WorldWideScience

Sample records for salaries

  1. Salary adjustments

    CERN Multimedia

    HR Department

    2008-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2007, salaries are adjusted with effect from 1 January 2008. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively): increased by 0.71% with effect from 1 January 2008. As a result of the stability of the Geneva consumer price index, following elements do not increase: a) Family Allowance, Child Allowance and Infant Allowance (Annex R A 3). b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01) for the academic year 2007/2008. Related adjustments will be implemented, wherever applicable, to Paid Associates and Students. As in the past, the actual percentage increase of each salary position may vary, due to the application of a constant step value and the rounding effects. Human Resources Department Tel. 73566

  2. Salary adjustments

    CERN Multimedia

    HR Department

    2008-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2007, salaries are adjusted with effect from 1 January 2008. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively): increased by 0.71% with effect from 1 January 2008. As a result of the stability of the Geneva consumer price index, the following elements do not increase: a)\tFamily Allowance, Child Allowance and Infant Allowance (Annex R A 3); b)\tReimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01) for the academic year 2007/2008. Related adjustments will be applied, wherever applicable, to Paid Associates and Students. As in the past, the actual percentage increase of each salary position may vary, due to the application of a constant step value and rounding effects. Human Resources Department Tel. 73566

  3. Salary Equity Study 2010

    OpenAIRE

    Virginia Tech. Office of Institutional Research and Effectiveness

    2010-01-01

    As part of the ongoing AdvanceVT program, Virginia Tech conducts salary equity studies on a regular basis to determine sources of variation in faculty salaries. This year’s equity study, conducted by the Office of Institutional Research and Effectiveness, analyzed salary data from December 2009 to reflect a timeframe similar to the previous studies. Considerable attention was paid to race/ethnicity as well as gender as factors in explaining variation in salaries. As in the past, the analysis ...

  4. Placements & Salaries 2001: Salaries Rebound, Women Break Out.

    Science.gov (United States)

    Terrell, Tom

    2002-01-01

    Presents results of the annual placements and salaries survey of library schools. Highlights include job trends; a rise in salaries; gender issues; minorities; placements by region and by type of organization; graduates' attitudes; the need to teach more technology; average salaries; and a comparison of salaries by type of organization. (LRW)

  5. Bachelor's Degree Salary Report

    Science.gov (United States)

    Bell, Peter M.

    An update on salary offers to graduating college seniors indicates sharp increases for those with bachelor's degrees in engineering and science, according to the College Placement Council.Students majoring in petroleum engineering draw the top offers: $26,652 per annum, an 11.8% increase; some offers even topped $30,000 per year! Second-ranked chemical engineering, at $24,360, experienced a 12.7% gain. Since the July 1980 report, increases in average salary offers for the 11 bachelor's level engineering disciplines ranged from 10% to 14%.

  6. Process-focused Salary System

    Institute of Scientific and Technical Information of China (English)

    MEI Shao-zu; LI Wei

    2002-01-01

    Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organization's goal. With the transfer from function-focused organization to proeess-focused organization, the new relative salary system should be established at the same time. This article is intended to introduce an original salary system-process-focused salary system. After pointing out faults of traditional function-focused salary system, the article explains the design thoughts behind the new process-focused salary system, summaries its three styles: based-on-cost, based-on-quality and based-on-task; and at last defines its application scope.

  7. Coaching Salaries: Approaching Equality

    Science.gov (United States)

    Grebe, Keith R.; Leslie, David K.

    1976-01-01

    A survey conducted in the Iowa public schools indicates that the coaches of teams for girls and teams for boys tend to be paid equal salaries when the teams are of the same sports, but because fewer terms of the so-called major sports are offered for girls than for boys, there are presently fewer high paying coaching opportunities for women than…

  8. Stereotype threat in salary negotiations is mediated by reservation salary.

    Science.gov (United States)

    Tellhed, Una; Björklund, Fredrik

    2011-04-01

    Women are stereotypically perceived as worse negotiators than men, which may make them ask for less salary than men when under stereotype threat (Kray et al., 2001). However, the mechanisms of stereotype threat are not yet properly understood. The current study investigated whether stereotype threat effects in salary negotiations can be explained by motivational factors. A total of 116 business students negotiated salary with a confederate and were either told that this was diagnostic of negotiating ability (threat manipulation) or not. Measures of minimum (reservation) and ideal (aspiration) salary goals and regulatory focus were collected. The finding (Kray et al., 2001) that women make lower salary requests than men when under stereotype threat was replicated. Women in the threat condition further reported lower aspiration salary, marginally significantly lower reservation salary and less eagerness/more vigilance than men. Reservation salary mediated the stereotype threat effect, and there was a trend for regulatory focus to mediate the effect. Thus, reservation salary partly explains why women ask for less salary than men under stereotype threat. Female negotiators may benefit from learning that stereotype threat causes sex-differences in motivation. © 2010 The Authors. Scandinavian Journal of Psychology © 2010 The Scandinavian Psychological Associations.

  9. Salary and the Gender Salary Gap in the Academic Profession

    OpenAIRE

    Melanie E. Ward

    1999-01-01

    The academic profession is an occupation in which pay has fallen dramatically, resulting in the setting up of a Committee of Inquiry to examine both pay relativities and mechanisms for pay determination. This paper considers salary determination and the gender salary gap in the academic labour market drawing upon a particularly detailed data set of 900 academics from five traditional Scottish Universities. Results reveal an aggregate gender salary differential for academic staff of 15%. Most ...

  10. Placements & Salaries Survey 2010: Stagnant Salaries, Rising Unemployment

    Science.gov (United States)

    Maatta, Stephanie L.

    2010-01-01

    "Library Journal's annual Placements & Salaries Survey, with 1,996 respondents representing 38.7% of the approximately 5160 2009 LIS graduates, found an uptick in starting salaries, but bigger bumps in part-time and temporary jobs, an expanding gender gap, setbacks for minority graduates, and a drop in the number of total graduates. On the up…

  11. Academic Women and Salary Differentials.

    Science.gov (United States)

    Academe, 1988

    1988-01-01

    Data from the 1988 report of Committee W on the Status of Women in the Academic Profession suggests that sex discrimination in salaries, rank, and tenure persist. A comparison of women faculty's salaries and ranks in five institutions of widely varying types is provided. (MSE)

  12. Sex, Salaries, and Library Support.

    Science.gov (United States)

    Heim, Kathleen M.; Kacena, Carolyn

    1979-01-01

    Presents the rationale, method, results, analysis, and discussion of a survey of public libraries in the United States and Canada which asked for sex of director, director's salary, director's length of tenure, size of population served, per capita support, and beginning professional salary. This study extends work by Carpenter and Shearer (1972).…

  13. Allegheny County Employee Salaries 2016

    Data.gov (United States)

    Allegheny County / City of Pittsburgh / Western PA Regional Data Center — Employee salaries are a regular Right to Know request the County receives. Here is the disclaimer language that is included with the dataset from the Open Records...

  14. Sex Segregation and Salary Structure in Academia.

    Science.gov (United States)

    Fox, Mary Frank

    1981-01-01

    Do high proportions of women depress men's salary levels in academic departments? Are women's salary levels higher in male-dominated departments? Are men salary-compensated for working with women? This study demonstrated instead that the sex-salary relationship rests upon the connection between department composition and sex-related achievement…

  15. Faculty Salary: Issues in Multiple Regressions

    Science.gov (United States)

    Liu, Richard; Liu, Rebecca

    2005-01-01

    Equity in faculty salaries has always been a controversial issue facing institutions of higher education. As a bastion of academic freedom where faculty and students purse knowledge, it is almost anti-intellectual to find a gender gap in salaries. More importantly, there are laws, which ensure gender equity in salaries. Thus, salary equity has…

  16. Predictors of Accounting Salaries: A Comparison of Bachelor Degree Graduate Salaries with Associate Degree Graduate Salaries

    Science.gov (United States)

    Tickell, Geoffrey

    2009-01-01

    This paper reports on an investigation comparing the employment salary of bachelor degree in accounting graduates with associate degree in accounting graduates two years after their graduation. Using hierarchical regression analyses, this study shows the predictive strength of participants' academic qualifications, age, gender, GPA, professional…

  17. Ninth Triennial Toxicology Salary Survey.

    Science.gov (United States)

    Gad, Shayne Cox; Sullivan, Dexter Wayne

    2016-01-01

    This survey serves as the ninth in a series of toxicology salary surveys conducted at 3-year intervals and beginning in 1988. An electronic survey instrument was distributed to 5919 individuals including members of the Society of Toxicology, American College of Toxicology, and 23 additional professional organizations. Question items inquired about gender, age, degree, years of experience, certifications held, areas of specialization, society membership, employment and income. Overall, 1293 responses were received (response rate 21.8%). The results of the 2014 survey provide insight into the job market and career path for current and future toxicologists. © The Author(s) 2016.

  18. Eighth triennial toxicology salary survey.

    Science.gov (United States)

    Gad, Shayne Cox; Sullivan, Dexter Wayne

    2013-01-01

    This survey serves as the eighth in a series of toxicology salary surveys conducted at 3-year intervals and beginning in 1988. An electronic survey instrument was distributed to 5800 individuals including members of the Society of Toxicology, American College of Toxicology, and 23 additional professional organizations. Question items inquired about gender, age, degree, years of experience, certifications held, areas of specialization, society membership, employment and income. Overall, 2057 responses were received (response rate 35.5%). The results of the 2012 survey provide insight into the job market and career path for current and future toxicologists.

  19. Difference in salary among science Doctorate

    OpenAIRE

    Ceesay, Ebrima K

    2012-01-01

    Abstract The paper examined the salary difference among science Doctorates for 2004 and 2006.The variation of certain factors such as experience, gender, marital status, Publication, Presentation, hiring and difference in sciences faculties (like natural sciences, social sciences etc.) leads to differences in salary at the end of the doctorate program. The model found out that male and female have different salary due factors such as early marriage, child bearing and household responsibil...

  20. Salary Equity: Detecting Sex Bias in Salaries among College and University Professors.

    Science.gov (United States)

    Pezzullo, Thomas R., Ed.; Brittingham, Barbara E., Ed.

    Sex bias in college faculty salaries is examined in this book. Part 1 contains the following four chapters on the use of multiple regression to detect and estimate sex bias in salaries: "The Assessment of Salary Equity: A Methodology, Alternatives, and a Dilemma" (Thomas R. Pezzullo and Barbara E. Brittingham); "Detection of Sex-Related Salary…

  1. Modelling the harmonized tertiary Institutions Salary Structure ...

    African Journals Online (AJOL)

    This paper analyses the Harmonized Tertiary Institution Salary Structure (HATISS IV) used in Nigeria. The irregularities in the structure are highlighted. A model that assumes a polynomial trend for the zero step salary, and exponential trend for the incremental rates, is suggested for the regularization of the structure.

  2. Starting Salary Outcomes of Cooperative Education Graduates.

    Science.gov (United States)

    Gardner, Philip D.; And Others

    1992-01-01

    Comparison of 370 engineering co-op graduates with 1,037 nonco-op engineering graduates showed that co-op participants had higher starting salaries; 5 or fewer terms of co-op had better effects. Women, especially electrical, mechanical, or chemical majors, had substantially better salaries with co-op experience. (SK)

  3. Predicting the Salary Satisfaction of Exempt Employees.

    Science.gov (United States)

    Dreher, George F.

    1981-01-01

    Examined the degree to which salary satisfaction can be predicted using company-maintained information. Studying managerial, professional, and technical employees, results suggest that without inclusion of a variety of employee perceptions, only a small proportion of pay satisfaction could be accounted for, with salary and sex as primary objective…

  4. A MARXIST CONCEPT OF SALARY

    Directory of Open Access Journals (Sweden)

    Jorge Luiz Souto Maior

    2014-12-01

    Full Text Available Marx, more than once, makes clear that “the capital always does the workforce work longer than necessary for the reproduction of the value of the latter” and it is the production of surplus value. However, the legal form makes it appear that the work has in itself a value, and that the wages represent this value. The classical economic notion of salary does seem that the work has been fully paid and the legal, to define the institute also brings the idea that the salary is fair, since the measure is at least sufficient to meet the vital needs. In addition, the salary, legally speaking, is conceptualized as “consideration for work done”, and as there was a level equivalence between work and wages. The legal world, assuming that assumption leads us to further alienating abstraction when one pays, in sequence, to call into question the various forms of compensation. Already completely removed from reality, legal studies on wages lead us, in sequence, to take new forms: term of payment; forms of wage fixation and protection rules for the payment takes place. Ie, when more one studies the legal form, most distant of the essence. As Marx says, “the wage-form thus extinguishes every trace of the division of the working day into necessary labor and over-work, paid work and unpaid work”, and the salary, “All labor appears as paid labor”. In other words, again: “In wage labor, on the contrary, even the mostwork or unpaid labor appears as paid work.”. On the other hand, the law, notably the Labour Law, is a cultural object which cannot be neglected, as it is part of life of workers and can, in a sense, paradoxical as it may seem, help formulate understandings to away from the sale, so that it is a right repeatedly attacked by the ruling class itself, to whom the legal forms in general benefit. The compensation for moral damage and moral harassment, increasingly frequent in labor law, and even compensation for social harm (

  5. Teachers’ salaries in the totalitarian system

    Directory of Open Access Journals (Sweden)

    Angela Lisnic

    2013-12-01

    Full Text Available In the article there are presented results of the research of dynamics of teachers' salaries in 1945-1980s, a comparison of the salary with a living wage, as well as a comparison of official data with memories of teachers. There are given data on housing and living conditions of teachers in rural areas, the privileges in buying certain goods for teachers and other members of pedagogical staff in rural schools and loans on subsistence farming and construction of houses. There are examples of the calculation of salaries of teachers by grade in accordance with the provisions of the teachers' salary increase. There are also analyzed teachers' salaries depending on the working time, planning payroll for this category of workers and payments for additional work undertaken by them. The further research in this area will help to more fully understand the real social and financial status of teachers.

