Sample records for earn higher salaries

  1. Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

    PubMed

    Carvajal, Manuel J; Armayor, Graciela M

    2013-01-01

    Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators. Copyright © 2013 Elsevier Inc. All rights reserved.

  2. 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…

  3. 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.

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

    ERIC Educational Resources Information Center

    Diette, Timothy M.; Raghav, Manu

    2016-01-01

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

  5. The gender earnings gap among pharmacists.

    PubMed

    Carvajal, Manuel J; Armayor, Graciela M; Deziel, Lisa

    2012-01-01

    A gender earnings gap exists across professions. Compared with men, women earn consistently lower income levels. The determinants of wages and salaries should be explored to assess whether a gender earnings gap exists in the pharmacy profession. The objectives of this study were to (1) compare the responses of male and female pharmacists' earnings with human-capital stock, workers' preferences, and opinion variables and (2) assess whether the earnings determination models for male and female pharmacists yielded similar results in estimating the wage-and-salary gap through earnings projections, the influence of each explanatory variable, and gender differences in statistical significance. Data were collected through the use of a 37-question survey mailed to registered pharmacists in South Florida, United States. Earnings functions were formulated and tested separately for male and female pharmacists using unlogged and semilog equation forms. Number of hours worked, human-capital stock, job preferences, and opinion variables were hypothesized to explain wage-and-salary differentials. The empirical evidence led to 3 major conclusions: (1) men's and women's earnings sometimes were influenced by different stimuli, and when they responded to the same variables, the effect often was different; (2) although the influence of some explanatory variables on earnings differed in the unlogged and semilog equations, the earnings projections derived from both equation forms for male and female pharmacists were remarkably similar and yielded nearly identical male-female earnings ratios; and (3) controlling for number of hours worked, human-capital stock, job preferences, and opinion variables reduced the initial unadjusted male-female earnings ratios only slightly, which pointed toward the presence of gender bias. After controlling for human-capital stock, job-related characteristics, and opinion variables, male pharmacists continued to earn higher income levels than female

  6. 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…

  7. 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.

  8. 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…

  9. 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…

  10. 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…

  11. 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)

  12. 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.

  13. 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.

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

    ERIC Educational Resources Information Center

    Petrzelka, Peggy

    2005-01-01

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

  15. 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…

  16. 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)

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

    PubMed

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

    2013-07-01

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

  18. Salary differences of male and female physician assistant educators.

    PubMed

    Coombs, Jennifer; Valentin, Virginia

    2014-01-01

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

  19. 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…

  20. 20 CFR 702.285 - Report of earnings.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... earnings from employment or self-employment. This report may not be required any more frequently than semi... employment and self-employment and the periods for which the earnings apply. The employee must return the..., salaries, tips, sales commissions, fees for services provided, piecework and all revenue received from self...

  1. Profiles of higher earning wives in Hong Kong and the implications for marital satisfaction.

    PubMed

    Zhang, Huiping; Law, Frances Yik Wa; Hu, Debao; Fan, Susan; Yip, Paul Siu Fai

    2015-01-01

    Higher earning wives are emerging as a global phenomenon; however, the profiles of higher earning wives and the implications for marital satisfaction remain unknown in Hong Kong. On the basis of a representative household survey of 689 Hong Kong Chinese couples in 2012, this study aimed to explore the profiles of higher earning wives in Hong Kong and examine the effect of wives' income advantage on the couples' marital satisfaction. Results indicated that higher earning wives were clustered into 2 groups. One group of higher earning wives was older, was better educated, held managerial and professional jobs, and lived in high-income families compared with lower earning wives. The other group of higher earning wives was not well educated, held nonprofessional jobs, and lived in low-income families. Higher earning wives reported similar marital satisfaction with lower earning wives as well as their husbands. However, higher earning wives with nonprofessional jobs and from low-income families reported lower life and marital satisfaction than did those with better socioeconomic status. The implications of these findings are discussed.

  2. 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.

  3. [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.

  4. 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

  5. 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.

  6. The Decline of Australian Educational Salaries.

    ERIC Educational Resources Information Center

    Zappala, Jon; Lombard, Marc

    1991-01-01

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

  7. Gender Earnings Gap among Young European Higher Education Graduates

    ERIC Educational Resources Information Center

    Garcia-Aracil, Adela

    2007-01-01

    This paper examines the composition of the gender earnings gap among young European higher education graduates, with a particular focus on competencies controlling for individual background and job characteristics. The results show that much of the female worker's earnings advantage can be explained by job characteristics. With respect to the…

  8. Women Likely to Face Salary Discrimination in Advertising.

    ERIC Educational Resources Information Center

    Taylor, Ron; Hovland, Roxanne

    1989-01-01

    Reports a survey of 163 advertising graduates of a large university. Finds that women in advertising earn significantly less than males. Recommends addressing the issue of salary discrimination in research, teaching, and career advising. (SR)

  9. 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

  10. 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...

  11. ALA Salary Survey: Personal Members

    ERIC Educational Resources Information Center

    American Libraries, 1971

    1971-01-01

    A survey of the members of the American Library Association revealed that the principal salary determinants are academic degree, type of employer and sex. The obvious differences in the earnings of men and women is not only found in the early experience years but any narrowing which does take place in the wage gap seems to take place at the…

  12. Differences in Occupational Earnings by Sex.

    ERIC Educational Resources Information Center

    Robinson, Derek

    1998-01-01

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

  13. 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

  14. Higher Education, Productivity, and Earnings: A Review.

    ERIC Educational Resources Information Center

    Pencavel, John

    1991-01-01

    Provides a review of research on the contribution of education to the organization and productivity of a nation's resources. Focuses on what is known about the particular contribution of higher education to U.S. economic growth. Discusses the relationship between earnings and additional schooling. Concludes that increased education probably has…

  15. 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…

  16. 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)

  17. 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.

  18. 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…

  19. Individual and societal impact on earnings associated with serious mental illness in metropolitan China

    PubMed Central

    Lee, Sing; Tsang, Adley; Huang, Yue-qin; He, Yan-ling; Liu, Zhao-rui; Zhang, Ming-yuan; Shen, Yu-cun; Kessler, Ronald C.

    2013-01-01

    To evaluate individual-level and societal-level losses of income associated with serious mental illness in metropolitan China, a multi-stage probability survey was administered to adults aged 18–70 in Beijing and Shanghai. We used data to estimate individual-level expected earnings from a model that included information about the respondents’ education level, marital status, age, and gender. Expected earnings were compared to observed earnings among respondents with mental illness and serious disability. The result shows that the 12-month prevalence of such serious mental illness was 0.6%. Its impact on earnings was significant in the total sample and was higher for males (76% of gender-specific expected salary was lost) than females (32%). When projected to societal level, the annual impact was estimated to be 466 million Renminbi (RMB 8.27= USD 1), less than 0.2% of the Gross Domestic Product (GDP) of the two cities. Serious mental illness was associated with a substantial decrease in individual-level earnings, but the burden that resulted from societal-level loss of earnings was not large enough to help drive mental health policy and programs in China. PMID:20493555

  20. Is there a financial incentive to immigrate? Examining of the health worker salary gap between India and popular destination countries.

    PubMed

    George, Gavin; Rhodes, Bruce

    2017-10-19

    International migration is one of the factors resulting in the shortage of Human Resources for Health (HRH) in India. Literature suggests that migration is fuelled by the prospect of higher salaries available abroad. The extent of these salary differentials are unknown, and this study seeks to examine the salaries of selected HRH in India and four popular destination countries (United States of America, United Kingdom, Canada and the United Arab Emirates), whilst accounting for the in-country cost of living. This study will therefore determine truer financial incentives for Indian HRH to migrate abroad. A purchasing power parity (PPP) ratio is employed to equalise the international price of buying a representative basket of commonly bought goods (including food, entertainment, fuel and utilities). Using the PPP index, real differences in salaries are directly compared for selected work categories and different levels of work experience in the four respective countries. Nurses in the USA can earn up to 82.7% more than their Indian counterparts. Nurses in Canada and the UAE reveal more modest salary differentials, yet still significant better off by up to 28 and 20% respectively. Only nurses in the UK are potentially materially worse off than nurses working in India. We observe significant potential PPP gains of up to 57.4, 99.1 and 94.4% for medical doctors in the USA, Canada and the UAE respectively. Medical specialists potentially experience the greatest income disparities with anaesthetists potentially earning up to 600% more than their counterparts in India. Radiologists operating in the UK and general surgeons working in the USA can potentially earn more than double that of their counterparts working in India. We observe more modest positive or negligible PPP gains in other selected countries for health specialists. Even when considering the differences in the cost of living, the financial incentive for selected cadres of Indian HRH to seek work abroad remains

  1. Do higher salaries lower physician migration?

    PubMed

    Okeke, Edward N

    2014-08-01

    It is believed that low wages are an important reason why doctors and nurses in developing countries migrate, and this has led to a call for higher wages for health professionals in developing countries. In this paper, we provide some of the first estimates of the impact of raising health workers' salaries on migration. Using aggregate panel data on the stock of foreign doctors in 16 Organization for Economic Cooperation and Development countries, we explore the effect of a wage increase programme in Ghana on physician migration. We find evidence that 6 years after the implementation of this programme, the foreign stock of Ghanaian doctors abroad had fallen by approximately 10% relative to the estimated counterfactual. This result should be interpreted with caution, however, given the sensitivity of the results to changes in model specification. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

  2. Effects of Present Salary on Resume Evaluations: Sex Discrimination?

    ERIC Educational Resources Information Center

    Mitchell, Thomas; Henning, Jane

    Despite legislative and judicial attempts to remedy sex discrimination in the workplace, women continue to earn 60% less than their male counterparts. One factor that could influence an employer's evaluation of an applicant is the knowledge of that applicant's salary on his or her present job. A study was conducted to determine the influence of an…

  3. The life-cycle argument: age as a mediator of pharmacists' earnings.

    PubMed

    Carvajal, Manuel J; Armayor, Graciela M

    2015-01-01

    Age diversity poses challenges to pharmacy employers and managers. A life-cycle argument has been presented to explain pharmacists' age-related differences at work. Explore responses of pharmacists' wage-and-salary earnings in three age groups (younger than 40, 40-54 years, and 55 years plus) to labor input and human-capital variables. A survey questionnaire was mailed to registered pharmacists in South Florida, USA. An earnings function was formulated and tested, using ordinary least squares, for each age group separately to compare the direction, magnitude, and statistical significance of each determinant on earnings. The covariates were number of hours worked, type of pharmacy degree, years of professional experience, gender, number of children, and whether the pharmacist had completed a residency and/or attained a specialty board certification. The model showed better fit and statistical significance for practitioners under 40 and 55 years or older. The number of hours worked was the overwhelming determinant, but the magnitude of its influence was different for the three age groups. Human-capital indicators provided evidence in support of the life-cycle argument. The wage-and-salary earnings of pharmacy practitioners were mediated by age group in their response to labor input and human-capital variables. Copyright © 2015 Elsevier Inc. All rights reserved.

  4. 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.

  5. Salary Structure Effects and the Gender Pay Gap in Academia

    ERIC Educational Resources Information Center

    Barbezat, Debra A.; Hughes, James W.

    2005-01-01

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

  6. Women's Entry into Management: Trends in Earnings, Authority, and Valued among Salaried Managers.

    ERIC Educational Resources Information Center

    Jacobs, Jerry A.

    1992-01-01

    Earnings and authority differentials between male and female managers are analyzed with data from three sources for the period between 1970 and 1988. Results indicate that the sex gap in earnings among managers narrowed during this period, whereas the gap in authority remained constant. The implication of these results for theories of internal…

  7. 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

  8. Implications of Higher Education on Earnings: An Empirical Analysis of Skills and Competence

    ERIC Educational Resources Information Center

    Xia, Belle Selene; Liitiäinen, Elia

    2016-01-01

    One of the central topics in the research of higher education is the degree of match between education and work as measured by earnings. Traditional literature has shown the correlation between the duration of studies and earnings in the work life. The authors' present study aims to enlarge this scope by evaluating the impact of competence and…

  9. 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.…

  10. 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.

  11. Are Women and Blacks Closing the Gap? Salary Discrimination in American Science during the 1970s and 1980s.

    ERIC Educational Resources Information Center

    Haberfeld, Yitchak; Shenhav, Yehouda

    1990-01-01

    Cross-sectional and longitudinal analyses of Census data found that salary discrimination against Black scientists and female scientists worsened between the 1970s and the 1980s. Female scientists earned about 12 percent less than males in 1972, but 14 percent less in 1982. Black scientists earned about the same as Whites in 1972, but 6 percent…

  12. 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…

  13. Examining gender salary disparities: an analysis of the 2003 multistate salary survey.

    PubMed

    Brown, Lawrence M; Schommer, Jon C; Mott, Dave; Gaither, Caroline A; Doucette, William R; Zgarrick, Dave P; Droege, Marcus

    2006-09-01

    Pharmacist salary and wage surveys have been conducted at the state and national level for more than 20 years; however, it is not known to what extent, if any, wage disparities due to gender still exist. The overall objective of this study was to determine if wage disparities exist among male and female pharmacists at the multistate and individual state level for each of 6 states studied. A secondary objective was to explore the effect of various demographic variables on the hourly wages of pharmacists. Data were collected from 1,688 pharmacists in 6 states during 2003 using a cross-sectional descriptive survey design. A multiple regression analysis on hourly wage testing the effects of state of practice, practice setting, position, terminal degree, and years in practice was conducted. Subsequent multiple regression analyses were conducted individually for each of the 6 states to test the effects of the above variables on hourly wage for both male and female pharmacists, followed by state-level analyses for male and female pharmacists, respectively. For the pooled data, all variables were found to be significant predictors of hourly wage, except for earning a PharmD degree without a residency or graduate degree. Gender was not a significant predictor of wage disparities in the state-level analyses. Position was the only significant predictor of wage disparities in all states (except Tennessee) such that pharmacists in management positions make significantly higher salaries than those in staff positions. The results of these analyses suggest that wage disparities due to gender do not exist at the state level for the 6 states surveyed, when controlling for practice setting, position, terminal degree, and years in practice. The larger number of men in management positions may explain lower wages for female pharmacists.

  14. Impact of a Dual PharmD/MBA Degree on Graduates' Academic Performance, Career Opportunities, and Earning Potential

    PubMed Central

    Chumney, Elinor C.G.; Jones, Kathy J.

    2008-01-01

    Objective To evaluate the academic experience and satisfaction of students who completed a dual PharmD/MBA degree program and the program's long-term impact on the students' career choice and earning potential. Methods GPAs, job placement, and starting job salaries were compared between graduates who completed the dual PharmD/MBA program and those who completed only the PharmD program. A satisfaction survey instrument was administered to 17 students who completed the dual PharmD/MBA degree program in May 2007. Data from a standardized job placement and starting salary survey instrument completed by all PharmD graduates were also obtained, as well as all students' final grade point averages (GPAs). GPAs, job placement, and starting job salaries were compared between graduates who had completed the dual PharmD/MBA program and those who had completed only the PharmD program. Results The graduating GPAs of dual-degree students were higher than those of both pharmacy (3.52 vs 3.41, p > 0.10) and business (3.82 vs. 3.68, p = 0.018) students not enrolled in the dual-degree program. Dual-degree students were slightly less likely to enter a residency (17% vs. 27%, p = 0.44) than other pharmacy graduates. Among those who elected not to pursue a residency, both mean starting salaries ($111,090 vs. $101,965) and mean total first-year compensation ($127,290 vs. $110,388) were significantly higher for dual-degree graduates compared to the PharmD graduates. Conclusions Students enrolled in the dual-degree program did slightly better academically than students who completed only the MBA or PharmD programs and indicated a high level of satisfaction with the program. Dual-degree graduates reported increased career opportunities and were slated to earn significantly more during their first year in the workforce. These results affirm continuation of our program and make the case for support of similar programs across the nation. PMID:18483594

  15. [Offered income, salary expectations, and the economic activity of married women: an analytic model].

    PubMed

    Lollivier, S

    1984-06-01

    This study uses data from tax declarations for 40,000 French households for 1975 to propose a model that permits quantification of the effects of certain significant factors on the economic activity of married women. The PROBIT model of analysis of variance was used to determine the specific effect of several variables, including age of the woman, number of children under 25 years of age in the household, the age of the youngest child, husband's income and socioprofessional status, wife's level and type of education, size of community of residence and region of residence. The principal factors influencing activity rates were found to be educational level, age, and to those of childless women, but activity rates dropped by about 30% for mothers of 2 and even more for mothers of 3 or more children. Influence of the place of residence and the husband's income were associated with lesser disparities. The reasons for variations in female labor force participation can be viewed as analogous to a balance. Underlying factors can increase or decrease the income the woman hopes to earn (offered income) as well as the minimum income for which she will work (required salary). A TOBIT model was constructed in which income was a function of age, education, geographic location, and number of children, and salary required was a function of the variables related to the husband including income and socioprofessional status. For most of the effects considered, the observed variation in activity rates resulted from variations in offered income. The husband's income influences only the desired salary. The offered income decreases and the required salary increases when the number of children is 2 or more, reducing the rate of activity. More educated women have slightly greater salary expectations, but command much higher salaries, resulting in an increased rate of professional activity.

