48 CFR 9904.405-60 - Illustrations.

Code of Federal Regulations, 2013 CFR

2013-10-01

... administrative (G&A) expense. In the contractor's proposals for final Segment G&A rates (including corporate home... responsibilities on which his salary was based, no part of the official's salary would be required to be identified... the contract. The contracting officer issues a written decision which supports the auditor's position...

Male and Female Superintendents: A Comparison of Differences in Salaries, Interview Experiences, and Contract Negotiations

ERIC Educational Resources Information Center

Long, Alan

2010-01-01

This study reports the results of a comparison of differences in salary, interview experiences, and contract negotiations for male and female superintendents. Other variables of interest include educational attainment and educational experiences. The study participants (N = 161) consisted of practicing superintendents from four regions of the…

Profile of English salaried GPs: labour mobility and practice performance.

PubMed

Ding, Alexander; Hann, Mark; Sibbald, Bonnie

2008-01-01

Recent national policy changes have provided greater flexibility in GPs' contracts. One such policy is salaried employment, which offers reduced hours and freedom from out-of-hours and administrative responsibilities, aimed at improving recruitment and retention in a labour market facing regional shortages. To profile salaried GPs and assess their mobility within the labour market. Serial cross-sectional study. All GPs practising in England during the years 1996/1997, 2000/2001, and 2004/2005. Descriptive analyses, logistic regression. Salaried GPs tended to be either younger (<35 years) or older (> or =65 years), female, or overseas-qualified; they favoured part-time working and personal medical services contracts. Salaried GPs were more mobile than GP principals, and have become increasingly so, despite a trend towards reduced overall mobility in the GP workforce. Practices with salaried GPs scored more Quality and Outcomes Framework points and were located in slightly more affluent areas. Salaried status appears to have reduced limitations in the labour market, leading to better workforce deployment from a GP's perspective. However, there is no evidence to suggest it has relieved inequalities in GP distribution.

2016 AASA Superintendent Salary & Benefits Study: Non-Member Version

ERIC Educational Resources Information Center

Finnan, Leslie A.; McCord, Robert S.

2017-01-01

The 2016 AASA Superintendent Salary & Benefits Study marks the fifth edition of this study. This survey tracks the demographics, salary, benefits, and other elements of the employment contracts of school superintendents throughout the country. This year's study is based on 1,392 responses (15 percent response rate). The survey was distributed…

Innovative Management of Budget Deficits: A Proportional Salary and Time Reduction Scheme.

ERIC Educational Resources Information Center

Sloper, David

1989-01-01

An approach to institutional budgeting designed to alleviate accumulated deficits is described. The proposal introduces flexibility into the salary component, alleviating cash flow difficulties in the short to medium term and encouraging more proactive budgeting, by allowing employees to contract for reduced annual salary in exchange for reduced…

26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

Code of Federal Regulations, 2013 CFR

2013-04-01

...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... (CONTINUED) Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is made...

26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

Code of Federal Regulations, 2014 CFR

2014-04-01

...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... (CONTINUED) Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is made...

26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

Code of Federal Regulations, 2012 CFR

2012-04-01

...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... (CONTINUED) Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is made...

26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

Code of Federal Regulations, 2010 CFR

2010-04-01

...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to purchase a... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is made...

26 CFR 1.402(g)(3)-1 - Employer contributions to purchase a section 403(b) contract under a salary reduction agreement.

Code of Federal Regulations, 2011 CFR

2011-04-01

...(b) contract under a salary reduction agreement. 1.402(g)(3)-1 Section 1.402(g)(3)-1 Internal Revenue... (CONTINUED) Pension, Profit-Sharing, Stock Bonus Plans, Etc. § 1.402(g)(3)-1 Employer contributions to... purposes of section 402(g)(3)(C), an elective deferral does not include a contribution that is made...

Contracts: Making the Transition from Residency to Work, Work for You

PubMed Central

Snelson, Elizabeth A.; Moore, Christopher E.

2011-01-01

Residents completing colon and rectal surgery training should take seriously the terms of contracts offered to them. Contracts should specify how and how much salary will be paid, what benefits the surgeon will receive, and what services are to be provided. However, contracts frequently fail to disclose what costs the surgeon will have to cover that will lower that salary, what hours the surgeon must keep, and what time off the surgeon may expect. Signing a contract is easily done, but getting out of a contract to take a better job or move to another community may be difficult because of the wording in the contact. Surgeons need to have professional help to determine whether to sign a contract and what that contract should provide. An attorney experienced in representing physicians can be recommended by the physician's medical association. PMID:22654571

41 CFR 105-56.005 - Employee response.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Employee response. 105... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Salary Offset of General Services Administration Employees § 105-56.005 Employee response. (a) Voluntary repayment...

48 CFR 852.207-70 - Report of employment under commercial activities.

Code of Federal Regulations, 2010 CFR

2010-10-01

... contracting officer with the following: (i) A list of employment openings including salaries and benefits, and... of employment; (v) The date of rejection of the offer, if applicable, and the salary and benefits... personnel exercising the right of first refusal, along with their completed job application forms. (2...

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2012 CFR

2012-10-01

... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2013 CFR

2013-10-01

... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2014 CFR

2014-10-01

... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... Contractor Salary Threshold (USAID CST), as stated in USAID's Automated Directives System (ADS) Chapter 302 USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be...

Ninth Annual Maintenance & Operations Cost Study.

ERIC Educational Resources Information Center

American School and University, 1980

1980-01-01

School districts during 1979-80 were faced with a dramatic reallocation of maintenance and operations funds from salaries (a 25 percent reduction from that budgeted) to cover energy costs, with the balance used in a discretionary manner to purchase equipment and supplies and contract salaries as the year evolved. (Author/MLF)

Navigating the Legal and Ethical World of Overseas Contracts.

ERIC Educational Resources Information Center

Skinner, Karla Jo

1998-01-01

Referring to Iowa contract law, reviews ethical and legal aspects of overseas employment contracts signed by educators at recruitment fairs. Iowa Department of Education guidelines state the following aspects of a good contract: it is in writing; it states the salary, pay periods, benefits, and dates of employment; it lists special conditions and…

12 CFR 313.53 - Non-waiver of rights by payments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.53 Non-waiver of rights by payments. A debtor's... statute, regulation, or contract except as otherwise provided by law or contract. ...

25 CFR 12.34 - Do minimum salaries and position classifications apply to a tribe that has contracted or...

Code of Federal Regulations, 2010 CFR

2010-04-01

... a tribe that has contracted or compacted law enforcement under self-determination? 12.34 Section 12.34 Indians BUREAU OF INDIAN AFFAIRS, DEPARTMENT OF THE INTERIOR LAW AND ORDER INDIAN COUNTRY LAW... apply to a tribe that has contracted or compacted law enforcement under self-determination? Any contract...

48 CFR 752.7007 - Personnel compensation.

Code of Federal Regulations, 2014 CFR

2014-10-01

... applicable to this contract. (b) Reimbursement of the employee's base annual salary plus overseas recruitment... Directives System (ADS) Chapter 302 USAID Direct Contracting, must be approved in writing by the Contracting Officer, as prescribed in 731.205-6(b) or 731.371(b), as applicable. [49 FR 13259, Apr. 3, 1984, as...

48 CFR 752.7007 - Personnel compensation.

Code of Federal Regulations, 2012 CFR

2012-10-01

... applicable to this contract. (b) Reimbursement of the employee's base annual salary plus overseas recruitment... Directives System (ADS) Chapter 302 USAID Direct Contracting, must be approved in writing by the Contracting Officer, as prescribed in 731.205-6(b) or 731.371(b), as applicable. [49 FR 13259, Apr. 3, 1984, as...

48 CFR 752.7007 - Personnel compensation.

Code of Federal Regulations, 2013 CFR

2013-10-01

... applicable to this contract. (b) Reimbursement of the employee's base annual salary plus overseas recruitment... Directives System (ADS) Chapter 302 USAID Direct Contracting, must be approved in writing by the Contracting Officer, as prescribed in 731.205-6(b) or 731.371(b), as applicable. [49 FR 13259, Apr. 3, 1984, as...

48 CFR 752.7007 - Personnel compensation.

Code of Federal Regulations, 2011 CFR

2011-10-01

... applicable to this contract. (b) Reimbursement of the employee's base annual salary plus overseas recruitment... Directives System (ADS) Chapter 302 USAID Direct Contracting, must be approved in writing by the Contracting Officer, as prescribed in 731.205-6(b) or 731.371(b), as applicable. [49 FR 13259, Apr. 3, 1984, as...

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…

Dos and Don'ts of Writing Presidential Contracts

ERIC Educational Resources Information Center

Fain, Paul

2006-01-01

In the not-so-distant past, an employment agreement between a university president and a governing board was often nothing more than a handshake. Today, formal contracts are requirements for presidents, with boards and presidents typically relying on lawyers to extensively document terms of employment, salary and benefits, and, perhaps most…

Between a Rock and a Hard Place: Public Sector Unions and New York's Triborough Amendment

ERIC Educational Resources Information Center

Freeman, James E.; Kolozi, Peter

2016-01-01

Ever wonder why union members' salary and benefits, workload agreements, and other aspects of their collective bargaining agreements, or "contracts," often remain unchanged and enforced during the all-too-common periods when public employees labor without a contract? In New York, the answer boils down to an understanding of the Public…

Incentives and Effort in the Public Sector: Have US Education Reforms Increased Teachers' Work Hours?

ERIC Educational Resources Information Center

Stoddard, Christiana; Kuhn, Peter

2008-01-01

Beyond some contracted minimum, salaried workers' hours are largely chosen at the worker's discretion and should respond to the strength of contract incentives. Accordingly, we consider the response of teacher hours to accountability and school choice laws introduced in US public schools over the past two decades. Total weekly hours of full-time…

Find a Midwife

MedlinePlus

... ACNM » The History of ACNM Our Mission, Vision & Core Values Strategic Goals: ACNM FutureFocus About Midwives » Essential ... Resources for Zika Virus Workforce Resources » Salary Information Core Data Survey Understanding State Practice Environments Contract Negotiation ...

For money or service?: a cross-sectional survey of preference for financial versus non-financial rural practice characteristics among Ghanaian medical students.

PubMed

Johnson, Jennifer C; Nakua, Emmanuel; Dzodzomenyo, Mawuli; Agyei-Baffour, Peter; Gyakobo, Mawuli; Asabir, Kwesi; Kwansah, Janet; Kotha, S Rani; Snow, Rachel C; Kruk, Margaret E

2011-11-03

Health worker shortage and maldistribution are among the biggest threats to health systems in Africa. New medical graduates are prime targets for recruitment to deprived rural areas. However, little research has been done to determine the influence of workers' background and future plans on their preference for rural practice incentives and characteristics. The purpose of this study was to identify determinants of preference for rural job characteristics among fourth year medical students in Ghana. We asked fourth-year Ghanaian medical students to rank the importance of rural practice attributes including salary, infrastructure, management style, and contract length in considering future jobs. We used bivariate and multivariate ordinal logistic regression to estimate the association between attribute valuation and students' socio-demographic background, educational experience, and future career plans. Of 310 eligible fourth year medical students, complete data was available for 302 students (97%). Students considering emigration ranked salary as more important than students not considering emigration, while students with rural living experience ranked salary as less important than those with no rural experience. Students willing to work in a rural area ranked infrastructure as more important than students who were unwilling, while female students ranked infrastructure as less important than male students. Students who were willing to work in a rural area ranked management style as a more important rural practice attribute than those who were unwilling to work in a rural area. Students studying in Kumasi ranked contract length as more important than those in Accra, while international students ranked contract length as less important than Ghanaian students. Interventions to improve rural practice conditions are likely to be more persuasive than salary incentives to Ghanaian medical students who are willing to work in rural environments a priori. Policy experiments should test the impact of these interventions on actual uptake by students upon graduation.

For money or service? a cross-sectional survey of preference for financial versus non-financial rural practice characteristics among ghanaian medical students

PubMed Central

2011-01-01

Background Health worker shortage and maldistribution are among the biggest threats to health systems in Africa. New medical graduates are prime targets for recruitment to deprived rural areas. However, little research has been done to determine the influence of workers' background and future plans on their preference for rural practice incentives and characteristics. The purpose of this study was to identify determinants of preference for rural job characteristics among fourth year medical students in Ghana. Methods We asked fourth-year Ghanaian medical students to rank the importance of rural practice attributes including salary, infrastructure, management style, and contract length in considering future jobs. We used bivariate and multivariate ordinal logistic regression to estimate the association between attribute valuation and students' socio-demographic background, educational experience, and future career plans. Results Of 310 eligible fourth year medical students, complete data was available for 302 students (97%). Students considering emigration ranked salary as more important than students not considering emigration, while students with rural living experience ranked salary as less important than those with no rural experience. Students willing to work in a rural area ranked infrastructure as more important than students who were unwilling, while female students ranked infrastructure as less important than male students. Students who were willing to work in a rural area ranked management style as a more important rural practice attribute than those who were unwilling to work in a rural area. Students studying in Kumasi ranked contract length as more important than those in Accra, while international students ranked contract length as less important than Ghanaian students. Conclusions Interventions to improve rural practice conditions are likely to be more persuasive than salary incentives to Ghanaian medical students who are willing to work in rural environments a priori. Policy experiments should test the impact of these interventions on actual uptake by students upon graduation. PMID:22050704

Incentives and Effort in the Public Sector: Have U.S. Education Reforms Increased Teachers' Work Hours? NBER Working Paper No. 11970

ERIC Educational Resources Information Center

Stoddard, Christiana; Kuhn, Peter

2006-01-01

Beyond some contracted minimum, salaried workers' hours are largely chosen at the worker's discretion and should respond to the strength of contract incentives. Accordingly, we consider the response of teacher hours to accountability and school choice laws introduced in U.S. public schools over the past two decades. Total weekly hours of full-time…

48 CFR 1552.216-73 - Fixed rates for services-indefinite delivery/indefinite quantity contract.

Code of Federal Regulations, 2010 CFR

2010-10-01

... options, the clause should be modified to reflect the information and data for the base period and any... above cover all expenses, including report preparation, salaries, overhead, general and administrative...

The Safety Pharmacology Society salary survey.

PubMed

Pugsley, Michael K; Authier, Simon; Brabham, Tiffini; Soloviev, Maxim; Markgraf, Carrie G; Correll, Krystle; Traebert, Martin; Greiter-Wilke, Andrea; Valentin, Jean-Pierre; Vargas, Hugo; Botchway, Alfred; Leishman, Derek J; Curtis, Michael J

2017-11-01

Safety pharmacology is a growing discipline with scientists broadly distributed across international geographical regions. This electronic salary survey is the first to be distributed amongst the entire Safety Pharmacology Society (SPS) membership. An electronic survey was sent to all members of the Society. Categorical survey questions assessed membership employment types, annual incomes, and professional certifications, along with other associated career attributes. This survey was distributed to the SPS membership that is comprised of safety pharmacologists, toxicologists and pharmacologists working globally in the pharmaceutical industry, at contract research organizations (CRO), regulatory agencies, and academia or within the technology provider industry. The survey was open for responses from December 2015 to March 2016. The survey response rate was 28% (129/453). North America (68%) was the region with the largest number of respondents followed by Europe (28%). A preponderance of respondents (77%) had 12years of industry experience or more. 52% of responders earned annually between $40,000 and $120,000. As expected, salary was generally positively correlated with the number of years of experience in the industry or the educational background but there was no correlation between salary and the number of employee's directly supervised. The median salary was higher for male vs female respondents, but so was median age, indicative of no gender 'salary gap'. Our 2016 SPS salary survey results showcased significant diversity regarding factors that can influence salary compensation within this discipline. These data provided insights into the complex global job market trends. They also revealed the level of scientific specialization embedded within the organization, presently uniquely positioned to support the dynamic career paths of current and future safety pharmacologists. Copyright © 2017 Elsevier Inc. All rights reserved.

Short-term Outcomes Following Concussion in the NFL: A Study of Player Longevity, Performance, and Financial Loss

PubMed Central

Navarro, Sergio M.; Sokunbi, Olumide F.; Haeberle, Heather S.; Schickendantz, Mark S.; Mont, Michael A.; Figler, Richard A.; Ramkumar, Prem N.

2017-01-01

Background: A short-term protocol for evaluation of National Football League (NFL) athletes incurring concussion has yet to be fully defined and framed in the context of the short-term potential team and career longevity, financial risk, and performance. Purpose: To compare the short-term career outcomes for NFL players with concussions by analyzing the effect of concussions on (1) franchise release rate, (2) career length, (3) salary, and (4) performance. Study Design: Cohort study; Level of evidence, 3. Methods: NFL player transaction records and publicly available injury reports from August 2005 to January 2016 were analyzed. All players sustaining documented concussions were evaluated for a change to inactive or DNP (“did not participate”) status. A case-control design compared franchise release rates and remaining NFL career span. Career length was analyzed via survival analysis. Salary and performance differences were analyzed with publicly available contract data and a performance-scoring algorithm based on position/player level. Results: Of the 5894 eligible NFL players over the 11-year period, 307 sustained publicly reported concussions resulting in the DNP injury protocol. Analysis of the probability of remaining in the league demonstrated a statistically significantly shorter career length for the concussion group at 3 and 5 years after concussion. The year-over-year change in contract value for the concussion group resulted in a mean overall salary reduction of $300,000 ± $1,300,000 per year (interquartile range, –$723,000 to $450,000 per year). The performance score reduction for all offensive scoring players sustaining concussions was statistically significant. Conclusion: This retrospective study demonstrated that NFL players who sustain a concussion face a higher overall franchise release rate and shorter career span. Players who sustained concussions may incur significant salary reductions and perform worse after concussion. Short-term reductions in longevity, performance, and salary after concussion exist and deserve additional consideration. PMID:29226164

Short-term Outcomes Following Concussion in the NFL: A Study of Player Longevity, Performance, and Financial Loss.

PubMed

Navarro, Sergio M; Sokunbi, Olumide F; Haeberle, Heather S; Schickendantz, Mark S; Mont, Michael A; Figler, Richard A; Ramkumar, Prem N

2017-11-01

A short-term protocol for evaluation of National Football League (NFL) athletes incurring concussion has yet to be fully defined and framed in the context of the short-term potential team and career longevity, financial risk, and performance. To compare the short-term career outcomes for NFL players with concussions by analyzing the effect of concussions on (1) franchise release rate, (2) career length, (3) salary, and (4) performance. Cohort study; Level of evidence, 3. NFL player transaction records and publicly available injury reports from August 2005 to January 2016 were analyzed. All players sustaining documented concussions were evaluated for a change to inactive or DNP ("did not participate") status. A case-control design compared franchise release rates and remaining NFL career span. Career length was analyzed via survival analysis. Salary and performance differences were analyzed with publicly available contract data and a performance-scoring algorithm based on position/player level. Of the 5894 eligible NFL players over the 11-year period, 307 sustained publicly reported concussions resulting in the DNP injury protocol. Analysis of the probability of remaining in the league demonstrated a statistically significantly shorter career length for the concussion group at 3 and 5 years after concussion. The year-over-year change in contract value for the concussion group resulted in a mean overall salary reduction of $300,000 ± $1,300,000 per year (interquartile range, -$723,000 to $450,000 per year). The performance score reduction for all offensive scoring players sustaining concussions was statistically significant. This retrospective study demonstrated that NFL players who sustain a concussion face a higher overall franchise release rate and shorter career span. Players who sustained concussions may incur significant salary reductions and perform worse after concussion. Short-term reductions in longevity, performance, and salary after concussion exist and deserve additional consideration.

25 CFR 39.1200 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... School Operation and Maintenance Fund § 39.1200 Definitions. Contract school operation and maintenance costs for fiscal year 1979 means the sum of costs for custodial salaries and fringe benefits, related supplies and equipment and equipment repair, insurance, and school operation utilities costs, where such...

Nurse employment contracts in Chinese hospitals: impact of inequitable benefit structures on nurse and patient satisfaction

PubMed Central

2014-01-01

Purpose Ongoing economic and health system reforms in China have transformed nurse employment in Chinese hospitals. Employment of ‘bianzhi’ nurses, a type of position with state-guaranteed lifetime employment that has been customary since 1949, is decreasing while there is an increase in the contract-based nurse employment with limited job security and reduced benefits. The consequences of inequities between the two types of nurses in terms of wages and job-related benefits are unknown. This study examined current rates of contract-based nurse employment and the effects of the new nurse contract employment strategy on nurse and patient outcomes in Chinese hospitals. Methods This cross-sectional study used geographically representative survey data collected from 2008 to 2010 from 181 hospitals in six provinces, two municipalities, and one autonomous region in China. Logistic regression models were used to estimate the association between contract-based nurse utilization, dissatisfaction among contract-based nurses, nurse intentions to leave their positions, and patient satisfaction, controlling for nurse, patient, and hospital characteristics. Principal Results Hospital-level utilization of contract-based nurses varies greatly from 0 to 91%, with an average of 51%. Contract-based nurses were significantly more dissatisfied with their remuneration and benefits than ‘bianzhi’ nurses who have more job security (P <0.01). Contract-based nurses who were dissatisfied with their salary and benefits were more likely to intend to leave their current positions (P <0.01). Hospitals with high levels of dissatisfaction with salary and benefits among contract-based nurses were rated lower and less likely to be recommended by patients (P < 0.05). Conclusions Our results suggest a high utilization of contract-based nurses in Chinese hospitals, and that the inequities in benefits between contract-based nurses and ‘bianzhi’ nurses may adversely affect both nurse and patient satisfaction in hospitals. Our study provides empirical support for the ‘equal pay for equal work’ policy emphasized by the China Ministry of Health’s recent regulations, and calls for efforts in Chinese hospitals to eliminate the disparities between ‘bianzhi’ and contract-based nurses. PMID:24418223

Nurse employment contracts in Chinese hospitals: impact of inequitable benefit structures on nurse and patient satisfaction.

PubMed

Shang, Jingjing; You, Liming; Ma, Chenjuan; Altares, Danielle; Sloane, Douglas M; Aiken, Linda H

2014-01-13

Ongoing economic and health system reforms in China have transformed nurse employment in Chinese hospitals. Employment of 'bianzhi' nurses, a type of position with state-guaranteed lifetime employment that has been customary since 1949, is decreasing while there is an increase in the contract-based nurse employment with limited job security and reduced benefits. The consequences of inequities between the two types of nurses in terms of wages and job-related benefits are unknown. This study examined current rates of contract-based nurse employment and the effects of the new nurse contract employment strategy on nurse and patient outcomes in Chinese hospitals. This cross-sectional study used geographically representative survey data collected from 2008 to 2010 from 181 hospitals in six provinces, two municipalities, and one autonomous region in China. Logistic regression models were used to estimate the association between contract-based nurse utilization, dissatisfaction among contract-based nurses, nurse intentions to leave their positions, and patient satisfaction, controlling for nurse, patient, and hospital characteristics. Hospital-level utilization of contract-based nurses varies greatly from 0 to 91%, with an average of 51%. Contract-based nurses were significantly more dissatisfied with their remuneration and benefits than 'bianzhi' nurses who have more job security (P <0.01). Contract-based nurses who were dissatisfied with their salary and benefits were more likely to intend to leave their current positions (P <0.01). Hospitals with high levels of dissatisfaction with salary and benefits among contract-based nurses were rated lower and less likely to be recommended by patients (P < 0.05). Our results suggest a high utilization of contract-based nurses in Chinese hospitals, and that the inequities in benefits between contract-based nurses and 'bianzhi' nurses may adversely affect both nurse and patient satisfaction in hospitals. Our study provides empirical support for the 'equal pay for equal work' policy emphasized by the China Ministry of Health's recent regulations, and calls for efforts in Chinese hospitals to eliminate the disparities between 'bianzhi' and contract-based nurses.

41 CFR 105-56.025 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 41 Public Contracts and Property Management 3 2011-01-01 2011-01-01 false Definitions. 105-56.025...-GSA as Paying Agency § 105-56.025 Definitions. The following definitions apply to this subpart: (a... of the Federal Government, including Government corporations. (c) Centralized salary offset computer...

Options for change in the NHS consultant contract.

PubMed

Clarke, R W; Gray, C

The lead negotiators for the management and consultant sides in an NHS trust in northern England responded to debate in their trust about consultant contracts by offering to research the attitudes of their peers towards a variety of contract options. The options tested included the current contract; models already examined in the trust and elsewhere, such as time sensitive and mild performance related contracts; and some more radical and speculative possibilities, including consultants franchising their services to the trust. Beyond the predictable conclusion that consultants would prefer no change while managers desired it, a time sensitive contract emerged as having potential for successful negotiation. On the other hand, neither consultants nor managers favoured a strict performance related contract or a fee for service contract. There was a strong similarity of opinion between the two groups on the relative salary values of the options, though the consultants consistently priced these higher than the managers.

Options for change in the NHS consultant contract.

PubMed Central

Clarke, R. W.; Gray, C.

1994-01-01

The lead negotiators for the management and consultant sides in an NHS trust in northern England responded to debate in their trust about consultant contracts by offering to research the attitudes of their peers towards a variety of contract options. The options tested included the current contract; models already examined in the trust and elsewhere, such as time sensitive and mild performance related contracts; and some more radical and speculative possibilities, including consultants franchising their services to the trust. Beyond the predictable conclusion that consultants would prefer no change while managers desired it, a time sensitive contract emerged as having potential for successful negotiation. On the other hand, neither consultants nor managers favoured a strict performance related contract or a fee for service contract. There was a strong similarity of opinion between the two groups on the relative salary values of the options, though the consultants consistently priced these higher than the managers. PMID:8086915

41 CFR 105-56.017 - Centralized salary offset computer match.

Code of Federal Regulations, 2013 CFR

2013-07-01

... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.017 - Centralized salary offset computer match.

Code of Federal Regulations, 2012 CFR

2012-01-01

... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.027 - Centralized salary offset computer match.

Code of Federal Regulations, 2014 CFR

2014-01-01

... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.017 - Centralized salary offset computer match.

Code of Federal Regulations, 2014 CFR

2014-01-01

... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.027 - Centralized salary offset computer match.

Code of Federal Regulations, 2012 CFR

2012-01-01

... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.027 - Centralized salary offset computer match.

Code of Federal Regulations, 2013 CFR

2013-07-01

... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

20 CFR 1002.5 - What definitions apply to USERRA?

Code of Federal Regulations, 2010 CFR

2010-04-01

... than wages or salary for work performed) that accrues to the employee because of an employment contract... pension plan, health plan, or employee stock ownership plan, insurance coverage and awards, bonuses... wages for work performed, or that has control over employment opportunities, including— (i) A person...