  6. Geoscience salaries up by 10.8%

    Science.gov (United States)

    Bell, Peter M.

    According to a recent salary survey of over 4000 scientists in all fields by Research and Development (March 1984) geoscientists ranked fourth place for 1984. Mathematics, aeronautical engineering, and metallurgy had higher median salaries, but the discipline of geoscience had a higher median salary than that of physics, chemical engineering, mechanical engineering, electrical engineering, ceramics, chemistry, industrial engineering, biology, and other fields of research and development. The 1984 median salary for geoscientists was $40,950, up from the median value by 10.8%. In 1983, geoscience was ranked in ninth place.The geoscientist profile for 1984 was not unusual. The median age was 47.5 years, and the median years of experience was 18. Geoscientists are the best educated. Eighty-two percent of the geoscientists polled had advanced degrees beyond the bachelor's degree. Fifty-six percent of the geoscientists had the Ph.D. degree.

  7. Addressing Gender Equity in Nonfaculty Salaries.

    Science.gov (United States)

    Toutkoushian, Robert K.

    2003-01-01

    Discusses the challenges involved in conducting a salary-equity study for nonfaculty academic employees and shows how such an analysis was conducted at one institution. Describes how the institution reacted to the study. (EV)

  8. 29 CFR 541.602 - Salary basis.

    Science.gov (United States)

    2010-07-01

    ... the workplace or to other employees, such as rules prohibiting smoking in explosive plants, oil... violence. (6) An employer is not required to pay the full salary in the initial or terminal week of...

  9. The Safety Pharmacology Society salary survey.

    Science.gov (United States)

    Pugsley, Michael K; Authier, Simon; Brabham, Tiffini; Soloviev, Maxim; Markgraf, Carrie G; Correll, Krystle; Traebert, Martin; Greiter-Wilke, Andrea; Valentin, Jean-Pierre; Vargas, Hugo; Botchway, Alfred; Leishman, Derek J; Curtis, Michael J

    2017-11-01

    Safety pharmacology is a growing discipline with scientists broadly distributed across international geographical regions. This electronic salary survey is the first to be distributed amongst the entire Safety Pharmacology Society (SPS) membership. An electronic survey was sent to all members of the Society. Categorical survey questions assessed membership employment types, annual incomes, and professional certifications, along with other associated career attributes. This survey was distributed to the SPS membership that is comprised of safety pharmacologists, toxicologists and pharmacologists working globally in the pharmaceutical industry, at contract research organizations (CRO), regulatory agencies, and academia or within the technology provider industry. The survey was open for responses from December 2015 to March 2016. The survey response rate was 28% (129/453). North America (68%) was the region with the largest number of respondents followed by Europe (28%). A preponderance of respondents (77%) had 12years of industry experience or more. 52% of responders earned annually between $40,000 and $120,000. As expected, salary was generally positively correlated with the number of years of experience in the industry or the educational background but there was no correlation between salary and the number of employee's directly supervised. The median salary was higher for male vs female respondents, but so was median age, indicative of no gender 'salary gap'. Our 2016 SPS salary survey results showcased significant diversity regarding factors that can influence salary compensation within this discipline. These data provided insights into the complex global job market trends. They also revealed the level of scientific specialization embedded within the organization, presently uniquely positioned to support the dynamic career paths of current and future safety pharmacologists. Copyright © 2017 Elsevier Inc. All rights reserved.

  10. Gender-Based Salary Inequity in Social Work: Mediators of Gender's Effect on Salary

    Science.gov (United States)

    Koeske, Gary F.; Krowinski, William J.

    2004-01-01

    This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated $3,665 more) than women social workers. A path analysis suggested that the salary advantage for men that was…

  11. Faculty Salary as a Predictor of Student Outgoing Salaries from MBA Programs

    Science.gov (United States)

    Hamlen, Karla R.; Hamlen, William A.

    2016-01-01

    The authors' purpose was to investigate the predictive value of faculty salaries on outgoing salaries of master of business administration (MBA) students when controlling for other student and program variables. Data were collected on 976 MBA programs using Barron's "Guide to Graduate Business Schools" over the years 1988-2005 and the…

  12. Gender-based salary inequity in social work: mediators of gender's effect on salary.

    Science.gov (United States)

    Koeske, Gary F; Krowinski, William J

    2004-04-01

    This study examined the direct effect of gender, controlling for years of experience, job role, and other variables, in a sample of 359 Pennsylvania social workers. Men social workers received significantly more yearly salary (an estimated 3,665 dollars more) than women social workers. A path analysis suggested that the salary advantage for men that was attributable to their acquiring more experience and management positions was slightly larger than the direct effect of gender. The ability of merit variables to explain salary was somewhat greater for men than women. Other variables that mediated the effect of gender on salary were MSW specialization, working in a social work or a related area, and practice area (children and youths, health, mental health, or other area). The results suggest that substantial gender disparity continues to exist in social worker salaries.

  13. Gender differences in nurse practitioner salaries.

    Science.gov (United States)

    Greene, Jessica; El-Banna, Majeda M; Briggs, Linda A; Park, Jeongyoung

    2017-11-01

    While male nurses have been shown to earn considerably more than female nurses, there is less evidence on gender disparities in salary among nurse practitioners (NPs). This study examines whether the gender gap in NP salaries persists after controlling for differences in work setting and demographic factors. We analyzed the relationship between gender and salary (2011 pretax earnings) among 6591 NPs working as NPs at least 35 h per week, using the 2012 National Sample Survey of Nurse Practitioners. We first conducted bivariate regression analyses examining the relationship between gender and earnings, and then developed a multivariate model that controlled for individual differences in demographic and work characteristics. Male NPs earned $12,859 more than female NPs, after adjusting for individual differences in demographics and work characteristics. The gender gap was $7405 for recent NP graduates, and grew over time. Male NPs earned significantly more than female NPs across all clinical specialty areas. The gender disparities in NP salaries documented here regardless of professional seniority or clinical area should spark healthcare organizations to conduct pay equity assessments of their employees' salaries to identify and ameliorate pay inequality. ©2017 American Association of Nurse Practitioners.

  14. Results of the 2015 Perfusionist Salary Study.

    Science.gov (United States)

    Lewis, Doreen M; Dove, Steven; Jordan, Ralph E

    2016-12-01

    Presently, there exists no published valid and reliable salary study of clinical perfusionists. The objective of the 2015 Perfusionist Salary Study was to gather verifiable employee information to determine current compensation market rates (salary averages) of clinical perfusionists working in the United States. A salary survey was conducted between April 2015 and March 2016. The survey required perfusionists to answer questions about work volume, scheduling, and employer-paid compensation including benefits. Participants were also required to submit a de-identified pay stub to validate the income they reported. Descriptive statistics were calculated for all survey questions (e.g., percentages, means, and ranges). The study procured 481 responses, of which 287 were validated (i.e., respondents provided income verification that matched reported earnings). Variables that were examined within the validated sample population include job title, type of institution of employment, education level, years of experience, and geographic region, among others. Additional forms of compensation which may affect base compensation rates were also calculated including benefits, call time, bonuses, and pay for ancillary services (e.g., extracorporeal membrane oxygenation and ventricular assist device). In conclusion, in 2015, the average salary for all perfusionists is $127,600 with 19 years' experience. This research explores the average salary within subpopulations based on other factors such as position role, employer type, and geography. Information from this study is presented to guide employer compensation programs and suggests the need for further study in consideration of attrition rates and generational changes (i.e., perfusionists reaching retirement age) occurring alongside the present perfusionist staffing shortage affecting many parts of the country.

  15. Family planning providers losing ground on salary front. 1998 salary survey results.

    Science.gov (United States)

    1998-11-01

    Findings from Contraceptive Technology Update's 1998 salary survey show that while physicians, administrators, and nurse midwives have realized gains in median income since 1997, nurse practitioners, registered nurses, physician assistants, and health educators have lost ground. 159 readers responded to the survey. 1998 median salaries for physicians, nurse midwives, and administrators were $100,000, $60,000, and $45,000, respectively. Nurse practitioners who held no other administrative titles reported a pay drop from the 1997 median of $42,500 to $41,111 in 1998, while the median pay for registered nurses fell from $32,500 in 1997 to $30,000 in 1998, physician assistants' median salary declined from $40,000 to $35,000, and health educators' median salary declined from $42,000 to $18,748. This is the second year of reduced salaries for nurse practitioners. 98% of survey participants were female; almost two-thirds of the responses were received from the Midwest and the South, two areas of traditionally lower salaries; almost all worked in a city or county health department; and more than 66% of responses came from respondents who worked in medium-size or rural communities. Nurses with master's degrees reported higher median salaries, and job placements for master's degree nursing graduates were among the highest for any degree level at graduation.

  16. The Wage Gap and Administrative Salaries Today.

    Science.gov (United States)

    Beyer, Kirk D.

    1992-01-01

    Analysis of national data on college administrator salaries by gender, minority/nonminority status, years of service, and institution type found that wage gaps related to gender and minority status persisted in 1991-92 but that interaction of length of service with other study variables explained a significant amount of this gap. (MSE)

  17. Can Students Predict Starting Salaries? Yes!

    Science.gov (United States)

    Webbink, Dinand; Hartog, Joop

    2004-01-01

    We use Dutch panel data in which students have been asked to state their expected starting salary and confront these with realisations four years later. Both level and structure of expectations and realisations are remarkably close: we barely find systematic under- or overestimation effects.

  18. English Salaries: Findings of the 1984-85 ADE Survey.

    Science.gov (United States)

    Huber, Bettina J.

    1987-01-01

    Summarizes the salary data collected as part of ADE's 1984-85 survey of English programs and compares the ADE data with the findings of other salary surveys for 1984-85 to assess the accuracy of the ADE findings. Rough estimates of salaries for English faculty for 1985-86 and 1986-87 are provided. (JC)

  19. Placements & Salary Survey 2008: Jobs and Pay Both up

    Science.gov (United States)

    Maatta, Stephanie

    2008-01-01

    Despite a difficult economy and tightening budgets, both jobs and salaries rose for 2007 graduates. Echoing the previous year's growth, reported annual salaries increased approximately 3.1%, from $41,014 in 2006 to $42,361. The picture was most positive for graduates in the Southeast, whose average annual starting salary surged past the $40,000…

  20. 17 CFR 256.920 - Salaries and wages.

    Science.gov (United States)

    2010-04-01

    ... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Salaries and wages. 256.920... COMPANY ACT OF 1935 2. Expense § 256.920 Salaries and wages. (a) This account shall include salaries, wages, bonuses and other consideration for services, with the exception of director's fees paid directly...

  1. 26 CFR 509.113 - Government wages, salaries, and pensions.

    Science.gov (United States)

    2010-04-01

    ... 26 Internal Revenue 19 2010-04-01 2010-04-01 false Government wages, salaries, and pensions. 509...) REGULATIONS UNDER TAX CONVENTIONS SWITZERLAND General Income Tax § 509.113 Government wages, salaries, and pensions. (a) General. Under Article XI of the convention any wage, salary, or similar compensation, or any...

  2. The Effect of Sex on Salaries of Certified Rehabilitation Counselors.

    Science.gov (United States)

    Beardsley, Mark M.; And Others

    1986-01-01

    Examined the relationship between sex and annual salary for 650 certified rehabilitation counselors (CRCs). Found sex to be a significant predictor of CRC annual salaries when effects of religion, employment setting, education, work/location, and work experience were controlled. Indicated that women earn 84% of the salaries earned by men.…

  3. Physician assistant specialty choice: Distribution, salaries, and comparison with physicians.

    Science.gov (United States)

    Morgan, Perri; Everett, Christine M; Humeniuk, Katherine M; Valentin, Virginia L

    2016-07-01

    To describe trends in physician assistant (PA) specialty distribution, compare these trends with physicians, and quantify the relationship of PA specialty prevalence with both PA and physician salary. PA specialty and salary data were obtained from the 2013 American Academy of PAs' Annual Survey; physician specialty and salary data from the American Medical Association Physician Masterfile and the Medical Group Management Association. Analyses included descriptive statistics and linear regression. The proportion of PAs working in primary care decreased from 50% in 1997 to 30% in 2013. Substantial growth in PA proportions occurred in surgical and medical subspecialties. Regression models showed a higher prevalence of PAs in specialties with higher PA salary, higher physician salary, and higher physician-to-PA salary ratio (P<0.05). PAs are moving toward subspecialty practice. Our study suggests that demand for PAs may be an important factor driving the trend toward specialization.

  4. Below the Salary Line: Employee Engagement of Non-Salaried Employees

    Science.gov (United States)

    Shuck, Brad; Albornoz, Carlos

    2007-01-01

    This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

  5. The role of gender in MPH graduates' salaries.

    Science.gov (United States)

    Bradley, E H; White, W; Anderson, E; Mattocks, K; Pistell, A

    2000-01-01

    Several studies have demonstrated that workforce roles and salaries differ substantially between men and women in administrative positions within the health care industry. Recent studies of graduates with masters of business administration (MBA) and masters of health administration (MHA) degrees have indicated that women tend to experience lower salaries, given like responsibilities. However, the impact of gender on salary has been less studied among masters of public health (MPH) graduates in the health care field. Our objective was to assess the impact of gender on salary among MPH degree graduates. Using a cross-sectional survey of all graduates from the MPH program at Yale University between 1991-1997 (n = 201, response rate = 51%), we ascertained graduates' reported salary in the first job post-graduation and reported salary in their current position. Bivariate and multivariate analyses were used to assess the unadjusted and adjusted associations between gender and salary. Salaries in both the first job post-graduation and in the current job differed significantly by gender, with women earning less than men (p-values gender-related salary gap widened as the years since graduation increased, although the sample size did not allow comprehensive testing of this trend.

  6. [Higher salary as an incentive for scientific activity?].

