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Developing A Compensation Plan For Increasing Engineering Technology Faculty Salaries

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1999 Annual Conference


Charlotte, North Carolina

Publication Date

June 20, 1999

Start Date

June 20, 1999

End Date

June 23, 1999



Page Count


Page Numbers

4.176.1 - 4.176.9

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Paper Authors

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H. Öner Yurtseven

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Patricia L. Fox

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Stephen Hundley

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NOTE: The first page of text has been automatically extracted and included below in lieu of an abstract

Session 2648

Developing a Compensation Plan for Increasing Engineering Technology Faculty Salaries

Patricia L. Fox, Stephen P. Hundley, and H. Öner Yurtseven Indiana University-Purdue University Indianapolis (IUPUI)


Increasing salaries to attract, retain, and motivate faculty has always been a high priority for the Purdue School of Engineering and Technology at Indiana University-Purdue University Indianapolis (IUPUI). For the past 23 years, we have used various methods to present our case to the campus’s central administration for the purpose of acquiring base funds to increase faculty salaries. During the 1980s, we were very successful in obtaining additional funds to increase faculty salaries. In the 1990’s, however, financial changes occurred within the university that have made it harder for our school to obtain the needed additional base funds to bring our faculty salaries to the level of our peer institutions. We realize that there is a need to explore other avenues to reward faculty, especially in light of the fact that increases to base funding in higher education remains difficult to acquire.

In this paper, we outline the development of a compensation plan specifically designed to attract, retain, and motivate faculty. In order to do this, we will first look at the challenges and changes higher education faces pertaining to these aspects. We will then review both cash and non-cash options for compensating faculty. In addition, we will include the steps necessary for implementing a compensation plan over a given period of time and a discussion of overcoming obstacles for achieving the desired goal. This paper will be beneficial for deans and directors of engineering technology programs, and it should also be of interest to engineering technology faculty.

I. Changes and Challenges Facing Higher Education

Before discussing some of the specific strategies administrators can use to compensate faculty, it is important to address some of the salient changes and resulting challenges that higher education presently faces.

Higher education, as an industry, will be experiencing rapid growth throughout the next several years, largely due to the maintained and increased need for educational services, research capabilities, and public outreach, service, and community development opportunities. Despite this growth, however, higher education is far from attaining the stability that other industries so often assume. Presently, there are several factors that are contributing to the changes taking place in postsecondary institutions. All of these changes have a direct connection to and impact on what transpires in the teaching and learning process; all impact the nature of faculty work;

Yurtseven, H. Ö., & Fox, P. L., & Hundley, S. (1999, June), Developing A Compensation Plan For Increasing Engineering Technology Faculty Salaries Paper presented at 1999 Annual Conference, Charlotte, North Carolina.

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