  16. 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…

  17. How Does Gender Play a Role in the Earnings Gap? An Update.

    ERIC Educational Resources Information Center

    Boraas, Stephanie; Rodgers, William M., III

    2003-01-01

    In 1999, women earned 77% as much as men. Current Population Survey data indicate that personal choices, occupational crowding, and discrimination contribute to the gender gap. However, the high proportion of women in an occupation is the largest contributor to the salary differential. (Contains 16 references.) (Author/JOW)

  18. 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

  19. 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,…

  20. 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.

  1. 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…

  2. Wage and Salary Administration for Smaller Institutions of Higher Education. A Basic Guide to Management Practice.

    ERIC Educational Resources Information Center

    National Association of College and University Business Officers, Washington, DC.

    This manual provides a basic guide to wage and salary administration at smaller institutions of higher education--institutions with 400 or fewer full-time nonacademic employees and a relatively uncomplicated administrative organization. Emphasis is placed on definitions and benefits of the process, assigning responsibility and authority, deciding…

  3. 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…

  4. 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

  5. How Much Gender Disparity Exists in Salary? A Profile of Graduates of a Major Public University.

    ERIC Educational Resources Information Center

    Dutt, Diya

    1997-01-01

    A study of University of Illinois 1976 graduates (n=2,306) in 1977, 1981, 1986, and 1991 examined changes in salary patterns for all degree levels and majors. Results suggest women earn less than men in first full-time jobs, and gaps widen with time. Possible factors include women's breaks in full-time employment, and differences in majors,…

  6. 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.

  7. Career Plans and Expectations of Young Women and Men: The Earnings Gap and Labor Force Participation.

    ERIC Educational Resources Information Center

    Blau, Francine D.; Ferber, Marianne A.

    1991-01-01

    Responses from 227 of 389 female and 161 of 333 male college business seniors found that, although expecting similar starting salaries, women anticipate considerably lower earnings in subsequent years. The difference was not explained by the number of years women planned to be in the labor force. (SK)

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

    ERIC Educational Resources Information Center

    Beazley, Richard M.

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

  9. 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.

  10. 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…

  11. 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…

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

    PubMed Central

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

    2013-01-01

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

  13. 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.…

  14. 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…

  15. 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...

  16. 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.

  17. 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.

  18. Examination of Electric Utility CEO Compensation 2000-2011 and its significance to Company Earnings, Company Revenue, Company Stock and the Dow Jones Utility Average

    NASA Astrophysics Data System (ADS)

    Labovitch, Andrew

    This dissertation examined electric utility CEO compensation during the years 2000 through 2011 for United States owned and operated companies. To determine the extent to which agency theory may apply to electric utility CEO compensation, this examination segmented the industry by four types of company financial metrics: revenue, earnings, stock price and the Dow Jones Utility Average; by five categories of CEO compensation: base salary, bonus, stock grants, all other compensation and total compensation; and by four categories of company size as measured by revenue: large, medium, small and the industry as a whole. Electric utility CEO compensation data was analyzed with the financial metrics to determine correlations. No type of compensation was highly correlated to any of the financial metrics for any size industry segment indicating that there was little agency. CEO compensation in large electric utility companies was higher than compensation in medium and smaller companies even though the CEOs at larger companies earned less per dollar of revenue and per dollar of earnings than their counterparts in smaller companies.

  19. 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…

  20. 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…

  1. 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…

  2. Earnings of Students Who Change Universities

    ERIC Educational Resources Information Center

    Holmlund, Linda; Regner, Hakan

    2012-01-01

    Using data on Swedish university entrants, this study finds that earnings are significantly lower for students who change universities compared to students who do not change. Earnings differences decrease over time and over the earnings distribution. The pattern in the estimates seems consistent with non-transfer students having higher earnings…

  3. 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…

  4. 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

  5. Comparative Study of University and Polytechnic Graduates in Finland: Implications of Higher Education on Earnings

    ERIC Educational Resources Information Center

    Xia, Belle Selene; Liitiainen, Elia; Rekola, Mika

    2012-01-01

    This study explores the implications of higher education on earnings in Finland. The challenges as well as opportunities of obtaining a university degree as compared to graduating from polytechnics are evaluated using the REFLEX (The Flexible Professional in the Knowledge Society) data. As a Nordic country, Finland is known for its educated…

  6. 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,…

  7. 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.

  8. 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…

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

    PubMed

    Carvajal, Manuel J; Popovici, Ioana

    2016-01-01

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

  10. 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…

  11. 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…

  12. 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…

  13. EARNINGS MANAGEMENT IN U.S. HOSPITALS.

    PubMed

    Dong, Gang Nathan

    2016-01-01

    This paper examines the hospital management practices of manipulating financial earnings within the bounds of generally accepted accounting principles (GAAP). We conduct regression analyses that relate earnings management to hospital characteristics to assess the economic determinants of hospital earnings management behavior. From the CMS Cost Reports we collected hospital financial data of all U.S. hospitals that request reimbursement from the federal government for treating Medicare patients, and regress discretionary accruals on hospital size, profitability, asset liquidity, operating efficiency, labor cost, and ownership. Hospitals with higher profit margin, current ratio, working capital, days of patient receivables outstanding and total wage are associated with more earnings management, whereas those with larger size and higher debt level, asset turnover, days cash on hand, fixed asset age are associated with lower level of earnings manipulation. Additionally, managers of non-profit hospitals are more likely to undertake some form of window-dressing by manipulating accounting accruals without changing business models or pricing strategies than their public hospital counterparts. We provide direct evidence of the use of discretionary accruals to manage financial earnings among U.S. hospitals and the finding has profound policy implications in terms of assessing the pervasiveness of accounting manipulation and the overall integrity of financial reporting in this very special public and quasi-public service sector.

  14. Why Are the Returns to Schooling Higher for Women than for Men?

    ERIC Educational Resources Information Center

    Dougherty, Christopher

    2005-01-01

    It has been noted that the payoffs of schooling on salary is more for women than for men, though females are inclined to earn less in the United states. The causes of this effect are investigated using information from National Longitudinal Survey of Youth.

  15. 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.

  16. 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…

  17. Moral Orientation, Gender, and Salary.

    ERIC Educational Resources Information Center

    Manning, Roger W.

    A study examined the relationship among gender, moral orientation, and pay. Although the participants were about equal in terms of gender, 48 males and 53 females, males tended to hold higher degrees. The researcher hypothesized that salaries would be differentiated based on gender and moral orientation. Assumptions were that care-oriented males…

  18. 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…

  19. Accepting Lower Salaries for Meaningful Work

    PubMed Central

    Hu, Jing; Hirsh, Jacob B.

    2017-01-01

    A growing literature indicates that people are increasingly motivated to experience a sense of meaning in their work lives. Little is known, however, about how perceptions of work meaningfulness influence job choice decisions. Although much of the research on job choice has focused on the importance of financial compensation, the subjective meanings attached to a job should also play a role. The current set of studies explored the hypothesis that people are willing to accept lower salaries for more meaningful work. In Study 1, participants reported lower minimum acceptable salaries when comparing jobs that they considered to be personally meaningful with those that they considered to be meaningless. In Study 2, an experimental enhancement of a job’s apparent meaningfulness lowered the minimum acceptable salary that participants required for the position. In two large-scale cross-national samples of full-time employees in 2005 and 2015, Study 3 found that participants who experienced more meaningful work lives were more likely to turn down higher-paying job offers elsewhere. The strength of this effect also increased significantly over this time period. Study 4 replicated these findings in an online sample, such that participants who reported having more meaningful work were less willing to leave their current jobs and organizations for higher paying opportunities. These patterns of results remained significant when controlling for demographic factors and differences in job characteristics. PMID:29085310

  20. 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…

  1. Earnings and Benefits of Contingent and Noncontingent Workers [and] Earnings and Benefits of Workers in Alternative Work Arrangements.

    ERIC Educational Resources Information Center

    Hipple, Steven; Stewart, Jay

    1996-01-01

    Contingent workers generally earn less income and are less likely to receive health insurance and pension benefits through their employers than are noncontingent workers. However, many earn higher wages than those in traditional arrangements and have access to health insurance from other sources. (Author)

  2. 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...

  3. Focus on Wage and Salary Programs.

    ERIC Educational Resources Information Center

    Risher, Howard W.

    1989-01-01

    Budget pressures, tightening labor markets, and increasing public interest should prompt colleges and universities to review their wage and salary programs. Many administrators have never been exposed to practices other than those common to higher education, and trustees with corporate experience may provide some insight. (Author/MSE)

  4. House Price Growth When Children Are Teenagers: A Path to Higher Earnings? Working Paper No. 14-13

    ERIC Educational Resources Information Center

    Cooper, Daniel; Luengo-Prado, María José

    2014-01-01

    This paper examines whether a rise in house prices that occurs immediately prior to children entering college has an impact on their earnings as adults. Higher house prices provide homeowners with additional funds to invest in their children's human capital. The results show that a 1 percentage point increase in house prices, when children are 17…

  5. 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…

  6. Earnings Quality Measures and Excess Returns

    PubMed Central

    Perotti, Pietro; Wagenhofer, Alfred

    2014-01-01

    This paper examines how commonly used earnings quality measures fulfill a key objective of financial reporting, i.e., improving decision usefulness for investors. We propose a stock-price-based measure for assessing the quality of earnings quality measures. We predict that firms with higher earnings quality will be less mispriced than other firms. Mispricing is measured by the difference of the mean absolute excess returns of portfolios formed on high and low values of a measure. We examine persistence, predictability, two measures of smoothness, abnormal accruals, accruals quality, earnings response coefficient and value relevance. For a large sample of US non-financial firms over the period 1988–2007, we show that all measures except for smoothness are negatively associated with absolute excess returns, suggesting that smoothness is generally a favorable attribute of earnings. Accruals measures generate the largest spread in absolute excess returns, followed by smoothness and market-based measures. These results lend support to the widespread use of accruals measures as overall measures of earnings quality in the literature. PMID:26300582

  7. Earnings Quality Measures and Excess Returns.

    PubMed

    Perotti, Pietro; Wagenhofer, Alfred

    2014-06-01

    This paper examines how commonly used earnings quality measures fulfill a key objective of financial reporting, i.e., improving decision usefulness for investors. We propose a stock-price-based measure for assessing the quality of earnings quality measures. We predict that firms with higher earnings quality will be less mispriced than other firms. Mispricing is measured by the difference of the mean absolute excess returns of portfolios formed on high and low values of a measure. We examine persistence, predictability, two measures of smoothness, abnormal accruals, accruals quality, earnings response coefficient and value relevance. For a large sample of US non-financial firms over the period 1988-2007, we show that all measures except for smoothness are negatively associated with absolute excess returns, suggesting that smoothness is generally a favorable attribute of earnings. Accruals measures generate the largest spread in absolute excess returns, followed by smoothness and market-based measures. These results lend support to the widespread use of accruals measures as overall measures of earnings quality in the literature.

  8. 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…

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

    PubMed

    Johannessen, Karl-Arne

    2010-09-23

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

  10. Hidden Benefits: The Impact of High School Graduation on Household Wealth. Issue Brief

    ERIC Educational Resources Information Center

    Alliance for Excellent Education, 2007

    2007-01-01

    Several recent reports have highlighted the earnings gap between high school graduates and dropouts; however, earnings tell only part of the story. Families rely on income from salary for regular expenses, but real economic security requires accumulated wealth. Education can be the key to higher earnings, but it is even more importantly linked to…

  11. Education and Lifetime Earnings in the United States.

    PubMed

    Tamborini, Christopher R; Kim, ChangHwan; Sakamoto, Arthur

    2015-08-01

    Differences in lifetime earnings by educational attainment have been of great research and policy interest. Although a large literature examines earnings differences by educational attainment, research on lifetime earnings--which refers to total accumulated earnings from entry into the labor market until retirement--remains limited because of the paucity of adequate data. Using data that match respondents in the Survey of Income and Program Participation to their longitudinal tax earnings as recorded by the Social Security Administration, we estimate the 50-year work career effects of education on lifetime earnings for men and women. By overcoming the purely synthetic cohort approach, our results provide a more realistic appraisal of actual patterns of lifetime earnings. Detailed estimates are provided for gross lifetime earnings by education; net lifetime earnings after controlling for covariates associated with the probability of obtaining a bachelor's degree; and the net present 50-year lifetime value of education at age 20. In addition, we provide estimates that include individuals with zero earnings and disability. We also assess the adequacy of the purely synthetic cohort approach, which uses age differences in earnings observed in cross-sectional surveys to approximate lifetime earnings. Overall, our results confirm the persistent positive effects of higher education on earnings over different stages of the work career and over a lifetime, but also reveal notably smaller net effects on lifetime earnings compared with previously reported estimates. We discuss the implications of these and other findings.

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

    ERIC Educational Resources Information Center

    Wilson, Pamela, Ed.

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

  13. 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.

  14. 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…

  15. 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…

  16. Education and Lifetime Earnings in the United States

    PubMed Central

    Tamborini, Christopher R.; Kim, ChangHwan; Sakamoto, Arthur

    2015-01-01

    Differences in lifetime earnings by educational attainment have been of great research and policy interest. Although a large literature examines earnings differences by educational attainment, research on lifetime earnings—which refers to total accumulated earnings from entry into the labor market until retirement—remains limited because of the paucity of adequate data. Using data that match respondents in the Survey of Income and Program Participation to their longitudinal tax earnings as recorded by the Social Security Administration, we estimate the 50-year work career effects of education on lifetime earnings for men and women. By overcoming the purely synthetic cohort approach, our results provide a more realistic appraisal of actual patterns of lifetime earnings. Detailed estimates are provided for gross lifetime earnings by education; net lifetime earnings after controlling for covariates associated with the probability of obtaining a bachelor’s degree; and the net present 50-year lifetime value of education at age 20. In addition, we provide estimates that include individuals with zero earnings and disability. We also assess the adequacy of the purely synthetic cohort approach, which uses age differences in earnings observed in cross-sectional surveys to approximate lifetime earnings. Overall, our results confirm the persistent positive effects of higher education on earnings over different stages of the work career and over a lifetime, but also reveal notably smaller net effects on lifetime earnings compared with previously reported estimates. We discuss the implications of these and other findings. PMID:26100983

  17. 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...

  18. 41 CFR 105-56.018 - Salary offset.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Creditor Agency § 105-56.018 Salary offset. When a match occurs and all...

  19. 41 CFR 105-56.028 - Salary offset.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 41 Public Contracts and Property Management 3 2010-07-01 2010-07-01 false Salary offset. 105-56... Administration 56-SALARY OFFSET FOR INDEBTEDNESS OF FEDERAL EMPLOYEES TO THE UNITED STATES Centralized Salary Offset (CSO) Procedures-GSA as Paying Agency § 105-56.028 Salary offset. When a match occurs and all...

  20. 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...

  1. Educational Pairings, Motherhood, and Women's Relative Earnings in Europe.

    PubMed

    Van Bavel, Jan; Klesment, Martin

    2017-12-01

    As a consequence of the reversal of the gender gap in education, the female partner in a couple now typically has as much as or more education compared with the male partner in most Western countries. This study addresses the implications for the earnings of women relative to their male partners in 16 European countries. Using the 2007 and 2011 rounds of the European Union Statistics on Income and Living Conditions (N = 58,292), we investigate the extent to which international differences in women's relative earnings can be explained by educational pairings and their interaction with the motherhood penalty on women's earnings, by international differences in male unemployment, or by cultural gender norms. We find that the newly emerged pattern of hypogamy is associated with higher relative earnings for women in all countries and that the motherhood penalty on relative earnings is considerably lower in hypogamous couples, but neither of these findings can explain away international country differences. Similarly, male unemployment is associated with higher relative earnings for women but cannot explain away the country differences. Against expectations, we find that the hypogamy bonus on women's relative earnings, if anything, tends to be stronger rather than weaker in countries that exhibit more conservative gender norms.

  2. Exploring the Wealth Returns to Latino Higher Educational Attainment: Estimates of Work-Life Earnings Profiles

    ERIC Educational Resources Information Center

    Robles, Barbara J.

    2009-01-01

    A significant research gap exists in our knowledge of how educational attainment affects wealth building and intergenerational wealth transfers among Latinos. Wealth includes earnings but is a much wider and more fundamental measure of economic mobility. The education-earnings-wealth relationship is explored by constructing estimates of social…

  3. 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...

