Faculty salary equity: Issues and options

Regression analysis: Legal applications in institutional research

“…Other literature has been quite specific as to which variables should be used and which should not be considered when conducting a regression analysis on faculty salary. For a fuller discussion of this subject, consult McLaughlin and Howard (2003), Toutkoushian (2002Toutkoushian ( , 2003, Boudreau and others (1997), Balzer and others (1996), Webster (1995), Snyder, Hyer, and McLaughlin (1994), Bohannon (1988), andMcLaughlin, Smart, andMontgomery (1978).…”

“…According to Snyder, Hyer, and McLaughlin (1994), including parttime and temporary faculty presents special problems to the regression analysis, so these faculty members are often left out of salary equity models. When part-time faculty members are included in the analysis, adjustments must be made so that the salaries of full-time and part-time faculty are comparable.…”

A four‐step faculty compensation model: From equity analysis to adjustment

“…Gaylord and McLaughlin (1991) propose adjustments on the basis of the average negative residual for members of specific groups (such as by college, department, or rank), whereby individuals' salaries would be augmented by the residual amount (difference between average actual salary and average predicted salary for that group). This class-based approach, affecting all members within a group, could be coupled with discretionary input from deans or department heads who may look at an individual's job performance as reflected in annual evaluations (Snyder, Hyer, and McLaughlin, 1994). Alternatively, instead of relying on statistical regression, Sun (2002) recommends an additive model encompassing all relevant criteria judged by the institution to influence compensation in order to arrive at a projected salary.…”

Addressing Gender Equity in Nonfaculty Salaries

“…As discussed by Toutkoushian and Hoffman (2002), there are also twoequation and three-equation alternatives available for measuring pay disparities. Likewise, others (for example, Arvey and Holt, 1988;Gunderson, 1989;Snyder, Hyer, and McLaughlin, 1994;Toutkoushian, 1994;Oaxaca and Ransom, 2002) have looked at how to either adjust the salaries of women when a significant unexplained wage gap exists or calculate the cost of removing salary inequities (or both). Collectively, these studies have shown that a variety of methods can be employed to adjust the salaries of women when there is evidence of an unexplained wage gap and that the costs of adjusting salaries vary across methods.…”