41 CFR 105-56.027 - Centralized salary offset computer match.

Code of Federal Regulations, 2011 CFR

2011-01-01

... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.027 - Centralized salary offset computer match.

Code of Federal Regulations, 2010 CFR

2010-07-01

... offset computer match. 105-56.027 Section 105-56.027 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.017 - Centralized salary offset computer match.

Code of Federal Regulations, 2010 CFR

2010-07-01

... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

41 CFR 105-56.017 - Centralized salary offset computer match.

Code of Federal Regulations, 2011 CFR

2011-01-01

... offset computer match. 105-56.017 Section 105-56.017 Public Contracts and Property Management Federal... computer match. (a) Delinquent debt records will be compared with Federal employee records maintained by... a delegation of authority from the Secretary, has waived certain requirements of the Computer...

Short-term Outcomes following Concussion in the NFL: An 11-year Retrospective Study of Player Release Rate and Financial Loss

PubMed Central

Ramkumar, Prem; Navarro, Sergio Michael

2017-01-01

Objectives: The primary goal of this study was to assess the short-term outcomes among National Football League (NFL) players following concussion in terms of: (1) DNP protocol activation, (2) release rate at one and three years, and (3) mean salary reduction. A secondary goal of the study was to stratify the post-concussive release rate by franchise and player position. Methods: NFL player transaction records and publicly available weekly injury reports from August 2005 to January 2016 for NFL players were analyzed. All players immediately sustaining recorded concussions were evaluated for a change to inactive or do-not-play (DNP) status. The one-year and three-year release rate following concussion was defined as any player transitioning to inactivation, retirement, free agency, or any failure to return for a successive season on the same team’s active roster after one or three years from the initial concussion. Student’s t-test was used to compare release rates between non-concussed and concussed players at one and three years. Mean salary reduction per year following concussion was calculated using publicly available player contracts. Additionally, franchise-level and position-based analyses of the release rate were performed. Results: Of the total 5,451 NFL players retrospectively analyzed over the 11-year period, 373 sustained publicly reported concussions resulting in DNP protocol activation. The release rate of the post-concussive versus non-concussive player was 26% vs. 20% at 1 year (p<0.01) and 31% vs. 19% at 3 years (p<0.01). After analyzing individual player contracts, the mean year-over-year change in contract value for concussed players after DNP protocol activation was an overall salary reduction of $760,000/year ± $2,380,000. Figure 1 depicts the tendency of each NFL franchise to release an athlete following concussion within one and three years. Table 1 reports a position-based analysis in terms of concussion rate, mean salary reduction, and NFL career longevity. Conclusion: Our retrospective study demonstrates that NFL concussions resulting in DNP protocol activation leads to a statistically greater release rate among concussed NFL players than non-concussed players. Released players suffered reduction in year-over-year accumulated earnings, and particular franchises tended to release concussed players more than others. Position-based Concussion Statistics of Players by DNP Activation, Salary Reduction, Career LengthPosition GroupDNP ConcussionsMean Salary Reduction ($/yr)Average Career Length (yrs)DB75 (20.1%)280,0007.0WR66 (17.7%)1,760,0007.3OL49 (13.1%)1,190,0005.5TE46 (12.3%)333,0007.7RB40 (10.7%)140,0005.1LB39 (10.5%)720,0004.9DL31 (8.3%)540,0007.0QB27 (7.2%)2,440,0007.3Total373760,0006.4

Program Evaluation Report: Educational Marketing Program, July 1, 1979 to February 12, 1980.

ERIC Educational Resources Information Center

Wallace, Steven

The budget, purposes, staffing, and outcomes of Chaffey Community College's Educational Marketing Program (EMP) are summarized in this report. The paper first delineates EMP allocations for salaries, benefits, supplies, contracted services, and capital outlay. Major program objectives are then outlined: to enhance Chaffey's image, to increase…

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.…

Restructuring Teacher Pay to Reward Excellence

ERIC Educational Resources Information Center

National Council on Teacher Quality, 2010

2010-01-01

When negotiating new teacher contracts, most districts, no doubt, are focusing discussions on averting wage freezes and massive layoffs. But prudent districts--those looking for long-term solutions to budget problems as well as those seeking to more fairly compensate the most effective teachers--are reconsidering the traditional salary schedule,…

48 CFR 731.205-6 - Compensation for personal services.

Code of Federal Regulations, 2010 CFR

2010-10-01

... whom the contractor will be working. (b) Salaries and wages. It is USAID policy that if an employee's... USAID Direct Contracting (available at http://www.usaid.gov/policy/ads/300/302.pdf), it will be... CST in ADS 302 have been followed. USAID policies on compensation of third country national or...

Top DoD Management Challenges, Fiscal Year 2018

DTIC Science & Technology

2018-01-01

Afghan Human Resource Information Management System to validate ANDSF personnel numbers and salaries; • Afghan Personnel Pay System to facilitate...unit strength accountability and personnel verification; and • Core Information Management System to improve accountability of equipment inventories...ACQUISITION AND CONTRACT MANAGEMENT Federal Acquisition Regulation requires contractor performance information be collected in the Contractor

Federal Expenditures by State for Fiscal Year 1989.

ERIC Educational Resources Information Center

Bureau of the Census (DOC), Washington, DC. Governments Div.

Twelve data tables are presented covering federal grants, salaries and wages, direct payments to individuals, procurement contracts, and other direct federal expenditures, by state and by territory, for fiscal year 1989 (FY89), with some summary trend data. The tables provide the following data for FY89, respectively: (1) summary distribution of…

25 CFR 1000.275 - Is it necessary for a self-governance AFA to include any clauses about FTCA coverage?

Code of Federal Regulations, 2012 CFR

2012-04-01

.../Consortium and its employees (including individuals performing personal services contracts with the tribe... clauses about FTCA coverage? 1000.275 Section 1000.275 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN... salary and benefits unless the employee receives additional compensation for performing covered services...

25 CFR 1000.275 - Is it necessary for a self-governance AFA to include any clauses about FTCA coverage?

Code of Federal Regulations, 2014 CFR

2014-04-01

.../Consortium and its employees (including individuals performing personal services contracts with the tribe... clauses about FTCA coverage? 1000.275 Section 1000.275 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN... salary and benefits unless the employee receives additional compensation for performing covered services...

25 CFR 1000.275 - Is it necessary for a self-governance AFA to include any clauses about FTCA coverage?

Code of Federal Regulations, 2011 CFR

2011-04-01

.../Consortium and its employees (including individuals performing personal services contracts with the tribe... clauses about FTCA coverage? 1000.275 Section 1000.275 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN... salary and benefits unless the employee receives additional compensation for performing covered services...

25 CFR 1000.275 - Is it necessary for a self-governance AFA to include any clauses about FTCA coverage?

Code of Federal Regulations, 2013 CFR

2013-04-01

.../Consortium and its employees (including individuals performing personal services contracts with the tribe... clauses about FTCA coverage? 1000.275 Section 1000.275 Indians OFFICE OF THE ASSISTANT SECRETARY, INDIAN... salary and benefits unless the employee receives additional compensation for performing covered services...

1994 Entry-Level Athletic Training Salaries

PubMed Central

Moss, Crayton L.

1996-01-01

In this study, I examined salaries for entry-level positions in athletic training during the year 1994. An entry-level position was defined as a position to be filled with an athletic trainer certified by the NATA, with no full-time paid employment experience. According to the “Placement Vacancy Notice” (NATA, Dallas, TX) and “BYLINE” (Athletic Trainer Services, Inc, Mt Pleasant, MI), there were 432 entry-level vacancies in hospital/clinics, college/universities, and high school settings. A total of 271 surveys (63%) were returned. Overall, beginning salaries for entry-level athletic training positions were $23,228 (±$3,177) for a bachelor's degree and $25,362 (±$3,883) for a master's degree. A stipend ($4,216 ± $2,039) was included in 86% of the high school positions. The term of contract for high school was usually a 10-month position (10.0 ± .9 months), hospital/clinic, 12-months (11.7 ± .7 months), while the college/university varied from 9 to 12 months (10.5 ± 1.2 months). Also included in the study was fringe benefit information: pension (other than Social Security), life, medical, dental, and vision insurance. Continued studies are recommended to establish salary norms and trends for entry-level positions so that athletic trainers will understand what monetary compensation to expect for their services. PMID:16558367

36 CFR 1011.1 - What definitions apply to the regulations in this part?

Code of Federal Regulations, 2010 CFR

2010-07-01

... under contract with an agency to collect a non-tax debt owed to the Presidio Trust. Salary offset means... regulations in this part? 1011.1 Section 1011.1 Parks, Forests, and Public Property PRESIDIO TRUST DEBT... States for, a person to satisfy a debt owed by the person. The term “administrative offset” includes...

Gender Inequality in Female-Dominated Occupation: The Earnings of Male and Female Teachers.

ERIC Educational Resources Information Center

Verdugo, Richard R.; Schneider, Jeffrey M.

1994-01-01

Examines earnings differentials between male and female teachers, using data from the 1987 Schools and Staffing Survey by the U.S. Department of Education. The estimated cost of being a female teacher is 5% in annual contract salary. In the female-dominated teaching profession, despite regulated pay scales and other structures to ensure pay…

Do Businesses Have a Social Responsibility?

ERIC Educational Resources Information Center

Social Education, 2009

2009-01-01

Many workers are employees of companies. These workers agree to do what the companies' owners tell them to do. In return, the companies pay the employees a wage or salary. This relationship, or contract, is an example of a principal-agent agreement: The company is the principal and the worker is the agent. The principal-agent agreement is the most…

Contracts in radiology practices: contract types and key provisions.

PubMed

Muroff, Julie A; Muroff, Lawrence R

2004-07-01

A contract between a radiology group and its physician member(s) provides the foundation for the professional relationships in a group practice. The parties are not in positions of parity; contract provisions are structured to maintain the primacy of the group over the individual members. An integration clause should be included to preclude reliance on communications that are not memorialized by the language of the contract. Precise, unambiguous terms must be used to convey the intentions of the parties. The contract should have a clear date of initiation and, if applicable, an effective date of termination. Mechanisms for termination and modification should be expressed clearly to minimize the risk of judicial interference. The method of determining and adjusting the salary and other benefits of the radiologist should be stated, as consideration is necessary to support the existence of a legal contract. The obligations of the radiologist to the practice are often stated in general terms to maximize the group's flexibility. Finally, other key clauses that are discussed in the paper should be incorporated into the contract.

Who contracts for primary care?

PubMed

Lewis, R; Gillam, S; Gosden, T; Sheaff, R

1999-12-01

The implications of the 1997 NHS (Primary Care) Act have been largely overlooked in the rush to establish Primary Care Groups. Allowing health authorities to develop local contracts for primary care has far-reaching implications and is an important departure from the national system of negotiation that has characterized general practice to date. This paper describes a content analysis of a sample of Personal Medical Services (PMS) pilot contracts. In the first year little attention has been given to achieving cost savings or greater efficiency and few contracts promote clinical guidelines. The difficulties of specifying services sensitive to local health needs are highlighted and the national Statement of Fees and Allowances (the 'Red Book') may not be swiftly supplanted. However, the pilots have introduced innovations such as salaried general practitioners, nurse-led services and NHS trust-managed care. The development of local contracts provides a valuable learning experience for general practitioners and health authorities in advance of the establishment of Primary Care Trusts.

Provider cost analysis supports results-based contracting out of maternal and newborn health services: an evidence-based policy perspective.

PubMed

Hatcher, Peter; Shaikh, Shiraz; Fazli, Hassan; Zaidi, Shehla; Riaz, Atif

2014-11-13

There is dearth of evidence on provider cost of contracted out services particularly for Maternal and Newborn Health (MNH). The evidence base is weak for policy makers to estimate resources required for scaling up contracting. This paper ascertains provider unit costs and expenditure distribution at contracted out government primary health centers to inform the development of optimal resource envelopes for contracting out MNH services. This is a case study of provider costs of MNH services at two government Rural Health Centers (RHCs) contracted out to a non-governmental organization in Pakistan. It reports on four selected Basic Emergency Obstetrical and Newborn Care (BEmONC) services provided in one RHC and six Comprehensive Emergency Obstetrical and Newborn Care (CEmONC) services in the other. Data were collected using staff interviews and record review to compile resource inputs and service volumes, and analyzed using the CORE Plus tool. Unit costs are based on actual costs of MNH services and are calculated for actual volumes in 2011 and for volumes projected to meet need with optimal resource inputs. The unit costs per service for actual 2011 volumes at the BEmONC RHC were antenatal care (ANC) visit USD$ 18.78, normal delivery US$ 84.61, newborn care US$ 16.86 and a postnatal care (PNC) visit US$ 13.86; and at the CEmONC RHC were ANC visit US$ 45.50, Normal Delivery US$ 148.43, assisted delivery US$ 167.43, C-section US$ 183.34, Newborn Care US$ 41.07, and PNC visit US$ 27.34. The unit costs for the projected volumes needed were lower due to optimal utilization of resources. The percentage distribution of expenditures at both RHCs was largest for salaries of technical staff, followed by salaries of administrative staff, and then operating costs, medicines, medical and diagnostic supplies. The unit costs of MNH services at the two contracted out government rural facilities remain higher than is optimal, primarily due to underutilization. Provider cost analysis using standard treatment guideline (STG) based service costing frameworks should be applied across a number of health facilities to calculate the cost of services and guide development of evidence based resource envelopes and performance based contracting.

Outsourcing: a managerial competency for the 21st century.

PubMed

Shaffer, F A

2000-01-01

The widespread application of outsourcing has been fueled by the changing nature of the work contract between employers and employees. The large-scale corporate downsizing that began in the late 1980s inspired a trend away from employer loyalty. This fact, coupled with today's tight labor market, has created a "guerrilla" work force comprised of deal-hungry professionals conditioned to signing bonuses, stock options, and higher-than-scale salaries.

( sup 3 H)QNB binding and contraction of rabbit colonic smooth muscle cells

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

Ringer, M.J.; Hyman, P.E.; Kao, H.W.

The authors used radioligand binding and studies of cell contraction to characterize muscarinic receptors on dispersed smooth muscle cells from rabbit proximal and distal colon. Cells obtained after serial incubations in collagenase were used to measure binding of tritiated quinuclidinyl benzilate (({sup 3}H)QNB). At 37{degree}C, specific ({sup 3}H)QNB binding was saturable and linearly related to cell number. Nonlinear regression analysis was used to determine the affinity of ({sup 3}H)QNB for its receptor. The IC{sub 50} for the muscarinic agonists bethanechol and oxotremorine were 80 and 0.57 {mu}M, respectively. Hill coefficients were 0.67 for both, suggesting more complex interaction involving receptorsmore » of different affinities. In studies of cell contraction, bethanechol stimulated a dose-dependent decrease in cell length with half the maximal contraction occurring at 100 pM. These results suggest that (1) contraction is mediated by binding of bethanechol to M{sub 2}-muscarinic receptors and that (2) there are a large number of spare receptors in colonic smooth muscle.« less

Can the Air Force and Airlines Collaborate for Mutual Benefit An Exploration of Pilot and Maintenance Workforce Options

DTIC Science & Technology

2016-01-01

Training; Resource Management; and Strategy and Doctrine. The research reported here was prepared under contract FA7014-06-C-0001. Additional information...bankruptcies and mergers. During this period, many airline pilot groups made concessions on pay and benefits. By 2015, pay levels for major airline pilots had... Virgin America UNIQUE_CARRIER_NAME 14 Figure 8. Air Force and Commercial Maintenance Personnel Salaries NOTE: AF Annual = Air Force, enlisted. Avg

Designing Military Pay. Contributions and Implications of the Economics Literature

DTIC Science & Technology

1993-01-01

34Time, Salary, and Incentive Payoffs in Labor Contracts," Journal of Labor Economics , VoL 9, No. 1, 1991, pp. 25-44. Foulkes, Fred K., Personnel...Edward Lazear, "The Excess Sensitivity of Layoffs and Quits to Demand," Journal of Labor Economics , VoL 2, No. 2,1984, pp. 233-257. Hashimoto, Masanori...34 Research in Labor Economics , VoL 9, Ronald Ehrenberg, ed., Ithaca, New York: JAI Press, Cornell University, 1988, pp. 225-256. Mellow, Wesley, "Employer Size

[The independent professionals as providers of jobs. A survey carried out in Spring 2006 in France].

PubMed

Doan, Bui Dang Ha; Lévy, Danièle; Teitelbaum, Juan; Allemand, Hélène; Pavot, Jeanne

2007-01-01

A survey based on postal questionnaire was carried out in France in Spring 2006 among a sample of 4100 independent professionals from 8 occupations: architects, lawyers, notaries, physicians, dentists, biologists, accountants and sellers of insurance contracts. The objective of the survey is to assess the pool of new jobs which may be created by the independent professionals whose the number in France is approximatively 550000 (total population of France in early 2006 : 62.9 millions). Legally and financially, an independent professional can conduct his business in his own office or within a society gathering several professionals. In the first case (called "solo practice") he may be helped by salaried employees and, recently by other professionals who act as associates. In the second case (called "society practice") he is one of the partners of the society which has generally one or several salaried employees. After the answers gathered by the survey, the number of jobs that the professionals envisage to create during one year is rather important. In the low variant, it is estimated 165200 posts, in the high variant, it may reach 226000 posts. These numbers include salaried employees and professional associates. They cover newly created posts and vacant posts filled in by newcomers. In other words, every 100 French independent professionals plan to create during the coming year between 30 and 41 jobs.

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…

Endothelin induces two types of contractions of rat uterus: phasic contractions by way of voltage-dependent calcium channels and developing contractions through a second type of calcium channels

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

Kozuka, M.; Ito, T.; Hirose, S.

1989-02-28

Effects of endothelin on nonvascular smooth muscle have been examined using rat uterine horns and two modes of endothelin action have been revealed. Endothelin (0.3 nM) caused rhythmic contractions of isolated uterus in the presence of extracellular calcium. The rhythmic contractions were completely inhibited by calcium channel antagonists. These characteristics of endothelin-induced contractions were very similar to those induced by oxytocin. Binding assays using /sup 125/I-endothelin showed that endothelin and the calcium channel blockers did not compete for the binding sites. However, endothelin was unique in that it caused, in addition to rhythmic contractions, a slowly developing monophasic contraction thatmore » was insensitive to calcium channel blockers. This developing contraction became dominant at higher concentrations of endothelin and was also calcium dependent.« less

Structural Changes in Isometrically Contracting Insect Flight Muscle Trapped following a Mechanical Perturbation

PubMed Central

Wu, Shenping; Liu, Jun; Perz-Edwards, Robert J.; Tregear, Richard T.; Winkler, Hanspeter; Franzini-Armstrong, Clara; Sasaki, Hiroyuki; Goldman, Yale E.; Reedy, Michael K.; Taylor, Kenneth A.

2012-01-01

The application of rapidly applied length steps to actively contracting muscle is a classic method for synchronizing the response of myosin cross-bridges so that the average response of the ensemble can be measured. Alternatively, electron tomography (ET) is a technique that can report the structure of the individual members of the ensemble. We probed the structure of active myosin motors (cross-bridges) by applying 0.5% changes in length (either a stretch or a release) within 2 ms to isometrically contracting insect flight muscle (IFM) fibers followed after 5–6 ms by rapid freezing against a liquid helium cooled copper mirror. ET of freeze-substituted fibers, embedded and thin-sectioned, provides 3-D cross-bridge images, sorted by multivariate data analysis into ∼40 classes, distinct in average structure, population size and lattice distribution. Individual actin subunits are resolved facilitating quasi-atomic modeling of each class average to determine its binding strength (weak or strong) to actin. ∼98% of strong-binding acto-myosin attachments present after a length perturbation are confined to “target zones” of only two actin subunits located exactly midway between successive troponin complexes along each long-pitch helical repeat of actin. Significant changes in the types, distribution and structure of actin-myosin attachments occurred in a manner consistent with the mechanical transients. Most dramatic is near disappearance, after either length perturbation, of a class of weak-binding cross-bridges, attached within the target zone, that are highly likely to be precursors of strong-binding cross-bridges. These weak-binding cross-bridges were originally observed in isometrically contracting IFM. Their disappearance following a quick stretch or release can be explained by a recent kinetic model for muscle contraction, as behaviour consistent with their identification as precursors of strong-binding cross-bridges. The results provide a detailed model for contraction in IFM that may be applicable to contraction in other types of muscle. PMID:22761792

A Diversified Approach to Funding a Paleontology Program

NASA Astrophysics Data System (ADS)

Dooley, A., Jr.

2014-12-01

Routine field collection of fossils and other geologic specimens and maintenance of the resulting collections do not typically receive frequent infusions of large amounts of grant money, in spite of the relatively low costs of these activities and the baseline of data they provide. This type of work is often carried out by chronically-underfunded museums that that must use innovative methods of fundraising to carry out their missions. The Virginia Museum of Natural History (VMNH) is an independent state agency that is not affiliated with a university or any other institution. The VMNH paleontology department carries out frequent excavations of vertebrate fossils at three different localities in Virginia and Wyoming, maintains a collection of several hundred thousand specimens, and conducts original research and participates in professional meetings. Yet the annual operations (non-salary) appropriation for the paleontology department is only $500/year. Since 2007, state appropriations have accounted for only 3% of the department's non-salary funding, while grants (excluding salary-specific funding) have accounted for 27% and cash donations provided 1%. The remaining 69% has come from a diverse suite of alternate fundraising methods. Ecotourism and educational programming fees (37%) include fees paid by students and members of the public to participate in VMNH excavations, as well as fee-based field trips and programs involving fossils or casts. Merchandise sales (15%) are based on casts of specimens held in either the VMNH collections or at smaller museums that have contracted with VMNH to provide paleontology services. Contract work (13%) has included paleo-themed exhibit design, specimen evaluation, and repair of fossil specimens for smaller museums and visitor centers that lack a paleontology staff. A crowdfunding campaign designed to support a specific fossil excavation was responsible for 4% of the department's funds. This diverse range of funding sources has both provided the department with sufficient funds to carry out its operations and insulated it from the effects of reduction of any one funding source. Moreover, as most of these methods involve considerable interaction with the public they serve as additional means of outreach.

Non-Binding Arbitration. Alternative Dispute Resolution Series

DTIC Science & Technology

1990-09-01

However, the panel did not accept of an expert in public contract law , and the documentation cf costs submitted by two experts on cement construction. The...expert, and both panel recommended a payment of parties agreed to the contract law expert, $57,000. who was to serve as the neutral party. The attorneys...applying situation. relevant principles from contract law . The arbitrator felt the contractor had justi- Plannin to Use Non-Binding Arbitration fied claims

Job Preferences of Nurses and Midwives for Taking Up a Rural Job in Peru: A Discrete Choice Experiment

PubMed Central

Huicho, Luis; Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane

2012-01-01

Background Robust evidence on interventions to improve the shortage of health workers in rural areas is needed. We assessed stated factors that would attract short-term contract nurses and midwives to work in a rural area of Peru. Methods and Findings A discrete choice experiment (DCE) was conducted to evaluate the job preferences of nurses and midwives currently working on a short-term contract in the public sector in Ayacucho, Peru. Job attributes, and their levels, were based on literature review, qualitative interviews and focus groups of local health personnel and policy makers. A labelled design with two choices, rural community or Ayacucho city, was used. Job attributes were tailored to these settings. Multiple conditional logistic regressions were used to assess the determinants of job preferences. Then we used the best-fitting estimated model to predict the impact of potential policy incentives on the probability of choosing a rural job or a job in Ayacucho city. We studied 205 nurses and midwives. The odds of choosing an urban post was 14.74 times than that of choosing a rural one. Salary increase, health center-type of facility and scholarship for specialization were preferred attributes for choosing a rural job. Increased number of years before securing a permanent contract acted as a disincentive for both rural and urban jobs. Policy simulations showed that the most effective attraction package to uptake a rural job included a 75% increase in salary plus scholarship for a specialization, which would increase the proportion of health workers taking a rural job from 36.4% up to 60%. Conclusions Urban jobs were more strongly preferred than rural ones. However, combined financial and non-financial incentives could almost double rural job uptake by nurses and midwifes. These packages may provide meaningful attraction strategies to rural areas and should be considered by policy makers for implementation. PMID:23284636

40 CFR 72.94 - Units with repowering extension plans.

Code of Federal Regulations, 2014 CFR

2014-07-01

... plans. (a) Design and engineering and contract requirements. No later than January 1, 2000, the... and the permitting authority: (1) Satisfactory documentation of a preliminary design and engineering effort. (2) A binding letter agreement for the executed and binding contract (or for each in a series of...

40 CFR 72.94 - Units with repowering extension plans.

Code of Federal Regulations, 2010 CFR

2010-07-01

... plans. (a) Design and engineering and contract requirements. No later than January 1, 2000, the... and the permitting authority: (1) Satisfactory documentation of a preliminary design and engineering effort. (2) A binding letter agreement for the executed and binding contract (or for each in a series of...

40 CFR 72.94 - Units with repowering extension plans.

Code of Federal Regulations, 2011 CFR

2011-07-01

... plans. (a) Design and engineering and contract requirements. No later than January 1, 2000, the... and the permitting authority: (1) Satisfactory documentation of a preliminary design and engineering effort. (2) A binding letter agreement for the executed and binding contract (or for each in a series of...

40 CFR 72.94 - Units with repowering extension plans.

Code of Federal Regulations, 2012 CFR

2012-07-01

... plans. (a) Design and engineering and contract requirements. No later than January 1, 2000, the... and the permitting authority: (1) Satisfactory documentation of a preliminary design and engineering effort. (2) A binding letter agreement for the executed and binding contract (or for each in a series of...

40 CFR 72.94 - Units with repowering extension plans.

Code of Federal Regulations, 2013 CFR

2013-07-01

... plans. (a) Design and engineering and contract requirements. No later than January 1, 2000, the... and the permitting authority: (1) Satisfactory documentation of a preliminary design and engineering effort. (2) A binding letter agreement for the executed and binding contract (or for each in a series of...

Ada (Trade Name)/SQL (Structured Query Language) Binding Specification

DTIC Science & Technology

1988-06-01

TYPES iS package ADA-SOL Is type DWPLOYEEyNAME Is new STRING ( 1 .. 30 ); type BOSSNAME is new EMPLOYEENAME; type EMPLOYEE SALARY is digits 7 range 0.00...minimum number of significant decimal digits . All real numbers between the lower and upper bounds, inclusive, belong to the subtype, and are...and the elements of strings. Format <character> -:- < digit > I <letter> ! <special character> < digit > ::- 0111213141516171819 <letter> ::- <upper case

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...

