and rank and 2) evaluate if disparities still exist in salary or rank by gender. Information on demographics, rank, clinical commitment, and base and total annual salary for full-time faculty members in U.S. academic emergency departments were collected in 2015 via the Academy of Administrators in Academic Emergency Medicine (AAAEM) Salary Survey. Multiple linear regression was used to compare salary by gender while controlling for confounders. Response rate was 47% (47/101), yielding data on 1,371 full-time faculty: 33% women, 78% white, 4% black, 5% Asian, 3% Asian Indian, 4% other, and 7% unknown race. Comparing white race to nonwhite, 62% versus 69% were instructor/assistant, 23% versus 20% were associate, and 15% versus 10% were full professors. Comparing women to men, 74% versus 59% were instructor/assistant, 19% versus 24% were associate, and 7% versus 17% were full professors. Of 113 chair/vice-chair positions, only 15% were women, and 18% were nonwhite. Women were more often fellowship trained (37% vs. 31%), less often core faculty (59% vs. 64%), with fewer administrative roles (47% vs. 57%; all p < 0.05) but worked similar clinical hours (mean ± SD = 1,069 ± 371 hours vs. 1,051 ± 393 hours). Mean overall salary was $278,631 (SD ± $68,003). The mean (±SD) salary of women was $19,418 (±$3,736) less than men (p < 0.001), even after adjusting for race, region, rank, years of experience, clinical hours, core faculty status, administrative roles, board certification, and fellowship training. In 2015, disparities in salary and rank persist among full-time U.S. academic EM faculty. There were gender and URM disparities in rank and leadership positions. Women earned less than men regardless of rank, clinical hours, or training. Future efforts should focus on evaluating salary data by race and developing systemwide practices to eliminate disparities. © 2017 by the Society for Academic Emergency Medicine.

Cost of Living and Taxation Adjustments in Salary Comparisons. AIR 1993 Annual Forum Paper.

ERIC Educational Resources Information Center

Zeglen, Marie E.; Tesfagiorgis, Gebre

This study examined faculty salaries at 50 higher education institutions using methods to adjust salaries for geographic differences, cost of living, and tax burdens so that comparisons were based on real rather than nominal value of salaries. The study sample consisted of one public doctorate granting institution from each state and used salary…

Woman Professors Pressing to Close Salary Gap; Some Colleges Adjust Pay, Others Face Lawsuits.

ERIC Educational Resources Information Center

McMillen, Liz

1987-01-01

The institutions making efforts to study and change faculty salary disparities for men and women are finding that determining what constitutes a fair salary review and adjustment is difficult. Other institutions are resisting making changes. (MSE)

National Faculty Salary Survey by Discipline and Rank in Public Four-Year Colleges and Universities, 1995-96.

ERIC Educational Resources Information Center

Appalachian State Univ., Boone, NC.

This volume presents data from the 15th annual survey of faculty salaries by discipline and rank in the nation's public colleges and universities. Three hundred and twenty nine institutions participated in the survey. Data are presented by 55 disciplines and major fields and for both institutions with and without collective bargaining. The overall…

A Survey of Rank, Salary, Promotion, and Tenure Policies in Fifteen Colleges and Universities. A Survey of Current Practices.

ERIC Educational Resources Information Center

Southeast Missouri State Univ., Cape Girardeau.

Questionnaires designed to find out how institutional policies for evaluating special degrees affected institutional practices in determining initial rank, salary level, tenure status, and eligibility for promotion of faculty members were sent to 27 institutions. The special degrees fell in 4 categories: (1) faculty members with a degree in law…

Saudi Arabia and Canada Lead in Pay for Faculty Members, Study Finds

ERIC Educational Resources Information Center

Fischer, Karin

2008-01-01

Starting salaries for newly minted professors are highest in Canada, but for the best prospects of raising earnings over an academic career, one should look to Saudi Arabian universities. These are some of the findings of a new study that looks at faculty pay across international borders, examining salary data in 15 countries, among them the…

Salary-Trend Studies of Faculty for the Year 1989-90 and 1992-93 in the Following Academic Disciplines/Major Fields: Accounting...Geology.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative data for faculty salaries in public and private colleges and universities, based on two surveys of 738 and 485 institutions conducted in 1988-89 and 1992-93 respectively. Data are provided for the following disciplines: Accounting; Anthropology; Biological Sciences/Life Sciences; Business Administration and…

Focus on Teacher Salaries: What Teacher Salary Averages Don't Show.

ERIC Educational Resources Information Center

Gaines, Gale

Traditional comparisons of teacher salary averages fail to consider factors beyond pay raises that affect those averages. Salary averages do not show: regional and national variations among states' average salaries; the variation of salaries within an individual state; variations in the cost of living; the highest degree earned by teachers and the…

A Three-Pronged Approach to Evaluating Salary Equity among Faculty, Administrators, and Staff at a Metropolitan Research University.

ERIC Educational Resources Information Center

Armacost, Robert L.

A study was conducted to evaluate inequalities in salary for all regular faculty, administrative, and staff employees with respect to gender and ethnicity at a major metropolitan research university. In all, there were 648 minorities in the study and 1,443 women. Three approaches were used to test for inequalities: (1) a multiple regression…

Deselection: A Novel Approach to the Peering Process. AIR 1988 Annual Forum Paper.

ERIC Educational Resources Information Center

Duby, Paul B.

A salary study was conducted employing a national peer group because of the expiration of a faculty contract in 1987. The problem addressed was the way in which to produce this national peer group and the resulting salary database in such a fashion that it would be accepted and utilized by both faculty and administrators involved in the collective…

Salary-Trend Studies of Faculty for the Years 1994-95 and 1997-98 in the Following Academic Disciplines/Major Fields: Accounting, ..., Geology.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty in 27 academic disciplines/major fields for the baseline year 1994-95 and the trend year 1997-98 for 262 public and 387 private institutions. For each discipline/major field surveyed, the report provides a Classification of Instructional Programs (CIP) definition, data…

Creating a University System for the 21st Century. Report of the State Board of Higher Education's Committee on Employee Compensation

ERIC Educational Resources Information Center

North Dakota University System, 2006

2006-01-01

The combination of North Dakota's lower standard of living and non-competitive salary and benefits makes it increasingly difficult to recruit and retain the best and the brightest staff and faculty. Since 1998, campuses have been internally reallocating funding to provide salary increases to staff and faculty above that provided by the…

Sex differences in academic advancement. Results of a national study of pediatricians.

PubMed

Kaplan, S H; Sullivan, L M; Dukes, K A; Phillips, C F; Kelch, R P; Schaller, J G

1996-10-24

Although the numbers of women in training and in entry-level academic positions in medicine have increased substantially in recent years, the proportion of women in senior faculty positions has not changed. We conducted a study to determine the contributions of background and training, academic productivity, distribution of work time, institutional support, career attitudes, and family responsibilities to sex differences in academic rank and salary among faculty members of academic pediatric departments. We conducted a cross-sectional survey of all salaried physicians in 126 academic departments of pediatrics in the United States in January 1992. Of the 6441 questionnaires distributed, 4285 (67 percent) were returned. The sample was representative of U.S. pediatric faculty members. Multivariate models were used to relate academic rank and salary to 16 independent variables. Significantly fewer women than men achieved the rank of associate professor or higher. For both men and women, higher salaries and ranks were related to greater academic productivity (more publications and grants), more hours worked, more institutional support of research, greater overall career satisfaction, and fewer career problems. Less time spent in teaching and patient care was related to greater academic productivity for both sexes. Women in the low ranks were less academically productive and spent significantly more time in teaching and patient care than men in those ranks. Adjustment for all independent variables eliminated sex differences in academic rank but not in salary. Lower rates of academic productivity, more time spent in teaching and patient care and less time spent in research, less institutional support for research, and lower rates of specialization in highly paid subspecialties contributed to the lower ranks and salaries of female faculty members.

Assessment of faculty productivity in academic departments of medicine in the United States: a national survey.

PubMed

Kairouz, Victor F; Raad, Dany; Fudyma, John; Curtis, Anne B; Schünemann, Holger J; Akl, Elie A

2014-09-26

Faculty productivity is essential for academic medical centers striving to achieve excellence and national recognition. The objective of this study was to evaluate whether and how academic Departments of Medicine in the United States measure faculty productivity for the purpose of salary compensation. We surveyed the Chairs of academic Departments of Medicine in the United States in 2012. We sent a paper-based questionnaire along with a personalized invitation letter by postal mail. For non-responders, we sent reminder letters, then called them and faxed them the questionnaire. The questionnaire included 8 questions with 23 tabulated close-ended items about the types of productivity measured (clinical, research, teaching, administrative) and the measurement strategies used. We conducted descriptive analyses. Chairs of 78 of 152 eligible departments responded to the survey (51% response rate). Overall, 82% of respondents reported measuring at least one type of faculty productivity for the purpose of salary compensation. Amongst those measuring faculty productivity, types measured were: clinical (98%), research (61%), teaching (62%), and administrative (64%). Percentages of respondents who reported the use of standardized measurements units (e.g., Relative Value Units (RVUs)) varied from 17% for administrative productivity to 95% for research productivity. Departments reported a wide variation of what exact activities are measured and how they are monetarily compensated. Most compensation plans take into account academic rank (77%). The majority of compensation plans are in the form of a bonus on top of a fixed salary (66%) and/or an adjustment of salary based on previous period productivity (55%). Our survey suggests that most academic Departments of Medicine in the United States measure faculty productivity and convert it into standardized units for the purpose of salary compensation. The exact activities that are measured and how they are monetarily compensated varied substantially across departments.

Salary-Trend Studies of Faculty for the Years 1990-91 and 1993-94 in the Following Academic Disciplines/Major Fields: Accounting...Foreign Languages and Literature.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative data for faculty salaries in public and private colleges and universities, based on two surveys of institutions conducted in 1990-91 and 1993-94 respectively. Data in this report are from the 306 institutions that provided data for both years. Data are provided for the following disciplines: Accounting;…

Preliminary Estimates of 1972-73 Full-Time Instructional Faculty in Institutions of Higher Education. Bulletin. Advanced Statistics for Management. No. 14, March 1, 1973.

ERIC Educational Resources Information Center

National Center for Educational Statistics (DHEW/OE), Washington, DC.

In response to needs expressed by the community of higher education institutions, the National Center for Educational Statistics has produced early estimates of a selected group of mean salaries of instructional faculty in institutions of higher education in 1972-73. The number and salaries of male and female instructional staff by rank are of…

Salary-Trend Studies of Faculty for the Years 1994-95 and 1997-98 in the Following Academic Disciplines/Major Fields: History, General, ...,Visual and Performing Arts.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty in 26 academic disciplines/major fields for the baseline year 1994-95 and the trend year 1997-98 for 262 public and 387 private institutions. For each discipline/major field surveyed, the report provides a Classification of Instructional Programs (CIP) definition, data…

Why do faculty leave? Reasons for attrition of women and minority faculty from a medical school: four-year results.

PubMed

Cropsey, Karen L; Masho, Saba W; Shiang, Rita; Sikka, Veronica; Kornstein, Susan G; Hampton, Carol L

2008-09-01

Faculty attrition, particularly among female and minority faculty, is a serious problem in academic medical settings. The reasons why faculty in academic medical settings choose to leave their employment are not well understood. Further, it is not clear if the reasons why women and minority faculty leave differ from those of other groups. One hundred sixty-six medical school faculty who left the School of Medicine (SOM) between July 1, 2001, and June 30, 2005, completed a survey about their reasons for leaving. The three most common overall reasons for leaving the institution included career/professional advancement (29.8%), low salary (25.5%), and chairman/departmental leadership issues (22.4%). The ranking of these reasons varied slightly across racial and gender groups, with women and minority faculty also citing personal reasons for leaving. Women and minority faculty were at lower academic ranks at the time they left the SOM compared with male and majority groups. Although salary differences were not present at the time of initial hire, sex was a significant predictor of lower salary at the start of the new position. Opportunity for advancement and the rate of promotion were significantly different between women and men. Job characteristics prior to leaving that were rated most poorly were protected time for teaching and research, communication across the campus, and patient parking. Harassment and discrimination were reported by a small number of those surveyed, particularly women and minority faculty. The majority of reasons for faculty attrition are amenable to change. Retaining high-quality faculty in medical settings may justify the costs of faculty development and retention efforts.

Medical School Salary Study, 1971-72.

ERIC Educational Resources Information Center

Association of American Medical Colleges, Washington, DC.

The Association of American Medical Colleges presents the results of their Annual Salary Questionnaire for medical school faculties for the fiscal year 1971-72. Ninety-five schools submitted returns and salaries of 4,930 basic scientists and 11,941 clinical scientists are reported in the survey. The areas covered include strict full-time faculty…

Medical School Salary Study, 1972-73.

ERIC Educational Resources Information Center

Association of American Medical Colleges, Washington, DC.

The Association of American Medical Colleges presents the results of their Annual Salary Questionnaire for medical school faculties for the fiscal year 1972-73. One hundred five schools submitted returns and salaries of 4,925 basic scientists and 11,567 clinical scientists are reported in the survey. The areas covered include strict full-time…

Salary-Trend Studies of Faculty for the Years 1991-92 and 1994-95 in the Following Academic Disciplines/Major Fields: Geography...Visual and Performing Arts.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative trend data for faculty salaries in public and private colleges and universities, based on two surveys, one of public and the other of private senior colleges and universities. For those institutions (223 public and 345 private) participating in both 1991-92 and 1994-95 surveys, trend data are provided. For each…

Salary-Trend Studies of Faculty for the Years 1991-92 and 1994-95 in the Following Academic Disciplines/Major Fields: Accounting...Foreign Languages and Literatures.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative trend data for faculty salaries in public and private colleges and universities, based on two surveys, one of public and the other of private senior colleges and universities. For those institutions (223 public and 345 private) participating in both 1991-92 and 1994-95 surveys, trend data are provided. For each…

Salary-Trend Studies of Faculty for the Years 1992-93 and 1995-96 in the Following Academic Disciplines/Major Fields: Accounting, Art, General...Geology.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty at 212 public and 337 private colleges and universities, based on two surveys, one for the baseline year 1992-93 and the other for the "trend" year 1995-96. For each of the 25 disciplines, a summary review provides a definition of the discipline; information on average…

Chinese Academics under the Reformed Remuneration System: A Case Study

ERIC Educational Resources Information Center

Xueyan, Xu

2015-01-01

As part of ongoing efforts to attract and keep talents, Chinese governments and universities have initiated a series of reforms to improve faculty salaries over the past decades. However, the reformed salary policies do not work as well as expected. According to the field data, the formed salary policies had posted a new set of challenges to…

Focus on Teacher Salaries: An Update on Average Salaries and Recent Legislative Actions in the SREB States.

ERIC Educational Resources Information Center

Gaines, Gale F.

Focused state efforts have helped teacher salaries in Southern Regional Education Board (SREB) states move toward the national average. Preliminary 2000-01 estimates put SREB's average teacher salary at its highest point in 22 years compared to the national average. The SREB average teacher salary is approximately 90 percent of the national…

PARTICIPATION IN HIGH ENERGY PHYSICS

DOE Office of Scientific and Technical Information (OSTI.GOV)

White, Christopher

2012-12-20

This grant funded experimental and theoretical activities in elementary particles physics at the Illinois Institute of Technology (IIT). The experiments in which IIT faculty collaborated included the Daya Bay Reactor Neutrino Experiment, the MINOS experiment, the Double Chooz experiment, and FNAL E871 - HyperCP experiment. Funds were used to support summer salary for faculty, salary for postdocs, and general support for graduate and undergraduate students. Funds were also used for travel expenses related to these projects and general supplies.

Salary-Trend Studies of Faculty for the Years 1993-94 and 1996-97 in the Following 26 Academic Disciplines/Major Fields: History, General;...Visual and Performing Arts.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty at 307 public institutions and 490 private colleges and universities based on two surveys, one for the baseline year 1993-94 and the other for the trend year 1996-97. For each of the 26 disciplines, a summary includes a definition of the discipline; information on average…

History of Pay Equity Studies.

ERIC Educational Resources Information Center

Barbezat, Debra A.

2002-01-01

Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

Women Faculty: Development, Promotion, and Pay.

ERIC Educational Resources Information Center

Ekstrom, Ruth B.

1979-01-01

The status of women faculty in colleges and universities is considered. While there has been increased hiring of women on college faculties, women faculty members still lag behind men in rank and salary, even when differences in fields, institutions, and postdoctoral experience are considered. Women presently constitute about 24 percent of the…

The Merits of Emeriti

ERIC Educational Resources Information Center

Fishman, Seth Matthew

2012-01-01

The silver tide of faculty retirement continues to ebb and flow. While much of today's scholarship on faculty retirement focuses on the financial implications for colleges and universities, arguing that older faculty members clog up the faculty pipeline, cost more in salary and benefits, and are ineffective teachers who fear technology, little…

Measuring the direct costs of graduate medical education training in Minnesota.

PubMed

Blewett, L A; Smith, M A; Caldis, T G

2001-05-01

To demonstrate the usefulness of self-reported cost-accounting data from the sponsors of training programs for estimating the direct costs of graduate medical education (GME). The study also assesses the relative contributions of resident, faculty, and administrative costs to primary care, surgery, and the combined programs of radiology, emergency medicine, anesthesiology, and pathology (REAP). The data were the FY97 direct costs of clinical education reported to Minnesota's Department of Health by eight sponsors of 117 accredited medical education programs, representing 394 sites of training (both hospital- and community-based) and 2,084 full-time-equivalent trainees (both residents and fellows). Average costs of clinical training were calculated as residency, faculty, and administrative costs. Preliminary analysis showed average costs by type of training programs, comparing the cost components for surgery, primary care, and REAP. The average direct cost of clinical training in FY97 was $130,843. Faculty costs were 52%, resident costs were 26%, and administrative costs were 20% of the total. Primary care programs' average costs were lower than were those of either surgery or REAP programs, but proportionally they included more administrative costs. As policymakers assess government subsidies for GME, more detailed cost information will be required. Self-reported data are more cost-effective and efficient than are the more detailed and costly time-and-motion studies. This data-collection study also revealed that faculty costs, driven by faculty hours and base salaries, represent a higher proportion of direct costs of GME than studies have shown in the past.

SALARY STRUCTURES IN PUBLIC JUNIOR COLLEGES WHICH DO NOT HAVE THE USUAL ACADEMIC RANKS, 1965-66.

ERIC Educational Resources Information Center

American Association of Univ. Professors, Washington, DC.

LENGTH OF SERVICE AND LEVEL OF EDUCATION ATTAINMENT PROVIDED THE BASES FOR COMPARING FACULTY SALARIES IN JUNIOR COLLEGES WHICH DO NOT USE ACADEMIC RANKS WITH THOSE OF 4- AND 5-YEAR INSTITUTIONS. DATA WERE OBTAINED FROM 57 USABLE RESPONSES TO QUESTIONNAIRES SENT TO 150 JUNIOR COLLEGES. SALARY EQUIVALENTS WERE DETERMINED BY THE FORMULAS--(1)…

A Web-based database for pathology faculty effort reporting.

PubMed

Dee, Fred R; Haugen, Thomas H; Wynn, Philip A; Leaven, Timothy C; Kemp, John D; Cohen, Michael B

2008-04-01

To ensure appropriate mission-based budgeting and equitable distribution of funds for faculty salaries, our compensation committee developed a pathology-specific effort reporting database. Principles included the following: (1) measurement should be done by web-based databases; (2) most entry should be done by departmental administration or be relational to other databases; (3) data entry categories should be aligned with funding streams; and (4) units of effort should be equal across categories of effort (service, teaching, research). MySQL was used for all data transactions (http://dev.mysql.com/downloads), and scripts were constructed using PERL (http://www.perl.org). Data are accessed with forms that correspond to fields in the database. The committee's work resulted in a novel database using pathology value units (PVUs) as a standard quantitative measure of effort for activities in an academic pathology department. The most common calculation was to estimate the number of hours required for a specific task, divide by 2080 hours (a Medicare year) and then multiply by 100. Other methods included assigning a baseline PVU for program, laboratory, or course directorship with an increment for each student or staff in that unit. With these methods, a faculty member should acquire approximately 100 PVUs. Some outcomes include (1) plotting PVUs versus salary to identify outliers for salary correction, (2) quantifying effort in activities outside the department, (3) documenting salary expenditure for unfunded research, (4) evaluating salary equity by plotting PVUs versus salary by sex, and (5) aggregating data by category of effort for mission-based budgeting and long-term planning.

Aligning clinical compensation with clinical productivity: design and implementation of the financial value unit (FVU) system in an academic department of internal medicine.

PubMed

Stites, Steven; Steffen, Patrick; Turner, Scott; Pingleton, Susan

2013-07-01

A new metric was developed and implemented at the University of Kansas School of Medicine Department of Internal Medicine, the financial value unit (FVU). This metric analyzes faculty clinical compensation compared with clinical work productivity as a transparent means to decrease the physician compensation variability and compensate faculty equitably for clinical work.The FVU is the ratio of individual faculty clinical compensation compared with their total work relative value units (wRVUs) generated divided by Medical Group Management Association (MGMA) salary to wRVUs of a similar MGMA physician.The closer the FVU ratio is to 1.0, the closer clinical compensation is to that of an MGMA physician with similar clinical productivity. Using FVU metrics to calculate a faculty salary gap compared with MGMA median salary and wRVU productivity, a divisional production payment was established annually.From FY 2006 to FY 2011, both total faculty numbers and overall clinical activity increased. With the implementation of the FVU, both clinical productivity and compensation increased while, at the same time, physician retention rates remained high. Variability in physician compensation decreased. Dramatic clinical growth was associated with the alignment of clinical work and clinical compensation in a transparent and equable process.

Six-year follow-up on work force and finances of the United States anesthesiology training programs: 2000 to 2006.

PubMed

Kheterpal, Sachin; Tremper, Kevin K; Shanks, Amy; Morris, Michelle

2009-01-01

In the mid 1990s, interest in the field of anesthesiology decreased significantly among medical students, resulting in a decreasing resident class size and, subsequently, fewer anesthesiologists entering the United States workforce. This apparent practitioner shortage was associated with increased salary demands, which placed anesthesiology training departments in financial jeopardy. Starting in 1999, a survey was sent to the department chairs of the United States anesthesiology training programs to assess the status of faculty and finances of their departments. Follow-up surveys have been conducted each year thereafter. We present the results of the 2006 survey and 7 yr trend data. Surveys were distributed by e-mail in September 2006 to anesthesiology department chairs of the United States training programs. The responses were received by e-mail. Descriptive statistics were performed on responder data. In addition, a linear regression model to predict institutional support was developed. One-hundred-eighteen departments were surveyed with a response rate of 61%. There were an average of 4 open faculty positions in the 71% of the departments reporting open faculty positions. This would imply an overall 5% open position rate, down from 10% in 2000. Of the 96% of departments who employ certified registered nurse anesthetists, 70% had an average of 4 open positions, or approximately 11% shortage. The average department received $5,500,000 in total institutional support annually ($120,000/faculty). When the portion of this support provided for certified registered nurse anesthetists was removed, the average amount received was $4,600,000 or $100,000/faculty. This is a 10% increase over the previous year and an approximate 300% increase over the year 2000. Faculty academic time averaged 18% (where 20% is 1 day per week). The departments billed an average of 12,200 U/faculty/year. The average anesthesia unit value collected was $31/unit, while departments would require $46/unit to meet expenses. In a linear regression model, clinical revenue per unit billed minus expenses per unit billed predicted faculty support per full-time equivalent. This current survey reveals a continuing need for institutional support to keep anesthesiology training departments financially solvent. The amount of support is associated with the reimbursement for anesthesia work. There is also a continuing, but decreasing, number of open faculty anesthesiologist positions nationwide.

Rewarding Faculty Scholarship at Two-Year Colleges: Incentive for Change or Perceived Threat?

ERIC Educational Resources Information Center

Padovan, Patricia; Whittington, Dale

1998-01-01

Explores the definition and relevance of faculty scholarship in the community college. Examines positive and negative attitudes toward various scholarship criteria in the faculty-reward (promotion, tenure, salary increase, and release time) systems, and discusses concerns about scholarship as an additional facet of faculty evaluation. (25…

Can Increasing Faculty Professionalism Raise Instructional Quality at a Chinese University?

ERIC Educational Resources Information Center

Lindgren, Jeffrey D.

2013-01-01

The purpose of this study was to determine if increasing faculty professionalism is a viable strategy for raising the quality of instruction at a Chinese university. In this study, increasing faculty professionalism refers to increases in regards to six areas of faculty work: academic freedom, work balance, governance, reward systems, salary, and…

The University of Michigan--Flint. Faculty Policies and Procedures.

ERIC Educational Resources Information Center

Michigan Univ., Flint.

The 1975 edition of the faculty handbook is a collection of information of general interest to faculty and staff. It outlines many aspects of university operations including university governance; appointments; promotion; tenure; termination; appeal procedures; salaries and other compensations; scholarships, fellowships, research grants; staff…

The New Job Market for Black Academicians

ERIC Educational Resources Information Center

Freeman, Richard B.

1977-01-01

Analysis of data for 1969 and 1973 show that employment patterns of black college faculty members have been significantly changed, mostly through affirmative action programs, and that black male faculty, for the periods analyzed, received more job offers and higher salaries than comparable white faculty. (MF)

Sex Differences in Radiologist Salary in U.S. Public Medical Schools.

PubMed

Kapoor, Neena; Blumenthal, Daniel M; Smith, Stacy E; Ip, Ivan K; Khorasani, Ramin

2017-11-01

The purpose of this study was to evaluate salary differences between male and female academic radiologists at U.S. medical schools. Laws in several U.S. states mandate public release of government records, including salary information of state employees. From online salary data published by 12 states, we extracted the salaries of all academic radiologists at 24 public medical schools during 2011-2013 (n = 573 radiologists). In this institutional review board-approved cross-sectional study, we linked these data to a physician database with information on physician sex, age, faculty rank, years since residency, clinical trial involvement, National Institutes of Health (NIH) funding, scientific publications, and clinical volume measured by 2013 Medicare payments. Sex difference in salary, the primary outcome, was estimated using a multilevel logistic regression adjusting for these factors. Among 573 academic radiologists, 171 (29.8%) were women. Female radiologists were younger (48.5 vs 51.6 years, p = 0.001) and more likely to be assistant professors (50.9% [87/171] vs 40.8% [164/402], p = 0.026). Salaries between men and women were similar in unadjusted analyses ($290,660 vs $289,797; absolute difference, $863; 95% CI, -$18,363 to $20,090), and remained so after adjusting for age, faculty rank, years since residency, clinical trial involvement, publications, total Medicare payments, NIH funding, and graduation from a highly ranked medical school. Among academic radiologists employed at 24 U.S. public medical schools, male and female radiologists had similar annual salaries both before and after adjusting for several variables known to influence salary among academic physicians.

Outpacing Inflation.

ERIC Educational Resources Information Center

Leatherman, Courtney

1995-01-01

An annual survey shows that, for the second year in a row, increases in college faculty salaries have outpaced those of consumer prices. Also, for the first time in 13 years, public college faculty earned bigger raises than their private college counterparts. Data are presented by institution for each faculty rank. (MSE)

The Faculty Handbook of Columbia University 1975.

ERIC Educational Resources Information Center

Columbia Univ., New York, NY.

Columbia University's faculty handbook is designed as a general guide to the organization and operation of the university. The chief administrative units and their duties are detailed as are the conditions of appointment and general personnel policy including salaries, promotions, tenure, termination, and fringe benefits. Faculty obligations and…

What Drives Publishing Productivity for Pretenure Marketing Faculty: Insights Using the Lens of Resource Advantage Theory

ERIC Educational Resources Information Center

Runyan, Rodney C.; Finnegan, Carol; Gonzalez-Padron, Tracy; Line, Nathan D.

2013-01-01

The promotion, tenure, and salary of marketing faculty have been topics of intense interest recently. What has received less interest are the drivers of publishing productivity, especially for new, pretenure faculty. We use resource advantage (RA) theory to examine the drivers of pretenure faculty productivity, specifically in the top marketing…

Faculty Response to Retrenchment. AAHE-ERIC/Higher Education Research Currents, June 1981.

ERIC Educational Resources Information Center

Eddy, Margot Sanders

The innovative actions that faculty, and institutions on behalf of faculty, have taken to adjust to retrenchment and the changing academic profession are considered. It is suggested that faculty have three kinds of employment options to present conditions such as the scarcity of tenure-track positions and the failure of salaries to keep pace with…

Salary-Trend Studies of Faculty of the Years 1988-89 and 1991-92 in the Following Academic Disciplines/Major Fields: Accounting; Agribusiness and Agriproduction; Anthropology; Area and Ethnic Studies; Business Administration and Management; Business and Management; Business Economics; Chemistry; Communication Technologies; Communications; Computer and Information Sciences; Dramatic Arts; Drawing; Education; and Engineering.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative data for faculty salaries in public and private colleges, based on an annual survey of over 600 colleges and universities. Data cover the following disciplines: Accounting, Agribusiness and Agriproduction, Anthropology, Area and Ethnic Studies, Business Administration and Management, Business and Management,…

Paying Faculty Members What They Are Worth.

ERIC Educational Resources Information Center

Breslin, Richard D.; Klagholz, Leo F.

1980-01-01

Faculty members at New Jersey's state colleges have begun working under a plan that provides salary increases for meritorious performance. Such merit compensation does not conflict with faculty promotion, nor is it intended to replace cost-of-living increases. However, it does replace government-style guaranteed automatic raises that encourage…

Faculty Research Productivity: Why Do Some of Our Colleagues Publish More than Others?

ERIC Educational Resources Information Center

Hesli, Vicki L.; Lee, Jae Mook

2011-01-01

The justification for studying faculty research productivity is that it affects individual advancement and reputation within academe, as well as departmental and institutional prestige (Creamer 1998, iii). Publication records are an important factor in faculty performance evaluations, research grant awards, and promotion and salary decisions. The…

Academic Incivility in Nursing Education

ERIC Educational Resources Information Center

Marlow, Sherri

2013-01-01

A well-documented and growing problem impacting the nursing shortage in the United States is the increasing shortage of qualified nursing faculty. Many factors contribute to the nursing faculty shortage such as retirement, dissatisfaction with the nursing faculty role and low salary compensation (American Association of Colleges of Nursing (AACN),…

Focus on Teacher Salaries.

ERIC Educational Resources Information Center

Gaines, Gale F.

This report presents teacher salary data from the Southern Regional Education Board (SREB). There is a gap between SREB states' average teacher salaries and the national average. Over the last 5 years, SREB teacher salaries increased by an average of 14.4 percent; the national increase was nearly 2 percentage points lower. Georgia and North…

Updating Economic Theory: The Employment Relationship.

ERIC Educational Resources Information Center

Winston, Gordon

1983-01-01

Faculty jobs have a remarkable degree of freedom compared to other jobs, but they have comparatively low salaries. The income difference between academic employment and employment in corporations, law firms, and medicine causes morale problems in faculties. (MLW)

Innovative Partnerships within a College.

ERIC Educational Resources Information Center

O'Neill, Michael; Higdon, Jo Ann

In 1996, the faculty union and administration at Desert Community College District (DCCD) partnered to identify new funds that could be used to improve salaries and augment the budget. The administration entered into a written agreement to support a mutual short-term goal of achieving salary parity with peer colleges. A "Market Basket…

Who Gets Market Supplements? Gender Differences within a Large Canadian University

ERIC Educational Resources Information Center

Doucet, Christine; Durand, Claire; Smith, Michael

2008-01-01

This study examines the gender pay gap among university faculty by analyzing gender differences in one component of faculty members' salaries--"market premiums." The data were collected during the Fall of 2002 using a survey of faculty at a single Canadian research university. Correspondence analysis and logistic regression analysis were…

Faculty Teaching Loads in the UNC System

ERIC Educational Resources Information Center

Schalin, Jay

2014-01-01

This paper explores the teaching loads of faculty in the University of North Carolina (UNC) system. Salaries for faculty members are the single largest cost of higher education in the UNC system, accounting for approximately half of expenditures. The system's funding formula for its 16 college campuses is largely dependent upon the number of…

Keene State College Faculty Manual.

ERIC Educational Resources Information Center

Keene State Coll., NH.

Keene State College is a member of the University System of New Hampshire and is a small, coeducational, four-year liberal arts college. The 1975 Faculty Manual covers: (1) the college and community; (2) officers of the college; (3) principles of faculty service; (4) salaries and benefits; (5) college service; (6) participation in governance; (7)…

Crossing Class Lines: A Diary.

ERIC Educational Resources Information Center

Cassebaum, Anne

2001-01-01

Presents a diary of one month spent by a professional-track professor as an adjunct. Discusses the large salary decrease, the turmoil of job insecurity, and the "invisibility" of adjunct faculty. Asserts that although faculty should feel bound together by the work they have chosen, the class rift between tenure-track and adjunct faculty has…

Integration of academic and clinical performance-based faculty compensation plans: a system and its impact on an anaesthesiology department.

PubMed

Sakai, T; Hudson, M; Davis, P; Williams, J

2013-10-01

The current economic environment makes it difficult for academic institutions to maintain academic activities with necessary clinical coverage. Productivity-based faculty compensation is reported to improve clinical work output; however, the impact on academic productivity has not been fully described. An academic anaesthesiology department has used a comprehensive clinical and academic performance-based faculty compensation programme as fiscal year (FY) 2004. Faculty choosing to pursue an academic track can devote up to 80% of their time to non-clinical activities. Payment for this time is 'salary at risk', which is earned through a merit matrix system, which was newly developed to award points for various academic activities. Unclaimed portions of the salary at risk are absorbed into the department budget at the conclusion of the FY. Clinical activities are measured chiefly based on total hours of anaesthetic care. Academic full-time equivalents (FTEs) decreased by 12.0% in FY2005 (FTE of 16.0-14.1) but recovered to the baseline level in FY2006 and remained stable. Clinical FTE also decreased by 6.6% in FY2005 (FTE of 109.1-101.9), then increased in FY2006-FY2010. Increased clinical work output was observed among the clinical and academic faculty members. Each academic faculty member successfully earned their salary at risk in each FY. The annual number of peer-reviewed publications per academic FTE in original research increased from 0.31 (0.18) (FY2001-FY2003) to 0.73 (0.14) (FY2006-FY2011), P=0.024. Integration of clinical and academic performance-based faculty compensation systems is feasible and can be efficacious in a large academic anaesthesiology department.

