Baugh, William H.; Stone, Joe A. (1982). Sex Differences in the Educator Labor Market. Final Report. This study examines both the existence and the determinants of sex differences in teacher salaries and mobility, administrative salaries, and promotions to administrative positions. Longitudinal data on individual careers in education were used, primarily for educators in Oregon during the period 1971-81, but in some instances for educators in New York during the 1970s. Little evidence is found of sex discrimination in salaries of teachers in the 1970s, and only very small sex-related differences in wage responsiveness and interdistrict mobility were noted. Evidence on promotions to administrative positions indicates that in the early 1970s female teachers were significantly less likely to be promoted than similarly qualified male teachers, but that by the late 1970s the difference was no longer significant. In addition, formal index measures of discrimination declined by about half during the same period. By 1980 no evidence is found of salary discrimination among administrators,… [PDF]

Liston, Edward J. (1989). Community College of Rhode Island Management Letter. An overview is provided of the short- and medium-term goals and objectives of the Community College of Rhode Island (CCRI). After highlighting initiatives undertaken during 1988-89, the report examines the five areas targeted for attention over the next 5 years: the expansion of health care program offerings; the implementation and expansion of cooperative education opportunities; minority recruitment and retention; high school and community college partnership programs; and short-term job training. The next sections offer a progress report on the attainment of CCRI's goals and objectives for 1988-89 and a statement of goals and objectives for 1989-90 in the areas of: (1) academic affairs, including vocational education, programs for business/industry, allied health offerings, instructional quality and academic standards, articulation, and access to education; (2) organization, management, and fiscal affairs; (3) student affairs, including student recruitment, the course selection… [PDF]

Duren, Almetris Marsh (1979). Overcoming: A History of Black Integration at the University of Texas at Austin. The integration of the University of Texas at Austin since the 1940s is outlined, with the process reviewed from legal, social, and personal perspectives. The first chapter is devoted to the breaking down of legal barriers, beginning with the test case of Herman Sweatt in 1946 (a black man applying for admission to graduate study) and culminating with university president Logan Wilson's policy statement that the university would open its doors to black graduate and professional students only when such work was not available in black schools in the state. The second chapter details problems in the early years of integration: housing, extracurricular activities, and the community's response. Chapter three focuses on the emergence of black awareness and black power: intramural and extramural athletic participation, student group solidarity, and militancy on campus. The fourth chapter is devoted to ethnic programs and protests, and the fifth looks at the process of increasing the…

(1984). Agreement between Temple University of the Commonwealth System of Higher Education and the American Association of University Professors Temple Chapter, July 1, 1984-June 30, 1986. The collective bargaining agreement between Temple University of the Commonwealth System of Higher Education and the Temple University Chapter (1,350 members) of the American Association of University Professors (AAUP) covering the period July 1, 1984-June 30, 1986 is presented. Items covered in the agreement include: definitions and AAUP recognition; no discrimination; affirmative action; rights of the university and the union; dues deduction; grievance and arbitration procedures; no strikes/lockouts; faculty promotion; tenure procedures; faculty termination; department chairs; appointment, promotion, and termination of librarians and academic professionals; workload; salary minima and increases; compensation for summer session or third academic semester; overload compensation; department chair compensation; merit pay for academic professionals; health and dental insurance; life insurance; sick and maternity leave; long-term disability; pension and early retirement; liability…

Merriman, W. Richard (1982). Citizen Attitudes toward Government, Race, Policy: The Liberal Tradition and Racial Inequality. Classical liberalism shapes white Americans' attitudes toward government policies concerning blacks. Classical liberalism views society as competitive; government serves as a guarantor of fair competition. The rules of fairness in a competitive marketplace require no arbitrary exclusion from competition and no arbitrary denial of the fruits of success. Thus, an individual's identity is determined by his demonstration of discipline and responsibility in order to succeed. Public policies which threaten this identity through "market alternatives," such as affirmative action, busing, and programs aiding blacks, are rejected by market liberals. Data from 1972 and 1976 national election studies suggest that white Americans justify their rejection of market-threatening policies by downplaying the market disabilities inflicted on victims of past discrimination, defending the basic fairness of contemporary competition, and asserting the potency of the skilled, marketable…

