Michigan State University Extension
Diversity and Pluralism - 02170001
12/95/
ERIC TITLE NUMBER: ED253179 AUTHOR: Allard, Celia A.
TITLE: Assessing Faculty Salary Equity.
YEAR PUBLISHED: 1984
JOURNAL: AIR-Professional-File; n20 Fall 1984
NOTE: 10 p.
AVAILABILITY: Association for Institutional Research, 314
Stone Building, Florida State University, Tallahassee, FL
32306.
ABSTRACT: Approaches for undertaking a faculty salary equity
analysis are discussed. An institutional researcher must
have a clear understanding as to why the study is being
performed. Faculty handbooks and policy manuals are good
starting points for determining how salary decisions are
made. Once the salary allocation criteria have been
identified, the next step is to translate those criteria
into quantifiable variables. Much of the data needed for
variables representing individual qualifications can be
obtained from records maintained by the university personnel
and payroll departments. The most reliable data elements
probably will be those used in ongoing administrative
processes like payroll and reappointment. Statistical
procedures and tests of significance that are helpful to the
researcher include: the chi-square, t-test, correlation, and
analysis of variance. Three multivariate techniques
frequently used for salary studies are analysis of variance,
analysis of covariance, and multiple regression analysis.
Choice of regression techniques is determined by whether the
study is designed to explain the salary reward system, to
predict and monitor individual salaries, or to check for
discrimination. Some problems that may arise in interpreting
the data are noted. (SW)
KEY DESCRIPTORS: Affirmative-Action; Data-Analysis;
Employment-Practices; Higher-Education; Institutional
Research; Racial-Discrimination; Sex-Discrimination; Teacher
Qualifications
KEY DESCRIPTORS: *College-Faculty; *Equal-Opportunities
Jobs; *Personnel-Policy; *Salary-Wage-Differentials;
*Statistical-Analysis; *Teacher-Salaries
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