Faculty salary equity: Issues in regression model selection

Faculty salary equity is a hot political issue that may have severe legal, monetary, and human consequences. It is also an issue that often requires the use of sophisticated statistical techniques for the determination of inequity. The purpose of this paper is to identify the areas in which human judgment must be made in order to conduct a statistical analysis of salary equity and to provide some informed guidelines for making those judgments. The direction and magnitude of the final results are contingent on the way these statistical decisions are made. Therefore, careful consideration of these issues is essential for conducting a fair and defensible salary equity study. This paper will provide a framework based on four decision elements and four fields of study as the basis for establishing criteria for selecting an appropriate salary equity model. Through this discussion, the author hopes to bring a broader perspective and, if not objectivity, then ethical fairness to the process of designing salary equity models.Presented at the Annual Forum of the Association for Institutional Research, Atlanta, Georgia, May 1992.     

Legal issues and statistical approaches to reverse pay discrimination in higher education

There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed—with some degree of success—that the process used by their institutions to make salary adjustments for females was unfair and led to reverse pay discrimination. In this paper, we examine some of the legal issues and statistical approaches surrounding claims of reverse sex discrimination in pay in the field of higher education. We begin by reviewing the way in which legal cases examine sex discrimination in pay in academe and the different approaches that institutions can take to remove pay disparities for women. We show that across-the-board salary adjustments for women are less likely than individualized salary adjustments to raise concerns about the salary determination process and possibly reverse discrimination, and lead to lower costs to the institution. These differences arise regardless of the salary model specification used by an institution when making salary adjustments. Finally, we use a model developed by the plaintiffs in a salary equity study at one institution to demonstrate the effects of using different adjustment methods on the total cost to the institution when making salary equity adjustments for both genders.An earlier version of this paper was presented at the seminar series for the Institute of Higher Education, University of Georgia. We would like to thank participants at this seminar and Andrew Luna for comments on previous drafts of this paper.     

Competing with the market: Salary adjustments and faculty input

It has been argued that one of the most pressing concerns for higher education during the next two decades is going to be the shortage of faculty. Unfortunately, there are also projections that institutions will continue to experience significant budget reductions. Current fiscal realities and projections of increasing faculty shortages suggest that in the short run market forces will be the predominant determinant of salary adjustments for many institutions. However, responding purely to market forces in an academic setting challenges fundamental values about equity and the merit of a given professor's work. This paper discusses how one major public university used faculty input in its process of distributing salary dollars specifically designated as market adjustment monies. Findings from an analysis of data on faculty perceptions about the process and its outcomes indicated that, net of receiving an adjustment, the more opportunity faculty members have had to be involved in the salary adjustment process, the greater their level of satisfaction with its outcomes.     

The development and use of a faculty salary model for a higher education system

Most of the earlier attempts to develop faculty salary models have been based on data from a single institution or from an undifferentiated group of institutions, without a data base adequate to support the design. The overall objective of this paper is to report on the development, characteristics, statistical findings, and utility of a faculty salary model employed over the period 1978–79 to 1980–81 for a higher education system containing 16 institutions ranging from a comprehensive university to a small rural community college in complexity and mission. The need for the model grew out of requirements for the governing board to: (1) deal with litigation and the issues of equity for minorities and females; (2) make interinstitutional salary comparisons as these relate to size, complexity, and mission; and (3) better understand the factors which determine faculty salaries.     

Racism,Equity, and Quality of Education for International Students in South Korean Higher Education Institutes

This study aims to understand equity issues of international students’ learning in Korean higher education institutions by engaging with the issue of racism and identifies how international students in Korea reshape their learning trajectory and how we could provide equitable and quality education for international students. Espousing a qualitative case study design, six students from different background were interviewed to examine features of perceived institutional racism based on their learning experience in Korea. Major findings showed that internationalization has not been fulfilled in terms of engaging with international students although Korean government and higher education institutions have developed relevant policy to attract international students. This study indicates that Korean universities need to reconstruct their social, cultural, and institutional systems to embrace equity, diversity and inclusiveness to empower international students’ capacity.     

公平理论在高校辅导员激励管理中的应用

辅导员是高校教师的重要组成部分,担负着重要的责任.目前高校辅导员激励管理方面仍然存在认识,薪酬,评价、奖惩、地位、晋升、管理上的问题.利用公平理论进行激励管理,应该提高辅导员主观认识的公平感、建立公平合理的薪酬激励制度、建立公平合理的奖惩考核机制、建立公平合理的培养发展机制、建立公平合理的环境激励机制.     