Kehoe, E.; And Others (1981). The Impact of Legal-Administrative Processes on Local Schools. The purpose of this paper is to set forth the rationale for attempting research on the impact of legal-administrative processes on human resource management in schools. The term \legal-administrative processes\ refers both to laws affecting schools and to the administration of those laws. Laws, standards, and funded programs generated by state legislatures, the courts, and administrative agencies are examined. The paper discusses legal-administrative processes affecting three areas: the composition of the educator labor force (affected by laws concerning certification, affirmative action, and teacher and administrator training programs); employer-employee relationships (affected by collective bargaining and laws governing fair dismissal and tenure); and interaction of school personnel, citizens, and local governmental agencies (affected by laws concerning alternative school programs, attendance, open meetings or parent-citizen involvement in school-site councils). The authors are… [PDF]

Nitecki, Joseph Z. (1977). Temple University Libraries in the Mid-Seventies: A Status Report. Present central library operations are discussed in terms of emerging needs and possible direction for future development. Library objectives include acquiring and organizing relevant records of knowledge, and providing satisfactory information service standards. Issues relating to objectives include the library's involvement in planning and developing educational programs, support of programs offered, and a well selected professional staff, strong in subjects relevant to library coverage and involved in continuing education. Library organization and structure are concerned with the centralization of library services within the university, and the functional arrangement of activities within the library. At present, Temple's library structure is a combination of centralized and decentralized services. Issues involving personnel are consultative management, professional self-governance, unionization, and affirmative action policies. The library's budget recommendations are based on a…

(1979). Actions Adopted by the Board of Governors of the California Community Colleges. In April 1979, the Board of Governors took a number of actions related to community college financing. They adopted principles of accountability which offered guidelines for: a planning and evaluation process; measurable statewide educational objectives; annually updated district plans to describe all program changes, district objectives, budgets, and evaluation procedures; reconciling district/state differences; minimizing the financial burden of the accountability process; and changing the Education Code. Principles related to resources provided: that salary-setting procedures be maintained; that affirmative action and seniority be considered in retrenchment; for a flexible calendar project; for a reduction in the minimum number of days of instruction; for a review of individualized instruction restrictions; and for encouragement of outreach centers, community resources, and a variety of instructional techniques. Principles–adopted with regard to sources of support–rejected…

Goldman, Alan H. (1979). Justice and Reverse Discrimination. Defining reverse discrimination as hiring or admissions decisions based on normally irrelevant criteria, this book develops principles of rights, compensation, and equal opportunity applicable to the reverse discrimination issue. The introduction defines the issue and discusses deductive and inductive methodology as applied to reverse discrimination. Part Two (Awarding Positions by Competence) examines desirable positions, rejection of alternative rules, and qualifications. Part Three (Compensation and the Past) studies the principle of compensation, group liability, individual competency, and the various levels of discrimination and compensation. Part Four (Equal Opportunity and the Future) examines utility and rights, and affirmative action. Among the conclusions are: those most competent for positions acquire the rights to those positions; hiring by competence was held preferable to such alternatives as random lotteries for fulfilling positions; strong reverse discrimination is…

(1980). A Perspective on the '80s: Agenda for Action for the Pennsylvania State University. Plans for the 1980s for Pennsylvania State University are presented. Some of the forces for change–enrollment shifts, threats to faculty vitality, new student interests, and eroding financial resources–are considered. Three main themes of the university are quality, selectivity, and flexibility. The following areas are examined: the university's land-grant heritage; university missions in the areas of instruction, research, and public service; missions of the various campuses; and the need for new emphases in health-related programs, international programs, energy programs, and the role of technology. Enrollment prospects are considered for higher education in general, undergraduates, graduates and medical students, and nondegree credit enrollment at on-campus locations. Additional areas are also considered: professional development and vitality of faculty, affirmative action, academic personnel policies, academic leadership, faculty governance, and responsiveness to demands…