Salary-Trend Studies of Faculty for the Years 1985-86 and 1988-89 in the Following Disciplines/Major Fields: Accounting; Agricultural Production; Anthropology; Architecture and Environmental Design; Area and Ethnic Studies; Audiology and Speech Pathology; Business Administration and Management; Business and Management; Business Economics; Chemistry; Communication Technologies; Communications; Computer and Information Sciences; Curriculum and Instruction; and Dramatic Arts.

ERIC Educational Resources Information Center

Howe, Richard D.; And Others

This volume provides comparative data for faculty salaries in public and private colleges, based on an annual survey of over 700 colleges and universities. Data cover the following 15 disciplines: accounting, agribusiness and agricultural production, anthropology, architecture and environmental design, area and ethnic studies, audiology and speech…

The Measurement and Cost of Removing Unexplained Gender Differences in Faculty Salaries.

ERIC Educational Resources Information Center

Becker, William E.; Toutkoushian, Robert K.

1995-01-01

In assessing sex-discrimination suit damages, debate rages over the type and number of variables included in a single-equation model of the salary-determination process. This article considers single- and multiple-equation models, providing 36 different damage calculations. For University of Minnesota data, equalization cost hinges on the…

Faculty Salary Equity: Issues and Options. AIR 1993 Annual Forum Paper.

ERIC Educational Resources Information Center

Snyder, Julie K.; And Others

This paper presents a multi-phased approach to identifying and correcting gender-based salary inequities within institutions of higher education. The major steps in this approach involve: (1) determining if a problem situation exists by using a conceptually sound, objective procedure that does a legal and effective job of explaining faculty…

On Campus with Women, 1998-1999.

ERIC Educational Resources Information Center

Reiss, Susan, Ed.

1999-01-01

The four issues in this newsletter volume present information on the status and education of women. The focus of issue 1 is on gains women have made in higher education, including enrollment and faculty and administrator positions. Issue 2 focuses on what is called "The Complex Salary Equation" and discusses salary issues and the working…

Salary, Space, and Satisfaction: An Examination of Gender Differences in the Sciences

ERIC Educational Resources Information Center

Darrah, Marjorie; Hougland, James; Prince, Barbara

2014-01-01

How can universities be more successful in recruiting and promoting the professional success of women in their science-related departments? This study examines selected pieces of the puzzle by examining actual salary and space allocations to 282 faculty members in the science, technology, engineering and mathematics (STEM) and the social and…

Gender Pay Equity in Higher Education: Salary Differentials and Predictors of Base Faculty Income

ERIC Educational Resources Information Center

Meyers, Laura E.

2011-01-01

This study investigates faculty gender pay equity in higher education. Using data from the 2004 National Study of Postsecondary Faculty and drawing on human capital theory, structural theory, and the theory of comparable worth, this study uses cross-classified random effects modeling to explore what factors may be contributing to the pay…

Gap Persists between Faculty Salaries at Public and Private Institutions

ERIC Educational Resources Information Center

Byrne, Richard

2008-01-01

Gaps in faculty pay between private and public colleges and universities continue to widen, warned the American Association of University Professors in its annual report on the economic status of the profession. It is a divide, the group argues, that threatens the ability of public institutions to recruit and retain faculty members at all levels.…

Who's Looking? Examining the Role of Gender and Rank in Faculty Outside Offers

ERIC Educational Resources Information Center

O'Meara, KerryAnn; Fink, John; White-Lewis, Damani Khary

2017-01-01

Outside offers, defined as comparable offers of employment at another organization, are means by which faculty determine their relative market worth and increase their salary at their home institution. Despite the career advantages associated with outside offers, little is known about the groups of faculty most likely to receive them. For example,…

Radiologic sciences. Faculty needs assessment.

PubMed

Powers, Kevin J

2005-01-01

A total of 326 programs are represented in the data collected. Based on the average number of full- and part-time faculty members reported per program, this survey represents more than 1500 faculty positions. Based on the forecast of retirement and career change for all faculty members, there will be a turnover of 700 to 800 positions over the next 5 to 10 years. Part-time/adjunct faculty vacancies are expected to create the greatest number of opportunities for technologists to make the transition to education, with approximately one third of current part-time/adjunct educators planning on leaving radiologic sciences education within 5 years. To encourage retention of part-time/adjunct educators, annual evaluations should be modified to recognize the important educational role these instructors play. There is a need to create enthusiasm and interest in education as a career pathway for radiologic technologists. Resources are needed that help radiologic technologists make the transition to teaching. Finally, the retention of educators must be emphasized. Program applicant trends indicate radiologic technology students are older, have prior postsecondary education experience or are making a career change. This data emphasizes the need for educators, both full time and part time, to understand the characteristics and needs of the adult learner. Adult learners bring a wealth of education, experience and life skills that create both opportunities and challenges in the classroom and clinical setting. All categories of respondents indicated that their current salaries were greater than those of program graduates in their firstjob. Of interest is that 1 in 5 (20%) of part-time/adjunct educators indicated the opposite--that program graduates earn more in their firstjob than educators earn. When asked about salaries if working full time in clinical practice, the majority of all groups indicated their salary would be about the same or would decrease. Only 20% of program directors, 21% of full-time educators and 26% of part-time/adjunct educators indicated their salary would be higher in clinical practice. Part-time/adjunct educators reported working the most in clinical practice within the past week to month. Program directors exhibited the greatest separation from clinical practice, with more than half indicating a gap of 2 years or more from practicing in the clinical environment. While academic achievement is common among the educator populations sampled, a very low percentage of these educators are seeking an advanced academic degree. Less than a third of those surveyed indicated that they were pursuing an advanced degree. Becoming involved in research is not a requirement for many current educators, although survey participants expressed an interest in information about how to conduct a research project. A primary motivator for conducting the faculty development needs assessment was to use the data in strategic planning to set priorities for the resources available to the ASRT Education Department. The data will help maximize ASRT support for present and future educators. Services created by the ASRT Education Department will deepen the relationship with this key segment of the professional community.

Faculty Research from the Perspective of Accounting Academicians.

ERIC Educational Resources Information Center

King, Jerry G.; Henderson, James R.

1991-01-01

A questionnaire solicited information and opinions from 152 accounting professors about research, promotion and salary increases, and publication productivity and outlets. Results suggest that accounting education is at a crossroads: individual faculty emphasize teaching; policies on promotion and tenure emphasize research. (JOW)

Faculty Development in Business Education.

ERIC Educational Resources Information Center

Nastas, George, III

1985-01-01

The benefits and costs accruing to business faculty members who publish are discussed. Benefits include possible salary increases and/or promotions, job security, recognition, and professional stature. Costs include investing time without receiving payment. Suggestions are made for improving publication productivity, getting started, developing a…

Using Economic Incentives to Recruit Community College Faculty: Effects of Starting Salary and Healthcare Benefits Plan

ERIC Educational Resources Information Center

Winter, Paul A.; Petrosko, Joseph M.; Rodriguez, Glenn

2007-01-01

Staffing the nation's community colleges with qualified faculty is an emerging problem. The problem results from massive retirements among members of the post-WW II "baby boom" generation and intense competition from other sectors of the economy for scarce human talent. This study was a faculty-recruitment simulation designed to investigate the…

The Effect of Collective Bargaining on Policy Development at Institutions of Higher Education: A Comparative Analysis

ERIC Educational Resources Information Center

Herring-Ellis, Christopher G.

2014-01-01

For over three decades, collective bargaining in higher education has given faculty a voice in which to be heard in decision making involving tenure, faculty appointments, salaries, and education policies. However, as recent as 2011, the voice once afforded to faculty through its collective bargaining rights has been threatened with attempts to…

Should I Stay or Should I Leave: The Question of Tenure Track Faculty Job Satisfaction at Institutions of Higher Education

ERIC Educational Resources Information Center

Maahs-Fladung, Cathy A.

2009-01-01

The purpose of this study was to explore how tenure procedures at institutions of higher education, workload, confidence in support of teaching and research objectives, climate, culture, collegiality and salary affect job satisfaction of tenure track faculty. The study compares three different cohort groups composed of tenure-track faculty from…

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study.

PubMed

Freund, Karen M; Raj, Anita; Kaplan, Samantha E; Terrin, Norma; Breeze, Janis L; Urech, Tracy H; Carr, Phyllis L

2016-08-01

Cross-sectional studies have demonstrated gender differences in salaries within academic medicine. No research has assessed longitudinal compensation patterns. This study sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort. A 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pretax compensation during academic year 2012-2013 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys. In unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time. The continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills.

Inequities in Academic Compensation by Gender: A Follow-Up to the National Faculty Survey Cohort Study

PubMed Central

Freund, Karen M.; Raj, Anita; Kaplan, Samantha E.; Terrin, Norma; Breeze, Janis L.; Urech, Tracy H.; Carr, Phyllis L.

2016-01-01

Purpose Cross-sectional studies have demonstrated gender differences in salaries within academic medicine. No research has assessed longitudinal compensation patterns. This study sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort. Method A 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pre-tax compensation during academic year 2012–13 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys. Results In unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time. Conclusions The continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills. PMID:27276007

Academic Decision Making: Faculty Appointments and Reappointments.

ERIC Educational Resources Information Center

Renner, K. Edward

1987-01-01

The rapidly rising costs of the academic salary budget and the lack of flexibility for making new academic appointments or for reallocating resources to new and emerging educational demands are discussed. Personnel decisions made in the Faculty of Arts and Science at Dalhousie University are described. (MLW)

Report One of the Committee on the Status of Women.

ERIC Educational Resources Information Center

American Association of Univ. Professors, Emporia, KS.

This report consists of: (1) a salary study which examines salaries paid to full-time faculty at Kansas State Teachers College by differences in sex, rank, and department; and (2) a copy of KSA 44-1101 - 1109, a law enacted by the 1970 Kansas legislature, providing equal pay for equal work, regardless of the sex of the employee. Tables in the…

A Decade beyond the Doctorate: The Influence of a US Postdoctoral Appointment on Faculty Career, Productivity, and Salary

ERIC Educational Resources Information Center

Yang, Lijing; Webber, Karen L.

2015-01-01

The number of postdoctoral researchers has increased dramatically in the past decade. Because of the limited number of academic staff openings and the general levels of salary, the role and value of the postdoctoral appointment are changing. Using a sample of respondents with continuous data in the 1999 through 2008 "Survey of Doctoral…

Certificated Personnel and Related Information, Fall 1991.

ERIC Educational Resources Information Center

MacKenzie, Stella; Keith, Jo Ann

Information is presented about public school teachers and other holders of certificates in Colorado in 1991. The average salary for the 33,093 public school teachers was $33,072, representing a 3.9% increase over the 1990 average salary. This marked the third consecutive year that the average teacher salary in Colorado was below the national…

Myths and Realities of Academic Labor Markets.

ERIC Educational Resources Information Center

Fairweather, James S.

1995-01-01

Examines national data on 4,481 full-time college and university faculty to develop a pay model derived from competing propositions (market segmentation, single national market, and incentive-based perspectives) concerning salary's role in faculty rewards. Findings suggest a blend of market segmentation with a national market perspective rewarding…

Chapter 4: PETE Women's Experiences of Being Mentored into Postsecondary Faculty Positions

ERIC Educational Resources Information Center

Dodds, Patt

2005-01-01

Postsecondary education is rapidly changing. Virtually every kind of institution aspires to higher status, major internal restructuring continues on many campuses, and expectations for faculty productivity keep rising. The academic gender gap for women in the professoriate is characterized by smaller salaries for comparable positions,…

The Equal Pay Boondoggle

ERIC Educational Resources Information Center

Lester, Richard A.

1975-01-01

Problems of extending the Equal Pay Act to university faculty are examined in light of the complicated market forces and merit systems affecting faculty appointments and salaries. Solutions to the problem are suggested including guidelines for the Wage and Hour Division of the Department of Labor to use in identifying sex discrimination. (JT)

University of Oregon Faculty Handbook and Administrative Memos.

ERIC Educational Resources Information Center

Oregon Univ., Eugene.

The handbook for the University of Oregon is divided into two parts. The first part contains general information for the faculty about the university and specific procedures and programs of interest including academic advising, counseling center, salaries, fringe benefits, and services and facilities available, as well as detailed faculty…

Your Faculty, Reluctantly.

ERIC Educational Resources Information Center

Trower, Cathy A.

2000-01-01

Notes a decline in numbers of doctoral students interested in academic careers and identifies six negatives of an academic career. Reports on a survey of 2,000 doctoral candidates and junior faculty that found that quality of life factors more important to respondents than tenure and salary, especially important were the institution's geographic…

The JOVE initiative - A NASA/university Joint Venture in space science

NASA Technical Reports Server (NTRS)

Six, F.; Chappell, R.

1990-01-01

The JOVE (NASA/university Joint Venture in space science) initiative is a point program between NASA and institutions of higher education whose aim is to bring about an extensive merger between these two communities. The project is discussed with emphasis on suggested contributions of partnership members, JOVE process timeline, and project schedules and costs. It is suggested that NASA provide a summer resident research associateship (one ten week stipend); scientific on-line data from space missions; an electronic network and work station, providing a link to the data base and to other scientists; matching student support, both undergraduate and graduate; matching summer salary for up to three faculty participants; and travel funds. The universities will be asked to provide research time for faculty participants, matching student support, matching summer salary for faculty participants, an instructional unit in space science, and an outreach program to pre-college students.

Reasons for faculty departures from an academic medical center: a survey and comparison across faculty lines.

PubMed

Girod, Sabine C; Fassiotto, Magali; Menorca, Roseanne; Etzkowitz, Henry; Wren, Sherry M

2017-01-10

Faculty departure can present significant intellectual costs to an institution. The authors sought to identify the reasons for clinical and non-clinical faculty departures at one academic medical center (AMC). In May and June 2010, the authors surveyed 137 faculty members who left a west coast School of Medicine (SOM) between 1999 and 2009. In May and June 2015, the same survey was sent to 40 faculty members who left the SOM between 2010-2014, for a total sample size of 177 former faculty members. The survey probed work history and experience, reasons for departure, and satisfaction at the SOM versus their current workplace. Statistical analyses included Pearson's chi-square test of independence and independent sample t-tests to understand quantitative differences between clinical and non-clinical respondents, as well as coding of qualitative open-ended responses. Eighty-eight faculty members responded (50%), including three who had since returned to the SOM. Overall, professional and advancement opportunities, salary concerns, and personal/family reasons were the three most cited factors for leaving. The average length of time at this SOM was shorter for faculty in clinical roles, who expressed lower workplace satisfaction and were more likely to perceive incongruence and inaccuracy in institutional expectations for their success than those in non-clinical roles. Clinical faculty respondents noted difficulty in balancing competing demands and navigating institutional expectations for advancement as reasons for leaving. AMCs may not be meeting faculty needs, especially those in clinical roles who balance multiple missions as clinicians, researchers, and educators. Institutions should address the challenges these faculty face in order to best recruit, retain, and advance faculty.

How to Tell What Next Year's Teachers Will Cost Your Board

ERIC Educational Resources Information Center

Mahdesian, Zaven M.

1969-01-01

Given the distribution of staff on the salary schedule and the index of salaries to be paid, these tables provide a method that allows officials to determine what it will cost to raise the starting salary by any given amount, what the average increase will be, and what the average salary will be for total staff and subdivisions. (DE)

Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists

PubMed Central

Layton, Rebekah L.; Brandt, Patrick D.; Freeman, Ashalla M.; Harrell, Jessica R.; Hall, Joshua D.; Sinche, Melanie

2016-01-01

A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs’ career decisions can help elucidate why URM candidates are disproportionately exiting the academy. PMID:27587854

Employees in Postsecondary Institutions, Fall 2004, and Salaries of Full-Time Instructional Faculty, 2004-05. E.D. TAB. NCES 2006-187

ERIC Educational Resources Information Center

Knapp, Laura G.; Kelly-Reid, Janice E.; Whitmore, Roy W.; Levine, Burton; Broyles, Susan G.; Huh, Seungho; Broyles, Susan G.

2006-01-01

This E.D. TAB presents findings from the Integrated Postsecondary Education Data System (IPEDS) Winter 2004-05 data collection, which included two required survey components: Employees by Assigned Position (EAP) for fall 2004 and Salaries (SA) for academic year 2004-05; the Fall Staff (S) component was optional for fall 2004. These data were…

Measuring Changes in Salaries and Wages in Public Schools: 1988 Edition. ERS School Management Reference Series.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

The Educational Research Service annually reports an important statistical measure, the Composite Indicator of Changes in Average Salaries and Wages Paid by Public School Systems (CIC), which is designed to reflect overall changes in average salaries and wages paid by school systems in much the same way that the Dow Jones Average or the Standard…

Neurology training in sub-Saharan Africa: A survey of people in training from 19 countries.

PubMed

Mateen, Farrah J; Clark, Sarah J; Borzello, Mia; Kabore, Jean; Seidi, Osheik

2016-06-01

To provide a comprehensive understanding of neurology training from the sub-Saharan African perspective. A 40-question survey was distributed to attendees of the 7th annual sub-Saharan African neurology teaching course in Khartoum, Sudan (2015). Themes included the student body, faculty, curriculum, assessment and examinations, technology, and work hours and compensation. Of 19 responding countries, 10 had no formal neurology training programs; Burkina Faso, Cameroon, Republic of the Congo, and Mozambique had an adult neurology program; Ethiopia, Madagascar, Nigeria, Senegal, and South Africa had adult and pediatric neurology programs (training duration range = 3-6 years). There was a median of 2.5 full-time neurologists on the teaching faculty at the respondents' training institutions (neurologists on-faculty:in-country ratio = 0.48), with the lowest ratios in Sudan and Nigeria. Neurology was perceived to be a competitive specialty for entrance in 57% of countries, with 78% of respondents reporting a requisite entrance examination. Ninety-five percent had access to a personal smartphone, 62% used the Internet more than occasionally, and 60% had access to online neurology journals. The average number of weekly work hours was 51 (range = 40-75), and average monthly salary among those earning income was 1,191 USD (range = 285-3,560). Twenty percent of respondents reported paying for training. The most common barriers to neurology postgraduate education were few training programs and lack of training in neurodiagnostic tests. Among 17 reporting countries, there is an estimated average of 0.6 neurologists per million people. Neurology training programs in sub-Saharan Africa are relatively limited in number and have several unmet needs including a small cadre of faculty and an opportunity to standardize curricula and financing of programs. Ann Neurol 2016;79:871-881. © 2016 American Neurological Association.

A Comparative Study of Compensation of Faculty and Senior Administrative Personnel in Ontario Universities.

ERIC Educational Resources Information Center

Hayman, Brian; And Others

A study was undertaken to compare the compensation (salary, benefits and perquisites) of faculty and senior administrative personnel in Ontario universities with that of professionals in the private and public sectors. For senior, non-academic administrative personnel, the major findings were that: compensation practice across the 13 universities…

Assessing Job Satisfaction among Alabama's Community College Faculty

ERIC Educational Resources Information Center

Howton, Russell Warren

2009-01-01

The purpose of the study was to examine the relationship between selected demographic and educational variables of faculty members employed in the Alabama Community College System and their impact on job satisfaction. The variables included in the study are the demographic variables of age, gender, ethnicity, salary, and degree status, along with…

Salary Compression: A Time-Series Ratio Analysis of ARL Position Classifications

ERIC Educational Resources Information Center

Seaman, Scott

2007-01-01

Although salary compression has previously been identified in such professional schools as engineering, business, and computer science, there is now evidence of salary compression among Association of Research Libraries members. Using salary data from the "ARL Annual Salary Survey", this study analyzes average annual salaries from 1994-1995…

Family physician clinical compensation in an academic environment: moving away from the relative value unit

PubMed Central

Lochner, Jennifer; Trowbridge, Elizabeth; Kamnetz, Sandra; Pandhi, Nancy

2016-01-01

Background and Objectives Primary care physician compensation structures have remained largely volume-based, lagging behind changes in reimbursement that increasingly include population approaches such as capitation, bundled payments, and care management fees. We describe a population health-based physician compensation plan developed for two departmental family medicine faculty groups (residency teaching clinic faculty and community clinic faculty) along with outcomes before and after the plan’s implementation. Methods An observational study was conducted. A pre-post email survey assessed satisfaction with the plan, salary, and salary equity. Physician retention, panel size, and relative value unit (RVU) productivity metrics also were assessed before and after the plan’s implementation. Results Before implementation of the new plan, 18% of residency faculty and 33% of community faculty were satisfied or very satisfied with compensation structure. After implementation, those numbers rose to 47% for residency physicians and 74% for community physicians (p<0.01). Satisfaction with the amount of compensation also rose from 33% to 68% for residency faculty and from 26% to 87% for community faculty (p<0.01). For both groups, panel size per clinical full-time equivalent increased and RVUs moved closer to national benchmarks. RVUs decreased for residency faculty and increased for community faculty. Conclusions Aligning a compensation plan with population health delivery by moving rewards away from RVU productivity and towards panel management resulted in improved physician satisfaction and retention, as well as larger panel sizes. RVU changes were less predictable. Physician compensation is an important component of care model redesign that emphasizes population health. PMID:27272423

An On-Going, Multi-Level Orientation and Renewal Plan: An Original and an Update.

ERIC Educational Resources Information Center

Schormann, Randall S.; Carpenter, Lissette F.

To strengthen its traditional professional development, which relies on off-campus experts, McLennen Community College (MCC) in Waco, Texas, has developed a popular and effective in-house system. Faculty members who are experts in their own fields serve as resource leaders in faculty development opportunities for salary step-credit and in…

Evaluation of Faculty Performance in Extension and Service. AIR 1989 Annual Forum Paper.

ERIC Educational Resources Information Center

Montgomery, James R.; And Others

A widespread perception exists that faculty with public service or extension activities are not treated equitably either in annual evaluations for merit salary increases or in peer evaluation for promotion. To determine the items considered important in making personnel decisions in extension and service areas, a survey was sent to chief academic…

Statistical Supplement to the Annual Report of the Coordinating Board, Texas College and University System for the Fiscal Year 1980.

ERIC Educational Resources Information Center

Texas Coll. and Univ. System, Austin. Coordinating Board.

Comprehensive statistical data on Texas higher education is presented. Data and formulas relating to student enrollments and faculty headcounts, program development and productivity, faculty salaries and teaching loads, campus development, funding, and the state student load program are included. Student headcount enrollment data are presented by…

Statistical Supplement to the Annual Report of the Coordinating Board, Texas College and University System for Fiscal Year 1978.

ERIC Educational Resources Information Center

Ashworth, Kenneth H.

This supplement to the 1978 Annual Report of the Coordinating Board, Texas College and University System, contains comprehensive statistical data on higher education in Texas. The supplement provides facts, figures, and formulas relating to student enrollments and faculty headcounts, program development and productivity, faculty salaries and…

Reasons that Orthodontic Faculty Teach and Consider Leaving Teaching.

ERIC Educational Resources Information Center

Kula, Katherine; Glaros, Alan; Larson, Brent; Tuncay, Orhan

2000-01-01

Surveyed full-time (FT) and part-time (PT) orthodontic faculty about reasons for considering leaving academia. About 38 percent FT and 25 percent PT were currently considering leaving. The factors most important for FT were work-related: salary support, financial support of department, and control over work or destiny. For PTs, the reasons were:…

In-House Course Work for Salary Step Credits: The Program at McLennan Community College.

ERIC Educational Resources Information Center

Harrell, Ann; Schormann, Randall

On-campus credit courses for the professional development of community college faculty have proven to be a highly effective means of improving the quality of instruction at McLennan Community College (Waco, Texas). If carefully designed, implemented, and evaluated, these courses can provide an appropriate alternative to faculty enrollment in…

Changing Relationships, Changing Values in the American Classroom

ERIC Educational Resources Information Center

Townsend, Robert B.

2003-01-01

Based on an extensive survey of the numbers, salaries, and benefits of part-time and non-tenure-track faculty in ten academic disciplines, a November 2000 report from the Coalition on the Academic Workforce (CAW) clarified how colleges and universities depend on contingent labor and how inadequately many of these faculty are supported. A group of…

Summer Staff Salaries Studied.

ERIC Educational Resources Information Center

Henderson, Karla; And Others

1988-01-01

Reports 1987 camp staff salaries, based on survey of 500 randomly selected camps. Analyzes average weekly and seasonal salaries according to staff position and number of camps with position. Staff salaries are consistent nationally with private independent camps paying higher salaries for some positions than agency or church camps. (CS)

Overcoming a perfect storm: an academic cardiology section's story of survival.

PubMed

Calvin, James E

2007-03-01

Increasingly, academic institutions are grappling with financial pressures that threaten the academic mission. The author presents an actual case history in which a section of cardiology in an academic health center was confronted with huge projected deficits that had to be eliminated within the fiscal year. The section used eight principles to shift from deficit to profitability (i.e., having revenue exceed costs). These principles included confronting the brutal facts, managing costs and revenue cycles, setting expectations for faculty, and quality improvement. The section accomplished deficit reduction through reducing faculty salaries (nearly $2 million) and nonfaculty salaries ($1.3 million) and reducing operational costs while maintaining revenues by increasing individual faculty productivity and reducing accounts receivable. In the face of these reductions, clinical revenues were maintained, but research revenue and productivity fell (but research is being fostered now that clinical services are profitable again). These principles can be used to stabilize the financial position of clinical practices in academic settings that are facing financial challenges.

Benchmarks in Clinical Productivity: A National Comprehensive Cancer Network Survey

PubMed Central

Stewart, F. Marc; Wasserman, Robert L.; Bloomfield, Clara D.; Petersdorf, Stephen; Witherspoon, Robert P.; Appelbaum, Frederick R.; Ziskind, Andrew; McKenna, Brian; Dodson, Jennifer M.; Weeks, Jane; Vaughan, William P.; Storer, Barry; Perkel, Sara; Waldinger, Marcy

2007-01-01

Purpose Oncologists in academic cancer centers usually generate professional fees that are insufficient to cover salaries and other expenses, despite significant clinical activity; therefore, supplemental funding is frequently required in order to support competitive levels of physician compensation. Relative value units (RVUs) allow comparisons of productivity across institutions and practice locations and provide a reasonable point of reference on which funding decisions can be based. Methods We reviewed the clinical productivity and other characteristics of oncology physicians practicing in 13 major academic cancer institutions with membership or shared membership in the National Comprehensive Cancer Network (NCCN). The objectives of this study were to develop tools that would lead to better-informed decision making regarding practice management and physician deployment in comprehensive cancer centers and to determine benchmarks of productivity using RVUs accrued by physicians at each institution. Three hundred fifty-three individual physician practices across the 13 NCCN institutions in the survey provided data describing adult hematology/medical oncology and bone marrow/stem-cell transplantation programs. Data from the member institutions participating in the survey included all American Medical Association Current Procedural Terminology (CPT®) codes generated (billed) by each physician during each organization's fiscal year 2003 as a measure of actual clinical productivity. Physician characteristic data included specialty, clinical full-time equivalent (CFTE) status, faculty rank, faculty track, number of years of experience, and total salary by funding source. The average adult hematologist/medical oncologist in our sample would produce 3,745 RVUs if he/she worked full-time as a clinician (100% CFTE), compared with 4,506 RVUs for a 100% CFTE transplant oncologist. Results and Conclusion Our results suggest specific clinical productivity targets for academic oncologists and provide a methodology for analyzing potential factors associated with clinical productivity and developing clinical productivity targets specific for physicians with a mix of research, administrative, teaching, and clinical salary support. PMID:20859362

Benchmarks in clinical productivity: a national comprehensive cancer network survey.

PubMed

Stewart, F Marc; Wasserman, Robert L; Bloomfield, Clara D; Petersdorf, Stephen; Witherspoon, Robert P; Appelbaum, Frederick R; Ziskind, Andrew; McKenna, Brian; Dodson, Jennifer M; Weeks, Jane; Vaughan, William P; Storer, Barry; Perkel, Sara; Waldinger, Marcy

2007-01-01

Oncologists in academic cancer centers usually generate professional fees that are insufficient to cover salaries and other expenses, despite significant clinical activity; therefore, supplemental funding is frequently required in order to support competitive levels of physician compensation. Relative value units (RVUs) allow comparisons of productivity across institutions and practice locations and provide a reasonable point of reference on which funding decisions can be based. We reviewed the clinical productivity and other characteristics of oncology physicians practicing in 13 major academic cancer institutions with membership or shared membership in the National Comprehensive Cancer Network (NCCN). The objectives of this study were to develop tools that would lead to better-informed decision making regarding practice management and physician deployment in comprehensive cancer centers and to determine benchmarks of productivity using RVUs accrued by physicians at each institution. Three hundred fifty-three individual physician practices across the 13 NCCN institutions in the survey provided data describing adult hematology/medical oncology and bone marrow/stem-cell transplantation programs. Data from the member institutions participating in the survey included all American Medical Association Current Procedural Terminology (CPT®) codes generated (billed) by each physician during each organization's fiscal year 2003 as a measure of actual clinical productivity. Physician characteristic data included specialty, clinical full-time equivalent (CFTE) status, faculty rank, faculty track, number of years of experience, and total salary by funding source. The average adult hematologist/medical oncologist in our sample would produce 3,745 RVUs if he/she worked full-time as a clinician (100% CFTE), compared with 4,506 RVUs for a 100% CFTE transplant oncologist. Our results suggest specific clinical productivity targets for academic oncologists and provide a methodology for analyzing potential factors associated with clinical productivity and developing clinical productivity targets specific for physicians with a mix of research, administrative, teaching, and clinical salary support.

Salaries of Head Coaches Are Rising, Survey Shows.

ERIC Educational Resources Information Center

Naughton, Jim

1998-01-01

Salaries of head coaches in college sports are rising, but a large salary gap remains between coaches of men's and women's teams. In a national ranking of institutions by salary averages, men's coaches at the median institution made 43% more than women's coaches. Some institutions provide more salary equity than others. The Justice Department is…

Salaries of Teachers.

ERIC Educational Resources Information Center

Education Statistics Quarterly, 2000

2000-01-01

Examines changes in teacher salaries from 1971 to 1998 among teachers in different age groups. Also compares teacher salaries with the salaries of all bachelor's degree recipients. The annual median salaries (in constant 1998 dollars) of full-time teachers decreased between 1971 and 1998 by about $500-$700 per year on average in each age group.…

Focus on Teacher Salaries: Update for 1998-99.

ERIC Educational Resources Information Center

Gaines, Gale F.

For the third consecutive year, Southern Regional Education Board (SREB) states narrowed the gap between national average teacher salaries and the region's average. The regional average for 1998-99 was 88.2 percent of the national average. A year earlier, it was 87.3 percent of the national average. The average increase for SREB states was 4…

Salary-Trend Studies for the Years 1993-94 and 1996-97 in the Following 27 Academic Disciplines/Major Fields: Accounting, Administrative Assistant/Secretarial Science, General;...Geology.

ERIC Educational Resources Information Center

Howe, Richard D.

This document provides comparative salary trend data for full-time faculty at 307 public institutions and 490 private colleges and universities based on two surveys, one for the baseline year 1993-94 and the other for the trend year 1996-97. For each of the 27 disciplines, a summary includes a definition of the discipline; information on average…

[Higher salary as an incentive for scientific activity?].

PubMed

Gulsvik, Amund; Aasland, Olaf Gjerløw

2007-08-23

Few publications are available on how salaries are established for physicians with science as their main occupation. The results of a questionnaire survey to medical doctors are reported. A questionnaire was sent to members of The Norwegian Medical Association's branch for doctors in academic medicine in spring 2005. Questions concerned how they thought scientific qualifications and production affected their present salary and what they considered to be a reasonable salary for a researcher with their qualifications and production. 304 of 487 (62%) doctors answered. The study included 128 full-time professors, 101 associate professors or post-doctoral scientists with a PhD, 44 scientists without a PhD and 31 PhD-students. The average age was 52 years, and 28% were women. 71% had a university as their main employer. The median number of peer-reviewed scientific publications was 19 per physician-scientist for the last 5 years. The average annual salary was 498,000 NOK, and the average increase in salary considered to be reasonable was 279,000 NOK. A reasonable salary for evaluating a PhD-thesis was considered to be 18,700 NOK and that for giving a 45-minute lecture was 3,200 NOK. In a multiple linear regression analysis on actual salary, the significant predictors were employer, scientific qualifications, age, and sex. Predictors for the difference between reasonable and actual salary was scientific production and employer. Age, employer or scientific qualifications could not predict who considered a doubling of the present salary (for a 45-minute lecture and evaluating a PhD) to be appropriate. Universities should be aware of the large gap between salaries to physician-scientists employed by universities and to those employed by other institutions. Scientific production should be more emphasized in future negotiations on salaries.

The Fine Art of Faculty Recruitment.

ERIC Educational Resources Information Center

Ross, Ronald D.

1981-01-01

Presents step-by-step guidelines to the administrator for hiring a college music teacher, from the determination of a vacancy, through advertising and screening, to the employment interview and salary negotiation. (SJL)

7 CFR 70.76 - Charges for continuous poultry grading performed on a nonresident basis.

Code of Federal Regulations, 2011 CFR

2011-01-01

... salary rates will be determined on a national average for all official plants operating in States under a... rendered and are payable upon receipt. (1) A charge for the salary and other costs, as specified in this... graders are used, by averaging the salary rates paid to each Federal or State grader assigned to such...

Employment Agreement between the County of Ulster and the Ulster County Community College Faculty Association, September 1, 1987 to August 31, 1990.

ERIC Educational Resources Information Center

Ulster County Community Coll., Stone Ridge, NY.

The employment agreement between the County of Ulster and the Ulster County Community College Faculty Association is presented, covering the period between September 1, 1987 and August 31, 1990. The six articles in the agreement set forth provisions related to: (1) recognition of the bargaining unit; (2) salaries and work load, including overload…

Cross-Regional Differences in Meeting the Challenge of Teacher Salary Increase

ERIC Educational Resources Information Center

Derkachev, P. V.