    Science.gov (United States)

    Gulsvik, Amund; Aasland, Olaf Gjerløw

    2007-08-23

    Few publications are available on how salaries are established for physicians with science as their main occupation. The results of a questionnaire survey to medical doctors are reported. A questionnaire was sent to members of The Norwegian Medical Association's branch for doctors in academic medicine in spring 2005. Questions concerned how they thought scientific qualifications and production affected their present salary and what they considered to be a reasonable salary for a researcher with their qualifications and production. 304 of 487 (62%) doctors answered. The study included 128 full-time professors, 101 associate professors or post-doctoral scientists with a PhD, 44 scientists without a PhD and 31 PhD-students. The average age was 52 years, and 28% were women. 71% had a university as their main employer. The median number of peer-reviewed scientific publications was 19 per physician-scientist for the last 5 years. The average annual salary was 498,000 NOK, and the average increase in salary considered to be reasonable was 279,000 NOK. A reasonable salary for evaluating a PhD-thesis was considered to be 18,700 NOK and that for giving a 45-minute lecture was 3,200 NOK. In a multiple linear regression analysis on actual salary, the significant predictors were employer, scientific qualifications, age, and sex. Predictors for the difference between reasonable and actual salary was scientific production and employer. Age, employer or scientific qualifications could not predict who considered a doubling of the present salary (for a 45-minute lecture and evaluating a PhD) to be appropriate. Universities should be aware of the large gap between salaries to physician-scientists employed by universities and to those employed by other institutions. Scientific production should be more emphasized in future negotiations on salaries.

  7. The "Big Bang" in Public and Private Faculty Salaries

    Science.gov (United States)

    Rippner, Jennifer A.; Toutkoushian, Robert K.

    2015-01-01

    The gap between average faculty salaries at public and private institutions has been growing wider over the past 40 years, yet little is known about the nature and causes of the gap. This study uses data on more than 1,000 institutions to examine institutional average faculty salaries and how they have changed for public and private institutions.…

  8. Detecting salary discrimination against male and female managers

    NARCIS (Netherlands)

    Rutte, C.G.; Messick, D.M.

    1996-01-01

    This paper reports two experiments that examine factors influencing the detection of salary discrimination in organizations. Subjects were presented with information about the qualifications and salaries of female and male managers in 10 departments of an hypothetical company and were asked to judge

  9. Research Administrator Salary: Association with Education, Experience, Credentials and Gender

    Science.gov (United States)

    Shambrook, Jennifer; Roberts, Thomas J.; Triscari, Robert

    2011-01-01

    The 2010 Research Administrators Stress Perception Survey (2010 RASPerS) collected data from 1,131 research administrators on salary, years experience, educational level, Certified Research Administrator (CRA) status, and gender. Using these data, comparisons were made to show how salary levels are associated with each of these variables. Using…

  10. An Examination of Superintendent Salaries and Compensation Packages in Kentucky

    Science.gov (United States)

    Carroll, Lisa M.

    2014-01-01

    The salaries and compensation packages of women in the United States fall short of those to men holding similar employment positions. This study will look specifically at the salaries and compensation packages of current Kentucky school superintendents and investigate whether or not there exists discrepencies among them along gender lines. The…

  11. Measuring Gender Bias in the Salaries of Tenured Faculty Members.

    Science.gov (United States)

    Becker, William E.; Toutkoushian, Robert K.

    2003-01-01

    Examines how analysts have treated rank in faculty salary models and the problems associated with either including or excluding controls for rank. Uses a sample selection statistical procedure to correct for the effects on salary of gender bias in promotion from associate to full professor. (EV)

  12. 40 CFR 13.21 - Employee salary offset-general.

    Science.gov (United States)

    2010-07-01

    ....C. 5705, employee training expenses under 5 U.S.C. 4108 and to other debts where collection by... 40 Protection of Environment 1 2010-07-01 2010-07-01 false Employee salary offset-general. 13.21... STANDARDS Administrative Offset § 13.21 Employee salary offset—general. (a) Purpose. This section...

  13. Gender Salary Differences in Economics Departments in Japan

    Science.gov (United States)

    Takahashi, Ana Maria; Takahashi, Shingo

    2011-01-01

    By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary…

  14. Sex, Salaries, and Library Support: A New Look.

    Science.gov (United States)

    Muther, Kay Jones

    1995-01-01

    Data from 1987 and 1994 for four divisions of population and figures relating sex, salaries, and library support were compared to analyze changes over time. Comparisons show that average per capita support is up, average salary is up, the number of librarians is up and the numbers of male and female library directors are nearly equal. (Author/JKP)

  15. Sex Differences in Faculty Salaries: A Cohort Analysis.

    Science.gov (United States)

    Perna, Laura Walter

    This study examined sex differences in faculty salaries, exploring how lower salaries for women varied across different rank/experience cohorts. Data came from the 1993 National Study of Postsecondary Faculty. Six cohorts were defined: assistant professors with 1-2 years experience, 3-6 years experience, 7-12 years experience, or 13-20 years…

  16. Sex and Salary in a Female Dominated Profession.

    Science.gov (United States)

    Dowell, David R.

    1988-01-01

    Describes a study that used multiple regression analysis to examine whether the apparent influence of sex discrimination on librarians' salaries would be reduced if other factors were considered. The effects of education, employment level, and publications on librarian salaries are discussed, and three approaches to achieving comparable worth are…

  17. Sex Differences in Physician Salary in US Public Medical Schools.

    Science.gov (United States)

    Jena, Anupam B; Olenski, Andrew R; Blumenthal, Daniel M

    2016-09-01

    Limited evidence exists on salary differences between male and female academic physicians, largely owing to difficulty obtaining data on salary and factors influencing salary. Existing studies have been limited by reliance on survey-based approaches to measuring sex differences in earnings, lack of contemporary data, small sample sizes, or limited geographic representation. To analyze sex differences in earnings among US academic physicians. Freedom of Information laws mandate release of salary information of public university employees in several states. In 12 states with salary information published online, salary data were extracted on 10 241 academic physicians at 24 public medical schools. These data were linked to a unique physician database with detailed information on sex, age, years of experience, faculty rank, specialty, scientific authorship, National Institutes of Health funding, clinical trial participation, and Medicare reimbursements (proxy for clinical revenue). Sex differences in salary were estimated after adjusting for these factors. Physician sex. Annual salary. Among 10 241 physicians, female physicians (n = 3549) had lower mean (SD) unadjusted salaries than male physicians ($206 641 [$88 238] vs $257 957 [$137 202]; absolute difference, $51 315 [95% CI, $46 330-$56 301]). Sex differences persisted after multivariable adjustment ($227 783 [95% CI, $224 117-$231 448] vs $247 661 [95% CI, $245 065-$250 258] with an absolute difference of $19 878 [95% CI, $15 261-$24 495]). Sex differences in salary varied across specialties, institutions, and faculty ranks. For example, adjusted salaries of female full professors ($250 971 [95% CI, $242 307-$259 635]) were comparable to those of male associate professors ($247 212 [95% CI, $241 850-$252 575]). Among specialties, adjusted salaries were highest in orthopedic surgery ($358 093 [95% CI, $344 354-$371 831]), surgical subspecialties ($318 760 [95

  18. Brief Report Job satisfaction in salary and promotion for secondary ...

    African Journals Online (AJOL)

    Brief Report Job satisfaction in salary and promotion for secondary school teachers in Eastern Cape, South Africa. ... Journal of Psychology in Africa ... showed that there were no significant differences between male and female teachers.

  19. Mercado laboral, inequidad salarial y cambio tecnologico regional

    National Research Council Canada - National Science Library

    Rodriguez Perez, Reyna E; Huesca Reynoso, Luis; Camberos Castro, Mario

    2011-01-01

    En este articulo se analiza, en el contexto de Mexico y sus regiones, la desigualdad salarial entre trabajadores explicada por el cambio tecnologico como resultado de un aumento en la demanda de trabajo calificado...

  20. 2015 Virginia Tech Instructional Faculty Salary Equity Study

    OpenAIRE

    Durodoye, Raifu; Bush, Kristen; Pleitz, Jacob

    2015-01-01

    The Virginia Tech Instructional Faculty Salary Equity Study was modeled after similar analyses conducted at like institutions. In both of those cases, the linear regression analyses approximated a methodology recommended by NSF and developed by AAUP (Paychecks: A Guide to Conducting Salary Equity Studies for Higher Education Faculty, by Lois Haignere, AAUP, 2002). In the Virginia Tech study, the regression analyses were supplemented with a hierarchical analysis that incorporated nested inform...

  1. Gender Salary Differences in Economics Departments in Japan

    OpenAIRE

    Takahashi, Ana Maria; 高橋, 新吾

    2009-01-01

    By using unique data about academic economists in Japanese universities, we conduct the first detailed study of gender salary differences within Japanese academia. Despite the common belief among Japanese academics that there cannot be a gender salary gap within the Japanese academia, our empirical results show that female academic economists earn 7% less than comparable males, after controlling for rank and detailed personal, job, institutional and human capital characteristics. The coeffici...

  2. Gender, Salary and Promotion in the Academic Profession

    OpenAIRE

    Melanie E. Ward

    2000-01-01

    This paper examines the hypothesis that the gender salary gap observed in the academic labour market is predominantly explained by the differing average characteristics of male and female academics and barriers to female promotion. Preliminary analysis reveals that the crowding of women onto the lower rungs of academia is a strong determinant of their lower average salary. This effect should be transitory as young women, now entering the profession, move up its ranks. We construct a rank atta...

  3. Journalists’ salary structure in Spain during the crisis

    OpenAIRE

    Sergio Roses, Ph.D.

    2011-01-01

    Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the survey...

  4. Salary discrepancies between practicing male and female physician assistants.

    Science.gov (United States)

    Coplan, Bettie; Essary, Alison C; Virden, Thomas B; Cawley, James; Stoehr, James D

    2012-01-01

    Salary discrepancies between male and female physicians are well documented; however, gender-based salary differences among clinically practicing physician assistants (PAs) have not been studied since 1992 (Willis, 1992). Therefore, the objectives of the current study are to evaluate the presence of salary discrepancies between clinically practicing male and female PAs and to analyze the effect of gender on income and practice characteristics. Using data from the 2009 American Academy of Physician Assistants' (AAPA) Annual Census Survey, we evaluated the salaries of PAs across multiple specialties. Differences between men and women were compared for practice characteristics (specialty, experience, etc) and salary (total pay, base pay, on-call pay, etc) in orthopedic surgery, emergency medicine, and family practice. Men reported working more years as a PA in their current specialty, working more hours per month on-call, providing more direct care to patients, and more funding available from their employers for professional development (p income, base pay, overtime pay, administrative pay, on-call pay, and incentive pay based on productivity and performance (p income (p income (p = .011) and base pay (p = .005) in emergency medicine, and higher base pay in family practice (p salary discrepancies remain between employed male and female PAs regardless of specialty, experience, or other practice characteristics. Copyright © 2012. Published by Elsevier Inc.

  5. A Study of Community College Faculty Salaries and Employer-Paid Insurance Benefits.

    Science.gov (United States)

    Carbone, Gilbert J.

    Salaries and employer-paid insurance benefits for faculty members at public community colleges in Washington were compared with those of other states to provide a basis for a salary increase recommendation to the Governor and the Legislature. Salary level assessment involved comparing average salary increases to the cost of living advance as…

  6. Examining gender salary disparities: an analysis of the 2003 multistate salary survey.

    Science.gov (United States)

    Brown, Lawrence M; Schommer, Jon C; Mott, Dave; Gaither, Caroline A; Doucette, William R; Zgarrick, Dave P; Droege, Marcus

    2006-09-01

    Pharmacist salary and wage surveys have been conducted at the state and national level for more than 20 years; however, it is not known to what extent, if any, wage disparities due to gender still exist. The overall objective of this study was to determine if wage disparities exist among male and female pharmacists at the multistate and individual state level for each of 6 states studied. A secondary objective was to explore the effect of various demographic variables on the hourly wages of pharmacists. Data were collected from 1,688 pharmacists in 6 states during 2003 using a cross-sectional descriptive survey design. A multiple regression analysis on hourly wage testing the effects of state of practice, practice setting, position, terminal degree, and years in practice was conducted. Subsequent multiple regression analyses were conducted individually for each of the 6 states to test the effects of the above variables on hourly wage for both male and female pharmacists, followed by state-level analyses for male and female pharmacists, respectively. For the pooled data, all variables were found to be significant predictors of hourly wage, except for earning a PharmD degree without a residency or graduate degree. Gender was not a significant predictor of wage disparities in the state-level analyses. Position was the only significant predictor of wage disparities in all states (except Tennessee) such that pharmacists in management positions make significantly higher salaries than those in staff positions. The results of these analyses suggest that wage disparities due to gender do not exist at the state level for the 6 states surveyed, when controlling for practice setting, position, terminal degree, and years in practice. The larger number of men in management positions may explain lower wages for female pharmacists.

  7. Salary differences of male and female physician assistant educators.

    Science.gov (United States)

    Coombs, Jennifer; Valentin, Virginia

    2014-01-01

    The Physician Assistant Education Association (PAEA) annual report has shown substantial salary differences between male and female physician assistant (PA) faculty. Despite this published difference between the salaries, very little research has been conducted on the subject. The purpose of this study is to determine if there is a significant difference between male and female PA faculty salaries. The researchers set out to determine if these differences could be further distinguished by education level, rank, or position. In addition, any difference between the percentages of male and female faculty promoted to higher ranks and in leadership positions was also explored. Salary, gender, degree, rank, and position were obtained and deidentified from the 25th PAEA annual report. SPSS Version 20 was used to analyze the data. Statistical analysis included descriptive measures and an independent t test. Data from only those PA educators who reported full-time employment were used. The final analysis included 477 PA faculty salaries. Female PA educators showed statistically significant lower annual incomes than their male counterparts. The income disparity persisted when differentiated by education, rank, and position. Higher percentages of male PA faculty members were found in higher ranks and in leadership positions. This study confirms previous reports that female PA faculty earn less than their male counterparts. With increasing numbers of female PAs entering academia, the lack of women in leadership positions and the wage disparity are concerning.