(1974). Dues Check-off and Union Security Study. National Center for the Study of Collective Bargaining in Higher Education Newsletter, v2 n2 Mar. This document presents a review of what higher education agreements say about dues checkoff and union security. This study involved review of contracts negotiated by affiliates of the three national organizations, the American Association of University Professors (AAUP), the American Federation of Teachers (AFT), and the National Education Association (NEA); affiliates of the merged AFT/NEA organization in New York State; and various independent bargaining agents. Emphasis is placed on union shop, legal restrictions, 2-year college workload study, hours of work, varying hour weight, preparations, interpretations difficulty, office size, and class size. An extensive bibliography concerning aspects of collective bargaining in higher education is included. The bibliography is divided to cover administration, academic freedom, affirmative action, agents, arbitration awards, arbitration fact-finding awards, Carnegie Commission reports, collective bargaining, collegiality, contracts,… [PDF]

(1983). Women and Minorities in California Public Postsecondary Education: Their Employment, Classification, and Compensation, 1977-1981. Information is presented on the employment, classification, and compensation of ethnic minorities and women in California public postsecondary institutions in 1977, 1979, and 1981. The report is divided into separate sections for the University of California, the State University, and the California community colleges. Within each section, data is provided on: classification/occupational activity; compensation; full-time faculty by tenure status and rank; and new hires, promotions, and separations. Primary emphasis in the textual discussion is placed on the top three occupational categories of Executive/Administrative/Managerial staff; Faculty; and Professional Non-Faculty. Conclusions about affirmative action for personnel in the three public segments since 1977 include the following: there have been modest increases in the percentages of women and minorities in the faculty and staff of the public institutions; in most employment categories, men are better represented than are… [PDF]

Moses, Yolanda T. (1989). Black Women in Academe. Issues and Strategies. The climate for black women students, faculty members, and administrators in both predominantly white as well as historically black colleges and universities is explored, focusing on the subtle and not so subtle ways that race and gender stereotypes can combine to create double obstacles for black women. Black women students, faculty members, and administrators do not perceive themselves and their concerns as integrated into the missions, goals, and social structures of college campuses. Topics of discussion are as follows: an overview of black women on campus; the university culture for students; classroom dynamics; the intersection of racism and sexism; curricular issues; black women and their choice of study; residential and social life; reaching out to black women students; admissions and financial aid; academic advising and mentoring; graduate students; barriers to the graduate degree; pre-university students; professional climate issues; affirmative action dilemma; double… [PDF]

Johnson, Beth Hillman; Tata, Jasmine (1988). Collective Bargaining in Higher Education and the Professions: Bibliography No. 16. The 16th annual bibliography contains 923 citations concerning collective bargaining and other employment and labor relations issues for faculty at institutions of higher education and other professionals. The new category, \AIDS in the Workplace\ has been added this year while the topics of contracts and contract issues, elections, non-faculty, and retrenchment have been merged. Both computer and manual search methods were used to identify the citations which are comprised of books, monographs, dissertations, journals, periodicals, speeches, unpublished reports, and newspaper articles. Most of the citations were published in 1987. Citations are listed alphabetically by author under each topic. Part I, the Faculty Bibliography, has 39 topics including academic freedom, affirmative action, arbitration and mediation, comparable worth, discipline and dismissal, drug testing, faculty organizations, fringe benefits, grievance procedures, merit pay, quality of worklife, tenure, and women…

Coffey, Janis Cox (1984). Planning for Change: Assessing Internal and External Environmental Factors. This report provides, first, an overview of the external and internal environmental factors affecting planning in California's community colleges; and, second, an examination of the influence of the demographics of the Los Rios Community College District (LRCCD). After an executive summary, introductory material discusses ways in which change can be planned through the assessment of internal and external environmental factors. Part I begins with a discussion of how the state's colleges are affected by external forces, such as an aging population, large minority enrollments, inadequate student preparation, limits on government spending, competition for state funds, the state of the labor market, increased accountability and regulation, and public opinion. This section goes on to examine internal environmental factors, including enrollment-driven funding formulas, staff compensation, faculty tenure, collective bargaining, affirmative action, and pressures for centralization. Part II…