  4. Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees

    PubMed Central

    Clougherty, Jane Ellen; Eisen, Ellen A; Slade, Martin D; Kawachi, Ichiro; Cullen, Mark R

    2009-01-01

    An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore the role of fine-scale job grade on hypertension incidence within hourly and salaried groups. We examined data for 14,999 aluminum manufacturing employees in 11 plants across the U.S., using logistic regression with adjustment for age, sex, race/ ethnicity and other individual characteristics. Propensity score restriction was used to identify comparable groups of hourly and salaried employees, reducing confounding by socio-demographic characteristics. Job grade (coded 1 through 30, within hourly and salaried groups) was examined as a more refined measure of job status. Hourly status was associated with an increased risk of hypertension, after propensity restriction and adjustment for confounders. The observed effect of hourly status was stronger among women, although the propensity-restricted cohort was disproportionately male (96 %). Among salaried workers, higher job grade was not consistently associated with decreased risk; among hourly employees, however, there was a significant trend, with higher job grades more protective against hypertension. Increasing the stringency of hypertension case criteria also increased the risk of severe or persistent hypertension for hourly employees. PMID:19027215

  5. Workplace status and risk of hypertension among hourly and salaried aluminum manufacturing employees.

    PubMed

    Clougherty, Jane Ellen; Eisen, Ellen A; Slade, Martin D; Kawachi, Ichiro; Cullen, Mark R

    2009-01-01

    An inverse relationship between workplace status and morbidity is well established; higher job status has been associated with reduced risks of heart disease, hypertension, and injury. Most research on job status, however, has focused on salaried populations, and it remains unclear whether job status operates similarly among hourly workers. Our objectives were to examine whether hourly status itself influences risk of hypertension after adjustment for socioeconomic confounders, and to explore the role of fine-scale job grade on hypertension incidence within hourly and salaried groups. We examined data for 14,999 aluminum manufacturing employees in 11 plants across the U.S., using logistic regression with adjustment for age, sex, race/ethnicity and other individual characteristics. Propensity score restriction was used to identify comparable groups of hourly and salaried employees, reducing confounding by sociodemographic characteristics. Job grade (coded 1 through 30, within hourly and salaried groups) was examined as a more refined measure of job status. Hourly status was associated with an increased risk of hypertension, after propensity restriction and adjustment for confounders. The observed effect of hourly status was stronger among women, although the propensity-restricted cohort was disproportionately male (96%). Among salaried workers, higher job grade was not consistently associated with decreased risk; among hourly employees, however, there was a significant trend, with higher job grades more protective against hypertension. Increasing the stringency of hypertension case criteria also increased the risk of severe or persistent hypertension for hourly employees.

  6. 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…

  7. 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…

  8. 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…

  9. 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…

  10. 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…

  11. 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…

  12. 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…

  13. 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. ...

  14. 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...

  15. 22 CFR 309.17 - Procedures for salary offset.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Procedures for salary offset. 309.17 Section 309.17 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.17 Procedures for salary offset. Unless otherwise provided by statute or contract, the following procedures apply to salary offset: (a...

  16. 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...

  17. Employment and Earnings Outcomes for Recent Graduates of Public Higher Education Institutions in West Virginia, 1995. Research Report 1997-2.

    ERIC Educational Resources Information Center

    Krotseng, Marsha V.; Glenn, Darrell E.

    This report presents information on employment and earnings outcomes for recent graduates of West Virginia public higher education institutions. Data from the Central Office Student and Graduation files and the West Virginia Bureau of Employment Programs (WVBEP) wage and employment files were merged, creating a database that makes possible the…

  18. 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...

  19. 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…

  20. 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)

  1. 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…

  2. 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...

  3. 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...

  4. 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...

  5. 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)

  6. 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...

  7. 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.

  8. Educational homogamy and gender-specific earnings: Sweden, 1990-2009.

    PubMed

    Dribe, Martin; Nystedt, Paul

    2013-08-01

    Several studies have shown strong educational homogamy in most Western societies, although the trends over time differ across countries. In this article, we study the connection between educational assortative mating and gender-specific earnings in a sample containing the entire Swedish population born 1960-1974; we follow this sample from 1990 to 2009. Our empirical strategy exploits a longitudinal design, using distributed fixed-effects models capturing the impact of partner education on postmarital earnings, relating it to the income development before union formation. We find that being partnered with someone with more education (hypergamy) is associated with higher earnings, while partnering someone with less education (hypogamy) is associated with lower earnings. However, most of these differences in earnings emerge prior to the time of marriage, implying that the effect is explained by marital selection processes rather than by partner education affecting earnings. The exception is hypogamy among the highly educated, for which there are strong indications that in comparison with homogamy and hypergamy, earnings grow slower after union formation.

  9. The Flexible Fairness: Equality, Earned Entitlement, and Self-Interest

    PubMed Central

    Gu, Ruolei; Broster, Lucas S.; Shen, Xueyi; Tian, Tengxiang; Luo, Yue-Jia; Krueger, Frank

    2013-01-01

    The current study explored whether earned entitlement modulated the perception of fairness in three experiments. A preliminary resource earning task was added before players decided how to allocate the resource they jointly earned. Participants’ decision in allocation, their responses to equal or unequal offers, whether advantageous or disadvantageous, and subjective ratings of fairness were all assessed in the current study. Behavioral results revealed that participants proposed more generous offers and showed enhanced tolerance to disadvantageous unequal offers from others when they performed worse than their presumed “partners,” while the reverse was true in the better-performance condition. The subjective ratings also indicated the effect of earned entitlement, such that worse performance was associated with higher perceived feelings of fairness for disadvantageous unequal offers, while better performance was associated with higher feelings of fairness for advantageous unequal offers. Equal offers were considered “fair” only when earned entitlement was even between two parties. In sum, the perception of fairness is modulated by an integration of egalitarian motivation and entitlement. In addition to justice principles, participants were also motivated by self-interest, such that participants placed more weight on entitlement in the better-performance condition than in the worse-performance condition. These results imply that earned entitlement is evaluated in a self-serving way. PMID:24039867

  10. 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...

  11. Height conditions salary expectations: Evidence from large-scale data in China

    NASA Astrophysics Data System (ADS)

    Yang, Xiao; Gao, Jian; Liu, Jin-Hu; Zhou, Tao

    2018-07-01

    Height premium has been revealed by extensive literature, however, evidence from China based on large-scale data remains still lacking. In this paper, we study how height conditions salary expectations by exploring a dataset covering over 140,000 Chinese job seekers. By using graphical and regression models, we find evidence in support of height premium that tall people expect a significantly higher salary in career development. In particular, regression results suggest stronger effects of height premium on female than on male, however, the gender differences decrease as the education level increases and become insignificant after holding all control variables fixed. Further, results from graphical models suggest three promising ways in helping short people: (i) to accumulate more working experiences, since one year seniority can respectively make up about 3 cm and 7 cm shortness for female and male; (ii) to increase the level of education, since one higher academic degree may eliminate all disadvantages that brought by shortness; (iii) to target jobs in regions with a higher level of development. Our work provides a cross-culture supportive evidence of height premium and contributes two novel features to the literature: the compensation story in helping short people, and the focus on salary expectations in isolation from discrimination channels.

  12. Post-Service Earnings of Veterans: A Survey and Further Research

    DTIC Science & Technology

    1991-03-01

    its impact on a veteran’s earnings potential in the civilian sector becomes extremely important. A potential enlistee’s decision to join the military...to investments in human capital and their subsequent influence on the earnings ability of veterans entering the civilian sector . Although human...non-veterans in the early years of their civilian worklife (Bryant and Wilhite, 1990; Daymont and Andrisani, 1986) but have higher earnings growth

  13. 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.…

  14. 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…

  15. 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...

  16. Equally unequal: gender discrimination in the workplace among adults with mental retardation.

    PubMed

    Julius, Elona; Wolfson, Hagit; Yalon-Chamovitz, Shira

    2003-01-01

    Gender discrimination in the work place has been widely reported. Women are usually discriminated against both with respect to level of occupation and salary. The current study explored the correlation between gender and employment among adults with mental retardation, specifically, whether gender discrimination in the work place is as prominent among people with mental retardation as in the general population. Level of occupation and salary earned were studied in 227 adults with mild and moderate mental retardation residing in institutions, hostels, and sheltered homes in Israel. The findings suggest a correlation between gender and employment similar to that in the general population. Women were found to be employed mainly in sheltered workshops and lower levels of occupation, and to earn significantly less than the men. However, closer examination of each work place revealed that within each level of occupation there were no significant gender differences in salary. The finding suggests that while women with mental retardation earn lower salaries than men, this is mainly the result of their lower level of occupation. Rehabilitation efforts should therefore be directed toward ensuring higher levels of occupation as well as community employment among women with mental retardation.

  17. The influence of enterprise resource planning (ERP) systems' performance on earnings management

    NASA Astrophysics Data System (ADS)

    Tsai, Wen-Hsien; Lee, Kuen-Chang; Liu, Jau-Yang; Lin, Sin-Jin; Chou, Yu-Wei

    2012-11-01

    We analyse whether there is a linkage between performance measures of enterprise resource planning (ERP) systems and earnings management. We find that earnings management decreases with the higher performance of ERP systems. The empirical result is as expected. We further analyse how the dimension of the DeLone and McLean model of information systems success affects earnings management. We find that the relationship between the performance of ERP systems and earnings management depends on System Quality after ERP implementation. The more System Quality improves, the more earnings management is reduced.

  18. Why do very unattractive workers earn so much?

    PubMed

    Kanazawa, Satoshi; Hu, Shihao; Larere, Adrien

    2018-05-01

    Kanazawa and Still (2018) showed that very unattractive workers earned more than unattractive workers, sometimes more than average-looking or attractive workers, because they had higher levels of intelligence and education, but they did not explain why very unattractive workers had higher intelligence and education. There are both theoretical and empirical reasons to expect that some intelligent men may prefer to marry very unattractive women. The analysis of the National Longitudinal Study of Adolescent Health (Add Health) shows that very unattractive women were significantly more likely to be married at Age 29 than unattractive or average-looking women, and their spouses or partners earned significantly more than those of unattractive or average-looking women. If intelligent men have historically preferred to marry very unattractive women generation after generation, then, because both general intelligence and physical attractiveness are highly heritable, this can explain why very unattractive workers are more intelligent and achieve higher education, thereby earning more. It can also explain why the positive correlation between intelligence and physical attractiveness is not larger despite assortative mating of intelligent men of higher status and physically attractive women over many generations. Copyright © 2018 Elsevier B.V. All rights reserved.

  19. 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...

  20. 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

  1. 48 CFR 352.231-70 - Salary rate limitation.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Salary rate limitation... Salary rate limitation. As prescribed in 331.101-70, the Contracting Officer shall insert the following clause: Salary Rate Limitation (January 2010) (a) Pursuant to the current and applicable prior HHS...

  2. The practice and earnings of preventive medicine physicians.

    PubMed

    Salive, M E

    1992-01-01

    A shortage of preventive medicine (PM) physicians exists in the United States. Researchers know little about these physicians' earnings and practice characteristics. The American College of Preventive Medicine (ACPM) mailed a survey to all self-identified PM physicians on the American Medical Association (AMA) Physician Masterfile. A total of 3,771 (54%) responded; respondents' sex and region of residence were typical for PM physicians in general, with a slight excess of older physicians and those reporting board certification. A total of 2,664 (71%) were working full time, with median earnings of $85,000 (mean $90,000). Among full-time physicians, relatively higher earnings were associated with the following characteristics: male sex; age 45 to 64 years; major source of income from clinical, business, or industrial sources, rather than governmental or academic; and PM board certification. Full-time PM physicians earned much less than office-based private practitioners in several primary care specialties in 1989. The gap in earnings between PM specialists in government positions and those in the private sector is also substantial. Both disparities may require creative solutions.

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 48 CFR 331.101-70 - Salary rate limitation.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 4 2010-10-01 2010-10-01 false Salary rate limitation... CONTRACTING REQUIREMENTS CONTRACT COST PRINCIPLES AND PROCEDURES Applicability 331.101-70 Salary rate... used to pay the direct salary of an individual at a rate in excess of the Federal Executive Schedule...

  8. 22 CFR 34.16 - Procedures for salary offset.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 22 Foreign Relations 1 2010-04-01 2010-04-01 false Procedures for salary offset. 34.16 Section 34.16 Foreign Relations DEPARTMENT OF STATE CLAIMS AND STOLEN PROPERTY DEBT COLLECTION Salary Offset § 34.16 Procedures for salary offset. Unless otherwise provided by statute or contract, the following...

  9. 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...

  10. 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…

  11. 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…

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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...

  19. 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...

  20. 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...

  1. 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...

  2. 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...

  3. 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...

  4. 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...

  5. 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...

  6. 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...

  7. 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…

  8. 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…

  9. 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...

  10. The Impact of Advanced Vocational Education and Training on Earnings in Sweden

    ERIC Educational Resources Information Center

    Andersson, Roland; Nabavi, Pardis; Wilhelmsson, Mats

    2014-01-01

    Researchers have established a relationship between greater education and training and higher earnings but it is difficult to infer that the former causes the latter if those with higher earnings tend to engage in more education and training. The present study attempts to control for ability and family background to see if stronger inferences can…

  11. 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. ...

  12. 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...

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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...

  18. 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. 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...

  20. 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...

  1. 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...

  2. 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,…

  3. 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...

  4. 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,…

  5. 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…

  6. 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…

  7. 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...

  8. 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…

  9. 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…

  10. 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…

  11. 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...

  12. Projection of Teachers' Salaries for Contract Negotiations.

    ERIC Educational Resources Information Center

    Ott, Jack P.

    1982-01-01

    Lists and explains a computer program written in BASIC which calculates teacher salaries using a salary index. Modification of this payroll program is suggested as a student project in schools which teach computer programing. (JJD)

  13. 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...

  14. 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...

  15. Investigating MBA Degrees Earned by Women: A Decade of Change

    ERIC Educational Resources Information Center

    McConnell, Cheryl; Rush, Douglas; Gartland, Myles

    2016-01-01

    The authors examined master of business administration (MBA) degrees earned by women at U.S. higher education institutions at three specific years spanning a decade: 2003, 2008, and 2013 to determine whether there was a significant difference in the percentage of MBA degrees earned by women based on the independent variables of institutional type,…

  16. 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…

  17. 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…

  18. 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…

  19. 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...

  20. 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…

  1. 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…

  2. 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…

  3. 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)…

  4. 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.

  5. 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...

  6. 7 CFR 1767.25 - Retained earnings.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 7 Agriculture 12 2010-01-01 2010-01-01 false Retained earnings. 1767.25 Section 1767.25....25 Retained earnings. The retained earnings accounts identified in this section shall be used by all RUS borrowers. Retained Earnings 433-439 [Reserved] Retained Earnings 433-439 [Reserved] ...

  7. 20 CFR 422.125 - Statements of earnings; resolving earnings discrepancies.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Statements of earnings; resolving earnings discrepancies. 422.125 Section 422.125 Employees' Benefits SOCIAL SECURITY ADMINISTRATION ORGANIZATION AND... investigation the district office or branch office, where appropriate, contacts the employer and the employee or...

  8. 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...

  9. 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...

  10. 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.…

  11. 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…

  12. 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...

  13. 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...

  14. 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...

  15. 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,…

  16. State of salaries.

    PubMed

    Lloyd, Philippa

    2016-11-02

    When you start as a band 5 nurse you need to live in a cheap flat-share. But many nurses are mature students with families to support. The issue is the cost of housing in cities, not the salaries of staff.

  17. 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...

  18. 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…

  19. 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…

  20. Earned Degrees Conferred: 1969-70 Summary Data.

    ERIC Educational Resources Information Center

    Hooper, Mary Evans

    This document presents a report of earned degrees conferred by institutions of higher education in the United States in 1969-1970. Some of the highlights of the report include: (1) 1,072,581 degrees were conferred at the bachelor's and higher levels at 1,617 institutions; (2) publically controlled institutions awarded 65% of all degrees; (3)…

  1. 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...

  2. The effects of skin tone, height, and gender on earnings

    PubMed Central

    2018-01-01

    Using a theoretical approach grounded in implicit bias and stereotyping theories, this study examines the relationship between observable physical characteristics (skin tone, height, and gender) and earnings, as measured by income. Combining separate streams of research on the influence of these three characteristics, we draw from a sample of 31,356 individual-year observations across 4,340 individuals from the National Longitudinal Study of Youth (NLSY) 1997. We find that skin tone, height, and gender interact such that taller males with darker skin tone attain lower earnings; those educated beyond high school, endowed with higher cognitive ability, and at the higher income level (>75th percentile) had even lower levels of earnings relative to individuals with lighter skin tone. The findings have implications for implicit bias theories, stereotyping, and the human capital literature within the fields of management, applied psychology, and economics. PMID:29293634

  3. 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…

  4. 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...