2015-01-01

This paper presents an overview of studies on the correlations of teacher pay to regional economics and to regional factors affecting the size of teacher salaries. It describes the basic pay indicators for teachers in the regions: absolute salary, teacher pay level as compared to the average regional salary, and ratio of salary to the cost of a…

Measuring Changes in Salaries and Wages in Public Schools: A Basic Handbook. ERS School Management Reference Series.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

A new statistical measure termed the Composite Indicator of Changes (CIC) reflects overall changes in average salaries and wages paid by public school systems in much the same way that the Dow-Jones averages reflect price changes in the stock market. The CIC is useful for comparing salary trends among various categories of personnel, among…

Male/Female Salary Disparity for Professors of Educational Administration.

ERIC Educational Resources Information Center

Pounder, Diana G.

The earnings gap between male and female workers across all occupational groups has been well documented; full-time women workers earn, on average, approximately 65 percent of men's salaries. Although male/female salary disparity is largest across occupational groups, salary disparity within occupational groups still prevails. For example, the…

Teacher Salary and National Achievement: A Cross-National Analysis of 30 Countries

ERIC Educational Resources Information Center

Akiba, Motoko; Chiu, Yu-Lun; Shimizu, Kazuhiko; Liang, Guodong

2012-01-01

Using national teacher salary data from the Organisation for Economic Co-operation and Development (OECD) and student achievement data from the Programme for International Student Assessment (PISA), this study compared secondary school teacher salary in 30 countries and examined the relationship between average teacher salary and national…

43 CFR Appendix C to Part 2 - Fee Schedule

Code of Federal Regulations, 2011 CFR

2011-10-01

... requesters only). Fees are based on: the average hourly salary (base salary plus DC locality payment), plus 16 percent for benefits, of employees in the following three categories. The average grade was established by surveying the bureaus to obtain the average grade of employees conducting FOIA searches and...

Organizational climate and family life: how these factors affect the status of women faculty at one medical school.

PubMed

Shollen, S Lynn; Bland, Carole J; Finstad, Deborah A; Taylor, Anne L

2009-01-01

To compare men and women faculty's family situations and perceptions of organizational climate. In 2005, the authors sent an electronic survey to full-time faculty at the University of Minnesota Medical School to assess their perceptions of professional relationships, mentoring, obstacles to satisfaction, policies, circumstances that contribute to departure, gender equality, family situations, and work life. Of 615 faculty, 354 (57%) responded. Women and men were equally productive and worked similar total hours. Women were less likely to have partners/spouses, were more likely to have partners/spouses who were employed, and devoted more time to household tasks. Compared with men, women reported more experience with obstacles to career success and satisfaction and with circumstances that contribute to departure. More women than men perceived that they were expected to represent the perspective of their gender, that they were constantly under scrutiny by colleagues, that they worked harder than colleagues worked in order to be perceived as legitimate, and that there were "unwritten rules" and bias against women. Few faculty reported overt discrimination; however, more women than men perceived gender discrimination in promotion, salary, space/resources, access to administrative staff, and graduate student/fellow assignment. Work-life and family-life factors served as obstacles to satisfaction and retention of the women faculty studied. Many of these factors reflect challenges attributable to subtle gender bias and the intersection of work and family life. The authors provide examples showing that medical schools can implement policy changes that support faculty who must balance work and family responsibilities. Identification and elimination of gender bias in areas such as promotion, salary, and resource allocation is essential.

Placements & Salary Survey 2008: Jobs and Pay Both up

ERIC Educational Resources Information Center

Maatta, Stephanie

2008-01-01

Despite a difficult economy and tightening budgets, both jobs and salaries rose for 2007 graduates. Echoing the previous year's growth, reported annual salaries increased approximately 3.1%, from $41,014 in 2006 to $42,361. The picture was most positive for graduates in the Southeast, whose average annual starting salary surged past the $40,000…

Adapting industry-style business model to academia in a system of Performance-based Incentive Compensation.

PubMed

Reece, E Albert; Nugent, Olan; Wheeler, Richard P; Smith, Charles W; Hough, Aubrey J; Winter, Charles

2008-01-01

Performance-Based Incentive Compensation (PBIC) plans currently prevail throughout industry and have repeatedly demonstrated effectiveness as powerful motivational tools for attracting and retaining top talent, enhancing key indicators, increasing employee productivity, and, ultimately, enhancing mission-based parameters. The University of Arkansas for Medical Sciences (UAMS) College of Medicine introduced its PBIC plan to further the transition of the college to a high-performing academic and clinical enterprise. A forward-thinking compensation plan was progressively implemented during a three-year period. After the introduction of an aggressive five-year vision plan in 2002, the college introduced a PBIC plan designed to ensure the retention and recruitment of high-quality faculty through the use of uncapped salaries that reflect each faculty member's clinical, research, and education duties. The PBIC plan was introduced with broad, schoolwide principles adaptable to each department and purposely flexible to allow for tailor-made algorithms to fit the specific approaches required by individual departments. As of July 2006, the college had begun to reap a variety of short-term benefits from Phase I of its PBIC program, including increases in revenue and faculty salaries, and increased faculty morale and satisfaction.Successful implementation of a PBIC plan depends on a host of factors, including the development of a process for evaluating performance that is considered fair and reliable to the entire faculty. The college has become more efficient and effective by adopting such a program, which has helped it to increase overall productivity. The PBIC program continues to challenge our faculty members to attain their highest potential while rewarding them accordingly.

Better Pay, More Jobs.

ERIC Educational Resources Information Center

Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

2000-01-01

Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

Job Prospects for Nuclear Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1985-01-01

As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

Salary survey of the Medical Library Group of Southern California and Arizona.

PubMed Central

Smith, J L; Connolly, B F; Davis, M; Graham, E; Wheeler, S

1984-01-01

The 1982 salary survey of the Medical Library Group of Southern California and Arizona (MLGSCA) indicates that 211 health sciences librarians in Southern California and Arizona earned a mean annual salary of $20,910 for 1982. Data analysis shows a positive correlation between salary and educational level. Other factors found to affect salary were job history, number of positions held, MLA certification, and professional responsibility. Age, gender, and MLA certification did not have a consistent positive correlation with salary. Results indicate that the salaries of hospital librarians are, on the average, roughly comparable to those of academic librarians in Southern California and Arizona. PMID:6743878

Nursing faculty--an endangered species?

PubMed

De Young, S; Bliss, J B

1995-01-01

A present faculty shortage has been documented, and the potential for an even worse shortage in the future is very real. Implications of a continued shortage for both nursing education and practice are serious. They include limitations on enrollments leading to future nursing shortages, burnout of present faculty, or possible decline in the quality of programs. Contributing factors such as aging of educators, fewer graduate students going into teaching, non-competitive salaries, and increased job opportunities for nurses with graduate degrees are explored. Possible solutions include adding more education courses or tracks in graduate programs, obtaining increased federal funds for graduate education, emphasizing the many rewards and benefits of the faculty role, recruiting faculty from new areas, mentoring people into teaching, giving flexible teaching assignments to older faculty members, and making changes in the ways that clinical instruction is performed.

Chemists, Engineers Probe Mutual Problems.

ERIC Educational Resources Information Center

Chemical and Engineering News, 1980

1980-01-01

Summarizes recommendations made in a workshop sponsored by the American Chemical Society concerning issues involving the diverging viewpoints of chemistry and chemical engineering. Includes recommendations regarding curricula, salary differences, and the need to change attitudes of chemistry faculty toward industry and industrial chemistry. (CS)

Towards Flexibility in Academic Labour Markets?

ERIC Educational Resources Information Center

Nieuwenhuysen, John

1985-01-01

It is argued that Australia's relatively uniform and consistent academic salary structure and personnel policies should be more flexible and competitive in order to alleviate current problems of academic labor market stagnation, uneven faculty distribution, and other results of financial stringency. (MSE)

Measuring Changes in Salaries and Wages in Public Schools. 1984 Edition. ERS School Management Reference Series.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

The Composite Indicator of Changes (CIC) in average salaries and wages paid by public school systems is designed to reflect overall changes, to compare salary trends among various categories of personnel, and to analyze salary trends in an individual school system and among groups of school systems. Annual updates of the CIC are computed from data…

How Large Is the Gap in Salaries of Male and Female Engineers? SRS Issue Brief.

ERIC Educational Resources Information Center

Lal, Bhavya; Yoon, Sam; Carlson, Ken

This issue brief examines the gender salary gap in engineering, an occupation in which women held 10% of the jobs in 1995. Using multivariate regression analysis, various potential explanations for the salary gap in this field are explored. It was concluded that the salary gap is primarily explained by the fact that female engineers, on average,…

Changing the face of nursing faculty: minority faculty recruitment and retention.

PubMed

Stanley, Joan M; Capers, Cynthia Flynn; Berlin, Linda E

2007-01-01

Critical shortages in the nursing workforce pose life-and-death decisions for health care institutions. Similar shortages of nursing faculty, particularly nursing faculty with doctoral degrees, confront schools of nursing. Competition among health care institutions and schools of nursing for master's- and doctorally prepared nurses is fierce. Credentialed minority faculty are in even greater demand. Rising salaries and increasing opportunities outside of academia present significant barriers to schools of nursing seeking to recruit and retain minority nursing faculty. Challenges to increasing the number of minority nursing faculty surface very early in the pipeline and include competition among health professions and other disciplines for minority students. Successful long-term strategies to increase the number of minority nursing faculty must include strategies to attract higher numbers of minority students into baccalaureate, master's, and doctoral nursing programs. Several initiatives to increase minority student enrollment in the health professions are highlighted. Finally, strategies for recruiting, empowering, and retaining minority nursing faculty by schools of nursing are presented.

Diversity Exiting the Academy: Influential Factors for the Career Choice of Well-Represented and Underrepresented Minority Scientists.

PubMed

Layton, Rebekah L; Brandt, Patrick D; Freeman, Ashalla M; Harrell, Jessica R; Hall, Joshua D; Sinche, Melanie

2016-01-01

A national sample of PhD-trained scientists completed training, accepted subsequent employment in academic and nonacademic positions, and were queried about their previous graduate training and current employment. Respondents indicated factors contributing to their employment decision (e.g., working conditions, salary, job security). The data indicate the relative importance of deciding factors influencing career choice, controlling for gender, initial interest in faculty careers, and number of postgraduate publications. Among both well-represented (WR; n = 3444) and underrepresented minority (URM; n = 225) respondents, faculty career choice was positively associated with desire for autonomy and partner opportunity and negatively associated with desire for leadership opportunity. Differences between groups in reasons endorsed included: variety, prestige, salary, family influence, and faculty advisor influence. Furthermore, endorsement of faculty advisor or other mentor influence and family or peer influence were surprisingly rare across groups, suggesting that formal and informal support networks could provide a missed opportunity to provide support for trainees who want to stay in faculty career paths. Reasons requiring alteration of misperceptions (e.g., limited leadership opportunity for faculty) must be distinguished from reasons requiring removal of actual barriers. Further investigation into factors that affect PhDs' career decisions can help elucidate why URM candidates are disproportionately exiting the academy. © 2016 R. L. Layton et al. CBE—Life Sciences Education © 2016 The American Society for Cell Biology. This article is distributed by The American Society for Cell Biology under license from the author(s). It is available to the public under an Attribution–Noncommercial–Share Alike 3.0 Unported Creative Commons License (http://creativecommons.org/licenses/by-nc-sa/3.0).

Reasons Non-Faculty Staff Apply (and Don't Apply) for Transfers and Promotions.

ERIC Educational Resources Information Center

Wheeless, Virginia; And Others

1982-01-01

A survey of one institution's nonfaculty employees suggests that although salary is a primary motivation for job changes, other extrinsic and intrinsic motivators are also important. Periodic institutional analysis of transfer and promotion requests is recommended. (MSE)

Howard University: A Comparative Fiscal Analysis.

ERIC Educational Resources Information Center

Inman, Deborah; And Others

This report presents a fiscal analysis of Howard University (District of Columbia) including: (1) general education revenues; (2) education and general expenditures; and (3) faculty salaries. The study compared Howard University to four different groups of higher education institutions: similar private institutions with hospitals; public…

Job stress, mentoring, psychological empowerment, and job satisfaction among nursing faculty.

PubMed

Chung, Catherine E; Kowalski, Susan

2012-07-01

The National League for Nursing endorses mentoring throughout nursing faculty's careers as the method to recruit nurses into academia and improve retention of nursing faculty within the academy. A nationwide sample of 959 full-time nursing faculty completed a descriptive survey comprising a researcher-created demographic questionnaire plus Dreher's mentoring scale, Gmelch's faculty stress index, Spreitzer's psychological empowerment scale, and the National Survey for Postsecondary Faculty's job satisfaction scale. Results showed that 40% of the sample had a current work mentor. Variables showed significant relationships to job satisfaction (p < 0.01): mentoring quality (0.229), job stress (-0.568), and psychological empowerment (0.482). Multiple regression results indicated job satisfaction was significantly influenced (p < 0.01) by the presence of a mentoring relationship, salary, tenure status, psychological empowerment, and job stress. The regression model explained 47% of the variance in job satisfaction for the sample. Copyright 2012, SLACK Incorporated.

Gender differences in salary of internal medicine residency directors: a national survey.

PubMed

Willett, Lisa L; Halvorsen, Andrew J; McDonald, Furman S; Chaudhry, Saima I; Arora, Vineet M

2015-06-01

Whether salary disparities exist between men and women in medical education leadership roles is not known. The study objective was to determine whether salary disparities exist between male and female Internal Medicine residency program directors, and if so, to identify factors associated with the disparities and explore historical trends. The annual Association of Program Directors in Internal Medicine (APDIM) survey in August 2012 included items to assess the salary and demographic characteristics of program directors, which were merged with publically available program data. To assess historical trends, we used similarly obtained survey data from 2008 to 2011. The study included program directors of 370 APDIM member programs, representing 95.6% of the 387 accredited Internal Medicine training programs in the United States and Puerto Rico. Of the 370 APDIM member programs, 241 (65.1%) completed the survey, of whom 169 (70.1%) were men and 72 (29.9%) were women. Program directors' total annual salary, measured in $25,000 increments, ranged from $75,000 or less to more than $400,000. Historical trends of mode salary by gender from 2008 to 2012 were assessed. The mode salary was $200,000 to 225,000 for men and $175,000 to $200,000 for women (P = .0005). After controlling for academic rank, career in general internal medicine, and program director age, the distribution of salary remained different by gender (P = .004). Historical trends show that the difference in mode salary has persisted since 2008. Leaders in academic medical centers, residency and fellowship directors, and all faculty in medical education need to be aware that salary disparities cited decades ago persist in this sample of medical educators. Closing the gender gap will require continued advocacy for measuring and reporting salary gaps, and changing the culture of academic medical centers. Copyright © 2015 Alliance for Academic Internal Medicine. Published by Elsevier Inc. All rights reserved.

The World Football League Plays Ethnopolis United. The Problems of Asymmetry and Interoperability in Future War

DTIC Science & Technology

1998-04-22

TOM SMITH FACULTY SEMINAR LEADER DR BOB MCDONALD , FACULTY ADVISOR Report Documentation Page Form ApprovedOMB No. 0704-0188 Public reporting burden...team, provided the cash to pay the huge costs of 3 salaries and equipment, and enjoyed baskmg m the glory of Its vrctones The fans liked wmners, and...before rt had started The WFL would took the field wrth little spectator support, wlnle fanatical Ethno supporters filled the stadium and crowded the

Association of Chairmen of Departments of Physiology Analysis of Annual Questionnaire--1983/84.

ERIC Educational Resources Information Center

Physiologist, 1984

1984-01-01

Presents the full questionnaire sent to chairmen of physiology departments, with statistical data (grand totals and means per department) provided for each item on the questionnaire. Includes histograms of faculty salaries and data on departmental budgets and space. (JN)

Forensic Tournaments Are Expendable!

ERIC Educational Resources Information Center

Mannebach, Wayne C.

1973-01-01

In light of current cutbacks in funds for college Speech Departments, intercollegiate forensic competition activities should be ended, a move which would result in savings that can be applied to retaining current faculty, salary levels, and other necessities. Intraumural and community-related speaking opportunities can be provided to replace…

A Guide for Hard Times in Academia

ERIC Educational Resources Information Center

Reeves, Thomas C.

2003-01-01

The author lampoons twenty-first-century academic priorities. Using a fictional campus facing state-mandated budget reductions, the author parodies a system that retains high-salaried administrative and public relations positions, special-interest majors, athletic programs and junior/ad-hoc faculty, while relinquishing admissions staff, library…

The Price Is Right.

ERIC Educational Resources Information Center

Berendzen, Richard

1990-01-01

Misunderstandings about economic forces behind tuition hikes need to be cleared up. Price is what students pay in tuition and fees to attend college; cost is what colleges pay to provide education. Educational expenses include faculty salaries, academic excellence, deferred maintenance, government regulations, better service, borrowing, etc. (MLW)

Statistical Abstract of Tennessee Higher Education, 1982-1983.

ERIC Educational Resources Information Center

Tennessee Higher Education Commission, Nashville.

Statistics are presented on higher education in Tennessee for 1982-1983 and previous years. Attention is directed to: enrollment trends, undergraduate transfers, student finances, degrees conferred, faculty salaries, institutional finances, and actions of the Tennessee Higher Education Commission. Tables include: student headcount enrollment by…

Statistical Abstract of Tennessee Higher Education, 1984-85.

ERIC Educational Resources Information Center

Tennessee Higher Education Commission, Nashville.

Statistics are presented on higher education in Tennessee for 1984-1985 and previous years. Attention is directed to: enrollment trends, undergraduate transfers, student finances, degrees conferred, faculty salaries, institutional finances, and actions of the Tennessee Higher Education Commission. Tables include: student headcount enrollment by…

Attitudes and Attributes of Hong Kong Academics.

ERIC Educational Resources Information Center

Postiglione, Gerard A.

1996-01-01

Data from a 1993 survey of Hong Kong college and university faculty, part of a larger international study, provide information about teacher demographic characteristics; educational background; attitudes toward working conditions, mobility, and salaries; professional interests; and views on student quality and governance issues. Implications for…

7 CFR 56.54 - Charges for continuous grading performed on a nonresident basis.

Code of Federal Regulations, 2011 CFR

2011-01-01

... grading service for other than the applicant. Base salary rates will be determined on a national average..., retirement benefits, group life insurance, severance pay, sick leave, annual leave, additional salary and... billing period in which the service was rendered and are payable upon receipt. (1) A charge for the salary...

76 FR 76702 - Commission Information Collection Activities, Proposed Collection (FERC-550); Comment Request...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-12-08

... respondent is $3,012. \\1\\ Number of hours an employee works in a year. \\2\\ Average annual salary per employee... bases the cost estimate for respondents upon salaries within the Commission for professional and clerical support. This cost estimate includes respondents' total salary and employment benefits. Comments...

Results of the 2015 Perfusionist Salary Study

PubMed Central

Lewis, Doreen M.; Dove, Steven; Jordan, Ralph E.

2016-01-01

Abstract: Presently, there exists no published valid and reliable salary study of clinical perfusionists. The objective of the 2015 Perfusionist Salary Study was to gather verifiable employee information to determine current compensation market rates (salary averages) of clinical perfusionists working in the United States. A salary survey was conducted between April 2015 and March 2016. The survey required perfusionists to answer questions about work volume, scheduling, and employer-paid compensation including benefits. Participants were also required to submit a de-identified pay stub to validate the income they reported. Descriptive statistics were calculated for all survey questions (e.g., percentages, means, and ranges). The study procured 481 responses, of which 287 were validated (i.e., respondents provided income verification that matched reported earnings). Variables that were examined within the validated sample population include job title, type of institution of employment, education level, years of experience, and geographic region, among others. Additional forms of compensation which may affect base compensation rates were also calculated including benefits, call time, bonuses, and pay for ancillary services (e.g., extracorporeal membrane oxygenation and ventricular assist device). In conclusion, in 2015, the average salary for all perfusionists is $127,600 with 19 years' experience. This research explores the average salary within subpopulations based on other factors such as position role, employer type, and geography. Information from this study is presented to guide employer compensation programs and suggests the need for further study in consideration of attrition rates and generational changes (i.e., perfusionists reaching retirement age) occurring alongside the present perfusionist staffing shortage affecting many parts of the country. PMID:27994258

Results of the 2015 Perfusionist Salary Study.

PubMed

Lewis, Doreen M; Dove, Steven; Jordan, Ralph E

2016-12-01

Presently, there exists no published valid and reliable salary study of clinical perfusionists. The objective of the 2015 Perfusionist Salary Study was to gather verifiable employee information to determine current compensation market rates (salary averages) of clinical perfusionists working in the United States. A salary survey was conducted between April 2015 and March 2016. The survey required perfusionists to answer questions about work volume, scheduling, and employer-paid compensation including benefits. Participants were also required to submit a de-identified pay stub to validate the income they reported. Descriptive statistics were calculated for all survey questions (e.g., percentages, means, and ranges). The study procured 481 responses, of which 287 were validated (i.e., respondents provided income verification that matched reported earnings). Variables that were examined within the validated sample population include job title, type of institution of employment, education level, years of experience, and geographic region, among others. Additional forms of compensation which may affect base compensation rates were also calculated including benefits, call time, bonuses, and pay for ancillary services (e.g., extracorporeal membrane oxygenation and ventricular assist device). In conclusion, in 2015, the average salary for all perfusionists is $127,600 with 19 years' experience. This research explores the average salary within subpopulations based on other factors such as position role, employer type, and geography. Information from this study is presented to guide employer compensation programs and suggests the need for further study in consideration of attrition rates and generational changes (i.e., perfusionists reaching retirement age) occurring alongside the present perfusionist staffing shortage affecting many parts of the country.

What's Happened to College Tuition and Why.

ERIC Educational Resources Information Center

Greenberg, Marvin W.

1988-01-01

Attention focused on increasing college tuition and federal concerns about college cost containment may be obscuring other issues in the rising cost of college education, including accumulated 1970s deficits, faculty salaries, changes in the enrollment mix, the needs for automation and accountability, and instructional facility and equipment…

Unionizing in Chicago: Big Gains for Part-Timers.

ERIC Educational Resources Information Center

Laiacona, Joseph

2000-01-01

Recounts how the part-time faculty at Chicago's Columbia College (Illinois) dramatically improved salaries and gained a strong voice in college decision making through unionization. Emphasis is on the negotiation process which worked to obtain the group's goals without undermining the "rather friendly college environment." (DB)

Criterion 6, indicator 37 : average wage rates, annual average income, and annual injury rates in major forest employment categories

Treesearch

Kenneth Skog; Susan J. Alexander; John Bergstrom; Ken Cordell; Elizabeth Hill; James Howard; Rebecca Westby

2011-01-01

Average annual incomes for forest management and protection includes salaries for full-time permanent employees of the U.S. Department of Agriculture, Forest Service, which have increased from a median of $41,300 in 1992 to $48,200 in 2000, to $50,500 in 2006 (all in 2005$). Salary of full-time permanent employees in state forestry agencies in 1998, for entry level...

Academic Librarians: Status, Privileges, and Rights

ERIC Educational Resources Information Center

Vix, Heidi M.; Buckman, Kathie M.

2012-01-01

Three surveys from the College and University Library Division (CULD) of the Arkansas Library Association (ArLA) from the past six years representing forty-four academic institutions were studied to determine the number of students per librarian on campus, salary, faculty status, contract-length, and maternity/paternity leave for librarians.…

Faculty Salary at Korean Universities: Does Publication Matter?

ERIC Educational Resources Information Center

Jin, Jang C.; Cho, Jeung R.

2015-01-01

This paper investigates empirically the role of research publications in an academic reward structure in Korea. Our sample includes 145 universities and colleges in Korea. Publication data for the academic year of 2012 show that top-tier research schools published more in international journals, while domestic journal publications were dominated…

Academe's Unspoken Ethical Dilemma: Author Inflation in Higher Education

ERIC Educational Resources Information Center

Von Bergen, C. W.; Bressler, Martin S.

2017-01-01

Tenure, promotion, significant salary increases, let alone stature and recognition in one's field, are often dependent on the quantity and quality of research articles faculty members produce. In addition, research grants, text and professional publications may be dependent upon intellectual contributions and often equated with research published…

The Devil Is in the Details.

ERIC Educational Resources Information Center

Dempsey, William M.

1997-01-01

A Rochester Institute of Technology (New York) program costing model designed to reflect costs more accurately allocates indirect costs according to salaries and wages, modified total direct costs, square footage of space used, credit hours, and student and faculty full-time equivalents. It allows administrators to make relative value judgments…

Tracking the Gender Pay Gap: A Case Study

ERIC Educational Resources Information Center

Travis, Cheryl B.; Gross, Louis J.; Johnson, Bruce A.

2009-01-01

This article provides a short introduction to standard considerations in the formal study of wages and illustrates the use of multiple regression and resampling simulation approaches in a case study of faculty salaries at one university. Multiple regression is especially beneficial where it provides information on strength of association, specific…

Status of Librarians in Universities with Especial Reference to Developing Countries.

ERIC Educational Resources Information Center

Holdsworth, Harold

Experiences in the South Pacific, Africa, and the West Indies are the basis for this examination of the professional status of librarians in developing countries, including rank and salary, faculty or comparable privileges, and opportunities for professional education. In the instances considered, factors of expatriate service, individual…

Higher Education's Coming Leadership Crisis

ERIC Educational Resources Information Center

Appadurai, Arjun

2009-01-01

The full impact of the current recession on American higher education remains uncertain, but drops in applications, faculty autonomy and job security, frozen salaries and hiring processes, and scaling back of new facilities and programs are already being seen. American colleges face tough times ahead for teaching, research, and capital projects…

A Comparison of Research Techniques Used in the Collective Bargaining Process.

ERIC Educational Resources Information Center

Ahrens, Stephen W.

Types of research currently being used in negotiating salaries and fringe benefits for faculty are discussed. As collective bargaining becomes more widespread among public colleges and universities it is suggested that the institutional researcher will be called upon to provide research relevant to the arbitration process. Master contract…

A mission-based productivity compensation model for an academic anesthesiology department.

PubMed

Reich, David L; Galati, Maria; Krol, Marina; Bodian, Carol A; Kahn, Ronald A

2008-12-01

We replaced a nearly fixed-salary academic physician compensation model with a mission-based productivity model with the goal of improving attending anesthesiologist productivity. The base salary system was stratified according to rank and clinical experience. The supplemental pay structure was linked to electronic patient records and a scheduling database to award points for clinical activity; educational, research, and administrative points systems were constructed in parallel. We analyzed monthly American Society of Anesthesiologist (ASA) unit data for operating room activity and physician compensation from 2000 through mid-2007, excluding the 1-yr implementation period (July 2004-June 2005) for the new model. Comparing 2005-2006 with 2000-2004, quarterly ASA units increased by 14% (P = 0.0001) and quarterly ASA units per full-time equivalent increased by 31% (P < 0.0001), while quarterly ASA units per anesthetizing location decreased by 10% (P = 0.046). Compared with a baseline year (2001), Instructor and Assistant Professor faculty compensation increased more than Associate Professor and Professor faculty (P < 0.001) in both pre- and postimplementation periods. There were larger compensation increases for the postimplementation period compared with preimplementation across faculty rank groupings (P < 0.0001). Academic and educational output was stable. Implementing a productivity-based faculty compensation model in an academic department was associated with increased mean supplemental pay with relatively fewer faculty. ASA units per month and ASA units per operating room full-time equivalent increased, and these metrics are the most likely drivers of the increased compensation. This occurred despite a slight decrease in clinical productivity as measured by ASA units per anesthetizing location. Academic and educational output was stable.

Issues and Opportunities on Implementing an Online Faculty Review System.

PubMed

Erstad, Brian L; Oxnam, Maliaca G; Miller, Tom P; Draugalis, JoLaine R

2018-04-01

Intensifying accountability pressures have led to an increased attention to assessments of teaching, but teaching generally represents only a portion of faculty duties. Less attention has been paid to how evaluations of faculty members can be used to gather data on teaching, research, clinical work, and outreach to integrate clinical and academic contributions and fill in information gaps in strategic areas such as technology transfer and commercialization where universities are being pressed to do more. Online reporting systems can enable departments to gather comprehensive data on faculty activities that can be aggregated for accreditation assessments, program reviews, and strategic planning. As detailed in our case study of implementing such a system at a research university, online annual reviews can also be used to publicize faculty achievements, to document departmental achievements, foster interdisciplinary and community collaborations, recognize service contributions (and disparities), and provide a comprehensive baseline for salary and budgetary investments.

Focus on Teacher Pay and Incentives: Recent Legislative Actions and Update on Salary Averages. Challenge to Lead

ERIC Educational Resources Information Center

Gaines; Gale F.

2007-01-01

Teacher pay continues to be a hot issue for states, particularly since it is likely the largest expenditure in education budgets. This paper summarizes the latest on average salaries in the Southern Regional Education Board (SREB) states, including an update on recent incentive pay programs, pilot projects, and other legislative actions that…

A Student's Dilemma: Is There a Trade-Off between a Higher Salary or Higher GPA

ERIC Educational Resources Information Center

Diette, Timothy M.; Raghav, Manu

2016-01-01

In this paper, we explore whether there is a relationship between average grades earned in a course and the national average salaries of graduates of the major associated with the course. Using student-level data from a selective private liberal arts college, we find an inverse relationship. The result suggests that students face a trade-off…

Gender differences in salary in a recent cohort of early-career physician-researchers.

PubMed

Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

2013-11-01

Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort. In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K award type, K award funding institute, K award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P < .001) even after adjusting for specialty, academic rank, work hours, research time, and other factors. Peters-Belson analysis indicated that 17% of the overall disparity in the full sample was unexplained by the measured covariates. In the married subset, after accounting for spousal employment status, 10% remained unexplained. The authors observed, in this recent cohort of elite, early-career physician-researchers, a gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary is important.

Examining the Relationships among Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

ERIC Educational Resources Information Center

Potvin, Geoff; Tai, Robert H.

2012-01-01

Using data from a national survey of Ph.D.-holding chemists and physicists, time-to-doctoral degree is found to be a strong predictor of salary: each additional year in graduate school corresponds to a significantly lower average salary. This is true even while controlling for standard measures of scientific merit (grant funding and publication…

Measuring Changes in Salaries and Wages in Public Schools: 2000 Edition. 27th Annual Edition.

ERIC Educational Resources Information Center

Williams, Alicia R.; Cooke, Willa D.; Davis, Andrea M.; Miller, Oronde A.; Lewis, JoAnn

This annual survey reports comparable salary data for 22 professional positions. The purpose of this edition is to aid in the analysis of trends in average salaries and wages paid public-school employees in the six component groups of school personnel over the previous 10 years. This report shows how the Composite Indicator of Changes (CIC) in…

76 FR 59669 - Notice of Commission Information Collection Activities (FERC-519); Comment Request; Extension...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-27

... (rounded). \\1\\ Number of hours an employee works each year. \\2\\ Average annual salary per employee... salary per employee (including overhead). Dated: September 19, 2011. Kimberly D. Bose, Secretary. [FR Doc...

The writing on the wall.

PubMed

Bourne, Henry R

2013-03-26

The biomedical research enterprise in the US has become unsustainable and urgent action is needed to address a variety of problems, including a lack of innovation, an over-reliance on soft money for faculty salaries, the use of graduate students as a source of cheap labour, and a 'holding tank' full of talented postdocs with limited career opportunities.

Many Private Colleges Are Boasting of Smallest Tuition Increases in Years.

ERIC Educational Resources Information Center

Reisberg, Leo

1998-01-01

As part of a broader trend to cut costs and remain affordable, many private colleges are keeping tuition increases to a minimum. Institutions are cutting operating expenses and reducing financial aid, while trying to raise faculty salaries and install new technology. Nonetheless, many of the smaller tuition hikes still outpace inflation. (MSE)

Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities

ERIC Educational Resources Information Center

Li, Diyi; Koedel, Cory

2017-01-01

We use data from 2015-2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and…

Performance Accountability and the Community College: Using Institutional Performance to Determine Faculty Salaries

ERIC Educational Resources Information Center

Smith, Douglas A.; Tran, Henry

2016-01-01

Performance accountability systems are increasingly utilized by state legislatures to hold community colleges more accountable for student outcomes and responsible spending through the linking of state funding to specific outputs. Through these actions, it is reasonable expect an emphasis on institutional performance to permeate into a community…

Seeing What Sticks! Revenue Diversification and New Venturing in the Business Schools of the California State University

ERIC Educational Resources Information Center

Oubre, Linda Seiffert

2017-01-01

With changing funding models and increased competition, academic institutions are increasingly looking for new ways to finance their missions. Business schools are turning to revenue diversification through new venturing to offset declining MBA enrollment, high business faculty salaries, and changes in accreditation standards that require more…

Ethical and Economic Issues. An Interview Survey at Ten Universities.

ERIC Educational Resources Information Center

Linnell, Robert H.; Marsh, Herbert W.

As part of a project concerning policies for those activities that university administrators, faculty, or professional staff may engage in for additional income above their normal full-time salaries, this study's objectives were to determine (1) what policies existed and (2) the extent to which policies or lack of them were considered…

Regression Analysis: Legal Applications in Institutional Research

ERIC Educational Resources Information Center

Frizell, Julie A.; Shippen, Benjamin S., Jr.; Luna, Andrew L.

2008-01-01

This article reviews multiple regression analysis, describes how its results should be interpreted, and instructs institutional researchers on how to conduct such analyses using an example focused on faculty pay equity between men and women. The use of multiple regression analysis will be presented as a method with which to compare salaries of…

Backlash, Backwater, or Back to the Drawing Board: Feminist Thinking and Librarianship in the 1990s.

ERIC Educational Resources Information Center

Pritchard, Sarah

1994-01-01

Discusses the feminist perspective of librarianship, including following key issues: salaries, pay equity, and occupational segregation; faculty status, professional education, and recruitment; access to information; technology; and sociology of the workplace. A number of myths relating to this topic are addressed, and a bibliography of 18 recent…

The NEA 1994 Almanac of Higher Education.

ERIC Educational Resources Information Center

Wechsler, Harold, Ed.