Fun with numbers: Alternative models for predicting salary levels

The increasing awareness and concern with equity issues in higher education, along with the escalating litigation, has prompted institutions to undertake salary prediction studies. Four prediction models (built on a males only and total sample) were compared: (1) entering all variables, (2) excluding rank and tenure, (3) using predicted rank and tenure, and (4) using only objective variables. Models were tested using all permanent full-time faculty at a large midwestern university. Using predicted rank and tenure was the most suitable for equity studies. Including all variables yielded the best results for explaining/predicting reward systems. The other two models did not appear appropriate for either purpose. The males only sample consistently produced the largest bias effects. Institutions considering a salary prediction study should find these outcomes helpful in determining appropriate analytical strategies.     

高校后勤实体薪酬管理改革实例研究

本文对某高校后勤实体单位的薪酬调整进行实例研究,分析其存在的问题主要是工资结构、部门差异等方面不合理,综合应用公平理论和双因素理论,通过统一制定考虑多因素的薪酬标准表并实施套改,完成了该单位薪酬管理办法的一次调整.该案例把公平性作为薪酬设计的首要原则,并观察到双因素的动态转化现象.最后,对调整工作过程和改进方向进行了讨论.     

关于高校工资结构及工资关系的思考

探讨了当前高等学校的工资结构失衡、工资关系不合理问题，认为进一步调整工资结构、理顺工资关系，逐步建立体现高校自身特点的岗位绩效工资制度，形成有利于吸引人才、稳定人才、用好人才、灵活多样和科学规范的收入分配激励机制。     

高招录取改革的有益尝试——论重新征集志愿方式

随着社会对高考公平性要求的提高,对学校和专业选择性的增强,传统的调剂录取方式已不适应,重新征集志愿方式应运而生。这种方式有利于考生自主选择学校和专业,有利于高等学校完成招生计划,有利于体现公平公正,已得到普遍好评和越来越广泛的应用。但由学校和考生的要求不同,这种方式尚需继续研究,并在实践中逐步完善。     

Academic promotion in Malaysian public universities: a critical look at issues and challenges

The expansion and transformation of Malaysian universities have generated major changes in the nature of academic employment and the structure of academic promotion in higher education institutions. These changes have considerable implications, in particular for the policy and practice of academic promotion in the public universities. We argue that despite sharing one common grade and salary system, distinct and significant differences exist in the academic promotion systems of the public universities. Drawing on one recent study on the academic promotion process in Malaysian public universities to contextualise our discussion, this paper highlights the complexity in the promotion process in these institutions. It also discusses and articulates the attendant issues and challenging aspects of the academic promotion process. We argue that the interrelated issues and challenges, and certain academic practices and habits stemming from the pressure to gain a promotion are pervasive, and that they affect the academic value system and work culture. We conclude by asserting the importance of applying a consistent standard for promotion within a single salary system and that the academic promotion system in the public universities should ultimately affirm and communicate core academic values, and also aim at obtaining evidence of excellent accomplishments.     

Should Faculty Rank Be Included as a Predictor Variable in Studies of Gender Equity in University Faculty Salaries?

Many different approaches, almost all of which use some form of regression, have been used to study the issue of gender equity in university faculty salaries. One major point of contention in ail of these approaches is whether faculty rank, which is university conferred, should be included as a predictor variable. Two illustrations are presented to demonstrate how omitting faculty rank as a predictor variable from gender equity studies of university faculty salaries can lead to incorrect conclusions concerning gender discrimination. The first illustration uses hypothetical data constructed so that there is no difference in salary due to gender. However, when faculty rank is not included as a predictor variable in the regression model, there is a significant difference in salary due to gender. The second illustration uses actual data from a study of gender equity in pay at Bowling Green State University. This data set is used to construct a new data set that is totally free of gender bias. When a regression model omitting faculty rank is fit to this gender bias-free data, again a significant difference in salary due to gender is present. Therefore, it is recommended that faculty rank be included as a predictor variable in any model used to study gender equity relating to salary.     

Faculty salary equity: Issues and options

How do you develop a salary equity analysis procedure that will help identify whether or not your institution has a reasonably equitable and legally defensible salary structure? This paper presents a multiphase approach to identify and correct salary inequities based on gender. The major steps are to (1) determine if a problem situation exists by using a conceptually sound, objective procedure that does a legal and effective job of explaining faculty salaries; (2) develop feasible adjustment strategies if inequities exist that solve or improve the situation; (3) implement the correction and establish a monitoring process that is consistent with the culture and values of the institution. Involving and educating key university personnel in the selection of models and strategies is critical to acceptance and validation of the process and to minimizing negative reaction internal or external to the campus. This paper is designed to be helpful to administrators and researchers who need to make informed choices about salary equity models and implementation strategies.     

