Article
Authors: Jeffrey M. Ulmer (University of Central Missouri) , Scott Wilson (University of Central Missouri) , John Sutton (University of Central Missouri)
Twenty-seven out of seventy-eight Association of Technology, Management, and Applied Engineering affiliated national colleges and universities participated in a random survey to determine competitive (market) pay salary levels and to obtain concepts for funding faculty salary increases for individuals in high demand Industrial Technology and Engineering Technology programs. Salary levels were evaluated and it was determined that only the terminally-degreed assistant professor rank obtained a statistical significance of p = .01 [F(1, 17) = 8.32] when a one-way cost-of- living nationally-adjusted ANOVA test was conducted between institutions who use competitive pay against those who do not. Competitive pay funding methods included state funds/budgets, grants, tuition increases, unionization, financial reserves, and collapsing of existing open faculty positions. Applied Industrial Technology and Engineering Programs competitive pay benchmarking to organizations such as AAUP, ATMAE, and CUPA-HR were also considered important.
Keywords: administration, higher education, leadership, management, research
How to Cite: Ulmer, J. M. , Wilson, S. & Sutton, J. (2010) “Market Pay: A National Academic Struggle to Compensate a High Demand Discipline”, The Journal of Technology, Management, and Applied Engineering. 26(3).