The 1994 edition of the NEA Almanac of Higher Education offers this year, in addition to the usual statistical data that the almanac has traditionally provided, seven articles that analyze important trends in higher education by leading scholars from across the nation. "Faculty Salaries, 1992-1993" by John B. Lee gives a detailed…

Agreement Between Fairleigh Dickinson University and Fairleigh Dickenson University Council of American Association of University Professors Chapter, September 1, 1977-August 31, 1979.

ERIC Educational Resources Information Center

1977

The negotiation agreement covers nondiscrimination, salary, fringe benefits, leave of absence, faculty workload, working conditions, calendars and schedules, department governance, college and campus governance, the university senate, grievance and arbitration procedures, research and travel, financial exigency, employment security, association…

Planning For Retirement: Using Income Replacement Ratios in Setting Retirement Income Objectives.

ERIC Educational Resources Information Center

Palmer, Bruce A.

1993-01-01

This paper presents a method for higher education faculty and staff to assess pension plan objectives by determining a retirement income replacement ratio to maintain the salary-based preretirement standard of living. The paper describes the RETIRE Project which researches income replacement using the federal government's annual "Consumer…

Plan for compensating full-time physicians involved in medical education.

PubMed

Milad, M P; Hendricks, S K; Williford, L E

1999-04-01

In response to growing financial pressures, many academic institutions have begun rewarding full-time faculty primarily on the basis of productivity. This formula often overrewards procedure-oriented specialists while poorly compensating primary care physicians. Collections have little to do with clinical effort, and rewarding productivity alone ignores the many other qualities important to the academic mission. We developed a simple, adjustable plan for quantifying and rewarding faculty behavior consistent with the goals of the institution. Eight categories are weighed by the departmental chairperson or committee, including previous year's salary, productivity, patient satisfaction, administration, academic rank, teaching, research, and quality of care. This plan is flexible and rewards behavior consistent with departmental priorities. It also allows for individual members of the department to increase their salaries by adjusting their behavior. As federal funds for training continue to decrease, teaching, research, and other scholarly activities might not be fairly compensated. Unless each institution prospectively develops a program that rewards those activities that the institution values, many important scientific and educational activities will be completely replaced by the more tangible efforts of patient care.

The Interrelationship between Research Integrity, Conflict of Interest, and the Research Environment

PubMed Central

Grinnell, Frederick

2014-01-01

Quite distinct regulatory measures have been established to try to deal with research misconduct and conflict of interest. To decrease research misconduct, the emphasis has been on education aimed at promoting an understanding of and commitment to research integrity. To decrease the impact of conflict of interest, the emphasis has been on management of the research environment. In this essay I discuss the idea that research misconduct and its close relative “questionable research practices” should be framed in the context of conflict of interest. If we take seriously the implication of conflict of interest regulations that even a $5,000 financial interest might bias the design, conduct, or reporting of research, then how much more risk of bias will be in play when what is at stake is ongoing funding of short-term research grants on which a researcher’s salary and job depend? Education is important and necessary to promote research integrity but by itself will not be sufficient. Placing problems of research misconduct and questionable research practices in the context of conflict of interest makes it clear that we also will need to develop new approaches to manage the structure of the research environment. One example of such a management strategy would be for NIH to phase in a limit on the overall percentage of a faculty member’s salary permitted to be supported with NIH grant funds, complementing the already existing upper dollar limit that can be used for faculty salaries. PMID:25574270

Gender Differences in Salary in a Recent Cohort of Early-Career Physician-Researchers

PubMed Central

Jagsi, Reshma; Griffith, Kent A.; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A.

2013-01-01

Purpose Since prior studies have suggested that male physicians earn more than their female counterparts, the authors examined whether this disparity exists in a recently hired cohort. Method In 2010-11, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K-award type, K-award funding institute, K-award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Results Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P < 0.001) even after adjusting for specialty, academic rank, work hours, research time, and other factors. Peters-Belson analysis indicated that 17% of the overall disparity in the full sample was unexplained by the measured covariates. In the married subset, after accounting for spousal employment status, 10% remained unexplained. Conclusions The authors observed, in this recent cohort of elite, early-career physician researchers, a gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary at academic institutions is important. PMID:24072109

2010 Critical Care Transport Workplace and Salary Survey.

PubMed

Greene, Michael J

2010-01-01

Critical care transport (CCT) leaders and managers from 300 organizations were invited to participate in an online survey (participation rate, 34%) with approximately 150 questions covering a broad base of CCT organizational, workplace, personnel, and salary matters. In addition to medical team composition, recruitment and retention, training, education, and benefits, the survey presents CCT crew salary data by job class by Bowley's seven-figure summary, as well as average, minimum, and maximum hourly rates. Salaries are reported in a national aggregate and by Association of Air Medical Services region. Copyright (c) 2010 Air Medical Journal Associates. Published by Elsevier Inc. All rights reserved.

Salaries in histology.

PubMed

Buesa, René J

2008-04-01

An analysis of histology salaries from the last 4 national surveys conducted by the American Society of Clinical Pathologists is presented. The regional variations within and between years for histology salaries presented in the last 4 national surveys of medical laboratory specialties are not statistically significant. Local variations greater than the national variations reflect the preponderant effect of local supply and demand over regional characteristics. Salaries by hospitals are significantly different only between 2 size categories and the supervisors' salary. There is no correlation between the salary increase for any histology position in any one year and the vacancy level in the previous year. On the other hand, the correlation between histotechnicians' salaries and both the cost of living and the median income are significant, as well as between the latter and the supervisors' salary. The histotechnologists' salaries are significantly correlated with the consumer price index but not with the inflation rate. A survey of histology salaries in foreign countries was also undertaken and compared with salaries in the United States. National salaries rank close to the general average for 10 foreign countries when expressed as ratios with the personal gross domestic product or with the countries' minimum wage. For the midpoint salary ranges, the United States ranks fourth after Canada, the United Kingdom, and Australia, the latter 3 countries with structured pay rates adjusted to local costs of living in contrast with United States' salary characteristics. Histology salaries rest on negotiations within each employer's salary structure and fluctuate according to license level, documented studies, special training(s), years of experience, references, and the ability to negotiate, where each side tries to take advantage of the other. The result is a heterogeneous and chaotic salary situation driven by personal and local needs, where the histology worker usually ends underpaid, especially in nonmedical settings.

The writing on the wall

PubMed Central

2013-01-01

The biomedical research enterprise in the US has become unsustainable and urgent action is needed to address a variety of problems, including a lack of innovation, an over-reliance on soft money for faculty salaries, the use of graduate students as a source of cheap labour, and a ‘holding tank’ full of talented postdocs with limited career opportunities. PMID:23539544

The Merit of Merit: Notes on the Arguments for and Against Merit Systems.

ERIC Educational Resources Information Center

Fassiotto, Michael E.

The types of merit pay increments and arguments for and against merit increments are reviewed, along with important variables a college should address when considering merit increments. The least common system at colleges and universities today is that of determining the entire faculty salary on the basis of merit. Most common at the university…

Midlevel Administrators' Pay Increases Slightly but Doesn't Match Inflation

ERIC Educational Resources Information Center

Fuller, Andrea

2012-01-01

Salaries for midlevel administrators rose by a median of 2 percent this year over last year, matching the median pay increase for senior administrators and coming in slightly higher than the 1.9-percent median increase for faculty members, says an annual report released by the College and University Professional Association for Human Resources.…

Agreement Between Temple University of the Commonwealth System of Higher Education and the American Association of University Professors, Temple Chapter.

ERIC Educational Resources Information Center

Temple Univ., Philadelphia, PA.

This agreement between Temple University and the Temple Chapter of the American Association of University Professors covers the period July 1, 1973 to June 30, 1976. Articles of the agreement cover recognition, definitions, salaries, fringe benefits, workload, tenure procedures, termination of service of faculty, promotions; appointment,…

Price of Gas Fuels Tough Choices for Adjuncts

ERIC Educational Resources Information Center

Grasgreen, Allie

2008-01-01

The cost of gasoline has made the art of juggling two or more teaching jobs at different institutions all the more difficult for many adjunct faculty members, as continuing price hikes at the nation's gasoline stations cut into salaries that often do not cover living expenses to begin with. These new pressures are particularly evident in…

Sex Discrimination in Higher Education Employment: An Empirical Analysis of the Case Law.

ERIC Educational Resources Information Center

Schoenfeld, Sage L.; Zirkel, Perry A.

1989-01-01

Analysis of 132 court decisions for the period of 1976-86 concerning sex discrimination of faculty and nonfaculty employees in higher education indicates that the overall odds favor the defendant-institutions over the plaintiff-employees by a four-to-one ratio. The most frequently litigated institutional action was salary, followed by hiring and…

Strategies and Consequences. Managing the Costs in Higher Education. ASHE-ERIC Higher Education Report No. 8.

ERIC Educational Resources Information Center

Waggaman, John S.

This report focuses on the need for better management of higher education resources in view of the rising costs and changing revenues now confronting higher education institutions in the United States. Rising costs and changing revenues are reflected in stagnating faculty salaries, a decline in enrollment, rising administrative and insurance…

Strategies and Consequences: Managing the Costs in Higher Education. ERIC Digest.

ERIC Educational Resources Information Center

Waggaman, John S.

This brief report summarizes a longer document with the same title. It reviews the need to better manage higher education expenses in light of budget cuts and reductions in appropriations and other public services. It is noted that tuition, although increasing, has been increasing at a slower rate since 1981. Also, faculty salaries have not…

Black Professionals in Predominantly White Institutions of Higher Education--An Examination of Some Demographic and Mobility Characteristics

ERIC Educational Resources Information Center

Andrulis, Dennis P.

1975-01-01

This report of a survey of black faculty and administrators from predominantly white colleges and universities provides data on birth and mobility patterns, relates black professional distribution by institutional size academic areas and positions, sex and age distribution, length of employment, salary levels, and areas of work. (EH)

Legal Issues and Statistical Approaches to Reverse Pay Discrimination in Higher Education

ERIC Educational Resources Information Center

Eckes, Suzanne E.; Toutkoushian, Robert K.

2006-01-01

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…

The Development of an Incentive Pay System for Use at Sue Bennett College.

ERIC Educational Resources Information Center

McLendon, Sandra F.

This paper reports on a study designed to assist in the development of an incentive pay system at Kentucky's Sue Bennett College that would be utilized to recognize merit and performance through increases in faculty salaries. Study procedures to determine the system's elements involved a literature search, a solicitation of input from the Faculty…

On Campus with Women, Number 29, Winter 1981. [Employment, Education, Sex Discrimination, Health Services].

ERIC Educational Resources Information Center

Association of American Colleges, Washington, DC. Project on the Status and Education of Women.

Developments concerning women in the workplace, the courts, and schools are reported. Among the issues related to employment are the following: female faculty members earn less in salary than males, despite receiving slightly higher raises than males; unemployment among women doctorates in the humanities is higher than that of males; age…

On the Bottom Line, Good Teaching Tops Good Research

ERIC Educational Resources Information Center

Heppner, Frank

2009-01-01

In research universities, those faculty members who write and obtain grant proposals enjoy certain perks, including summer salaries, more travel, more space, and an extensive list of other benefits, great and small. As one of the author's professors pounded into his head years ago, "A great teacher is known all over the campus. A great researcher…

26 CFR 53.4958-3 - Definition of disqualified person.

Code of Federal Regulations, 2011 CFR

2011-04-01

... by profession, works part-time at R, a local museum. In the first taxable year in which R employs N, R pays N a salary and provides no additional benefits to N except for free admission to the museum... responsibility for supervising Z's day-to-day operations. For example, E can hire faculty members and staff, make...

Association of faculty perceptions of work-life with emotional exhaustion and intent to leave academic nursing: report on a national survey of nurse faculty.

PubMed

Yedidia, Michael J; Chou, Jolene; Brownlee, Susan; Flynn, Linda; Tanner, Christine A

2014-10-01

The current and projected nurse faculty shortage threatens the capacity to educate sufficient numbers of nurses for meeting demand. As part of an initiative to foster strategies for expanding educational capacity, a survey of a nationally representative sample of 3,120 full-time nurse faculty members in 269 schools and programs that offered at least one prelicensure degree program was conducted. Nearly 4 of 10 participants reported high levels of emotional exhaustion, and one third expressed an intent to leave academic nursing within 5 years. Major contributors to burnout were dissatisfaction with workload and perceived inflexibility to balance work and family life. Intent to leave was explained not only by age but by several potentially modifiable aspects of work, including dissatisfaction with workload, salary, and availability of teaching support. Preparing sufficient numbers of nurses to meet future health needs will require addressing those aspects of work-life that undermine faculty teaching capacity. Copyright 2014, SLACK Incorporated.

The Decline of Australian Educational Salaries.

ERIC Educational Resources Information Center

Zappala, Jon; Lombard, Marc

1991-01-01

A 20-year study indicated that educational salaries at all levels have continuously declined relative to the average weekly earnings in Australia. Possible explanations are the role of government, the national teachers' union policy toward different payment systems, and the cultural attitude toward intellectual endeavor. (JOW)

Employees in Postsecondary Institutions, Fall 2005 and Salaries of Full-Time Instructional Faculty, 2005-06. First Look. NCES 2007-150

ERIC Educational Resources Information Center

Knapp, Laura G.; Kelly-Reid, Janice E.; Whitmore, Roy W.; Miller, Elise

2007-01-01

This report presents information from the Winter 2005-06 Integrated Postsecondary Education Data System (IPEDS) web-based data collection. Tabulations represent data requested from all postsecondary institutions participating in Title IV federal student financial aid programs. The tables in this publication include data on the number of staff…

Staff in Postsecondary Institutions, Fall 2002, and Salaries of Full-Time Instructional Faculty, 2002-03. E.D. Tabs. NCES 2005-167

ERIC Educational Resources Information Center

Knapp, Laura G.; Kelly-Reid, Janice E.; Whitmore, Roy W.; Wu, Shiying; Huh, Seungho; Levine, Burton; Broyles, Susan G.

2004-01-01

This report presents information from the Winter 2002-03 Integrated Postsecondary Education Data System (IPEDS) web-based data collection. Tabulations represent data requested from all postsecondary institutions participating in Title IV federal student financial aid programs. The tables in this publication include data on the number of staff…

The Impact of Gender and Rank on Job Satisfaction among Rehabilitation Counselor Educators

ERIC Educational Resources Information Center

Oliveira, Debora

2011-01-01

The intention of this study was to examine the impact of gender and rank on job satisfaction among rehabilitation counselor educators. Women are now earning doctorates at a greater percentage than men and are the majority of faculty at community colleges and four year liberal arts colleges. However, women still lag behind men in terms of salary,…

A Path to Excellence in Public Higher Education in Florida. Report of the Regents' Study Commission on Funding for Excellence.

ERIC Educational Resources Information Center

Florida State Board of Regents, Tallahassee.

A report on creative approaches to educational funding for the Florida University System is presented by the Study Commission on Funding for Excellence. The focus is public finance, management efficiency, and private funding and marketing. Recommendations are offered on: faculty and support staff salaries, public-private partnership, matching…

An Alternative Method for Computing Unit Costs and Productivity Ratios. AIR 1984 Annual Forum Paper.

ERIC Educational Resources Information Center

Winstead, Wayland H.; And Others

An alternative measure for evaluating the performance of academic departments was studied. A comparison was made with the traditional manner for computing unit costs and productivity ratios: prorating the salary and effort of each faculty member to each course level based on the personal mix of course taught. The alternative method used averaging…

The Richness of Language and the Poverty of Part-Timers: Impact and Invisibility.

ERIC Educational Resources Information Center

Wallace, M. Elizabeth

The difficulties experienced by part-time faculty members are discussed, and some benefits of part-time teaching are identified. Among the problems faced by part-time staff are per-course salaries, lack of college-paid benefits, job insecurity, and invisibility on campus. If the part-time teaching position is a primary source of income and career…

It Is Still a Man's Game--Discrimination of Women in Pay and Promotion

ERIC Educational Resources Information Center

Roach, Bonnie L.

2014-01-01

There is ample evidence that there still is a pay gap amongst men and women and the situation is no different if academia. Many studies have examined various types of gender discrimination in academia and two areas in particular are problematic--salaries and representation of female faculty in upper ranks of academia. This paper examines the past…

Tennessee advanced practice nurse compensation survey results 2006-2007.

PubMed

Arnold, Kimberly

2007-01-01

In 2006, representatives from Middle Tennessee Advanced Practice Nurses (MTAPN), Greater Memphis Area Advanced Practice Nurses (GMAAPN), and Northeast Tennessee Nurse Practitioners Association (NETNPA) decided to poll APNs in Tennessee to compare data with the most recent results from the Advance for Nurse Practitioners national NP survey. Every other year, Advance for Nurse Practitioners publishes salary survey results from their survey. Most recently, in January 2006, an average nationwide salary for all APNs was reported at $74,812, with Tennessee's average at $71,068.

Certificated Personnel and Related Information, Fall 1996.

ERIC Educational Resources Information Center

Wamboldt, Martina

Information used to prepare this publication about certificated school personnel in Colorado was gathered from the state's public schools and Boards of Cooperative Services during fall 1995. Tables describe teacher salaries and characteristics, including educational background and ethnicity. The fall 1996 average salary for Colorado's 36,397.9…

Certificated Personnel and Related Information Fall 1995 (Revised).

ERIC Educational Resources Information Center

Wamboldt, Martina

Information used to prepare this publication about certificated school personnel in Colorado was gathered from the state's public schools and Boards of Cooperative Services during fall 1995. Tables describe teacher salaries and characteristics, including educational background and ethnicity. The fall 1995 average salary for Colorado's 35,387.9…

Examining Inequities in Teacher Pension Benefits

ERIC Educational Resources Information Center

Shuls, James V.

2017-01-01

From funding to teacher quality, inequities exist between school districts. This paper adds to the literature on inequities by examining the impact of pension plan formulas on pension benefits. Using data from the salary schedules of 464 Missouri school districts, this paper analyzes how various final average salary calculations would impact the…

Academic productivity and its relationship to physician salaries in the University of California Healthcare System.

PubMed

Fijalkowski, Natalia; Zheng, Luo Luo; Henderson, Michael T; Moshfeghi, Andrew A; Maltenfort, Mitchell; Moshfeghi, Darius M

2013-07-01

To evaluate whether physicians with higher academic productivity, as measured by the number of publications in Scopus and the Scopus Hirsch index (h-index), earn higher salaries. This was a cross-sectional study. Participants were ophthalmologists, otolaryngologists, neurosurgeons, and neurologists classified as "top earners" (>$100,000 annually) within the University of California (UC) healthcare system in 2008. Bibliometric searches on Scopus were conducted to retrieve the total number of publications and Hirsch indices (h-index), a measure of academic productivity. The association between the number of publications and h-index on physicians' total compensation was determined with multivariate regression models after controlling for the four specialties (ophthalmology, otolaryngology, neurosurgery, and neurology), the five institutions (UC San Francisco, UC Los Angeles, UC San Diego, UC Irvine, and UC Davis), and academic rank (assistant professor, associate professor, and professor). The UC healthcare system departments reported 433 faculty physicians among the four specialties, with 71.6% (n = 310) earning more than $100,000 in 2008 and classifying as top earners. After controlling for the specialty, institution, and ranking, there was a significant association between the number of publications on salary (P < 0.000001). Scopus number of publications and h-index were correlated (P < 0.001). Scopus h-index was of borderline significance in predicting physician salary (P = 0.12). Physicians with higher Scopus publications had higher total salaries across all four specialties. Every 10 publications were associated with a 2.40% increase in total salary after controlling for specialty, institution, rank, and chair. Ophthalmologists, otolaryngologists, neurosurgeons, and neurologists in the UC healthcare system who are more academically productive receive greater remuneration.

The Relationship between Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

NASA Astrophysics Data System (ADS)

Potvin, Geoff; Tai, Robert H.

2012-03-01

Drawing from a national survey of Ph.D.-holding physical scientists, we present evidence that doctoral completion time is a strong predictor of future salary prospects: each additional year in graduate school corresponds to a substantially lower average salary. This is true even while controlling for typical measures of scientific merit (grant funding and publication rates) and several other structural and career factors expected to influence salaries. Extending this picture to include gender effects, we show that women earn significantly less than men overall and experience no effect of doctoral completion time on their salaries, while men see a significant gain in salary stemming from earlier completion times. Doctoral completion time is shown to be largely unconnected to measures of prior academic success, research independence, and scientific merit suggesting that doctoral completion time is, to a great extent, out of the control of individual graduate students. Nonetheless, it can be influential on an individual's future career prospects, as can gender-related effects.

Focus on Teacher Pay and Incentives: Recent Legislative Actions and Update on Salary Averages

ERIC Educational Resources Information Center

Gaines, Gale F.

2004-01-01

One indicator of progress in the Challenge to Lead goals refers to teacher compensation: Salaries, benefits and incentives are competitive in the marketplace. They are aimed at recognized expertise, student performance, state needs and taking on additional or different roles to improve curriculum and instruction." Most Southern Regional Education…

Fast Facts: Recent Statistics from the Library Research Service, Nos. 116-122. March-November 1996.

ERIC Educational Resources Information Center

Fast Facts: Recent Statistics from the Library Research Service, 1996

1996-01-01

Seven issues of a newsletter on recent library statistics provide information on Colorado public libraries, librarian and library assistant salaries, materials challenges, school library media centers, and circulation policies. One 1995 library survey compares average public library salaries with and without an American Library Association…

National Survey of Professional, Administrative, Technical, and Clerical Pay, March 1977. Bulletin 1980.

ERIC Educational Resources Information Center

Bureau of Labor Statistics (DOL), Washington, DC.

This publication summarizes results of the Bureau of Labor Statistics' 18th annual salary survey of selected professional, administrative, technical, and clerical occupations in private industry as of March 1977. The survey provides nationwide salary averages (not including Alaska and Hawaii) and distributions for 78 work-level categories covering…

How we developed the GIM clinician-educator mentoring and scholarship program to assist faculty with promotion and scholarly work.

PubMed

Bertram, Amanda; Yeh, Hsin Chieh; Bass, Eric B; Brancati, Frederick; Levine, David; Cofrancesco, Joseph

2015-02-01

Clinician Educators' (CEs) focus on patient care and teaching, yet many academic institutions require dissemination of scholarly work for advancement. This can be difficult for CEs. Our division developed the Clinician-Educator Mentoring and Scholarship Program (CEMSP) in an effort to assist CEs with scholarship, national reputation, recognition, promotion and job satisfaction. The key components are salary-supported director and co-director who coordinate the program and serve as overall mentors and link CEs and senior faculty, and a full-time Senior Research Coordinator to assist with all aspects of scholarship, a close relationship with the General Internal Medicine (GIM) Methods Core provides advanced statistical support. Funding for the program comes from GIM divisional resources. Perceived value was evaluated by assessing the number of manuscripts published, survey of faculty regarding usage and opinion of CEMSP, and a review of faculty promotions. Although impossible to attribute the contributions of an individual component, a program specifically aimed at helping GIM CE faculty publish scholarly projects, increase participation in national organizations and focus on career progression can have a positive impact.

Staff in Postsecondary Institutions, Fall 2003, and Salaries of Full-Time Instructional Faculty, 2003-04. E.D. TAB. NCES 2005-155

ERIC Educational Resources Information Center

Knapp, Laura G.; Kelly-Reid, Janice E.; Whitmore, Roy W.; Huh, Seungho; Zhao, Luhua; Levine, Burton; Ginder, Scott; Wang, Jean; Broyles, Susan G.

2005-01-01

The Integrated Postsecondary Education Data System (IPEDS) is designed to collect data from postsecondary institutions in the United States (50 states and the District of Columbia) and other jurisdictions, such as Puerto Rico. For IPEDS, a postsecondary institution is defined as an organization open to the public that has as its primary mission…

The Socioeconomic Benefits Generated by Pima Community College. Executive Summary [and] Volume 1: Main Report.

ERIC Educational Resources Information Center

Christophersen, Kjell A.; Robison, M. Henry

This paper examines the ways in which the State of Arizona and the local economy benefit from the presence of the Pima Community College (PCC) District. After the Executive Summary, Volume 1, the Main Report, discusses findings from the study. The Pima Community College District paid $68.2 million in direct faculty and staff wages and salaries in…

Training Future Generations of Mental Health Researchers: Devising Strategies for Tough Times

PubMed Central

Reynolds, Charles F.; Pilkonis, Paul A.; Kupfer, David J.; Dunn, Leslie; Pincus, Harold A.

2009-01-01

Objective The authors describe a junior faculty scholars program in a large academic department of psychiatry, designed to reduce attrition during the high-risk period of transition from post-doctoral fellowship to receipt of the first extramural research award. Method Scholars receive 25% salary support for two years to enable their participation in a research survival skills practicum, mentored collection of pilot data, preparation of manuscripts for peer-reviewed publication, and submission of K23 and K01 proposals. Results Of 22 junior faculty scholars appointed during the period of 1999–2004, 17 have submitted K award proposals. All were funded on either the first or second submission Conclusions A program for junior faculty scholars can provide support for successfully navigating the critical and often difficult transition from post-doctoral fellowship to junior faculty. The program is expanding its efforts to assist K awardees in moving successfully along the developmental continuum (e.g., successful submission of R01, development of mentoring skills). PMID:17344458

Methods used by accredited dental specialty programs to advertise faculty positions: results of a national survey.

PubMed

Ballard, Richard W; Hagan, Joseph L; Armbruster, Paul C; Gallo, John R

2011-01-01

The various reasons for the current and projected shortages of dental faculty members in the United States have received much attention. Dental school deans have reported that the top three factors impacting their ability to fill faculty positions are meeting the requirements of the position, lack of response to position announcement, and salary/budget limitations. An electronic survey sent to program directors of specialty programs at all accredited U.S. dental schools inquired about the number of vacant positions, advertised vacant positions, reasons for not advertising, selection of advertising medium, results of advertising, and assistance from professional dental organizations. A total of seventy-three permanently funded full-time faculty positions were reported vacant, with 89.0 percent of these positions having been advertised in nationally recognized professional journals and newsletters. Networking or word-of-mouth was reported as the most successful method for advertising. The majority of those responding reported that professional dental organizations did not help with filling vacant faculty positions, but that they would utilize the American Dental Association's website or their specialty organization's website to post faculty positions if they were easy to use and update.

Cynicism about organizational change: an attribution process perspective.

PubMed

Wanous, John P; Reichers, Arnon E; Austin, James T

2004-06-01

The underlying attribution process for cynicism about organizational change is examined with six samples from four different organizations. The samples include hourly (n=777) and salaried employees (n= 155) from a manufacturing plant, faculty (n=293) and staff (n=302) from a large university, managers from a utility company (n=97), and young managers (n=65) from various organizations who were attending an evening MBA program. This form of cynicism is defined as the combination of Pessimism (about future change efforts) and a Dispositional attribution (why past efforts to change failed). Three analyses support this definition. First, an exploratory factor analysis (from the largest sample) produced two factors, one composed of Pessimism and the Dispositional attribution items and the second of the Situational attribution items. Second, the average correlation (across several samples) between Pessimism and Dispositional attribution is much higher (.59) than the average correlation between Pessimism and Situational attribution (.17). Third, scores on two different trait-based measures of cynicism correlate highest with the Dispositional attribution component of cynicism. A practical implication is that organizational leaders may minimize cynicism by managing both employees' pessimism about organizational change and employees' attributions about it. Specific suggestions for how this might be done are offered.

A comparison of dental hygienists' salaries to state dental supervision levels.

PubMed

Catlett, April

2014-12-01

The purpose of this study is to evaluate the effect of dental supervision on registered dental hygienists' salaries in the 50 states and District of Columbia by comparing the average dental hygiene salaries from the largest metropolitan city within each state from May 2011, the most recent valid data, in relation to the required level of dental supervision. A retrospective contrasted-group quasi-experimental design analysis was conducted using the most current mean dental hygiene salaries for the largest metropolitan city within each state and the District of Columbia which was matched to the appropriate dental supervision level. In addition, a dental assisting salary control group was utilized and correlated to the appropriate dental hygienist salary in the same metropolitan city and state. Samples were obtained from the U.S. Department of Labor. A multivariate analysis of variance (MANOVA) statistical analysis was utilized to assess the relationship of the 5 levels of dentist supervision, with the registered dental hygienist salaries. The MANOVA analysis was also utilized to assess the control group, dental assistant salaries. No statistically significant results were found among the dental supervision levels on the measures of dental hygiene salaries and dental assistant salaries. Wilks's Λ=0.81, F (8, 90)=1.29, p=0.26. Analyses of variances (ANOVA) on the dependent variables were also conducted as follow-up tests to the MANOVA. Study results suggest dental hygienists who are required to have a dentist on the premises to complete any dental treatment obtain similar salaries to those dental hygienists who are allowed to work in some settings unsupervised by a dentist. Therefore, dental supervision does not seem to have an impact on dental hygienists' salaries. Copyright © 2014 The American Dental Hygienists’ Association.

Multi-Institutional Study of Women and Underrepresented Minority Faculty Members in Academic Pharmacy

PubMed Central

Spivey, Christina A.; Billheimer, Dean; Schlesselman, Lauren S.; Flowers, Schwanda K.; Hammer, Dana; Engle, Janet P.; Nappi, Jean M.; Pasko, Mary T.; Ann Ross, Leigh; Sorofman, Bernard; Rodrigues, Helena A.; Vaillancourt, Allison M.

2012-01-01

Objectives. To examine trends in the numbers of women and underrepresented minority (URM) pharmacy faculty members over the last 20 years, and determine factors influencing women faculty members’ pursuit and retention of an academic pharmacy career. Methods. Twenty-year trends in women and URM pharmacy faculty representation were examined. Women faculty members from 9 public colleges and schools of pharmacy were surveyed regarding demographics, job satisfaction, and their academic pharmacy career, and relationships between demographics and satisfaction were analyzed. Results. The number of women faculty members more than doubled between 1989 and 2009 (from 20.7% to 45.5%), while the number of URM pharmacy faculty members increased only slightly over the same time period. One hundred fifteen women faculty members completed the survey instrument and indicated they were generally satisfied with their jobs. The academic rank of professor, being a nonpharmacy practice faculty member, being tenured/tenure track, and having children were associated with significantly lower satisfaction with fringe benefits. Women faculty members who were tempted to leave academia for other pharmacy sectors had significantly lower salary satisfaction and overall job satisfaction, and were more likely to indicate their expectations of academia did not match their experiences (p<0.05). Conclusions. The significant increase in the number of women pharmacy faculty members over the last 20 years may be due to the increased number of female pharmacy graduates and to women faculty members’ satisfaction with their careers. Lessons learned through this multi-institutional study and review may be applicable to initiatives to improve recruitment and retention of URM pharmacy faculty members. PMID:22412206

7 CFR 56.52 - Charges for continuous grading performed on a resident basis.

Code of Federal Regulations, 2011 CFR

2011-01-01

... service. (2) A charge for the salary and other costs, as specified in this paragraph, for each grader... reassigned by AMS to perform grading service for other than the applicant. Base salary rates will be determined on a national average for all official plants operating in States under a Federal Trust Fund...

Certificated Personnel and Related Information--Fall 1990.

ERIC Educational Resources Information Center

Keith, Jo Ann; MacKenzie, Stella

Twelve tables present data concerning the salaries and characteristics of school certified personnel in Colorado as of fall 1990. The average salary for Colorado's 32,342 public school teachers was $31,819 in 1990, which represents a slight increase over the 1989 figure ($30,758). The number of classroom teachers had increased slightly to 32,342;…

The Impact of MBA Programme Attributes on Post-MBA Salaries

ERIC Educational Resources Information Center

Elliott, Caroline; Soo, Kwok Tong

2016-01-01

This paper explores the impact of various Master of Business Administration (MBA) programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset,…

78 FR 73506 - Submission for OMB Review; Comment Request: Infant Bath Seats

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-06

... mark or other means that identifies the date (month and year, as a minimum) of manufacture. Section 9... instructions with infant bath seats thus would be ``usual and customary'' and not within the definition of... a GS-12 level, salaried employee. The average hourly wage rate for a mid-level salaried GS-12...

The modes of physician remuneration and their effect on direct patient contact.

PubMed

Basu, Kisalaya; Mandelzys, David

2008-01-01

Initiatives such as primary care reform have allocated millions of dollars towards the Canadian health care system. The way physicians are remunerated affects the supply of physician services and as such is essential to these initiatives to facilitate policy goals. However, there exists a gap in understanding how different modes of remuneration affect physician-patient contact. This paper examines if there is a significant difference between the average full-time-equivalent (FTE) of family physicians (FPs) remunerated through fee-for-service (FFS), salary, and blended arrangements. We used Nova Scotia physician billings dataset which tracks every services performed by both FFS and salaried physicians over the fiscal year 2003 to 2004. We estimated two semi-logarithmic models to examine the relationship between (1) modes of remuneration and FTE, and (2) modes of remuneration and total services, using ordinary least squares method. The National Physician Survey shows a significant difference between the current modes of remuneration and the preferred modes of remuneration; thus ruling out the possibility of selectivity bias. The results show that compared to the FFS FPs, the salaried FPs and blended FPs produce on average 40.46% and 23.13% less FTE respectively. It also indicates that compared to the FFS FPs, the salaried FPs and blended FPs deliver 53.54% and 31.49% fewer services on average.