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.

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…

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…

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...

The Tie that Binds: The Role and Evolution of Contracts in Interlibrary Cooperation.

ERIC Educational Resources Information Center

Scrimgeour, Andrew D.; Potter, Susan

This paper examines the importance of contracts in formalizing agreements between libraries to provide services to off-campus students and describes the development of one such contract. Topics addressed include: (1) the value of contracts in clarifying responsibilities and elevating contracted services in the hierarchy of institutional…

A 'new' psychological contract for nurses: some management implications.

PubMed

Cavanagh, S J

1996-03-01

Changes within the health services are raising a number of employment issues for nurses. The idea that a professional qualification and a job will lead to security of employment and career development is rapidly changing. These assumptions, the 'old' psychological contract, is giving way to new expectations from employers and employees; the emergence of a 'new' psychological contract. A psychological contract is an implicit agreement between employer and employee that each party will treat the other fairly. Such contracts are maintained by virtue of all parties wanting to seek agreement on issues where possible and to maintain trust. While such a contract is not a legally binding agreement it is nonetheless a binding understanding between people. Changes to this psychological contract can have important implications for individuals and their employer in terms of work and organizational commitment. This paper will discuss some of the issues surrounding psychological contracts and the impact of violating them. It will also discuss, from a management perspective, how psychological contracts develop between employer and employee, and how to form a 'new' psychological contract based upon mutual benefit and shared values.

Contracts.

ERIC Educational Resources Information Center

Gellert, Shepard D.; Wilson, Grace

1977-01-01

This paper reviews experimental psychology goal research and its implications for the therapist doing contract therapy. Clinical examples of various levels of contracts give illustrations, and a technique, the therapeutic double bind, as a form of contract, is detailed. A case study is presented to illustrate the use of the theory. Three…

A case study of cost-efficient staffing under annualized hours.

PubMed

van der Veen, Egbert; Hans, Erwin W; Veltman, Bart; Berrevoets, Leo M; Berden, Hubert J J M

2015-09-01

We propose a mathematical programming formulation that incorporates annualized hours and shows to be very flexible with regard to modeling various contract types. The objective of our model is to minimize salary cost, thereby covering workforce demand, and using annualized hours. Our model is able to address various business questions regarding tactical workforce planning problems, e.g., with regard to annualized hours, subcontracting, and vacation planning. In a case study for a Dutch hospital two of these business questions are addressed, and we demonstrate that applying annualized hours potentially saves up to 5.2% in personnel wages annually.

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…

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.

Association between physician compensation methods and delivery of guideline-concordant STD care: is there a link?

PubMed

Pourat, Nadereh; Rice, Thomas; Tai-Seale, Ming; Bolan, Gail; Nihalani, Jas

2005-07-01

To examine the association between primary care physician (PCP) reimbursement and delivery of sexually transmitted disease (STD) services. Cross-sectional sample of PCPs contracted with Medicaid managed care organizations in 2002 in 8 California counties with the highest rates of Medicaid enrollment and chlamydia cases. The association between physician reimbursement methods and physician practices in delivery of STD services was examined in multiple logistic regression models, controlling for a number of potential confounders. Evidence of an association between reimbursement based on management of utilization and the PCP practice of providing chlamydia drugs for the partner's treatment was most apparent. In adjusted analyses, physicians reimbursed with capitation and a financial incentive for management of utilization (odds ratio [OR] = 1.63) or salary and a financial incentive for management of utilization (OR = 2.63) were more likely than those reimbursed under other methods to prescribe chlamydia drugs for the partner. However, PCPs least often reported they annually screened females aged 15-19 years for chlamydia (OR = 0.63) if reimbursed under salary and a financial incentive for productivity, or screened females aged 20-25 years (OR = 0.43) if reimbursed under salary and a financial incentive for financial performance. Some physician reimbursement methods may influence care delivery, but reimbursement is not consistently associated with how physicians deliver STD care. Interventions to encourage physicians to consistently provide guideline-concordant care despite conflicting financial incentives can maintain quality of care. In addition, incentives that may improve guideline-concordant care should be strengthened.

78 FR 64145 - 30-Day Notice of Proposed Information Collection: HUD-Owned Real Estate-Sales Contract and Addendums

Federal Register 2010, 2011, 2012, 2013, 2014

2013-10-25

... Information Collection: HUD-Owned Real Estate--Sales Contract and Addendums AGENCY: Office of the Chief... Collection Title of Information Collection: HUD-Owned Real Estate--Sales Contract and Addendums. OMB Approval... sales contracts and addenda that will be used in binding contracts between purchasers of acquired single...

42 CFR 422.646 - Effect of contract determination.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 42 Public Health 3 2010-10-01 2010-10-01 false Effect of contract determination. 422.646 Section 422.646 Public Health CENTERS FOR MEDICARE & MEDICAID SERVICES, DEPARTMENT OF HEALTH AND HUMAN... Appeals § 422.646 Effect of contract determination. The contract determination is final and binding unless...

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. ...

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. ...

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)

A Dictionary of Acquisition and Contracting Terms.

DTIC Science & Technology

1997-06-01

No Comment 0 (0 %) C_ Responses: The following comments were used to revise the definition: - Not necessarily binding; may be non-binding. (3) - I agree with your definition; however, if I’m not mistaken, there may be some instances wherein the arbitration decision is not binding. (4) 10 - I would consider deleting the word "most." While the ADR process is the current buzzword, the word "arbitration" has been around a lot longer and to a lot of folks extends to processes for handling issues of personnel matter, international contracting,

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…

FY 89 Faculty Salary Review.

ERIC Educational Resources Information Center

Ott, Mary Diederich

The University of Maryland at College Park is committed to ensuring that faculty salaries are based solely upon the contributions and accomplishments of the individual faculty members. The relationship between male and female faculty salaries is carefully monitored. The 1989 female faculty salary reviews (done in relation to the salaries of…

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...

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...

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…

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.

Private dentists assess treatment required as more extensive, demanding and costly, than public sector dentists.

PubMed

Tuominen, Risto; Eriksson, Anna-Leena; Vahlberg, Tero

2012-08-01

The aim was to evaluate whether contracted private practitioners assess required treatment more extensive, demanding and economically more rewarding than mainly salaried public sector dentists and to estimate the cost consequences of using these alternative providers. All dental services included in comprehensive treatments funded by the city of Turku and provided to adult patients during the year 2009 were recorded. Patients were distributed randomly without any determination of treatment needs before appointing them to different dentists. Treatment courses for 7432 patients in public clinics included 63 906 procedures and for 2932 patients assigned to treatment by contracted private practitioners included 21 194 procedures. Public sector dentists were mainly salaried with production incentives, and private practitioners worked purely on a fee-for-service basis. The cost estimates were based on the distributions of competence classifications recorded by the providers, which also formed the basis for reimbursement. For each studied treatment category with more than one competence classification, private contractors were less likely than their public sector counterparts to give an assessment of simple or less demanding: 8% versus 29% of examinations, 46% versus 69% of periodontal treatments, 63% versus 85% of extractions, 31% versus 46% of fillings, 18% versus 35% of root canals. The excess cost to society varied from 7.0% for root canal treatments to 21.3% for extractions, causing on average 14.4% higher cost level from use of private practitioners compared with public sector dentists. Private practitioners systematically classified the treatment procedures they provided as more demanding, and therefore more economically rewarding, than their public sector counterparts. The findings indicate that the costs of publicly funded dental care may be increased by the use of private dental contractors. © 2012 John Wiley & Sons A/S.

Rural practice preferences among medical students in Ghana: a discrete choice experiment

PubMed Central

Johnson, Jennifer C; Gyakobo, Mawuli; Agyei-Baffour, Peter; Asabir, Kwesi; Kotha, S Rani; Kwansah, Janet; Nakua, Emmanuel; Snow, Rachel C; Dzodzomenyo, Mawuli

2010-01-01

Abstract Objective To determine how specific job attributes influenced fourth year medical students’ stated preference for hypothetical rural job postings in Ghana. Methods Based on discussions with medical student focus groups and physicians in practice and in the Ministry of Health, we created a discrete choice experiment (DCE) that assessed how students’ stated preference for certain rural postings was influenced by various job attributes: a higher salary, free superior housing, an educational allowance for children, improved equipment, supportive management, shorter contracts before study leave and a car. We conducted the DCE among all fourth year medical students in Ghana using a brief structured questionnaire and used mixed logit models to estimate the utility of each job attribute. Findings Complete data for DCE analysis were available for 302 of 310 (97%) students. All attribute parameter estimates differed significantly from zero and had the expected signs. In the main effects mixed logit model, improved equipment and supportive management were most strongly associated with job preference (β = 1.42; 95% confidence interval, CI: 1.17 to 1.66, and β = 1.17; 95% CI: 0.96 to 1.39, respectively), although shorter contracts and salary bonuses were also associated. Discontinuing the provision of basic housing had a large negative influence (β = −1.59; 95% CI: −1.88 to −1.31). In models including gender interaction terms, women’s preferences were more influenced by supportive management and men’s preferences by superior housing. Conclusion Better working conditions were strongly associated with the stated choice of hypothetical rural postings among fourth year Ghanaian medical students. Studies are needed to find out whether job attributes determine the actual uptake of rural jobs by graduating physicians. PMID:20458371

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…

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)

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.…

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...

Faculty Salary Survey. California Community Colleges. 1973-74.

ERIC Educational Resources Information Center

California Community Colleges, Sacramento. Office of the Chancellor.

Data collected in a 1973-74 survey of faculty salaries and fringe benefits for California Community Colleges are provided in three schedules: (1) full-time faculty salary schedule, (2) distribution of salaries for full-time faculty, and (3) fringe benefits for full-time faculty and administrative personnel. The salary schedule for full-time…

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

Compensation in academic medicine: progress toward gender equity.

PubMed

Wright, Anne L; Ryan, Kenneth; St Germain, Patricia; Schwindt, Leslie; Sager, Rebecca; Reed, Kathryn L

2007-10-01

Studies have documented substantial salary disparities between women and men in academic medicine. While various strategies have been proposed to increase equity, to our knowledge, no interventions have been evaluated. This paper aims to assess the effect of an identity-conscious intervention on salary equity. This study shows comparison of adjusted annual salaries for women and men before and after an intervention. We studied full time faculty employed in FY00 (n = 393) and FY04 (n = 462) in one College of Medicine. Compensation data were obtained from personnel databases for women and men, and adjusted for predictors. After verification of data accuracy by departments, comparable individuals within the same department who had different salaries were identified. The Dean discussed apparent disparities with department heads, and salaries were adjusted. Total adjusted annualized salaries were compared for men and women for the year the project began and the year after the intervention using multivariate models. Female faculty members' salaries were also considered as a percent of male faculty members' salaries. Twenty-one potential salary disparities were identified. Eight women received equity adjustments to their salaries, with the average increase being $17,323. Adjusted salaries for women as a percent of salary for men increased from 89.4% before the intervention to 93.5% after the intervention. Disparities in compensation were no longer significant in FY2004 in basic science departments, where women were paid 97.6% of what men were paid. This study shows that gender disparities in compensation can be reduced through careful documentation, identification of comparable individuals paid different salaries, and commitment from leadership to hold the appropriate person accountable.

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…

7 CFR 3.80 - Written agreement to repay debts as alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... salary offset. 3.80 Section 3.80 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.80 Written agreement to repay debts as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent to Offset Salary, a...

45 CFR 33.8 - Voluntary repayment agreement in lieu of salary offset.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Voluntary repayment agreement in lieu of salary... SALARY OFFSET § 33.8 Voluntary repayment agreement in lieu of salary offset. (a)(1) In response to the... notice of intent to offset. An employee who wishes to repay the debt without salary offset shall also...

12 CFR 608.839 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 6 2010-01-01 2010-01-01 false Procedures for salary offset. 608.839 Section... OWED THE UNITED STATES Offset Against Salary § 608.839 Procedures for salary offset. (a) The Chairman... Intent to Collect by Salary Offset. (c)(1) If the amount of the debt is equal to or is less than 15...

12 CFR 1408.39 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Procedures for salary offset. 1408.39 Section... STATES Offset Against Salary § 1408.39 Procedures for salary offset. (a) The Chairman, or designee of the... periods following the date of mailing or delivery of the Notice of Intent to Collect by Salary Offset. (c...

7 CFR 3.81 - Procedures for salary offset: when deductions may begin.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: when deductions may... Salary Offset § 3.81 Procedures for salary offset: when deductions may begin. (a) Deductions to liquidate... Offset Salary to collect from the employee's current pay. (b) If the employee filed a petition for a...

22 CFR 309.18 - Voluntary repayment agreements as an alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... to salary offset. 309.18 Section 309.18 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.18 Voluntary repayment agreements as an alternative to salary offset. (a) In response to a notice of intent, an employee may propose a written agreement to repay the debt as an alternative to salary...

16 CFR 700.8 - Warrantor's decision as final.

Code of Federal Regulations, 2010 CFR

2010-01-01

... jurisdiction over suits for breach of warranty and service contract. ... decision as final. A warrantor shall not indicate in any written warranty or service contract either... party is final or binding in any dispute concerning the warranty or service contract. Nor shall a...

Binding Procurement

NASA Technical Reports Server (NTRS)

Rao, Gopalakrishna M.; Vaidyanathan, Hari

2007-01-01

This viewgraph presentation reviews the use of the binding procurement process in purchasing Aerospace Flight Battery Systems. NASA Engineering and Safety Center (NESC) requested NASA Aerospace Flight Battery Systems Working Group to develop a set of guideline requirements document for Binding Procurement Contracts.

Contracting out of clinical services in Zimbabwe.

PubMed

McPake, B; Hongoro, C

1995-07-01

Contracting is increasingly recommended to developing countries as a way of improving the efficiency of the health sector. However, empirical evidence regarding its effectiveness in this respect is almost completely absent. In Zimbabwe, a long standing contract exists between the Ministry of Health and Wankie Colliery to provide clinical services in the Colliery's 400 bed hospital. This paper details a study of the Zimbabweans' experience with the contract. Its success is assessed using comparisons with a neighbouring government hospital of the price of services (vs the cost in the government hospital); the situation of hospital workers; and the quality of services delivered. The Colliery has established a monopoly position for hospital services in the district. However, it appears to offer services of at least as good quality at prices which are lower than the unit costs of the government hospital when capital costs are included. Nevertheless, the contract cannot be considered a success due to the failure to contain its total cost. Approximately 70% of provincial non-salary recurrent expenditure is consumed by the contract while only a minority of the province's population have access to the Colliery hospital. Screening patients, both with respect to their ability to pay and to their need for secondary level services does not take place with the result that utilization levels are not controlled. The study highlights a number of important issues affecting contracting in developing country setting: First, contracted institutions attain powerful bargaining positions if there are no viable competitors and the government does not itself retain capacity to offer an alternative service. Second, specific skills are needed for the management of contracts at all levels. If the process of contract development responds to a crisis driven agenda resulting from civil service retrenchment and public expenditure cuts, it is unlikely that adequate consideration will be given to the development of such skills and the retention of key personnel. If such details are neglected, otherwise feasible efficiency gains will prove elusive.

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…

Teacher Salary Comparisons--Inter-City Differences: 2010-11 and 2011-12. BCTF Research Report. Section I. 2012-TS-02

ERIC Educational Resources Information Center

White, Margaret

2012-01-01

This research report, which is an update of research report 2011-TS-03, shows the salary difference for each step of British Columbia's (BC) Category 5 or comparable qualifications. Salaries for Vancouver public school teachers are compared to teacher salaries in Toronto (elementary), Ottawa (secondary), and Edmonton. Salaries for Prince George…

27 CFR 70.162 - Levy and distraint on salary and wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... salary and wages. 70.162 Section 70.162 Alcohol, Tobacco Products and Firearms ALCOHOL AND TOBACCO TAX... § 70.162 Levy and distraint on salary and wages. (a) Notice of intent to levy. Levy may be made for any... salary or wages. A levy on salary or wages is continuous from the time of the levy until the liability...

12 CFR 313.46 - Notice of salary offset where FDIC is the paying agency.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Notice of salary offset where FDIC is the... AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.46 Notice of salary... shall send the employee a written notice of salary offset. Such notice shall advise the employee: (1...

22 CFR 213.23 - Salary offset when USAID is not the creditor agency.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is not the creditor... Administrative Offset § 213.23 Salary offset when USAID is not the creditor agency. (a) USAID will use salary... installment, if a date other than the next established pay period. (b) Requests for salary offset must be sent...

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…

Compensation in Academic Medicine: Progress Toward Gender Equity

PubMed Central

Ryan, Kenneth; St. Germain, Patricia; Schwindt, Leslie; Sager, Rebecca; Reed, Kathryn L.

2007-01-01

Background Studies have documented substantial salary disparities between women and men in academic medicine. While various strategies have been proposed to increase equity, to our knowledge, no interventions have been evaluated. Objective This paper aims to assess the effect of an identity-conscious intervention on salary equity. Design This study shows comparison of adjusted annual salaries for women and men before and after an intervention. Participants/Setting We studied full time faculty employed in FY00 (n = 393) and FY04 (n = 462) in one College of Medicine. Intervention Compensation data were obtained from personnel databases for women and men, and adjusted for predictors. After verification of data accuracy by departments, comparable individuals within the same department who had different salaries were identified. The Dean discussed apparent disparities with department heads, and salaries were adjusted. Measurements Total adjusted annualized salaries were compared for men and women for the year the project began and the year after the intervention using multivariate models. Female faculty members’ salaries were also considered as a percent of male faculty members’ salaries. Results Twenty-one potential salary disparities were identified. Eight women received equity adjustments to their salaries, with the average increase being $17,323. Adjusted salaries for women as a percent of salary for men increased from 89.4% before the intervention to 93.5% after the intervention. Disparities in compensation were no longer significant in FY2004 in basic science departments, where women were paid 97.6% of what men were paid. Conclusions This study shows that gender disparities in compensation can be reduced through careful documentation, identification of comparable individuals paid different salaries, and commitment from leadership to hold the appropriate person accountable. PMID:17694417

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

On Anaphora and the Binding Principles in Categorial Grammar

NASA Astrophysics Data System (ADS)

Morrill, Glyn; Valentín, Oriol

In type logical categorial grammar the analysis of an expression is a resource-conscious proof. Anaphora represents a particular challenge to this approach in that the antecedent resource is multiplied in the semantics. This duplication, which corresponds logically to the structural rule of contraction, may be treated lexically or syntactically. Furthermore, anaphora is subject to constraints, which Chomsky (1981) formulated as Binding Principles A, B, and C. In this paper we consider English anaphora in categorial grammar including reference to the binding principles. We invoke displacement calculus, modal categorial calculus, categorial calculus with limited contraction, and entertain addition of negation as failure.

Active and retired public employees' health insurance: potential data sources.

PubMed

Morrill, Melinda Sandler

2014-12-01

Employer-provided health insurance for public sector workers is a significant public policy issue. Underfunding and the growing costs of benefits may hinder the fiscal solvency of state and local governments. Findings from the private sector may not be applicable because many public sector workers are covered by union contracts or salary schedules and often benefit modifications require changes in legislation. Research has been limited by the difficulty in obtaining sufficiently large and representative data on public sector employees. This article highlights data sources researchers might utilize to investigate topics concerning health insurance for active and retired public sector employees. Copyright © 2014 Elsevier B.V. All rights reserved.

Leave or Stay as a Risky Choice: Effects of Salary Reference Points and Anchors on Turnover Intention

PubMed Central

Xiong, Guanxing; Wang, X. T.; Li, Aimei

2018-01-01

Within a risky choice framework, we examine how multiple reference points and anchors regulate pay perception and turnover intentions in real organizational contexts with actual employees. We hypothesize that the salary range is psychologically demarcated by three reference points into four regions, the minimum requirement (MR), the status quo (SQ), and the goal (G). Three studies were conducted: Study 1 analyzed the relationship between turnover intention and the subjective likelihood of falling into each of four expected salary regions; Study 2 tested the mediating effect of pay satisfaction on salary reference point-dependent turnover intention; and Study 3 explored the anchoring effect of estimated peer salaries. The results show that turnover intention was higher in the region below MR or between SQ and G but lower in the region above G or between MR and SQ. That is, turnover intention can be high even in situations of salary raise, if the raise is below a salary goal (i.e., leaving for a lack of opportunity) and low even in situations of salary loss, if the expected salary is still above the MR (i.e., staying for security). In addition, turnover intention was regulated by pay satisfaction and peer salaries. In conclusion, turnover intention can be viewed as a risky choice adapted to salary reference points. PMID:29872409

Provision of ambulatory health services in Poland: a case study from Krakow.

PubMed

Chawla, Mukesh; Berman, Peter; Windak, Adam; Kulis, Marzena

2004-01-01

This study provides a comprehensive picture of the organization and delivery of ambulatory health care services in Poland. A main finding of the study is that, following the introduction of health insurance in 1999, the newly introduced Sickness Funds have become the main players in the medical services market, introducing new bidding procedures and contracts for provision of medical services. Contracts, and negotiations which precede them, have introduced elements of market competition, which has affected the number and types of services provided by health care centers operating under a contract. The health financing reforms have led to an even playing field for public and non-public providers, marked by a proliferation of structurally smaller health units. The introduction of a market environment has changed the way in which providers are compensated, with a discernible shift away from salary-based systems to capitation and fee-for-service compensation. The analysis of the provider market for outpatient care underscores the importance of understanding the organization and supply of health services, particularly insofar as it relates to the design of appropriate financial and other incentives for providers of health services and of policy interventions necessary for achieving systemic changes.

25 CFR 513.30 - When may the Commission use salary offset to collect debts?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 25 Indians 2 2010-04-01 2010-04-01 false When may the Commission use salary offset to collect... GENERAL PROVISIONS DEBT COLLECTION Salary Offset § 513.30 When may the Commission use salary offset to... salary offset under the authority of: 5 U.S.C. 5514; 31 U.S.C. 3716; 5 CFR part 550, subpart K; 31 CFR...

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2008-09. A Reference Tool for School Administrators

ERIC Educational Resources Information Center

Educational Research Service, 2009

2009-01-01

This report presents salary and wage data collected as part of the "Educational Research Service (ERS) National Survey of Salaries and Wages in Public Schools, 2008-2009." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public…

Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2009-2010. A Reference Tool for School Administrators

ERIC Educational Resources Information Center

Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

2010-01-01

This report presents salary and wage data collected as part of the 37th edition of the "ERS National Survey of Salaries and Wages in Public Schools, 2009-2010." The survey, conducted in fall 2008, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems…

Did We Say That? Consumerism and Contract Law.

ERIC Educational Resources Information Center

Nordin, Virginia Davis

1982-01-01

The dominant emerging concept in academic contract theory is that the student-college relationship is not a commercially binding contract but a more flexible quasi-contractual relationship. It allows the university maximum control of the relationship on a continuing basis, allows development of some student rights, and combines traditional and…

Determinants of general practitioners' wages in England.

PubMed

Morris, Stephen; Goudie, Rosalind; Sutton, Matt; Gravelle, Hugh; Elliott, Robert; Hole, Arne Risa; Ma, Ada; Sibbald, Bonnie; Skåtun, Diane

2011-02-01

We analyse the determinants of annual net income and wages (net income/hours) of general practitioners (GPs) using data for 2271 GPs in England recorded during Autumn 2008. The average GP had an annual net income of £97,500 and worked 43 h per week. The mean wage was £51 per h. Net income and wages depended on gender, experience, list size, partnership size, whether or not the GP worked in a dispensing practice, whether they were salaried of self-employed, whether they worked in a practice with a nationally or locally negotiated contract, and the characteristics of the local population (proportion from ethnic minorities, rurality, and income deprivation). The findings have implications for pay discrimination by GP gender and ethnicity, GP preferences for partnership size, incentives for competition for patients, and compensating differentials for local population characteristics. They also shed light on the attractiveness to GPs in England of locally negotiated (personal medical services) versus nationally negotiated (general medical services) contracts.

Regulation of Contraction by the Thick Filaments in Skeletal Muscle.

PubMed

Irving, Malcolm

2017-12-19

Contraction of skeletal muscle cells is initiated by a well-known signaling pathway. An action potential in a motor nerve triggers an action potential in a muscle cell membrane, a transient increase of intracellular calcium concentration, binding of calcium to troponin in the actin-containing thin filaments, and a structural change in the thin filaments that allows myosin motors from the thick filaments to bind to actin and generate force. This calcium/thin filament mediated pathway provides the "START" signal for contraction, but it is argued that the functional response of the muscle cell, including the speed of its contraction and relaxation, adaptation to the external load, and the metabolic cost of contraction is largely determined by additional mechanisms. This review considers the role of the thick filaments in those mechanisms, and puts forward a paradigm for the control of contraction in skeletal muscle in which both the thick and thin filaments have a regulatory function. The OFF state of the thick filament is characterized by helical packing of most of the myosin head or motor domains on the thick filament surface in a conformation that makes them unavailable for actin binding or ATP hydrolysis, although a small fraction of the myosin heads are constitutively ON. The availability of the majority fraction of the myosin heads for contraction is controlled in part by the external load on the muscle, so that these heads only attach to actin and hydrolyze ATP when they are required. This phenomenon seems to be the major determinant of the well-known force-velocity relationship of muscle, and controls the metabolic cost of contraction. The regulatory state of the thick filament also seems to control the dynamics of both muscle activation and relaxation. Copyright © 2017 Biophysical Society. Published by Elsevier Inc. All rights reserved.

[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.

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.

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.

49 CFR Appendix A to Part 1511 - Aviation Security Infrastructure Fee

Code of Federal Regulations, 2010 CFR

2010-10-01

... costs of checkpoint screening personnel. 2. Salary, benefits, overtime, retirement and other costs of exit lane monitors. 3. Salary, benefits, overtime, retirement and other costs of cargo screeners. 4. Salary, benefits, overtime, retirement and other costs of checked baggage screeners. 5. Salary, benefits...

California Makes the Case for Pay Equity.

ERIC Educational Resources Information Center

Turner, Anne M.