  8. Team Organization Method Using Salary Auction Game for Sustainable Motivation

    Directory of Open Access Journals (Sweden)

    Sangkyun Kim

    2015-10-01

    Full Text Available In performing team-based projects in engineering class, students usually face many problems, such as free-riding, lack of responsibility, boredom, and insufficient initiative. This papers proposes a new method for performing team-based projects in engineering class—specifically, a gamified method for team organization using a salary auction game. On the description of the design and use of a salary auction game in engineering class, a case study conducted using a survey method is reported to validate the practical value of the proposed auction game. The salary auction game proposed in this paper demonstrates that a gamified team organization method in engineering class could be used as an effective tool to enhance motivation and to improve learning outcomes of engineering students.

  9. SALARIES IN THE CONSTRUCTION SECTOR – FROM ACCOUNTING PERSPECTIVE

    Directory of Open Access Journals (Sweden)

    OANA BOGDAN

    2015-12-01

    Full Text Available The construction sector faced, after the economic crisis who affected deeply this sector, both with a lack of qualified staff and with reduced salary levels. The accounting records for the staff includes salary entitlements, bonuses, additions, awards of payroll, allowances for rest and those for temporary disability paid from the salary fund, the first representing staff participation in profit, granted by law, and other rights in cash and / or kind of entity due to staff for their work. In this paper we present the contributions due to the State Budget by society and by the employees and we present the recognition of these operations in accounting formulas in accordance with the OMFP 1802/2014. In Romania the level of contributions to the pension system was reduced for the employer with the aim of decreasing tax evasion recorded. In this paper we want to reflect the impact of this decision on the pension system.

  10. The Impact of NFL Salary Cap Concentration on Team Success

    Directory of Open Access Journals (Sweden)

    Timothy E. Zimmer

    2016-04-01

    Full Text Available The paper empirically tests National League Football (NFL team data from 2000 through 2009 to ascertain factors of team performance. Of particular interest is the assessment of payroll distribution on team performance. The results indicate that the salary concentration has a non-linear influence on team performance. Success in the NFL can be best achieved at either extreme of low or high salary concentrations. A threshold of team talent must be assembled before on field success is achieved. Acquiring elite talent, especially at the quarterback position, is likely the best alternative to achieve high levels of team performance. It is further shown that larger markets have a positive performance bias which suggests an ability to more easily acquire better player talent. The results indicate that NFL salary distribution has an impact on team success, and that it is preferable to acquire fewer elite players than many good players.

  11. Gender differences in the salaries of physician researchers.

    Science.gov (United States)

    Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

    2012-06-13

    It is unclear whether male and female physician researchers who perform similar work are currently paid equally. To determine whether salaries differ by gender in a relatively homogeneous cohort of physician researchers and, if so, to determine if these differences are explained by differences in specialization, productivity, or other factors. A US nationwide postal survey was sent in 2009-2010 to assess the salary and other characteristics of a relatively homogeneous population of physicians. From all 1853 recipients of National Institutes of Health (NIH) K08 and K23 awards in 2000-2003, we contacted the 1729 who were alive and for whom we could identify a mailing address. The survey achieved a 71% response rate. Eligibility for the present analysis was limited to the 800 physicians who continued to practice at US academic institutions and reported their current annual salary. A linear regression model of self-reported current annual salary was constructed considering the following characteristics: gender, age, race, marital status, parental status, additional graduate degree, academic rank, leadership position, specialty, institution type, region, institution NIH funding rank, change of institution since K award, K award type, K award funding institute, years since K award, grant funding, publications, work hours, and time spent in research. The mean salary within our cohort was $167,669 (95% CI, $158,417-$176,922) for women and $200,433 (95% CI, $194,249-$206,617) for men. Male gender was associated with higher salary (+$13,399; P = .001) even after adjustment in the final model for specialty, academic rank, leadership positions, publications, and research time. Peters-Belson analysis (use of coefficients derived from regression model for men applied to women) indicated that the expected mean salary for women, if they retained their other measured characteristics but their gender was male, would be $12,194 higher than observed. Gender differences in salary exist

  12. Salary survey of the Medical Library Group of Southern California and Arizona.

    Science.gov (United States)

    Smith, J L; Connolly, B F; Davis, M; Graham, E; Wheeler, S

    1984-01-01

    The 1982 salary survey of the Medical Library Group of Southern California and Arizona (MLGSCA) indicates that 211 health sciences librarians in Southern California and Arizona earned a mean annual salary of $20,910 for 1982. Data analysis shows a positive correlation between salary and educational level. Other factors found to affect salary were job history, number of positions held, MLA certification, and professional responsibility. Age, gender, and MLA certification did not have a consistent positive correlation with salary. Results indicate that the salaries of hospital librarians are, on the average, roughly comparable to those of academic librarians in Southern California and Arizona. PMID:6743878

  13. An average salary: approaches to the index determination

    Directory of Open Access Journals (Sweden)

    T. M. Pozdnyakova

    2017-01-01

    Full Text Available The article “An average salary: approaches to the index determination” is devoted to studying various methods of calculating this index, both used by official state statistics of the Russian Federation and offered by modern researchers.The purpose of this research is to analyze the existing approaches to calculating the average salary of employees of enterprises and organizations, as well as to make certain additions that would help to clarify this index.The information base of the research is laws and regulations of the Russian Federation Government, statistical and analytical materials of the Federal State Statistics Service of Russia for the section «Socio-economic indexes: living standards of the population», as well as materials of scientific papers, describing different approaches to the average salary calculation. The data on the average salary of employees of educational institutions of the Khabarovsk region served as the experimental base of research. In the process of conducting the research, the following methods were used: analytical, statistical, calculated-mathematical and graphical.The main result of the research is an option of supplementing the method of calculating average salary index within enterprises or organizations, used by Goskomstat of Russia, by means of introducing a correction factor. Its essence consists in the specific formation of material indexes for different categories of employees in enterprises or organizations, mainly engaged in internal secondary jobs. The need for introducing this correction factor comes from the current reality of working conditions of a wide range of organizations, when an employee is forced, in addition to the main position, to fulfill additional job duties. As a result, the situation is frequent when the average salary at the enterprise is difficult to assess objectively because it consists of calculating multiple rates per staff member. In other words, the average salary of

  14. Placements & Salaries Survey 2009: Jobs and Pay Take a Hit

    Science.gov (United States)

    Library Journal, 2009

    2009-01-01

    "It's a recession, baby!" was the common refrain among the Library and Information Science (LIS) graduates of the class of 2008. This was a record year for the number of graduates participating in "Library Journal"'s annual Placements & Salaries survey, and they had stories to tell, providing evidence of both hard times in the job market, and some…

  15. Journalists’ salary structure in Spain during the crisis

    Directory of Open Access Journals (Sweden)

    Sergio Roses, Ph.D.

    2011-01-01

    Full Text Available Media companies are implementing staff cost reduction strategies as a way to confront the current economic crisis. This article describes the salary structure of Spanish Journalists during the 2009 crisis, based on data collected through a phone survey applied to a sample of one thousand Spanish journalists. The description of the data is based on a set of social and occupational variables. The study is accompanied by a bivariate analysis of the relation between the salary level of the surveyed journalists and the aforementioned variables.The results show that the salary level of Spanish journalists depends on such variables as sex, age, professional experience, the type, size, and geographic location of the employing media company, occupational category, contract type, and seniority in employment. However, journalists’ income is independent of education level, or the completion of graduate or postgraduate degrees in Journalism, Communication or Media studies. The findings of our study –of interest to scholars and media organisations- will help monitoring in the near future the effects of the media’s cost-cutting policies on the salaries of Spanish journalists.

  16. Salary Structure Effects and the Gender Pay Gap in Academia

    Science.gov (United States)

    Barbezat, Debra A.; Hughes, James W.

    2005-01-01

    This paper presents estimates of the gender salary gap and discrimination based on the most recent national faculty survey data. New estimates for 1999 indicate that male faculty members still earn 20.7% more than comparable female colleagues. Depending upon which decomposition technique is employed, the portion of this gap attributable to…

  17. The Influence of Salary in Attracting and Retaining School Leaders

    Science.gov (United States)

    Pijanowski, John C.; Brady, Kevin P.

    2009-01-01

    This article examines the salary trajectory of teachers as they move up the career ladder into leadership positions. The issue of compensation is set in the context of a principal shortage that has been widely reported and discussed in the literature. Urban schools are shown to experience the principal shortage differently from rural schools.…

  18. Pratiques manageriales et stress au travail chez les salaries ...

    African Journals Online (AJOL)

    Par ailleurs, le management centré sur les résultats de l'entreprise contribue plus au développement du stress que celui axé sur le social (le personnel). Mots-clés: stress, relations hiérarchiques, communication, management, salarié. English Title: Managerial practices and work stress on Abidjan employees.

  19. Thompson's Assessment of Organizations: Universities and the AAUP Salary Grades

    Science.gov (United States)

    Schramm, Carl J.

    1975-01-01

    The behavior of salaries in 652 colleges and universities over a ten-year period relative to the published AAUP scales is analyzed using four hypotheses developed from Thompson concerning the use of other organizations as reference groups in measuring organizational performance. (Author)

  20. Government take cautious stance on curbing top salaries

    NARCIS (Netherlands)

    Grünell, M.

    2008-01-01

    At the end of 2007, the Frijns Committee, which makes recommendations on policy concerning top salaries, published its third annual report. The committee wants to maintain self-regulation in companies and again spoke out against legislation. Although the finance minister repeatedly referred to the

  1. Sex and Salary: Equal Pay for Comparable Work.

    Science.gov (United States)

    Galloway, Sue; Archuleta, Alyce

    1978-01-01

    Discusses the concept of equal pay for comparable work, an unsolved issue for library workers, and examines the results of several studies on sex and salary discrimination in the San Francisco area and in California. There are a number of suggestions for library workers who want to get a better deal. (JPF)

  2. Killing of Gyrodactylus salaris by heat and chemical disinfection.

    Science.gov (United States)

    Koski, Perttu; Anttila, Pasi; Kuusela, Jussi

    2016-03-23

    Gyrodactylus salaris is a monogenean, which has collapsed tens of wild Atlantic salmon populations. One of the means of preventing the spread of the parasite is the disinfection of the fishing equipment, which is used in the rivers having susceptible salmon populations. Little is known about the dosage of disinfectants against G. salaris. There are not standards for the testing of disinfectants against multicellular parasites. The present investigation developed a method to test disinfectants and examined the effectiveness of heated water and a commercially available disinfectant (Virkon S) in killing G. salaris. Individual G. salaris worms were followed under the microscope during treatment with heated water or Virkon S disinfectant blend. The logarithm of the time needed to kill the parasite was used as a dependent variable in linear regression. The upper 99.98 % prediction line for the dependent variable was used to obtain a value resembling the time needed for a 4 log reduction of the microbial pathogen, which is commonly used as a criterion for disinfectants. Also 6 log reduction was applied. Exposure to a relatively low temperature was found to kill the parasite. Even 5-50 min treatment (=10-100 times the 99.98 % upper prediction value) with heated water at 40 °C might be used. This would enable the utilisation of hot tap water in the disinfection of fishing gear. The present practice of 1 % Virkon S for 15 min was also found to kill the parasite. The follow-up of single parasites of a test population and the use of the calculated upper predictive line in the regression analysis offers a method to analyse the effects of disinfectants on parasites like G. salaris. The results of our tests give possibilities for using disinfection methods, which may be more acceptable by the fishermen than the present ones.

  3. Differentiation of Siberian Miners’ Salaries in Late XIX – Early XX Centuries

    Directory of Open Access Journals (Sweden)

    Vasiliy P. Zinovyev

    2014-06-01

    Full Text Available The work considers seasonal variations and differentiation of Siberian miners’ salaries in late XIX – early XX centuries, proves that seasonal variations of salaries depended on the excess demand on labor in summer and the contraction of demand in winter, detects that salary differentiated, depending on workers’ qualification, sex, age, nationality, industry, location of an enterprise. Such differences in Siberian miners’ salaries were typical for early industrial period of the development of the society.

  4. Salary survey of the Medical Library Group of Southern California and Arizona.

    OpenAIRE

    Smith, J.L; Connolly, B.F.; Davis, M.; Graham, E; Wheeler, S

    1984-01-01

    The 1982 salary survey of the Medical Library Group of Southern California and Arizona (MLGSCA) indicates that 211 health sciences librarians in Southern California and Arizona earned a mean annual salary of $20,910 for 1982. Data analysis shows a positive correlation between salary and educational level. Other factors found to affect salary were job history, number of positions held, MLA certification, and professional responsibility. Age, gender, and MLA certification did not have a consist...

  5. A Comparison of Salary Structures between Economics and Agricultural Economics Departments

    OpenAIRE

    Hilmer, Christiana E.; Hillmer, Michael J.

    2008-01-01

    This study is the first to empirically assess the difference between the prevailing salary structures in economics and agricultural economics departments at public institutions in the United States. We find that average salaries in economics departments tend to be higher than salaries in agricultural economics departments. Regression analysis suggest that years since Ph.D. explains a greater proportion of salaries in agricultural economics departments while the tier of school explains a great...