(1981). The Condition of Public Elementary and Secondary Education in Connecticut. Fiscal Year 1979-80. Volume 1–The Annual Report of Programs and Evaluations of Connecticut State Board of Education. Program activities of the Connecticut State Board and State Department of Education for fiscal year 1979-80 are summarized in this report, with additional program data for the two preceding fiscal years. Introductory sections highlight the state's comprehensive educational goals and planning, its efforts to equalize statewide school expenditures, and its restructuring of the state department of education. The next section describes the activities of the Office of the Commissioner of Education affecting affirmative action, state board relations, legislative and public relations, and policy and planning. Then, for the 41 units or programs in 13 bureaus grouped under five divisions, the report discusses the need for each program; its goals, objectives, and activities; performance indicators related to its objectives; a summary evaluation of its impact; and a financial report of its personnel and grant expenditures. The five divisions comprise administrative services, instructional… [PDF]

Miller, Robert; And Others (1977). Institutional Characteristics Affecting Minority Admissions and Enrollment Levels at State Universities in Ohio, 1973-1976. The factors affecting the admission and enrollment of minority students at the 12 state universities in Ohio were studied through campus visits, questionnaire administration, and correlation and multiple regression analysis of the findings. Summaries are presented on minority recruitment and retention efforts at each university for the following offices: admissions, financial aid, affirmative action, minority affairs, student affairs, academic affairs, social and cultural activities, black/ethnic studies, and black/ethnic cultural centers. Predictor variables that were isolated for analysis were: cost, federal financial aid, distance from a cultural center, strength of black studies programs and black cultural centers, and strength of minority and special service programs. Figures were obtained for full-time, main-campus, entering undergraduate freshmen for each fall session from 1973 to 1976. The statistical analysis suggests that the major factors affecting minority student… [PDF]

Crowley, John C. (1978). The Universities and Federal Regulation. The impact of increasing federal regulation on American universities is discussed based on an informal survey of senior academic and administrative officials in 13 public and private universities. As government regulation is becoming more intensive and compliance more resource- and time-consuming, government is perceived as having little appreciation for the power and value of academic freedom. With stipulated administrative procedures and required bureaucracy have come pressures toward centralized institutional decision making and away from the traditional decentralized collegial style. The need to recognize the differences between universities and other types of institutions is emphasized. The most serious challenges to institutional freedom are imposed by the implementation of federal affirmative action and costing policies administered by the Department of Health, Education, and Welfare. The heart of the debate over regulation and autonomy is the concern to protect traditional…

Mehallis, Mantha Vlahos (1978). Broward County Employers' Training Needs Assessment. An assessment of the training needs of Broward County, Florida, employers was conducted: (1) to determine the existing training needs of large businesses, industrial firms, and local units of government; (2) to determine which educational agencies in the county could fulfill these needs; and (3) to inform the companies of the results in order to begin planning for needed programs. From the 830 employers who had 50 or more employees, a stratified random sample of 400 employers responded to questionnaire interviews. Variables studied included: geographical area, company type (occupational category), employee qualities, types of positions or job categories (current numbers employed in each and one-, two-, and five-year projections), recruitment, current training, identified training needs, incentives, interest in training programs, employment of handicapped, and affirmative action plans. Findings indicated numerous training needs, primarily in the medical and industrial fields. Many of… [PDF]

(1979). Administrative Plans. STIP II (Skill Training Improvement Programs Round II). Personnel policies, job responsibilities, and accounting procedures are summarized for the Los Angeles Community College District's Skill Training Improvement Programs (STIP II). This report first cites references to the established personnel and affirmative action procedures governing the program and then presents an organizational chart for the District showing the position of the STIP II programs. Job descriptions are then provided for three members of the Administrative Office staff: the Director of Instructional Services, the Coordinator of Comprehensive Employment and Training Act (CETA) Programs, and the STIP II accountant. Next, organizational charts and job descriptions are presented for each of the STIP II components: (1) the computer programming component offered by Los Angeles Southwest College; (2) the programs in welding, electronics, machine shop occupations, and automatic vending machine maintenance offered at Los Angeles Trade-Technical College; and (3 and 4) the…