The use of a parity-equity model to evaluate faculty salary policies

A parity-equity model was developed for estimating the influences of a comprehensive list of factors classified as rational or nonrational equity and parity (marketplace). In a multiple regression analysis of faculty salaries for two years, the parity-equity model accounted for 86% of salary variance: over 60% by professional rank; approximately 16% by other rational equity factors; 3% by college and departmental parity; 3% by college and department affiliation; and 1% by nonrational equity factors. This model is recommended for studying, year-to-year changes in salary policies and for checking the importance of each factor in salary increase deliberations.     

教育公平与国家对民办高校的资助

首先对教育公平的涵义进行解读，认为教育经济学视角的教育公平主要体现在受教育者对公共教育资源占有的平等。借助这一认识，进一步分析我国民办高等教育中存在教育不公平现象；并提出要实现教育公平，国家应对民办高校进行资助。最后提出实现公平的两种资助方式。     

An Orientation on the Mathematics Classroom that Emphasizes Power and Identity: Reflecting on Equity Research

In this paper, I reflect on equity research in order to describe a perspective on the mathematics classroom as a non-neutral place where issues of power and identity play out in teaching and learning processes. This view of the mathematics classroom takes seriously issues of equity in the form of power and what becomes constituted as legitimate mathematics while attending to the out-of-school practices in which students engage. This orientation and its related issues are significant in that they provide an alternative perspective on investigating equity in mathematics classrooms that is in contrast to efforts that focus specifically on comparing standardized test scores of specific groups based solely upon racial classifications.Lynn Liao Hodge is an assistant professor in mathematics education. Her research interests include issues of equity and identity in mathematics education and how classroom practices create opportunities for students to develop both an appreciation and a deep understanding of mathematics. Additionally, she is interested in investigating experiences that support the increased participation of women and minorities in mathematics, science, and engineering related professions. Address correspondence to Lynn Liao Hodge, Department of Theory and Practice in Teacher Education, The University of Tennessee, Knoxville, TN 37996-3442, USA; e-mail: lhodge4@utk.edu     

论高等学校招生来源计划编制的科学化

高等学校招生来源计划编制是高校招生工作的重要组成部分,科学、规范地编制高等学校招生来源计划,促进高等教育快速、健康、持续发展,是保证教育公平的重要举措。在介绍我国现行高等学校招生来源计划编制模式的同时,并针对招生来源计划编制中存在的问题,提出促进高校招生来源计划编制科学化的措施。     

Some Influences of On-line Distance Learning on US Higher Education

Distance education issues affect nearly all participants in higher education, whether or not they are planning to offer (or to take) on-line courses. These issues are affecting business-university interactions as well as the relationship between faculty mem bers and their institutions. This article discusses an assortment of concerns in the USA and many other Western nations related to the nexus between on-line distance education and the traditional classroom, including intellectual property, evaluation and equity. These matters are being heavily influenced by the emerging international market for higher education offerings and by heightened competition from for-profit institutions. Discourse on distance education issues is likely to stimulate thinking about the nature of higher education, especially on the part of students who are being presented with an increasing array of educational options. Faculty members are facing issues of critical importance (especially in the realm of intellectual property rights), issues that will shape the nature of higher education as an entity.     

关于高校绩效工资分配公平性的思考——基于某地5所部属“211”高校校内津贴制度的比较分析

薪酬分配公平才能实现有效激励,而分配的公平性要靠科学合理的制度作保障。从系统论视角分析,高校原校内津贴制度在水平、结构和构成等核心分配政策上缺乏基本一致性,在信息对称条件下易让职工产生不公平感。高校实施绩效工资制度,有关行政主管部门应在核心政策规定方面坚持一致性原则,合理核定总量水平,明确规定基本结构关系,科学测定主要构成比例,公平实施绩效工资分配。     

高校教师以职业生涯管理为导向的薪酬管理

科学的薪酬管理制度是高校吸引人才、提高竞争力的源泉;教师职业生涯管理是高校可持续性发展的保证。文章从薪酬管理与职业生涯管理相结合的角度出发,在分析高校应建立以教师职业生涯管理为导向的薪酬管理的原因基础上,提出了适合教师职业生涯特点的薪酬管理方法,即构建能力型薪酬文化,使薪酬等级与职业发展阶梯相匹配,建立延期薪酬制度和宽带薪酬制度。