Structured Annual Faculty Review Program Accelerates Professional Development and Promotion

PubMed Central

McLendon, Roger

2017-01-01

This retrospective observational study on faculty development analyzes the Duke University Pathology Department’s 18-year experience with a structured mentoring program involving 51 junior faculty members. The majority had MD degrees only (55%). The percentage of young women faculty hires before 1998 was 25%, increasing to 72% after 2005. Diversity also broadened from 9% with varied heritages before 1998 to 37% since then. The mentoring process pivoted on an annual review process. The reviews generally helped candidates focus much earlier, identified impediments they individually felt, and provided new avenues to gain a national reputation for academic excellence. National committee membership effectively helped gain national exposure. Thirty-eight percent of the mentees served on College of American Pathologists (CAP) committees, exponential multiples of any other national society. Some used CAP resources to develop major programs, some becoming nationally and internationally recognized for their academic activities. Several faculty gained national recognition as thought leaders for publishing about work initiated to serve administrative needs in the Department. The review process identified the need for more protected time for research, issues with time constraints, and avoiding exploitation when collaborating with other departments. This review identified a rigorous faculty mentoring and review process that included annual career counseling, goal-oriented academic careers, monitored advancement to promotion, higher salaries, and national recognition. All contributed to high faculty satisfaction and low faculty turnover. We conclude that a rigorous annual faculty review program and its natural sequence, promotion, can greatly foster faculty satisfaction. PMID:28725786

Faculty Self-reported Experience with Racial and Ethnic Discrimination in Academic Medicine

PubMed Central

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-01-01

BACKGROUND Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. OBJECTIVE To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. DESIGN A 177-item self-administered mailed survey of U.S. medical school faculty. SETTING Twenty-four randomly selected medical schools in the contiguous United States. PARTICIPANTS A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. MEASUREMENTS Frequency of self-reported experiences of racial/ethnic bias and discrimination. RESULTS The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% nonunderrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P < .01 and OR, 2.6; P < .01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P < .01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). CONCLUSIONS Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty. PMID:15009781

Faculty self-reported experience with racial and ethnic discrimination in academic medicine.

PubMed

Peterson, Neeraja B; Friedman, Robert H; Ash, Arlene S; Franco, Shakira; Carr, Phyllis L

2004-03-01

Despite the need to recruit and retain minority faculty in academic medicine, little is known about the experiences of minority faculty, in particular their self-reported experience of racial and ethnic discrimination at their institutions. To determine the frequency of self-reported experience of racial/ethnic discrimination among faculty of U.S. medical schools, as well as associations with outcomes, such as career satisfaction, academic rank, and number of peer-reviewed publications. A 177-item self-administered mailed survey of U.S. medical school faculty. Twenty-four randomly selected medical schools in the contiguous United States. A random sample of 1,979 full-time faculty, stratified by medical school, specialty, graduation cohort, and gender. Frequency of self-reported experiences of racial/ethnic bias and discrimination. The response rate was 60%. Of 1,833 faculty eligible, 82% were non-Hispanic white, 10% underrepresented minority (URM), and 8% non-underrepresented minority (NURM). URM and NURM faculty were substantially more likely than majority faculty to perceive racial/ethnic bias in their academic environment (odds ratio [OR], 5.4; P <.01 and OR, 2.6; P <.01, respectively). Nearly half (48%) of URM and 26% of NURM reported experiencing racial/ethnic discrimination by a superior or colleague. Faculty with such reported experiences had lower career satisfaction scores than other faculty (P <.01). However, they received comparable salaries, published comparable numbers of papers, and were similarly likely to have attained senior rank (full or associate professor). Many minority faculty report experiencing racial/ethnic bias in academic medicine and have lower career satisfaction than other faculty. Despite this, minority faculty who reported experiencing racial/ethnic discrimination achieved academic productivity similar to that of other faculty.

Six-year update on the financial status of US Family Medicine Departments.

PubMed

Matheny, Samuel C; Love, Margaret M; Smith, Alice W; Pugno, Perry A

2008-03-01

The financial climate for academic family medicine departments is increasingly threatened by reductions in federal funding and ever more competitive health care markets. Our objective was to evaluate the financial status of US Departments of Family Medicine, comparing 1998 and 2004 data. In 1999 and 2005, family medicine department chairs were surveyed for the Association of Departments of Family Medicine. Information reported about departments' financial status for 1998 and 2004 included department size, faculty compensation, revenue sources, expenditures, residents' salary support, payer mix, and department reserves. The 2005 survey data were compared to the 1999 survey reports. Eighty-five departments responded to the 2005 survey (69% of 124 departments). For 2004, the largest source of department revenue was clinical income; the median percent of revenue from clinical work increased from 32% in 1998 to 46% in 2004. The contributions of school/government support and hospital support decreased. Median expenditures for faculty salaries and fringe benefits increased (from 49% to 54%). Although the percentage of departments with reserves had increased (from 57% to 71%), 18% of departments reported debt in 2004. Family medicine departments increasingly rely on clinical income. They continue to be vulnerable to changes in support from government and hospital sources, since these sources constitute significant portions of department budgets but have declined in the past 6 years.

Lessons Learned from Data on Women's Careers in Physics

NASA Astrophysics Data System (ADS)

Ivie, Rachel

2010-03-01

It is well known that the participation of women in physics decreases at every step along the academic ladder. However, the exact points at which this loss occurs are less well understood. In this talk, I will present data on women in physics collected by the Statistical Research Center (SRC) of the American Institute of Physics. I will compare these data to data recently published in a National Research Council (NRC) Report, Gender Differences at Critical Transitions in the Careers of Science, Engineering, and Mathematics Faculty. This report includes data on gender differences in: number of applications for faculty positions in physics, number of interviews, number of hires, tenure and promotion rates, salaries, and start-up packages. Taken together, the SRC and the NRC data can inform the physics community about specific areas that should be addressed to increase the representation of women in physics faculty positions. SRC data on minority women in physics also will be presented.

Science faculty's subtle gender biases favor male students.

PubMed

Moss-Racusin, Corinne A; Dovidio, John F; Brescoll, Victoria L; Graham, Mark J; Handelsman, Jo

2012-10-09

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student-who was randomly assigned either a male or female name-for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants' preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science.

Academic plastic surgery: faculty recruitment and retention.

PubMed

Chen, Jenny T; Girotto, John A; Kitzmiller, W John; Lawrence, W Thomas; Verheyden, Charles N; Vedder, Nicholas B; Coleman, John J; Bentz, Michael L

2014-03-01

A critical element of a thriving academic plastic surgery program is the quality of faculty. A decline in recruitment and retention of faculty has been attributed to the many challenges of academic medicine. Given the substantial resources required to develop faculty, academic plastic surgery has a vested interest in improving the process of faculty recruitment and retention. The American Council of Academic Plastic Surgeons Issues Committee and the American Society of Plastic Surgeons/Plastic Surgery Foundation Academic Affairs Council surveyed the 83 existing programs in academic plastic surgery in February of 2012. The survey addressed the faculty-related issues in academic plastic surgery programs over the past decade. Recruitment and retention strategies were evaluated. This study was designed to elucidate trends, and define best strategies, on a national level. Academic plastic surgery programs have added substantially more full-time faculty over the past decade. Recruitment efforts are multifaceted and can include guaranteed salary support, moving expenses, nurse practitioner/physician's assistant hires, protected time for research, seed funds to start research programs, and more. Retention efforts can include increased compensation, designation of a leadership appointment, protected academic time, and call dilution. Significant change and growth of academic plastic surgery has occurred in the past decade. Effective faculty recruitment and retention are critical to a successful academic center. Funding sources in addition to physician professional fees (institutional program support, grants, contracts, endowment, and so on) are crucial to sustain the academic missions.

An Empirical Model of the Medical Match.

PubMed

Agarwal, Nikhil

2015-07-01

This paper develops a framework for estimating preferences in a many-to-one matching market using only observed matches. I use pairwise stability and a vertical preference restriction on one side to identify preferences on both sides of the market. Counterfactual simulations are used to analyze the antitrust allegation that the centralized medical residency match is responsible for salary depression. Due to residents' willingness to pay for desirable programs and capacity constraints, salaries in any competitive equilibrium would remain, on average, at least $23,000 below the marginal product of labor. Therefore, the match is not the likely cause of low salaries.

Leadership and management of academic anesthesiology departments in the United States.

PubMed

Mets, Berend; Galford, Jennifer A

2009-03-01

To characterize the approach of academic chairs of anesthesiology in leading and managing their departments, and to gain insights into what they considered the most difficult challenges as chairs. Internet-based survey instrument conducted during July and August of 2006. Academic medical center. Department chairs of 132 academic anesthesiology programs who were listed on the Society of Academic Anesthesiology Chairs Listserv, were surveyed. The overall number of respondents were reported. However, as all questions were voluntary, not all were answered by each respondent. Observations are therefore reported as absolute numbers and percentages on a question-by-question basis. Respondents were asked to rank responses to some questions in order of importance (eg, 1 = most important). These data are presented as rank ordered median values, determined by the Kruskal-Wallis Test. Significant differences between groups were determined by Dunn's post test. A P-value < 0.05 was regarded as significant throughout. The overall response rate was 55%. Chairs spent 36% of their time in leading, managing, and administration. They ranked Visionary and Coaching styles of leadership as most important. Seventy-nine percent had developed "Vision" statements for the department and 64% of respondents had set goals for divisions. To communicate within departments, 74% of Chairs had at least monthly faculty meetings and 50% held at least yearly faculty retreats. Chairs preferred communicating contentious issues face to face. Ninety-five percent of Chairs held at least yearly performance appraisals and 85% had an established incentive system in the department. Academic productivity (73%) and clinical time (68%) were the most common components of the incentive system. In 65% of departments, Chairs delegated the program directorship and in 73%, the running of the National Residency Matching Program. The financial state of the department was shared at least annually in 93% of departments. In most departments (77%), faculty salary ranges were known but individual faculty salaries were not shared. Chairs considered the most important leadership challenge to be setting direction for the department, and the most difficult management challenges as "fostering research and scholarship" and "maintaining revenue to support faculty".

Focus on Teacher Pay and Incentives: Recent Legislative Actions and Update on Salary Averages. Challenge to Lead

ERIC Educational Resources Information Center

Gaines, Gale F.

2004-01-01

Is your state making progress toward having a high-quality teacher in every classroom? How will you know? One indicator of progress in the Challenge to Lead goals refers to teacher compensation: "Salaries, benefits and incentives are competitive in the marketplace. They are aimed at recognized expertise, student performance, state needs and taking…

Teachers' Unions and Compensation: The Impact of Collective Bargaining on Salary Schedules and Performance Pay Schemes

ERIC Educational Resources Information Center

West, Kristine Lamm; Mykerezi, Elton

2011-01-01

This study examines the impact that collective bargaining has on multiple dimensions of teacher compensation, including average and starting salaries, early and late returns to experience, returns to graduate degrees, and the incidence of different pay for performance schemes. Using data from the School and Staffing Survey (SASS) and a more recent…

7 CFR 70.77 - Charges for continuous poultry or rabbit grading performed on a resident basis.

Code of Federal Regulations, 2011 CFR

2011-01-01

... service. (2) A charge for the salary and other costs, as specified in this paragraph, for each grader... reassigned by AMS to perform grading service for other than the applicant. Base salary rates will be determined on a national average for all official plants operating in States under a Federal Trust Fund...

Korean Affairs Report

DTIC Science & Technology

1986-03-17

34 irregularities among public employees , fraudulence to be committed by impersonating ranking government officials, production of adulterated food, capital...Salaries of the government employees will increase by 4 percent across the board, including normal increases in salaries of officials; and an...additional 3 percent average increase will come because of a revision in the rewarding system, thus increasing by 9.2 percent compared to this year. The

A District View: Dropouts and the Differentiated Diploma

ERIC Educational Resources Information Center

Holden, E. Todd

2012-01-01

More students are deciding to dropout of school prior to graduation. As a result the dropout rate has become a hot topic in education across the United States. The average high school dropout salary is approximately 50% less than the salary of a high school graduate. The social factors are another reason the dropout rate needs to be a high…

Job satisfaction levels of physician assistant faculty in the United States.

PubMed

Graeff, Evelyn C; Leafman, Joan S; Wallace, Lisa; Stewart, Gloria

2014-01-01

Understanding job satisfaction in academia is important in order to recruit and retain faculty. Faculty members with greater job dissatisfaction are more likely to leave than faculty members who are satisfied. Physician assistant (PA) faculty job satisfaction needs to be assessed to determine which job facets are satisfying or dissatisfying. A quantitative descriptive study was done using a Web-based survey sent to PA faculty. The Job Descriptive Index (JDI), a validated survey, was used to measure levels of job satisfaction. The means for each facet were calculated to indicate levels of satisfaction with the job overall, work, supervision, co-workers, pay, promotion, levels of stress, and trustworthiness in management. Correlations were run among demographic factors, salary, and overall job satisfaction. Of the 1,241 PA faculty that received the survey, 239 responses (19.3% response rate) met the criteria for study inclusion. The highest level of satisfaction was with one's co-workers (mean 46.83, range 0 to 54). The promotion facet received the lowest mean level of satisfaction with a 22.2 (range 0 to 54). A small correlation was found between job satisfaction and academic rank (r = -.153, P = .020). Job satisfaction is linked to increased productivity and performance. It is important to understand job satisfaction to make improvements in the appropriate areas. Overall, the results indicate that PA faculty are satisfied with their jobs. Further research is needed to understand the factors that contribute to satisfaction among PA faculty.

Exploring Job Satisfaction of Nursing Faculty: Theoretical Approaches.

PubMed

Wang, Yingchen; Liesveld, Judy

2015-01-01

The Future of Nursing report identified the shortage of nursing faculty as 1 of the barriers to nursing education. In light of this, it is becoming increasingly important to understand the work-life of nursing faculty. The current research focused on job satisfaction of nursing faculty from 4 theoretical perspectives: human capital theory, which emphasizes the expected monetary and nonmonetary returns for any career choices; structural theory, which emphasizes the impact of institutional features on job satisfaction; positive extrinsic environment by self-determination theory, which asserts that a positive extrinsic environment promotes competency and effective outcomes at work; and psychological theory, which emphasizes the proposed relationship between job performance and satisfaction. In addition to the measures for human capital theory, institutional variables (from structural theory and self-determination theory), and productivity measures (from psychological theory), the authors also selected sets of variables for personal characteristics to investigate their effects on job satisfaction. The results indicated that variables related to human capital theory, especially salary, contributed the most to job satisfaction, followed by those related to institutional variables. Personal variables and productivity variables as a whole contributed as well. The only other variable with marginal significance was faculty's perception of institutional support for teaching. Published by Elsevier Inc.

3,700 USAF Junior Acquisition Officers! Rebalance USAF Manning Priorities Now

DTIC Science & Technology

2017-04-06

duties because they represent basically “no-cost” manpower to the headquarters and base -level leaders. The USAF pays for their military salary and...Colonel, United States Air Force A Research Report Submitted to the Faculty In Partial Fulfillment of the Graduation Requirements Advisor: Colonel...academic research paper are those of the author and do not reflect the official policy or position of the US government, the Department of Defense

Professional equity as reported by biology teachers

NASA Astrophysics Data System (ADS)

Douglas, Claudia B.; Lakes Matyas, Marsha; Butler Kahle, Jane

In 1982, the National Association of Biology Teachers surveyed its membership in order to assess the role and status of women in biology education. Items describing roles, salaries, assignments, professional activities, and sexual bias were included in the survey. This paper compares the responses of male and female biology educators, draws conclusions from the data, and suggests implications for the science education profession. Inequality in several professional areas was revealed. More women than men were single and reported no dependent children. Women exceeded men in both the lower and upper ends of the distribution of years of experience. However, the percentage of men exceeded that of women in most salary brackets beyond $20,000 and more men reported paid consulting opportunities. Men tended to teach at larger institutions and, at all academic levels, more men taught advanced classes. More men than women were involved with research activities. However, neither sex felt that the other one received preferential treatment in regard to salary and promotion. The majority of education administrators as well as science and biology faculties were male. However, the recent influx of women into science education positions may produce important changes. It is recommended that a comparative study be conducted in five years.

Higher energy prices are associated with diminished resources, performance and safety in Australian ambulance systems.

PubMed

Brown, Lawrence H; Chaiechi, Taha; Buettner, Petra G; Canyon, Deon V; Crawford, J Mac; Judd, Jenni

2013-02-01

To evaluate the impact of changing energy prices on Australian ambulance systems. Generalised estimating equations were used to analyse contemporaneous and lagged relationships between changes in energy prices and ambulance system performance measures in all Australian State/Territory ambulance systems for the years 2000-2010. Measures included: expenditures per response; labour-to-total expenditure ratio; full-time equivalent employees (FTE) per 10,000 responses; average salary; median and 90th percentile response time; and injury compensation claims. Energy price data included State average diesel price, State average electricity price, and world crude oil price. Changes in diesel prices were inversely associated with changes in salaries, and positively associated with changes in ambulance response times; changes in oil prices were also inversely associated with changes in salaries, as well with staffing levels and expenditures per ambulance response. Changes in electricity prices were positively associated with changes in expenditures per response and changes in salaries; they were also positively associated with changes in injury compensation claims per 100 FTE. Changes in energy prices are associated with changes in Australian ambulance systems' resource, performance and safety characteristics in ways that could affect both patients and personnel. Further research is needed to explore the mechanisms of, and strategies for mitigating, these impacts. The impacts of energy prices on other aspects of the health system should also be investigated. © 2013 The Authors. ANZJPH © 2013 Public Health Association of Australia.

Do Predictors of Career Success Differ between Swedish Women and Men? Data from the Swedish Longitudinal Occupational Survey of Health (SLOSH).

PubMed

Nyberg, Anna; Magnusson Hanson, Linda L; Leineweber, Constanze; Johansson, Gunn

2015-01-01

The aim of this prospective study was to explore predictors of objective career success among Swedish women and men, focussing on gender differences. Data were drawn from the 2008 and 2010 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH) with a total of 3670 female and 2773 male participants. Odds ratios and 95% confidence intervals for job promotion and an above-average salary increase between 2008 and 2010 were obtained through binary logistic regression analyses. Individual and organisational factors measured in 2008 were used as predictors in analyses stratified by sex. Mutual adjustment was performed for these variables, as well as for labour market sector and staff category at baseline. In both sexes, younger age predicted both job promotion and an above-average salary increase. Job promotion was also in both sexes predicted by being part of decision-making processes, having conflicts with superiors, and being eager to advance. Furthermore, promotion was predicted by, among men, being educated to post-graduate level and having an open coping strategy and, among women, working >60 hours/week. An above-average salary increase was predicted in both sexes by having a university education. Postgraduate education, having children living at home, and being very motivated to advance predicted an above-average salary increase among women, as did working 51-60 hours/week and being part of decision-making processes in men. Gender differences were seen in several predictors. In conclusion, the results support previous findings of gender differences in predictors of career success. A high level of education, motivation to advance, and procedural justice appear to be more important predictors of career success among women, while open coping was a more important predictor among men.

Do Predictors of Career Success Differ between Swedish Women and Men? Data from the Swedish Longitudinal Occupational Survey of Health (SLOSH)

PubMed Central

Nyberg, Anna; Johansson, Gunn

2015-01-01

The aim of this prospective study was to explore predictors of objective career success among Swedish women and men, focussing on gender differences. Data were drawn from the 2008 and 2010 waves of the Swedish Longitudinal Occupational Survey of Health (SLOSH) with a total of 3670 female and 2773 male participants. Odds ratios and 95% confidence intervals for job promotion and an above-average salary increase between 2008 and 2010 were obtained through binary logistic regression analyses. Individual and organisational factors measured in 2008 were used as predictors in analyses stratified by sex. Mutual adjustment was performed for these variables, as well as for labour market sector and staff category at baseline. In both sexes, younger age predicted both job promotion and an above-average salary increase. Job promotion was also in both sexes predicted by being part of decision-making processes, having conflicts with superiors, and being eager to advance. Furthermore, promotion was predicted by, among men, being educated to post-graduate level and having an open coping strategy and, among women, working >60 hours/week. An above-average salary increase was predicted in both sexes by having a university education. Postgraduate education, having children living at home, and being very motivated to advance predicted an above-average salary increase among women, as did working 51–60 hours/week and being part of decision-making processes in men. Gender differences were seen in several predictors. In conclusion, the results support previous findings of gender differences in predictors of career success. A high level of education, motivation to advance, and procedural justice appear to be more important predictors of career success among women, while open coping was a more important predictor among men. PMID:26501351

The Economics of Academic Advancement Within Surgery.

PubMed

Baimas-George, Maria; Fleischer, Brian; Korndorffer, James R; Slakey, Douglas; DuCoin, Christopher

The success of an academic surgeon's career is often viewed as directly related to academic appointment; therefore, the sequence of promotion is a demanding, rigorous process. This paper seeks to define the financial implication of academic advancement across different surgical subspecialties. Data was collected from the Association of American Medical College's 2015 report of average annual salaries. Assumptions included 30 years of practice, 5 years as assistant professor, and 10 years as associate professor before advancement. The base formula used was: (average annual salary) × (years of practice [30 years - fellowship/research years]) + ($50,000 × years of fellowship/research) = total adjusted lifetime salary income. There was a significant increase in lifetime salary income with advancement from assistant to associate professor in all subspecialties when compared to an increase from associate to full professor. The greatest increase in income from assistant to associate professor was seen in transplant and cardiothoracic surgery (35% and 27%, respectively). Trauma surgery and surgical oncology had the smallest increases of 8% and 9%, respectively. With advancement to full professor, the increase in lifetime salary income was significantly less across all subspecialties, ranging from 1% in plastic surgery to 8% in pediatric surgery. When analyzing the economics of career advancement in academic surgery, there is a substantial financial benefit in lifetime income to becoming an associate professor in all fields; whereas, advancement to full professor is associated with a drastically reduced economic benefit. Copyright © 2017 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Improving teaching on an inpatient pediatrics service: a retrospective analysis of a program change

PubMed Central

2012-01-01

Background The traditional role of the faculty inpatient attending providing clinical care and effectively teaching residents and medical students is threatened by increasing documentation requirements, pressures to increase clinical productivity, and insufficient funding available for medical education. In order to sustain and improve clinical education on a general pediatric inpatient service, we instituted a comprehensive program change. Our program consisted of creating detailed job descriptions, setting clear expectations, and providing salary support for faculty inpatient attending physicians serving in clinical and educational roles. This study was aimed at assessing the impact of this program change on the learners’ perceptions of their faculty attending physicians and learners’ experiences on the inpatient rotations. Methods We analyzed resident and medical student electronic evaluations of both clinical and teaching faculty attending physician characteristics, as well as resident evaluations of an inpatient rotation experience. We compared the proportions of “superior” ratings versus all other ratings prior to the educational intervention (2005–2006, baseline) with the two subsequent years post intervention (2006–2007, year 1; 2007–2008, year 2). We also compared medical student scores on a comprehensive National Board of Medical Examiners clinical subject examination pre and post intervention. Results When compared to the baseline year, pediatric residents were more likely to rate as superior the quality of didactic teaching (OR=1.7 [1.0-2.8] year 1; OR=2.0 [1.1-3.5] year 2) and attendings’ appeal as a role model (OR=1.9 [1.1-3.3] year 2). Residents were also more likely to rate as superior the quality of feedback and evaluation they received from the attending (OR=2.1 [1.2-3.7] year 1; OR=3.9 [2.2-7.1] year 2). Similar improvements were also noted in medical student evaluations of faculty attendings. Most notably, medical students were significantly more likely to rate feedback on their data gathering and physical examination skills as superior (OR=4.2 [2.0-8.6] year 1; OR=6.4 [3.0-13.6] year 2). Conclusions A comprehensive program which includes clear role descriptions along with faculty expectations, as well as salary support for faculty in clinical and educational roles, can improve resident and medical student experiences on a general pediatric inpatient service. The authors provide sufficient detail to replicate this program to other settings. PMID:23020896

Measuring Trends in Salaries and Wages in Public Schools: ERS Composite Indicator of Changes. ERS Information Aid.

ERIC Educational Resources Information Center

Educational Research Service, Arlington, VA.

The composite indicator, published annually by the Educational Research Service (ERS), was designed to reflect overall changes in average salaries and wages paid by public school systems. The purpose of this book is to describe the nature of the indicator, how it is compiled on a national and state basis, and how local school systems can compile…

Internationalization of the animal science undergraduate curriculum: a survey of its current status, barriers to its implementation and its value.

PubMed

Forsberg, N E; Taur, J S; Xiao, Y; Chesbrough, H

2003-04-01

The goal of this project was to identify the current level at which internationalization has been adopted as a theme in the North American animal science curriculum and to identify its value and the barriers to its implementation. We surveyed animal, dairy, and poultry science departments across Canada and the United States. One hundred twenty-four surveys were mailed and 60% were returned. Associations between aspects of internationalization and student outcomes (admission to veterinary and graduate schools and starting salaries) were examined. Although administrators strongly believed internationalization had value, implementation was limited. The most common practices included international content in core animal science classes, advising, international internships, and participation of faculty in international scholarly activities. Few departments have incorporated internationalization into their mission statements or developed a specific international-themed class, scholarships devoted to international activities, or roles for international students. Few departments reported participation of students in international programs. Barriers included finances and limited commitment from higher administration. Student outcomes were positively associated with faculty size, percentage of international faculty, the ratio of international students to the total student population, international content in core animal science classes, a specific international-themed class, availability of international internships, and exchange of class material internationally via the Internet. Departments that did not offer international opportunities had a negative association (r = -0.79) with starting salary, but these relationships may not be causal. Alternatively, progressive departments may attract and retain exceptional students. The analysis indicated an awareness of the value of international programs, positive impacts in student outcomes, and financial barriers to implementation.

Cost of management of nonvalvular atrial fibrillation in Brazzaville (Congo): preliminary findings.

PubMed

Ellenga Mbolla, B F; Matingou, A R; Ikama, M S; Mongo-Ngamami, S F; Kouala Landa, C M; Gombet, T R; Kimbally-Kaky, S G

2016-05-01

The frequency of nonvalvular atrial fibrillation is increasing in sub-Saharan Africa, particularly as a consequence of population aging and the high prevalence of hypertension. The aim of this descriptive study was to determine the cost of management of this disease in the cardiology department at University Hospital of Brazzaville. The study included 50 patients aged 67.3 ± 12.8 years (range: 34 to 88 years). Among them, 21 (42%) were unemployed, and 49 (98%) had no health insurance. Their average monthly salary was 152.8 ± 149 € (range: 0 to 686 €). The mean total cost of care was 442.4 ± 109.8 € (range: 146.6 to 646.2 €). The average monthly salary was higher than the average cost of drugs (P <0.0001), or of additional tests (P <0.0001), or of hospital hospitality (P <0.0001). But the overall cost of care was substantially higher than the patients' mean salary (p <0.0001). This study illustrates the increasing healthcare costs related to the growing burden of cardiovascular disease in sub-Saharan Africa.

An analysis of job placement patterns of black and non-black male and female undergraduates at the University of Virginia and Hampton Institute. Ph.D. Thesis - Virginia Univ.

NASA Technical Reports Server (NTRS)

Anderson, A. F.

1974-01-01

Research questions were proposed to determine the relationship between independent variables (race, sex, and institution attended) and dependent variables (number of job offers received, salary received, and willingness to recommend source of employer contact). The control variables were academic major, grade point average, placement registration, nonemployment activity, employer, and source of employer contact. An analysis of the results revealed no statistical significance of the institution attended as a predictor of job offers or salary, although significant relationships were found between race and sex and number of job offers received. It was found that academic major, grade point average, and source of employer contact were more useful than race in the prediction of salary. Sex and nonemployment activity were found to be the most important variables in the model. The analysis also indicated that Black students received more job offers than non-Black students.

New Jersey Teacher Salaries Are Comparable to Professional Pay in Private Sector. Issue Brief No. 5

ERIC Educational Resources Information Center

Winters, Marcus A.

2010-01-01

It is often said that public school teachers are poorly paid. At an average salary of about $60,000 a year, public school teachers in New Jersey take home substantially less pay than do many other college educated professionals. Teachers tend to work fewer hours in a year than do other professionals. Does the widespread assertion that New Jersey's…

APS at 125: A Look Back at the Founding of the American Physiological Society

DTIC Science & Technology

2013-01-01

knowledge to students who would, with sometimes very little education actually obtained, begin to practice medicine (9). Even in the few medical schools asso...himself on the relatively small faculty salary without concurrently practicing medicine . While Address for reprint requests and other correspondence: K. L...established a small research laboratory at his home, performing toxicology studies on the effects of snake venom while at the same time supporting his family

Job satisfaction and its influential factors in dental academic members in tehran, iran.

PubMed

Seraj, B; Ghadimi, S; Mirzaee, M; Ahmadi, R; Bashizadeh, H; Ashofteh-Yazdi, K; Sahebjamee, M; Kharazi, Mj; Jahanmehr, M

2014-03-01

Assessment of job satisfaction of the faculty members and its underlying factors may increase career fulfillment and raise the educational and research productivity, leading to higher quality of dental services at the community level, ultimately improving public oral health status. This study assessed job satisfaction and its influential factors in dental academic members in Tehran. The job satisfaction level of 203 faculty members was assessed using a Likert scale questionnaire from 0 to 4, with 4 representing very satisfied and 0 not at all satisfied. The analysis of variance was used to compare the responses among dental faculty members of three different universities. The impact of age, gender, academic rank, employment status and the date of employment on the overall faculty job satisfaction was identified by multiple linear regression analysis. The mean professional satisfaction score among faculty members was 1.5 (0.5) out of four. Among the studied underlying factors, only the date of employment was seen to have a statistically significant impact on the faculties' overall job satisfaction (P= 0.05). There was no difference in job compensation observed between the three dental faculties. Dissatisfying aspects of the academic work included educational and research policies, monetary strategies, quality of leadership and administration, promotion and tenure policies, job security, educational environment, equipments, and facilities. The only satisfying factor was the interaction between faculty colleagues and students. Faculty members of Tehran Dental Schools are dissatisfied with their work environments in Tehran Dental Schools. Issues such as salary and remuneration, facilities, equipments, promotion and tenure policies are strongly believed to account for the dissatisfaction.

The financial cost of hamstring strain injuries in the Australian Football League.

PubMed

Hickey, Jack; Shield, Anthony J; Williams, Morgan D; Opar, David A

2014-04-01

Hamstring strain injuries (HSIs) have remained the most prevalent injury in the Australian Football League (AFL) over the past 21 regular seasons. The effect of HSIs in sports is often expressed as regular season games missed due to injury. However, the financial cost of athletes missing games due to injury has not been investigated. The aim of this report is to estimate the financial cost of games missed due to HSIs in the AFL. Data were collected using publicly available information from the AFL's injury report and the official AFL annual report for the past 10 competitive AFL seasons. Average athlete salary and injury epidemiology data were used to determine the average yearly financial cost of HSIs for AFL clubs and the average financial cost of a single HSI over this time period. Across the observed period, average yearly financial cost of HSIs per club increased by 71% compared with a 43% increase in average yearly athlete salary. Over the same time period the average financial cost of a single HSI increased by 56% from $A25,603 in 2003 to $A40,021 in 2012, despite little change in the HSI rates during the period. The observed increased financial cost of HSIs was ultimately explained by the failure of teams to decrease HSI rates, but coupled with increases in athlete salaries over the past 10 season. The information presented in this report highlights the financial cost of HSIs and other sporting injuries, raising greater awareness and the need for further funding for research into injury prevention strategies to maximise economical return for investment in athletes.

Changes in Staff Distribution and Salaries of Full-Time Employees in Postsecondary Institutions: Fall 1993-2003. Postsecondary Education Descriptive Analysis Report. NCES 2006-152

ERIC Educational Resources Information Center

Li, Xiaojie

2006-01-01

Using data from the 1993 and 2003 Fall Staff Surveys, a component of the Integrated Postsecondary Education Data System (IPEDS), this report examines the change in the number and composition of staff in U.S. postsecondary institutions and the change in average salaries of full-time staff between fall 1993 and fall 2003. Over the decade, the…

Science faculty’s subtle gender biases favor male students

PubMed Central

Moss-Racusin, Corinne A.; Dovidio, John F.; Brescoll, Victoria L.; Graham, Mark J.; Handelsman, Jo

2012-01-01

Despite efforts to recruit and retain more women, a stark gender disparity persists within academic science. Abundant research has demonstrated gender bias in many demographic groups, but has yet to experimentally investigate whether science faculty exhibit a bias against female students that could contribute to the gender disparity in academic science. In a randomized double-blind study (n = 127), science faculty from research-intensive universities rated the application materials of a student—who was randomly assigned either a male or female name—for a laboratory manager position. Faculty participants rated the male applicant as significantly more competent and hireable than the (identical) female applicant. These participants also selected a higher starting salary and offered more career mentoring to the male applicant. The gender of the faculty participants did not affect responses, such that female and male faculty were equally likely to exhibit bias against the female student. Mediation analyses indicated that the female student was less likely to be hired because she was viewed as less competent. We also assessed faculty participants’ preexisting subtle bias against women using a standard instrument and found that preexisting subtle bias against women played a moderating role, such that subtle bias against women was associated with less support for the female student, but was unrelated to reactions to the male student. These results suggest that interventions addressing faculty gender bias might advance the goal of increasing the participation of women in science. PMID:22988126

Differences in Occupational Earnings by Sex.

ERIC Educational Resources Information Center

Robinson, Derek

1998-01-01

This analysis of the female/male wage gap in diverse countries looks at pay scales/job rates, average wage/salary rates, and average earnings in medical, public service, banking, and finance occupations. Explanations for differences and discussion of methodological issues are offered. (SK)

The $16,819 pay gap for newly trained physicians: the unexplained trend of men earning more than women.

PubMed

Lo Sasso, Anthony T; Richards, Michael R; Chou, Chiu-Fang; Gerber, Susan E

2011-02-01

Prior research has suggested that gender differences in physicians' salaries can be accounted for by the tendency of women to enter primary care fields and work fewer hours. However, in examining starting salaries by gender of physicians leaving residency programs in New York State during 1999-2008, we found a significant gender gap that cannot be explained by specialty choice, practice setting, work hours, or other characteristics. The unexplained trend toward diverging salaries appears to be a recent development that is growing over time. In 2008, male physicians newly trained in New York State made on average $16,819 more than newly trained female physicians, compared to a $3,600 difference in 1999.

Increasing predoctoral dental students' motivations to specialize in prosthodontics.