Stevenson, John B. (1973). An Introduction to Career Education. Offering an overview of the development of the career education concept, its philosophy, and its implementation in existing programs, the document traces the history of career education movements, defines the term \career education,\ and provides a basis for an understanding of the comprehensive nature and scope of career education. It discusses a variety of career education models, career development opportunities in terms of crisis and developmental solutions, and the integration of career development programs into existing systems. A comprehensive career education model within the framework of total services delivery and guidelines for its implementation are presented. A unit on coordinating guidance and counseling activities provides examples of various approaches and systems. Over 100 pages of appendixes offer: (1) excerpts from affirmative action legislation; (2) the Sheboygan, Oregon, and Iowa models; (3) Dictionary of Occupational Titles (DOT) occupational categories and…

(1974). New Horizons in Cooperative Education: Project Report. This document presents a comprehensive overview of cooperative education programs in the San Mateo Community College District. There are three plans which provide regular work experience related to college studies and career goals. The Alternative Semester pattern allows two students to hold one full-time position by exchanging work and study schedules every semester. The Parallel Plan is coordinated to allow a student to work part-time and study part-time. In the Extended Day or Evening College New Careers pattern, special arrangements are made for college studies related to full-time employment. The employers cooperate in work assignments and supervision. Learning retention, academic success, career and affirmative action opportunities, and alternative education possibilities for the nontraditional college student have all improved. Two high priority problems have become apparent–the lack of program orientation to include liberal arts transfer students in cooperative education,… [PDF]

(1999). Workplace Diversity Issues. This document contains three symposium papers on workplace diversity issues. "Expanding Theories of Career Development: Adding the Voices of African American Women in the White Academy" (Mary V. Alfred) questions the validity of existing career development models for women and minority groups and examines the professional development of five tenured African American women at predominantly white research universities in a study based on a life history approach. "The Relationship between Selected Variables on Diversity and the Implementation of Diversity as Successful Corporate Culture Change Programs" (Clarence E. Whittenburg, Dennis G. Tesolowski, Melissa H. Marcus, Clinton H. Isbell) reports the results of a study that support the theory that work force diversity initiatives closely aligned with affirmative action initiatives are more likely to result in backlash than those aligned with managing diversity as a business necessity. "Diversity…

Wentling, Rose Mary (2001). Diversity in the Work Force. The Highlight Zone: Research @ Work No. 4. A literature review was conducted to identify critical work force diversity issues in today's changing workplace and identify ways organizations and career and technical education (CTE) practitioners can increase work force diversity. A broad, all-inclusive definition of diversity was developed that focuses on how diversity affects individuals and organizations and emphasizes communicating a concept of diversity as more than race, gender, affirmative action, and equal employment opportunity. Diversity management strategies belonging to the following six categories were discussed: needs assessment; organizational commitment; business strategy; systems and procedures that support diversity; integration and implementation; and assessment and refinement. The following were among the recommendations offered to CTE practitioners concerned with increasing and managing diversity in the work force: (1) realize that having the ability to work as a team member is a marketable skill and that… [PDF]

Kezar, Adrianna J. (1999). Higher Education Trends (1997-1999): Legal Issues. ERIC-HE Trends. Historically, legal issues have not been well represented in the higher education research literature. Two sources, however, regularly discuss legal issues: the Journal of College and University Law and the Chronicle of Higher Education. Three main themes emerge in the literature on legal issues: (1) rethinking and refining of traditional policies; (2) the rise in campus issues; and (3) technology. The little research in the higher education journals or at conferences that relates to issues of academic freedom, faculty collective bargaining, and tenure tends to define these issues philosophically rather than from a legal perspective. Literature on copyrights, patents, and research involving human subjects is minimal. New literature, mostly opinion pieces, continues to be written about ambiguous issues that emerge in cases involving affirmative action, sexual harassment, discipline, due process, discrimination, and athletics, but research is needed on the erosion of immunities and… [PDF]