  6. How Large Is the Gap in Salaries of Male and Female Engineers? SRS Issue Brief.

    Science.gov (United States)

    Lal, Bhavya; Yoon, Sam; Carlson, Ken

    This issue brief examines the gender salary gap in engineering, an occupation in which women held 10% of the jobs in 1995. Using multivariate regression analysis, various potential explanations for the salary gap in this field are explored. It was concluded that the salary gap is primarily explained by the fact that female engineers, on average,…

  7. Teacher Salary and National Achievement: A Cross-National Analysis of 30 Countries

    Science.gov (United States)

    Akiba, Motoko; Chiu, Yu-Lun; Shimizu, Kazuhiko; Liang, Guodong

    2012-01-01

    Using national teacher salary data from the Organisation for Economic Co-operation and Development (OECD) and student achievement data from the Programme for International Student Assessment (PISA), this study compared secondary school teacher salary in 30 countries and examined the relationship between average teacher salary and national…

  8. The Masculinity of Money: Automatic Stereotypes Predict Gender Differences in Estimated Salaries

    Science.gov (United States)

    Williams, Melissa J.; Paluck, Elizabeth Levy; Spencer-Rodgers, Julie

    2010-01-01

    We present the first empirical investigation of why men are assumed to earn higher salaries than women (the "salary estimation effect"). Although this phenomenon is typically attributed to conscious consideration of the national wage gap (i.e., real inequities in salary), we hypothesize instead that it reflects differential, automatic economic…

  9. An Empirical Approach to Salary Discrimination: With Case Study of Sex Discrimination in Education

    Science.gov (United States)

    Anderson, Julie A.; Murphy, Norman C.

    1977-01-01

    A statistical method to determine sex discrimination in salaries considered known differential variables which can legitimately be used to determine salary level apart from discrimination based on improper criteria, such as race, sex, religion, etc. This case study of a group of educators exemplifies salary discrimination based on sex. (Author/MV)

  10. The Socio-Economic Value of Teacher Salaries Rise

    Directory of Open Access Journals (Sweden)

    Elena Mikhailovna Avraamova

    2016-12-01

    Full Text Available The socio-economic results of the reform in teachers’ salary, which had a positive impact on the quality of school education, are considered. However, the economic difficulties that our country encounters, may jeopardize the achieved results. The results of the monitoring study of the Center of the Economics of Lifelong Education of RANEPA «Efficiency of the school education» conducted in 2015 in the Sverdlovsk, Voronezh, Ivanovo regions serve as information base. 2800 school teachers, 2800 households having a school student at family, 200 directors of the educational organizations are interviewed according to the survey method. Surveys are conducted on the representative selection including both urban and rural population. It is shown that the average teacher’s salary has reached the level of the average salary in the region in the 2013/2014 that met the requirements of the May Presidential Decree. This ratio was retained next year, and the size of the teachers’ salaries fully reflected the differentiation of the socio-economic indicators of the development of the Russian regions under consideration. The main positive effects of teachers’ salaries raise are: the rejuvenation of the teaching staff, professional development of teachers, their entering the Russian middle class. The authors study the impact of negative phenomena in the economy on the prospects of reproduction of the achieved socio-economic results of teachers’ salaries raise. The reduction of pupils’ parents’ incomes that can lead to a decrease in a request for paid educational services, which is one of the sources of extra-budgetary funding of school education are considered as such effects. From this perspective, the projective educational strategy of the parents of school students is considered. The analysis of the economic activities of school organizations, on the one hand, and educational strategies for the parents of schoolchildren in the conditions of

  11. WORKERS’ SALARY ACCOUNTING IN COST OF CIVIL ENGINEERING WORKS

    Directory of Open Access Journals (Sweden)

    O. S. Goloubova

    2009-01-01

    Full Text Available A normative method for price formation established in civil engineering determines a procedure of cost formation in respect of any work. However, main problems are still pending in spite of introduction of new estimate-normative РСН-2007-base. The paper considers problems concerning inclusion of workers’ salary in the cost of works, tendencies of the 2008-legislation alterations, their effect on growth of work cost. 

  12. Salary adjustments and other changes to the Staff Rules & Regulations

    CERN Multimedia

    HR Department

    2006-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2005, salaries are adjusted with effect from 1 January 2006. Information on these decisions and other important changes relating to the Staff Rules and Regulations are summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2006. Elements increased by 1.2%, following the movement of the Geneva consumer price index : a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2006. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2005/2006 i.e. with effect from 1 September 2005. Related adjustments will be implemented wherever applicable to Paid Associates and Students. Contributions to the Pension Fund: Contributions of the Organization and active members increased by a total of 0.63% of basic salary from 1 January 2006, shared as ...

  13. Salaries and Wages Paid Professional and Support Personnel in Public Schools, 2010-2011. National Survey of Salaries and Wages in Public Schools: A Reference Tool for School Administrators. 38th Edition

    Science.gov (United States)

    Protheroe, Nancy; Licciardi, Christopher M.; Cooke, Willa D.

    2011-01-01

    This report presents salary and wage data collected as part of the "ERS National Survey of Salaries and Wages in Public Schools, 2010-2011." The survey, conducted in Fall 2010, collected data on salaries scheduled and salaries paid for 23 selected professional positions and 10 selected support positions in public school systems throughout the…

  14. Salaries of recent male and female college graduates: Educational and labor market effects.

    OpenAIRE

    Lois Joy

    2003-01-01

    Why do recent male college graduates earn more than their female counterparts? The author explores this question by estimating several salary regressions using data from the 1993-94 NCES Baccalaureate and Beyond Longitudinal Study. The results suggest that labor market variables outweighed academic variables in their contribution to the gender salary gap. Of the academic variables, gender differences in total credits accounted for more of the salary gap than did gender differences in majors, ...

  15. AGRICULTURAL ECONOMISTS' PERFORMANCE AND PAY: AN ANALYSIS OF LAND GRANT UNIVERSITY SALARIES

    OpenAIRE

    Srivastava, Lorie; Thilmany, Dawn D.

    2000-01-01

    The objective of the 1998 Tracking Survey conducted by the CWAE was to examine differences in the professional experiences of female agricultural economists, including the salary study presented here. A comparative analysis presents detailed frequency, performance and pay measures for all types of employers. The econometric analysis of salary focuses more specifically on agricultural economists currently employed in the Land Grant System. The importance of salary to an individual, their rank,...

  16. Gender salary and promotion gaps in Japanese academia: Results from science and engineering

    OpenAIRE

    Takahashi, Ana Maria; 高橋, 新吾; Maloney, Thomas

    2015-01-01

    Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood ...

  17. Gender salary and promotion gaps in Japanese academia: Results from science and engineering

    OpenAIRE

    Ana Maria Takahashi; Shingo Takahashi; Thomas Maloney

    2015-01-01

    Using original survey data on Japanese academics in science and engineering, we examined the gender salary and promotion gaps. We found a 6\\% gender salary gap after controlling for ranks. This gap was unaffected when quality and quantity of publications were controlled for. In contrast, promotion gap disappeared when publication variables were controlled for. We failed to find negative effects of marriage and children on women's salary and promotion, though a positive sorting into motherhood...

  18. Salaried contracts in UK general practice: a study of job satisfaction and stress.

    Science.gov (United States)

    Gosden, Toby; Williams, Jacky; Petchey, Roland; Leese, Brenda; Sibbald, Bonnie

    2002-01-01

    To compare job satisfaction and stress levels of general practitioners (GPs) employed on salaried contracts with GPs on a 'standard' performance-related contract paid by fee-for-service and capitation. Job satisfaction and stress levels were assessed using data from two postal surveys of GPs: a national survey of 'standard' contract GPs carried out in 1998; and a survey of salaried GPs and their non-salaried GP employers in 1999. Differences in satisfaction and stress scores were assessed by t-tests; regression analysis was used to control for confounding factors and possible selection bias. We achieved a response rate of 77% in the 1999 survey of salaried and non-salaried GPs; 48% of 'standard' contract GPs responded in the 1998 survey. We found that salaried GPs were as satisfied overall as both non-salaried GP employers and GPs on the 'standard' contract, even after controlling for confounding factors and selection bias. Salaried GPs were more satisfied with their remuneration, working hours and the recognition they got for their work. They experienced more stress with two factors but less stress with 19 factors compared with the 'standard' contract GPs. Overall job satisfaction levels among salaried doctors were similar to those of doctors on contracts paid by mixed fee-for-service and capitation. Future studies of job satisfaction levels under different doctor payment systems need to take account of the extent to which doctors have preferences for different types of contract if they are to derive unbiased results.

  19. Salary adjustments and other changes to the Staff Rules & Regulations

    CERN Multimedia

    Human Resources Department

    2005-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2004, salaries are adjusted with effect from 1 January 2005. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.3% with effect from 1 January 2005. Elements increased by 1.7%, following the movement of the Geneva consumer price index : Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2005. Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2004/2005 i.e. with effect from 1 September 2004. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the ...

  20. Cambios demográficos y estructura salarial

    Directory of Open Access Journals (Sweden)

    Ricardo A. Espinoza

    2010-01-01

    Full Text Available Este artículo descompone la fuerza de trabajo chilena de acuerdo con una clasificación por grupos de género, edad y escolaridad. Usando datos del periodo 1965-2005, determinamos grados de sustitución y complementariedad entre diferentes grupos de trabajadores. Encontramos grandes cambios en la composición de la oferta laboral, una importante reestructuración de los salarios y logramos establecer relaciones funcionales entre tipos de trabajadores. En particular, hallamos que existe una mayor sensibilidad de los salarios de los hombres a una recomposición de la fuerza laboral y una gran relación de sustitución entre hombres y mujeres jóvenes con alta escolaridad. Los resultados permiten proyectar la estructura salarial frente a una recomposición de la oferta laboral, la que sugiere una disminución de los rendimientos a la educación superior y una reducción de la brecha salarial entre hombres y mujeres.

  1. Salary adjustments and changes to the Staff Rules & Regulations

    CERN Multimedia

    HR Department

    2007-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2006, salaries are adjusted with effect from 1 January 2007. Council has also approved the conclusions of the 2005 Five-Yearly Review and a new (11th) of the Staff Rules and Regulations edition comes into force on 1 January 2007. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 5 and R A 6 respectively in the 11th edition, R A 1 and R A 2 in the 10th edition): increased by 1.6% with effect from 1 January 2007. Elements increased by 1.4%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 3 in the 11th edition), with effect from 1 January 2007; b) Reimbursement of education fees: maximum amounts of reimbursement (Annex R A 4.01 in the 11th edition, R A 8.01 in the 10th edition) for the academic year 2006/2007 i.e. with effect from 1 September 2006. Related adjustments will be implemented, wherever applicable, to Paid Associates and Stud...

  2. Impact of the "salary scholarship" impact profile and student achievement.

    Directory of Open Access Journals (Sweden)

    Berlanga, Vanesa

    2013-08-01

    Full Text Available In Spain, within the framework of the Strategy 2015, the implementation of scholarships, grants and wages especially adapted to the new situation of the European Higher Education, intended to ensure access to university education to those most disadvantaged social groups economically. This research makes an ex post facto, descriptive-comparative aimed at assessing the impact of the grant salary, as an economic factor, on equity, access and academic performance in the first year of college. The study was conducted with a total of 10,394 new students in the 2010-11 cohort at the University of Barcelona, from the database from the institution itself. A total of 642 students agreed to grant salary, with differences depending on the branch of knowledge, gender, and the path to college. In relation to their peers, scholarship students come from families with occupations and / or study less, so scholarships model contributes to equity in access. In relation to performance analysis, scholarship students enrolled and present, on average, a larger number of subjects in order to meet the academic requirements for scholarship renewal, but the results are final academic in several branches knowledge, influenced negatively. One possible explanation is the largest academic pressure of this group in a phase usually complicated: the transition to college.

  3. Gender-Based Salary Differences in African American Senior Student Affairs Officers.

    Science.gov (United States)

    Reason, Robert D.

    2003-01-01

    Study examined representation and salary differences related to gender for African American Senior Student Affairs Officers (SSAOs). Data from a national survey revealed gender and institutional size significantly affect mean SSAO salary for African American respondents. African American women SSAOs make significantly less than African American…

  4. Examining the Relationships among Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

    Science.gov (United States)

    Potvin, Geoff; Tai, Robert H.

    2012-01-01

    Using data from a national survey of Ph.D.-holding chemists and physicists, time-to-doctoral degree is found to be a strong predictor of salary: each additional year in graduate school corresponds to a significantly lower average salary. This is true even while controlling for standard measures of scientific merit (grant funding and publication…

  5. Setting the Process Aim in a Gender Salary Discrimination Study: A Statistical Process Control Approach.

    Science.gov (United States)

    Fraas, John W.

    This paper presents a procedure by which institutional researchers can determine whether gender-salary discrimination exists at an institution of higher education. The procedure utilizes a statistical quality control tool, which is referred to as setting the process aim. This procedure is based on the premise that salaries are determined by a…

  6. Gender Differences in Agency Head Salaries: The Case of Public Education.

    Science.gov (United States)

    Meier, Kenneth J.; Wilkins, Vicky M.

    2002-01-01

    A study assessed gender discrimination in public sector salaries from more than 1,000 school districts in Texas over a 4-year period. Results show that differences in superintendents' salaries are subtle rather than systematic. Female superintendents who replace male superintendents receive lower compensation. Local district wealth is also a…

  7. Salaries of New Superintendents: A Public Relations Concern for Many Public School Boards

    Science.gov (United States)

    Young, I. Phillip

    2007-01-01

    Salaries for new superintendents form a highly visible factor that has direct implications for school-community public relations. To provide a means for guiding school board members and to provide a format for justifying salaries, a model is presented that serves both purposes. Within this model, attention is afforded to specifying a relevant…

  8. Salary Inequities Between Men and Women in Schools of Social Work: Myth or Reality?

    Science.gov (United States)

    Gould, Ketayun H.; Kim, Bok-lim C.

    1976-01-01

    Findings on the effects of sex on salary differentials between men and women faculty in schools of social work in the U.S. and Canada are presented. Results indicate a significant difference in mean salaries of men and women when five variables are controlled for, and on all possible combinations of the five. (Editor/JT)

  9. A Ten Year Study of Salary Differential by Sex through a Regression Methodology.

    Science.gov (United States)

    Williams, John Delane; And Others

    A 10-year study of salary differential by sex was undertaken at the University of North Dakota using a multiple regression methodology, with rank, discipline, degree, years in department, years in current rank, and sex as predictors. The sex variable evidenced lower salaries for women when controlling for the other variables throughout the study…

  10. DISCRIMINACIÓN SALARIAL EN ARGENTINA ENTRE NATIVOS Y PARAGUAYOS

    Directory of Open Access Journals (Sweden)

    Victor Eduardo Torres

    2009-01-01

    Full Text Available En el presente trabajo se analizan las diferencias salariales entre los migrantes paraguayos y los nativos argentinos siguiendo la metodología propuesta por Oaxaca (1973. Mediante la misma es posible realizar una descomposición de la brecha salarial en dos factores: los que están vinculados a diferencias en las características individuales de las personas (que se traducen en su productividad, y el componente que está relacionado a diferente remuneración a pesar que ambos grupos cuentan con similares características (el cual es el que llamado «discriminación». Dichas estimaciones se realizan bajo dos metodologías diferentes: con y sin la corrección de sesgo de autoselección propuesta por Heckman. Para ello se utilizan los datos provistos por el primer y tercer trimestre de la Encuesta Permanente de Hogares de 2006 de Argentina.