PubMed

Zarchy, Marisa; Kinnunen, Taru; Chang, Brian M; Wright, Robert F

2011-09-01

This study provides data about factors that influence dental students' decision of which specialty to pursue and describes program changes in prosthodontics designed to expand student interest in a prosthodontics training program. Of 176 current and recently graduated students at Harvard School of Dental Medicine, 167 responded to the e-mail survey for a 94.9 percent response rate. Using the Pearson chi-square analysis, we analyzed nine factors to determine their contribution to these students' choice of specialty. Two factors, lecture and faculty/mentoring, were highly significant (p<0.006) regarding impact on the students' introductory experience with prosthodontics. When choosing a specialty, 44 percent of all students ranked "enjoyment of providing the specialty service" as the most important factor. Students wishing to specialize in prosthodontics, however, ranked four significant factors: enjoyment of providing the specialty service (p<0.037, p<0.057); faculty influence (p<0.0002, p<0.0001); length of program (p<0.039, p<0.006); and cost of program (p<0.023, p<0.004). Respondents also ranked the nine American Dental Association-recognized specialties regarding their perceptions of future salary and impact on the dental profession. They ranked prosthodontics fourth for future salary and fifth for impact on the profession. At the same time that this study was being conducted, key changes were being made in the graduate prosthodontics program; those appear to have had a positive impact on students' interest in pursuing prosthodontics as a specialty.

Negotiation in academic medicine: a necessary career skill.

PubMed

Sarfaty, Suzanne; Kolb, Deborah; Barnett, Rosalind; Szalacha, Laura; Caswell, Cheryl; Inui, Thomas; Carr, Phyllis L

2007-03-01

Negotiation and its use in academic medicine have not been studied. Little is known about faculty experience with negotiation or its potential benefits for academe. Barriers to negotiation and how they can be addressed, especially for faculty without perceived skill in negotiation, are unknown. To better understand the problems that such faculty experience, we completed in-depth, individual telephone interviews of 20 academic medical faculty at 11 of the 24 medical schools in the National Faculty Survey, all of whom perceived difficulty in negotiation. Faculty were stratified by rank, gender, and degree. Semistructured interviews were audiotaped, transcribed, and analyzed by five reviewers. We explored the role of negotiation in academe, barriers to negotiation, what faculty and institutions can do to improve the use of negotiation, and possible differences in negotiation by gender. Faculty were relatively unaware of the possible uses of negotiation to advance their work in academe. Women tended to see negotiation as less important to an academic career than did their male colleagues. The perceived hierarchy and secrecy of many academic medical centers was believed to create a difficult environment for negotiation. For effective negotiation to occur, faculty stated the need to prepare, gather information, especially on compensation and resources, and to know their priorities. Preparation was particularly important for women, correlating with greater comfort with the degree of aggressiveness in the negotiation and greater self-confidence after the negotiation. These informants suggested that institutions need to provide more transparent information on salary and promotion guidelines. Further, institutions need to empower faculty with a solid understanding of institutional policy, goals, and resource needs of academic life. Many medical faculty are insufficiently aware of, or skilled in, the negotiation process and find significant barriers to negotiate in academe. Medical centers need to improve the climate for negotiation in academic medicine to maximize the potential contributions of negotiation to the institution.

The glass ceiling in academe: health administration is no exception.

PubMed

Stoskopf, C H; Xirasagar, S

1999-01-01

This paper reviews gender issues in academe and presents findings of a limited survey of ACEHSA-accredited health administration graduate programs. The survey shows gender ratios adverse to women at the full, associate, and assistant professor levels. Men to women ratio among faculty was 1.98, among full-time faculty it was 2.24, and among tenured/tenure-track faculty it was 2.69, despite an excess of female students over male students in graduate programs, and despite equal proportions of women and men faculty holding doctoral degrees. Distribution by rank showed 48.5 percent full professors, 27.8 percent associate professors, and, 20.1 percent assistant professors among men, vs. 27.4 percent, 41.1 percent, and 31.5 percent respectively among women. In other academic fields similar gender ratios prevail, and many researchers have documented evidence of continuing gender inequities in tenure, promotion and salary, given comparable performance, despite the enactment of Title IX in 1972. Gender disparities are rooted in a complex web of gender-specific constraints interwoven with secular human capital and structural variables, and confounded by sexist discriminatory factors. In light of these issues, recommendations are made toward creating an equitable academic climate without compromising the ideal of meritocracy, through gender-sensitive initiatives and vigilance mechanisms to bring policies to fruition.

Is this (still) a man's world?

PubMed

Metaxa, Victoria

2013-01-29

During the past 50 years, the participation of women in medicine has increased dramatically. However, this encouraging influx has not been accompanied by equality for male and female faculty in terms of rank attainment, leadership roles and salaries. There is considerable evidence that women are still under-represented in the higher echelons of academic medicine, either as heads of departments, authors of scientific papers or members of editorial boards. Participation in medical congresses is another important measure of medical achievement; this manuscript comments on the female representation in four of the largest international meetings in the field of intensive care medicine (ICM). It notes the scarcity of female faculty members and proposes several explanations for this phenomenon. The notable under-representation of women in the ICM congresses suggests the existence of a 'glass ceiling' in the field of intensive care medicine, a specialty that, up until today, hasn't been considered as traditionally 'male'.

Is this (still) a man's world?

PubMed Central

2013-01-01

During the past 50 years, the participation of women in medicine has increased dramatically. However, this encouraging influx has not been accompanied by equality for male and female faculty in terms of rank attainment, leadership roles and salaries. There is considerable evidence that women are still under-represented in the higher echelons of academic medicine, either as heads of departments, authors of scientific papers or members of editorial boards. Participation in medical congresses is another important measure of medical achievement; this manuscript comments on the female representation in four of the largest international meetings in the field of intensive care medicine (ICM). It notes the scarcity of female faculty members and proposes several explanations for this phenomenon. The notable under-representation of women in the ICM congresses suggests the existence of a 'glass ceiling' in the field of intensive care medicine, a specialty that, up until today, hasn't been considered as traditionally 'male'. PMID:23360566

Benefits Outgrow Salaries

ERIC Educational Resources Information Center

Chemical and Engineering News, 1973

1973-01-01

Discusses employee benefits offered to various manufacturing industry workers, especially for chemical professionals. Indicates that in the chemicals and allied products industry, such benefits averaged more than 30 percent of payroll in 1971. (CC)

Hot, Hot, Hot Computer Careers.

ERIC Educational Resources Information Center

Basta, Nicholas

1988-01-01

Discusses the increasing need for electrical, electronic, and computer engineers; and scientists. Provides current status of the computer industry and average salaries. Considers computer chip manufacture and the current chip shortage. (MVL)

29 CFR 4901.32 - Fee schedule.

Code of Federal Regulations, 2011 CFR

2011-07-01

... an established agency-wide average rate for CPU operating costs and operator/programmer salaries... of duplication. (c) Other charges. The scheduled fees, set forth in paragraphs (a) and (b) of this...

29 CFR 4901.32 - Fee schedule.

Code of Federal Regulations, 2010 CFR

2010-07-01

... an established agency-wide average rate for CPU operating costs and operator/programmer salaries... of duplication. (c) Other charges. The scheduled fees, set forth in paragraphs (a) and (b) of this...

[Salary and clinical productivity among physicians in Norwegian somatic hospitals 2001-2008].

PubMed

Johannessen, Karl-Arne

2010-09-23

Analysis of the future need for medical doctors necessitates an assessment of their productivity. The goals of this study were to analyze the relation between doctors' work force and the increased activity in hospitals, and to describe the development of working hours and salary for hospital doctors in a gender perspective. Information about man-labour years, working time and salary for doctors in Norwegian somatic hospitals was retrieved for the period 2001-2008. Number of hospital stays, DRG points and outpatient consultations per man-labour year are used as measures of doctors' clinical productivity. The percentage of female doctors increased from 34.7 % to 42.2 %. The mean annual salary increased more for men (14.4 % higher in 2001 and 16.6 % higher in 2008) than women. Total salary costs for doctors increased by 69.9 % (from 3.66 bill to 6.22 bill. NOK); 42.6 % of this increase was generated by new positions (1 306 man-labour years, + 21.2 %). Labour years from extended working hours increased by 6.8 % (constituting 1043 labour years in 2008; 12.2 % of the total), but the average extended labour time per doctor decreased (-16.7 % for women and -9.6 % for men). The number of hospital stays increased by 13.2 %, DRG points increased by 12.4 % and outpatient consultations increased by 9.3 % per doctor's work year in the period 2001-2008. Higher salaries for men may be explained by age, more men in senior positions and longer working hours than for women. The productivity of Norwegian doctors still increased from 2001 to 2008 (taking into account the increase in salary).

Japanese medical students' interest in basic sciences: a questionnaire survey of a medical school in Japan.

PubMed

Yamazaki, Yuka; Uka, Takanori; Shimizu, Haruhiko; Miyahira, Akira; Sakai, Tatsuo; Marui, Eiji

2013-02-01

The number of physicians engaged in basic sciences and teaching is sharply decreasing in Japan. To alleviate this shortage, central government has increased the quota of medical students entering the field. This study investigated medical students' interest in basic sciences in efforts to recruit talent. A questionnaire distributed to 501 medical students in years 2 to 6 of Juntendo University School of Medicine inquired about sex, grade, interest in basic sciences, interest in research, career path as a basic science physician, faculties' efforts to encourage students to conduct research, increases in the number of lectures, and practical training sessions on research. Associations between interest in basic sciences and other variables were examined using χ(2) tests. From among the 269 medical students (171 female) who returned the questionnaire (response rate 53.7%), 24.5% of respondents were interested in basic sciences and half of them considered basic sciences as their future career. Obstacles to this career were their original aim to become a clinician and concerns about salary. Medical students who were likely to be interested in basic sciences were fifth- and sixth-year students, were interested in research, considered basic sciences as their future career, considered faculties were making efforts to encourage medical students to conduct research, and wanted more research-related lectures. Improving physicians' salaries in basic sciences is important for securing talent. Moreover, offering continuous opportunities for medical students to experience research and encouraging advanced-year students during and after bedside learning to engage in basic sciences are important for recruiting talent.

Women in Physics and Astronomy in the U.S.

NASA Astrophysics Data System (ADS)

Ivie, Rachel

2005-10-01

I presented results from the AIP report, Women in Physics and Astronomy, 2005 (R. Ivie and K. Nies Ray, AIP Publication Number R-430.02, www.aip.org/statistics/trends/reports/women05.pdf), which was funded by the Alfred P. Sloan Foundation. Compared with other scientific fields, women are very underrepresented in physics, although their representation has increased in the last 30 years. By 2003, women earned 18% of the physics degrees in the United States, which is a record high. In 2003, women earned 26% of the PhDs in astronomy. However, minority women (African-American and Hispanic) receive very few physics and astronomy degrees in the U.S. Also troubling is the salary gap between men's and women's salaries in physics and related fields. Even within the same employment sector and controlling for years since degree, women earn 5% less than men. The percentage of newly hired part-time faculty who are women is higher than the percentages hired into tenured and tenure-track positions. Many women take physics in high school, but a smaller percentage take the Advanced Placement physics exams, and an even smaller percentage earn physics bachelor's degrees. However, once women have earned a bachelor's degree in physics, they are able to persist in academic careers. In fact, our data show that women are represented on physics and astronomy faculties at about the rates we would expect given degree production in the past. Finally, women's representation in physics varies across countries, documenting the influence of social and cultural factors on the representation of women in science.

An Analysis of Efficiency in Senior Secondary Schools in the Gambia 2006-2008: Educational Inputs and Production of Credits in English and Mathematics Subjects

ERIC Educational Resources Information Center

Sillah, B. M. S.

2012-01-01

This paper employs a stochastic production frontier model to assess the efficiency of the senior secondary schools in the Gambia. It examines their efficiency in using and mixing the educational inputs of average teacher salary, average teacher education, average teacher experience and students-to-teacher ratio in producing the number of students…

Profile and professional expectations of medical students in Mozambique: a longitudinal study.

PubMed

Ferrinho, Paulo; Fronteira, Inês; Sidat, Mohsin; da Sousa, Fernando; Dussault, Gilles

2010-09-21

This paper compares the socioeconomic profile of medical students registered at the Faculty of Medicine of Universidade Eduardo Mondlane (FM-UEM), Maputo, for the years 1998/99 and 2007/08. The objective is to describe the medical students' social and geographical origins, expectations and perceived difficulties regarding their education and professional future. Data were collected through questionnaires administered to all medical students. The response rate in 1998/99 was 51% (227/441) and 50% in 2007/08 (484/968).The main results reflect a doubling of the number of students enrolled for medical studies at the FM-UEM, associated with improved student performance (as reflected by failure rates). Nevertheless, satisfaction with the training received remains low and, now as before, students still identify lack of access to books or learning technology and inadequate teacher preparedness as major problems. There is a high level of commitment to public sector service. However, students, as future doctors, have very high salary expectations that will not be met by current public sector salary scales. This is reflected in an increasing degree of orientation to double sector employment after graduation.

An analysis of China's physician salary payment system.

PubMed

Ran, Li-mei; Luo, Kai-jian; Wu, Yun-cheng; Yao, Lan; Feng, You-mei

2013-04-01

Physician payment system (PPS) is a principal incentive system to motivate doctors to provide excellent care for patients. During the past decade, physician remuneration in China has not been in proportional to physician's average work load and massive responsibilities. This paper reviewed the constitution of the PPS in China, and further discussed the problems and issues to be addressed with respect to pay for performance. Our study indicated that the lower basic salary and bonus distribution tied to "profits" was the major contributor to the physician's profit-driven incentive and the potential cause for the speedy growth of health expenditures. We recommend that government funding to hospitals should be increased to fully cover physicians' basic salary, a flexible human resource and talent management mechanism needs to be established that severs personal interest between physicians and hospitals, and modern performance assessment and multiplexed payment systems should be piloted to encourage physicians to get the more legitimate compensation.

Evaluating the Changing Financial Burdens for Graduating Pharmacists

PubMed Central

Ulbrich, Timothy R.

2017-01-01

Objective. To compare new practitioners in 2009 and 2014 by modeling net income from available salary, expenditure, and student loan data. Methods. A Monte Carlo simulation with probabilistic sensitivity analysis was conducted to model net income for graduating pharmacists in 2009 and 2014. Mean and standard deviations were recorded for each model parameter. Student t-tests were used to compare the mean differences between 2009 and 2014 cohorts. Results. Pharmacist salary and disposable income were higher on average in 2014 compared with 2009. Consumer expenditures were higher in 2014, offsetting the higher salary resulting in a 2014 discretionary income that was less than in 2009 [95% CI: -$2,336, -$1,587]. Net income decreased from 2009 to 2014 for all pharmacy school types. Conclusion. Regardless of loan payment strategy, net incomes for pharmacists graduating from public and private institutions were less in 2014 compared with 2009. PMID:29109563

Evaluating the Changing Financial Burdens for Graduating Pharmacists.

PubMed

Mattingly, T Joseph; Ulbrich, Timothy R

2017-09-01

Objective. To compare new practitioners in 2009 and 2014 by modeling net income from available salary, expenditure, and student loan data. Methods. A Monte Carlo simulation with probabilistic sensitivity analysis was conducted to model net income for graduating pharmacists in 2009 and 2014. Mean and standard deviations were recorded for each model parameter. Student t -tests were used to compare the mean differences between 2009 and 2014 cohorts. Results. Pharmacist salary and disposable income were higher on average in 2014 compared with 2009. Consumer expenditures were higher in 2014, offsetting the higher salary resulting in a 2014 discretionary income that was less than in 2009 [95% CI: -$2,336, -$1,587]. Net income decreased from 2009 to 2014 for all pharmacy school types. Conclusion. Regardless of loan payment strategy, net incomes for pharmacists graduating from public and private institutions were less in 2014 compared with 2009.

1980 Survey of Faculty Teaching in Departments of Medicinal/Pharmaceutical Chemistry at American Colleges of Pharmacy.

ERIC Educational Resources Information Center

Matuszak, Alice Jean; Sarnoff, Darwin

1981-01-01

An American Association of Colleges of Pharmacy survey of medicinal/pharmaceutical chemistry faculty is reported. Data, including academic and experience backgrounds of faculty and their teaching load, are presented. Differences in training are noted in comparing the average chemistry professor to the average assistant professor. (Author/MLW)

34 CFR 237.4 - In what amounts are fellowships awarded?

Code of Federal Regulations, 2010 CFR

2010-07-01

... the national average salary of public school teachers in the most recent year for which satisfactory... teachers in the most recent year for which satisfactory data are available, as determined by the Secretary...

Rapid rise predicted for geologist salaries

NASA Astrophysics Data System (ADS)

The number of geologists entering the earth science profession and their average salary will increase faster than for other natural and physical sciences during the next 2 decades, according to A.G. Unklesbay, executive director of the American Geological Institute (AGI). He is drafting for the National Academy of Sciences' Geological Sciences Board (Eos, 62, p. 107, March 17) a chapter on manpower needs in geology.‘AGI studies trends in geoscience education, and our records show that majors have doubled in the decade 1971-1980,’ Unklesbay said. ‘These studies are ongoing and the data for 1981 show this trend continuing.’

Assessment of the work environment of faculty of a Medical College in Pakistan.

PubMed

Saeed, Abid; Butt, Zahid Ahmad

2014-01-01

Extensive research is done on nursing work environments but less is known about the job conditions and environments of other health professionals. This study was aimed to fill this information gap by highlighting the factors affecting the work environment and stressors causing turnover of staff. A cross sectional study was conducted in Bolan Medical College Quetta for the assessment of working environment of the faculty from 22nd April to 22nd July 2012. All permanent teaching staff was included. A structured questionnaire was adopted fromI health sciences association of Alberta (HSSA), 2006 work Environment Survey. An observational check list for assessment of the physical environment /infrastructure and other general physical stuff was used. The faculty menibers were-not-satisfied with the security and safety of their work place but were satisfied with salaries, employer, and management. Work teams and relationship between employees and employers were respectful with good communication. Majority found their work times stressful and opportunities for on job trainings and professional development, adequate tools, equipment and conditions were mostly lacking. The overall working environment is not that good and few areas need serious attention like: professional development, trainings, adequate equipment, and security.

Implementation and evaluation of the Johns Hopkins University School of Medicine leadership program for women faculty.

PubMed

Levine, Rachel B; González-Fernández, Marlís; Bodurtha, Joann; Skarupski, Kimberly A; Fivush, Barbara

2015-05-01

Women continue to be underrepresented in top leadership roles in academic medicine. Leadership training programs for women are designed to enhance women's leadership skills and confidence and increase overall leadership diversity. The authors present a description and evaluation of a longitudinal, cohort-based, experiential leadership program for women faculty at the Johns Hopkins University School of Medicine. We compared pre- and post-program self-assessed ratings of 11 leadership skills and specific negotiation behaviors from 3 cohorts of leadership program participants (n=134) from 2010 to 2013. Women reported significant improvements in skills across 11 domains with the exceptions of 2 domains, Public Speaking and Working in Teams, both of which received high scores in the pre-program assessment. The greatest improvement in rankings occurred within the domain of negotiation skills. Although women reported an increase in their negotiation skills, we were not able to demonstrate an increase in the number of times that women negotiated for salary, space, or promotion following participation in the program. The Johns Hopkins School of Medicine Leadership Program for Women Faculty has demonstrable value for the professional development of participants and addresses institutional strategies to enhance leadership diversity and the advancement of women.

Sustaining careers of physician-scientists in neonatology and pediatric critical care medicine: formulating supportive departmental policies.

PubMed

Christou, Helen; Dizon, Maria L V; Farrow, Kathryn N; Jadcherla, Sudarshan R; Leeman, Kristen T; Maheshwari, Akhil; Rubin, Lewis P; Stansfield, Brian K; Rowitch, David H

2016-11-01

Understanding mechanisms of childhood disease and development of rational therapeutics are fundamental to progress in pediatric intensive care specialties. However, Division Chiefs and Department Chairs face unique challenges when building effective laboratory-based research programs in Neonatal and Pediatric Intensive Care, owing to high clinical demands necessary to maintain competence as well as financial pressures arising from fund flow models and the current extramural funding climate. Given these factors, the role of institutional support that could facilitate successful transition of promising junior faculty to independent research careers is ever more important. Would standardized guidelines of such support provide greater consistency among institutions? We addressed preliminary questions during a national focus group, a workshop and a survey of junior and senior academicians to solicit recommendations for optimal levels of protected time and resources when starting an independent laboratory. The consensus was that junior faculty should be assigned no more than 8 wk clinical service and should obtain start-up funds of $500K-1M exclusive of a 5-y committed salary support. Senior respondents placed a higher premium on protected time than junior faculty.

Reinvesting in Geosciences at Texas A&M University in the 21st Century

NASA Astrophysics Data System (ADS)

Cifuentes, L. A.; Bednarz, S. W.; Miller, K. C.

2009-12-01

The College of Geosciences at Texas A&M University is implementing a three-prong strategy to build a strong college: 1) reinvesting in signature areas, 2) emphasizing environmental programs, and 3) nurturing a strong multi-disciplinary approach to course, program and research development. The college is home to one of the most comprehensive concentrations of geosciences students (837), faculty (107) and research scientists (32) in the country. Its departments include Atmospheric Sciences, Geography, Geology & Geophysics, and Oceanography. The college is also home to three major research centers: the Integrated Ocean Drilling Program, the Geochemical and Environmental Research Group, and the Texas Sea Grant College Program. During the 1990’s the college experienced a 20 percent loss in faculty when allocation of university funds was based primarily on student credit hour production while research expenditures were deemphasized. As part of Texas A&M University President Robert Gates’ Faculty Reinvestment and the college’s Ocean Drilling and Sustainable Earth Sciences hiring programs, 31 faculty members were hired in the college from 2004 through 2009, representing a significant investment-2.2 million in salaries and 4.6 million in start-up. Concurrent improvements to infrastructure and services important to signature programs included $3.0 million for radiogenic isotope and core imaging facilities and the hiring of a new Director of Student Recruitment. In contrast to faculty hiring in previous decades, the expectation of involvement in multi-disciplinary teaching, learning and research was emphasized during this hiring initiative. Returns on investments to date consist of growth in our environmental programs including new multidisciplinary course offerings, generation of a new research center and significant increases in student enrollment, research expenditures, and output of research and scholarly works. Challenges ahead include providing adequate staff support for the increasing numbers of faculty members, research staff and students, developing effective and sustainable faculty mentoring programs, and managing interdisciplinary programs and faculties.

An environmental scan of academic pediatric emergency medicine at Canadian medical schools: Identifying variability across Canada.

PubMed

Artz, Jennifer D; Meckler, Garth; Argintaru, Niran; Lim, Roderick; Stiell, Ian G

2018-01-28

To complement our environmental scan of academic emergency medicine departments, we conducted a similar environmental scan of the academic pediatric emergency medicine programs offered by the Canadian medical schools. We developed an 88-question form, which was distributed to pediatric academic leaders at each medical school. The responses were validated via email to ensure that the questions were answered completely and consistently. Fourteen of the 17 Canadian medical schools have some type of pediatric emergency medicine academic program. None of the pediatric emergency medicine units have full departmental status, while nine are divisions, two are sections, and three have no status. Canadian academic pediatric emergency medicine is practised at 13 major teaching hospitals and one specialized pediatric emergency department. There are 394 pediatric emergency medicine faculty members, including 13 full professors and 64 associate professors. Eight sites regularly take pediatric undergraduate clinical clerks, and all 14 provide resident education. Fellowship training is offered at 10 sites, with five offering advanced pediatric emergency medicine fellowship training. Half of the sites have at least one physician with a Master's degree in education, totalling 18 faculty members across Canada. There are 31 clinical researchers with salary support at nine universities. Eleven sites have published peer-reviewed papers (n=423) in the past five years, ranging from two to 102 per site. Annual academic budgets range from $10,000 to $2,607,515. This comprehensive review of academic activities in pediatric emergency medicine across Canada identifies the variability across the country, including the recognition of sites above and below the national average, which may prompt change at individual sites. Sharing these academic practices may inspire sites to provide more support to teachers, educators, and researchers.

76 FR 53910 - Fee for Using a Priority Review Voucher in Fiscal Year 2012

Federal Register 2010, 2011, 2012, 2013, 2014

2011-08-30

... ordinarily takes 10 months into 6 months, OPP estimates that a multiplier of 1.67 (10 months divided by 6... FY 2010. Dividing $6,856,000 (rounded to the nearest thousand dollars) by 13 (the total number of... adjust the FY 2010 cost figure above by the average amount by which FDA's average salary and benefit...

[Restoring dignity and respect to health care workers].

PubMed

Nedić, Olesja

2006-01-01

This year, the World Health Organization focuses on restoring dignity and respect to health care workers. The aim of this study was to investigate the workplace stressors in physicians. The present study was performed in the period 2002 - 2004, among physicians treated in the Health Center Novi Sad. The examinees were asked to fill out a questionnaire--a workplace survey--to identify workplace stressors by using a self-evaluation method The physicians were divided into three groups: those practicing surgery (S), internal medicine (IM) and preventive-diagnostics (PD). Statistical analysis was done using SPSS and STATISTICA software. The sample included 208 physicians with an average age of 40 years (SD = 7,1); average work experience of 22 years (SD = 8,1). 65 physicians from group S and 108 physicians from group IM, identified the following workplace stressors: treating patients in life-threatening situations (47.7%, 30.6%, respectfully); on-call duty (13.8%, 12%); low salary (10.8%, 10.2%); limited diagnostic and therapeutic resources in the IM group. 35 physicians from the DP group identified the following stressors: low salary (25%), treating patients in life-threatening situations and a great number of patients (16%). The analysis of all examined physicians revealed the following workplace stressors: treating patients in life-threatening situations (34.6%), low salary (13%), on-call duty and overtime, and too many patients per physician (11.5%). Restoring the reputation of health workers can be done by providing new equipment to resolve life-threatening situations, by increasing salaries, reducing on-call time, as well as the number of patients. Generally speaking, this should help to improve the quality of work in the health care system, in accordance with the recommendations of the WHO.

Strategies for Success of Women Faculty in Science: The ADVANCE Program at the University of Rhode Island

NASA Astrophysics Data System (ADS)

Wishner, K.; Silver, B.; Boudreaux-Bartels, F.; Harlow, L.; Knickle, H.; Mederer, H.; Peckham, J.; Roheim, C.; Trubatch, J.; Webster, K.

2004-12-01

The NSF-funded ADVANCE program seeks to increase the recruitment and retention of women faculty in science, technology, engineering, and mathematics (STEM) disciplines as part of a national goal of creating a broad-based scientific workforce able to effectively address societal demands. The University of Rhode Island, a recipient of an Institutional Transformation ADVANCE grant in 2003, has begun a campus-wide initiative. The 5 goals are (1) to increase the numbers of women STEM faculty, (2) to provide faculty development opportunities, (3) to improve networks of professional and social support, (4) to assess the academic work environment for all faculty, and (5) to implement long-term changes throughout the university that promote a supportive work environment for women STEM faculty. Accomplishments during the first year include (1) hiring several ADVANCE Assistant Professors, (2) developing workshops on critical skills for junior faculty (grant writing, negotiations, mentoring), (3) initiating a series of lunch meetings where pertinent topical and work-family issues are discussed informally, (4) awarding small Incentive grants for research and other projects that enhance the careers of women STEM faculty, (5) developing and modifying university policies on family leave and dual career couple recruitment, (6) developing and implementing quantitative and qualitative assessment tools for baseline and ongoing campus-wide work climate surveys within the context of a theoretical model for change, and (7) offering directed self-study workshops for entire departments using a trained facilitator. The ADVANCE Assistant Professor position, unique to URI's program, allows a new hire to spend the first 2-3 years developing a research program without teaching obligations. ADVANCE pays their salary during this time, at which point they transition to a regular faculty position. During this first of five years of NSF funding, the ADVANCE program has been met with campus wide enthusiasm and interest from both faculty and administration. Further, the program has the potential for invigorating not only STEM departments, but also the wider university, in offering innovative and engaging workshops and policies, as well as providing an opportunity for ongoing self-study through bi-annual surveys across the university.

Predoctoral dental students' perceptions and experiences with prosthodontics.

PubMed

Dhima, Matilda; Petropoulos, Vicki C; Salinas, Thomas J; Wright, Robert F

2013-02-01

The aims of this study were to: (1) investigate the perceptions and experiences of predoctoral dental students and advanced standing students on mentorship, exposure to prosthodontics, and future need for the specialty, and (2) establish a baseline of students' perceptions of the impact of prosthodontics on salary, personal and patient quality of life, and the profession of dentistry. A survey was distributed to 494 predoctoral and advanced standing students at the University of Pennsylvania School of Dental Medicine. Questions focused on the perceptions and experiences with the specialty of prosthodontics. A total of 410 surveys were analyzed using Chi Square tests and univariate and multivariate analysis with statistical software. Response rate was 83%. A positive initial introduction to prosthodontics was reported by 57% of students. Most students had positive experiences with prosthodontic faculty and enjoyed laboratory work and challenging/complex dentistry. A greater need for prosthodontists in the future was perceived by 82% of respondents, with 63% reporting that the future of prosthodontics had been emphasized. Students reported (1) a preclinical course directed by prosthodontists and (2) working in the clinic with prosthodontic faculty (p < 0.006) as having the biggest impact on their introduction to prosthodontics. A desire to pursue training or a career in prosthodontics was reported by 3.4% of the respondents, with 1.7% of them pursuing prosthodontics. Enjoyment of providing care in prosthodontics was the most important factor for those who decided to pursue prosthodontic postgraduate training. When compared to other specialties, prosthodontics ranked low with regards to its impact on salary (7(th) ), personal quality of life (5(th) ), patient quality of life (4(th) ), and strengthening of the dental field (7(th) ). Reasons few students are interested in prosthodontics as a career, despite a positive first introduction and high perceived future need for prosthodontists may be attributed to a number of factors. These include insufficient prosthodontically, trained faculty, lack of a mentorship program, lack of an advanced graduate program, a perception of feeling unprepared upon graduation, and misconception of potential income in prosthodontics. © 2012 by the American College of Prosthodontists.

Written Comments Made by Anesthesia Residents When Providing Below Average Scores for the Supervision Provided by the Faculty Anesthesiologist.

PubMed

Dexter, Franklin; Szeluga, Debra; Masursky, Danielle; Hindman, Bradley J

2016-06-01

Anesthesia residents in our department evaluate the supervision provided by the faculty anesthesiologist with whom they worked the previous day. What advice managers can best provide to the faculty who receive below-average supervision scores is unknown. The residents provided numerical answers (1 "never," 2 "rarely," 3 "frequently," or 4 "always") to each of the 9 supervision questions, resulting in a total supervision score. A written comment could also be provided. Over 2.5 years, the response rate to requests for evaluation was 99.1%. There were 13,664 evaluations of 76 faculty including 1387 comments. There were 25 evaluations with a comment of disrespectful behavior. For all 25, the question evaluating whether "the faculty treated me respectfully" was answered <4 (i.e., not "always"). The supervision scores were less than for the other evaluations with comments (P < 0.0001). Each increase in the faculty's number of comments of being disrespectful was associated with a lesser mean score (P = 0.0002). A low supervision score (<3.00; i.e., less than "frequent") had an odds ratio of 85 for disrespectful faculty behavior (P < 0.0001). The predictive value of the supervision score not being low for absence of a comment of disrespectful behavior was 99%. That finding was especially useful because 94% of scores below average (<3.80) were not low (≥3.00). There were 6 evaluations with a comment of insufficient faculty presence. Those evaluations had lesser scores than the other evaluations with comments (P < 0.0001). The 6 faculty with 1 such comment had lesser mean scores than the other faculty (P = 0.0071). There were 34 evaluations with a comment about poor-quality teaching. The evaluations related to poor teaching had lesser scores than the other evaluations with comments (P < 0.0001). The faculty who each received such a comment had lesser mean scores than the other faculty (P < 0.0001). Each increase in the faculty's number of comments of poor-quality teaching was associated with a lesser mean score (P = 0.0002). The 9 supervision questions were internally consistent (Cronbach α = 0.948). A faculty with a comment about poor-quality teaching had significant odds of also having a comment about insufficient presence (P = 0.0044). A comment with negative sentiment had significant odds of being about poor-quality teaching rather than being about insufficient presence (odds ratio, 6.00; P < 0.0001). A faculty who has insufficient presence cannot be providing good teaching. Furthermore, there was negligible correlation between supervision scores and faculty clinical assignments. Thus, insufficient faculty presence accounted for a small proportion of below-average supervision scores and low-quality supervision. Furthermore, scores ≥3 have a predictive value for the absence of disrespectful behavior ≅99%. Approximately 94% of the faculty supervision scores that were below average were still ≥3. Consequently, for the vast majority of the faculty-resident-days, quality of teaching distinguished between below- versus above-average supervision scores. This result is consistent with our prior finding of a strong correlation between 6-month supervision scores and assessments of teaching effectiveness. Taken together, when individual faculty anesthesiologists are counseled about their clinical supervision scores, the attribute to emphasize is quality of clinical teaching.

Annuity-estimating program

NASA Technical Reports Server (NTRS)

Jillie, D. W.

1979-01-01

Program computes benefits and other relevant factors for Federal Civil Service employees. Computed information includes retirement annuity, survivor annuity for each retirement annuity, highest average annual consecutive 3-year salary, length of service including credit for unused sick leave, amount of deposit and redeposit plus interest.

Retrospective analysis of survey data relating to the employment conditions of Canadian veterinary graduates for the years 2008 to 2013

PubMed Central

Jelinski, Murray D.; Lissemore, Kerry

2015-01-01

Six years of survey data generated from the “Annual New Graduate Survey” were collated and analyzed for trends. Canadian veterinary colleges graduated 14.9% more veterinarians in 2013 than 2008; 79.3% of graduates were female and this percentage was similar across all colleges (P = 0.51). The average base salary for new graduates remained constant at ~$69 000/annum for the years 2011 to 2013. However, the mean base salary of those employed in western Canada and Ontario was higher than that of employees in Quebec and the Maritimes (P < 0.001). There were no differences in the base salaries paid to males and females (P = 0.18) nor in what small animal, food animal, and equine practices were paying new graduates (P = 0.94). The 3 most common employee benefits were: a continuing education allowance, paid licensing fees, and paid malpractice insurance premiums. PMID:26483581

Temporal Stability of Stated Preferences: The Case of Junior Nursing Jobs.