  5. 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…

  6. 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

  7. Association between Sleep Duration and Perceived Stress: Salaried Worker in Circumstances of High Workload.

    PubMed

    Choi, Dong-Woo; Chun, Sung-Youn; Lee, Sang Ah; Han, Kyu-Tae; Park, Eun-Cheol

    2018-04-19

    The aim of this study was to find the association between sleep duration and perceived stress in salaried workers according to occupational categories and which lifestyle factors affected those correlations in South Korea. This study used data from the 2015 Community Health Survey (CHS). The self-reported sleep duration was used as the dependent variable in this study. We explored sleep duration and stress awareness among salaried workers, as well as household income and educational level with multiple logistic regression analysis. Salaried workers who slept for five or less hours had a higher odds ratio for high-stress awareness (OR: 1.86, 95% CI: 1.74⁻1.98). Stress awareness is associated with short sleep duration; specialized workers, office workers, those with above mid-high household income and graduate, university, or college level workers especially need to sleep adequately to manage stress.

  8. 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…

  9. 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. 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.

  11. Education, Occupation, Hierarchy and Earnings.

    ERIC Educational Resources Information Center

    Tachibanaki, Toshiaki

    1988-01-01

    Attempts to estimate a recursive model of earnings distribution with education, occupation, and hierarchy, using individual data for Japanese males. Proves that hierarchical position is very significant in determining earnings level. Compares the influence of education and earnings distribution in Japan and France. Includes 3 tables and 20…

  12. 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...

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

    ERIC Educational Resources Information Center

    Snyder, Julie K.; And Others

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

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

    ERIC Educational Resources Information Center

    Millman, Sierra

    2007-01-01

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

  15. Spousal Mobility and Earnings

    PubMed Central

    MCKINNISH, TERRA

    2008-01-01

    An important finding in the literature on migration has been that the earnings of married women typically decrease with a move, while the earnings of married men often increase with a move, suggesting that married women are more likely to act as the “trailing spouse.” This article considers a related but largely unexplored question: what is the effect of having an occupation that is associated with frequent migration on the migration decisions of a household and on the earnings of the spouse? Further, how do these effects differ between men and women? The Public Use Microdata Sample from the 2000 U.S. decennial census is used to calculate migration rates by occupation and education. The analysis estimates the effects of these occupational mobility measures on the migration of couples and the earnings of married individuals. I find that migration rates in both the husband’s and wife’s occupations affect the household migration decision, but mobility in the husband’s occupation matters considerably more. For couples in which the husband has a college degree (regardless of the wife’s educational level), a husband’s mobility has a large, significant negative effect on his wife’s earnings, whereas a wife’s mobility has no effect on her husband’s earnings. This negative effect does not exist for college-educated wives married to non-college-educated husbands. PMID:19110900

  16. 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...

  17. Salaries of Full-Time Instructional Faculty on 9- and 10-month Contracts in Institutions of Higher Education, 1979-80 through 1989-90. E.D. TABS.

    ERIC Educational Resources Information Center

    Brown, Patricia Q.

    This report presents the results of data in two figures and 22 tables on salaries of full-time instructional faculty on 9- and 10-month contracts; the data were collected through the Integrated Postsecondary Education Data System for the academic years 1987-88 and 1989-90. The figures show percentage change in average salaries adjusted for…

  18. 12 CFR 627.2750 - Priority of claims-banks.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the... of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the appointment of the...

  19. 12 CFR 650.45 - Priority of claims.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to... in the best interest of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the...

  20. 12 CFR 627.2745 - Priority of claims-associations.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to... in the best interest of the receivership to engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the...

  1. 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.

  2. Building human capital to increase earning power among people living with mental illnesses.

    PubMed

    Gao, Ni; Schmidt, Lisa T; Gill, Kenneth J; Pratt, Carlos W

    2011-01-01

    Human Capital Theory, a well-established model from the field of economics, maintains that a person's lifetime earnings are affected by the amount of education and job training they receive. This study uses Human Capital Theory to predict wages and explain employment outcomes among individuals living with psychiatric illnesses. Hourly wages were examined between 100 individuals with mental illnesses and 100 matched comparisons who had no mental illnesses. The study found that participants with mental illnesses earned $12.19 an hour vs. $14.54 an hour earned by their counterparts without disability. The study also revealed that higher educational attainment and longer work history predicted higher wages among participants with mental illnesses. The severity of psychiatric symptoms and diagnosis, however, did not predict wages. These findings indicate that human capital variables are correlated with wages earned by persons living with mental illnesses. Findings also suggest that assisting mental health consumers in the pursuit of education and job training may increase earning potential which can lead to financial independence and community integration. This supports the value in developing and implementing Supported Education to assist consumers in acquiring education and job training.

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

    ERIC Educational Resources Information Center

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

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

  4. 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.

  5. Women's Earnings: An Overview.

    ERIC Educational Resources Information Center

    Bowler, Mary

    1999-01-01

    Over the past 20 years, women's real earnings rose whereas those of men declined. Even as the gender pay gap narrowed, earnings differences between white women and black and Hispanic women continued to grow. (Author)

  6. 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. 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...

  8. Association between Sleep Duration and Perceived Stress: Salaried Worker in Circumstances of High Workload

    PubMed Central

    Choi, Dong-Woo; Chun, Sung-Youn; Lee, Sang Ah; Han, Kyu-Tae

    2018-01-01

    The aim of this study was to find the association between sleep duration and perceived stress in salaried workers according to occupational categories and which lifestyle factors affected those correlations in South Korea. This study used data from the 2015 Community Health Survey (CHS). The self-reported sleep duration was used as the dependent variable in this study. We explored sleep duration and stress awareness among salaried workers, as well as household income and educational level with multiple logistic regression analysis. Salaried workers who slept for five or less hours had a higher odds ratio for high-stress awareness (OR: 1.86, 95% CI: 1.74–1.98). Stress awareness is associated with short sleep duration; specialized workers, office workers, those with above mid-high household income and graduate, university, or college level workers especially need to sleep adequately to manage stress. PMID:29671770

  9. 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...

  10. 12 CFR 627.2752 - Priority of claims-other Farm Credit institutions.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... wages and salaries, including vacation pay, earned prior to the appointment of the receiver by an... engage or retain for a reasonable period of time. (d) If authorized by the receiver, claims for wages and salaries, including vacation pay, earned prior to the appointment of the receiver, up to a maximum of three...

  11. 48 CFR 731.205-71 - Salary supplements for Host Government employees.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Salary supplements for... Contracts With Commercial Organizations 731.205-71 Salary supplements for Host Government employees. (a... fifty percent of its financial support from the government. (b) General. Salary supplement occurs when...

  12. Lifetime earnings patterns, the distribution of future Social Security benefits, and the impact of pension reform.

    PubMed

    Bosworth, B; Burtless, G; Steuerle, E

    2000-01-01

    determine future benefit payments. Our estimates of the earnings function permit us to make highly differentiated predictions of future earnings for each member of our sample. By combining the historical information on individual earnings with our prediction of future earnings up through the normal retirement age, our first approach produces tens of thousands of predicted career earnings paths that can be used in microsimulation policy analysis. Our second approach to creating lifetime earnings profiles is similar in some ways to the traditional method. For example, it is based on the creation of only a handful of "stylized" career earnings patterns. An important difference with the traditional method, however, is that we define the career earnings patterns so that they are truly representative of patterns observed in the workforce. We use simple mathematical formulas to characterize each stylized earnings pattern, and we then produce estimates of the average path of annual earnings for workers whose career earning path falls within each of the stylized patterns we have defined. Finally, we calculate the percentage of workers in successive birth-year cohorts who have earnings profiles that match each of the stylized earnings patterns. Although this method may seem simple, it allows the analyst to create stylized earnings patterns that are widely varied but still representative of earnings patterns observed among sizable groups of U.S. workers. The effects of policy reforms can then be calculated for workers with each of the stylized earnings patterns. Our analysis of U.S. lifetime earnings patterns and of the impact of selected policy reforms produces a number of findings about past trends in earnings, typical earnings patterns in the population, and the potential impact of reform. The analysis focuses on men and women born between 1931 and 1960. Along with earlier analysts, we find that men earn substantially higher lifetime wages than women and typically attain their peak

  13. 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)

  14. 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

  15. 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.

  16. 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…

  17. 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...

  18. 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...

  19. 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...

  20. 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.

  1. Report on audit of Department of Energy`s contractor salary increase fund

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

    NONE

    1997-04-04

    The Department of Energy (Department) uses contractors to operate its facilities and compensates contractor employees based on their skills, complexity of jobs, and work performance. Thirty-one of the Department`s major contractors reported a total payroll of $4.3 billion and $4.4 billion during 1994 and 1995, respectively. The 31 contractors also reported awarding salary increases of $18 million for 1994 and $200 million for 1995. The purpose of the audit was to review the process used to determine and approve the amount of salary increases for contractor employees. The specific audit objective was to determine whether salary increases received by contractormore » employees were in accordance with Departmental policies and procedures. The Department of Energy Acquisition Regulation (DEAR) requires that contractor salary actions be within specific limitations, supportable, and approved prior to incurrence of costs. In addition, the Secretary of Energy imposed a 1 year salary freeze on the merit portion of management and operating contractor employee salaries for each contractor`s Fiscal Year 1994 compensation year. However, a fund for promotions and adjustments was approved but limited to 0.5 percent of payroll for the year. A review of eight major contractors showed that six complied with the Department`s policies on salary increases. The other two gave salary increases that were not always in accordance with Departmental policies. This resulted in both contractors not fully complying with the pay freeze in 1994 and exceeding their salary increase fund budgets in 1995. If these two contractors had implemented Department and contract requirements and contracting officers had properly performed their contract administrative responsibilities concerning salary increase funds, both contractors would have frozen salary increases and would not have exceeded their annual budgets.« less

  2. Fact Sheet on the Earnings Gap.

    ERIC Educational Resources Information Center

    Women's Bureau (DOL), Washington, DC.

    A comparison of median income since 1955 shows that the salary differential between men and women has increased in recent years. Although this is due primarily to the over-representation of women in low-skilled, low-paying jobs, even within the same occupations men are better paid. Salary comparisons for professional occupations show differentials…

  3. 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...

  4. 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.

  5. 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…

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

    ERIC Educational Resources Information Center

    Hagedorn, Linda Serra

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

  7. 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...

  8. Salary Study, 1999.

    ERIC Educational Resources Information Center

    Feagans, Laura

    This report details a study of trends in the salaries of Chief Executive Officers (CEOs) and other personnel at member agencies of the Child Welfare League of America (CWLA). Responding to the study's mail survey were 437 out of 977 CEOs (44.7 percent) and 337 out of 825 CWLA member agencies (40.8 percent). The bulk of the report is comprised of…

  9. 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...

  10. Education and Synthetic Work-Life Earnings Estimates. American Community Survey Reports. ACS-14

    ERIC Educational Resources Information Center

    Julian, Tiffany; Kominski, Robert

    2011-01-01

    The relationship between education and earnings is a long-analyzed topic of study. Generally, there is a strong belief that achievement of higher levels of education is a well established path to better jobs and better earnings. This report provides one view of the economic value of educational attainment by producing an estimate of the amount of…

  11. 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...

  12. 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.

  13. 20 CFR 404.452 - Reports to Social Security Administration of earnings; wages; net earnings from self-employment.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Reports to Social Security Administration of earnings; wages; net earnings from self-employment. 404.452 Section 404.452 Employees' Benefits SOCIAL...; and Nonpayments of Benefits § 404.452 Reports to Social Security Administration of earnings; wages...

  14. 20 CFR 404.452 - Reports to Social Security Administration of earnings; wages; net earnings from self-employment.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Reports to Social Security Administration of earnings; wages; net earnings from self-employment. 404.452 Section 404.452 Employees' Benefits SOCIAL...; and Nonpayments of Benefits § 404.452 Reports to Social Security Administration of earnings; wages...

  15. 20 CFR 404.452 - Reports to Social Security Administration of earnings; wages; net earnings from self-employment.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Reports to Social Security Administration of earnings; wages; net earnings from self-employment. 404.452 Section 404.452 Employees' Benefits SOCIAL...; and Nonpayments of Benefits § 404.452 Reports to Social Security Administration of earnings; wages...

  16. 20 CFR 404.452 - Reports to Social Security Administration of earnings; wages; net earnings from self-employment.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Reports to Social Security Administration of earnings; wages; net earnings from self-employment. 404.452 Section 404.452 Employees' Benefits SOCIAL...; and Nonpayments of Benefits § 404.452 Reports to Social Security Administration of earnings; wages...

  17. 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...

  18. Increasing Earnings Inequality in Faculty Labor Markets.

    ERIC Educational Resources Information Center

    Monks, James

    This study examined earnings inequality for college and university faculty, using data from the National Study of Postsecondary Faculty to examine whether earnings for this group increased from the late 1980s to the late 1990s. The study was the first to decompose faculty earnings inequality into the proportion of the earnings inequality that is…

  19. Earning, Spending, and Drug Use in a Therapeutic Workplace

    PubMed Central

    Subramaniam, Shrinidhi; DeFulio, Anthony; Jarvis, Brantley P.; Holtyn, August F.; Silverman, Kenneth

    2017-01-01

    Drug addiction is a chronic, relapsing health problem that is associated with the degree to which individuals choose small, immediate monetary outcomes over larger, delayed outcomes. This study was a secondary analysis exploring the relation between financial choices and drug use in opioid-dependent adults in a therapeutic workplace intervention. Sixty-seven participants were randomly assigned to a condition in which access to paid job training was contingent upon naltrexone adherence (N = 35) or independent of naltrexone adherence (N = 32). Participants could earn approximately $10 per hour for 4 hours every weekday and could exchange earnings for gift cards or bill payments each weekday. Urine was collected and tested for opiates and cocaine thrice weekly. Participants’ earning, spending, and drug use were not related to measures of delay discounting obtained prior to the intervention. When financial choices were categorized based on drug use during the intervention, however, those with less frequent drug use or frequent use of one drug spent a smaller proportion of their daily earnings and maintained a higher daily balance than those who frequently tested positive for both drugs (i.e., opiates and cocaine). Several patterns described the relation between cumulative earning and spending including no saving, periods of saving, and sustained saving. One destructive effect of drug use may be that it creates a perpetual zero-balance situation in the lives of users, which in turn prevents them from gaining materials that could help to break the cycle of addiction. PMID:29104320

  20. Earning, Spending, and Drug Use in a Therapeutic Workplace.

    PubMed

    Subramaniam, Shrinidhi; DeFulio, Anthony; Jarvis, Brantley P; Holtyn, August F; Silverman, Kenneth

    2017-06-01

    Drug addiction is a chronic, relapsing health problem that is associated with the degree to which individuals choose small, immediate monetary outcomes over larger, delayed outcomes. This study was a secondary analysis exploring the relation between financial choices and drug use in opioid-dependent adults in a therapeutic workplace intervention. Sixty-seven participants were randomly assigned to a condition in which access to paid job training was contingent upon naltrexone adherence (N = 35) or independent of naltrexone adherence (N = 32). Participants could earn approximately $10 per hour for 4 hours every weekday and could exchange earnings for gift cards or bill payments each weekday. Urine was collected and tested for opiates and cocaine thrice weekly. Participants' earning, spending, and drug use were not related to measures of delay discounting obtained prior to the intervention. When financial choices were categorized based on drug use during the intervention, however, those with less frequent drug use or frequent use of one drug spent a smaller proportion of their daily earnings and maintained a higher daily balance than those who frequently tested positive for both drugs (i.e., opiates and cocaine). Several patterns described the relation between cumulative earning and spending including no saving, periods of saving, and sustained saving. One destructive effect of drug use may be that it creates a perpetual zero-balance situation in the lives of users, which in turn prevents them from gaining materials that could help to break the cycle of addiction.

  1. 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…

  2. 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…

  3. Gender Segregation in Fields of Study at Community Colleges and Implications for Future Earnings. Fact Sheet #C395

    ERIC Educational Resources Information Center

    Moughari, Layla; Gunn-Wright, Rhiana; Gault, Barbara

    2012-01-01

    Postsecondary education yields myriad benefits, including increased earnings potential, higher lifetime wages, and access to quality jobs. But postsecondary degrees are not all equal in the benefits they bring to students, and women tend to obtain degrees in fields with lower earnings. Women with associate degrees earn approximately 75 percent of…

  4. 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.

  5. Comparing replacement rates under private and federal retirement systems.

    PubMed

    Martin, Patricia P

    (100 percent) high earners (160 percent), and maximum earners (earnings at the taxable maximum amount). Overall, this analysis found that: Excluding Social Security benefits and TSP and defined contribution annuities, CSRS retirees have a higher pre-retirement salary replacement rate than either FERS or private-sector retirees. Private-sector retirees, however, have higher replacement rate than their FERS counterparts. Including Social Security benefits but not TSP and defined contribution plan annuities, CSRS retirees who are maximum earners have a higher pre-retirement salary replacement rate (despite receiving no Social Security benefits) than FERS retirees with the same earnings. Private-sector retirees in all earnings categories have a higher replacement rate than federal retirees with the same earnings. Including Social Security and TSP and defined contribution plan annuities, private-sector retirees in all earnings categories have a higher replacement rate than federal retirees, but their rate is close to that of FERS retirees. The rate is higher for FERS retirees than for CSRS retirees in all earnings categories. This analysis shows that replacement creates could exceed 100 percent for FERS employees who contribute who contribute 6 percent of earnings to the TSP over full working career. Private-sector replacement rates were quite similar for those with both a defined benefit and a defined contribution pension plan. Social Security replacement rates make up the highest proportion of benefits for th private sector's lowest income quartile group. The replacement rate for 401(k) plans and the TSP account for a higher proportion of benefits than does Social Security for all other income groups, assuming the absence of a defined benefit plan.