  11. A Study on the Self-Adaption Incentive Performance Salary

    Science.gov (United States)

    Zhang, Chuanming; Wang, Yang

    In project managing, the performance salary management mode is often used to motivate project managers and other similar staff to improve performance or reduce the cost. But the engineering activities who own a lot of internal and external uncertain factors can not be known by the principle. It is difficult for to develop a suitable incentive target to project managers etch. This paper thinks that the manager self master the maximum of information on engineering activities. So this paper sets up an incentive model: the project managers themselves report performance objectives; owner gives the managers reward or punishment combined with their reported performance and actual performance. The model to ensure that the project manager is only accurate self reported its results to get the maximum profit. At the same time, it cans incentive managers to improve performance or reduce the cost. This paper focuses on setting up the model, analyzing the model parameters. And cite an example analyze them.

  12. Gender differences in salary of internal medicine residency directors: a national survey.

    Science.gov (United States)

    Willett, Lisa L; Halvorsen, Andrew J; McDonald, Furman S; Chaudhry, Saima I; Arora, Vineet M

    2015-06-01

    Whether salary disparities exist between men and women in medical education leadership roles is not known. The study objective was to determine whether salary disparities exist between male and female Internal Medicine residency program directors, and if so, to identify factors associated with the disparities and explore historical trends. The annual Association of Program Directors in Internal Medicine (APDIM) survey in August 2012 included items to assess the salary and demographic characteristics of program directors, which were merged with publically available program data. To assess historical trends, we used similarly obtained survey data from 2008 to 2011. The study included program directors of 370 APDIM member programs, representing 95.6% of the 387 accredited Internal Medicine training programs in the United States and Puerto Rico. Of the 370 APDIM member programs, 241 (65.1%) completed the survey, of whom 169 (70.1%) were men and 72 (29.9%) were women. Program directors' total annual salary, measured in $25,000 increments, ranged from $75,000 or less to more than $400,000. Historical trends of mode salary by gender from 2008 to 2012 were assessed. The mode salary was $200,000 to 225,000 for men and $175,000 to $200,000 for women (P = .0005). After controlling for academic rank, career in general internal medicine, and program director age, the distribution of salary remained different by gender (P = .004). Historical trends show that the difference in mode salary has persisted since 2008. Leaders in academic medical centers, residency and fellowship directors, and all faculty in medical education need to be aware that salary disparities cited decades ago persist in this sample of medical educators. Closing the gender gap will require continued advocacy for measuring and reporting salary gaps, and changing the culture of academic medical centers. Copyright © 2015 Alliance for Academic Internal Medicine. Published by Elsevier Inc. All rights reserved.

  13. A Study of the Relationship between Gender, Salary, and Student Ratings of Instruction at a Research University

    Science.gov (United States)

    Magel, Rhonda C.; Doetkott, Curt; Cao, Li

    2017-01-01

    Salary studies in the United States and some other countries show a gap between male and female faculty salaries in higher education that widens over time. The present study examines one possible explanation, particularly at research universities, by examining changes in faculty salaries in relation to student ratings of instruction. Student…

  14. Gender, Ethnicity, and Highest Degree Earned as Salary Determinants for Senior Student Affairs Officers at Public Institutions.

    Science.gov (United States)

    Reason, Robert D.; Walker, David A.; Robinson, Daniel C.

    2002-01-01

    The 1999-2000 NASPA Salary Survey was used to examine effects of gender, ethnicity, and highest degree earned on mean salaries of senior student affairs officers at four-year public institutions. Found that degree attainment and ethnicity significantly affected salaries, while gender did not, although women and people of color were not represented…

  15. Analisis de la discriminacion salarial por genero en Saltillo y Hermosillo: un estudio comparativo en la industria manufacturera

    National Research Council Canada - National Science Library

    Rodriguez Perez, Reyna Elizabeth; Castro Lugo, David

    2014-01-01

    ...; ademas, no se aprecia una reduccion en el tiempo y si una ampliacion de la brecha salarial en los anos de crisis. Por area urbana, no se presentan diferencias significativas en cuanto a la brecha salarial, sin embargo, en promedio, Hermosillo tiene mayor nivel de discriminacion salarial, no obstante la mayor participacion femenina en la actividad manufacturera.

  16. Gender differences in salary and practice ownership expectations of matriculating veterinary students.

    Science.gov (United States)

    Bristol, David G

    2011-08-01

    To examine gender differences in initial and long-term salary and practice ownership expectations among first-year veterinary students. Survey. First-year veterinary students at the North Carolina State University College of Veterinary Medicine during 2000 through 2003 and 2005 through 2009. A 1-page survey was distributed to students during orientation exercises or on the first day of a first-year course on ethics and jurisprudence. Students were asked to indicate their expected salary at graduation and in 5-year increments after graduation and to indicate whether they expected to own a practice after graduation. Responses were obtained from 567 female and 120 male students. There was no significant difference in initial salary expectations between male and female students. However, men had higher expectations for salary increases over the course of their career, so that expected salary was significantly higher for men than for women 5 years after graduation and beyond. A significantly greater percentage of men (69/93 [74.2%]) than women (242/499 [48.5%]) indicated they expected to own a practice. Although male and female veterinary students had similar expectations with regard to initial salaries, the male students had higher long-term salary expectations and were more likely to indicate an expectation to become a practice owner. Differences in expectations may lead to differences in behavior when those expectations are or are not met.

  17. [Estimation of the number of minimum salaries attributed to professions in function of their prestige].

    Science.gov (United States)

    Sousa, F A; da Silva, J A

    2000-04-01

    The purpose of this study was to verify the relationship between professional prestige scaled through estimations and the professional prestige scaled through estimation of the number of minimum salaries attributed to professions in function of their prestige in society. Results showed: 1--the relationship between the estimation of magnitudes and the estimation of the number of minimum salaries attributed to the professions in function of their prestige is characterized by a function of potence with an exponent lower than 1,0,2--the orders of degrees of prestige of the professions resultant from different experiments involving different samples of subjects are highly concordant (W = 0.85; p salaries).

  18. Salary is not enough to attract and retain the best

    Directory of Open Access Journals (Sweden)

    Rosa María Fuchs Ángeles

    2015-09-01

    Full Text Available Organizations face the challenge of attracting and retaining talented staff. In some instances, a reference to the existence of a war for talent is made. It is that way that the retention of workers has stopped being managed, exclusively, with the offer of good salaries. This paper explores, in a first instance, the theoretical framework that describes the principal tools of talent retention that companies develop, and that are considered as part of the total remuneration that workers receive: economic compensations, recognition, career plans and staff development, feedback, personal and professional life balance, social network and team making, proper relationship with superiors and organizational climate life. Later, the results that were obtained from interviews with ten of the best companies to work for in Peru, according to the Great Place to Work Institute ranking in 2007, on retaining talent tools that they implement are shown. Finally, conclusions on the case studies are presented.

  19. Salary Management System for Small and Medium-sized Enterprises

    Science.gov (United States)

    Hao, Zhang; Guangli, Xu; Yuhuan, Zhang; Yilong, Lei

    Small and Medium-sized Enterprises (SMEs) in the process of wage entry, calculation, the total number are needed to be done manually in the past, the data volume is quite large, processing speed is low, and it is easy to make error, which is resulting in low efficiency. The main purpose of writing this paper is to present the basis of salary management system, establish a scientific database, the computer payroll system, using the computer instead of a lot of past manual work in order to reduce duplication of staff labor, it will improve working efficiency.This system combines the actual needs of SMEs, through in-depth study and practice of the C/S mode, PowerBuilder10.0 development tools, databases and SQL language, Completed a payroll system needs analysis, database design, application design and development work. Wages, departments, units and personnel database file are included in this system, and have data management, department management, personnel management and other functions, through the control and management of the database query, add, delete, modify, and other functions can be realized. This system is reasonable design, a more complete function, stable operation has been tested to meet the basic needs of the work.

  20. Educacion tecnica y tecnologica para la reduccion de la desigualdad salarial y la pobreza

    National Research Council Canada - National Science Library

    Bornacelly, Ivan

    2013-01-01

    La educacion superior no universitaria (ESNU), que comprende los programas tecnicos y tecnologicos, puede ser una opcion de politica publica para disminuir la brecha salarial y evitar la concentracion de la riqueza...

  1. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    National Research Council Canada - National Science Library

    Ariffin, Hashim Fadzil; Ha, Norbani Che

    2015-01-01

    ...). The data then been analysed using t-test and analysis of variance (ANOVA) to find the significance differences between gender, level of education and salary scale with the three dimensions of OC...

  2. Salary Comparisons of Men and Women: A Look at Recent College Graduates

    Science.gov (United States)

    Notestine, Earl B.; Kerlin, Lola

    1975-01-01

    This study examines salary differences by sex for a group of male and female college graduates. The results of the mail questionnaire lend support to current claims of discrimination in the employment of women. Implications for counselors are discussed. (SJL)

  3. Sex Differences in Radiologist Salary in U.S. Public Medical Schools.

    Science.gov (United States)

    Kapoor, Neena; Blumenthal, Daniel M; Smith, Stacy E; Ip, Ivan K; Khorasani, Ramin

    2017-11-01

    The purpose of this study was to evaluate salary differences between male and female academic radiologists at U.S. medical schools. Laws in several U.S. states mandate public release of government records, including salary information of state employees. From online salary data published by 12 states, we extracted the salaries of all academic radiologists at 24 public medical schools during 2011-2013 (n = 573 radiologists). In this institutional review board-approved cross-sectional study, we linked these data to a physician database with information on physician sex, age, faculty rank, years since residency, clinical trial involvement, National Institutes of Health (NIH) funding, scientific publications, and clinical volume measured by 2013 Medicare payments. Sex difference in salary, the primary outcome, was estimated using a multilevel logistic regression adjusting for these factors. Among 573 academic radiologists, 171 (29.8%) were women. Female radiologists were younger (48.5 vs 51.6 years, p = 0.001) and more likely to be assistant professors (50.9% [87/171] vs 40.8% [164/402], p = 0.026). Salaries between men and women were similar in unadjusted analyses ($290,660 vs $289,797; absolute difference, $863; 95% CI, -$18,363 to $20,090), and remained so after adjusting for age, faculty rank, years since residency, clinical trial involvement, publications, total Medicare payments, NIH funding, and graduation from a highly ranked medical school. Among academic radiologists employed at 24 U.S. public medical schools, male and female radiologists had similar annual salaries both before and after adjusting for several variables known to influence salary among academic physicians.

  4. Gender Differences in Salary in a Recent Cohort of Early-Career Physician-Researchers

    Science.gov (United States)

    Jagsi, Reshma; Griffith, Kent A.; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A.

    2013-01-01

    Purpose Since prior studies have suggested that male physicians earn more than their female counterparts, the authors examined whether this disparity exists in a recently hired cohort. Method In 2010-11, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K-award type, K-award funding institute, K-award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Results Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary at academic institutions is important. PMID:24072109

  5. EVOLUCIÓN DE LA BRECHA SALARIAL DE GÉNERO EN MÉXICO

    Directory of Open Access Journals (Sweden)

    Eva O. Arceo-Gómez

    2014-01-01

    Full Text Available El artículo analiza la brecha salarial de género en México entre 1990 y 2010 utilizando los censos de población. En promedio, la brecha salarial ha disminuido en el periodo. En 2010 la brecha salarial de género fue de 6%. El promedio no describe el comportamiento de la brecha en la distribución. Hallamos un patrón estable de “piso pegajoso” y un patrón decreciente de “techo de cristal” a lo largo de la distribución en este periodo. Utilizamos un método semiparamétrico para descomponer la brecha salarial en características y precios, y corregimos por la selección de las mujeres al mercado laboral. La mayor parte de la brecha salarial se debe al efecto de precios y no de características. Al corregir por selección la brecha salarial resulta mayor, lo cual sugiere que existe selección positiva de las mujeres; ésta se acentúa en el caso de las mujeres de baja educación y en cuantiles bajos.

  6. Gender differences in salary in a recent cohort of early-career physician-researchers.

    Science.gov (United States)

    Jagsi, Reshma; Griffith, Kent A; Stewart, Abigail; Sambuco, Dana; DeCastro, Rochelle; Ubel, Peter A

    2013-11-01

    Studies have suggested that male physicians earn more than their female counterparts. The authors examined whether this disparity exists in a recently hired cohort. In 2010-2011, the authors surveyed recent recipients of National Institutes of Health (NIH) mentored career development (i.e., K08 or K23) awards, receiving responses from 1,275 (75% response rate). For the 1,012 physicians with academic positions in clinical specialties who reported salary, they constructed linear regression models of salary considering gender, age, race, marital status, parental status, additional doctoral degree, academic rank, years on faculty, specialty, institution type, region, institution NIH funding rank, K award type, K award funding institute, K award year, work hours, and research time. They evaluated the explanatory value of spousal employment status using Peters-Belson regression. Mean salary was $141,325 (95% confidence interval [CI] 135,607-147,043) for women and $172,164 (95% CI 167,357-176,971) for men. Male gender remained an independent, significant predictor of salary (+$10,921, P gender difference in salary that was not fully explained by specialty, academic rank, work hours, or even spousal employment. Creating more equitable procedures for establishing salary is important.