PubMed

Doiron, Denise; Yoo, Hong Il

2017-06-01

With the growing use of discrete choice experiments (DCEs) in health workforce research, the reliability of elicited job preferences is a growing concern. We provide the first empirical evidence on the temporal stability of such preferences using a unique longitudinal survey of Australian nursing students and graduate nurses. The respondents completed DCEs on nursing positions in two survey waves. Each position is described by salary and 11 non-salary attributes, and the two waves are spaced 15months apart on average. Between the waves, most final-year students finished their degrees and started out as graduate nurses. Thus, the survey covers a long timespan that includes an important period of career transition. The relative importance of different job attributes appears stable enough to support the use of DCEs to identify key areas of policy intervention. There is virtually no change in the groupings of influential job characteristics. Conclusions regarding the stability of willingness-to-pay, however, are different because of unstable preferences for salary. The instability of preferences for salary was also found previously in the context of comparing alternative elicitation methods. This prompts us to push for further work on the reliability of stated preferences over monetary attributes. Copyright © 2016 John Wiley & Sons, Ltd. Copyright © 2016 John Wiley & Sons, Ltd.

5 CFR 550.162 - Payment provisions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... leave without pay period occurs during the employee's high-3 average salary period.) (g) Notwithstanding....162 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay General Rules Governing Payments of Premium Pay on An Annual Basis § 550.162...

5 CFR 550.162 - Payment provisions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... leave without pay period occurs during the employee's high-3 average salary period.) (g) Notwithstanding....162 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION (GENERAL) Premium Pay General Rules Governing Payments of Premium Pay on An Annual Basis § 550.162...

Next Steps: Making Career Plans.

ERIC Educational Resources Information Center

Frederick County Board of Education, MD.

Designed to assist Frederick County (Maryland) high school students with career planning, this handbook provides information for exploring the question, "What to do after high school?" General information covers employment trends, average starting salaries, types of financial aid available, relevant Federal statutes regarding equal pay…

Planning and Management of Faculty Resources. AIR Forum 1981 Paper.

ERIC Educational Resources Information Center

Montgomery, James R.; And Others

A computerized faculty allocation and reallocation model is presented to aid the decision maker in evaluating the outcomes of various strategies. A unique goal can be computed for each department based on the average index of the institution, the average of the college, the preceding average of the department, and a goal established by management…

The Faculty Costs to Educate a Biomedical Sciences Graduate Student

PubMed Central

Smolka, Adam J.; Halushka, Perry V.; Garrett-Mayer, Elizabeth

2015-01-01

Academic medical centers nationwide face numerous fiscal challenges resulting from implementation of restructured healthcare delivery models, contracting state support for higher education, and increased competition for federal and other sources of biomedical research funding. In pursuing greater accountability and transparency in its fiscal operations, the Medical University of South Carolina (MUSC) has implemented a responsibility centers management budgetary model, which requires all MUSC colleges to be eventually self-sustaining financially. Graduate schools in the biomedical sciences are particularly vulnerable in the face of these challenges, depending traditionally as they do on financial support from training grant tuition, occasional medical school tuition and medical practice plan revenues, graduate college–based revenue-generating programs, and faculty payment of PhD tuition. The revenue streams are often insufficient to support PhD training programs, and supplemental financial support is required from the institution. In the context of a college of graduate studies, estimates of the cost of educating a graduate student become a significant necessity. This study presents a readily applicable model of empirically estimating the faculty salary costs that may provide a basis for budgetary planning that will help to sustain a biomedical sciences graduate school’s commitment to its teaching, research, and service mission goals. PMID:25673355

General surgery residency program websites: usefulness and usability for resident applicants.

PubMed

Reilly, Eugene F; Leibrandt, Thomas J; Zonno, Alan J; Simpson, Mary Christina; Morris, Jon B

2004-01-01

To assess the content of general surgery residency program websites, the websites' potential as tools in resident recruitment, and their "usability." The homepages of general surgery residency programs were evaluated for accessibility, ease-of-use, adherence to established principles of website design, and content. Investigators completed a questionnaire on aspects of their online search, including number of mouse-clicks used, number of errors encountered, and number of returns to the residency homepage. The World Wide Web listings on the Fellowship and Residency Electronic Interactive Database (FREIDA) of the American Medical Association (AMA). A total of 251 ACGME-accredited general surgery residency programs. One hundred sixty-seven programs (67%) provided a viable link to the program's website. Evaluators found an average of 5.9 of 16 content items; 2 (1.2%) websites provided as many as 12 content items. Five of the 16 content items (program description, conference schedules, listing of faculty, caseload, and salary) were found on more than half of the sites. An average of 24 mouse-clicks was required to complete the questionnaire for each site. Forty-six sites (28%) generated at least 1 error during our search. The residency homepage was revisited an average of 5 times during each search. On average, programs adhered to 6 of the 10 design principles; only 6 (3.6%) sites adhered to all 10 design principles. Two of the 10 design principles (use of familiar fonts, absence of frames) were adhered to in more than half of the sites. Our overall success rate when searching residency websites was 38%. General surgery residency programs do not use the World Wide Web optimally, particularly for users who are potential residency candidates. The usability of these websites could be increased by providing relevant content, making that content easier to find, and adhering to established web design principles.

Perceptions of Faculty Status among Academic Librarians

ERIC Educational Resources Information Center

Galbraith, Quinn; Garrison, Melissa; Hales, Whitney

2016-01-01

This study measures the opinions of ARL librarians concerning the benefits and disadvantages of faculty status in academic librarianship. Average responses from faculty and nonfaculty librarians, as well as from tenured and tenure-track librarians, are analyzed to determine the general perceptions of each group. Overall, faculty librarians…

Incentive-Related Human Resource Practices for Substance Use Disorder Counselors: Salaries, Benefits, and Training

PubMed Central

Rothrauff, Tanja C.; Abraham, Amanda J.; Bride, Brian E.; Roman, Paul M.

2011-01-01

Understanding factors associated with incentive-related human resource practices for substance use disorder counselors can help promote a stable workforce in this occupation. We examined three counselor incentives—salaries, benefits, training—and the link with organizational, counselor, and patient characteristics. Data were collected in 2007/08 via face-to-face interviews with 345 administrators/clinical directors in private treatment centers. Centers paid counselors an average of $38,800 annually and provided a mean of 2.83 benefits and 1.61 training (0-4 scales). Characteristics differed based on the incentive. Centers’ managements need to be aware of different incentives that can help attract and retain counselors. PMID:22039315

Job Prospects for Electrical Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1986-01-01

Discusses the career outlook for electrical/electronics engineers. Explains that the number of bachelor degree graduates continues to rise, along with average starting salaries. Reveals that although the availability of jobs in the computer industry is leveling off, prospects in the robotics and telecommunication fields are growing. (TW)

Non-parallel processing: Gendered attrition in academic computer science

NASA Astrophysics Data System (ADS)

Cohoon, Joanne Louise Mcgrath

2000-10-01

This dissertation addresses the issue of disproportionate female attrition from computer science as an instance of gender segregation in higher education. By adopting a theoretical framework from organizational sociology, it demonstrates that the characteristics and processes of computer science departments strongly influence female retention. The empirical data identifies conditions under which women are retained in the computer science major at comparable rates to men. The research for this dissertation began with interviews of students, faculty, and chairpersons from five computer science departments. These exploratory interviews led to a survey of faculty and chairpersons at computer science and biology departments in Virginia. The data from these surveys are used in comparisons of the computer science and biology disciplines, and for statistical analyses that identify which departmental characteristics promote equal attrition for male and female undergraduates in computer science. This three-pronged methodological approach of interviews, discipline comparisons, and statistical analyses shows that departmental variation in gendered attrition rates can be explained largely by access to opportunity, relative numbers, and other characteristics of the learning environment. Using these concepts, this research identifies nine factors that affect the differential attrition of women from CS departments. These factors are: (1) The gender composition of enrolled students and faculty; (2) Faculty turnover; (3) Institutional support for the department; (4) Preferential attitudes toward female students; (5) Mentoring and supervising by faculty; (6) The local job market, starting salaries, and competitiveness of graduates; (7) Emphasis on teaching; and (8) Joint efforts for student success. This work contributes to our understanding of the gender segregation process in higher education. In addition, it contributes information that can lead to effective solutions for an economically significant issue in modern American society---gender equality in computer science.

Surgical resident education: what is the department's price for commitment?

PubMed

Meara, Michael P; Schlitzkus, Lisa L; Witherington, Mitzi; Haisch, Carl; Rotondo, Michael F; Schenarts, Paul J

2010-01-01

The current recession has impacted all aspects of our economy. Some residency programs have experienced faculty salary cuts, furlough days, and cessation of funding for travel to academic meetings. This milieu forced many residency programs to reevaluate their commitment to resident education, particularly for those expenses not provided for by Direct Medical Education (DME) and Indirect Medical Education (IME) funds. The purpose of this study was to determine what price a Department of Surgery pays to fulfill its commitment to resident education. A financial analysis of 1 academic year was performed for all expenses not covered by DME or IME funds and is paid for by the faculty practice plan. These expenses were categorized and further analyzed to determine the funds required for resident-related scholarly activity. A university-based general surgery residency program. Twenty-eight surgical residents and a program coordinator. The departmental faculty provided $153,141 during 1 academic year to support the educational mission of the residency. This amount is in addition to the $1.6 million in faculty time, $850,000 provided by the federal government in terms of DME funds, and $14 million of IME funds, which are distributed on an institutional basis. Resident presentations at scientific meetings accounted for $49,672, and program coordinator costs of $44,190 accounted for nearly two-thirds of this funding. The departmental faculty committed $6400 per categorical resident. In addition to DME and IME funds, a department of surgery must commit significant additional monies to meet the educational goals of surgical residency. Copyright © 2010 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Salary Compression in the Association of Research Libraries

ERIC Educational Resources Information Center

Seaman, Scott

2005-01-01

Using salary data from the "ARL Annual Salary Survey," this paper analyzes 2003-2004 salary data for evidence of salary compression. It reviews the concept of salary compression to explain its relationship to market salary rates and salary dispersion within an organization. The analysis utilizes comparison ratios between salaries and years of…

Dental establishment business activity in California counties at the start of the millennium.

PubMed

Waldman, H Barry

2006-05-01

The Bureau of the Census reports for 2002 were used to develop business data for "average" dental establishments in each of the counties in California. On average, between 1997 and 2002, when compared to national information, the number of California statewide dental establishments increased at a greater rate, had a smaller resident population per establishment, reported lower gross receipts, had fewer employees, and paid lower salaries to employees.

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 23 Highways 1 2011-04-01 2011-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 23 Highways 1 2014-04-01 2014-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 23 Highways 1 2013-04-01 2013-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL HIGHWAY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION PAYMENT PROCEDURES REIMBURSEMENT Reimbursement for Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

Job Prospects for Industrial Engineers.

ERIC Educational Resources Information Center

Basta, Nicholas

1986-01-01

Because of the impetus on how to improve productivity in companies, the demand for graduating industrial engineers continues to be strong from a variety of sources. Starting salary offers for graduates have been averaging $26,784. Enrollments in industrial engineering programs are increasing (with 3,923 graduates in 1984). (JN)

A survey of Sub-Saharan African medical schools

PubMed Central

2012-01-01

Background Sub-Saharan Africa suffers a disproportionate share of the world's burden of disease while having some of the world's greatest health care workforce shortages. Doctors are an important component of any high functioning health care system. However, efforts to strengthen the doctor workforce in the region have been limited by a small number of medical schools with limited enrolments, international migration of graduates, poor geographic distribution of doctors, and insufficient data on medical schools. The goal of the Sub-Saharan African Medical Schools Study (SAMSS) is to increase the level of understanding and expand the baseline data on medical schools in the region. Methods The SAMSS survey is a descriptive survey study of Sub-Saharan African medical schools. The survey instrument included quantitative and qualitative questions focused on institutional characteristics, student profiles, curricula, post-graduate medical education, teaching staff, resources, barriers to capacity expansion, educational innovations, and external relationships with government and non-governmental organizations. Surveys were sent via e-mail to medical school deans or officials designated by the dean. Analysis is both descriptive and multivariable. Results Surveys were distributed to 146 medical schools in 40 of 48 Sub-Saharan African countries. One hundred and five responses were received (72% response rate). An additional 23 schools were identified after the close of the survey period. Fifty-eight respondents have been founded since 1990, including 22 private schools. Enrolments for medical schools range from 2 to 1800 and graduates range from 4 to 384. Seventy-three percent of respondents (n = 64) increased first year enrolments in the past five years. On average, 26% of respondents' graduates were reported to migrate out of the country within five years of graduation (n = 68). The most significant reported barriers to increasing the number of graduates, and improving quality, related to infrastructure and faculty limitations, respectively. Significant correlations were seen between schools implementing increased faculty salaries and bonuses, and lower percentage loss of faculty over the previous five years (P = 0.018); strengthened institutional research tools (P = 0.00015) and funded faculty research time (P = 0.045) and greater faculty involvement in research; and country compulsory service requirements (P = 0.039), a moderate number (1-5) of post-graduate medical education programs (P = 0.016) and francophone schools (P = 0.016) and greater rural general practice after graduation. Conclusions The results of the SAMSS survey increases the level of data and understanding of medical schools in Sub-Saharan Africa. This data serves as a baseline for future research, policies and investment in the health care workforce in the region which will be necessary for improving health. PMID:22364206

Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

PubMed

Carvajal, Manuel J; Popovici, Ioana

2016-01-01

Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

Pay, Working Conditions, and Teacher Quality

ERIC Educational Resources Information Center

Hanushek, Eric A.; Rivkin, Steven G.

2007-01-01

Eric Hanushek and Steven Rivkin examine how salary and working conditions affect the quality of instruction in the classroom. The wages of teachers relative to those of other college graduates have fallen steadily since 1940. Today, average wages differ little, however, between urban and suburban districts. In some metropolitan areas urban…

Determining the Relationship between Drivers' Level of Education, Training, Working Conditions, and Job Performance in Kenya.

ERIC Educational Resources Information Center

Nafukho, Fredrick Muyia; Hinton, Barbara E.

2003-01-01

Multiple regression analyses of data from 143 public transportation drivers in Kenya indicated that driver experience and hours worked were significantly related to rates of traffic accidents. Educational level, training, salary, and average speed were not related. (Contains 45 references.) (SK)

78 FR 16486 - Commission Information Collection Activities (FERC-606); Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-15

...-time employment). \\4\\ Average salary plus benefits per full-time equivalent employee. Comments... Requests for Further Information), to the Office of Management and Budget (OMB) for review of the... intended to allow agencies to assist the Commission to make better informed decisions in establishing due...

Certificated Personnel and Related Information, Fall 1997.

ERIC Educational Resources Information Center

Wamboldt, Martina

Information on Colorado's certificated school personnel and related information was gathered from the state's public school districts and Boards of Cooperative Services during fall 1997. This information shows that the fall 1997 average salary for Colorado's 37,840.9 full-time-equivalent (FTE) public school teachers was $37,240, which represented…

Salaried and Professional Women: Relevant Statistics. Publication #92-3.

ERIC Educational Resources Information Center

Wilson, Pamela, Ed.

This document contains 29 statistical tables grouped into five sections: "General Statistics,""Occupations and Earnings,""Earnings of Selected Professional Occupations,""Women and Higher Education," and "Family Income and Composition." Among the tables are those that show the following: (1) 1991 annual average U.S. civilian work force by…

An Aging Teaching Force and Problems of Organizational Renewal.

ERIC Educational Resources Information Center

Bumbarger, C. S.; And Others

1987-01-01

Ascertains what 59 male and 40 female Alberta teachers (average age 50) think about career changes, early and partial retirement. Indicates reasons for career change (personal challenge, additional salary, frustration) and lack of interest in partial retirement. Concludes options for career change should be investigated with younger age group.…

Class of 1994, Annual Report: NH Technical Colleges and Institute and NH Police Standards and Training.

ERIC Educational Resources Information Center

New Hampshire State Dept. of Postsecondary Technical Education, Concord.

This 1994 annual report for the New Hampshire Technical Colleges and Institute System (NHTC&IS) includes information on enrollments, outcomes, job placement, average salaries, transfer institutions, work force training, the Police Academy, finances, future directions, and governance. Introductory material highlights the following…

An Introduction to Teacher Retirement Benefits

ERIC Educational Resources Information Center

Hansen, Janet S.

2010-01-01

Like most other state and local government employees, teachers participate primarily in defined benefit pension plans whose benefits are largely based on final average salaries and length of service. Such pensions have been replaced in many private sector firms by defined contribution pensions. A number of questions have arisen about the…

Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

NASA Astrophysics Data System (ADS)

Antonakas, Nikolaos; Mironaki, Amalia

2009-08-01

The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

Postgraduate career intentions of medical students and recent graduates in Malawi: a qualitative interview study.

PubMed

Bailey, Nicola; Mandeville, Kate L; Rhodes, Tim; Mipando, Mwapatsa; Muula, Adamson S

2012-09-14

In 2004, the Malawian Ministry of Health declared a human resource crisis and launched a six year Emergency Human Resources Programme. This included salary supplements for key health workers and a tripling of doctors in training. By 2010, the number of medical graduates had doubled and significantly more doctors were working in rural district hospitals. Yet there has been little research into the views of this next generation of doctors in Malawi, who are crucial to the continuing success of the programme. The aim of this study was to explore the factors influencing the career plans of medical students and recent graduates with regard to four policy-relevant aspects: emigration outside Malawi; working at district level; private sector employment and postgraduate specialisation. Twelve semi-structured interviews were conducted with fourth year medical students and first year graduates, recruited through purposive and snowball sampling. Key informant interviews were also carried out with medical school faculty. Recordings were transcribed and analysed using a framework approach. Opportunities for postgraduate training emerged as the most important factor in participants' career choices, with specialisation seen as vital to career progression. All participants intended to work in Malawi in the long term, after a period of time outside the country. For nearly all participants, this was in the pursuit of postgraduate study rather than higher salaries. In general, medical students and young doctors were enthusiastic about working at district level, although this is curtailed by their desire for specialist training and frustration with resource shortages. There is currently little intention to move into the private sector. Future resourcing of postgraduate training opportunities is crucial to preventing emigration as graduate numbers increase. The lesser importance put on salary by younger doctors may be an indicator of the success of salary supplements. In order to retain doctors at district levels for longer, consideration should be given to the introduction of general practice/family medicine as a specialty. Returning specialists should be encouraged to engage with younger colleagues as role models and mentors.

Recruitment of Dual-Career Academic Medicine Couples.

PubMed

Putnam, Charles W; DiMarco, Judy; Cairns, Charles B

2017-11-28

Today it is not uncommon to discover that a candidate for a faculty position has a partner or spouse who is also an academician, adding complexity to the recruitment process. Here, the authors address two practical obstacles to the recruitment of faculty who have an academic partner: dual recruitment and conflict-of-interest. The authors have found that tandem recruitment works best when suitable positions for both spouses are first identified so that recruitment can proceed synchronously. This approach decreases misperceptions of favoritism toward either's candidacy. Managing conflict-of-interest, generated by the appointment of one spouse in a supervisory position over the other, requires a proactive, transparent, well-designed plan. After canvassing human resource policies and conducting interviews with national academic leaders, the authors have developed an administrative structure that places "key" decisions (hiring and retention; promotion and tenure; salary, bonuses, and benefits; performance evaluations; and disciplinary matters) regarding the supervised spouse in the jurisdiction of an alternate administrator or committee. The authors also offer suggestions both for mitigating misperceptions of bias in day-to-day decisions and for the support and mentoring of the supervised partner or spouse.

Factors that motivate and deter rehabilitation educators from participating in distance education.

PubMed

Edwards, Yolanda V

2004-01-01

The major purpose of the study was to conduct exploratory research on the motivational levels of rehabilitation educators whose programs have Comprehensive Service Personnel Development (CSPD; Department of Education grant) grants targeted toward distance education. Additionally, the study attempted to identify whether significant factors existed that would inhibit faculty participation in distance education. There were three research questions to examine: (a) Do distance educators and non-distance educators differ significantly in intrinsic motivational factors? (b) Do distance educators and non-distance educators differ significantly in extrinsic motivational factors? and (c) Do distance educators and non-distance educators differ significantly in inhibiting factors? The results showed that rehabilitation faculty with CSPD grants who are distance educators are more extrinsically motivated (such as increase in salary, monetary support for participation, job security, working conditions, technical support, and requirement by department) than non-distance educators. There were no significant differences in levels between distance educators and non-distance educators that are intrinsically motivated (scholarly pursuit, personal research tool, and job satisfaction). There was no significant difference between distance educators and non-distance educators in inhibiting factors.

Dental establishment business activity in New York State counties at start of the millennium.

PubMed

Waldman, H Barry

2006-01-01

Bureau of the Census reports for 2002 were used to develop business data for "average" dental establishments in each of the counties in New York State. On average, between 1997 and 2002, when compared to national information, the number of New York State dental establishments increased at a slower rate, had a smaller resident population per establishment, reported lower gross receipts, had fewer employees and paid lower salaries to employees.

Improving clinical productivity in an academic surgical practice through transparency.

PubMed

Scoggins, Charles R; Crockett, Timothy; Wafford, Lex; Cannon, Robert M; McMasters, Kelly M

2013-07-01

Patient care revenue is becoming an increasingly important source of funding to support the academic surgery department missions of research and education. Transparency regarding productivity metrics will improve clinical productivity among members of an academic surgical practice. Clinical productivity-related data were collected and compared between 2 time periods. Data were stratified by pretransparency and post-transparency time periods. Comparisons were made using the Wilcoxon-Mann-Whitney test, and p values ≤0.05 were considered significant. The faculty compensation plan remained the same across both time periods; faculty members were paid a base salary plus practice plan income based on individual collections minus practice overhead and academic program support taxes. Before 2006, clinical productivity data were not made public among faculty members. In 2006, the departmental leadership developed a physician scorecard that led to transparency with regard to productivity. After publication of the scorecard, clinical productivity increased, as did the number of partners producing a threshold number of work relative value units (RVU) (6,415 wRVU = 1.0 full time equivalent [FTE]). This occurred during a time of reduced collections per RVU. There was no change in the work assignments (percent effort for clinical service, research, and teaching) for the physicians between the 2 time periods, or the overall effort assigned to the Veterans Affairs hospital. Clinical productivity can be improved by making productivity metrics transparent among faculty members. Additional measures must be taken to ensure that research and teaching activities are appropriately incentivized. Copyright © 2013 American College of Surgeons. Published by Elsevier Inc. All rights reserved.

The Role of Compensation Criteria to Minimize Face-Time Bias and Support Faculty Career Flexibility

PubMed Central

Elsbach, Kimberly D.; Villablanca, Amparo C.

2016-01-01

Work-life balance is important to recruitment and retention of the younger generation of medical faculty, but medical school flexibility policies have not been fully effective. We have reported that our school’s policies are underutilized due to faculty concerns about looking uncommitted to career or team. Since policies include leaves and accommodations that reduce physical presence, faculty may fear “face-time bias,” which negatively affects evaluation of those not “seen” at work. Face-time bias is reported to negatively affect salary and career progress. We explored face-time bias on a leadership level and described development of compensation criteria intended to mitigate face-time bias, raise visibility, and reward commitment and contribution to team/group goals. Leaders from 6 partner departments participated in standardized interviews and group meetings. Ten compensation plans were analyzed, and published literature was reviewed. Leaders did not perceive face-time issues but saw team pressure and perception of availability as performance motivators. Compensation plans were multifactor productivity based with many quantifiable criteria; few addressed team contributions. Using these findings, novel compensation criteria were developed based on a published model to mitigate face-time bias associated with team perceptions. Criteria for organizational citizenship to raise visibility and reward group outcomes were included. We conclude that team pressure and perception of availability have the potential to lead to bias and may contribute to underuse of flexibility policies. Recognizing organizational citizenship and cooperative effort via specific criteria in a compensation plan may enhance a culture of flexibility. These novel criteria have been effective in one pilot department. PMID:28725757

Unconscious Bias - The Focus of the University of Arizona's NSF ADVANCE Award

NASA Astrophysics Data System (ADS)

Richardson, R. M.; Tolbert, L. P.; Vaillancourt, A. M.; Leahey, E. E.; Rodrigues, H. A.

2011-12-01

The University of Arizona ADVANCE program focuses on unconscious bias and ways to minimize its negative impact on the academy. Unconscious bias involves social stereotypes about certain groups of people that individuals form outside their own consciousness. Overwhelming scientific evidence supports that unconscious bias pervasively influences hiring, evaluation, selection of leaders, and even daily interactions. UA ADVANCE has a three-tiered strategy for improving the representation and advancement of women faculty in STEM departments that includes: 1) fostering the scientific and leadership careers of women; 2) promoting responsibility for gender equity among faculty and administrators; and 3) developing management software useful for promoting more equitable decision-making. This strategy has brought together a diverse array of faculty, staff, and faculty administrators working toward a common goal of promoting faculty diversity and the equitable treatment of faculty. Among the most effective aspects of our programming and products have been: 1) department head and search committee trainings; 2) monthly career discussion series events, and; 3) a salary modeling tool for department heads and deans. One key to the success of these efforts has been collaborations with campus partners, including the Office of the Associate Provost for Faculty Affairs, the Office of the Special Advisor to the President for Diversity and Inclusion, and the Division of Human Resources. A second key has been a commitment to the use of research-based material and tools, presented by respected colleagues, in small workshop-style settings that foster discussion. This has enabled us to extend our reach to more STEM departments and secure broader support in creating a more equitable environment for women faculty. Nearing the close of our grant period, our efforts are now concentrated on institutionalizing success. UA ADVANCE needs continued support from an increasingly tasked administration in a transitional environment where the University is in the middle of national searches for both president and provost. In addition to unknown new leadership, there is an ongoing hiring freeze, additional budget cuts are anticipated, and more institutional reorganization is likely. An added challenge has been the difficulty of assessing true impact beyond participation, even with professional assessment. Fortunately, the UA ADVANCE team has worked in a challenging environment for much of its award period, and remains fundamentally optimistic about efforts to reduce the negative effects of unconscious bias in hiring, evaluating, and rewarding a diverse faculty.

Repaying in Kind: Examination of the Reciprocity Effect in Faculty and Resident Evaluations.

PubMed

Gardner, Aimee K; Scott, Daniel J

Although the reciprocity hypothesis (that trainees have a tendency to modify evaluations based on the grades they receive from instructors) has been documented in other fields, very little work has examined this phenomenon in the surgical residency environment. The purpose of this study was to investigate the extent to which lenient-grading faculty receive higher evaluations from surgery residents. Evaluation data from 2 consecutive academic years were collected retrospectively at a large university-based General Surgery residency program. Monthly faculty evaluations of residents (15 items) and resident evaluations of faculty (8 items; 1 = never demonstrates, 10 = always demonstrates) were included. Correlation and regression analyses were conducted with SPSS version 22 (IBM; Chicago, IL). A total of 2274 faculty assessments and 1480 resident assessments were included in this study, representing 2 years of evaluations for 32 core faculty members responsible for completing all resident evaluations and 68 PGY1-5 general surgery residents. Faculty (63% men, 13.5 ± 9.8 years out of training) represented 5 different divisions (general surgery, surgical oncology, transplant, trauma critical care, and vascular) within the general surgery department. Faculty received an average of 71.1 ± 33.9 evaluations from residents over the course of 2 years. The average rating of faculty teaching by residents was 9.5 ± 0.4. Residents received an average of 21.8 ± 0.5 evaluations with average ratings of 4.2 ± 0.4. Correlation analyses indicated a positive relationship between the average rating received from residents and the number of years since faculty completed training (r = 0.44, p = 0.01). Additionally, a significant relationship emerged between ratings received from residents and ratings given to residents (r = 0.40, p = 0.04). Regression analyses indicated that when both variables (years since training, ratings given to residents) were included in the model, only ratings given to residents remained a significant predictor of evaluation ratings received from residents (F (1,32) = 4.40, p = 0.04), with an R 2 of 0.16. Sex or division affiliation did not account for any unique variance. These findings suggest that a reciprocity effect exists between surgery faculty and resident evaluations. This effect warrants further exploration, such that efforts to mitigate the risks of providing inaccurate assessments may be developed. Providing trainees with accurate assessments is particularly important given the high-stakes use of these data for milestones, promotion, and graduation purposes, which currently do not account for this reciprocity effect. Results suggest that there is a reciprocity effect in the faculty and resident evaluation process. Copyright © 2016 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Perceptions of part-time faculty by chairpersons of undergraduate health education programs.

PubMed

Price, James H; Braun, Robert E; McKinney, Molly A; Thompson, Amy

2011-11-01

In recent years, it has become commonplace for universities to hire part-time and non-tenure track faculty to save money. This study examined how commonly part-time faculty are used in health education and how they are used to meet program needs. The American Association of Health Education's 2009 "Directory of Institutions Offering Undergraduate and Graduate Degree Programs in Health Education" was used to send a three-wave mailing to programs that were not schools of public health (n = 215). Of the 125 departments (58%) that responded, those that used part-time faculty averaged 7.5 part-time faculty in the previous academic year, teaching on average a total of 10 classes per year. A plurality of departments (38%) were currently using more part-time faculty than 10 years ago and 33% perceived that the number of part-time faculty has resulted in decreases in the number of full-time positions. Although 77% of department chairs claimed they would prefer to replace all of their part-time faculty with one full-time tenure track faculty member. As colleges downsize, many health education programs are using more part-time faculty. Those faculty members who take part-time positions will likely be less involved in academic activities than their full-time peers. Thus, further research is needed on the effects of these changes on the quality of health education training and department productivity.

Nurturing educational research at Dartmouth Medical School: the synergy among innovative ideas, support faculty, and administrative structures.

PubMed

Nierenberg, David W; Carney, Patricia A

2004-10-01

In recent years, Dartmouth Medical School has increased its commitment to educational research within the school, and in collaboration with other schools across the country. Passionate faculty members with ideas and expertise in particular curricular areas are one critical component needed for a successful educational research program. Other components include an atmosphere that fosters research collaborations and mentoring, and various types of institutional support structures. This same model has effectively supported basic science and clinical research for decades. Because of the complexities involved in studying medical education, Dartmouth Medical School has invested in support structures for educational grant and manuscript development, financial support for pilot projects and partial salary support for investigators and key staff members, and other support targeted toward specific research projects. Ultimately, the goal is to use the results of the school's educational research projects to improve the curriculum through cycles of hypothesis development and testing, providing evidence for subsequent curricular change. When some research findings are relevant and applicable for use in other medical schools, that is an additional benefit of the educational research process. In this report, the authors describe the development of Dartmouth Medical School's infrastructure for supporting educational research, which has helped to accelerate the educational research productivity teaching faculty now enjoy. The authors also address some of the challenges that they anticipate in the near future.

An Introduction to Teacher Retirement Benefits. Conference Paper 2009-01

ERIC Educational Resources Information Center

Hansen, Janet

2009-01-01

Like most other state and local government employees, teachers participate primarily in defined benefit pension plans whose benefits are based on final average salaries and length of service. Such pensions have been replaced in many private sector firms by defined contribution pensions. A number of questions have arisen about the feasibility and…

INDUSTRY WAGE SURVEY--BANKING, NOVEMBER-DECEMBER 1964.

ERIC Educational Resources Information Center

Bureau of Labor Statistics (DOL), Washington, DC.

THE RESULTS OF A SURVEY OF WAGES AND SUPPLEMENTARY PRACTICES IN THE BANKING INDUSTRY COVERING 27 STANDARD METROPOLITAN STATISTICAL AREAS AS OF NOVEMBER-DECEMBER 1964 ARE SUMMARIZED. BUREAU FIELD ECONOMISTS, IN PERSONAL VISITS, STUDIED 458 OF 1,286 BANKS EMPLOYING 20 OR MORE WORKERS. THE AVERAGE WEEKLY SALARIES OF WORKERS IN SELECTED NONSUPERVISORY…

Certificated Personnel and Related Information, Fall 1995.

ERIC Educational Resources Information Center

Wamboldt, Martina

Information to prepare this publication was collected from Colorado school districts. Tables present data about the certificated personnel and related data for Colorado public schools as of fall 1995. The fall 1995 average salary for the state's 35,387.9 full-time-equivalent (FTE) teachers was $35,364, which represented a 2.3% increase over the…

23 CFR 140.906 - Labor costs.

Code of Federal Regulations, 2010 CFR

2010-04-01

... of actual costs provided that (i) the rate is based on historical cost data of the company, (ii) such... 23 Highways 1 2010-04-01 2010-04-01 false Labor costs. 140.906 Section 140.906 Highways FEDERAL... Railroad Work § 140.906 Labor costs. (a) General. (1) Salaries and wages, at actual or average rates, and...

Nepotism and the Jackson County School Board

ERIC Educational Resources Information Center

Heisler, William; Hanlin, Lesa

2017-01-01

In 2015, the superintendent of the Jackson County School District revised the existing nepotism policy, and, subsequently, his wife was hired to a newly created position of director of innovation at a salary nearly twice the average paid to teachers in the district. Because of community reaction, the Jackson County School Board met in special…

Teacher Certification in Mississippi: A Broken System

ERIC Educational Resources Information Center

Ratliff, Lindon

2008-01-01

Facing a growing population and the demands of No Child Left Behind, the Mississippi Department of Education (MDE) is finding itself destitute in the recruitment and certification of highly-qualified educators. Because of extremely low average salaries and the existence of critical-need areas, the MDE has decided over the past decade to create an…

Comparing Teacher Salaries: Insights from the U.S. Census

ERIC Educational Resources Information Center

Taylor, Lori L.

2008-01-01

Teachers are more likely to be found in rural communities and low-wage metropolitan areas than are college-educated workers in other occupations. This analysis explores the extent to which the geographic distribution of teachers explains the relatively low average wage found in other studies. The analysis suggests that excluding geographic…

Academic Self-Efficacy, Faculty-Student Interactions, and Student Characteristics as Predictors of Grade Point Average

ERIC Educational Resources Information Center

Gosnell, Joan C.

2012-01-01

The purpose of the study was to explore student characteristics, academic self-efficacy, and faculty-student interactions as predictors of grade point average for upper-division (college level third and fourth year) education students at a public 4-year degree-granting community college. The study examined the effects of student characteristics…

The Economics of Private Practice versus Academia in Surgery.