  6. The Structure and Determinants of Expected and Actual Starting Salaries of Higher Education Students in Germany: Identical or Different?

    ERIC Educational Resources Information Center

    Frick, Bernd; Maihaus, Michael

    2016-01-01

    Using two representative samples of some 74,000 students and 11,000 graduates, respectively, we analyse the accuracy of students' wage expectations given their individual characteristics. We find that students are aware of the effects of most of their own characteristics, as a large number of determinants of expected and realised salaries do not…

  7. 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…

  8. 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...

  9. 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…

  10. Compensation in Higher Education. ERIC/Higher Education Research Currents.

    ERIC Educational Resources Information Center

    Trivett, David A.

    Compensation in higher education is an inclusive term, since all the benefits associated with teaching, research, work with people, and work with knowledge might be included. But in terms of purchasing power it appears that compensation for work in higher education has lost ground against inflation. In contrast, wage and salary earners in many…

  11. 5 CFR 630.604 - Earning rates.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ... 5 Administrative Personnel 1 2014-01-01 2014-01-01 false Earning rates. 630.604 Section 630.604... § 630.604 Earning rates. (a) For each 12 months of service abroad, an employee earns home leave at the following rate: (1) An employee who accepts an appointment to, or occupies, a position for which the agency...

  12. 5 CFR 630.604 - Earning rates.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ... 5 Administrative Personnel 1 2013-01-01 2013-01-01 false Earning rates. 630.604 Section 630.604... § 630.604 Earning rates. (a) For each 12 months of service abroad, an employee earns home leave at the following rate: (1) An employee who accepts an appointment to, or occupies, a position for which the agency...

  13. 5 CFR 630.604 - Earning rates.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Earning rates. 630.604 Section 630.604... § 630.604 Earning rates. (a) For each 12 months of service abroad, an employee earns home leave at the following rate: (1) An employee who accepts an appointment to, or occupies, a position for which the agency...

  14. 5 CFR 630.604 - Earning rates.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ... 5 Administrative Personnel 1 2012-01-01 2012-01-01 false Earning rates. 630.604 Section 630.604... § 630.604 Earning rates. (a) For each 12 months of service abroad, an employee earns home leave at the following rate: (1) An employee who accepts an appointment to, or occupies, a position for which the agency...

  15. 5 CFR 630.604 - Earning rates.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ... 5 Administrative Personnel 1 2011-01-01 2011-01-01 false Earning rates. 630.604 Section 630.604... § 630.604 Earning rates. (a) For each 12 months of service abroad, an employee earns home leave at the following rate: (1) An employee who accepts an appointment to, or occupies, a position for which the agency...

  16. Women's Education and Earnings in Texas.

    ERIC Educational Resources Information Center

    Werschkul, Misha; Gault, Barbara; Caiazza, Amy; Hartmann, Heidi

    2005-01-01

    Women have made remarkable strides in education during the past three decades, but these gains have yet to translate into full equity in pay. Women still earn less than men earn in nearly every profession and at every stage of their careers, and this earnings gap is evident in every state in the nation. This report focuses on educational…

  17. 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...

  18. 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…

  19. 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...

  20. How do nonprofit hospitals manage earnings?

    PubMed

    Leone, Andrew J; Van Horn, R Lawrence

    2005-07-01

    We hypothesize that, unlike for-profit firms, nonprofit hospitals have incentives to manage earnings to a range just above zero. We consider two ways managers can achieve this. They can adjust discretionary spending [Hoerger, T.J., 1991. 'Profit' variability in for-profit and not-for-profit hospitals. Journal of Health Economics 10, 259-289.] and/or they can adjust accounting accruals using the flexibility inherent in Generally Accepted Accounting Principles (GAAP). To test our hypothesis we use regressions as well as tests of the distribution of earnings by Burgstahler and Dichev [Burgstahler, D., Dichev, I., 1997. Earnings management to avoid earnings decreases and losses. Journal of Accounting and Economics 24, 99-126.] on a sample of 1,204 hospitals and 8,179 hospital-year observations. Our tests support the use of discretionary spending and accounting accrual management. Like Hoerger (1991), we find evidence that nonprofit hospitals adjust discretionary spending to manage earnings. However, we also find significant use of discretionary accruals (e.g., adjustments to the third-party-allowance, and allowance for doubtful accounts) to meet earnings objectives. These findings have two important implications. First, the previous evidence by Hoerger that nonprofit hospitals show less variation in income may at least partly be explained by an accounting phenomenon. Second, our findings provide guidance to users of these financial statements in predicting the direction of likely bias in reported earnings.

  1. 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…

  2. 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...

  3. 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...

  4. 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...

  5. 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…

  6. 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. 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...

  8. 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...

  9. Salaried contracts in UK general practice: a study of job satisfaction and stress.

    PubMed

    Gosden, Toby; Williams, Jacky; Petchey, Roland; Leese, Brenda; Sibbald, Bonnie

    2002-01-01

    To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possible selection bias. We achieved a response rate of 77% in the 1999 survey of salaried and non-salaried GPs; 48% of 'standard' contract GPs responded in the 1998 survey. We found that salaried GPs were as satisfied overall as both non-salaried GP employers and GPs on the 'standard' contract, even after controlling for confounding factors and selection bias. Salaried GPs were more satisfied with their remuneration, working hours and the recognition they got for their work. They experienced more stress with two factors but less stress with 19 factors compared with the 'standard' contract GPs. Overall job satisfaction levels among salaried doctors were similar to those of doctors on contracts paid by mixed fee-for-service and capitation. Future studies of job satisfaction levels under different doctor payment systems need to take account of the extent to which doctors have preferences for different types of contract if they are to derive unbiased results.

  10. 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...

  11. Earnings and Financial Compensation from Social Security Systems Correlate Strongly with Disability for Multiple Sclerosis Patients.

    PubMed

    Kavaliunas, Andrius; Wiberg, Michael; Tinghög, Petter; Glaser, Anna; Gyllensten, Hanna; Alexanderson, Kristina; Hillert, Jan

    2015-01-01

    Multiple sclerosis (MS) patients earn lower incomes and receive higher benefits. However, there is limited knowledge of how this is correlated with their disability. To elucidate sources and levels of income among MS patients with different disability, assessed with the Expanded Disability Status Scale. A total of 7929 MS patients aged 21-64 years and living in Sweden in 2010 were identified for this cross-sectional study. Descriptive statistics, logistic and truncated linear regression models were used to estimate differences between MS patients regarding earnings, disability pension, sickness absence, disability allowance, unemployment compensation, and social assistance. The average level of earnings was ten times lower and the average level of health- related benefits was four times higher when comparing MS patients with severe and mild disability. MS patients with severe disability had on average SEK 166,931 less annual income from earnings and SEK 54,534 more income from benefits compared to those with mild disability. The combined average income for MS patients was 35% lower when comparing patients in the same groups. The adjusted risk ratio for having earnings among MS patients with severe disability compared to the patients with mild disability was 0.33 (95% CI 0.29-0.39), while the risk ratio for having benefits was 1.93 (95% CI 1.90-1.94). Disease progression affects the financial situation of MS patients considerably. Correlations between higher disability and patient income were observed, suggesting that earnings and benefits could be used as measures of MS progression and proxies of disability.

  12. 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…

  13. 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…

  14. 5 CFR 844.402 - Restoration of earning capacity.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Restoration of earning capacity. 844.402... Reinstatement of Disability Annuity § 844.402 Restoration of earning capacity. (a) Earning capacity... current rate of basic pay of the position occupied immediately before retirement, the annuitant's earning...

  15. 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...

  16. 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.…

  17. 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…

  18. Assessing health workers’ revenues and coping strategies in Nigeria — a mixed-methods study

    PubMed Central

    2013-01-01

    Background The setting of realistic performance-based financing rewards necessitates not just knowledge of health workers’ salaries, but of the revenue that accrues from their additional income-generating activities. This study examined the coping mechanisms of health workers in the public health sector of Nasarawa and Ondo states in Nigeria to supplement their salaries and benefits; it also estimated the proportionate value of the revenues from those coping mechanisms in relation to the health workers’ official incomes. Methods This study adopted a mixed-methods approach, consisting of semi-structured interviews, a review of policy documents, a survey using self-administered questionnaires, and the randomized response technique (RRT). In all, 170 health workers (86 in Ondo, 84 in Nasarawa) participated in the survey. In-depth interviews were conducted with 24 health workers (12 per state) and nine policy makers from both states. Results The health workers perceived their salaries as inadequate, though most policy makers differed in this assessment. There appeared to be a considerable expenditure–income disparity among the respondents. Approximately 56% (n = 93) of the study population reported having additional earning arrangements: most reported non-medical activities such as farming and trading, but private practice was also frequently reported. Half of the respondents with additional earning arrangements stated that their income from those activities was the equivalent of half or more of their monthly salaries. Specifically, 35% (n = 32) said that they earned about half of their official monthly salaries and 15% (n = 14) reported earning the same or more than their monthly salaries from these activities. Other coping mechanisms used by the health workers included prioritizing activities that enabled the earning of per diems, collecting informal payments and gifts from patients, and pilfering drugs from facilities. Conclusions Predatory and non

  19. Geographic Differences in the Earnings of Economics Majors

    ERIC Educational Resources Information Center

    Winters, John V.; Xu, Weineng

    2014-01-01

    Economics has been shown to be a relatively high-earning college major, but geographic differences in earnings have been largely overlooked. The authors of this article use the American Community Survey to examine geographic differences in both absolute earnings and relative earnings for economics majors. They find that there are substantial…

  20. 17 CFR 256.216 - Unappropriated retained earnings.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... retained earnings. This account shall include the balance, either debit or credit, arising from earnings... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Unappropriated retained earnings. 256.216 Section 256.216 Commodity and Securities Exchanges SECURITIES AND EXCHANGE COMMISSION...

  1. 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...

  2. 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…

  3. 47 CFR 32.4550 - Retained earnings.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... FOR TELECOMMUNICATIONS COMPANIES Instructions for Balance Sheet Accounts § 32.4550 Retained earnings. (a) This account shall include the undistributed balance of retained earnings derived from the...

  4. 26 CFR 1.1502-33 - Earnings and profits.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... has no effect on the earnings and profits of P and S.) Example 2. Section 355 distribution. (a) Facts... section 312(h). Thus, P's earnings and profits rather than S's earnings and profits may be eliminated...) of this section, P's earnings and profits may be reduced under section 312(h) as a result of the...

  5. 26 CFR 1.1502-33 - Earnings and profits.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... has no effect on the earnings and profits of P and S.) Example 2. Section 355 distribution. (a) Facts... section 312(h). Thus, P's earnings and profits rather than S's earnings and profits may be eliminated...) of this section, P's earnings and profits may be reduced under section 312(h) as a result of the...

  6. 26 CFR 1.1502-33 - Earnings and profits.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... has no effect on the earnings and profits of P and S.) Example 2. Section 355 distribution. (a) Facts... section 312(h). Thus, P's earnings and profits rather than S's earnings and profits may be eliminated...) of this section, P's earnings and profits may be reduced under section 312(h) as a result of the...

  7. 26 CFR 1.1502-33 - Earnings and profits.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... has no effect on the earnings and profits of P and S.) Example 2. Section 355 distribution. (a) Facts... section 312(h). Thus, P's earnings and profits rather than S's earnings and profits may be eliminated...) of this section, P's earnings and profits may be reduced under section 312(h) as a result of the...

  8. Her earnings: Exploring variation in wives' earning contributions across six major Asian groups and Whites.

    PubMed

    Kulkarni, Veena S

    2015-07-01

    Previous research on understanding race-ethnic differentials in employment and economic contributions by married women has primarily focused on Blacks, Hispanics, or Whites. This study investigates variations in wives' earning contributions as measured by wives earnings as a proportion of total annual household earnings among six Asian groups, Asian Indian, Chinese, Filipino, Japanese, Korean, and Vietnamese relative to native born non-Hispanic White. I disaggregate the six Asian groups by their ethnicity and nativity status. Using pooled data from 2009-2011 American Community Survey, the findings show significance of human capital, hours of paid labor market engagement and nativity status. There is strong and negative association between husbands' human capital and labor supply with wives' earning contributions suggesting near universality of male-breadwinner status. Notwithstanding the commonalities, there is significant intergroup diversity. While foreign born and native born Filipina wives despite their spouses' reasonably high human capital and work hours, contribute one of the highest shares, the same cannot be said for the Asian Indians and Japanese. For foreign born Asian Indian and to some extent Japanese women, their high human capital is not translated to high earning contribution after controlling for husband's human capital. Further, nativity status impacts groups differentially. Native born Vietnamese wives contribute the greatest. Overall, the findings underscore the relevance of employing multiple conceptual frameworks in understanding earning contributions of foreign and native born Asian wives belonging to the six Asian groups, Asian Indian, Chinese, Filipino, Japanese, Korean, and Vietnamese. Copyright © 2015 Elsevier Inc. All rights reserved.

  9. Negotiating Salaries, Volume II.

    ERIC Educational Resources Information Center

    Educational Service Bureau, Inc., Washington, DC.

    This volume discusses specific strategy and tactics that can be employed in the effort to reach an agreement on salaries at the bargaining table. Although strategies and situations may vary from case to case, this report focuses on those principles and approaches that are essential to any good bargaining procedure. The discussion covers public vs.…

  10. Does a Higher Income Have Positive Health Effects? Using the Earned Income Tax Credit to Explore the Income-Health Gradient

    PubMed Central

    Larrimore, Jeff

    2011-01-01

    Context The existence of a positive relationship between income and morbidity has been well documented in the literature. But it is unclear whether the relationship is positive because increased income allows individuals to purchase more health inputs that improve their health, because healthy individuals are more productive and thus can earn higher wages in the labor market, or because a third factor is improving health and increasing income. This article explores whether increases in income improve the health of the low-income population. Methods Because health status may affect income, this article uses an “instrumental variable” strategy that considers income variations over seventeen years of changes in the generosity of state and federal Earned Income Tax Credits (EITC, a measure that should be exogenous to health status). I measured health status using both the self-reported health status and the functional limitations indicated on the Survey of Income and Program Participation (SIPP), as well as the self-reported health status indicated on the March Current Population Survey (CPS). Findings I found only limited support for the theory that the relationship between income and morbidity is derived from shifts in income. Although I did observe a correlation between income and self-reported health, I found no evidence that increases in income significantly improve self-reported health statuses. In addition, while increases in income appear to reduce the prevalence of hearing limitations when using corrective measures, these increases did not have a significant effect on most of the other functional limitations considered here. Conclusions These findings suggest that the ability to improve short-term health outcomes through public transfer payments may be limited. However, the lifetime effects on the health of people with higher incomes would still be a valuable avenue for future research. PMID:22188352

  11. Does a higher income have positive health effects? Using the earned income tax credit to explore the income-health gradient.

    PubMed

    Larrimore, Jeff

    2011-12-01

    The existence of a positive relationship between income and morbidity has been well documented in the literature. But it is unclear whether the relationship is positive because increased income allows individuals to purchase more health inputs that improve their health, because healthy individuals are more productive and thus can earn higher wages in the labor market, or because a third factor is improving health and increasing income. This article explores whether increases in income improve the health of the low-income population. Because health status may affect income, this article uses an "instrumental variable" strategy that considers income variations over seventeen years of changes in the generosity of state and federal Earned Income Tax Credits (EITC, a measure that should be exogenous to health status). I measured health status using both the self-reported health status and the functional limitations indicated on the Survey of Income and Program Participation (SIPP), as well as the self-reported health status indicated on the March Current Population Survey (CPS). I found only limited support for the theory that the relationship between income and morbidity is derived from shifts in income. Although I did observe a correlation between income and self-reported health, I found no evidence that increases in income significantly improve self-reported health statuses. In addition, while increases in income appear to reduce the prevalence of hearing limitations when using corrective measures, these increases did not have a significant effect on most of the other functional limitations considered here. These findings suggest that the ability to improve short-term health outcomes through public transfer payments may be limited. However, the lifetime effects on the health of people with higher incomes would still be a valuable avenue for future research. © 2011 Milbank Memorial Fund.

