----- Forwarded message from dennis roberts -----
in most large institutions ... the notion of performance based pay is a
myth ... since it is easy to document clear differences in performance for
faculty in different Colleges .. where pay is lopsided in favor of a
favored college (like business) even when productivity (however you define
it) goes in favor of the faculty member in the NON favored college
...
to start doing regression analysis and splitting salary hairs this way
seems so out of touch with the noise in this system ... as to be rather
comical ...
----- End of forwarded message from dennis roberts -----
I taught at a small state college with a union salary scale based on
rank and years in rank and NOT on what college you were in. The
result was that we were able to hire education professors away from
major state universities while computer science positions went
unfilled for years. I think you have to take the market into account,
unless you want to aviod offering programs in high demand areas, which
seems suicidal to me. (My field has always been in medium demand.)
Here we once hired faculty in business at premium rates. Later demand
dropped so rapidly that a linear regression predicted no business
majors at all in a few years!-) But of course those faculty are still
getting premium salaries. One solution is market adjustments on a
year-by-year basis, rather than putting the market adjustment into
base pay.
I have not said much about the sex equity stuff. There is a huge
literature out there for anyone more interested in fact than opinion.
Regression models typically give an r-squared of about 66% with a few
variables, adding everyone's favorite variable rarely increases
R-squared appreciably, and salary equity suits based on such
regression models have held up in court again and again for many, many
years -- whether folks on this list approve or not!-)
_
| | Robert W. Hayden
| | Work: Department of Mathematics
/ | Plymouth State College MSC#29
| | Plymouth, New Hampshire 03264 USA
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