2002-01-01

Discusses results of a California Library Association study that investigated library employees' salaries as compared to salaries of employees in comparable public jobs. Highlights include reasons for unfair library employee compensation; comparisons of support staff supervisor salaries and executive salaries; and how to use the data to improve…

12 CFR 313.55 - Salary adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 4 2010-01-01 2010-01-01 false Salary adjustments. 313.55 Section 313.55 Banks and Banking FEDERAL DEPOSIT INSURANCE CORPORATION PROCEDURE AND RULES OF PRACTICE PROCEDURES FOR CORPORATE DEBT COLLECTION Salary Offset § 313.55 Salary adjustments. Any negative adjustment to pay arising...

7 CFR 1942.126 - Planning, bidding, contracting, constructing, procuring.

Code of Federal Regulations, 2013 CFR

2013-01-01

... evaluate the proposals received or can obtain adequate assistance from other sources, such as State or.... Contract documents must be sufficiently descriptive and legally binding to accomplish the work as...

7 CFR 1942.126 - Planning, bidding, contracting, constructing, procuring.

Code of Federal Regulations, 2012 CFR

2012-01-01

... evaluate the proposals received or can obtain adequate assistance from other sources, such as State or.... Contract documents must be sufficiently descriptive and legally binding to accomplish the work as...

7 CFR 1942.126 - Planning, bidding, contracting, constructing, procuring.

Code of Federal Regulations, 2010 CFR

2010-01-01

... evaluate the proposals received or can obtain adequate assistance from other sources, such as State or.... Contract documents must be sufficiently descriptive and legally binding to accomplish the work as...

7 CFR 1942.126 - Planning, bidding, contracting, constructing, procuring.

Code of Federal Regulations, 2011 CFR

2011-01-01

... evaluate the proposals received or can obtain adequate assistance from other sources, such as State or.... Contract documents must be sufficiently descriptive and legally binding to accomplish the work as...

7 CFR 1942.126 - Planning, bidding, contracting, constructing, procuring.

Code of Federal Regulations, 2014 CFR

2014-01-01

... evaluate the proposals received or can obtain adequate assistance from other sources, such as State or.... Contract documents must be sufficiently descriptive and legally binding to accomplish the work as...

Entry-level dietitians' salaries and benefits: comparisons with those of other selected health care professionals.

PubMed

Loushine, S K; Vaden, A G

1985-10-01

Data on salaries and fringe benefits of entry-level hospital dietitians were provided by surveys sent to personnel administrators in seven Midwestern states. In September 1982, the annual mean salary offered to dietitians awaiting registration was +16,472, whereas that for entry-level registered dietitians (R.D.s) was +17,250. In the smallest hospitals, annual mean salaries for R.D.s were lowest; non-metropolitan salaries were 2.8% lower than the metropolitan salaries. The salaries of entry-level R.D.s increased 54% from 1977 to 1982, while the Consumer Price Index (CPl), North Central, increased 59.7%. Salaries for selected entry-level health professionals ranked in decreasing order as follows: pharmacist, physical therapist, occupational therapist, social worker, staff nurse, dietitian, medical technologist, and respiratory therapist. Nationally, the entry-level dietitian's mean annual salary was +630 higher than that of the Midwestern dietitian. The increase in the national CPl from 1977 to 1982 was 57%, while the increase in the dietitian's salary was 48%. Leave time generally included 12 sick days, 2 weeks' vacation, 6 holidays, and 3 personal days per year. Employers contribute various amounts to life, health, and dental insurance costs. Discounts often were permitted on various hospital services. More than 80% of the hospitals surveyed provided some reimbursement for continuing education, and 74% permitted educational leaves of absence.

Gender-based salary inequity in social work: mediators of gender's effect on salary.

PubMed

Koeske, Gary F; Krowinski, William J

2004-04-01

This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated 3,665 dollars more) than women social workers. A path analysis suggested that the salary advantage for men that was attributable to their acquiring more experience and management positions was slightly larger than the direct effect of gender. The ability of merit variables to explain salary was somewhat greater for men than women. Other variables that mediated the effect of gender on salary were MSW specialization, working in a social work or a related area, and practice area (children and youths, health, mental health, or other area). The results suggest that substantial gender disparity continues to exist in social worker salaries.

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…

SLA Annual Salary Survey and Workplace Study, 2008

ERIC Educational Resources Information Center

Latham, John, Comp.

2008-01-01

The Special Libraries' Association (SLA) has conducted salary surveys since 1967, triennially from 1967 to 1990, biennially from 1990 to 1996 and annually from 1997 forward. The objectives of the annual Salary Survey are to: (1) Collect and analyze systematic, accurate information about the salaries of special librarians and information…

SLA Annual Salary Survey and Workplace Study, 2007

ERIC Educational Resources Information Center

Latham, John, Comp.

2007-01-01

The Special Libraries' Association (SLA) has conducted salary surveys since 1967, triennially from 1967 to 1990, biennially from 1990 to 1996 and annually from 1997 forward. The objectives of the annual Salary Survey are to: (1) Collect and analyze systematic, accurate information about the salaries of special librarians and information…

Administrative Compensation: An Investigation of Factors Accounting for Salary Differentials.

ERIC Educational Resources Information Center

Tracy, Saundra J.; Sheehan, Robert

A study was done to determine whether administrator salaries in 14 Ohio school districts were a reflection of administrator responsibilities or of length of service, and to find what factors accounted for salary differentials. Although previous research suggests factors for assigning value to administrative positions, traditional salary structures…

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…

45 CFR 1179.8 - 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. 1179.8 Section 1179.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.8 Procedures for salary...

45 CFR 1179.8 - Procedures for salary offset.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Procedures for salary offset. 1179.8 Section 1179.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.8 Procedures for 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…

SLA Triennial Salary Survey, 1989.

ERIC Educational Resources Information Center

Special Libraries Association, Washington, DC.

The objectives of the 8th triennial salary survey of Special Library Association (SLA) members were to: (1) obtain systematic accurate information about the salaries of special librarians and information personnel; (2) establish a data bank from which inquiries about salaries can be answered for members of the SLA, persons engaged in personnel and…

ARL Annual Salary Survey 2003-04

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Young, Mark, Comp.

2004-01-01

The Association of Research Libraries (ARL) Annual Salary Survey 2003-04 reports salary data for all professional staff working in Association of Research Libraries (ARL) libraries. It is the most comprehensive and thorough guide to current salaries in large U.S. and Canadian academic and research libraries, and is a valuable management and…

5 CFR 9901.323 - Eligibility for general salary increase.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 3 2010-01-01 2010-01-01 false Eligibility for general salary increase... NATIONAL SECURITY PERSONNEL SYSTEM (NSPS) Pay and Pay Administration Rate Ranges and General Salary Increases § 9901.323 Eligibility for general salary increase. (a) Employees with a current rating of record...

22 CFR 213.21 - Employee salary offset-general.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Employee salary offset-general. 213.21 Section... § 213.21 Employee salary offset—general. (a) Purpose. This section establishes USAID's policies and... account of an employee. (b) Scope. The provisions of this section apply to collection by salary offset...

5 CFR 179.209 - Voluntary repayment agreement as alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... alternative to salary offset. 179.209 Section 179.209 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS CLAIMS COLLECTION STANDARDS Salary Offset § 179.209 Voluntary repayment agreement as alternative to salary offset. (a)(1) In response to a notice of intent, an employee may propose...

17 CFR 141.8 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 1 2010-04-01 2010-04-01 false Procedures for salary offset. 141.8 Section 141.8 Commodity and Securities Exchanges COMMODITY FUTURES TRADING COMMISSION SALARY OFFSET § 141.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

32 CFR 1697.8 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 6 2010-07-01 2010-07-01 false Procedures for salary offset. 1697.8 Section 1697.8 National Defense Other Regulations Relating to National Defense SELECTIVE SERVICE SYSTEM SALARY OFFSET § 1697.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

38 CFR 1.992 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset. 1.992 Section 1.992 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.992 Procedures for salary offset. (a) Types of collection...

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…

12 CFR 1704.29 - Coordinating salary offset with other agencies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Coordinating salary offset with other agencies... HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.29 Coordinating salary offset with other agencies. (a) Responsibility of OFHEO as the creditor agency. (1) OFHEO...

10 CFR 16.15 - Procedures for internal salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Procedures for internal salary offset. 16.15 Section 16.15 Energy NUCLEAR REGULATORY COMMISSION SALARY OFFSET PROCEDURES FOR COLLECTING DEBTS OWED BY FEDERAL EMPLOYEES TO THE FEDERAL GOVERNMENT § 16.15 Procedures for internal salary offset. (a) Deductions to...

24 CFR 17.137 - Procedures for salary offset: imposition of interest.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: imposition of interest. 17.137 Section 17.137 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.137 Procedures for salary offset: imposition of interest...

28 CFR 11.7 - Salary adjustments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 1 2010-07-01 2010-07-01 false Salary adjustments. 11.7 Section 11.7 Judicial Administration DEPARTMENT OF JUSTICE DEBT COLLECTION Administration of Debt Collection § 11.7 Salary adjustments. The following debts shall not be subject to the salary offset procedures of § 11.8...

16 CFR 1027.8 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Procedures for salary offset. 1027.8 Section 1027.8 Commercial Practices CONSUMER PRODUCT SAFETY COMMISSION GENERAL SALARY OFFSET § 1027.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the...

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,…

Disparities in Salaries: Metropolitan versus Nonmetropolitan Community College Faculty

ERIC Educational Resources Information Center

Glover, Louis C.; Simpson, Lynn A.; Waller, Lee Rusty

2009-01-01

This article explores disparities in faculty salaries between metropolitan and nonmetropolitan Texas community colleges. The analysis reveals a significant difference in faculty salaries for the 2000 and 2005 academic years respectively. The study found no significant difference in the rate of change in faculty salaries from 2000 to 2005.…

24 CFR 17.136 - Procedures for salary offset: methods of collection.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: methods of collection. 17.136 Section 17.136 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.136 Procedures for salary offset: methods of collection...

26 CFR 509.113 - Government wages, salaries, and pensions.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

17 CFR 256.920 - Salaries and wages.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

45 CFR 607.8 - Procedures for salary offset.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 45 Public Welfare 3 2012-10-01 2012-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

45 CFR 607.8 - Procedures for salary offset.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 45 Public Welfare 3 2014-10-01 2014-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

45 CFR 607.8 - Procedures for salary offset.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 45 Public Welfare 3 2011-10-01 2011-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

45 CFR 607.8 - Procedures for salary offset.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 45 Public Welfare 3 2013-10-01 2013-10-01 false Procedures for salary offset. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by...

Salaries and Wages for Professional and Support Personnel in Public Schools, 2000-2001: A Reference Tool for Education Leaders. National Survey of Salaries and Wages in Public Schools. 28th Edition.

ERIC Educational Resources Information Center

Williams, Alicia D.; Protheroe, Nancy; Parks, Michael C.

This is the 28th edition of salary and wage studies conducted annually by the Educational Research Service. It collects salary data from a national panel sample of school systems for 22 professional and 10 support positions. Consistency in study design and procedures through the years has also made this the definitive study of salary changes in…

Library/Information Science Education, Placement, and Salaries. Guide to Employment Sources in the Library and Information Professions; Placements and Salaries 2000: Plenty of Jobs, Salaries Flat; Accredited Master's Programs in Library and Information Studies; Library Scholarship Sources; Library Scholarship and Award Recipients, 2001.

ERIC Educational Resources Information Center

Davis, Darlena; Terrell, Tom; Gregory, Vicki L.

2002-01-01

Includes five articles that report on employment sources in the library and information professions; placements and salaries, which indicate plenty of jobs and salaries that are flat; accredited master's programs in library and information studies; library scholarship sources; and library scholarship and award recipients. (LRW)

Drebrin-like protein DBN-1 is a sarcomere component that stabilizes actin filaments during muscle contraction.

PubMed

Butkevich, Eugenia; Bodensiek, Kai; Fakhri, Nikta; von Roden, Kerstin; Schaap, Iwan A T; Majoul, Irina; Schmidt, Christoph F; Klopfenstein, Dieter R

2015-07-06

Actin filament organization and stability in the sarcomeres of muscle cells are critical for force generation. Here we identify and functionally characterize a Caenorhabditis elegans drebrin-like protein DBN-1 as a novel constituent of the muscle contraction machinery. In vitro, DBN-1 exhibits actin filament binding and bundling activity. In vivo, DBN-1 is expressed in body wall muscles of C. elegans. During the muscle contraction cycle, DBN-1 alternates location between myosin- and actin-rich regions of the sarcomere. In contracted muscle, DBN-1 is accumulated at I-bands where it likely regulates proper spacing of α-actinin and tropomyosin and protects actin filaments from the interaction with ADF/cofilin. DBN-1 loss of function results in the partial depolymerization of F-actin during muscle contraction. Taken together, our data show that DBN-1 organizes the muscle contractile apparatus maintaining the spatial relationship between actin-binding proteins such as α-actinin, tropomyosin and ADF/cofilin and possibly strengthening actin filaments by bundling.

Social inequalities in the impact of flexible employment on different domains of psychosocial health.

PubMed

Artazcoz, Lucía; Benach, Joan; Borrell, Carme; Cortès, Imma

2005-09-01

(1) To analyse the impact of flexible employment on mental health and job dissatisfaction; and (2) to examine the constraints imposed by flexible employment on men's and women's partnership formation and people's decision to become parents. For the two objectives the potentially different patterns by sex and social class are explored. Cross sectional health survey. Multiple logistic regression models separated for sex and social class (manual and non-manual workers) and controlling for age were fitted. Four types of contractual arrangements have been considered: permanent, fixed term temporary contract, non-fixed term temporary contract, and no contract. Catalonia (a region in the north east of Spain). Salaried workers interviewed in the 2002 Catalonian health survey with no longstanding limiting illness, aged 16-64 (1474 men and 998 women). Fixed term temporary contracts were not associated with poor mental health status. The impact of other forms of flexible employment on mental health depended on the type of contractual arrangement, sex, and social class and it was restricted to less privileged workers, women, and manual male workers. The impact of flexible employment on living arrangements was higher in men. Among both manual and non-manual male workers, those with fixed term temporary contracts were less likely to have children when married or cohabiting and, additionally, among non-manual male workers they also were more likely to remain single (aOR = 2.35; 95%CI = 1.13 to 4.90). Some forms of temporary contracts are related to adverse health and psychosocial outcomes with different patterns depending on the outcome analysed and on sex and social class. Future research should incorporate variables to capture situations of precariousness associated with flexible employment.

Placements & Salaries Survey 2010: Stagnant Salaries, Rising Unemployment

ERIC Educational Resources Information Center

Maatta, Stephanie L.

2010-01-01

"Library Journal's annual Placements & Salaries Survey, with 1,996 respondents representing 38.7% of the approximately 5160 2009 LIS graduates, found an uptick in starting salaries, but bigger bumps in part-time and temporary jobs, an expanding gender gap, setbacks for minority graduates, and a drop in the number of total graduates. On the up…

1987 Salaries: Society Membership Survey.

ERIC Educational Resources Information Center

Kellman, Dawn; Skelton, W. Keith

Nationwide data are provided on the 1987 salaries of members of each of the American Institute of Physics' 10 member societies. Of the approximately 13,600 society members who were mailed a questionnaire, 61% responded. Data are presented by: degree level, type of employer, gender, salaries for PhDs by geographic location, PhD salaries by…

Full-time Faculty and Civil Service Salaries at Illinois Colleges and Universities.

ERIC Educational Resources Information Center

Illinois State Board of Higher Education, Springfield.

This report presents an analysis of weighted average salaries for full-time faculty and civil service employees at Illinois public and independent colleges and universities, and the Illinois Mathematics and Science Academy. The report includes average salaries for fiscal years 1985, 1990, and 1996-98 and compares salaries with select economic…

Faculty and Civil Service Salaries, Fiscal Year 1996.

ERIC Educational Resources Information Center

Illinois State Board of Higher Education, Springfield.

This report provides data on fiscal year (FY) 1996 average 9-month faculty and civil service salaries (excluding fringe benefits) and information on those salaries since FY 1980 for full-time employees at Illinois colleges and universities and the Illinois Mathematics and Science Academy. The report provides data comparing salaries with economic…

Withering Heights: 21st Annual Salary Survey.

ERIC Educational Resources Information Center

Schettler, Joel

2002-01-01

This report on an annual salary survey of trainers shows that, although training professionals' base salaries increased 7.1 percent over last year, their raises (3.9 percent) were not equal to those of the general public (4.5 percent). Tables depict salaries by region, gender, job category, industry, gross sales/assets, education, and experience.…

ARL Annual Salary Survey, 2006-07. Revised

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Young, Mark, Comp.

2007-01-01

The "ARL Annual Salary Survey 2006-07" reports salary data for all professional staff working in Association of Research Libraries (ARL) libraries. It is the most comprehensive and thorough guide to current salaries in large U.S. and Canadian academic and research libraries, and is a valuable management and research tool. Data for 9,824…

ARL Annual Salary Survey 2005-06

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Young, Mark, Comp.

2006-01-01

The "ARL Annual Salary Survey 2005-06" reports salary data for all professional staff working in Association of Research Libraries (ARL) libraries. It is the most comprehensive and thorough guide to current salaries in large U.S. and Canadian academic and research libraries, and is a valuable management and research tool. Data for 9,655…

ARL Annual Salary Survey 2007-2008

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp; Young, Mar, Comp.; Barber, Jason, Comp.

2008-01-01

The "ARL Annual Salary Survey 2007-2008" reports salary data for all professional staff working in Association of Research Libraries (ARL) libraries. It is the most comprehensive and thorough guide to current salaries in large U.S. and Canadian academic and research libraries, and is a valuable management and research tool. Data for 9,983…

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…

Predictors of Accounting Salaries: A Comparison of Bachelor Degree Graduate Salaries with Associate Degree Graduate Salaries

ERIC Educational Resources Information Center

Tickell, Geoffrey

2009-01-01

This paper reports on an investigation comparing the employment salary of bachelor degree in accounting graduates with associate degree in accounting graduates two years after their graduation. Using hierarchical regression analyses, this study shows the predictive strength of participants' academic qualifications, age, gender, GPA, professional…

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…

Recommendation for Faculty Salaries in Washington Public Higher Education 1977-79. Report No. 77-17.

ERIC Educational Resources Information Center

Curry, Denis; Johnson, Jackie

This document provides an analysis of faculty salary structures in Washington state colleges, universities, and community colleges. Comparative analysis of national averages for faculty salaries and compensation show that Washington institutions are below the national average in terms of faculty salaries, although the amount expended for salaries…

The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

ERIC Educational Resources Information Center

Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

2010-01-01

We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

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…

The Influence of Performance-Based Accountability on the Distribution of Teacher Salary Increases

ERIC Educational Resources Information Center

Bifulco, Robert

2010-01-01

This study examines how aspects of a district's institutional and policy environment influence the distribution of teacher salary increases. The primary hypothesis tested is that statewide performance-based accountability policies influence the extent to which districts backload teacher salary increases. I use data on teacher salaries from the…

24 CFR 17.134 - Procedures for salary offset: when deductions may begin.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: when deductions may begin. 17.134 Section 17.134 Housing and Urban Development Office of the Secretary, Department... Government Salary Offset Provisions § 17.134 Procedures for salary offset: when deductions may begin. (a...

45 CFR 2506.33 - How will the Corporation coordinate salary offsets with other agencies?

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 4 2010-10-01 2010-10-01 false How will the Corporation coordinate salary offsets... (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION OF DEBTS Salary Offset § 2506.33 How will the Corporation coordinate salary offsets with other agencies? (a) Responsibilities of the...

38 CFR 1.991 - Procedures for salary offset: when deductions may begin.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 38 Pensions, Bonuses, and Veterans' Relief 1 2010-07-01 2010-07-01 false Procedures for salary offset: when deductions may begin. 1.991 Section 1.991 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.991 Procedures for salary offset...

24 CFR 17.135 - Procedures for salary offset: types of collection.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 1 2010-04-01 2010-04-01 false Procedures for salary offset: types of collection. 17.135 Section 17.135 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.135 Procedures for salary offset: types of collection. A...

5 CFR 838.622 - Cost-of-living and salary adjustments.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Cost-of-living and salary adjustments....622 Cost-of-living and salary adjustments. (a)(1) A court order that awards adjustments to a former... such as “salary adjustments” or “pay adjustments” occurring after the date of the decree provides...

45 CFR 33.10 - Procedures for salary offset.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 45 Public Welfare 1 2010-10-01 2010-10-01 false Procedures for salary offset. 33.10 Section 33.10 Public Welfare DEPARTMENT OF HEALTH AND HUMAN SERVICES GENERAL ADMINISTRATION SALARY OFFSET § 33.10 Procedures for salary offset. (a) Method and source of deductions. Unless the employee and the Secretary have...

Faculty Salaries at California's Public Universities, 2007-08. Commission Report 07-15

ERIC Educational Resources Information Center

California Postsecondary Education Commission, 2007

2007-01-01

To prepare this report, the Commission examined faculty salary data supplied by the University of California (UC) and the California State University (CSU) systems. This report compares faculty salaries at California's public universities with faculty salaries at comparable institutions of higher education. Based on five-year trend projections,…

20 CFR 361.11 - Procedures for salary offset: When deductions may begin.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: When deductions... § 361.11 Procedures for salary offset: When deductions may begin. (a) Deductions to liquidate an... a debt is completed, offset shall be made from subsequent payments of any nature (e.g., final salary...

7 CFR 3.83 - Procedures for salary offset: methods of collection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: methods of collection. 3.83 Section 3.83 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.83 Procedures for salary offset: methods of collection. (a) General. A debt will be collected...

10 CFR 1015.215 - Federal salary offset.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Federal salary offset. 1015.215 Section 1015.215 Energy... Administrative Collection of Claims § 1015.215 Federal salary offset. (a) DOE may authorize Treasury to offset a Federal salary to satisfy delinquent debt in accordance with 5 U.S.C. 5514, Installment Deduction for...

36 CFR 1201.33 - How will NARA coordinate salary offsets with other agencies?

Code of Federal Regulations, 2010 CFR

2010-07-01

... salary offsets with other agencies? 1201.33 Section 1201.33 Parks, Forests, and Public Property NATIONAL ARCHIVES AND RECORDS ADMINISTRATION GENERAL RULES COLLECTION OF CLAIMS Salary Offset § 1201.33 How will NARA coordinate salary offsets with other agencies? (a) Responsibilities of NARA as the creditor agency...

27 CFR 70.242 - Wages, salary and other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 27 Alcohol, Tobacco Products and Firearms 2 2010-04-01 2010-04-01 false Wages, salary and other... Collection of Excise and Special (Occupational) Tax Limitations § 70.242 Wages, salary and other income. (a... as wages, salary or other income are exempt from levy. This section described the income of a...

38 CFR 1.990 - Written agreement to repay debt as alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... repay debt as alternative to salary offset. 1.990 Section 1.990 Pensions, Bonuses, and Veterans' Relief DEPARTMENT OF VETERANS AFFAIRS GENERAL PROVISIONS Salary Offset Provisions § 1.990 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in...

40 CFR 13.21 - Employee salary offset-general.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section... collection by salary offset under 5 U.S.C. 5514 of debts owed EPA and debts owed to other Federal agencies by...

29 CFR 778.113 - Salaried employees-general.

Code of Federal Regulations, 2010 CFR

2010-07-01

... dividing the monthly salary by the number of working days in the month and then by the number of hours of... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR STATEMENTS OF GENERAL... number of hours which the salary is intended to compensate. If an employee is hired at a salary of $182...

Salary and Ranking and Teacher Turnover: A Statewide Study

ERIC Educational Resources Information Center

Garcia, Cynthia Martinez; Slate, John R.; Delgado, Carmen Tejeda

2009-01-01

This study examined three years of data obtained from the Academic Excellence Indicator System of the State of Texas regarding teacher turnover rate and teacher salary. Across all public school districts, teacher salary was consistently negatively related to teacher turnover; that is, where salary was lower, turnover rate was higher When data were…

The association between working hours and sleep disturbances according to occupation and gender.

PubMed

Kim, Bo Hwan; Lee, Hye-Eun

2015-01-01

We attempted to explore the relationship between working hours and sleep disturbance according to occupation and gender among Korean workers. Data were derived from the third Korean Working Conditions Survey, conducted in 2011 by the Korea Occupational Safety and Health Agency. From a total of 50,032 workers, 34,783 salaried contract workers were selected. Work hours were categorized as <40, 40-48 (reference), 49-60, and >60 h/week. The outcome variable was sleep disturbance, which was assessed by a single question item (During the past 12 months, have you experienced sleep disturbance or insomnia?). Multiple survey logistic regression models were performed after adjusting with age, education level, marital status, self-rated health, salary, shift work, smoking and alcohol drinking. Gender and occupation were stratified in these models. The adjusted odds ratio (OR) for sleep disturbance in male non-manual workers with long work hours (>60 h/week) was 3.017 [95% confidence interval (CI) 1.956-4.653]. In female non-manual workers who work 49-60 working hour per week, the OR was 1.525 (95% CI 1.034-2.249). Long working hours can be a risk factor for sleep disturbance in Korean workers. The association was especially prominent in male non-manual workers.

The role of gender in MPH graduates' salaries.

PubMed

Bradley, E H; White, W; Anderson, E; Mattocks, K; Pistell, A

2000-01-01

Several studies have demonstrated that workforce roles and salaries differ substantially between men and women in administrative positions within the health care industry. Recent studies of graduates with masters of business administration (MBA) and masters of health administration (MHA) degrees have indicated that women tend to experience lower salaries, given like responsibilities. However, the impact of gender on salary has been less studied among masters of public health (MPH) graduates in the health care field. Our objective was to assess the impact of gender on salary among MPH degree graduates. Using a cross-sectional survey of all graduates from the MPH program at Yale University between 1991-1997 (n = 201, response rate = 51%), we ascertained graduates' reported salary in the first job post-graduation and reported salary in their current position. Bivariate and multivariate analyses were used to assess the unadjusted and adjusted associations between gender and salary. Salaries in both the first job post-graduation and in the current job differed significantly by gender, with women earning less than men (p-values < .05). Moreover, these differences persisted after controlling for a set of human capital measures including pre-MPH work experience, age at graduation, years since graduation, area of specialization within the MPH degree, and type of work site (governmental or nonprofit versus for-profit). Unlike studies of MBA and MHA graduates, however, this study did not find evidence that the gender-related salary gap widened as the years since graduation increased, although the sample size did not allow comprehensive testing of this trend.