  12. Findings from the most recent Medical Library Association salary survey

    PubMed Central

    Wallace, Marc; McMullen, Thomas D.; Corcoran, Kate

    2004-01-01

    Objective: The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. Methods: The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L email discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Results: Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Conclusions: Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues. PMID:15494762

  13. Findings from the most recent Medical Library Association salary survey.

    PubMed

    Wallace, Marc; McMullen, Thomas D; Corcoran, Kate

    2004-10-01

    The objective is to provide information on basic issues in library management identified by the Medical Library Association's (MLA's) seventh triennial salary survey. The survey was a Web-based questionnaire. A nonrandom sample of persons was obtained by posting messages to MLA's membership and to the MEDLIB-L e-mail discussion list. Employed MLA members and nonmembers employed in medical library settings filled out a Web-based form designed using common gateway interface (CGI) programming. Six hundred forty-five usable responses were analyzed by the Hay Group and presented in the MLA publication, Hay Group/MLA 2001 Compensation and Benefits Survey. Results from the 2001 survey in this article focus on pay and job satisfaction. Salary survey results since 1983 were analyzed to review trends in seniority, diversity, and pay equity. Given the age progression of respondents from 1983 to 2001, it is clear that succession planning is a core issue for medical libraries. Although efforts to create more diversity in medical libraries in member organizations have started to yield results, pay for white respondents has increased at a higher rate than for other racial categories. The authors found that the pay-for-performance system in the organizations of approximately two-thirds of the respondents is suboptimized and that most of the reasons medical librarians cite for leaving their organization can be addressed and potentially changed by management. Results from the eighth salary survey, slated to be conducted in the fall of 2004, will further track these trends and issues.

  14. 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...

  15. Farm Wives' Labor Force Participation and Earnings.

    ERIC Educational Resources Information Center

    Godwin, Deborah D.; Marlowe, Julia

    1990-01-01

    Examines relationship between employment earnings and farm wives' decisions to work off-farm. Examines effects of wives' human capital, home factors, and labor market on work decisions and earnings. Education, experience, debt, and farm size were stronger influences on wives' decisions than on their earnings variations, once employed. (TES)

  16. 17 CFR 256.215 - Appropriated retained earnings.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Appropriated retained earnings... UTILITY HOLDING COMPANY ACT OF 1935 Liabilities and Other Credit Accounts § 256.215 Appropriated retained earnings. This account shall include the amount of retained earnings which has been appropriated or set...

  17. 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)

  18. 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…

  19. The Female-Male Earnings Gap: A Review of Employment and Earnings Issues. Report 673.

    ERIC Educational Resources Information Center

    Norwood, Janet L.

    In the last 20 years, an increase in the number of working women has been accompanied by changes in the female labor force and in the concentration of women in particular occupations and industries. These changes have a profound effect upon women's earnings. The Current Population Survey (CPS) shows a wide disparity in the median earnings of women…

  20. 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…

  1. Trends in gender, employment, salary, and debt of graduates of US veterinary medical schools and colleges.

    PubMed

    Chieffo, Carla; Kelly, Alan M; Ferguson, James

    2008-09-15

    To characterize trends in gender, employment, starting salaries, and educational debt of graduates of US veterinary medical schools and colleges from 1988 to 2007. Meta-analysis. Sample Population-Veterinary medical graduates from 26 or 27 of 27 US veterinary schools and colleges from 1988 through 2007. Data were obtained from surveys published in the JAVMA. A chi2 test for trend was used to analyze trends in choices of employment and educational indebtedness for the veterinary graduate populations over time. The greatest changes in employment occurred in predominantly large animal practice, which attracted 10.7% of new graduates in 1989 but only 2.2% in 2007, and in advanced study, which attracted 15.2% of new graduates in 1989 and 36.8% in 2007. In 2007, 75% of graduates were women, but this gender shift was not associated with the decline in the percentage of graduates entering rural practice. From 1989 through 2007, starting salaries in private practice increased at a rate of 4.60%/y. During the same period, educational debt increased at an annual rate of 7.36%, or 60% higher than the rate of increases for starting salaries. As a result, debt at graduation increased from 1.1 times the starting salary in 1989 to 2.0 times the starting salary in 2007. Veterinary students are now more in debt than they have ever been. This trend together with a substantial increase in the rate of interest charged for government-backed education loans create conditions for new graduates that appear unsustainable.

  2. A profile of PMS salaried GP contracts and their impact on recruitment.

    PubMed

    Williams, J; Petchey, R; Gosden, T; Leese, B; Sibbald, B

    2001-06-01

    Personal medical services (PMS) pilot sites aim to use salaried GP schemes to improve GP recruitment and retention and enhance the quality of service provision, particularly in underserved areas. Our objectives were to (i) compare the work incentives of salaried compared with standard GP contracts; (ii) assess recruitment success to salaried posts; and (iii) describe the types of GPs attracted to these new posts. All first wave PMS pilot sites with salaried GP posts known to be 'live' in October 1998 were included in the analysis of employment contracts and job descriptions. Information on recruitment was obtained by a questionnaire survey of PMS sites that were intending to recruit a salaried GP. The mean full-time equivalent salary was 43,674 pounds sterling with additional benefits in terms of sick leave, maternity leave and paid expenses. Eighty-nine percent of posts were eligible for the NHS pension scheme. Posts were mainly full time (40.8 hours per week). GPs were responsible for providing services equivalent in scope to general medical services. One-fifth of contracts freed GPs from out-of-hours responsibility and most freed them from practice management. Forty-three of the pilot sites actively recruited to fill 63 salaried posts, which involved a total of 51 recruitment 'rounds', with some pilots advertising more than once. There were 291 applications. The median number of applicants per post was three and the median time to recruitment was 6 weeks. Eighty-five percent of sites were satisfied with the quality of their applicants and 64% with the quantity. Eighty-five percent of applicants previously had been working in general practice, most in locum or salaried posts. Applicants tended to be young and male. Sixty posts were filled. Salaried contracts offer positive incentives to recruitment in terms of reduced hours of work and freedom from administrative responsibility. Recruitment success was similar to that achieved by inner city practices generally

  3. A Comparison of Earned Value Management and Earned Schedule as Schedule Predictors on DoD ACAT I Programs

    DTIC Science & Technology

    2013-03-01

    33 Mario Vanhoucke and Stephan Vandevoorde – “Measuring the Accuracy of Earned Value/Earned Schedule Forecasting Predictors” (2007...technical problem to the present day ‘ super projects’” (Clark and Lorenzoni, 1997: 2). Cost engineering has “application regardless of industry...large construction projects, but also the acceptance of earned schedule principles on an international scale. Mario Vanhoucke and Stephan Vandevoorde

  4. The Society for Academic Emergency Medicine and Association of Academic Chairs in Emergency Medicine 2009-2010 emergency medicine faculty salary and benefits survey.

    PubMed

    Watts, Susan H; Promes, Susan B; Hockberger, Robert

    2012-07-01

    ,346 depending on geographic region. The following factors are associated with higher salaries: emergency medicine (EM) residency training and board certification, fellowship training in toxicology and hyperbaric medicine, higher academic rank, male sex, and living in the western and southern regions. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week. The salaries for full-time EM faculty reported in this survey were higher than those found in the AAMC survey for the same time period in the majority of categories for both academic rank and geographic region. On average, female faculty are paid 10% to 13% less than their male counterparts. Full-time EM faculty work an average of 20 to 23 clinical hours and 16 to 19 nonclinical hours per week, which is similar to the work hours reported in previous SAEM surveys. © 2012 by the Society for Academic Emergency Medicine.

  5. 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…

  6. 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)

  7. Intraoccupational Earnings Inequality. Human Capital and Institutional Determinants.

    ERIC Educational Resources Information Center

    Lorence, Jon

    1987-01-01

    Examines the distribution of earnings within occupations. Finds that these are more widely distributed than earnings among differing occupations. Suggests some gender differences in the processes generating earnings disparities within occupations. (CH)

  8. HMO penetration and physicians' earnings.

    PubMed

    Hadley, J; Mitchell, J M

    1999-11-01

    The goal of this study is to estimate whether cross-sectional variations in enrollment in health maintenance organizations (HMOs) affected physicians' earnings and hourly income in 1990. Using data from a nationally representative sample of 4,577 younger physicians (<45 years) conducted in 1991, we estimated a partial reduced-form model of physicians annual income and per hour income. We tested whether HMO penetration is endogenous and used the instrumental variables approach to obtain unbiased estimates. HMO penetration had a negative and statistically significant impact on physicians earnings in 1990. A doubling of the average level of HMO penetration in the market is estimated to reduce annual earnings by 7% to 10.7%, and hourly earnings by approximately 6% to 9%. It appears that HMOs were successful in reducing physicians' annual and per hour earnings in 1990, presumably through a combination of fewer visits and lower payment rates for people covered by HMOs. Although these results cannot be generalized to all physicians, the experience of a younger cohort of physicians may still be a good indicator of the future effects of HMOs because younger physicians may be more susceptible to market forces than older and more established physicians. Moreover, these results may be somewhat conservative because they reflect market behavior in 1990, several years before the rapid growth and more aggressive market behavior of HMOs in recent years.

  9. A Statistical Analysis of the Medicare Hospital Routine Nursing Salary Cost Differential

    PubMed Central

    Fitzmaurice, J. Michael

    1983-01-01

    From July 1971 (but effective retroactively to July 1, 1969) to October 1981, Medicare hospital reimbursement methods assumed that patients in the qualifying categories of the aged, pediatric, maternal, and kidney transplant cases consumed 8.5 percent more routine nursing resources than patients outside these categories. Consequently, the Medicare program paid this nursing differential to hospitals for all its hospitalized beneficiaries in these categories. The purpose of this study is to investigate whether hospitals with more qualifying Medicare patients do, in fact, have higher per diem routine nursing salary costs. This study tests this hypothesis while attempting to hold constant the influences of other factors such as local area wages, hospital size, occupancy rate, type of control, and geographic region. Using 1979 data from over 4,500 hospitals, and 1977, 1978, and 1979 data from a sample of 1200 hospitals, this study looks at the relationship between per diem hospital routine nursing salary costs and the proportion of qualifying Medicare routine patient days in two models. Model I incorporates the framework of the Section 223 routine cost limits and Model II incorporates a comprehensive set of variables representing the hospitals′ production and output characteristics. The evidence from this study provides little empirical basis to support the existence of a strong or sizeable relationship and, hence, does not support payment of the Medicare routine nursing salary cost differential. PMID:10310276

  10. 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,…

  11. 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…

  12. 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…

  13. 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...

  14. 29 CFR 541.602 - Salary basis.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... written policy prohibiting sexual harassment. Similarly, an employer may suspend an exempt employee... violence. (6) An employer is not required to pay the full salary in the initial or terminal week of...

  15. 29 CFR 541.602 - Salary basis.

    Code of Federal Regulations, 2014 CFR

    2014-07-01

    ... written policy prohibiting sexual harassment. Similarly, an employer may suspend an exempt employee... violence. (6) An employer is not required to pay the full salary in the initial or terminal week of...

  16. 29 CFR 541.602 - Salary basis.

    Code of Federal Regulations, 2011 CFR

    2011-07-01

    ... written policy prohibiting sexual harassment. Similarly, an employer may suspend an exempt employee... violence. (6) An employer is not required to pay the full salary in the initial or terminal week of...

  17. Engineering Emergency: African Americans and Hispanics Lack Pathways to Engineering. Vital Signs: Reports on the Condition of STEM Learning in the U.S.

    ERIC Educational Resources Information Center

    Change the Equation, 2014

    2014-01-01

    A quality education that leads to good jobs offers a reliable pathway to economic security, yet the first step on that pathway remains inaccessible to far too many Americans, especially Americans of color. Nowhere is this inequity more apparent than in engineering. On average, people with engineering bachelor's degrees earn higher salaries than…

  18. State earnings analysis for the Administrator's Annual Report. analysis memorandum. [Use of Regional Earnings Impact System (REIS)

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

    Sandoval, A.D.; Schnapp, R.M.; Wenger, R.S.

    1978-05-01

    The 1978 EIA Annual Report to Congress, Volume II, considers a series of energy projections that incorporate different assumptions about energy resource availability, economic growth, and the price of imported oil. A version of the Regional Earnings Impact System (REIS) is used to estimate the 1985 State earnings associated with five of those energy projections. The projections are: Series A: high energy resources and high economic growth; Series B: low energy resources and high economic growth; Series C: mid-level energy resources and economics growth; Series D: high energy resources and low economic growth; and Series E: low energy resources andmore » low economic growth. The series assume a $13.00 constant real price for imported oil. Besides depicting the obvious relationship between earnings in the energy-resource states and the assumed level of energy production, the REIS results show that earnings in the industrial states, particularly in the Midwest and in New England, vary the most under different projections. In contrast, earnings in the predominantly agricultural states and in the District of Columbia vary little between projections.« less

  19. 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

  20. An Event History Analysis of Teacher Attrition: Salary, Teacher Tracking, and Socially Disadvantaged Schools

    ERIC Educational Resources Information Center

    Kelly, Sean

    2004-01-01

    In this event history analysis of the 1990-1991 Schools and Staffing Survey and the 1992 Teacher Follow-up Survey, a retrospective person-year database was constructed to examine teacher attrition over the course of the teaching career. Consistent with prior research, higher teacher salaries reduced attrition, but only slightly so. Teacher…

  1. Competing for Quality: An Analysis of the Comparability of Public School Teacher Salaries to Earning Opportunities in Other Occupations. Occasional Papers in Educational Policy Analysis. Paper No. 415.

    ERIC Educational Resources Information Center

    Bird, Ronald E.

    This paper describes an initial effort to provide a carefully reasoned, factually based, systematic analysis of teacher pay in comparison to pay in other occupations available to college-educated workers. It also reports on the sensitivity of these salary comparison estimates to differences in certain characteristics of the labor force, such as…

  2. Education Quality and Teacher Salary.

    ERIC Educational Resources Information Center

    Land, Arthur J.

    In view of the emphasis on money as a motivator mentioned in reports examining theoretical notions about teacher motivation, this paper focuses on the efficacy of using salary to attract quality teacher candidates. Although standarized testing and internship programs often supplement inadequate certification requirements, critics question the…

  3. Exploring the Alignment between Post-Secondary Education Programs and Earnings: An Examination of 2005 Ontario Graduates

    ERIC Educational Resources Information Center

    Frank, Kristyn; Walters, David

    2012-01-01

    This study examines the influence that field of study and level of post-secondary education have on the earnings of recent graduates in Ontario. Graduates of trades, community college, and university programs are compared. Results suggest that graduates of applied and technical programs obtain higher earnings within two years of graduation than…

  4. Yes, but Can They Earn a Living? Methods for Creating an Effective System of Measuring Labor Market Outcomes in Higher Education. Research & Occasional Paper Series: CSHE.5.13

    ERIC Educational Resources Information Center

    Moore, Richard W.; Chapman, Kenneth; Huber, Bettina; Shors, Mark

    2013-01-01

    A new federal initiative calls for a College Scorecard which will include a yet to be determined measure of graduate earnings. In this paper we examine the political context that drives this initiative and examine the nascent efforts of four states to develop statewide systems to measure the labor market outcomes of higher education. We propose…

  5. 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...

  6. 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

  7. Learn to Earn: Sixth Grade.

    ERIC Educational Resources Information Center

    Smith, Vella Rose B.

    The sixth grade learn-to-earn field tested unit was designed to develop career awareness and employability skills. The purpose is to help the learner understand the tasks performed in the home setting as related to the interest, aptitude, and training of the individuals performing these tasks. The lesson topics are: ways to earn money; personal…

  8. The Earnings Gap: Research Needs and Issues.

    ERIC Educational Resources Information Center

    Sawhill, Isabel V.

    As almost everyone knows, the earnings gap between men and women is very large. In 1972, the average woman earned only 58 percent as much as the average man when both worked full time. The author directs her discussion toward the large volume of research on the topic of the earnings gap and points to areas where further work might be done. She…

  9. 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…

  10. 48 CFR 52.234-4 - Earned Value Management System.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 2 2010-10-01 2010-10-01 false Earned Value Management....234-4 Earned Value Management System. As prescribed in 34.203(c), insert the following clause: Earned Value Management System (JUL 2006) (a) The Contractor shall use an earned value management system (EVMS...

  11. 48 CFR 52.234-4 - Earned Value Management System.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 48 Federal Acquisition Regulations System 2 2013-10-01 2013-10-01 false Earned Value Management....234-4 Earned Value Management System. As prescribed in 34.203(c), insert the following clause: Earned Value Management System (JUL 2006) (a) The Contractor shall use an earned value management system (EVMS...

  12. 48 CFR 52.234-4 - Earned Value Management System.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 48 Federal Acquisition Regulations System 2 2012-10-01 2012-10-01 false Earned Value Management....234-4 Earned Value Management System. As prescribed in 34.203(c), insert the following clause: Earned Value Management System (JUL 2006) (a) The Contractor shall use an earned value management system (EVMS...

