(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]
(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]
(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…
(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…
(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]
(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…
(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]
(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]
(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…
(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…