Non-Binding Arbitration

DTIC Science & Technology

1990-09-01

costs. However, the panel did not accept of an expert in public contract law , and the documentation of costs submitted by two experts on cement...construction expert, and both panel recommended a payment of parties agreed to the contract law expert, $57,000. who was to serve as the neutral party. The...particular needs and of the contract language, or by applying situation. relevant principles from contract law . The arbitrator felt the contractor had

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.

Contracting with outpatient hemodialysis patients to improve adherence to treatment.

PubMed

Laidlaw, J K; Beeken, J E; Whitney, F W; Reyes, A A

1999-02-01

The purpose of this study was to examine the relationship between contingency contracting and adherence to prescribed therapy in outpatient chronic hemodialysis patients. A quasi-experimental, pretest/posttest design was used. The sample included 15 hemodialysis patients, 6 in the phosphorus group and 9 in the weight-gain group. The study was conducted at an outpatient hemodialysis center in a Midwestern rural state. Specific variables investigated were interdialytic weight gains and serum phosphorus levels that reflect adherence to fluid restrictions and to taking phosphate-binding medications. Weekly interviews were conducted with each patient and content analysis of interview data was completed to identify categories related to adherence and nonadherence. Pre- and postcontract weight gains and phosphorus levels were analyzed with a paired two sample t-test. The categories related to adherence and nonadherence included physiological, psychological, environmental, locus of control/self-control/self-praise, economical, medical, knowledge deficit, health benefits, family support, and social support. Adherence to taking phosphate-binding medication responded more favorably to contingency contracting than did adherence to fluid restrictions. Chronic outpatient hemodialysis patients in the sample responded to the use of contingency contracting and developed techniques to remember to take phosphate-binding medications in order to lower serum phosphorus medications.

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…

Rank-Order Distribution of Administrative Salaries Paid, 1985-86. Nineteenth Annual Report.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

Results of a survey of salaries of full-time administrators at public, doctoral-granting institutions for 1985-1986 are presented. Rank order distributions of 12-month administrative salaries are provided for 156 state universities in 49 states and 33 university systems in 27 states. Salary data for 151 universities in 47 states are also arranged…

Rank-Order Distribution of Administrative Salaries Paid, 1986-87. Twentieth Annual Report.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

Results of a survey of salaries of full-time administrators at public, doctoral-granting institutions for 1986-1987 are presented. Rank order distributions of 12-month administrative salaries are provided for 151 state universities in 49 states and 29 university systems in 23 states. Salary data for 151 universities are also arranged into the nine…

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…

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),…

45 CFR 607.8 - 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. 607.8 Section 607.8 Public Welfare Regulations Relating to Public Welfare (Continued) NATIONAL SCIENCE FOUNDATION SALARY OFFSET § 607.8 Procedures for salary offset. (a) Deductions to liquidate an employee's debt will be by the method and in the amount stated in the...

A Job with a Future? Delay Discounting, Magnitude Effects, and Domain Independence of Utility for Career Decisions.

ERIC Educational Resources Information Center

Schoenfelder, Thomas E.; Hantula, Donald A.

2003-01-01

Seniors (n=20) assessed two job offers with differences in domain (salary/tasks), delay (career-long earnings), and magnitude (initial salary offer). Contrary to discounted utility theory, choices reflected nonconstant discount rates for future salary/tasks (delay effect), lower discount rates for salary/preferred tasks (magnitude effect), and a…

Variation in Teacher Salaries in Georgia: Does the Property Tax Base Matter?

ERIC Educational Resources Information Center

Winters, John V.

2009-01-01

There is a great deal of variation in teacher salaries across school districts. This is important because districts that pay low salaries are likely to have greater trouble recruiting and retaining quality teachers. Regression analysis reveals that local supplements--payments exceeding the state minimum salary schedule--are affected by a number of…

Results of the 2013 CASE Europe Salary Survey

ERIC Educational Resources Information Center

Paradise, Andrew

2013-01-01

CASE has conducted salary surveys to track trends in the profession and to help members benchmark salaries since 1982. Following CASE's major overhaul of the survey instrument and data collection system, CASE Europe fielded a European version of the salary survey for the second time in October 2012. All individual CASE Europe members at colleges,…

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…

Employment, Salary, and Placement Information Related to Career Programs at Johnson County Community College.

ERIC Educational Resources Information Center

Conklin, Karen A.

This report contains employment, salary, and placement information related to career programs at Johnson County Community College (JCCC, Kansas) as of December 1998. Employment and salary projections for the greater Kansas City area, the state of Kansas, and the nation, as well as salary and placement information for JCCC program completers, are…

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…

20 CFR 361.10 - Written agreement to repay debt as alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... alternative to salary offset. 361.10 Section 361.10 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL... EMPLOYEES § 361.10 Written agreement to repay debt as alternative to salary offset. (a) Notification by... debt as an alternative to salary offset. Any employee who wishes to do this must submit a proposed...

Rethinking High School Principal Compensation Practices: An Analysis of Salaries in South Carolina and Theoretical Models

ERIC Educational Resources Information Center

Newman, Tim A.

2012-01-01

This study described the current state of principal salaries in South Carolina and compared the salaries of similar size schools by specific report card performance and demographic variables. Based on the findings, theoretical models were proposed, and comparisons were made with current salary data. School boards, human resource personnel and…

40 CFR 13.22 - Salary offset when EPA is the creditor agency.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is the creditor... COLLECTION STANDARDS Administrative Offset § 13.22 Salary offset when EPA is the creditor agency. (a... through salary offset, EPA will first provide the employee with the opportunity to pay in full the amount...

7 CFR 3.82 - Procedures for salary offset: types of collection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 1 2010-01-01 2010-01-01 false Procedures for salary offset: types of collection. 3.82 Section 3.82 Agriculture Office of the Secretary of Agriculture DEBT MANAGEMENT Federal Salary Offset § 3.82 Procedures for salary offset: types of collection. A debt will be collected in a lump-sum...

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Salary offset when USAID is the creditor agency... Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements... through salary offset, USAID will first provide the employee with the opportunity to pay in full the...

40 CFR 13.23 - Salary offset when EPA is not the creditor agency.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Salary offset when EPA is not the... CLAIMS COLLECTION STANDARDS Administrative Offset § 13.23 Salary offset when EPA is not the creditor... period. (4) Unless the employee has consented in writing to the salary deductions or signed a statement...

26 CFR 301.6334-2 - Wages, salary, and other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Wages, salary, and other income. 301.6334-2....6334-2 Wages, salary, and other income. (a) In general. Under section 6334 (a)(9) and (d) certain amounts payable to or received by a taxpayer as wages, salary, or other income are exempt from levy. This...

7 CFR 400.136 - Procedures for salary offset; when deductions may begin.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; when deductions may... Management-Regulations for the 1986 and Succeeding Crop Years § 400.136 Procedures for salary offset; when... amount outlined in the Notice of Intent to collect from the employee's salary, as provided for in § 400...

24 CFR 17.133 - Written agreement to repay debt as alternative to salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... alternative to salary offset. 17.133 Section 17.133 Housing and Urban Development Office of the Secretary... the Government Salary Offset Provisions § 17.133 Written agreement to repay debt as alternative to salary offset. (a) Notification by employee. The employee may propose, in response to a Notice of Intent...

Point mutations in the tri-helix bundle of the M-domain of cardiac myosin binding protein-C influence systolic duration and delay cardiac relaxation.

PubMed

van Dijk, Sabine J; Kooiker, Kristina B; Napierski, Nathaniel C; Touma, Katia D; Mazzalupo, Stacy; Harris, Samantha P

2018-06-01

Cardiac myosin binding protein-C (cMyBP-C) is an essential regulatory protein required for proper systolic contraction and diastolic relaxation. We previously showed that N'-terminal domains of cMyBP-C stimulate contraction by binding to actin and activating the thin filament in vitro. In principle, thin filament activating effects of cMyBP-C could influence contraction and relaxation rates, or augment force amplitude in vivo. cMyBP-C binding to actin could also contribute to an internal load that slows muscle shortening velocity as previously hypothesized. However, the functional significance of cMyBP-C binding to actin has not yet been established in vivo. We previously identified an actin binding site in the regulatory M-domain of cMyBP-C and described two missense mutations that either increased (L348P) or decreased (E330K) binding affinity of recombinant cMyBP-C N'-terminal domains for actin in vitro. Here we created transgenic mice with either the L348P or E330K mutations to determine the functional significance of cMyBP-C binding to actin in vivo. Results showed that enhanced binding of cMyBP-C to actin in L348P-Tg mice prolonged the time to end-systole and slowed relaxation rates. Reduced interactions between cMyBP-C and actin in E330K-Tg mice had the opposite effect and significantly shortened the duration of ejection. Neither mouse model displayed overt systolic dysfunction, but L348P-Tg mice showed diastolic dysfunction presumably resulting from delayed relaxation. We conclude that cMyBP-C binding to actin contributes to sustained thin filament activation at the end of systole and during isovolumetric relaxation. These results provide the first functional evidence that cMyBP-C interactions with actin influence cardiac function in vivo. Copyright © 2018 Elsevier Ltd. All rights reserved.

Placements and Salaries 1979: Wider Horizons.

ERIC Educational Resources Information Center

Learmont, Carol L.

1980-01-01

Reports placements and salaries of graduates of ALA-accredited library school programs. Salaries and opportunities appear to be strongest in the category of "Other Libraries and Library Agencies." (RAA)

Racial and ethnic differences in physician assistant salaries.

PubMed

Jacobson, Cardell K; Smith, Darron T

2015-06-01

Two recent reports using different data sets concluded that female physician assistants (PAs) earn substantially less than male PAs. Similar data comparing the effect of race and ethnicity on salary have not been compiled. This article examines the possibility of racial and ethnic salary disparities in PA salaries using data from the 2009 survey of members of the American Academy of Physician Assistants.

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)

Salaries in Universities and Colleges in 1920. Bulletin, 1920, No. 20

ERIC Educational Resources Information Center

Bureau of Education, Department of the Interior, 1920

1920-01-01

Undoubtedly the most critical question now before the university and college public is the question of salaries. The avowed purpose of many of the drives for additional funds for the support of the higher institutions is the increasing of the salaries of college officers and teachers. It is well known that the general level of such salaries is far…

Gender-Based Salary Inequity in Social Work: Mediators of Gender's Effect on Salary

ERIC Educational Resources Information Center

Koeske, Gary F.; Krowinski, William J.

2004-01-01

This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated $3,665 more) than women social workers. A path analysis suggested that the salary advantage for men that was…

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.…

Salary Surveys: How to Conduct One in Your Community and Child Care Staff Salary and Working Conditions Survey.

ERIC Educational Resources Information Center

Bellm, Dan; Whitebook, Marcy

Intended for use by child care advocates, this booklet describes ways to gather local information about existing salaries, benefits, and working conditions among child care workers for the purpose of coordinating efforts to upgrade the field. The booklet begins by presenting the rationale behind conducting salary surveys, noting that surveys can…

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…

29 CFR 778.325 - Effect on salary covering more than 40 hours' pay.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect on salary covering more than 40 hours' pay. 778.325... COMPENSATION Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.325 Effect on salary covering more than 40 hours' pay. The same reasoning applies to salary covering straight time pay for a...

How Should School Districts Shape Teacher Salary Schedules? Linking School Performance to Pay Structure in Traditional Compensation Schemes

ERIC Educational Resources Information Center

Grissom, Jason A.; Strunk, Katharine O.

2012-01-01

This study examines the relative distribution of salary schedule returns to experience for beginning and veteran teachers. We argue that districts are likely to benefit from structuring salary schedules with greater experience returns early in the teaching career. To test this hypothesis, we match salary data to school-level student performance…

12 CFR 1704.27 - Notice of salary offset where OFHEO is the paying agency.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 12 Banks and Banking 7 2010-01-01 2010-01-01 false Notice of salary offset where OFHEO is the..., DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT OFHEO ORGANIZATION AND FUNCTIONS DEBT COLLECTION Salary Offset § 1704.27 Notice of salary offset where OFHEO is the paying agency. (a) Notice. Upon issuance of a proper...

26 CFR 1.280C-1 - Disallowance of certain deductions for wage or salary expenses.

Code of Federal Regulations, 2010 CFR

2010-04-01

... salary expenses. 1.280C-1 Section 1.280C-1 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE... certain deductions for wage or salary expenses. If an employer elects to claim the targeted jobs credit... deduction for wage or salary expenses paid or incurred in the year the credit is earned by the amount...

29 CFR 778.323 - Effect if salary is for variable workweek.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Effect if salary is for variable workweek. 778.323 Section... Special Problems Reduction in Workweek Schedule with No Change in Pay § 778.323 Effect if salary is for... employees hired on a salary basis, the regular rate depends in part on the agreement of the parties as to...

The impact of the Department of Veterans Affairs Health Care Personnel Enhancement Act of 2004 on VA physicians' salaries and retention.

PubMed

Weeks, William B; Wallace, Tanner A; Wallace, Amy E

2009-01-01

To determine whether the Department of Veterans Affairs Health Care Personnel Enhancement Act (the Act), which was designed to achieve VA physician salary parity with American Academy of Medical Colleges (AAMC) Associate Professors and enacted in 2006, had achieved its goal. Using VA human resources datasets and data from the AAMC, we calculated mean VA physician salaries, with 95 percent confidence intervals, for 15 different medical specialties. For each specialty, we compared VA salaries to the median, 25th, and 75th percentile of AAMC Associate Professors' incomes. The Act's passage resulted in a $20,000 annual increase in VA physicians' salaries. VA primary care physicians, medical subspecialists, and psychiatrists had salaries that were comparable to their AAMC counterparts prior to and after enactment of the Act. However, VA surgical specialists', anesthesiologists', and radiologists' salaries lagged their AAMC counterparts both before and after the Act's enactment. Income increases were negatively correlated with full-time workforce changes. VA does not appear to provide comparable salaries for physicians necessary for surgical care. In certain cases, VA should consider outsourcing surgical services.

The 1.3 A resolution structure of the RNA tridecamer r(GCGUUUGAAACGC): metal ion binding correlates with base unstacking and groove contraction.

PubMed

Timsit, Youri; Bombard, Sophie

2007-12-01

Metal ions play a key role in RNA folding and activity. Elucidating the rules that govern the binding of metal ions is therefore an essential step for better understanding the RNA functions. High-resolution data are a prerequisite for a detailed structural analysis of ion binding on RNA and, in particular, the observation of monovalent cations. Here, the high-resolution crystal structures of the tridecamer duplex r(GCGUUUGAAACGC) crystallized under different conditions provides new structural insights on ion binding on GAAA/UUU sequences that exhibit both unusual structural and functional properties in RNA. The present study extends the repertory of RNA ion binding sites in showing that the two first bases of UUU triplets constitute a specific site for sodium ions. A striking asymmetric pattern of metal ion binding in the two equivalent halves of the palindromic sequence demonstrates that sequence and its environment act together to bind metal ions. A highly ionophilic half that binds six metal ions allows, for the first time, the observation of a disodium cluster in RNA. The comparison of the equivalent halves of the duplex provides experimental evidences that ion binding correlates with structural alterations and groove contraction.

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,…

26 CFR 404.6334(d)-1 - Minimum exemption from levy for wages, salary, or other income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 18 2010-04-01 2010-04-01 false Minimum exemption from levy for wages, salary... ADMINISTRATION UNDER THE TAX REFORM ACT OF 1976 § 404.6334(d)-1 Minimum exemption from levy for wages, salary, or... period. Paragraph (c) of this section contains rules relating to the minimum amount of wages, salary, or...

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.

29 CFR 778.322 - Reducing the fixed workweek for which a salary is paid.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 29 Labor 3 2010-07-01 2010-07-01 false Reducing the fixed workweek for which a salary is paid. 778... workweek for which a salary is paid. If an employee whose maximum hours standard is 40 hours was hired at a salary of $200 for a fixed workweek of 40 hours, his regular rate at the time of hiring was $5 per hour...

Structural Basis for the Regulation of Muscle Contraction by Troponin and Tropomyosin

PubMed Central

Galińska-Rakoczy, Agnieszka; Engel, Patti; Xu, Chen; Jung, HyunSuk; Craig, Roger; Tobacman, Larry S.; Lehman, William

2008-01-01

The molecular switching mechanism governing skeletal and cardiac muscle contraction couples the binding of Ca2+ on troponin to the movement of tropomyosin on actin filaments. Despite years of investigation, this mechanism remains unclear because it has not yet been possible to directly assess the structural influence of troponin on tropomyosin that causes actin filaments, and hence myosin-crossbridge cycling and contraction, to switch on and off. A C-terminal domain of troponin I is thought to be intimately involved in inducing tropomyosin movement to an inhibitory position that blocks myosin-crossbridge interaction. Release of this regulatory, latching domain from actin after Ca2+-binding to TnC presumably allows tropomyosin movement away from the inhibitory position on actin, thus initiating contraction. However, the structural interactions of the regulatory domain of TnI with tropomyosin and actin that cause tropomyosin movement are unknown and thus the regulatory process is not well defined. Here, thin filaments were labeled with an engineered construct representing C-terminal TnI and then 3D-EM was used to resolve where troponin is anchored on actin-tropomyosin. EM-reconstruction showed how TnI-binding to both actin and tropomyosin at low-Ca2+ competes with tropomyosin for a common site on actin and drives tropomyosin movement to a constrained, relaxing position to inhibit myosin-crossbridge association. Thus the observations reported reveal the structural mechanism responsible for troponin-tropomyosin-mediated steric-interference of actin-myosin interaction that regulates muscle contraction. PMID:18514658

New forms of public-private partnership for sustainable development of the fuel and energy sector

NASA Astrophysics Data System (ADS)

Pakhomova, E. O.; Goosen, E. V.; Nikitenko, S. M.

2017-09-01

Public-private partnership (PPP) as a form of interaction between the public and private sectors contributes to the improvement of social and economic situation in the country. PPP is viewed in a broad context and is presented as a system of financial and non-financial relations between government and business. A number of legislative initiatives contributed to the emergence of a new form of PPP that is a special investment contract (SPIC). In the Russian regions there are legislative initiatives that provide differences in terms of contracting. In a number of regions a federal-specific volume of mandatory investment has been reduced to attract investors, while there are regions where this volume is higher than at the federal level. Monitoring of regional legislation showed that the authorities of the constituent entities of the Russian Federation are striving to obtain guarantee obligations to create jobs and receive salaries above the average in the region. Measures to encourage investors have been determined, and the benefits to the government and business from the implementation of a SPIC have been shown.

An Analytical Approach to Salary Evaluation for Educational Personnel

ERIC Educational Resources Information Center

Bruno, James Edward

1969-01-01

"In this study a linear programming model for determining an 'optimal' salary schedule was derived then applied to an educational salary structure. The validity of the model and the effectiveness of the approach were established. (Author)

Aircrew Automated Escape Systems (AAES), In-Service Usage Data Analysis Program,

DTIC Science & Technology

1982-02-01

Factors where the dotted arrows indicate correlation and the solid arrow indicates causation. A classic example is teachers salaries and beer sales (in...dollars) observed over a ten year period. TEACHERS ’ SALARY (IN $) BEER SALES (IN $) A Classical Example of Spurioazs Association Between Teachers ...8217 Salary and Beer Sales Beer sales is highly correlated with teachers salaries, but would anyone suggest that the correspond- ing increase in beer sales

Effect of the Salary Model on Sustainability of a Professional Practice Environment.

PubMed

Hickey, Rosa G; Buchko, Barbara L; Coe, Paula F; Woods, Anne B

2017-10-01

This replication study examined differences in RN perception of the professional practice environment (PPE) between salary- and hourly-wage compensation models over time. A previous study demonstrated that nurses in a salary-wage model had a significantly higher perception of the PPE compared with their peers receiving hourly wages. A descriptive, comparative design was used to examine the Revised Professional Practice Environment (RPPE) scale of nurses in the same units surveyed in the previous study 2 years later. Mean scores on the RPPE continued to be significantly lower for hourly-wage RNs compared with the RNs in the salary-wage model. Nurses in an hourly-wage unit have significantly lower perceptions of the clinical practice environment than their peers in a salary-wage unit, indicating that professional practice perceptions in a salary-wage unit were sustained for a 2-year period and may provide a more effective PPE.

Contemporary employment arrangements and mental well-being in men and women across Europe: a cross-sectional study.

PubMed

De Moortel, Deborah; Vandenheede, Hadewijch; Vanroelen, Christophe

2014-10-28

There is the tendency in occupational health research of approximating the 'changed world of work' with a sole focus on the intrinsic characteristics of the work task, encompassing the job content and working conditions. This is insufficient to explain the mental health risks associated with contemporary paid work as not only the nature of work tasks have changed but also the terms and conditions of employment. The main aim of the present study is to investigate whether a set of indicators referring to quality of the employment arrangement is associated with the well-being of people in salaried employment. Associations between the quality of contemporary employment arrangements and mental well-being in salaried workers are investigated through a multidimensional set of indicators for employment quality (contract type; income; irregular and/or unsocial working hours; employment status; training; participation; and representation). The second and third aim are to investigate whether the relation between employment quality and mental well-being is different for employed men and women and across different welfare regimes. Cross-sectional data of salaried workers aged 15-65 from 21 EU-member states (n =11,940) were obtained from the 2010 European Social Survey. Linear regression analyses were performed. For both men and women, and irrespective of welfare regime, several sub-dimensions of low employment quality are significantly related with poor mental well-being. Most of the significant relations persist after controlling for intrinsic job characteristics. An insufficient household income and irregular and/or unsocial working hours are the strongest predictors of poor mental well-being. A differential vulnerability of employed men and women to the sub-dimensions of employment quality is found in Traditional family and Southern European welfare regimes. There are significant relations between indicators of low employment quality and poor mental well-being, also when intrinsic characteristics of the work task are controlled. Gender differences are least pronounced in Earner-carer countries.

Stated Preferences of Doctors for Choosing a Job in Rural Areas of Peru: A Discrete Choice Experiment

PubMed Central

Miranda, J. Jaime; Diez-Canseco, Francisco; Lema, Claudia; Lescano, Andrés G.; Lagarde, Mylene; Blaauw, Duane; Huicho, Luis

2012-01-01

Background Doctors’ scarcity in rural areas remains a serious problem in Latin America and Peru. Few studies have explored job preferences of doctors working in underserved areas. We aimed to investigate doctors’ stated preferences for rural jobs. Methods and Findings A labelled discrete choice experiment (DCE) was performed in Ayacucho, an underserved department of Peru. Preferences were assessed for three locations: rural community, Ayacucho city (Ayacucho’s capital) and other provincial capital city. Policy simulations were run to assess the effect of job attributes on uptake of a rural post. Multiple conditional logistic regressions were used to assess the relative importance of job attributes and of individual characteristics. A total of 102 doctors participated. They were five times more likely to choose a job post in Ayacucho city over a rural community (OR 4.97, 95%CI 1.2; 20.54). Salary increases and bonus points for specialization acted as incentives to choose a rural area, while increase in the number of years needed to get a permanent post acted as a disincentive. Being male and working in a hospital reduced considerably chances of choosing a rural job, while not living with a partner increased them. Policy simulations showed that a package of 75% salary increase, getting a permanent contract after two years in rural settings, and getting bonus points for further specialisation increased rural job uptake from 21% to 77%. A package of 50% salary increase plus bonus points for further specialisation would also increase the rural uptake from 21% to 52%. Conclusions Doctors are five times more likely to favour a job in urban areas over rural settings. This strong preference needs to be overcome by future policies aimed at improving the scarcity of rural doctors. Some incentives, alone or combined, seem feasible and sustainable, whilst others may pose a high fiscal burden. PMID:23272065

Role of Fibroblast Growth Factor Binding Protein-1 in Mammary Development and Tumorigenesis

DTIC Science & Technology

2009-10-01

AD_________________ Award Number: W81XWH-06-1-0763 TITLE: Role of Fibroblast Growth Factor ...2009 4. TITLE AND SUBTITLE Role of Fibroblast Growth Factor Binding Protein-1 in Mammary Development 5a. CONTRACT NUMBER and Tumorigenesis...Release; Distribution Unlimited 13. SUPPLEMENTARY NOTES 14. ABSTRACT 15. SUBJECT TERMS Fibroblast Growth Factor Binding Protein-1

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.

Chain migration through the social network: experience of labour migrants in Kuwait.

PubMed

Shah, N M; Menon, I

1999-01-01

"Labour migration to the Gulf countries is predominantly contract based and a majority of workers fall below the salary ceiling necessary for sponsoring family members. Despite this, social networks have expanded in Kuwait, primarily in the form of sponsorship of additional labour migrants by those already in the country. The objectives of the article are to describe how the process of arranging sponsorship works, to delineate the predictors of moving through a friend or relative, or arranging sponsorship for a subsequent labour migrant, and to assess the ¿multiplier' effect of the above process. The article is based on a survey among 800 South Asian skilled and unskilled male migrants, 200 each from Bangladesh, India, Pakistan and Sri Lanka." (EXCERPT)

Finance salaries. Account the cost.

PubMed

Robling, Andy

2003-02-06

Post-qualification salaries have increased by 4-7 per cent, a slowdown on last year's figures when increases were often more than 10 per cent. The highest increases this year tended to be in medium-sized trusts where newly qualified accountants' salaries rose 8.2 per cent. Directors of finance in large trusts earn about 20 per cent more than in medium trusts and about 40 per cent more than in small ones. Newly qualified accountants in large trusts earn 5 per cent more than in medium-sized trusts and 13 per cent more than in small ones. The survey is based on an analysis of salaries from Hays' jobs database, and salaries of registered candidates.

Analysis of Factors Related to Turnover Intentions Among the Financial Management (65Fx/65Wx) Career Field

DTIC Science & Technology

2017-03-23

sector, “it costs about .5 times the annual salary plus benefits to replace an hourly worker, 1.5 times the annual salary plus benefits to replace a...salaried employee, and as much as 5 times the annual salary plus benefits to replace an executive” (Colquitt, Lepine, & Wesson, 2011). Direct costs ...DISTRIBUTION STATEMENT A. APPROVED FOR PUBLIC RELEASE; DISTRIBUTION UNLIMITED. The views expressed in this thesis are those of the

Supplemental Report on Academic Salaries, 1987-88. A Report to the Governor and Legislature in Response to Senate Concurrent Resolution No. 51 (1965) and Subsequent Postsecondary Salary Legislation. Commission Report 88-30.

ERIC Educational Resources Information Center

California State Postsecondary Education Commission, Sacramento.