  13. 48 CFR 52.234-4 - Earned Value Management System.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 48 Federal Acquisition Regulations System 2 2014-10-01 2014-10-01 false Earned Value Management....234-4 Earned Value Management System. As prescribed in 34.203(c), insert the following clause: Earned Value Management System (MAY 2014) (a) The Contractor shall use an earned value management system (EVMS...

  14. 48 CFR 52.234-4 - Earned Value Management System.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 48 Federal Acquisition Regulations System 2 2011-10-01 2011-10-01 false Earned Value Management....234-4 Earned Value Management System. As prescribed in 34.203(c), insert the following clause: Earned Value Management System (JUL 2006) (a) The Contractor shall use an earned value management system (EVMS...

  15. 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)

  16. Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

    PubMed

    Faupel-Badger, Jessica M; Nelson, David E; Izmirlian, Grant

    2017-01-01

    Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

  17. 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…

  18. 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…

  19. 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...

  20. Earnings and Income Volatility in America: Evidence from Matched CPS. Discussion Paper Series. DP 2010-05

    ERIC Educational Resources Information Center

    Ziliak, James P.; Hardy, Bradley; Bollinger, Christopher

    2010-01-01

    In this paper we offer new evidence on earnings and income volatility in the United States over the past four decades by using matched data from the March Current Population Survey. We find that between 1973 and 2008 family income volatility rose by 38 percent, primarily as a result of higher volatility of husbands earnings and non means-tested…

  1. 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...

  2. 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.

  3. Differences by Race and Gender in Expected Starting Salaries of Bachelor Degree Recipients in Connecticut

    ERIC Educational Resources Information Center

    Free, Rhona C.; Brown, Jennifer L.; Clifford, Maryanne T.

    2007-01-01

    Data from the Connecticut Department of Higher Education and the National Association of Colleges and Employers were used to explore effects of college major on differences by race and gender in estimated starting salaries of 2006 bachelor degree recipients from Connecticut colleges and universities. Females' relatively high presence in majors…

  4. 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…

  5. 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...

  6. 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...

  7. 20 CFR 209.13 - Employers' gross earnings reports.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... RAILROAD EMPLOYERS' REPORTS AND RESPONSIBILITIES § 209.13 Employers' gross earnings reports. (a) Each employer is required to report the gross earnings of a one-percent sample group of railroad employees. The... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false Employers' gross earnings reports. 209.13...

  8. 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…

  9. 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...

  10. 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...

  11. Earnings among people with spinal cord injury.

    PubMed

    Ramakrishnan, K; Loh, S Y; Omar, Z

    2011-09-01

    Secondary analysis of cross-sectional data. To identify differences in earnings among participants with spinal cord injury (SCI) and their relation to demographic, injury, educational and employment-related factors. People living with SCI in the community who were members of a disability support organization. A total of 76 members who have had traumatic SCI for at least 2 years, between 15 and 64 years of age at time of study and were working before SCI were interviewed over the phone. The earnings were categorized as more, same or less than before SCI or no income for those unemployed. Of the 76 participants (who averaged about 15.1 years post SCI), only 13 participants (17.1%) were earning more than before injury, whereas majority were in the category of having no income, being unemployed at time of study, n=36 (47.4%). Factors positively related to earnings were having more years in education, both at time of injury and at time of survey. As anticipated, those currently in full time and paid employments were earning more while receipt of financial compensation was negatively related to earnings. Despite a lengthy period of time post SCI, only a minority were earning more, reflecting poorly on the quality of post SCI employment experience. The rehabilitation team should therefore focus on improving both educational and vocational opportunities for persons with SCI and aim for full time, paid employments. The current workers' compensation scheme renders the recipient at a static income and may need to be revised.

  12. 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...

  13. Earned Income Credit Utilization by Welfare Recipients: A Case Study of Minnesota's Earned Income Credit Program

    ERIC Educational Resources Information Center

    Hirasuna, Donald P.; Stinson, Thomas F.

    2007-01-01

    This paper examines utilization of a state earned income credit by AFDC and TANF recipients. Although utilization percentages are increasing, we find that among TANF recipients in 1999, 45.7 percent of all households and 34.8 percent of eligible households did not receive the state earned income credit. Moreover, we find that utilization may…

  14. 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…

  15. 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…

  16. 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...

  17. 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...

  18. [68% of Brazilians want abortion prohibited].

    PubMed

    1991-09-25

    According to a survey, 68% of the Brazilian population want the continuation of the law banning abortion. Only 24% favor liberalization. The penal code stipulates a jail term of 2-8 years for abortion. The survey was carried out in 1991 involving 7018 persons aged 16 in 15 municipalities. 71% who approved the ban lived in the northeast north, and central-east regions. 68% in the south and 65% in the southeast were in favor of the prohibition. 74% in the small towns endorsed this law. 73% with up to 5 times the minimum monthly salary were against abortion, 65% of those with incomes between 5-10 times the minimum salary and 57% of those earning more than 10 times the minimum salary condemned abortion. 72% of women and 64% of men were against it. 73% of young people aged 16-25 wanted the continuation of the ban, compared to 66% of those aged 26-40 and 65% of people 41 or over. 72% of those with up to primary school education, 65% with secondary school education, and 48% with higher education approved the ban. Among those who favored liberalization, 27% lived in the southwest region, 31% were inhabitants of large cities, 36% earned more than 10 times the minimum income monthly, and 39% had obtained higher education.

  19. 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'…

  20. 18 CFR 367.4360 - Account 436, Appropriations of retained earnings.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ..., Appropriations of retained earnings. 367.4360 Section 367.4360 Conservation of Power and Water Resources FEDERAL... NATURAL GAS ACT Retained Earnings Accounts § 367.4360 Account 436, Appropriations of retained earnings. This account must include appropriations of retained earnings as follows: (a) Appropriations required...

  1. Employment-based retirement plan participation: geographic differences and trends, 2010.

    PubMed

    Copeland, Craig

    2011-10-01

    LATEST DATA: This Issue Brief examines the level of participation by workers in public- and private-sector employment-based pension or retirement plans, based on the U.S. Census Bureau's March 2011 Current Population Survey (CPS), the most recent data currently available (for year-end 2010). SPONSORSHIP RATE: Among all working-age (21-64) wage and salary employees, 54.2 percent worked for an employer or union that sponsored a retirement plan in 2010. Among full-time, full-year wage and salary workers ages 21-64 (those with the strongest connection to the work force), 61.6 percent worked for an employer or union that sponsors a plan. PARTICIPATION LEVEL: Among full-time, full-year wage and salary workers ages 21-64, 54.5 percent participated in a retirement plan. TREND: This is virtually unchanged from 54.4 percent in 2009. Participation trends increased significantly in the late 1990s, and decreased in 2001 and 2002. In 2003 and 2004, the participation trend flattened out. The retirement plan participation level subsequently declined in 2005 and 2006, before a significant increase in 2007. Slight declines occurred in 2008 and 2009, followed by a flattening out of the trend in 2010. AGE: Participation increased with age (61.4 percent for wage and salary workers ages 55-64, compared with 29.2 percent for those ages 21-24). GENDER: Among wage and salary workers ages 21-64, men had a higher participation level than women, but among full-time, full-year workers, women had a higher percentage participating than men (55.5 percent for women, compared with 53.8 percent for men). Female workers' lower probability of participation among wage and salary workers results from their overall lower earnings and lower rates of full-time work in comparison with males. RACE: Hispanic wage and salary workers were significantly less likely than both white and black workers to participate in a retirement plan. The gap between the percentages of black and white plan participants that

  2. Power Scaling of Petroleum Field Sizes and Movie Box Office Earnings.

    NASA Astrophysics Data System (ADS)

    Haley, J. A.; Barton, C. C.

    2017-12-01

    The size-cumulative frequency distribution of petroleum fields has long been shown to be power scaling, Mandelbrot, 1963, and Barton and Scholz, 1995. The scaling exponents for petroleum field volumes range from 0.8 to 1.08 worldwide and are used to assess the size and number of undiscovered fields. The size-cumulative frequency distribution of movie box office earnings also exhibits a power scaling distribution for domestic, overseas, and worldwide gross box office earnings for the top 668 earning movies released between 1939 and 2016 (http://www.boxofficemojo.com/alltime/). Box office earnings were reported in the dollars-of-the-day and were converted to 2015 U.S. dollars using the U.S. consumer price index (CPI) for domestic and overseas earnings. Because overseas earnings are not reported by country and there is no single inflation index appropriate for all overseas countries. Adjusting the box office earnings using the CPI index has two effects on the power functions fit. The first is that the scaling exponent has a narrow range (2.3 - 2.5) between the three data sets; and second, the scatter of the data points fit by the power function is reduced. The scaling exponents for the adjusted value are; 2.3 for domestic box office earnings, 2.5 for overseas box office earnings, and 2.5 worldwide box office earnings. The smaller the scaling exponent the greater the proportion of all earnings is contributed by a smaller proportion of all the movies: where E = P (a-2)/(a-1) where E is the percentage of earnings, P is the percentage of all movies in the data set. The scaling exponents for box office earnings (2.3 - 2.5) means that approximately 20% of the top earning movies contribute 70-55% of all the earnings for domestic, worldwide earnings respectively.

  3. Money Isn't Everything: Wives’ Earnings and Housework Time

    PubMed Central

    Killewald, Alexandra; Gough, Margaret

    2010-01-01

    The autonomy perspective of housework time predicts that wives’ housework time falls steadily as their earnings rise, because wives use additional financial resources to outsource or forego time in housework. We argue, however, that wives’ ability to reduce their housework varies by household task. That is, we expect that increases in wives’ earnings will allow them to forego or outsource some tasks, but not others. As a result, we hypothesize more rapid declines in wives’ housework time for low-earning wives as their earnings increase than for high-earning wives who have already stopped performing household tasks that are the easiest and cheapest to outsource or forego. Using fixed-effects models and data from the Panel Study of Income Dynamics, we find considerable support for our hypothesis. We further conclude that past evidence that wives who out-earn their husbands spend additional time in housework to compensate for their gender-deviant success in the labor market is due to the failure to account for the non-linear relationship between wives’ absolute earnings and their housework time. PMID:21278852

  4. Managerial Perceptions Regarding Salary Increase Criteria

    ERIC Educational Resources Information Center

    Dyer, Lee; And Others

    1976-01-01

    Results of study indicate that managers feel job performance should be most important determinant of salary increases for themselves and for subordinates; that organizations do not place sufficient emphasis on this criterion; and that job satisfaction is affected to some degree by this perception. (RW)

  5. Male-Female Salary Differentials in Educational Compensation: Problems in the Economics of Education.

    ERIC Educational Resources Information Center

    Kustaa, Friedrich Freddy

    This paper provides a synthesis of literature pertaining to differentials in earnings between male and female teachers at the elementary, secondary, and higher levels of education. In addition to sex discrimination, other factors of unequal compensation are examined, some of which include teaching experience, educational preparation, teacher…

  6. 26 CFR 1.809-9 - Computation of the differential earnings rate and the recomputed differential earnings rate.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INCOME TAX (CONTINUED) INCOME TAXES Gain and Loss... equal to the product of— (i) The life insurance company's average equity base for the taxable year...— (i) The imputed earnings rate for the taxable year; over (ii) The average mutual earning rate for the...

  7. 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...

  8. Faculty Salary Equity: Issues and Options.

    ERIC Educational Resources Information Center

    Snyder, Julie K.; And Others

    1994-01-01

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

  9. 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),…

  10. Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention

    PubMed Central

    Faupel-Badger, Jessica M.; Nelson, David E.; Izmirlian, Grant

    2017-01-01

    Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one’s career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987–2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07–7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04–4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20–0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17–0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5–9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15–0.65; and OR = 0.37, 95% CI: 0.16–0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11–0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors. PMID:28121985

  11. 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.…

  12. 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.…

  13. 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...

  14. 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...

  15. 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...

  16. 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...

  17. 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…

  18. 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,…

  19. 20 CFR 404.1080 - Net earnings from self-employment.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment Income § 404.1080 Net earnings from self-employment. (a) Definition of net earnings from self-employment... 20 Employees' Benefits 2 2013-04-01 2013-04-01 false Net earnings from self-employment. 404.1080...

  20. 20 CFR 404.1080 - Net earnings from self-employment.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment Income § 404.1080 Net earnings from self-employment. (a) Definition of net earnings from self-employment... 20 Employees' Benefits 2 2014-04-01 2014-04-01 false Net earnings from self-employment. 404.1080...

  1. 20 CFR 404.1080 - Net earnings from self-employment.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment Income § 404.1080 Net earnings from self-employment. (a) Definition of net earnings from self-employment... 20 Employees' Benefits 2 2012-04-01 2012-04-01 false Net earnings from self-employment. 404.1080...

  2. 20 CFR 404.1080 - Net earnings from self-employment.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment Income § 404.1080 Net earnings from self-employment. (a) Definition of net earnings from self-employment... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Net earnings from self-employment. 404.1080...

  3. 48 CFR 252.234-7002 - Earned Value Management System.

    Code of Federal Regulations, 2012 CFR

    2012-10-01

    ... 48 Federal Acquisition Regulations System 3 2012-10-01 2012-10-01 false Earned Value Management... of Provisions And Clauses 252.234-7002 Earned Value Management System. As prescribed in 234.203(2), use the following clause: Earned Value Management System (MAY 2011) (a) Definitions. As used in this...

  4. 48 CFR 252.234-7002 - Earned Value Management System.

    Code of Federal Regulations, 2013 CFR

    2013-10-01

    ... 48 Federal Acquisition Regulations System 3 2013-10-01 2013-10-01 false Earned Value Management... of Provisions And Clauses 252.234-7002 Earned Value Management System. As prescribed in 234.203(2), use the following clause: Earned Value Management System (MAY 2011) (a) Definitions. As used in this...

  5. 48 CFR 252.234-7002 - Earned Value Management System.

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 48 Federal Acquisition Regulations System 3 2014-10-01 2014-10-01 false Earned Value Management... of Provisions And Clauses 252.234-7002 Earned Value Management System. As prescribed in 234.203(2), use the following clause: Earned Value Management System (MAY 2011) (a) Definitions. As used in this...

  6. 48 CFR 252.234-7002 - Earned Value Management System.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 48 Federal Acquisition Regulations System 3 2011-10-01 2011-10-01 false Earned Value Management... of Provisions And Clauses 252.234-7002 Earned Value Management System. As prescribed in 234.203(2), use the following clause: EARNED VALUE MANAGEMENT SYSTEM (MAY 2011) (a) Definitions. As used in this...

  7. 48 CFR 252.234-7002 - Earned Value Management System.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 3 2010-10-01 2010-10-01 false Earned Value Management... of Provisions And Clauses 252.234-7002 Earned Value Management System. As prescribed in 234.203(2), use the following clause: Earned Value Management System (APR 2008) (a) In the performance of this...

  8. 5 CFR 582.401 - Aggregate disposable earnings.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ... COMMERCIAL GARNISHMENT OF FEDERAL EMPLOYEES' PAY Consumer Credit Protection Act Restrictions § 582.401 Aggregate disposable earnings. In accordance with the Consumer Credit Protection Act, the aggregate disposable earnings under this part are the employee-obligor's pay less those amounts excluded in accordance...

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

    ERIC Educational Resources Information Center

    Waggaman, John S.

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

  10. 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…

  11. 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…

  12. 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…

  13. 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…

  14. The earnings game. Everyone plays, nobody wins.

    PubMed

    Collingwood, H

    2001-06-01

    Quarterly earnings numbers dominate the decisions of executives, analysts, investors, and auditors. Yet for all the attention paid to these numbers, they're not much use in predicting a company's future performance and cash flows. Even economists are unanimous in their view that these numbers say next to nothing about a company's prospects beyond the next quarter. Nonetheless, meetings analysts' expectations that earnings will rise in a smooth, steady, unbroken line has become, at many corporations, a game whose imperatives override even the imperative to deliver the highest possible return to shareholders. The fetishistic attention paid to this almost meaningless indicator might be cause for amusement, except for one thing: the earnings game does real harm. It distorts corporate decision making. It reduces securities analysis and investing to a guessing contest. It compromises the integrity of corporate audits. Ultimately, it undermines the capital markets. As market participants increasingly come to view the quarterly number as a sort of collective fiction, offered and received in a spirit of mutual cynicism, they lose faith in the numbers affected by quarterly earnings--including stock prices themselves. And no market can survive long if its participants see no connection between prices and the intrinsic value of the goods on offer. In this article, HBR senior editor Harris Collingwood takes an in-depth look at these effects, examining the intricacies of the earnings game and why companies believe they have no choice but to play it. Until more corporate executives change their practices, he explains, the earning game will never lack for players.

  15. 48 CFR 1852.234-2 - Earned Value Management System.

    Code of Federal Regulations, 2011 CFR

    2011-10-01

    ... 48 Federal Acquisition Regulations System 6 2011-10-01 2011-10-01 false Earned Value Management... and Clauses 1852.234-2 Earned Value Management System. As prescribed in 1834.203-70(b) insert the following clause: Earned Value Management System (NOV 2006) (a) In the performance of this contract, the...

