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| Autor/in | Micceri, Theodore |
|---|---|
| Titel | A Study of Instructional Faculty Salaries at USF, SUS and National Peers |
| Quelle | (2010), (6 Seiten)
PDF als Volltext kostenfreie Datei |
| Sprache | englisch |
| Dokumenttyp | gedruckt; online; Monographie |
| Schlagwörter | Compensation (Remuneration); Higher Education; College Faculty; Teacher Salaries; Gender Differences; Tenure; Academic Rank (Professional); Faculty Promotion; Trend Analysis; Career Information Systems; Comparative Analysis; Alabama; California; Illinois; New York; North Carolina |
| Abstract | This study investigates 10-year trends in instructional faculty salaries by sex and rank for USF, five SUS Peers (UF, FSU, FIU, UCF, FAU) and eight National Peers (North Carolina State, Alabama-Birmingham, Illinois-Chicago, California-Irvine, SUNY-Stony Brook, SUNY-Buffalo, Cincinnati, Rutgers). Methods: Historical instructional faculty salary data were gathered from the IPEDS Data Center (IPEDS, 2010) and submitted to analysis using SAS 9.2. Findings and Discussion: If this study tells us one thing, it is that faculty salaries are extremely important to higher education research institutions, because they exhibited relatively consistent increases at comparatively steep slopes for all but instructors (Figure 1, Figure 2), even in these economic hard times. Average annual increases ranged from around 5% for full professors to about 4% for instructors through associate professors. This suggests that perhaps 40-50% of the average annual 10-year increase in tuition and fees (Micceri, 2010), may be attributed to faculty salary cost increases. Figure 2 shows that National Peer full professor salaries are quite a bit above SUS salaries, while their associate professor salaries are slightly above those of SUS institutions. For assistant professors, the gap above the SUS is quite small and for instructors, there appears to be little, if any gap. This suggests that institutions put greater emphasis on salary compensation for higher ranking individuals than for less well compensated lower ranking people. This fact is further supported by the average annual increase of circa 5% for full professors depicted in Figure 3. Figure 1 indicates that the gap between male and female salaries has remained comparatively stable over this 10-year period, except for USF full professors, where males have increased their advantage over females from 2006 through 2009. Note that two primary reasons for the salary advantages male faculty exhibit over female faculty are: (1) males tend to work in disciplines characterized by higher compensation than females, and (2) males tend to be more senior than females, particularly at the full professor rank, where the greatest gap occurs. Conclusions: Consistent salary increases during hard economic times suggests that faculty compensation is a primary concern of higher education institutions. The fact that the faculty receiving the greatest incomes (full professors) exhibited the greatest average annual salary increases over the past 10 years raises questions regarding the justice of the higher education's compensation system. The fact that perhaps half of the recent average annual 10.8% increases in tuition and fees may be attributed to faculty salary increases raises questions regarding discrimination favoring the affluent in higher education. (Contains 3 figures.) (As Provided). |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
| Update | 2017/4/10 |
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