Glazer-Raymo, Judith (1999). Shattering the Myths: Women in Academe. Although significant advances have been made since 1970 to increase women's participation in higher education, women's equality is a myth, especially among academic leaders such as senior faculty, department chairs, deans, and administrators. Data show that academic women suffer disparities with respect to men by almost every indicator of professional status, including rank, salary, tenure, job satisfaction, and working conditions. Factors contributing to this continuing inequality include challenges to affirmative action, the corporatization of the university, and the increase in the number of non-tenure track positions. In addition, cultural, attitudinal, and structural constraints continue to inhibit women's progress. Change is needed in policy, attitude, and organizational culture and that women must take a political role in the struggle for their own success. Individual chapters have the following titles: "The Personal and the Professional: Becoming a Feminist";…

Howard, Darlinetta; Walters, Judy (1990). Accomplishments in Faculty and Staff Development, 1988-1990. In spring 1989, the California Legislature provided $5 million for faculty and staff development at California Community Colleges during the 1988-89 fiscal year. Another $5 million was allocated in July 1989 for 1989-90. These funds, allocated under Assembly Bill (AB) 1725, were provided for each campus to establish an advisory committee composed of faculty, classified employees, and administrators; to conduct a staff development needs assessment; to develop a plan to meet those needs; and to implement the planned activities. In April 1990, the Chancellor's Office requested that each college provide information on any faculty and staff development activities, explaining whether such activities were financed through AB 1725 or with District funds, and providing statistics on the number of people participating in each development activity. The colleges were asked to provide information on: (1) any outstanding activity financed with AB 1725 funds; (2) any activity relating to…

Ramirez, Manuel, III (1995). Historical Development of the Concept of the Multicultural Personality: A Mixed Ethnic Heritage Perspective. The Mestizo (mixed ethnic heritage) Civil Rights Movement in the United States can be divided into five phases: Pre-Civil Rights, Civil Rights, Bilingual-Multicultural Education, Political Conservatism, and the current period, an Assault on Civil Rights. The paper describes how a personal research career has been influenced by the different stages of the Movement, and work on the concept of the multicultural personality has closely reflected its various phases. The Movement not only provided multicultural models such as Cesar Chavez, Malcolm X, Dolores Huerta, Martin Luther King, Jr., and Rosa Parks, it also provided a liberating force from racist, sexist, and cultural and genetic superiority paradigms of the social sciences. A personal account of the development of the concept of the multicultural personality is given, and a description of the instruments which were designed to assess multicultural personality processes is also provided. The anti-affirmative action trend of today's… [PDF]

Johnson, Beth Hillman; Lowe, Ida B. (1991). Collective Bargaining in Higher Education and the Professions. Bibliography No. 19. This bibliography, part of an annual accounting of the state-of-the-art in collective bargaining in higher education and the professions, lists research and writings published in 1990. The bibliography is divided into five parts. Part I is devoted to those publications concerned with college and university faculty; subjects include (among others) affirmative action, AIDS (Acquired Immunodeficiency devoted to those publications involving faculty and include the governance, merit pay, quality of worklife, retirement, salaries, tenure and promotion, and sexual harassment. Part II deals with financial assistance that is part of the package, the procedures governance, merit pay, and sexual harassment. Part II deals with professions and professionals and includes publications covering the health care, sports, and nursing professions. A total of 846 items are listed in Parts I and II. Part III provides lists of number are provided. An alphabetical index to financial aid programs is… [PDF]

Shearer, Sharon; Suskie, Linda Michaels (1983). Using Regression Analysis to Determine Inequities in Faculty Salaries. AIR 1983 Annual Forum Paper. Linear regression models that predict faculty salaries from professional and affirmative action variables were developed to validate promotion and merit criteria, set a starting salary scale, and identify possible systematic and individual salary inequities. All 377 full-time teaching faculty and librarians (309 men and 68 women) employed by a public four-year college in fall 1981 were investigated. Four stepwise multiple regression analyses were performed. Rank, age, year of appointment, department chair status, librarian status, and sex all affected salary significantly; while tenure, race, and citizenship did not. Contrary to hypothesis, removing rank and tenure from the model did not unmask a sex effect. The uses of regression models in studying faculty salaries are discussed, as are the following five weaknesses: (1) the validity of the model is affected by the choice of variables, (2) variables of interest may be difficult to operationalize, (3) regression analysis assumes all… [PDF]