  16. 48 CFR 1852.234-2 - Earned Value Management System.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 48 Federal Acquisition Regulations System 6 2010-10-01 2010-10-01 true Earned Value Management... and Clauses 1852.234-2 Earned Value Management System. As prescribed in 1834.203-70(b) insert the following clause: Earned Value Management System (NOV 2006) (a) In the performance of this contract, the...

  17. Thoughts on Earned Value Assessments

    NASA Technical Reports Server (NTRS)

    Pido, Kelle

    2009-01-01

    This slide presentation reviews the concepts of Earned Value reporting and Earned Value Metrics (EVM) and the implementation for the Constellation Program. EVM is used to manage both the contract and civil service workforce, and used as a measure of contractor costs and performance. The Program EVM is not as useful for Level of Effort tasking, for either contractor, or civil service employees. Some issues and concerns in reference to EVM and the process for the use of EVM for Mission assurance are reviewed,

  18. 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…

  19. 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…

  20. Lifetime earnings for physicians across specialties.

    PubMed

    Leigh, J Paul; Tancredi, Daniel; Jerant, Anthony; Romano, Patrick S; Kravitz, Richard L

    2012-12-01

    Earlier studies estimated annual income differences across specialties, but lifetime income may be more relevant given physicians' long-term commitments to specialties. Annual income and work hours data were collected from 6381 physicians in the nationally representative 2004-2005 Community Tracking Study. Data regarding years of residency were collected from AMA FREIDA. Present value models were constructed assuming 3% discount rates. Estimates were adjusted for demographic and market covariates. Sensitivity analyses included 4 alternative models involving work hours, retirement, exogenous variables, and 1% discount rate. Estimates were generated for 4 broad specialty categories (Primary Care, Surgery, Internal Medicine and Pediatric Subspecialties, and Other), and for 41 specific specialties. The estimates of lifetime earnings for the broad categories of Surgery, Internal Medicine and Pediatric Subspecialties, and Other specialties were $1,587,722, $1,099,655, and $761,402 more than for Primary Care. For the 41 specific specialties, the top 3 (with family medicine as reference) were neurological surgery ($2,880,601), medical oncology ($2,772,665), and radiation oncology ($2,659,657). The estimates from models with varying rates of retirement and including only exogenous variables were similar to those in the preferred model. The 1% discount model generated estimates that were roughly 150% larger than the 3% model. There was considerable variation in the lifetime earnings across physician specialties. After accounting for varying residency years and discounting future earnings, primary care specialties earned roughly $1-3 million less than other specialties. Earnings' differences across specialties may undermine health reform efforts to control costs and ensure adequate numbers of primary care physicians.

  1. ARL Annual Salary Survey, 2000-2001.

    ERIC Educational Resources Information Center

    Kyrillidou, Martha, Comp.; Wetzel, Karen, Comp.

    This document reports the 2000-2001 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 8,882 professional staff members were reported for the 112 ARL university libraries, including their law and medical libraries (811 staff members reported by 68 medical libraries and 708 staff members…

  2. ARL Annual Salary Survey, 1999-2000.

    ERIC Educational Resources Information Center

    Kyrillidou, Martha, Comp.; O'Connor, Michael, Comp.

    This document reports 1999-2000 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 8,595 professional staff members were reported for the 111 ARL university libraries, including their law and medical libraries (814 staff members reported by 69 medical libraries and 660 staff members…

  3. ARL Annual Salary Survey, 2002-2003.

    ERIC Educational Resources Information Center

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

    This document reports the 2001-2002 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 9,469 professional staff members were reported for the 124 ARL university libraries, including their law and medical libraries (909 staff members reported by 69 medical libraries and 726 staff members…

  4. Trends in the earnings gender gap among dentists, physicians, and lawyers.

    PubMed

    Nguyen Le, Thanh An; Lo Sasso, Anthony T; Vujicic, Marko

    2017-04-01

    The authors examined the factors associated with sex differences in earnings for 3 professional occupations. The authors used a multivariate Blinder-Oaxaca method to decompose the differences in mean earnings across sex. Although mean differences in earnings between men and women narrowed over time, there remained large, unaccountable earnings differences between men and women among all professions after multivariate adjustments. For dentists, the unexplained difference in earnings for women was approximately constant at 62% to 66%. For physicians, the unexplained difference in earnings for women ranged from 52% to 57%. For lawyers, the unexplained difference in earnings for women was the smallest of the 3 professions but also exhibited the most growth, increasing from 34% in 1990 to 45% in 2010. The reduction in the earnings gap is driven largely by a general convergence between men and women in some, but not all, observable characteristics over time. Nevertheless, large unexplained gender gaps in earnings remain for all 3 professions. Policy makers must use care in efforts to alleviate earnings differences for men and women because measures could make matters worse without a clear understanding of the nature of the factors driving the differences. Copyright © 2017 American Dental Association. Published by Elsevier Inc. All rights reserved.

  5. Maintenance Workers Top Operators in Salary Survey.

    ERIC Educational Resources Information Center

    Hadeed, S. J.

    1978-01-01

    Analyzed are data generated by a salary survey of water pollution control facilities personnel. Although there are some geographical differences, the major contributing factors appear to be level of job skills, plant complexity, personnel availability, and area cost of living. (CS)

  6. 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…

  7. 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…

  8. 20 CFR 410.530 - Reductions; excess earnings.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 20 Employees' Benefits 2 2011-04-01 2011-04-01 false Reductions; excess earnings. 410.530 Section 410.530 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL COAL MINE HEALTH AND SAFETY ACT OF 1969, TITLE IV-BLACK LUNG BENEFITS (1969- ) Payment of Benefits § 410.530 Reductions; excess earnings...

  9. ARL Annual Salary Survey, 2001-02.

    ERIC Educational Resources Information Center

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

    This document reports the 2001-2002 salary data for all professional staff working in ARL (Association of Research Libraries) libraries. Data for 9,198 professional staff members were reported for the 1,130 ARL university libraries, including their law and medical libraries (859 staff members reported by 69 medical libraries and 724 staff members…

  10. 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…

  11. The trade-offs of teamwork among STEM doctoral graduates.

    PubMed

    Kniffin, Kevin M; Hanks, Andrew S

    2018-01-01

    Teamwork has increasingly become prevalent in professional fields such as academic science, perhaps partly because research shows that teams tend to produce superior work. Although research on teamwork has typically focused on its impact on work products, we complement that work by examining the degree to which teamwork influences salary, hours worked, and overall job satisfaction. Drawing on microdata collected through the National Science Foundation's Survey of Doctorate Recipients as well as the Survey of Earned Doctorates, we find that doctoral degree holders in science, technology, engineering, and mathematics (STEM) fields tend to earn substantially higher salaries and work more hours when they engage in teamwork. We also find no comparable difference in overall job satisfaction as a function of whether individuals work within teams. Additionally, we find evidence that age interacts significantly with teamwork, whereby older teamworkers tend to earn relatively more when participating in teams without appearing to work more hours; and we show that employment sector is important, whereby teamwork is relevant for salaries and hours worked in education and industry but not in government. Although our study is based on market outcomes and behavioral measures, our findings provide grounds for future research that examines the psychological mechanisms that are relevant to understanding why people join teams as well as the psychological consequences that people encounter through teamwork. More generally, this study provides a model for considering individual-level antecedents and outcomes associated with teamwork when degrees of discretion exist with respect to teaming. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  12. The Determination of Earnings Among College Graduates.

    ERIC Educational Resources Information Center

    Spaeth, Joe L.

    Differences in levels and determinants of earnings for men and women college graduates are examined. Perspectives from human capital theory, research on the socioeconomic achievement process, and research on segmented labor markets are used to design models of the determination of earnings. Data are taken from the National Opinion Research Center…

  13. Women in Physics and Astronomy in the U.S.

    NASA Astrophysics Data System (ADS)

    Ivie, Rachel

    2005-10-01

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

  14. 25 CFR 700.173 - Average net earnings of business or farm.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 25 Indians 2 2011-04-01 2011-04-01 false Average net earnings of business or farm. 700.173 Section... PROCEDURES Moving and Related Expenses, Temporary Emergency Moves § 700.173 Average net earnings of business or farm. (a) Computing net earnings. For purposes of this subpart, the average annual net earnings of...

  15. 25 CFR 700.173 - Average net earnings of business or farm.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 25 Indians 2 2010-04-01 2010-04-01 false Average net earnings of business or farm. 700.173 Section... PROCEDURES Moving and Related Expenses, Temporary Emergency Moves § 700.173 Average net earnings of business or farm. (a) Computing net earnings. For purposes of this subpart, the average annual net earnings of...

  16. 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.

  17. Admission-Group Salary Differentials in the United States: The Significance of Labor Market Institutional Selection of High-Skilled Workers*

    PubMed Central

    Hao, Lingxin

    2015-01-01

    In 1990 a temporary-to-permanent pathway was established for highly skilled workers admitted to the United States under nonimmigrant programs. The paper argues that this policy shift has allowed employers to play a crucial role in the immigration of highly skilled workers, thereby creating labor-market institutional selection that gives a salary advantage to highly skilled temporary-admitted workers retained in the United States. Through analyses of the salary differentials among admission-category groups, the paper finds that the salary advantage is based on recruitment from Western countries, adjustment from temporary to permanent status after a second employer screening, working in the information technology sector and the private sector, holding a supervisory position, or having a skill-matched job, all of which are consequences of institutional selection rather than individual self-selection. Our results also reveal a difference between those admitted from abroad and those recruited from graduating foreign students in USA higher educational institutions, which suggests a distinction between overseas hiring and domestic hiring. Policy implications for the United States and other receiving countries are discussed. PMID:26269690

  18. Estimating earnings losses due to mental illness: a quantile regression approach.

    PubMed

    Marcotte, Dave E; Wilcox-Gök, Virginia

    2003-09-01

    The ability of workers to remain productive and sustain earnings when afflicted with mental illness depends importantly on access to appropriate treatment and on flexibility and support from employers. In the United States there is substantial variation in access to health care and sick leave and other employment flexibilities across the earnings distribution. Consequently, a worker's ability to work and how much his/her earnings are impeded likely depend upon his/her position in the earnings distribution. Because of this, focusing on average earnings losses may provide insufficient information on the impact of mental illness in the labor market. In this paper, we examine the effects of mental illness on earnings by recognizing that effects could vary across the distribution of earnings. Using data from the National Comorbidity Survey, we employ a quantile regression estimator to identify the effects at key points in the earnings distribution. We find that earnings effects vary importantly across the distribution. While average effects are often not large, mental illness more commonly imposes earnings losses at the lower tail of the distribution, especially for women. In only one case do we find an illness to have negative effects across the distribution. Mental illness can have larger negative impacts on economic outcomes than previously estimated, even if those effects are not uniform. Consequently, researchers and policy makers alike should not be placated by findings that mean earnings effects are relatively small. Such estimates miss important features of how and where mental illness is associated with real economic losses for the ill.

  19. 19 CFR 201.204 - Salary offset.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 19 Customs Duties 3 2014-04-01 2014-04-01 false Salary offset. 201.204 Section 201.204 Customs... offset is initiated. The Notice of Intent shall state: (1) That the Director has reviewed the records... accumulated interest is paid in full; (3) The amount of the debt and the facts giving rise to the debt; (4) A...

  20. Insult to Injury: Disability, Earnings, and Divorce

    ERIC Educational Resources Information Center

    Singleton, Perry

    2012-01-01

    This study measures the longitudinal effect of disability on earnings, marriage, and divorce. The data come from the Survey of Income and Program Participation matched to administrative data on longitudinal earnings. Using event-study methods, the results show that the onset of a work-preventing disability is associated with a precipitous decline…

  1. Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey.

    PubMed

    Tomer, Gitit; Xanthakos, Stavra; Kim, Sandra; Rao, Meenakshi; Book, Linda; Litman, Heather J; Fishman, Laurie N

    2015-04-01

    Gender equality in the workplace has not been described in pediatric gastroenterology. An electronic survey that explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition. Reponses were anonymous. Of the 303 respondents (21%), there was an even distribution across geographic region, age, and gender (54% men). Gender affected perception of salary and promotion; 46% of men but only 9% of women feel that "women earn the same as men" (P < 0.001). Similarly, 48% of men but only 12% of women feel that "women rise at the same rate as men" (P < 0.001). Both genders of academic practice respondents, compared with other practice models, perceived men were promoted more quickly than women (P = 0.008). Women had higher dissatisfaction with mentoring than men (29% vs 13%, P = 0.03). Significantly more men than women reported spouses with "flexible jobs" (35% vs 14%, P < 0.001). Having a spouse with "flexible job" or having children (preschool or school age), however, did not affect satisfaction with work-life balance for either gender. Overall, women are more likely to be dissatisfied with work-life balance than men (P = 0.046). Satisfaction with work-life balance is lower among women versus men pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation, and mentoring requires further investigation.

  2. A Rationale for Relating Salaries to Learner Outcomes.

    ERIC Educational Resources Information Center

    Benedict, Gary C.; Gerardi, Robert J.

    1985-01-01

    Presents a formula for relating teacher salaries to student achievement. Discusses the problems inherent in measuring student achievement and the importance of the principal's administrative training. Includes a chart and diagrams. (MD)

  3. 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)

  4. 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…

  5. 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...

  6. 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…

  7. Public versus Private University Presidents Pay Levels and Structure

    ERIC Educational Resources Information Center

    Monks, James

    2007-01-01

    Existing studies examine the determinants of private university presidents' compensation, but ignore recent earnings differentials between public and private university presidents. This paper estimates that public university presidents earn approximately 50 percent less than comparable private university presidents. This salary discount is robust…

  8. Library/Information Science Education, Placement, and Salaries.

    ERIC Educational Resources Information Center

    Davis, Darlena; Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2001-01-01

    Includes five articles: a guide to employment sources in the library and information professions, including the Internet, library joblines, specialized associations, state agencies, and overseas exchange programs; placements and salaries in 1999; accredited master's programs in library and information studies; library scholarship sources; and…

  9. 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...

  10. 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...

  11. 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...

  12. 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...

  13. 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...

  14. 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…

  15. The College Payoff: Education, Occupations, Lifetime Earnings

    ERIC Educational Resources Information Center

    Carnevale, Anthony P.; Rose, Stephen J.; Cheah, Ban

    2011-01-01

    A college degree pays off--but by just how much? In this report from the Georgetown University Center on Education and the Workforce, the authors examine just what a college degree is worth--and what else besides a degree might influence an individual's potential earnings. This report examines lifetime earnings for all education levels and…

  16. The Earnings Gap between Women and Men.

    ERIC Educational Resources Information Center

    Women's Bureau (DOL), Washington, DC.

    The size of the earnings gap between men and women has not changed substantially in recent years. The sustained earnings differential contrasts significantly with recent gains women have made in the job market. Several factors contribute to the wage differences: (1) The majority of women are in lower-paying occupations and lower-status jobs even…

  17. Marketization, occupational segregation, and gender earnings inequality in urban China.

    PubMed

    He, Guangye; Wu, Xiaogang

    2017-07-01

    This article analyzes a large sample of the 2005 population mini-census data and prefecture-level statistics of China to investigate gender earnings inequality in the context of economic marketization, paying special attention to the changing role of occupational segregation in the process. We approximate marketization by employment sectors and also construct an index of marketization at the prefecture level. Results show that, despite the tremendous economic growth, marketization has exacerbated gender earnings inequality in urban China's labor markets. Gender earnings inequality is the smallest in government/public institutions, followed by public enterprises, and then private enterprises. The gender inequality also increases with the prefecture's level of marketization. Multilevel analyses show that occupational segregation plays an important role in affecting gender earnings inequality: the greater the occupational segregation, the more disadvantaged women are relative to men in earnings in a prefecture's labor market. Moreover, the impact of occupational segregation on gender earnings inequality increases with the prefectural level of marketization. These findings contribute to understanding the dynamics of gender earnings inequality and have important implications for policy to promote gender equality in urban China. Copyright © 2016 Elsevier Inc. All rights reserved.

  18. 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…

  19. Earnings Expectations of Typical South African University of Technology First-Year Students

    ERIC Educational Resources Information Center

    van der Merwe, Alex

    2011-01-01

    Human capital theory holds that a higher education will be pursued to the extent that its pecuniary rewards outstrip its costs. This notion is founded on the neoclassical economic assumption that expected earnings conditional on educational investment are accurately anticipated by those considering such investments. However, the evidence in…

  20. Strategies for Professors Who Service the University to Earn Tenure and Promotion

    ERIC Educational Resources Information Center

    Gentry, Ruben; Stokes, Dorothy

    2015-01-01

    Tenure and promotion are great aspirations for college professors. They are indicators of success in the professions. Universities stipulate in their official documents and numerous higher education publications specify what professors must achieve in order to earn tenure and promotion; which almost always cite effectiveness in teaching, research,…