Data are presented on faculty and administrator salaries in the California community colleges, with comparative figures for the University of California (UC) and the California State University (CSU). Section 1 presents UC and CSU comparison group average salaries for 1982-83 and 1987-88, including information on compound rates of interest,…

Gender differences in salary and practice ownership expectations of matriculating veterinary students.

PubMed

Bristol, David G

2011-08-01

To examine gender differences in initial and long-term salary and practice ownership expectations among first-year veterinary students. Survey. First-year veterinary students at the North Carolina State University College of Veterinary Medicine during 2000 through 2003 and 2005 through 2009. A 1-page survey was distributed to students during orientation exercises or on the first day of a first-year course on ethics and jurisprudence. Students were asked to indicate their expected salary at graduation and in 5-year increments after graduation and to indicate whether they expected to own a practice after graduation. Responses were obtained from 567 female and 120 male students. There was no significant difference in initial salary expectations between male and female students. However, men had higher expectations for salary increases over the course of their career, so that expected salary was significantly higher for men than for women 5 years after graduation and beyond. A significantly greater percentage of men (69/93 [74.2%]) than women (242/499 [48.5%]) indicated they expected to own a practice. Although male and female veterinary students had similar expectations with regard to initial salaries, the male students had higher long-term salary expectations and were more likely to indicate an expectation to become a practice owner. Differences in expectations may lead to differences in behavior when those expectations are or are not met.

Are hybrids between Atlantic salmon and brown trout suitable long-term hosts of Gyrodactylus salaris during winter?

PubMed

Knudsen, R; Henriksen, E H; Gjelland, K Ø; Hansen, H; Hendrichsen, D K; Kristoffersen, R; Olstad, K

2017-10-01

The monogenean parasite Gyrodactylus salaris poses serious threats to many Atlantic salmon populations and presents many conservation and management questions/foci and challenges. It is therefore critical to identify potential vectors for infection. To test whether hybrids of native Atlantic salmon (Salmo salar) × brown trout (Salmo trutta) are suitable as reservoir hosts for G. salaris during winter, infected hybrid parr were released into a natural subarctic brook in the autumn. Six months later, 23.9% of the pit-tagged fish were recaptured. During the experimental period, the hybrids had a sixfold increase in mean intensity of G. salaris, while the prevalence decreased from 81% to 35%. There was high interindividual hybrid variability in susceptibility to infections. The maximum infrapopulation growth rate (0.018 day -1 ) of G. salaris throughout the winter was comparable to earlier laboratory experiments at similar temperatures. The results confirm that infrapopulations of G. salaris may reproduce on a hybrid population for several generations at low water temperatures (~1 °C). Wild salmon-trout hybrids are undoubtedly susceptible to G. salaris and represent an important reservoir host for the parasite independent of other co-occurring susceptible hosts. Consequently, these hybrids may pose a serious risk for G. salaris transmission to nearby, uninfected rivers by migratory individuals. © 2017 John Wiley & Sons Ltd.

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)

American Society of Civil Engineers | ASCE

Science.gov Websites

Diversity and Inclusion Civil Engineering Salaries Pre-College Outreach Student Resources University Civil Engineering Salaries Support for Students & Teachers Pre-College Outreach Student Resources Ethics Diversity and Inclusion Civil Engineering Salaries Support for Students & Teachers Pre-College

A comparison of the coupled cluster and internally contracted averaged coupled-pair functional levels of theory for the calculation of the MCH2(+) binding energies for M = Sc to Cu

NASA Technical Reports Server (NTRS)

Bauschlicher, Charles W., Jr.; Partridge, Harry; Scuseria, Gustavo E.

1992-01-01

The correlation contribution to the M-C binding energy for the MCH2(+) systems can exceed 100 kcal/mol. At the self-consistent field (SCF) level, these systems can be more than 50 kcal/mol above the fragment energies. In spite of the poor zeroth-order reference, the coupled cluster single and double excitation method with a perturbational estimate of triple excitations, CCSD(T), method is shown to provide an accurate description of these systems. The maximum difference between the CCSD(T) and internally contracted averaged coupled-pair functional binding energies is 1.5 kcal/mol for CrCH2(+), with the remaining systems agreeing to within 1.0 kcal/mol.

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)

The Computer-Job Salary Picture.

ERIC Educational Resources Information Center

Basta, Nicholas

1987-01-01

Discusses starting salaries for graduates with various degrees in computer science and electrical engineering. Summarizes the results of a recent study by the Institute of Electrical and Electronics Engineers (IEEE) which provides salary estimates for graduates in different specialties and in different geographical locations. (TW)

31 CFR 285.7 - Salary offset.

Code of Federal Regulations, 2014 CFR

2014-07-01

... Secretary, has waived certain requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U... process known as centralized salary offset computer matching, identify Federal employees who owe delinquent nontax debt to the United States. Centralized salary offset computer matching is the computerized...

Monitoring the compliance of the academic enterprise with the Fair Labor Standards Act

PubMed Central

Bankston, Adriana; McDowell, Gary S.

2017-01-01

Background: On December 1, 2016, the Fair Labor Standards Act (FLSA) was due to be updated by the U.S. Department of Labor. Key changes included an increase in the salary threshold for exemption from overtime for working more than 40 hours per week, and indexing the salary level so that it is updated automatically every 3 years. This was predicted to have a profound effect on academe as postdoctoral researchers were mostly paid at a salary below the new threshold. On November 22, 2016, an injunction was granted nationwide, delaying implementation of the updates, which were finally struck down entirely on August 31, 2017. Here we review the key changes to the FLSA, how they came about, and how the postdoctoral population was affected. Methods: We describe recent data collection efforts to uncover what institutions with postdocs were doing to comply with the FLSA. Results: Our data showed that 57% of institutions checked (containing 41% of the estimated postdoctoral workforce in science, engineering and health) had not decided or had no public decision available one month prior to implementation, and only 35.5% of institutions were planning to raise salaries to the new minimum. After the injunction, a number of institutions and the NIH continued with their plans to raise salaries. Overall, despite the removal of a federal mandate, approximately 60% of postdocs are at institutions whose policy is to raise salaries. Conclusions: Our data show uncertainty in postdoctoral salaries in the U.S. prior to implementation of the FLSA ruling. In addition, while some institutions did suspend plans to raise postdoctoral salaries after the injunction, many continued with the raise. The implementation of postdoctoral salary raises may be inconsistent, however, as the legal minimum is still $23,660. PMID:27990268

28 CFR 11.8 - Salary offset.

Code of Federal Regulations, 2014 CFR

2014-07-01

... office of the salary offset coordination official within 15 days after the employee's receipt of the... offset coordination officer will notify the employee of the location and time when the employee may... records, due to geographical or other constraints, the salary offset coordination officer shall arrange to...

28 CFR 11.8 - Salary offset.

Code of Federal Regulations, 2012 CFR

2012-07-01

... office of the salary offset coordination official within 15 days after the employee's receipt of the... offset coordination officer will notify the employee of the location and time when the employee may... records, due to geographical or other constraints, the salary offset coordination officer shall arrange to...

28 CFR 11.8 - Salary offset.

Code of Federal Regulations, 2013 CFR

2013-07-01

... office of the salary offset coordination official within 15 days after the employee's receipt of the... offset coordination officer will notify the employee of the location and time when the employee may... records, due to geographical or other constraints, the salary offset coordination officer shall arrange to...

28 CFR 11.8 - Salary offset.

Code of Federal Regulations, 2011 CFR

2011-07-01

... office of the salary offset coordination official within 15 days after the employee's receipt of the... offset coordination officer will notify the employee of the location and time when the employee may... records, due to geographical or other constraints, the salary offset coordination officer shall arrange to...

5 CFR 551.203 - Salary-based nonexemption.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Salary-based nonexemption. 551.203 Section 551.203 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS PAY ADMINISTRATION UNDER THE FAIR LABOR STANDARDS ACT Exemptions and Exclusions § 551.203 Salary-based nonexemption...

31 CFR 285.7 - Salary offset.

Code of Federal Regulations, 2010 CFR

2010-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... known as centralized salary offset computer matching, identify Federal employees who owe delinquent nontax debt to the United States. Centralized salary offset computer matching is the computerized...

31 CFR 285.7 - Salary offset.

Code of Federal Regulations, 2011 CFR

2011-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... known as centralized salary offset computer matching, identify Federal employees who owe delinquent nontax debt to the United States. Centralized salary offset computer matching is the computerized...

31 CFR 285.7 - Salary offset.

Code of Federal Regulations, 2012 CFR

2012-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... known as centralized salary offset computer matching, identify Federal employees who owe delinquent nontax debt to the United States. Centralized salary offset computer matching is the computerized...

31 CFR 285.7 - Salary offset.

Code of Federal Regulations, 2013 CFR

2013-07-01

... requirements of the Computer Matching and Privacy Protection Act of 1988, 5 U.S.C. 552a, as amended, for... known as centralized salary offset computer matching, identify Federal employees who owe delinquent nontax debt to the United States. Centralized salary offset computer matching is the computerized...

A comparison of salary-wage and hourly-wage acute care nursing units: a pilot study.

PubMed

Hickey, Rosa G; Buchko, Barbara L; Coe, Paula F; Woods, Anne B

2015-05-01

This pilot study examined differences in RN perception of the professional practice environment and financial indicators between salary-wage and hourly-wage compensation models. There is a dearth of current information regarding use of salary-wage models for compensation for direct care nurses. A descriptive, comparative design was used to examine the Revised Professional Practice Environment Scale (RPPE) and financial indicators of nurses in a nonprofit healthcare system over a 6-month period. Mean scores on the RPPE were significantly lower for hourly-wage RNs, and the hourly-wage model resulted in a 1.2% additional cost for overtime hours compared with the fixed cost of the salary-wage model. Nurses in an hourly-wage unit reported a significantly lower perception of the clinical practice environment than did their peers in a salary-wage unit, indicating that professional practice perceptions in a salary-wage unit may provide a more effective professional practice environment. Financial analysis resulted in a budget-neutral impact.

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.

Structural basis for the regulation of muscle contraction by troponin and tropomyosin.

PubMed

Galińska-Rakoczy, Agnieszka; Engel, Patti; Xu, Chen; Jung, Hyunsuk; Craig, Roger; Tobacman, Larry S; Lehman, William

2008-06-20

The molecular switching mechanism governing skeletal and cardiac muscle contraction couples the binding of Ca2+ on troponin to the movement of tropomyosin on actin filaments. Despite years of investigation, this mechanism remains unclear because it has not yet been possible to directly assess the structural influence of troponin on tropomyosin that causes actin filaments, and hence myosin-crossbridge cycling and contraction, to switch on and off. A C-terminal domain of troponin I is thought to be intimately involved in inducing tropomyosin movement to an inhibitory position that blocks myosin-crossbridge interaction. Release of this regulatory, latching domain from actin after Ca2+ binding to TnC (the Ca2+ sensor of troponin that relieves inhibition) presumably allows tropomyosin movement away from the inhibitory position on actin, thus initiating contraction. However, the structural interactions of the regulatory domain of TnI (the "inhibitory" subunit of troponin) with tropomyosin and actin that cause tropomyosin movement are unknown, and thus, the regulatory process is not well defined. Here, thin filaments were labeled with an engineered construct representing C-terminal TnI, and then, 3D electron microscopy was used to resolve where troponin is anchored on actin-tropomyosin. Electron microscopy reconstruction showed how TnI binding to both actin and tropomyosin at low Ca2+ competes with tropomyosin for a common site on actin and drives tropomyosin movement to a constrained, relaxing position to inhibit myosin-crossbridge association. Thus, the observations reported reveal the structural mechanism responsible for troponin-tropomyosin-mediated steric interference of actin-myosin interaction that regulates muscle contraction.

BODY MASS INDEX AND SELF-EMPLOYMENT IN SOUTH KOREA.

PubMed

Han, Euna; Kim, Tae Hyun

2017-07-01

This study assesses differential labour performance by body mass index (BMI), focusing on heterogeneity across three distinct employment statuses: unemployed, self-employed and salaried. Data were drawn from the Korean Labor and Income Panel Study. The final sample included 15,180 person-year observations (9645 men and 5535 women) between 20 and 65 years of age. The findings show that (i) overweight/obese women are less likely to have salaried jobs than underweight/normal weight women, whereas overweight/obese men are more likely to be employed in both the salaried and self-employed sectors than underweight/normal men, (ii) overweight/obese women have lower wages only in permanent salaried jobs than underweight/normal weight women, whereas overweight/obese men earn higher wages only in salaried temporary jobs than underweight/normal weight women, (iii) overweight/obese women earn lower wages only in service, sales, semi-professional and blue-collar jobs in the salaried sector than underweight/normal weight women, whereas overweight/obese men have lower wages only in sales jobs in the self-employed sector than underweight/normal weight women. The statistically significant BMI penalty in labour market outcomes, which occurs only in the salaried sector for women, implies that there is an employers' distaste for workers with a high BMI status and that it is a plausible mechanism for job market penalty related to BMI status. Thus, heterogeneous job characteristics across and within salaried versus self-employed sectors need to be accounted for when assessing the impact of BMI status on labour market outcomes.

Managing Salary Equity. AIR Forum 1981 Paper.

ERIC Educational Resources Information Center

Prather, James E.; Posey, Ellen I.

Technical considerations in the development of a salary equity model based upon regression analysis are reviewed, and a simplified salary prediction equation is examined. Application and communication of the results of the analysis within the existing operational context of a postsecondary institution are also addressed. The literature is…

Education and Six-Figure Salaries. The Iconoclast.

ERIC Educational Resources Information Center

McMurtry, John

1996-01-01

Criticizes the recent trend of six-figure-plus salaries for higher education administrators in Canada. Maintains that these salaries reflect neither market value nor individual performance but rather result from aggressive self-promotion and institutional chicanery. Argues that those individuals motivated primarily by money should work in the…

19 CFR 201.205 - Salary adjustments.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.205 Salary adjustments. Any negative adjustment to pay arising out of an employee's election...

19 CFR 201.204 - Salary offset.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Salary offset. 201.204 Section 201.204 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.204 Salary offset. (a) Notice requirements before offset where the Commission is the creditor...

19 CFR 201.205 - Salary adjustments.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 19 Customs Duties 3 2014-04-01 2014-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.205 Salary adjustments. Any negative adjustment to pay arising out of an employee's election...

19 CFR 201.204 - Salary offset.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 19 Customs Duties 3 2013-04-01 2013-04-01 false Salary offset. 201.204 Section 201.204 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.204 Salary offset. (a) Notice requirements before offset where the Commission is the creditor...

19 CFR 201.204 - Salary offset.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 19 Customs Duties 3 2011-04-01 2011-04-01 false Salary offset. 201.204 Section 201.204 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.204 Salary offset. (a) Notice requirements before offset where the Commission is the creditor...

19 CFR 201.205 - Salary adjustments.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 19 Customs Duties 3 2011-04-01 2011-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.205 Salary adjustments. Any negative adjustment to pay arising out of an employee's election...

19 CFR 201.205 - Salary adjustments.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 19 Customs Duties 3 2013-04-01 2013-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.205 Salary adjustments. Any negative adjustment to pay arising out of an employee's election...

19 CFR 201.204 - Salary offset.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 19 Customs Duties 3 2012-04-01 2012-04-01 false Salary offset. 201.204 Section 201.204 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.204 Salary offset. (a) Notice requirements before offset where the Commission is the creditor...

19 CFR 201.205 - Salary adjustments.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 19 Customs Duties 3 2012-04-01 2012-04-01 false Salary adjustments. 201.205 Section 201.205 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.205 Salary adjustments. Any negative adjustment to pay arising out of an employee's election...

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,…

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…

Compulsory private complementary health insurance offered by employers in France: implications and current debate.

PubMed

Franc, Carine; Pierre, Aurélie

2015-02-01

In January 2013, within the framework of a National Inter-professional Agreement (NIA), the French government required all employers (irrespective of the size of their business) to offer private complementary health insurance to their employees from January 2016. The generalization of group complementary health insurance to all employees will directly affect insurers, employers and employees, as well as individuals not directly concerned (students, retirees, unemployed and civil servants). In this paper, we present the issues raised by this regulation, the expected consequences and the current debate around this reform. In particular, we argue that this reform may have adverse effects on equity of access to complementary health insurance in France, since the risk structure of the market for individual health insurance will change, potentially increasing inequalities between wage-earners and others. Moreover, tax exemptions given to group contracts are problematic because public funds used to support these contracts can be higher at individual level for high-salary individuals than those allocated to improve access for the poorest. In response to the criticism and with the aim of ensuring equity in the system, the government decided to reconsider some of the fiscal advantages given to group contracts, to enhance programs and aids dedicated to the poorest and to redefine an overall context of incentives. Copyright © 2015. Published by Elsevier Ireland Ltd.

Jackie Cannon Learns the Importance of a Written Contract.

ERIC Educational Resources Information Center

Flygare, Thomas J.

1983-01-01

The Fifth Circuit Court of Appeals found that a Texas school superintendent, having failed to submit a written contract to the school board for execution, had no basis for holding that a property interest in employment existed. Certainty about binding obligations requires written agreements signed by both parties. (PB)

The Social Contract and the African American Elderly.

ERIC Educational Resources Information Center

Madison, Anna

1992-01-01

Explores whether or not vulnerable African-American elderly have a basic right to protection under the social contract that binds members of society as equal partners in a compact guaranteeing all members basic rights. A social justice perspective places these citizens among those who qualify for public support. (SLD)

A Superintendent's Perspective of the Grievance Process.

ERIC Educational Resources Information Center

Salmon, Hanford A.

Grievance procedures must be fast and fair to satisfy everyone and to disrupt the normal workflow as little as possible. The following factors help make for effective procedures: (1) binding arbitration, because it is orderly and unbiased; (2) contributions to contract language by the contract administrators; (3) absolute honesty about contract…

Mechanism of the calcium-regulation of muscle contraction--in pursuit of its structural basis.

PubMed

Wakabayashi, Takeyuki

2015-01-01

The author reviewed the research that led to establish the structural basis for the mechanism of the calcium-regulation of the contraction of striated muscles. The target of calcium ions is troponin on the thin filaments, of which the main component is the double-stranded helix of actin. A model of thin filament was generated by adding tropomyosin and troponin. During the process to provide the structural evidence for the model, the troponin arm was found to protrude from the calcium-depleted troponin and binds to the carboxyl-terminal region of actin. As a result, the carboxyl-terminal region of tropomyosin shifts and covers the myosin-binding sites of actin to block the binding of myosin. At higher calcium concentrations, the troponin arm changes its partner from actin to the main body of calcium-loaded troponin. Then, tropomyosin shifts back to the position near the grooves of actin double helix, and the myosin-binding sites of actin becomes available to myosin resulting in force generation through actin-myosin interactions.

Rationality in Public Sector Salary Scales: The Case of Rural Teachers in Pakistan.

ERIC Educational Resources Information Center

Khan, Shahrukh Rafi

2002-01-01

Examines the relationship between a public-sector teacher salary structure based on qualifications and experience and teacher effectiveness in rural Pakistan. Findings raise questions regarding the rationality of the salary structure's assumed positive association between teacher monetary incentives, teacher cognitive skills, and student academic…

How Much Are You Worth? 20th Annual Salary Survey.

ERIC Educational Resources Information Center

Barbian, Jeff

2001-01-01

This report on an annual salary survey of trainers (n=2,673) indicates that people at the top are most satisfied with their remuneration. Tables depict salaries by region, gender, and the following categories: executives, managers, classroom instructors, instructional designers, career specialists, and personnel directors. (JOW)

29 CFR 541.602 - Salary basis.

Code of Federal Regulations, 2010 CFR

2010-07-01

... salary for time actually worked. For example, if an employee who normally works 40 hours per week uses... exempt employee must receive the full salary for any week in which the employee performs any work without... due for that particular week without loss of the exemption. (4) Deductions from pay of exempt...

45 CFR 1150.25 - Will the collection of a claim by salary offset act as a waiver of my rights to dispute the...

Code of Federal Regulations, 2011 CFR

2011-10-01

... Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF CLAIMS Salary Offset § 1150.25 Will the collection of a claim by salary...

Faculty Salaries in Perspective.

ERIC Educational Resources Information Center

Hexter, Holly

1990-01-01

This research brief highlights data on faculty salaries in colleges and universities, outlines recent trends and their implications, and identifies major sources of data on the subject. Tables provide data on average faculty salaries for 1988-89 by academic rank and institution type (public, church, independent); by gender and academic rank; and…

Research Administrator Salary: Association with Education, Experience, Credentials and Gender

ERIC Educational Resources Information Center

Shambrook, Jennifer; Roberts, Thomas J.; Triscari, Robert

2011-01-01

The 2010 Research Administrators Stress Perception Survey (2010 RASPerS) collected data from 1,131 research administrators on salary, years experience, educational level, Certified Research Administrator (CRA) status, and gender. Using these data, comparisons were made to show how salary levels are associated with each of these variables. Using…

ARL Annual Salary Survey, 2009-2010

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Bland, Les, Comp.

2010-01-01

The "ARL Annual Salary Survey 2009-2010" reports salary data for all professional staff working in ARL libraries. The Association of Research Libraries (ARL) represents the interests of libraries that serve major North American research institutions. Data for 10,207 professional staff members were reported this year for the 114 ARL…

ARL Annual Salary Survey, 2008-2009

ERIC Educational Resources Information Center

Kyrillidou, Martha, Comp.; Bland, Les, Comp.

2009-01-01

The "ARL Annual Salary Survey, 2008-2009" reports salary data for all professional staff working in ARL libraries. The Association of Research Libraries (ARL) represents the interests of libraries that serve major North American research institutions. Data for 10,148 professional staff members were reported this year for the 113 ARL…

School Leaders Target Salary Reform toward Newer Teachers

ERIC Educational Resources Information Center

Sawchuk, Stephen

2009-01-01

Leaders in a handful of school districts are pondering the idea of "front-loading" teacher compensation by paying novices more than they would typically earn under traditional salary schedules. Boosting new teachers' salaries, officials in Denver, the District of Columbia, and New York City contend, would increase the applicant pool and…

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…

Labor Market Structure and Salary Determination among Professional Basketball Players.

ERIC Educational Resources Information Center

Wallace, Michael

1988-01-01

The author investigates the labor market structure and determinants of salaries for professional basketball players. An expanded version of the resource perspective is used. A three-tiered model of labor market segmentation is revealed for professional basketball players, but other variables also are important in salary determination. (Author/CH)

Below the Salary Line: Employee Engagement of Non-Salaried Employees

ERIC Educational Resources Information Center

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

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)…

The Effect of the Proportion of Women on Salaries: The Case of College Administrators.

ERIC Educational Resources Information Center

Pfeffer, Jeffrey; Davis-Blake, Alison

1987-01-01

Examines the effect of the proportion of women administrators on both men's and women's salaries in colleges and universities. Identifies four theoretical predictors: economic competition and crowding, demographic group power, group interaction, and institutionalization. Increasing the proportion of women actually decreases salaries for both…

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…

45 CFR 1150.25 - Will the collection of a claim by salary offset act as a waiver of my rights to dispute the...

Code of Federal Regulations, 2010 CFR

2010-10-01

... Regulations Relating to Public Welfare (Continued) NATIONAL FOUNDATION ON THE ARTS AND THE HUMANITIES NATIONAL ENDOWMENT FOR THE ARTS COLLECTION OF CLAIMS Salary Offset § 1150.25 Will the collection of a claim by salary...

20 CFR 361.13 - Procedures for salary offset: Methods of collection.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Methods of collection. 361.13 Section 361.13 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.13 Procedures for salary offset: Methods of collection. (a) General. A debt will be collected by...

Teacher Salaries and Teacher Aptitude: An Analysis Using Quantile Regressions

ERIC Educational Resources Information Center

Gilpin, Gregory A.

2012-01-01

This study investigates the relationship between salaries and scholastic aptitude for full-time public high school humanities and mathematics/sciences teachers. For identification, we rely on variation in salaries between adjacent school districts within the same state. The results indicate that teacher aptitude is positively correlated with…

7 CFR 400.138 - Procedures for salary offset; methods of collection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; methods of collection. 400.138 Section 400.138 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL... Management-Regulations for the 1986 and Succeeding Crop Years § 400.138 Procedures for salary offset; methods...

The Impact of Principal Movement and School Achievement on Principal Salaries

ERIC Educational Resources Information Center

Tran, Henry; Buckman, David G.

2017-01-01

This study examines whether principals' movements and school achievement are associated with their salaries. Predictors of principal salaries were examined using three years of panel data. Results from a fixed-effects regression analysis suggest that principals who moved to school leadership positions in other districts leveraged higher salaries…

9 CFR 93.205 - Certificate for poultry.

Code of Federal Regulations, 2010 CFR

2010-01-01

... certificate of a salaried veterinary officer of the national government of the region of origin, or if... veterinarian accredited by the National Government of Mexico and endorsed by a full-time salaried veterinary... certificate of a salaried veterinary officer of the national government of the region of origin, or if...

9 CFR 93.205 - Certificate for poultry.

Code of Federal Regulations, 2011 CFR

2011-01-01

... certificate of a salaried veterinary officer of the national government of the region of origin, or if... veterinarian accredited by the National Government of Mexico and endorsed by a full-time salaried veterinary... certificate of a salaried veterinary officer of the national government of the region of origin, or if...

Gender-Based Salary Differences in African American Senior Student Affairs Officers.

ERIC Educational Resources Information Center

Reason, Robert D.

2003-01-01

Study examined representation and salary differences related to gender for African American Senior Student Affairs Officers (SSAOs). Data from a national survey revealed gender and institutional size significantly affect mean SSAO salary for African American respondents. African American women SSAOs make significantly less than African American…

Implementation of a salaried compensation program for registered nurses.

PubMed

Sills, L R

1993-01-01

Compensation is a key variable in recruitment and retention of registered nurses. A 6-month trial of an exempt/salaried wage program for registered nurses, based on normative change theory, was implemented in the adult critical care division of a 491-bed community hospital. A total of 58 registered nurses participated in the trial. At the end of 6 months on salary, 94% (53) of the nurses voted to remain salaried. The staff perceived that the new wage program increased flexibility in work schedules and promoted teamwork and professional autonomy.

A salaried compensation model for postanesthesia nurses.

PubMed

Mushala, M E; Henderson, M A

1995-08-01

Health care organizations involved in innovative and creative work redesign projects may find traditional pay structures inadequate to meet the needs of the changing environment. The idea of salaried compensation for registered nurses is not unprecedented. However, few salaried compensation models for nurses are described in the literature. This article presents a model that we believe will be of particular interest to nurses in PACUs, because its design allows for adequate call coverage plus flexibility in scheduling. In addition, this compensation model eliminates incidental overtime, thus allowing for a more predictable salary budget.