  7. Evaluation of recent pharmacy graduates' practice patterns, professional lifelong learning, pharmacy organization memberships, and salary.

    Science.gov (United States)

    Bond, C A; Pitterle, M E; Raehl, C L

    1994-01-01

    To document information on recent bachelor of science (B.S.) pharmacy graduates' practice patterns, professional lifelong learning (PLL) methods, pharmacy organization memberships, and salary. The association between advanced training and education on PLL methods, pharmacy organization membership, and salary are explored. Pertinent literature was identified by MEDLINE searches (1966-1992). The results of a Fall 1991 survey of recent B.S. pharmacy graduates (n = 371) of the University of Wisconsin School of Pharmacy are reported (55 percent response rate). Hospital pharmacists devoted more time to PLL outside of work (18.00 +/- 17.89 h/mo) than community pharmacists (9.93 +/- 8.76 h/mo), t = 5.02, degrees of freedom (df) = 289, p degree program, residency, or fellowship (advanced degree/training [ADT]) spent more time in PLL (17.76 +/- 10.63 h/mo) compared with graduates who had only obtained a B.S. degree (10.63 +/- 8.56 h/mo), t = 3.80, df = 311, p degree only) showed the strongest correlation of membership affiliation, which was about equal with ASHP (phi = 0.32) and ACCP (phi = 0.33). Although pharmacists changed their individual pharmacy organization memberships during the first seven years after graduation, there was no evidence of a decline in overall interest in pharmacy organization membership. Pharmacists who had completed ADT had an annual mean salary of $51,112 +/- $10,012; those pharmacists who did not complete an ADT program had an annual mean salary of $46,440 +/- $7802, a difference of $4672 per year. Hospital pharmacists who had obtained ADT had an annual mean salary of $51,840 +/- $9765; B.S. pharmacists without ADT in hospital practice had an annual mean salary of $43,603 +/- $8192, a difference of $8237 per year. Pharmacists' PLL methods, organization memberships, and salaries varied significantly by their practice site and the completion of an ADT program.

  8. Experience of contractual change in UK general practice: a qualitative study of salaried GPs

    Science.gov (United States)

    Cheraghi-Sohi, Sudeh; McDonald, Ruth; Harrison, Stephen; Sanders, Caroline

    2012-01-01

    Background General practice in the UK underwent major change in 2004, with the introduction of new contracts and a significant element of pay for performance. Although salaried GPs form an increasing proportion of the general practice workforce, little is known of their experiences. Aim To explore the views and experiences of salaried GPs working in English general practice. Design and setting Qualitative study using semi-structured interviews in 17 practices across England, between July 2007 and September 2009. Method Interviews were conducted with 23 salaried GPs. A topic guide included questions on motivations for a career in general practice, descriptions of their daily working environment and duties, practice relationships, and future aspirations. Results The new ability to opt out of out-of-hours responsibilities was deemed positive for the profession but not a major driver for choosing medical speciality. Views regarding the impact of the Quality and Outcomes Framework were ambivalent. Differences in pay were regarded as largely reflective of differences in responsibility between salaried GPs and principals. Most participants reported conducting varied work in collaborative practices. Participants held varying career aspirations. Conclusion Salaried GPs' working experiences were dependent upon personal aspirations and local context. Most salaried GPs were reportedly content with their current position but many also had aspirations of eventually attaining GP principal status. The current lack of available partnerships threatens to undo recent positive workforce progress and may lead to deep dissatisfaction within the profession and a future workforce crisis. Further large-scale quantitative work is required to assess the satisfaction and future expectations of those in salaried posts. PMID:22520916

  9. The impact of moderate-to-severe Crohn's Disease on employees' salary growth.

    Science.gov (United States)

    Loftus, Edward V; Skup, Martha; Ozbay, Ahmet Burak; Wu, Eric; Guérin, Annie; Chao, Jingdong; Mulani, Parvez

    2014-10-01

    Moderate-to-severe Crohn's Disease (CD) has been shown to reduce daily activities; however, little is known of the impact on employees' salary growth. Employment and health care benefit data were extracted from the OptumHealth Reporting and Insights database, aggregating data from 23 self-insured U.S. companies with approximately 2.5 million covered beneficiaries. Employees diagnosed with moderate-to-severe CD (i.e., ≥1 prescription fill for systemic corticosteroids, immunosuppressive drugs, methotrexate or cyclosporine, or biologic agents within 6 months after the first observed CD diagnosis) between January 1999 and December 2006 were retrospectively matched with controls without CD based on year of birth, sex, industry, and geographic region. Employees' salaries and salary growth rates were estimated and compared between cohorts. Both descriptive comparison and multivariate regression analyses controlling for baseline characteristics and differences in comorbidities were performed. A total of 918 employees with moderate-to-severe CD were matched to 2154 CD-free controls. The 2 cohorts did not differ in their annual salary in the first year of observation. However, regression analyses revealed that the 2 groups had significantly different adjusted annualized salary growth rates (0.69% versus 1.01%, P salary increase rate than controls. A total income loss of $3195 per person was estimated for employees with CD compared with their CD-free peers over a cumulative 5 years after the first calendar year. In the United States, employees with moderate-to-severe CD had a substantially lower salary growth rate than their peers without CD, suggesting an impaired career progression.

  10. The Effects of Gender and Race on Salary Growth: The Role of Occupational Structure in a Service Sector Firm

    OpenAIRE

    Mellor, Jennifer M; Elizabeth A. Paulin

    1995-01-01

    Using data from a financial services firm, the determinants of salary growth are estimated in a two-stage model with special attention given to the roles of gender and race. While the analysis reveals no overt bias in salary growth decisions, there is evidence of institutional bias within one branch of the firm. In that branch the proportion of white females in an occupation is negatively related to salary growth for all but white males. Additional analysis suggests that rules governing promo...

  11. Is there a financial incentive to immigrate? Examining of the health worker salary gap between India and popular destination countries

    OpenAIRE

    George, Gavin; Rhodes, Bruce

    2017-01-01

    Background International migration is one of the factors resulting in the shortage of Human Resources for Health (HRH) in India. Literature suggests that migration is fuelled by the prospect of higher salaries available abroad. The extent of these salary differentials are unknown, and this study seeks to examine the salaries of selected HRH in India and four popular destination countries (United States of America, United Kingdom, Canada and the United Arab Emirates), whilst accounting for the...

  12. A profile of PMS salaried GP contracts and their impact on recruitment.

    Science.gov (United States)

    Williams, J; Petchey, R; Gosden, T; Leese, B; Sibbald, B

    2001-06-01

    Personal medical services (PMS) pilot sites aim to use salaried GP schemes to improve GP recruitment and retention and enhance the quality of service provision, particularly in underserved areas. Our objectives were to (i) compare the work incentives of salaried compared with standard GP contracts; (ii) assess recruitment success to salaried posts; and (iii) describe the types of GPs attracted to these new posts. All first wave PMS pilot sites with salaried GP posts known to be 'live' in October 1998 were included in the analysis of employment contracts and job descriptions. Information on recruitment was obtained by a questionnaire survey of PMS sites that were intending to recruit a salaried GP. The mean full-time equivalent salary was 43,674 pounds sterling with additional benefits in terms of sick leave, maternity leave and paid expenses. Eighty-nine percent of posts were eligible for the NHS pension scheme. Posts were mainly full time (40.8 hours per week). GPs were responsible for providing services equivalent in scope to general medical services. One-fifth of contracts freed GPs from out-of-hours responsibility and most freed them from practice management. Forty-three of the pilot sites actively recruited to fill 63 salaried posts, which involved a total of 51 recruitment 'rounds', with some pilots advertising more than once. There were 291 applications. The median number of applicants per post was three and the median time to recruitment was 6 weeks. Eighty-five percent of sites were satisfied with the quality of their applicants and 64% with the quantity. Eighty-five percent of applicants previously had been working in general practice, most in locum or salaried posts. Applicants tended to be young and male. Sixty posts were filled. Salaried contracts offer positive incentives to recruitment in terms of reduced hours of work and freedom from administrative responsibility. Recruitment success was similar to that achieved by inner city practices generally

  13. Nationwide survey of work environment perceptions and dentists' salaries in community health centers.

    Science.gov (United States)

    Bolin, Kenneth A; Shulman, Jay D

    2005-02-01

    Experienced private practitioners make up a significant proportion of dentists entering community health center (CHC) practices. The authors conducted a study to identify sources of dissatisfaction that affect the retention of these dentists and to determine current CHC dentist salaries. CHC dentists nationwide were surveyed regarding salary and job satisfaction indicators. The authors mailed 569 surveys, and the response rate was 73.8 percent. The authors explored associations between job satisfaction indicators, salaries and dentists' intentions to leave the CHCs. Practitioners in private practice are the largest group of dentists recruited by CHCs (54.5 percent). However, 31.2 percent of currently employed dentists do not intend to remain in CHC dental practices. Salary was not associated significantly with the intention to leave. Years of experience, freedom of professional judgment, altruistic motivation, importance placed on loan repayment and amount of administrative time allowed were associated significantly with career change intentions. Periodic salary surveys can monitor factors associated with recruitment and retention of dentists in community and migrant health centers, and standardized exit surveys can identify factors causing dissatisfaction among dentists who leave. Employment opportunities in public nonprofit practices are increasing under current federal grant programs. However, unless job satisfaction issues are addressed adequately with dentists in social safety net programs, additional work force needs will not be met.

  14. Errors in the calculation of new salary positions and performance premiums – 2017 MERIT exercise

    CERN Multimedia

    Staff Association

    2017-01-01

    Following the receipt of the letters dated May 12th announcing the qualification of their performance (MERIT 2017), and the notification of their salary slips for the month of May, several colleagues have come to us to enquire about the calculation of salary increases and performance premiums. After verification, the Staff Association has informed the Management, in a meeting of the Standing Concertation Committee on June 1st, about errors owing to rounding in the applied formulas. James Purvis, Head of HR department, has published in the CERN Bulletin dated July 18th an article, under the heading “Better precision (rounding)”, that gives a short explanation of these rounding effects. But we want to further bring you more precise explanations. Advancement On the salary slips for the month of May, the calculations of the advancement and new salary positions were done, by the services of administrative computing in the FAP department, on the basis of the salary, rounded to the nearest franc...

  15. The Relationship between Doctoral Completion Time, Gender, and Future Salary Prospects for Physical Scientists

    Science.gov (United States)

    Potvin, Geoff; Tai, Robert H.

    2012-03-01

    Drawing from a national survey of Ph.D.-holding physical scientists, we present evidence that doctoral completion time is a strong predictor of future salary prospects: each additional year in graduate school corresponds to a substantially lower average salary. This is true even while controlling for typical measures of scientific merit (grant funding and publication rates) and several other structural and career factors expected to influence salaries. Extending this picture to include gender effects, we show that women earn significantly less than men overall and experience no effect of doctoral completion time on their salaries, while men see a significant gain in salary stemming from earlier completion times. Doctoral completion time is shown to be largely unconnected to measures of prior academic success, research independence, and scientific merit suggesting that doctoral completion time is, to a great extent, out of the control of individual graduate students. Nonetheless, it can be influential on an individual's future career prospects, as can gender-related effects.

  16. The effects of different approaches to salary survey data analysis on pay curve midpoint values

    Directory of Open Access Journals (Sweden)

    RJ Snelgar

    2015-12-01

    Full Text Available Despite the acceptance of salary survey market data as justification for salary differentials, the whole area of collection, analysis, and interpretation has not been subject to the same scrutiny as hiring practices and testing. Many aspects of surveys have been ignored by researchers. Little can be said about the effects of different formats in the accuracy of data obtained, about ensuring comparability of job matches, about how representative relevant markets surveys are, or about reliability of analysis of survey results. This study has revealed the extent to which individual survey position averages have been obscured by the inclusion of data from different position grades. As a result, different approaches to the analysis of data from the same salary survey have resulted in different pay lines/curves.

  17. THE EMPLOYMENT – PRODUCTIVITY – SALARY RELATION, A CONDITION FOR ACHIEVING LONG - TERM ECONOMIC GROWTH

    Directory of Open Access Journals (Sweden)

    Mihai CHIRILA

    2005-01-01

    Full Text Available The employment-productivity-salary correlation is essential towards setting up conditions for economic growth andlasting social stability. An influence exists from technological changes, current stage of economic development,peculiarities of labour offer, employers – trade-unions interaction, etc. The analysis covers long-term and short-termcycles. In keeping with specificity of development stages, national economy witnesses an interval of productivitygrowth facilitating maximized employment and a rise in salary too. A lower growth rate indicates difficulties inassimilating new technologies; a higher growth rate generates instability in employing labour. Thus, the exercise ofstrong pressure is shown to exist on economic and technological structures. Likewise, this is what happens whenproductivity goes ahead of the separate analyses of the correlations between employment and productivity, on theone hand, and productivity and salary, on the other.

  18. [Salary and clinical productivity among physicians in Norwegian somatic hospitals 2001-2008].

    Science.gov (United States)

    Johannessen, Karl-Arne

    2010-09-23

    Analysis of the future need for medical doctors necessitates an assessment of their productivity. The goals of this study were to analyze the relation between doctors' work force and the increased activity in hospitals, and to describe the development of working hours and salary for hospital doctors in a gender perspective. Information about man-labour years, working time and salary for doctors in Norwegian somatic hospitals was retrieved for the period 2001-2008. Number of hospital stays, DRG points and outpatient consultations per man-labour year are used as measures of doctors' clinical productivity. The percentage of female doctors increased from 34.7 % to 42.2 %. The mean annual salary increased more for men (14.4 % higher in 2001 and 16.6 % higher in 2008) than women. Total salary costs for doctors increased by 69.9 % (from 3.66 bill to 6.22 bill. NOK); 42.6 % of this increase was generated by new positions (1 306 man-labour years, + 21.2 %). Labour years from extended working hours increased by 6.8 % (constituting 1043 labour years in 2008; 12.2 % of the total), but the average extended labour time per doctor decreased (-16.7 % for women and -9.6 % for men). The number of hospital stays increased by 13.2 %, DRG points increased by 12.4 % and outpatient consultations increased by 9.3 % per doctor's work year in the period 2001-2008. Higher salaries for men may be explained by age, more men in senior positions and longer working hours than for women. The productivity of Norwegian doctors still increased from 2001 to 2008 (taking into account the increase in salary).