PubMed

Baimas-George, Maria; Fleischer, Brian; Korndorffer, James R; Slakey, Douglas; DuCoin, Christopher

2018-04-16

Residents often make career decisions regarding future practice without adequate knowledge to the realities of professional life. Currently there is a paucity of data regarding economic differences between practice models. This study seeks to illuminate the financial differences of surgical subspecialties between academic and private practice. Data were collected from the Association of American Medical College (AAMC) and the Medical Group Management Association's (MGMA) 2015 reports of average annual salaries. Salaries were analyzed for general surgery and 7 subspecialties. Fixed time of practice was set at 30 years. Assumptions included 5 years as assistant professor, 10 years as associate professor, and 15 years as full professor. Formula used: (average yearly salary) × [years of practice (30 yrs - fellowship/research yrs)] + ($50,000 × yrs of fellowship/research) = total adjusted lifetime revenue. As a full professor, academic surgeons in all subspecialties make significantly less than their private practice counterparts. The largest discrepancy is in vascular and cardiothoracic surgery, with full professors earning 16% and 14% less than private practitioners. Plastic surgery and general surgery are the only 2 disciplines that have similar lifetime revenues to private practitioners, earning 2% and 6% less than their counterparts' lifetime revenue. Academic surgeons in all surgical subspecialties examined earn less lifetime revenue compared to those in private practice. This difference in earnings decreases but remains substantial as an academic surgeon advances. With limited exposure to the diversity of professional arenas, residents must be aware of this discrepancy. Copyright © 2018 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

5 CFR 1639.27 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1639.27... Salary Offset § 1639.27 Procedures for salary offset. (a) The Board will coordinate salary deductions... pay and will implement the salary offset. (c) Deductions will begin within three official pay periods...

Optimizing Institutional Approaches to Enable Research

ERIC Educational Resources Information Center

Grieb, Teri; Horon, Jeffrey R.; Wong, Cassandra; Durkin, Jessica; Kunkel, Steven L.

2014-01-01

Challenges that face the academic research enterprise are numerous. These concerns include, but are not limited to: declines in extramural funding for investigatorinitiated research, an aging faculty workforce (the average age of securing a faculty's first R01 is over 42), insufficient funds to support faculty laboratories, and limited access to…

Correlation between the Physical Activity Level and Grade Point Averages of Faculty of Education Students

ERIC Educational Resources Information Center

Imdat, Yarim

2014-01-01

The aim of the study is to find the correlation that exists between physical activity level and grade point averages of faculty of education students. The subjects consist of 359 (172 females and 187 males) under graduate students To determine the physical activity levels of the students in this research, International Physical Activity…

Workplace smoking related absenteeism and productivity costs in Taiwan

PubMed Central

Tsai, S; Wen, C; Hu, S; Cheng, T; Huang, S

2005-01-01

Objective: To estimate productivity losses and financial costs to employers caused by cigarette smoking in the Taiwan workplace. Methods: The human capital approach was used to calculate lost productivity. Assuming the value of lost productivity was equal to the wage/salary rate and basing the calculations on smoking rate in the workforce, average days of absenteeism, average wage/salary rate, and increased risk and absenteeism among smokers obtained from earlier research, costs due to smoker absenteeism were estimated. Financial losses caused by passive smoking, smoking breaks, and occupational injuries were calculated. Results: Using a conservative estimate of excess absenteeism from work, male smokers took off an average of 4.36 sick days and male non-smokers took off an average of 3.30 sick days. Female smokers took off an average of 4.96 sick days and non-smoking females took off an average of 3.75 sick days. Excess absenteeism caused by employee smoking was estimated to cost US$178 million per annum for males and US$6 million for females at a total cost of US$184 million per annum. The time men and women spent taking smoking breaks amounted to nine days per year and six days per year, respectively, resulting in reduced output productivity losses of US$733 million. Increased sick leave costs due to passive smoking were approximately US$81 million. Potential costs incurred from occupational injuries among smoking employees were estimated to be US$34 million. Conclusions: Financial costs caused by increased absenteeism and reduced productivity from employees who smoke are significant in Taiwan. Based on conservative estimates, total costs attributed to smoking in the workforce were approximately US$1032 million. PMID:15923446

Workplace smoking related absenteeism and productivity costs in Taiwan.

PubMed

Tsai, S P; Wen, C P; Hu, S C; Cheng, T Y; Huang, S J

2005-06-01

To estimate productivity losses and financial costs to employers caused by cigarette smoking in the Taiwan workplace. The human capital approach was used to calculate lost productivity. Assuming the value of lost productivity was equal to the wage/salary rate and basing the calculations on smoking rate in the workforce, average days of absenteeism, average wage/salary rate, and increased risk and absenteeism among smokers obtained from earlier research, costs due to smoker absenteeism were estimated. Financial losses caused by passive smoking, smoking breaks, and occupational injuries were calculated. Using a conservative estimate of excess absenteeism from work, male smokers took off an average of 4.36 sick days and male non-smokers took off an average of 3.30 sick days. Female smokers took off an average of 4.96 sick days and non-smoking females took off an average of 3.75 sick days. Excess absenteeism caused by employee smoking was estimated to cost USD 178 million per annum for males and USD 6 million for females at a total cost of USD 184 million per annum. The time men and women spent taking smoking breaks amounted to nine days per year and six days per year, respectively, resulting in reduced output productivity losses of USD 733 million. Increased sick leave costs due to passive smoking were approximately USD 81 million. Potential costs incurred from occupational injuries among smoking employees were estimated to be USD 34 million. Financial costs caused by increased absenteeism and reduced productivity from employees who smoke are significant in Taiwan. Based on conservative estimates, total costs attributed to smoking in the workforce were approximately USD 1032 million.

5 CFR 9901.312 - Maximum rates of base salary and adjusted salary.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Maximum rates of base salary and adjusted salary. 9901.312 Section 9901.312 Administrative Personnel DEPARTMENT OF DEFENSE HUMAN RESOURCES....312 Maximum rates of base salary and adjusted salary. (a) Subject to § 9901.105, the Secretary may...

Gross anatomy education for South African undergraduate physiotherapy students.

PubMed

Shead, Dorothy A; Roos, Ronel; Olivier, Benita; Ihunwo, Amadi O

2018-01-16

Eight faculties in South Africa offer undergraduate physiotherapy training with gross anatomy included as a basis for clinical practice. Little information exists about anatomy education for this student body. A 42-question peer-reviewed survey was distributed to physiotherapy gross anatomy course coordinators in all the eight faculties. Seven coordinators from six (75%) of the universities responded. Two respondents' data from the same university were pooled. Collected data show that staff qualifications and experience varied widely and high to average staff to student ratios exist between faculties. Direct anatomy teaching duration was 12.3 (SD ±5.2) weeks per semester. Total number of weeks in courses per faculty was 27.6 (SD ±5.7) varying widely between institutions. Calculable direct contact anatomy hours ranged between 100 and 308 with a mean of 207.6 (SD ±78.1). Direct contact hours in lectures averaged 3.9 (SD ±1.6) per week and the average direct contact hours in practical sessions were 3.5 (SD ±1.8) per week. Dissection, prosection, plastinated models, surface anatomy, and e-learning were available across faculties. Ancillary modalities such as vertical integration and inter-professional learning were in use. All faculties had multiple-choice questions, spot tests, and short examination questions. Half had viva-voce examinations and one had additional long questions assessment. Students evaluated teaching performance in five faculties. Four faculties were reviewing anatomy programs to consider implementing changes to anatomy curriculum or pedagogy. The findings highlighted disparity between programs and also identified the need for specific guidelines to develop a unified South African gross anatomy course for physiotherapy students. Anat Sci Educ. © 2018 American Association of Anatomists. © 2018 American Association of Anatomists.

Can We Get Faculty Interviewers on the Same Page? An Examination of a Structured Interview Course for Surgeons.

PubMed

Gardner, Aimee K; D'Onofrio, Brenna C; Dunkin, Brian J

Guidance on how to train faculty to conduct structured interviews and implement them into current screening processes is lacking. The goal of this study is to describe a structured interview training program designed specifically for surgeons and examine its effectiveness. Faculty involved in advanced surgical fellowship interviews completed a 20-item knowledge assessment and video-based applicant interview ratings before taking a half-day course on conducting structured interviews. The course consisted of evidence-based strategies and methods for conducting structured interviews, asking questions, and rating applicants in a highly interactive format. After the course, faculty again completed the knowledge assessment and provided ratings for 3 video-based applicant interviews. All faculty members (N = 5) responsible for selecting fellows in minimally invasive and bariatric surgery completed the training. Faculty had an average of 15.8 ± 9.12 years in practice. Average performance on the precourse knowledge assessment was 35% ± 6.12% and the group was unable to achieve acceptable agreement for applicant interview scores for any of the competencies assessed. After the course, faculty demonstrated significant improvements (p < 0.01) on the knowledge assessment, more than doubling their scores on the pretest with average scores of 80% ± 9.35%. Faculty also improved their interrater agreement of applicant competency, with 80% of the applicant interview ratings within 2 points of each other. Implementation of a half-day course designed to teach principles and skills around structured interviewing and assessment demonstrated significant improvements in both interviewing knowledge and interrater agreement. These findings support the time and resources required to develop and implement a structured interview training program for surgeons for the postgraduate admissions process. Copyright © 2018 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

Collaboration, not competition: cost analysis of neonatal nurse practitioner plus neonatologist versus neonatologist-only care models.

PubMed

Bosque, Elena

2015-04-01

Although advanced practice in neonatal nursing is accepted and supported by the American Academy of Pediatrics and National Association of Neonatal Nurse Practitioners, less than one-half of all states allow independent prescriptive authority by advanced practice nurse practitioners. The purpose of this study was to compare costs of a collaborative practice model that includes neonatal nurse practitioner (NNP) plus neonatologist (Neo) versus a neonatologist only (Neo-Only) practice in Washington state. Published Internet median salary figures from 3 sources were averaged to produce mean ± SD provider salaries, and costs for each care model were calculated in this descriptive, comparative study. Median NNP versus Neo salaries were $99,773 ± $5206 versus $228,871 ± $9654, respectively (P < .0001). The NNP + Neo (5 NNP/3 Neo full-time equivalents [FTEs]) cost $1,185,475 versus Neo-Only (8 Neo FTEs) cost $1,830,960. The NNP + Neo practice model with 8 FTEs suggests a cost savings, with assumed equivalent reimbursement, of $645,485/year. These results may provide the impetus for more states to adopt broader scope of practice licensure for NNPs. These data may provide rationale for analysis of actual costs and outcomes of collaborative practice.

The Role of Compensation Criteria to Minimize Face-Time Bias and Support Faculty Career Flexibility: An Approach to Enhance Career Satisfaction in Academic Pathology.

PubMed

Howell, Lydia Pleotis; Elsbach, Kimberly D; Villablanca, Amparo C

2016-01-01

Work-life balance is important to recruitment and retention of the younger generation of medical faculty, but medical school flexibility policies have not been fully effective. We have reported that our school's policies are underutilized due to faculty concerns about looking uncommitted to career or team. Since policies include leaves and accommodations that reduce physical presence, faculty may fear "face-time bias," which negatively affects evaluation of those not "seen" at work. Face-time bias is reported to negatively affect salary and career progress. We explored face-time bias on a leadership level and described development of compensation criteria intended to mitigate face-time bias, raise visibility, and reward commitment and contribution to team/group goals. Leaders from 6 partner departments participated in standardized interviews and group meetings. Ten compensation plans were analyzed, and published literature was reviewed. Leaders did not perceive face-time issues but saw team pressure and perception of availability as performance motivators. Compensation plans were multifactor productivity based with many quantifiable criteria; few addressed team contributions. Using these findings, novel compensation criteria were developed based on a published model to mitigate face-time bias associated with team perceptions. Criteria for organizational citizenship to raise visibility and reward group outcomes were included. We conclude that team pressure and perception of availability have the potential to lead to bias and may contribute to underuse of flexibility policies. Recognizing organizational citizenship and cooperative effort via specific criteria in a compensation plan may enhance a culture of flexibility. These novel criteria have been effective in one pilot department.

Education in Rural and City School Systems: Some Statistical Indices for 1947-48. Circular 329.

ERIC Educational Resources Information Center

Smith, Rose Marie

Nine comparative indices present both financial and non-financial statistics for rural and urban public elementary and secondary schools in 36 states and for all 36 states combined. The 1947-48 data cover the average salary of the instructional staff, instructional expenditure per pupil, total current expenditure per pupil, capital outlay per…

Raising the Pay of Schoolteachers: How the Goals Are Being Achieved

ERIC Educational Resources Information Center

Aleksandrova, O. A.; Nenakhova, Iu. S.

2015-01-01

Russian regions have been ordered to raise teaching salaries to the average level for the region's economy in order to address the challenges of teaching shortages and aging personnel, as well as to improve the quality of general education. Based on the results of sociological research carried out in various regions, this article shows that, due…

78 FR 30345 - Submission for OMB Review; Comment Request

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-22

...-dealers will spend an average of two hours of clerical staff time and one hour of managerial staff time... Salaries in the Securities Industry 2012, modified by Commission staff to account for an 1,800 hour work-year and multiplied by 2.93 to account for bonuses, firm size, employee benefits and overhead. \\2\\ The...

Career Performance of Marginally Scholastic Graduates of the Air Force Institute of Technology’s Resident Master’s Degree Programs

DTIC Science & Technology

1984-09-01

between graduate grade point average (GGPA) and various measures of career performance. Most of the research has dealt with graduates of business ... schools and the most frequently measured criterion of career performance is compensation in the form of earnings and salary. Some researchers have found

Fat Cat and Friends: Which University Pays Its General Staff the Best?

ERIC Educational Resources Information Center

Dobson, Ian R.

2008-01-01

Universities are required by legislation to provide annual staff unit record files to the Department of Education, Science and Training (DEST). Most universities seem to undertake this task with appropriate diligence. This paper examines the latest staff aggregated data set released by DEST (2005 data), in order to compare average salaries paid by…

Effectiveness of a Career Development Course on Students' Job Search Skills and Self-Efficacy

ERIC Educational Resources Information Center

McDow, Lauren W.; Zabrucky, Karen M.

2015-01-01

In the current economic landscape, most college students' primary goal for obtaining an undergraduate degree is an increase in job opportunities and salary potential. Additionally, the average combined result of graduates' job searches is one of the primary factors in rankings of higher education institutions. In this study we assessed the…

The Scientific Pedagogical Cadres of Russia: Quality of Life, Moods, and Expectations

ERIC Educational Resources Information Center

Varshavskii, A. E.; Vinokurova, N. A.; Nikonova, M. A.

2011-01-01

Russian science is in need of serious reforms if it is to provide the research and development needed for economic health. Issues of increasing average age of scientific personnel, poor working conditions, low salaries, and relatively low social prestige need to be addressed. This article reviews a questionnaire survey conducted in 2008 that aimed…

A "ton of feathers": gender discrimination in academic medical careers and how to manage it.

PubMed

Carr, Phyllis L; Szalacha, Laura; Barnett, Rosalind; Caswell, Cheryl; Inui, Thomas

2003-12-01

To evaluate the experience of gender discrimination among a limited sample of women in academic medicine, specifically, the role of discrimination in hindering careers, coping mechanisms, and perceptions of what institutions and leaders of academic medicine can do to improve the professional workplace climate for women. In-depth, semistructured telephonic individual interviews of 18 women faculty who experienced or may have experienced discrimination in the course of their professional academic medical careers from 13 of the 24 institutions of the National Faculty Survey. A consensus taxonomy for classifying content evolved from comparisons of coding. Themes expressed by multiple faculty were studied for patterns of connection and grouped into broader categories. Forty percent of respondents ranked gender discrimination first out of 11 possible choices for hindering their career in academic medicine. Thirty-five percent ranked gender discrimination second to either "limited time for professional work" or "lack of mentoring." Respondents rated themselves as poorly prepared to deal with gender discrimination and noted effects on professional self-confidence, self-esteem, collegiality, isolation, and career satisfaction. The hierarchical structure in academe is perceived to work against women, as there are few women at the top. Women faculty who have experienced gender discrimination perceive that little can be done to directly address this issue. Institutions need to be proactive and recurrently evaluate the gender climate, as well as provide transparent information and fair scrutiny of promotion and salary decisions. According to this subset of women who perceive that they have been discriminated against based on gender, sexual bias and discrimination are subtly pervasive and powerful. Such environments may have consequences for both women faculty and academic medicine, affecting morale and dissuading younger trainees from entering academic careers. Medical schools need to evaluate and may need to improve the environment for women in academe.

Exploring the Climate for Women as Community College Faculty.

ERIC Educational Resources Information Center

Hagedorn, Linda Serra; Laden, Berta Vigil

2002-01-01

Provides a literature review and national dataset analyses regarding the perceived conditions of women community college faculty members. Reports that the climate at the average community college may be friendlier than at four-year institutions; however, women faculty at community colleges are not free from the confines of glass ceilings, academic…

Iowa community college Science, Engineering and Mathematics (SEM) faculty: Demographics and job satisfaction

NASA Astrophysics Data System (ADS)

Rogotzke, Kathy

Community college faculty members play an increasingly important role in the educational system in the United States. However, over the past decade, concerns have arisen, especially in several high demand fields of science, technology, engineering and mathematics (STEM), that a shortage of qualified faculty in these fields exists. Furthermore, the average age of community college faculty is increasing, which creates added concern of an increased shortage of qualified faculty due to a potentially large number of faculty retiring. To help further understand the current population of community college faculty, as well as their training needs and their satisfaction with their jobs, data needs to be collected from them and examined. Currently, several national surveys are given to faculty at institutions of higher education, most notably the Higher Education Research Institute Faculty Survey, the National Study of Postsecondary Faculty, and the Community College Faculty Survey of Student Engagement. Of these surveys the Community College Faculty Survey of Student Engagement is the only survey focused solely on community college faculty. This creates a problem because community college faculty members differ from faculty at 4-year institutions in several significant ways. First, qualifications for hiring community college faculty are different at 4-year colleges or universities. Whereas universities and colleges typically require their faculty to have a Ph.D., community colleges require their arts and science faculty to have a only master's degree and their career faculty to have experience and the appropriate training and certification in their field with only a bachelor's degree. The work duties and expectations for community college faculty are also different at 4-year colleges or universities. Community college faculty typically teach 14 to 19 credit hours a semester and do little, if any research, whereas faculty at 4-year colleges typically teach 9 to 12 credit hours a semester and are expected to conduct research and publish their findings. In addition, community colleges often have what is referred to as an "open door" policy of admission meaning that students are not required to have a particular score on a college placement test, such as the ACT or SAT, nor are they required to have a specified high school grade point average or rank. Most 4-year colleges and universities require a minimum score on a college placement test in addition to a minimum high school grade point average or rank. Because of these differing entrance requirements, or lack thereof, community colleges often have a higher percentage of students needing remedial or developmental coursework. This dissertation reports on data collected from a survey administered to full-time faculty at all 15 community colleges in Iowa. The survey was administered using Qualtrics software with assistance from the Office of Community College Research and Policy at Iowa State University. The results of the study were used to further examine who community college science, engineering and mathematics (SEM) faculty are in terms of their demographics and background, along with investigating factors from the survey that contribute to their overall job satisfaction. Multiple regression analysis on these variables along with gender and age examined different models for predicting overall job satisfaction.

Stereotype threat in salary negotiations is mediated by reservation salary.

PubMed

Tellhed, Una; Björklund, Fredrik

2011-04-01

Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

Gender and Ethnic Diversity in Academic PM&R Faculty: National Trend Analysis of Two Decades.

PubMed

Hwang, Jaeho; Byrd, Kia; Nguyen, Michael O; Liu, Michael; Huang, Yuru; Bae, Gordon H

2017-08-01

Over the years, a number of studies have demonstrated an increase in gender and ethnic diversity among US physicians. Despite substantial progress in eliminating gender and racial inequities in the field of medicine, women and ethnic minorities are still underrepresented among medical faculty at academic institutions. This study aims to describe the trends in gender and ethnic diversity among Physical Medicine and Rehabilitation (PM&R) faculty through statistical analysis of data describing gender and ethnicity of full-time academic faculty gathered from the Association of American Medical Colleges Faculty Roster from 1994 to 2014. Proportions representing the percentages of females and ethnic minorities of a given faculty position in medical schools were compared across each of the other faculty ranks. Results showed that the average yearly percent increases in the proportion of female PM&R faculty in associate professor (0.68%) and full professor (0.54%) positions were greater than those in instructor (0.30%) and assistant professor (0.35%) positions. In contrast, the average yearly percent increase in the proportion of non-Caucasian PM&R faculty in full professor positions (0.19%) was less than those in instructor (0.84%), assistant (0.93%), and associate professor (0.89%) positions. Overall, trends among faculty exhibit a steady increase in gender and ethnic diversity, although promotion disparity continues to exist among specific academic positions for some groups. This study provides a current perspective on recent changes in diversity among faculty in PM&R and may prove useful when defining strategies to improve workforce diversity.

Initial testing of an instrument to measure teacher identity in physicians.

PubMed

Starr, Susan; Haley, Heather-Lyn; Mazor, Kathleen M; Ferguson, Warren; Philbin, Mary; Quirk, Mark

2006-01-01

A previous study described 7 elements of teacher identity: intrinsic satisfaction from teaching, knowledge and skill about teaching, belonging to a community of teachers, receiving rewards for teaching, believing that being a doctor means being a teacher, feeling a responsibility to teach, and sharing clinical expertise. To conduct the initial testing of an instrument to measure the 7 elements of teacher identity in clinical educators and to consider the potential applications of such an instrument. A 37-item questionnaire was mailed to 153 preceptors of preclinical students. Categories reflected the elements of teacher identity listed here. Demographic data were collected. Means, alphas, ANOVAs, and paired t tests were calculated. Of 153 preceptors, 127 (83%) completed the questionnaire. Cronbach's alpha for the overall scale and several subscales were high. Salaried physicians and those who had completed a faculty development program scored significantly higher on several subscales than physicians who volunteered to teach or who did not have faculty development. This study provides preliminary evidence that teacher identity can be measured and that preceptors do not respond as a homogeneous group. Assessing teacher identity may be helpful to medical schools looking to identify and support physicians who teach.

The educational and financial impact of using patient educators to teach introductory physical exam skills.

PubMed

Allen, Sharon S; Miller, Jane; Ratner, Edward; Santilli, Jamie

2011-01-01

Physical exam skills are essential to core competencies for physicians in training. It is increasingly difficult to secure time and funding for physician faculty to teach these critical skills. This study was designed to determine whether Patient Educators (PE) (non-physician instructors) in an introductory clinical medicine (ICM) course (1) were as effective as physician faculty in teaching the physical exam, (2) impacted consistency of student performance on a final practical exam, and (3) whether this model was cost effective. PE were introduced into an ICM course at the University of Minnesota from 2006 to 2008. Each year, students' physical exam competencies were evaluated by a performance-based head-to-toe examination and 6 months later by an objective structured clinical examination (OSCE). Differences in test scores between years and variability (i.e., consistency) among yearly scores were assessed. The cost per student was calculated by considering a stable compensation cost per hour for the required number of physician faculty, standardized patients, and PE in each year. Mean student performance was statistically lower with PE, but only by two percentage points. The amount of variation within the medical student classes' physical exam skills remained stable as the use of PE expanded. Total educator salary costs per student declined from $449 in 2006 to $196 in 2008. In terms of sustainability and student performance, the use of trained lay educators has equivalent outcomes and is less costly for physical exam instruction in the pre-clinical years.

18 CFR 367.9200 - Account 920, Administrative and general salaries.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., Administrative and general salaries. 367.9200 Section 367.9200 Conservation of Power and Water Resources FEDERAL... and general salaries. (a) This account must include salaries, wages, bonuses and other consideration... detailed records subdividing salaries and wages by departments or other functional organization units. ...

Institutional Strategies That Foster Academic Integrity: A Faculty-­Based Case Study

ERIC Educational Resources Information Center

Prins, Sebastian; Jones, Edward; Lathrop, Anna H.

2014-01-01

In recognition that student academic misconduct is a complex issue that requires a holistic and institutional approach, this case study explores the impact of an intervention strategy adopted by the Faculty of Applied Health Sciences (comprised of approximately 80 faculty and an average of 3,240 undergraduate students) at Brock University, St.…

22 CFR 1007.8 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 1007.8 Section 1007.8 Foreign Relations INTER-AMERICAN FOUNDATION SALARY OFFSET § 1007.8 Procedures for salary offset... final salary or leave payments in accordance with 31 U.S.C. 3716. ...

Principals' Salaries, 2005-2006

ERIC Educational Resources Information Center

Williams, Alicia R.

2006-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? How have principals' salaries fared over the years when the cost of living is taken into account? To provide answers to…

Principals' Salaries, 2006-2007

ERIC Educational Resources Information Center

Cooke, Willa D.; Licciardi, Chris

2007-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? This article…

41 CFR 105-56.018 - Salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.018 Salary offset. When a match occurs and all...

5 CFR 179.213 - Coordinating salary offset with other agencies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Coordinating salary offset with other... REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.213 Coordinating salary offset with other agencies... intent of this regulation. (2) The designated salary offset coordinator will be responsible for: (i...

41 CFR 105-56.028 - Salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.028 Salary offset. When a match occurs and all...

5 CFR 1215.8 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Procedures for salary offset. 1215.8... MANAGEMENT Salary Offset § 1215.8 Procedures for salary offset. (a) Deductions to liquidate an employee's... payment due to a separated employee including but not limited to final salary payment or leave in...

36 CFR 1201.32 - What are NARA's procedures for salary offset?

Code of Federal Regulations, 2010 CFR

2010-07-01

... for salary offset? 1201.32 Section 1201.32 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.32 What are NARA's procedures for salary offset? (a) NARA will coordinate salary deductions under this subpart as appropriate...

22 CFR 309.17 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 309.17 Section 309.17 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.17 Procedures for salary offset. Unless otherwise provided by statute or contract, the following procedures apply to salary offset: (a...

Principals' Salaries, 2007-2008

ERIC Educational Resources Information Center

Cooke, Willa D.; Licciardi, Chris

2008-01-01

How do salaries of elementary and middle school principals compare with those of other administrators and classroom teachers? Are increases in salaries of principals keeping pace with increases in salaries of classroom teachers? And how have principals' salaries fared over the years when the cost of living is taken into account? There are reliable…

5 CFR 179.212 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Procedures for salary offset. 179.212... COLLECTION STANDARDS Salary Offset § 179.212 Procedures for salary offset. (a) The Director or his or her designee shall coordinate salary deductions under this subpart. (b) OPM payroll office shall determine the...

Sex Segregation and Salary Structure in Academia.

ERIC Educational Resources Information Center

Fox, Mary Frank

1981-01-01

Do high proportions of women depress men's salary levels in academic departments? Are women's salary levels higher in male-dominated departments? Are men salary-compensated for working with women? This study demonstrated instead that the sex-salary relationship rests upon the connection between department composition and sex-related achievement…

77 FR 56649 - Fee for Using a Priority Review Voucher in Fiscal Year 2013

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-13

... months, OPP estimates that a multiplier of 1.67 (10 months divided by 6 months) should be applied to non... which FDA's average salary and benefit costs increased in the 3 years prior to FY 2012, to adjust the FY... that requests a street address, the courier can deliver the checks to: U.S. Bank, Attention: Government...

New Measures of Teachers' Work Hours and Implications for Wage Comparisons

ERIC Educational Resources Information Center

West, Kristine L.

2014-01-01

Researchers have good data on teachers' annual salaries but a hazy understanding of teachers' hours of work. This makes it difficult to calculate an accurate hourly wage and leads policy makers to default to anecdote rather than fact when debating teacher pay. Using data from the American Time Use Survey, I find that teachers work an average of…

Roles and challenges of the health information management educator: a national HIM faculty survey.

PubMed

Houser, Shannon H; Tesch, Linde; Hart-Hester, Susan; Dixon-Lee, Claire

2009-01-01

Health information technology initiatives created the framework for a national health information infrastructure that concomitantly fostered a need to build intellectual capacity within our current and future health information management (HIM) work force. Results from the 2008 HIM Educator Survey are discussed. Developed for voluntary electronic participation, the survey comprised a series of questions about educators' professional interests and responsibilities. Summary data from the 402 respondents are provided and highlight areas such as academic rank, teaching status, salary range, levels of interest in various issues, and use of virtual learning tools. Data from this survey provide insights into the concerns and challenges many HIM educators face in today's training institutions and suggest implications for future directions in work force training and professional development within the HIM field.

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2010-2011. National Survey of Salaries and Wages in Public Schools: A Reference Tool for School Administrators. 38th Edition

ERIC Educational Resources Information Center

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2011-01-01

This report presents salary and wage data collected as part of the "ERS National Survey of Salaries and Wages in Public Schools, 2010-2011." The survey, conducted in Fall 2010, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems throughout the…

12 CFR 1408.41 - Requesting current paying agency to offset salary.

Code of Federal Regulations, 2010 CFR

2010-01-01

... salary. 1408.41 Section 1408.41 Banks and Banking FARM CREDIT SYSTEM INSURANCE CORPORATION COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 1408.41 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to the debtor, the...

45 CFR 708.10 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 3 2010-10-01 2010-10-01 false Procedures for salary offset. 708.10 Section 708... COLLECTION BY SALARY OFFSET FROM INDEBTED CURRENT AND FORMER EMPLOYEES § 708.10 Procedures for salary offset... to final salary payment, retired pay, or lump sum leave, etc. as of the date of separation to the...

7 CFR 400.129 - Salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Salary offset. 400.129 Section 400.129 Agriculture... Years § 400.129 Salary offset. (a) Debt collection by salary offset is feasible if: the cost to the Government of collection by salary offset does not exceed the amount of the debt; there are no legal...

5 CFR 1639.28 - Coordinating salary offset with other agencies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Coordinating salary offset with other... CLAIMS COLLECTION Salary Offset § 1639.28 Coordinating salary offset with other agencies. (a... employee is in the process of separating and has not received a final salary check or other final payment(s...

12 CFR 608.841 - Requesting current paying agency to offset salary.

Code of Federal Regulations, 2010 CFR

2010-01-01

... salary. 608.841 Section 608.841 Banks and Banking FARM CREDIT ADMINISTRATION ADMINISTRATIVE PROVISIONS COLLECTION OF CLAIMS OWED THE UNITED STATES Offset Against Salary § 608.841 Requesting current paying agency to offset salary. (a) To request a paying agency to impose a salary offset against amounts owed to...

45 CFR 2506.32 - What are the Corporation's procedures for salary offset?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false What are the Corporation's procedures for salary...) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.32 What are the Corporation's procedures for salary offset? (a) The Corporation will coordinate salary deductions under this...

5 CFR 179.211 - Notice of salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Notice of salary offset. 179.211 Section... COLLECTION STANDARDS Salary Offset § 179.211 Notice of salary offset. (a) Upon receipt of proper... certification as the debtor, a written notice of salary offset. Such notice shall, at a minimum: (1) State that...

12 CFR 313.49 - Coordinating salary offset with other agencies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.49 Coordinating salary offset with... employee has consented to the salary offset in writing or has signed a statement acknowledging receipt of...

45 CFR 73.735-1005 - Salary from two sources.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Salary from two sources. 73.735-1005 Section 73... CONDUCT Provisions Relating to Experts, Consultants and Advisory Committee Members § 73.735-1005 Salary... employees from receiving any salary, or supplementation of Government salary, from a private source as a...

The lifetime cost to English students of borrowing to invest in a medical degree: a gender comparison using data from the Office for National Statistics.

PubMed

Ercolani, Marco G; Vohra, Ravinder S; Carmichael, Fiona; Mangat, Karanjit; Alderson, Derek

2015-04-21

To evaluate this impact on male and female English medical graduates by estimating the total time and amount repaid on loans taken out with the UK's Student Loans Company (SLC). UK. 4286 respondents with a medical degree in the Labour Force Surveys administered by the Office for National Statistics (ONS) between 1997 and 2014. Age-salary profiles were generated to estimate the repayment profiles for different levels of initial graduate debt. 2195 female and 2149 male medical graduates were interviewed by the ONS. Those working full-time (73.1% females and 96.1% males) were analysed in greater depth. Following standardisation to 2014 prices, average full-time male graduates earned up to 35% more than females by the age of 55. The initial graduate debt from tuition fees alone amounts to £39,945.69. Owing to interest charges on this debt the average full-time male graduate repays £57,303 over 20 years, while the average female earns less and so repays £61,809 over 26 years. When additional SLC loans are required for maintenance, the initial graduate debt can be as high as £81,916 and, as SLC debt is written off 30 years after graduation, the average female repays £75,786 while the average male repays £110,644. Medical graduates on an average salary are unlikely to repay their SLC debt in full. This is a consequence of higher university fees and as SLC debt is written off 30 years after graduation. This results in the average female graduate repaying more when debt is low, but a lower amount when debt is high compared to male graduates. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

The lifetime cost to English students of borrowing to invest in a medical degree: a gender comparison using data from the Office for National Statistics

PubMed Central

Ercolani, Marco G; Vohra, Ravinder S; Carmichael, Fiona; Mangat, Karanjit; Alderson, Derek

2015-01-01

Objective To evaluate this impact on male and female English medical graduates by estimating the total time and amount repaid on loans taken out with the UK's Student Loans Company (SLC). Setting UK. Participants 4286 respondents with a medical degree in the Labour Force Surveys administered by the Office for National Statistics (ONS) between 1997 and 2014. Outcomes Age-salary profiles were generated to estimate the repayment profiles for different levels of initial graduate debt. Results 2195 female and 2149 male medical graduates were interviewed by the ONS. Those working full-time (73.1% females and 96.1% males) were analysed in greater depth. Following standardisation to 2014 prices, average full-time male graduates earned up to 35% more than females by the age of 55. The initial graduate debt from tuition fees alone amounts to £39 945.69. Owing to interest charges on this debt the average full-time male graduate repays £57 303 over 20 years, while the average female earns less and so repays £61 809 over 26 years. When additional SLC loans are required for maintenance, the initial graduate debt can be as high as £81 916 and, as SLC debt is written off 30 years after graduation, the average female repays £75 786 while the average male repays £110 644. Conclusions Medical graduates on an average salary are unlikely to repay their SLC debt in full. This is a consequence of higher university fees and as SLC debt is written off 30 years after graduation. This results in the average female graduate repaying more when debt is low, but a lower amount when debt is high compared to male graduates. PMID:25900463