Reservoir hosts for Gyrodactylus salaris may play a more significant role in epidemics than previously thought.

PubMed

Paladini, Giuseppe; Hansen, Haakon; Williams, Chris F; Taylor, Nick G H; Rubio-Mejía, Olga L; Denholm, Scott J; Hytterød, Sigurd; Bron, James E; Shinn, Andrew P

2014-12-20

Gyrodactylus salaris Malmberg, 1957 has had a devastating impact on wild Norwegian stocks of Atlantic salmon Salmo salar L., and it is the only Office International des Epizooties (OIE) listed parasitic pathogen of fish. The UK is presently recognised as G. salaris-free, and management plans for its containment and control are currently based on Scandinavian studies. The current study investigates the susceptibility of British salmonids to G. salaris, and determines whether, given the host isolation since the last glaciation and potential genetic differences, the populations under test would exhibit different levels of susceptibility, as illustrated by the parasite infection trajectory over time, from their Scandinavian counterparts. Populations of S. salar, brown trout Salmo trutta L., and grayling Thymallus thymallus (L.), raised from wild stock in UK government hatcheries, were flown to Norway and experimentally challenged with a known pathogenic strain of G. salaris. Each fish was lightly anaesthetised and marked with a unique tattoo for individual parasite counting. A single Norwegian population of S. salar from the River Lærdalselva was used as a control. Parasite numbers were assessed every seven days until day 48 and then every 14 days. Gyrodactylus salaris regularly leads to high mortalities on infected juveniles S. salar. The number of G. salaris on British S. salar rose exponentially until the experiment was terminated at 33 days due to fish welfare concerns. The numbers of parasites on S. trutta and T. thymallus increased sharply, reaching a peak of infection on days 12 and 19 post-infection respectively, before declining to a constant low level of infection until the termination of the experiment at 110 days. The ability of S. trutta and T. thymallus to carry an infection for long periods increases the window of exposure for these two hosts and the potential transfer of G. salaris to other susceptible hosts. This study demonstrates that G. salaris can persist on S. trutta for longer periods than previously thought, and that the role that S. trutta could play in disseminating G. salaris needs to be considered carefully and factored into management plans and epidemics across Europe.

Knowing Your Worth: Salary Expectations and Gender of Matriculating Physician Assistant Students.

PubMed

Streilein, Annamarie; Leach, Brandi; Everett, Christine; Morgan, Perri

2018-03-01

The male-female wage gap is present and persistent in the health care sector, even among physician assistants (PAs). Explanations for the persistent gender earnings gap include differential salary expectations of men and women based, in part, on women's lower pay entitlement. The purpose of this study was to examine differences in salary expectations between male and female matriculating PA students nationwide, adjusting for other factors expected to affect salaries and pay expectations of both male and female matriculants. Using data from the Physician Assistant Education Association Matriculating Student Survey of 2013, 2014, and 2015, we investigated the relationship between first-year PA students' gender and their salary expectations after graduation using a multinomial logistic regression analysis. We controlled for possible confounders by including independent variables measuring student demographics, background characteristics, qualifications, future career plans, and financial considerations. We found that female PA students were less likely than male PA students to expect a salary of $80,000-$89,999 (Odds Ratio [OR] = 0.73), $90,000-$99,999 (OR = 0.58), or $100,000 or greater (OR = 0.42) in comparison to an expected salary of less than $70,000, when controlling for our independent variables. Our analysis shows that on entry into PA training programs, female PA students' earnings expectations are less than those of male PA students. Our results are consistent with research, suggesting that women typically expect lower pay and systematically undervalue their contributions and skills in comparison to men. Physician assistant programs should consider strategies to promote realistic salary expectations among PA students as one way to promote earnings equity.

The Case against Binding Interest Arbitration.

ERIC Educational Resources Information Center

Ecker, Charles I.

1984-01-01

The author contends that districts should reject binding interest arbitration as a means of resolving an impasse in contract negotiations, charging that it hampers good faith bargaining, adversely affects fiscal and operational management of the school system, and diminishes the governing role of the board of education. (MJL)

International Comparisons of Teachers' Salaries: An Exploratory Study. Survey Report.

ERIC Educational Resources Information Center

Barro, Steven M.; Suter, Larry

This paper, the final product of a study, "International Comparison of Teachers' Salaries," on an exploratory effort to compare salaries of elementary and secondary school teachers in the United States with those in other economically advanced countries. Data was obtained from Canada, Denmark, Federal Republic of Germany, France, Italy, Japan,…

Gender Salary Differences in Economics Departments in Japan

ERIC Educational Resources Information Center

Takahashi, Ana Maria; Takahashi, Shingo

2011-01-01

By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary…

Twenty-Eighth Annual Rank-Order Distribution of Administrative Salaries Paid, 1994-95.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

This report presents comparative data collected from 103 state-supported universities or university systems in 47 states, and 38 university systems representing 30 states, on the administrative salaries they paid in 1994-95. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a participant's relative…

Thirtieth Annual Rank-Order Distribution of Administrative Salaries Paid, 1996-97.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

This report presents comparative data collected from 87 state-supported universities in 45 states, and 27 university systems representing 21 states, on the administrative salaries they paid in 1996-97. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a participant's relative standing with other…

Twenty-Ninth Annual Rank-Order Distribution of Administrative Salaries Paid, 1995-96.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

This report presents comparative data collected from 98 state-supported universities in 47 states, and 38 university systems representing 30 states, on the administrative salaries they paid in 1994-95. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a participant's relative standing with other…

Head Start Salaries: 1989-90 Staff Salary Survey.

ERIC Educational Resources Information Center

Collins, Raymond C.

A nationwide survey was conducted to determine the staff salaries of local Head Start programs during the first 2 months of 1990. Survey questions elicited: (1) background data on the Head Start agency, such as type of program, enrollment, budget, and number of staff; (2) information on the education component, including number of teachers, length…

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…

5 CFR 9901.355 - Setting pay upon reduction in band.

Code of Federal Regulations, 2010 CFR

2010-01-01

... involuntarily, the setting of the employee's base salary rate is subject to the rules in this section. As..., the employee's base salary may be reduced, subject to the requirements in paragraph (b) of this section. The employee may be eligible for an increase to base salary, subject to the requirements in...

19 CFR 201.202 - Purpose and scope of salary and administrative offset rules.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 19 Customs Duties 3 2010-04-01 2010-04-01 false Purpose and scope of salary and administrative offset rules. 201.202 Section 201.202 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.202 Purpose and scope of salary and administrative...

19 CFR 201.202 - Purpose and scope of salary and administrative offset rules.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 19 Customs Duties 3 2013-04-01 2013-04-01 false Purpose and scope of salary and administrative offset rules. 201.202 Section 201.202 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.202 Purpose and scope of salary and administrative...

19 CFR 201.202 - Purpose and scope of salary and administrative offset rules.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 19 Customs Duties 3 2014-04-01 2014-04-01 false Purpose and scope of salary and administrative offset rules. 201.202 Section 201.202 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.202 Purpose and scope of salary and administrative...

19 CFR 201.202 - Purpose and scope of salary and administrative offset rules.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 19 Customs Duties 3 2012-04-01 2012-04-01 false Purpose and scope of salary and administrative offset rules. 201.202 Section 201.202 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.202 Purpose and scope of salary and administrative...

19 CFR 201.202 - Purpose and scope of salary and administrative offset rules.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 19 Customs Duties 3 2011-04-01 2011-04-01 false Purpose and scope of salary and administrative offset rules. 201.202 Section 201.202 Customs Duties UNITED STATES INTERNATIONAL TRADE COMMISSION GENERAL RULES OF GENERAL APPLICATION Debt Collection § 201.202 Purpose and scope of salary and administrative...

75 FR 71097 - Commission Information Collection Activities (FERC-919); Comment Request; Submitted for OMB Review

Federal Register 2010, 2011, 2012, 2013, 2014

2010-11-22

... professions including consultant economists, lawyers, and electrical engineers. The costs of engaging these... economist, lawyer, and electrical engineer according to Salary.com data. (See http://salary.com ). Public... electrical engineer according to Salary.com data, for the hours required in 18 CFR 35.37(a) for market power...

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…

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...

Title IX: Parity of Coaches' Salaries for Male and Female Athletic Teams.

ERIC Educational Resources Information Center

National Education Association, Washington, DC.

A study by the National Education Association (NEA) of the existing literature, teacher opinion polls, federal legislation and regulations, state salary schedules, and collective bargaining agreements revealed important information concerning the differences in salaries in the late 1970s for coaches of male and female athletic teams in the public…

Teachers' Remarks about Their Salaries in 1800 in the Helvetic Republic

ERIC Educational Resources Information Center

Brühwiler, Ingrid

2015-01-01

For centuries, teachers have complained about their salaries. In the Stapfer inquiry of 1799, some teachers made remarks about financial issues, particularly their low incomes. This inquiry is the main source for the arguments presented here regarding teachers' low salary during this period of the Helvetic Republic. The disparity between the…

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, 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…

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…

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 22 Foreign Relations 1 2014-04-01 2014-04-01 false Salary offset when USAID is the creditor agency. 213.22 Section 213.22 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements...

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 22 Foreign Relations 1 2011-04-01 2011-04-01 false Salary offset when USAID is the creditor agency. 213.22 Section 213.22 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements...

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 22 Foreign Relations 1 2012-04-01 2012-04-01 false Salary offset when USAID is the creditor agency. 213.22 Section 213.22 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements...

22 CFR 213.22 - Salary offset when USAID is the creditor agency.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 22 Foreign Relations 1 2013-04-01 2013-04-01 false Salary offset when USAID is the creditor agency. 213.22 Section 213.22 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION Administrative Offset § 213.22 Salary offset when USAID is the creditor agency. (a) Due process requirements...

A Salary Recession for School Administrators?

ERIC Educational Resources Information Center

Schachter, Ron

2010-01-01

Almost every day, it seems, school districts coping with budget shortfalls are announcing freezes or cuts to administrative salaries and benefits as part of the solution, a trend that began during the past school year and is becoming more prevalent around the country. Salaries, which account for more than 70 percent of some school budgets, have…

An Examination of Superintendent Salaries and Compensation Packages in Kentucky

ERIC Educational Resources Information Center

Carroll, Lisa M.

2014-01-01

The salaries and compensation packages of women in the United States fall short of those to men holding similar employment positions. This study will look specifically at the salaries and compensation packages of current Kentucky school superintendents and investigate whether or not there exists discrepencies among them along gender lines. The…

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...

7 CFR 400.137 - Procedures for salary offset; types of collection.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 7 Agriculture 6 2010-01-01 2010-01-01 false Procedures for salary offset; types of collection. 400.137 Section 400.137 Agriculture Regulations of the Department of Agriculture (Continued) FEDERAL CROP...-Regulations for the 1986 and Succeeding Crop Years § 400.137 Procedures for salary offset; types of collection...

11 CFR 116.6 - Salary payments owed to employees.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 11 Federal Elections 1 2010-01-01 2010-01-01 false Salary payments owed to employees. 116.6 Section 116.6 Federal Elections FEDERAL ELECTION COMMISSION GENERAL DEBTS OWED BY CANDIDATES AND POLITICAL COMMITTEES § 116.6 Salary payments owed to employees. (a) Treatment as debts or volunteer services. If a...

The Relationship between External Job Mobility and Salary Attainment across Career Stages

ERIC Educational Resources Information Center

Lam, Simon S. K.; Ng, Thomas W. H.; Feldman, Daniel C.

2012-01-01

The current study examines the relationship between external job mobility and salary for employees in different career stages. Based on career stage and career timetable theories, we predict that external job mobility would generate the greatest salary benefits for early-career employees whereas external job mobility would generate fewer salary…

20 CFR 361.12 - Procedures for salary offset: Types of collection.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Procedures for salary offset: Types of collection. 361.12 Section 361.12 Employees' Benefits RAILROAD RETIREMENT BOARD INTERNAL ADMINISTRATION... § 361.12 Procedures for salary offset: Types of collection. A debt will be collected in a lump sum or in...

29 CFR 548.301 - Salaried employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... then be computed by dividing the $154 salary by 11 working days of 8 hours each, or 88 hours. The basic... the salary of $154 by 80 working hours, or 10 days of 8 hours each. The basic rate would therefore be... Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR REGULATIONS...

State Teacher Salary Schedules. Policy Analysis

ERIC Educational Resources Information Center

Griffith, Michael

2016-01-01

In the United States most teacher compensation issues are decided at the school district level. However, a group of states have chosen to play a role in teacher pay decisions by instituting statewide teacher salary schedules. Education Commission of the States has found that 17 states currently make use of teacher salary schedules. This education…

From socialist principles to motorcycle maintenance: the origin and development of the salaried physician model in the Israeli Public Health Services, 1918 to 1998.

PubMed Central

Shvarts, S; de Leeuw, D L; Granit, S; Benbassat, J

1999-01-01

For more than 70 years, physicians in the Israeli health care system have been employed on a fixed salary rather than on a fee-for-service basis. The present report is a brief review of the origin and development of this unique salaried physician model and its effect on the terms of physicians' employment. Archival documents were reviewed. The salaried physician model was introduced to ensure egalitarian health care for patients rather than equal payment for physicians. It was accepted by physicians because it guaranteed their employment and income. However, over the years, the salaried physician model has evolved into a complex wage scale, with multiple fringe benefits that bypass formal agreements in order to reward individual physicians. In addition, the salaried physician model has encouraged illegal private practice, which is viewed today as one of the major problems of the Israeli Public Health Services. Images FIGURE 1 FIGURE 2 FIGURE 3 FIGURE 4 FIGURE 5 FIGURE 6 FIGURE 7 PMID:9949759

Factors affecting annual compensation and professional development support for infection preventionists: Implications for recruitment and retention.

PubMed

Knighton, Shanina C; Gilmartin, Heather M; Reese, Sara M

2018-06-04

Factors affecting annual compensation and professional development support have been studied for various healthcare professions. However, there is little understanding of these factors for infection preventionists (IPs). Using secondary data from the Association for Professionals in Infection Control and Epidemiology 2015 MegaSurvey, we designed a descriptive, correlational study to describe IP annual compensation and professional development support. We tested for associations between demographic variables and annual compensation and investigated for predictors of higher annual compensation. Median salary for IPs was $75,000. IPs who indicated that their compensation was based on industry benchmarks reported a median salary of $85,000 (P < .001). IPs with advanced degrees reported a median salary of $90,000. IPs with bachelor's degrees or lower reported a median salary of $50,000 (P < .001). IPs with CIC® reported a median salary of $85,000. IPs without CIC® reported a median salary of $65,000 (P < .001). This study can be used to develop recruitment and retention guidelines that lead to a well-educated, well-compensated, and competent IP workforce. Published by Elsevier Inc.

Dexmedetomidine-induced Contraction Involves Phosphorylation of Caldesmon by JNK in Endothelium-denuded Rat Aortas

PubMed Central

Baik, Jiseok; Ok, Seong-Ho; Cho, Hyunhoo; Yu, Jongsun; Kim, Woochan; Nam, In-Koo; Choi, Mun-Jeoung; Lee, Heon-Keun; Sohn, Ju-Tae

2014-01-01

Caldesmon, an inhibitory actin binding protein, binds to actin and inhibits actin-myosin interactions, whereas caldesmon phosphorylation reverses the inhibitory effect of caldesmon on actin-myosin interactions, potentially leading to enhanced contraction. The goal of this study was to investigate the cellular signaling pathway responsible for caldesmon phosphorylation, which is involved in the regulation of the contraction induced by dexmedetomidine (DMT), an alpha-2 adrenoceptor agonist, in endothelium-denuded rat aortas. SP600125 (a c-Jun NH2-terminal kinase [JNK] inhibitor) dose-response curves were generated in aortas that were pre-contracted with DMT or phorbol 12,13-dibutyrate (PDBu), a protein kinase C (PKC) activator. Dose-response curves to the PKC inhibitor chelerythrine were generated in rat aortas pre-contracted with DMT. The effects of SP600125 and rauwolscine (an alpha-2 adrenoceptor inhibitor) on DMT-induced caldesmon phosphorylation in rat aortic vascular smooth muscle cells (VSMCs) were investigated by western blot analysis. PDBu-induced caldesmon and DMT-induced PKC phosphorylation in rat aortic VSMCs was investigated by western blot analysis. The effects of GF109203X (a PKC inhibitor) on DMT- or PDBu-induced JNK phosphorylation in VSMCs were assessed. SP600125 resulted in the relaxation of aortas that were pre-contracted with DMT or PDBu, whereas rauwolscine attenuated DMT-induced contraction. Chelerythrine resulted in the vasodilation of aortas pre-contracted with DMT. SP600125 and rauwolscine inhibited DMT-induced caldesmon phosphorylation. Additionally, PDBu induced caldesmon phosphorylation, and GF109203X attenuated the JNK phosphorylation induced by DMT or PDBu. DMT induced PKC phosphorylation in rat aortic VSMCs. These results suggest that alpha-2 adrenoceptor-mediated, DMT-induced contraction involves caldesmon phosphorylation that is mediated by JNK phosphorylation by PKC. PMID:25332685

The group employed model as a foundation for health care delivery reform.

PubMed

Minott, Jenny; Helms, David; Luft, Harold; Guterman, Stuart; Weil, Henry

2010-04-01

With a focus on delivering low-cost, high-quality care, several organizations using the group employed model (GEM)-with physician groups whose primary and specialty care physicians are salaried or under contract-have been recognized for creating a culture of patient-centeredness and accountability, even in a toxic fee-for-service environment. The elements that leaders of such organizations identify as key to their success are physician leadership that promotes trust in the organization, integration that promotes teamwork and coordination, governance and strategy that drive results, transparency and health information technology that drive continual quality improvement, and a culture of accountability that focuses providers on patient needs and responsibility for effective care and efficient use of resources. These organizations provide important lessons for health care delivery system reform.

Geoscience salaries up by 10.8%

NASA Astrophysics Data System (ADS)

Bell, Peter M.

According to a recent salary survey of over 4000 scientists in all fields by Research and Development (March 1984) geoscientists ranked fourth place for 1984. Mathematics, aeronautical engineering, and metallurgy had higher median salaries, but the discipline of geoscience had a higher median salary than that of physics, chemical engineering, mechanical engineering, electrical engineering, ceramics, chemistry, industrial engineering, biology, and other fields of research and development. The 1984 median salary for geoscientists was $40,950, up from the median value by 10.8%. In 1983, geoscience was ranked in ninth place.The geoscientist profile for 1984 was not unusual. The median age was 47.5 years, and the median years of experience was 18. Geoscientists are the best educated. Eighty-two percent of the geoscientists polled had advanced degrees beyond the bachelor's degree. Fifty-six percent of the geoscientists had the Ph.D. degree.

Resistance of the Egyptian mongoose to sarafotoxins.

PubMed

Bdolah, A; Kochva, E; Ovadia, M; Kinamon, S; Wollberg, Z

1997-08-01

The Egyptian mongoose (Herpestes ichneumon) is known for its resistance to viperid and elapid venoms. The current work demonstrates that it is also resistant to the venom of Atractaspis and its most toxic component, sarafotoxin-b. Intravenous administration of this toxin, at a dose of about 13 times LD100 for mice, resulted in disturbance in electrocardiograms in the mongoose, which returned to normal after several hours. Sarafotoxin-b failed to induce contraction of mongoose aortal preparations. Endothelin-1, which was demonstrated in tissue extracts of the mongoose by immunological methods, induced contraction of the isolated mongoose aorta. This contraction, however, was greatly reduced when endothelin-1 was applied on top of sarafotoxin-b. Binding studies revealed endothelin/sarafotoxin-specific binding sites in brain and cardiovascular preparations of the mongoose. It is suggested that some structural features of endothelin/sarafotoxin receptors in the mongoose enable them to differentiate between the two peptides.

Selective inhibition by dactinomycin of NANC sensory bronchoconstriction and [125I]NKA binding due to NK-2 receptor antagonism.

PubMed

Lou, Y P; Delay-Goyet, P; Lundberg, J M

1992-03-01

In the present study, dactinomycin (10(-5) M) inhibited the non-adrenergic, non-cholinergic bronchoconstriction upon antidromic vagal nerve stimulation (1 Hz for 1 min) in the isolated perfused guinea-pig lung by 84%. The release of calcitonin gene-related peptide was unchanged, however, suggesting a postjunctional action. Dactinomycin (10(-5), 5 x 10(-5) M) also reduced non-adrenergic non-cholinergic bronchial contractions (maximally by 75%) induced by electrical field stimulation or capsaicin, while the cholinergic component and non-adrenergic non-cholinergic relaxation remained intact. The neurokinin-2 receptor antagonist L-659,877 (10(-6) M) had a similar effect as dactinomycin, inhibiting the non-adrenergic non-cholinergic bronchial contractions by 69%, while the neurokinin-1 receptor antagonist CP-96,345 (10(-6) M) had no effect. The bronchoconstriction evoked by neurokinin A, the selective neurokinin-2 receptor agonist Nle10neurokinin A (4-10) and capsaicin was markedly inhibited by dactinomycin while the contraction induced by substance P (SP), the selective neurokinin-1 receptor agonist Sar9Met(O2)11SP, endothelin-1 and acetylcholine was not affected. In autoradiographic experiments on guinea-pig lung, [125I]neurokinin A-labelled sections showed dense binding in the bronchial smooth muscle layer. Dactinomycin inhibited the specific binding of [125I]neurokinin A in a concentration-dependent manner (IC50 = 6.3 x 10(-6) M) and 66% of [125I]neurokinin A total binding was inhibited by 10(-4) M dactinomycin. In the rat colon, [125I]neurokinin A binding to neurokinin-2 sites on circular smooth muscle was inhibited by dactinomycin with an IC50 value of 7.9 x 10(-6) M. Dactinomycin failed to reduce increased nerve-evoked contractions or those caused by Nle10neurokinin A (4-10) per se in the rat vas deferens, which are considered to be mediated by neurokinin-2 receptor activation. In the rat portal vein, dactinomycin did not influence the contractions caused by the neurokinin-3 selective agonist Pro7neurokinin B. In conclusion, dactinomycin selectively inhibited neurokinin-2 receptor activation in guinea-pig lung and rat colon, but not in rat vas deferens, which may depend on the existence of different neurokinin-2 receptor subtypes. Neurokinin A is most likely the main endogenous excitatory non-adrenergic non-cholinergic transmitter in guinea-pig bronchi.

Teacher labor markets in developed countries.

PubMed

Ladd, Helen F

2007-01-01

Helen Ladd takes a comparative look at policies that the world's industrialized countries are using to assure a supply of high-quality teachers. Her survey puts U.S. educational policies and practices into international perspective. Ladd begins by examining teacher salaries-an obvious, but costly, policy tool. She finds, perhaps surprisingly, that students in countries with high teacher salaries do not in general perform better on international tests than those in countries with lower salaries. Ladd does find, however, that the share of underqualified teachers in a country is closely related to salary. In high-salary countries like Germany, Japan, and Korea, for example, only 4 percent of teachers are underqualified, as against more than 10 percent in the United States, where teacher salaries, Ladd notes, are low relative to those in other industrialized countries. Teacher shortages also appear to stem from policies that make salaries uniform across academic subject areas and across geographic regions. Shortages are especially common in math and science, in large cities, and in rural areas. Among the policy strategies proposed to deal with such shortages is to pay teachers different salaries according to their subject area. Many countries are also experimenting with financial incentive packages, including bonuses and loans, for teachers in specific subjects or geographic areas. Ladd notes that many developed countries are trying to attract teachers by providing alternative routes into teaching, often through special programs in traditional teacher training institutions and through adult education or distance learning programs. To reduce attrition among new teachers, many developed countries have also been using formal induction or mentoring programs as a way to improve new teachers' chances of success. Ladd highlights the need to look beyond a single policy, such as higher salaries, in favor of broad packages that address teacher preparation and certification, working conditions, the challenges facing new teachers, and the distribution of teachers across geographic areas.

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.

Legal Consequences of Employer Discharge Procedures

ERIC Educational Resources Information Center

Joseph, Stephanie

2008-01-01

The employment contract is sometimes misunderstood by both employees and employers. Drafters of employee manuals, policies, and procedures should be aware that the nature of the at-will employment relationship can be transformed into a binding employment contract by the words and phrases chosen. In this article, the author uses the case of Eric,…

Medical Logistics Functional Integration Management To-Be Modeling Workshop: Improving Today For a Better Tomorrow

DTIC Science & Technology

1993-06-18

A unique identifying number assigned by the contracting officer that is a binding agreement between the Government and a Vendor. quantity- of -beds The...repair it; maintenance contracts may be costly. Barriers to Implementation • Requires the large amount of funding to link a significant number of ...and follow-on requirements for maintenance, training, and installation. 22. Cross Sharing of Standard Contract Shells A3 2.88 Al112 Local activities

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 of New Superintendents: A Public Relations Concern for Many Public School Boards

ERIC Educational Resources Information Center

Young, I. Phillip

2007-01-01

Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

Twenty-Fourth Annual Rank-Order Distribution of Administrative Salaries Paid, 1990-91.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

This report summarizes the results of the annual survey conducted by the University of Arkansas in 146 state-supported universities representing 49 states and 32 university systems. The survey includes 12-month salaries of full-time administrators paid at major state-supported universities in the United States. The salaries are distributed in rank…

Twenty-Seventh Annual Rank-Order Distribution of Administrative Salaries Paid, 1993-94.

ERIC Educational Resources Information Center

Arkansas Univ., Fayetteville. Office of Institutional Research.

This study presents comparative data collected from 85 state-supported universities or university systems in 45 states, and 35 university systems representing 28 states on the administrative salaries they paid in 1993-94. The salaries are presented in rank-order (from highest to lowest) to facilitate comparisons of a particular position's salary…

29 CFR 778.306 - Salary reductions in short workweeks.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee is hired at a fixed salary of $200 for a 40-hour week, his hourly rate is $5. When he works only...” from the salary for hours not worked in short weeks will be considered strong, if not conclusive....306 Labor Regulations Relating to Labor (Continued) WAGE AND HOUR DIVISION, DEPARTMENT OF LABOR...

Average Faculty Salary Reaches $41,650, Up 6.1% in a Year, AAUP Survey Finds.

ERIC Educational Resources Information Center

Evangelauf, Jean

1990-01-01

This study shows that by type of institution, salaries are highest at doctorate-granting public and private universities. By sector, faculty members at private, independent institutions continue to have the highest earnings. The salary gap between men and women persists, with women earning less than men at every rank. (MLW)

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…

Accountability of Teacher Performance Through Merit Salaries and Other Devices.

ERIC Educational Resources Information Center

McDowell, Stirling

The document offers two definitions of accountability, a narrow one in which the teacher's salary must be based entirely upon a measurement of his teaching competence, and a broader one in which salary is related only partly to a measurement of competence. The major points for and against merit ratings are summarized, followed by a description of…

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…

A Study of Fringe Benefits and Selected Salaries of California Community College Districts.

ERIC Educational Resources Information Center

Kern Community Coll. District, Bakersfield, CA.

A questionnaire requesting fringe benefit and salary information was mailed to the 70 California community college districts. Data, with the 1977-78 salary schedule provided by each district, were used to determine compensation. After fringe benefit information was determined, the dollar amount for each plan was calculated at each of three salary…

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'…

75 FR 66762 - Agency Information Collection Activities: Announcement of Board Approval Under Delegated...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-10-29

... and Salary Surveys. Agency form number: FR 29a,b. OMB control number: 7100-0290. Frequency: FR 29a... independence to determine its employees' salaries and compensation. Individual respondent data are regarded as... jointly. The FR 29b is collected by Board staff. The FR 29a,b collect information on salaries, employee...

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…

Estimation of Teacher Salary Schedules. Educational Planning Occasional Papers No. 6/72.

ERIC Educational Resources Information Center

Burtnyk, W. A.

This paper describes the method used by Tracz and Burtnyk for the estimation of future salary schedules in the Ontario secondary school system. The application of the algorithm to the Ontario secondary school system predicts a possible breakdown in the fixed step salary schedule at about 1980. This situation results primarily because of the…

A Ten Year Study of Salary Differential by Sex through a Regression Methodology.

ERIC Educational Resources Information Center

Williams, John Delane; And Others

A 10-year study of salary differential by sex was undertaken at the University of North Dakota using a multiple regression methodology, with rank, discipline, degree, years in department, years in current rank, and sex as predictors. The sex variable evidenced lower salaries for women when controlling for the other variables throughout the study…

Predictions: From Public School Teacher Salaries to Student Outcomes.

ERIC Educational Resources Information Center

Murgo, Nicholas J.; Walsh, Tammy King

A study of 28 school districts in Rhode Island was done in 1992 to examine the hypothesis that there is a positive correlation between teacher salaries and state aid. The study was originally designed to gather information about teacher salaries and the variables related to them, but was expanded to cover student outcomes and variables related to…

1985 Salaries: Society Membership Survey. American Institute of Physics Report.

ERIC Educational Resources Information Center

Skelton, W. Keith; And Others

Variation in the salaries of U.S. and Canadian members of the American Institute of Physics are examined, based on a spring 1985 survey. Graphics highlighting some of the patterns are presented, along with detailed tables and brief summary text. The overall response rate was 65%. Tables cover salaries and geographic location for Ph.D.s salaries…

Contract law--it's only as good as the people.

PubMed

George, James

2004-02-01

There is a frequently spoken phrase in law known as "Res Ipsa Loquitur." This Latin phrase translates in English to mean, "The thing speaks for itself." It is hoped the title of this article speaks for itself. The simple truth is that a contract is only as good as the people and institutions it binds. This does not mean that contracts should not exist or that important details of a contractual relationship should not be in writing. In essence, contracts are society's best attempt to memorialize the details of a business relationship between people and entities.

The impact of moderate-to-severe Crohn's Disease on employees' salary growth.

PubMed

Loftus, Edward V; Skup, Martha; Ozbay, Ahmet Burak; Wu, Eric; Guérin, Annie; Chao, Jingdong; Mulani, Parvez

2014-10-01

Moderate-to-severe Crohn's Disease (CD) has been shown to reduce daily activities; however, little is known of the impact on employees' salary growth. Employment and health care benefit data were extracted from the OptumHealth Reporting and Insights database, aggregating data from 23 self-insured U.S. companies with approximately 2.5 million covered beneficiaries. Employees diagnosed with moderate-to-severe CD (i.e., ≥1 prescription fill for systemic corticosteroids, immunosuppressive drugs, methotrexate or cyclosporine, or biologic agents within 6 months after the first observed CD diagnosis) between January 1999 and December 2006 were retrospectively matched with controls without CD based on year of birth, sex, industry, and geographic region. Employees' salaries and salary growth rates were estimated and compared between cohorts. Both descriptive comparison and multivariate regression analyses controlling for baseline characteristics and differences in comorbidities were performed. A total of 918 employees with moderate-to-severe CD were matched to 2154 CD-free controls. The 2 cohorts did not differ in their annual salary in the first year of observation. However, regression analyses revealed that the 2 groups had significantly different adjusted annualized salary growth rates (0.69% versus 1.01%, P < 0.001), and employees with CD had a 31% lower salary increase rate than controls. A total income loss of $3195 per person was estimated for employees with CD compared with their CD-free peers over a cumulative 5 years after the first calendar year. In the United States, employees with moderate-to-severe CD had a substantially lower salary growth rate than their peers without CD, suggesting an impaired career progression.

A novel actin binding site of myosin required for effective muscle contraction.

PubMed

Várkuti, Boglárka H; Yang, Zhenhui; Kintses, Bálint; Erdélyi, Péter; Bárdos-Nagy, Irén; Kovács, Attila L; Hári, Péter; Kellermayer, Miklós; Vellai, Tibor; Málnási-Csizmadia, András

2012-02-12

F-actin serves as a track for myosin's motor functions and activates its ATPase activity by several orders of magnitude, enabling actomyosin to produce effective force against load. Although actin activation is a ubiquitous property of all myosin isoforms, the molecular mechanism and physiological role of this activation are unclear. Here we describe a conserved actin-binding region of myosin named the 'activation loop', which interacts with the N-terminal segment of actin. We demonstrate by biochemical, biophysical and in vivo approaches using transgenic Caenorhabditis elegans strains that the interaction between the activation loop and actin accelerates the movement of the relay, stimulating myosin's ATPase activity. This interaction results in efficient force generation, but it is not essential for the unloaded motility. We conclude that the binding of actin to myosin's activation loop specifically increases the ratio of mechanically productive to futile myosin heads, leading to efficient muscle contraction.

Intracellular calcium movements during excitation–contraction coupling in mammalian slow-twitch and fast-twitch muscle fibers

PubMed Central

Hollingworth, Stephen

2012-01-01

In skeletal muscle fibers, action potentials elicit contractions by releasing calcium ions (Ca2+) from the sarcoplasmic reticulum. Experiments on individual mouse muscle fibers micro-injected with a rapidly responding fluorescent Ca2+ indicator dye reveal that the amount of Ca2+ released is three- to fourfold larger in fast-twitch fibers than in slow-twitch fibers, and the proportion of the released Ca2+ that binds to troponin to activate contraction is substantially smaller. PMID:22450485

Insurance Contract Analysis for Company Decision Support in Acquisition Management

NASA Astrophysics Data System (ADS)

Chernovita, H. P.; Manongga, D.; Iriani, A.

2017-01-01

One of company activities to retain their business is marketing the products which include in acquisition management to get new customers. Insurance contract analysis using ID3 to produce decision tree and rules to be decision support for the insurance company. The decision tree shows 13 rules that lead to contract termination claim. This could be a guide for the insurance company in acquisition management to prevent contract binding with these contract condition because it has a big chance for the customer to terminate their insurance contract before its expired date. As the result, there are several strong points that could be the determinant of contract termination such as: 1) customer age whether too young or too old, 2) long insurance period (above 10 years), 3) big insurance amount, 4) big amount of premium charges, and 5) payment method.

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…

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…

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...

Work Outcomes as Predicted by Attitudes and Demographics of Hispanic and NonHispanics: A Literature Review.

DTIC Science & Technology

1988-03-01

mobility" or " career success " as salary, salary divided by age (so as to take into account the lower salaries typically reported by younger employees...gather " career success " and "upward mobility," three studies have examined work-related aspirations. Chavez and Ramirez (1983) gathered five single-item

Hey Big Spender! An Analysis of Australian Universities and How Much They Pay Their General Staff

ERIC Educational Resources Information Center

Dobson, Ian R.

2009-01-01

Analysis of aggregated data files on staff sent by all Australian universities to DEST in 2007 and of salary schedules posted on university websites reveals a considerable variation between salaries paid to general staff at each salary level and the relative seniority of those staff. This paper outlines the differences in staffing structures and…

A Study of Certificated Salaries and Fringe Benefits of California Community College Districts, 1990-91.

ERIC Educational Resources Information Center

Kern Community Coll. District, Bakersfield, CA.

In January 1991, a study was conducted to assess the fringe benefit programs of community college districts in California, and to determine the total dollar amounts paid to certified employees. Questionnaires requesting fringe benefits and salary information for 1990-91 were mailed to all 71 districts in the state. Rankings of salaries at three…

The "Big Bang" in Public and Private Faculty Salaries

ERIC Educational Resources Information Center

Rippner, Jennifer A.; Toutkoushian, Robert K.

2015-01-01

The gap between average faculty salaries at public and private institutions has been growing wider over the past 40 years, yet little is known about the nature and causes of the gap. This study uses data on more than 1,000 institutions to examine institutional average faculty salaries and how they have changed for public and private institutions.…

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…

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…

Estimating a Competitive Salary for Lead Teachers in a Local School District from Survey Data.

ERIC Educational Resources Information Center

Cohn, Elchanan; Bird, Ronald

Data from the 1986 Current Population Survey (CPS) and a 1987 survey of public and private enterprises in Orangeburg, South Carolina, provide the basis for estimating a salary schedule for lead teachers in Orangeburg School District 5. The underlying rationale for the development of lead teacher positions is described in terms of salary gaps…

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)…

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.…

Gender differences in nurse practitioner salaries.

PubMed

Greene, Jessica; El-Banna, Majeda M; Briggs, Linda A; Park, Jeongyoung

2017-11-01

While male nurses have been shown to earn considerably more than female nurses, there is less evidence on gender disparities in salary among nurse practitioners (NPs). This study examines whether the gender gap in NP salaries persists after controlling for differences in work setting and demographic factors. We analyzed the relationship between gender and salary (2011 pretax earnings) among 6591 NPs working as NPs at least 35 h per week, using the 2012 National Sample Survey of Nurse Practitioners. We first conducted bivariate regression analyses examining the relationship between gender and earnings, and then developed a multivariate model that controlled for individual differences in demographic and work characteristics. Male NPs earned $12,859 more than female NPs, after adjusting for individual differences in demographics and work characteristics. The gender gap was $7405 for recent NP graduates, and grew over time. Male NPs earned significantly more than female NPs across all clinical specialty areas. The gender disparities in NP salaries documented here regardless of professional seniority or clinical area should spark healthcare organizations to conduct pay equity assessments of their employees' salaries to identify and ameliorate pay inequality. ©2017 American Association of Nurse Practitioners.

Autoradiographic Distribution and Applied Pharmacological Characteristics of Dextromethorphan and Related Antitissue/Anticonvulsant Drugs and Novel Analogs.

DTIC Science & Technology

1992-08-01

OF DEXTROMETHORPHAN AND RELATED ANTITISSUE/ANTICONVULSANT DRUGS AND NOVEL ANALOGS PRINCIPAL INVESTIGATOR: Norman G. Bowery, Ph.D., DSc CONTRACTING...Characteristics of Dextromethorphan and DAMD17-90-C-0124 Related Anti ti ssue/ Anticonvul sant Drugs and Novel 6. AUTHOR(S) Analogs 61102A...13. ABSTRACT (Maximum 200 words) Binding of dextromethorphan and its analogues to the dextromethorphan binding site and to the PCP and glycine binding

Mechanism of the calcium-regulation of muscle contraction — In pursuit of its structural basis —

PubMed Central

WAKABAYASHI, Takeyuki

2015-01-01

The author reviewed the research that led to establish the structural basis for the mechanism of the calcium-regulation of the contraction of striated muscles. The target of calcium ions is troponin on the thin filaments, of which the main component is the double-stranded helix of actin. A model of thin filament was generated by adding tropomyosin and troponin. During the process to provide the structural evidence for the model, the troponin arm was found to protrude from the calcium-depleted troponin and binds to the carboxyl-terminal region of actin. As a result, the carboxyl-terminal region of tropomyosin shifts and covers the myosin-binding sites of actin to block the binding of myosin. At higher calcium concentrations, the troponin arm changes its partner from actin to the main body of calcium-loaded troponin. Then, tropomyosin shifts back to the position near the grooves of actin double helix, and the myosin-binding sites of actin becomes available to myosin resulting in force generation through actin-myosin interactions. PMID:26194856

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…

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…

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.…

The Inequities of Salary Reduction as National Child Care Policy: Where Do We Go from Here.

ERIC Educational Resources Information Center

Soloway, Ronald

The salary reduction plan for financing child care is of little benefit to taxpayers earning below 16,000 dollars because these working parents would receive equal or better value by using the child care tax credit. For income levels between 16,000 and 20,000 dollars, the salary reduction plan may have some marginal utility to working parents…

Determinants of Salary Growth in Shenzhen, China: An Analysis of Formal Education, On-the-Job Training, and Adult Education with a Three-Level Model.

ERIC Educational Resources Information Center

Xiao, Jin

2002-01-01

Uses hierarchical linear model to estimate the effects of three forms of human capital on employee salary in China: Formal education, employer-provided on-the-job training, and adult education. Finds, for example, that employees' experience in changing production technology and on-the-job training are positively associated with salary increases…

Staff in Higher Education Salary Report: Key Findings, Trends, and Comprehensive Tables for the 2016-17 Academic Year. Overview

ERIC Educational Resources Information Center

Bichsel, Jacqueline; McChesney, Jasper

2017-01-01

This year is a momentous one for College and University Professional Association for Human Resources (CUPA-HR) research. As they celebrate their 50th anniversary of collecting salary data, they are also celebrating transformations in the way data are collected for all salary surveys and in the ways these data are reported. Rather than contributing…

NAIS Member School Tuition Fees, Teacher Salaries, Administrator and Staff Salaries, 1986-87. NAIS Statistics, Fall 1986.

ERIC Educational Resources Information Center

National Association of Independent Schools, Boston, MA.

This report is compiled from information provided by National Association of Independent Schools member schools in a 1986 survey of school tuitions and staff salaries. Of the 900 schools in the United States and Canada that were surveyed, 853, or 94.8 percent, responded. The report is organized in five sections. Section 1 summarizes survey results…

Gender differences in the salaries of physician researchers.

PubMed

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

2012-06-13

It is unclear whether male and female physician researchers who perform similar work are currently paid equally. To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors. A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians. From all 1853 recipients of National Institutes of Health (NIH) K08 and K23 awards in 2000-2003, we contacted the 1729 who were alive and for whom we could identify a mailing address. The survey achieved a 71% response rate. Eligibility for the present analysis was limited to the 800 physicians who continued to practice at US academic institutions and reported their current annual salary. A linear regression model of self-reported current annual salary was constructed considering the following characteristics: gender, age, race, marital status, parental status, additional graduate degree, academic rank, leadership position, specialty, institution type, region, institution NIH funding rank, change of institution since K award, K award type, K award funding institute, years since K award, grant funding, publications, work hours, and time spent in research. The mean salary within our cohort was $167,669 (95% CI, $158,417-$176,922) for women and $200,433 (95% CI, $194,249-$206,617) for men. Male gender was associated with higher salary (+$13,399; P = .001) even after adjustment in the final model for specialty, academic rank, leadership positions, publications, and research time. Peters-Belson analysis (use of coefficients derived from regression model for men applied to women) indicated that the expected mean salary for women, if they retained their other measured characteristics but their gender was male, would be $12,194 higher than observed. Gender differences in salary exist in this select, homogeneous cohort of mid-career academic physicians, even after adjustment for differences in specialty, institutional characteristics, academic productivity, academic rank, work hours, and other factors.

Expression of melatonin receptors in arteries involved in thermoregulation

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

Viswanathan, M.; Laitinen, J.T.; Saavedra, J.M.

Melatonin binding sites were localized and characterized in the vasculature of the rat by using the melatonin analogue 2-(125I)iodomelatonin (125I-melatonin) and quantitative in vitro autoradiography. The expression of these sites was restricted to the caudal artery and to the arteries that form the circle of Willis at the base of the brain. The arterial 125I-melatonin binding was stable, saturable, and reversible. Saturation studies revealed that the binding represented a single class of high-affinity binding sites with a dissociation constant (Kd) of 3.4 x 10(-11) M in the anterior cerebral artery and 1.05 x 10(-10) M in the caudal artery. Themore » binding capacities (Bmax) in these arteries were 19 and 15 fmol/mg of protein, respectively. The relative order of potency of indoles for inhibition of 125I-melatonin binding at these sites was typical of a melatonin receptor: 2-iodomelatonin greater than melatonin greater than N-acetylserotonin much much greater than 5-hydroxytryptamine. Norepinephrine-induced contraction of the caudal artery in vitro was significantly prolonged and potentiated by melatonin in a concentration-dependent manner, suggesting that these arterial binding sites are functional melatonin receptors. Neither primary steps in smooth muscle contraction (inositol phospholipid hydrolysis) nor relaxation (adenylate cyclase activation) were affected by melatonin. Melatonin, through its action on the tone of these arteries, may cause circulatory adjustments in these arteries, which are believed to be involved in thermoregulation.« less

Efficiency of muscle contraction. The chemimechanic equilibrium

NASA Astrophysics Data System (ADS)

Becker, E. W.

1991-10-01

Although muscle contraction is one of the principal themes of biological research, the exact mechanism whereby the chemical free energy of ATP hydrolysis is converted into mechanical work remains elusive. The high thermodynamic efficiency of the process, above all, is difficult to explain on the basis of present theories. A model of the elementary effect in muscle contraction is proposed which aims at high thermodynamic efficiency based on an approximate equilibrium between chemical and mechanical forces throughout the transfer of free energy. The experimental results described in the literature support the assumption that chemimechanic equilibrium is approximated by a free energy transfer system based on the binding of divalent metal ions to the myosin light chains. Muscle contraction demonstrated without light chains is expected to proceed with a considerably lower efficiency. Free energy transfer systems based on the binding of ions to proteins seem to be widespread in the cell. By establishing an approximate chemimechanic equilibrium, they could facilitate biological reactions considerably and save large amounts of free energy. The concept of chemimechanic equilibrium is seen as a supplementation to the concept of chemiosmotic equilibrium introduced for the membrane transport by P. Mitchell.

Wage and Salary Stabilization in a National Security Emergency

DTIC Science & Technology

1984-10-01

Arkansas Houston, Texas Eldorado, AR Bryan, TX Fayetteville, AR Lufkin, TX 2-8 Wage and Salary 2 - 9 . Region VI cont. Fort Smith, AR Waco, TX Jonesboro , AR ...applied to: financial and monetary systems: wages, salaries, and benefits; prices; rents; and rationing of essential goods. These measures are ...in terms of a number of conditions. They are : CONDITION I: Peacetime CONDITION II: National emergency (Threat of war) CONDITION ILIA: Mobilization

Testimony. Federal White-Collar Employee Salary Reform

DTIC Science & Technology

1990-03-14

each locality. GAO also points out that private sector companies often grant salary increases to individual employees based on their job performance...by private sector employers for similar jobs. The comparability principle holds that the private sector will determine the "going rates" for jobs...established to maintain salary comparability with the private sector has not been followed for many years. Every year, beginning in 1978, Presidents have

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…

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…

Federal White-Collar Employee Salary Reform

DTIC Science & Technology

1990-03-21

Richard L. Fogel Assistant Comptroller General for General Government Programs GAO strongly endorses actions to reform federal white-collar employee pay...compensation levels for the employees who manage and operate the programs . -" - CONSIDERATION OP PERFORMANCE LEVELS IN MAKING SALARY ADJUSTMENTS In our...Best Available Copy "AD-A280 667 Uupted S&awe Gener.) AmumgM Ofie eA CNGAO Testimony Pot Release Pederi1 Whit--Collar Employee Salary Reform on

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…

When salaries aren't secret.

PubMed

Case, J

2001-05-01

No one seemed to think Treece McDavitt was a malevolent employee. "Just mischievous," one person said. Whatever her motivation, the day before Treece was to leave RightNow!, an off-price women's fashion retailer, the 26-year-old computer wizard accessed HR's files and e-mailed employees' salaries to the entire staff. Now everyone knows what everyone else is making; they are either infuriated that they are making too little or embarrassed that they are making too much. Salary disparities are out there for everyone to see, and CEO Hank Adamson has to do something to smooth things over. Hank's trusted advisers talk extensively with the CEO about his options, ultimately coming down on two sides. Charlie Herald, vice president of human resources, takes a "You get a lemon, you make lemonade" approach: keep making the salaries public to ensure fairness and to push employees to higher performance, he advises. Meanwhile, CFO Harriet Duval sees the need for damage control: apologize, clean up the company's compensation system, and continue to keep--or at least try to keep--salaries private, she says. Should Hank side with Charlie or Harriet? Or perhaps find a compromise between their two views? What should he do about this serious salary debacle? Four commentators offer their advice on the problem presented in this fictional case study.

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

Salary discrepancies between practicing male and female physician assistants.

PubMed

Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

2012-01-01

Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p < .001, all comparisons). In addition, men reported a higher total income, base pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p < .001, all comparisons). Multivariate analysis of covariance and analysis of variance revealed that men reported higher total income (p < .0001) and base pay (p = .001) in orthopedic surgery, higher total income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p < .001), independent of clinical experience or workload. These results suggest that certain salary discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

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.

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.

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.

Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

PubMed Central

2012-01-01

Background South Africa is experiencing a critical shortage of human resources for health (HRH) at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD) in 2007 sought to improve the public services’ ability to attract and retain employees thereby reducing incentives to emigrate. Methods Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities), a purchasing power parity (PPP) ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia) for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Results Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia), although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202) and Australia ($38622), in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD). The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post OSD), Australia ($21784) and the United Kingdom ($20487). All other foreign countries show large salary advantages across the HRH categories examined. Conclusion Whilst South African salaries remain lower than their foreign counterparts by and large, the introduction and implementation of the OSD has made significant progress in reducing the gap between salaries of HRH in South Africa (SA) and the rest of the world. Given that the OSD has narrowed the gap between SA and overseas salaries whilst in the context of continued out migration of SA HRH, further research into push factors effecting migration needs to be undertaken. PMID:22867099

Is there really a pot of gold at the end of the rainbow? Has the Occupational Specific Dispensation, as a mechanism to attract and retain health workers in South Africa, leveled the playing field?

PubMed

George, Gavin; Rhodes, Bruce

2012-08-06

South Africa is experiencing a critical shortage of human resources for health (HRH) at a time when the population and the burden of ill-health, primarily due to HIV, AIDS and TB, are on the increase. This shortage is particularly severe within the nursing profession, which has witnessed significant emigration due to poor domestic working conditions and remuneration. Salaries and other benefits are an obvious pull factor towards foreign countries, given the often extreme international wage differentials. The introduction of the Occupation Specific Dispensation (OSD) in 2007 sought to improve the public services' ability to attract and retain employees thereby reducing incentives to emigrate. Using a representative basket of commonly bought goods (including food, entertainment, fuel and utilities), a purchasing power parity (PPP) ratio is an exchange rate between two currencies that equalises the international price of buying that basket. Our study makes comparisons, using such a PPP index, and allows the identification of real differences in salaries for our selected countries (South Africa, United States, United Kingdom, Canada, Australia and Saudi Arabia) for the same HRH professions. If PPP adjusted earnings are indeed different then this indicates an economic incentive to emigrate. Salaries of most South African HRH, particularly registered nurses, are dwarfed by their international counterparts (notably United States, Canada and Saudi Arabia), although the OSD has gone some way to reduce that disparity. All selected foreign countries generally offer higher salaries on a PPP adjusted basis. The United Kingdom ($43202) and Australia ($38622), in the category of Medical Officer, are the only two examples where the PPP adjustment brings the salary below what is being offered in South Africa ($50013 post OSD). The PPP adjusted salary differences between registered nurses is very slight for South Africa ($18884 post OSD), Australia ($21784) and the United Kingdom ($20487). All other foreign countries show large salary advantages across the HRH categories examined. Whilst South African salaries remain lower than their foreign counterparts by and large, the introduction and implementation of the OSD has made significant progress in reducing the gap between salaries of HRH in South Africa (SA) and the rest of the world. Given that the OSD has narrowed the gap between SA and overseas salaries whilst in the context of continued out migration of SA HRH, further research into push factors effecting migration needs to be undertaken.

The role of titin in eccentric muscle contraction.

PubMed

Herzog, Walter

2014-08-15

Muscle contraction and force regulation in skeletal muscle have been thought to occur exclusively through the relative sliding of and the interaction between the contractile filaments actin and myosin. While this two-filament sarcomere model has worked well in explaining the properties of isometrically and concentrically contracting muscle, it has failed miserably in explaining experimental observations in eccentric contractions. Here, I suggest, and provide evidence, that a third filament, titin, is involved in force regulation of sarcomeres by adjusting its stiffness in an activation-dependent (calcium) and active force-dependent manner. Upon muscle activation, titin binds calcium at specific sites, thereby increasing its stiffness, and cross-bridge attachment to actin is thought to free up binding sites for titin on actin, thereby reducing titin's free-spring length, thus increasing its stiffness and force upon stretch of active muscle. This role of titin as a third force regulating myofilament in sarcomeres, although not fully proven, would account for many of the unexplained properties of eccentric muscle contraction, while simultaneously not affecting the properties predicted by the two-filament cross-bridge model in isometric and concentric muscle function. Here, I identify the problems of the two-filament sarcomere model and demonstrate the advantages of the three-filament model by providing evidence of titin's contribution to active force in eccentric muscle function. © 2014. Published by The Company of Biologists Ltd.

Separating the unequal. New ACHE study shows racial, gender salary disparities still plague the C-suite, a problem the group is working to address.

PubMed

Carlson, Joe

2009-03-09

According to an American College of Healthcare Executives report, the salary gap between white male health executives' salaries and those of minorities is widening. "You're not very likely to run into someone who will be overtly discriminatory," said Daniel Jackson, left. "It will be more veiled. ... But it also dissipates quickly if you're effective.