  19. Faldas por pantalones: las obreras y la brecha salarial en la industria colombiana en 1945

    OpenAIRE

    Daniela Santos Cárdenas

    2017-01-01

    La industria en Colombia se desarrolló con una importante participación de las mujeres obreras. En 1945, las obreras en la industria colombiana ganaban, en promedio, el 60% del salario de sus compañeros hombres. Este artículo utiliza los datos del Censo Industrial de 1945 para analizar la distribución de la brecha salarial en la industria en Colombia y sus posibles determinantes. También desarrolla un modelo que cuantifica la proporción de la brecha salarial, que no se debe a diferencias en p...

  20. Differentiation between a pathogenic and a non-pathogenic form of Gyrodactylus salaris using PCR-RFLP

    DEFF Research Database (Denmark)

    Kania, Per Walther; Jørgensen, Thomas Rohde; Buchmann, Kurt

    2007-01-01

    A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form.......A new method based on PCR-RFLP is presented. It is able to differentiate between the Danish non-pathogenic form of Gyrodactylus salaris and the Norwegian pathogenic form....

  1. Teachers' Unions and Compensation: The Impact of Collective Bargaining on Salary Schedules and Performance Pay Schemes

    Science.gov (United States)

    West, Kristine Lamm; Mykerezi, Elton

    2011-01-01

    This study examines the impact that collective bargaining has on multiple dimensions of teacher compensation, including average and starting salaries, early and late returns to experience, returns to graduate degrees, and the incidence of different pay for performance schemes. Using data from the School and Staffing Survey (SASS) and a more recent…

  2. The Salary Premium Required for Replacing Management Faculty: Evidence from a National Survey

    Science.gov (United States)

    Finch, J. Howard; Allen, Richard S.; Weeks, H. Shelton

    2010-01-01

    One of the most important aspects of growing and improving business education is replacing departed faculty members. As the baby-boom generation approaches retirement, the supply of available replacement faculty members is diminishing. The result is a competitive market for replacement faculty that features increasing starting salary levels. In…

  3. Proposal to correct the discrepancy in the net salary adjustment on 1 January 2001

    CERN Document Server

    2001-01-01

    At its meeting in March 2001, the Finance Committee took note of a discrepancy that had been identified in the net salary adjustment resulting from the increase in the scale of basic salaries on 1 January 2001, in the framework of the 5-yearly Review. The Finance Committee decided to take up the matter again at its meeting in June 2001 on the basis of a document by the Management containing background information on the discrepancy, it being understood that there would be no change to the 5-yearly Review package agreed by the Council in December 2000. In this document, the Management provides the background information requested by the Finance Committee. In the light of discussion at TREF on 18 May 2001, the Management now proposes to correct the discrepancy in the net salary adjustment with retroactive effect as of 1 January 2001, by increasing the scale of basic salaries and the scale of stipends by 0.3%. The Management invites the Finance Committee and the Committee of Council to recommend to Council to ap...

  4. The Impact of MBA Programme Attributes on Post-MBA Salaries

    Science.gov (United States)

    Elliott, Caroline; Soo, Kwok Tong

    2016-01-01

    This paper explores the impact of various Master of Business Administration (MBA) programme attributes on the average post-MBA salary of graduates, contributing to the literature on the returns to an MBA degree, which to date has instead focused predominantly on the impact of individual student traits. The analysis uses a new panel dataset,…

  5. "They Make "How" Much?" Investigating Faculty Salaries to Examine Gender Inequalities

    Science.gov (United States)

    Petrzelka, Peggy

    2005-01-01

    Stratification by gender occurs in many occupations, including the academic profession. When examining salaries of those in higher education, it is "well established" that "women faculty earn less than their male counterparts." Getting students to understand the important sociological issues of gender stratification as it occurs in the workplace…

  6. A Student's Dilemma: Is There a Trade-Off between a Higher Salary or Higher GPA

    Science.gov (United States)

    Diette, Timothy M.; Raghav, Manu

    2016-01-01

    In this paper, we explore whether there is a relationship between average grades earned in a course and the national average salaries of graduates of the major associated with the course. Using student-level data from a selective private liberal arts college, we find an inverse relationship. The result suggests that students face a trade-off…

  7. The Pension Pac-Man: How Pension Debt Eats Away at Teacher Salaries

    Science.gov (United States)

    Aldeman, Chad

    2016-01-01

    Why aren't teacher salaries rising? This puzzle can be explained by three trends eating into teachers' take-home pay: rising health care costs, declining student/teacher ratios, and rising retirement costs. Retirement costs are the most hidden of these three factors. The result is that most teachers are getting the worst of both worlds. Teachers…

  8. Institutional Gender Equity Salary Analysis and Recursive Impact of Career and Life Choices

    Science.gov (United States)

    Peterson, Teri S.

    2013-01-01

    This study employed mixed methods, engaging both quantitative and qualitative inquiries. In terms of the quantitative inquiry, the purpose of this study was to explore and assess gender-based salary inequities at a Carnegie Classified Research High university in the Intermountain West. Qualitative inquiry was used to follow up and contextually…

  9. Determinants of Political Science Faculty Salaries at the University of California

    Science.gov (United States)

    Grofman, Bernard

    2009-01-01

    Combining salary data for permanent non-emeritus faculty at seven departments of political science within the University of California system with lifetime citation counts and other individual-level data from the Masuoka, Grofman, and Feld (2007a) study of faculty at Ph.D.-granting political science departments in the United States, I analyze…

  10. The Effects of Gender on Salary-at-Hire in the Academic Labor Market

    Science.gov (United States)

    Toumanoff, P.

    2005-01-01

    This paper uses data compiled from faculty files at a private, doctoral-granting research university to investigate whether or not there are gender-related differences in salary offers at the time of initial appointment. The investigation uses single- and multiple-equation regression models that control for gender, date of hire, experience and…

  11. Gender Differences in Salary and Promotion for Faculty in the Humanities 1977-95.

    Science.gov (United States)

    Ginther, Donna K.; Hayes, Karen J.

    2003-01-01

    From the humanities sample of the Survey of Doctoral Recipients 1977-95, a cross-sectional sample of tenured/tenure-track faculty and a longitudinal sample of doctoral recipients 1975-89 were studied. Gender salary differences were largely explained by rank. Substantial gender differences in tenure were found, with a slight decline in the gap for…

  12. Salary Determinants for Senior Student Affairs Officers: Revisiting Gender and Ethnicity in Light of Institutional Characteristics

    Science.gov (United States)

    Engstrom, Cathy McHugh; McIntosh, Joshua G.; Ridzi, Frank M.; Kruger, Kevin

    2006-01-01

    Previous literature has suggested that ascribed characteristics, such as gender and ethnicity, achieved characteristics such as highest degree earned; and institutional characteristics such as size and public or private affiliation of the college, may serve as determinants of salary among senior student affairs officers. This research, however,…

  13. Differences by Race and Gender in Expected Starting Salaries of Bachelor Degree Recipients in Connecticut

    Science.gov (United States)

    Free, Rhona C.; Brown, Jennifer L.; Clifford, Maryanne T.

    2007-01-01

    Data from the Connecticut Department of Higher Education and the National Association of Colleges and Employers were used to explore effects of college major on differences by race and gender in estimated starting salaries of 2006 bachelor degree recipients from Connecticut colleges and universities. Females' relatively high presence in majors…

  14. The Interaction Effects of Gender, Race, and Marital Status on Faculty Salaries

    Science.gov (United States)

    Toutkoushian, Robert K.; Bellas, Marcia L.; Moore, John V.

    2007-01-01

    Large national surveys of faculty afford analysts the opportunity to examine differences in faculty salary based on combinations of all three dimensions--gender, race/ethnicity, and marital status--as well as the possible interactive effects among them. In this study, the authors used data from the 1999 National Study of Postsecondary Faculty…

  15. Salary, Space, and Satisfaction: An Examination of Gender Differences in the Sciences

    Science.gov (United States)

    Darrah, Marjorie; Hougland, James; Prince, Barbara

    2014-01-01

    How can universities be more successful in recruiting and promoting the professional success of women in their science-related departments? This study examines selected pieces of the puzzle by examining actual salary and space allocations to 282 faculty members in the science, technology, engineering and mathematics (STEM) and the social and…

  16. Are Public School Teacher Salaries Paid Compensating Wage Differentials for Student Racial and Ethnic Characteristics?

    Science.gov (United States)

    Martin, Stephanie M.

    2010-01-01

    The present paper examines the relationship between public school teacher salaries and the racial concentration and segregation of students in the district. A particularly rich set of control variables is included to better measure the effect of racial characteristics. Additional analyses included Metropolitan Statistical Area fixed effects and…

  17. Hispanic Bachelor's Degree Recipients in Connecticut: Effect of Major Field of Study on Expected Starting Salaries

    Science.gov (United States)

    Clifford, Maryanne T.; Brown, Jennifer L.; Free, Rhona C.

    2011-01-01

    Hispanics' earnings remain below those of Whites, even after controlling for educational attainment. This article explores the effect of college major on estimated starting salaries of White and Hispanic bachelor's-degree recipients from Connecticut colleges and universities. Results indicate that while the earnings gap between Hispanic and White…

  18. 2011 Canadian Teacher Salary Rankings: Provinces and Territories. BCTF Research Report. Section I. 2012-TS-01

    Science.gov (United States)

    White, Margaret

    2012-01-01

    This paper is an update of research report 2011-TS-02. It presents tables that show the minimum and maximum salaries for BC's Category 5 and Category 6, or equivalent, for provinces and territories. A sample of school districts is included for those provinces/territories with multiple collective agreements.

  19. Testing Implications of a Tournament Model of School District Salary Schedules

    Science.gov (United States)

    Heutel, Garth

    2009-01-01

    Using panel data on the salary schedules of public school teachers and administrators, I look for evidence of a tournament wage structure. A tournament model is presented, where teachers compete for promotion to administrators. Districts can create incentives for teachers by offering either a higher pay premium for promotion or a larger…

  20. Salary Surveys: How? Why? Who? When? Where? How to Conduct One in Your Community.

    Science.gov (United States)

    Whitebook, Marcy; Pettygrove, Willa

    This pamphlet was written to assist child care employees in conducting a survey of the salaries, benefits, and working conditions of individuals and/or day care centers. The following topics are discussed: reasons for making a survey; limits of surveys; personnel, time, and money involved; sample selection and informaton collection strategies;…

  1. 29 CFR 778.323 - Effect if salary is for variable workweek.

    Science.gov (United States)

    2010-07-01

    ... 29 Labor 3 2010-07-01 2010-07-01 false Effect if salary is for variable workweek. 778.323 Section... variable workweek. The discussion in the prior section sets forth one result of reducing the workweek from... formerly covered a fixed workweek of 40 hours now covers a variable workweek up to 40 hours. If this is the...

  2. Psychology Students' Expectations Regarding Educational Requirements and Salary for Desired Careers

    Science.gov (United States)

    Strapp, Chehalis M.; Drapela, Danica J.; Henderson, Cierra I.; Nasciemento, Emily; Roscoe, Lauren J.

    2018-01-01

    This study investigated the accuracy of psychology majors' expectations regarding careers. Psychology majors, including 101 women and 35 men (M[subscript age] = 23 years; standard deviation[subscript age] = 6.25), indicated a desired career and estimated the level of education needed and the expected annual salary for the career. Students'…

  3. Not Equal for All: Gender and Race Differences in Salary for Doctoral Degree Recipients

    Science.gov (United States)

    Webber, Karen L.; Canché, Manuel González

    2015-01-01

    Despite a recent increase in women and racial/ethnic minorities in U.S. postsecondary education, doctoral recipients from these groups report lower salaries than male and majority peers. With a longitudinal sample of approximately 10,000 respondents from the "Survey of Doctorate Recipients," this study adds to the limited literature…

  4. M. D. Faculty Salaries in Psychiatry and All Clinical Science Departments, 1980-2006

    Science.gov (United States)

    Haviland, Mark G.; Dial, Thomas H.; Pincus, Harold Alan

    2009-01-01

    Objective: The authors compare trends in the salaries of physician faculty in academic departments of psychiatry with those of physician faculty in all academic clinical science departments from 1980-2006. Methods: The authors compared trend lines for psychiatry and all faculty by academic rank, including those for department chairs, by graphing…

  5. Occupational Perceptions of Males and Females as a Function of Sex Ratios, Salary, and Availability.

    Science.gov (United States)

    Subich, Linda Mezydlo; And Others

    1986-01-01

    Examined undergraduate students' willingness to explore, enter, and predict success in three occupations as a function of subject sex and information about occupational sex ratio, salary, and position availability. Results indicated males were more likely to report an interest in further exploration of and entry into the occupations, as well as to…

  6. A Study of Instructional Faculty Salaries at USF, SUS and National Peers

    Science.gov (United States)

    Micceri, Theodore

    2010-01-01

    This study investigates 10-year trends in instructional faculty salaries by sex and rank for USF, five SUS Peers (UF, FSU, FIU, UCF, FAU) and eight National Peers (North Carolina State, Alabama-Birmingham, Illinois-Chicago, California-Irvine, SUNY-Stony Brook, SUNY-Buffalo, Cincinnati, Rutgers). Methods: Historical instructional faculty salary…

  7. Rated satisfaction with salary and promotion by secondary school teachers in Transkei.

    Science.gov (United States)

    Mwamwenda, T S

    2000-08-01

    Among 114 secondary school teachers there was no significant difference between the 55 who were satisfied with their salary and the 59 who were not, but the difference was significant between 37 who were satisfied with promotion and 73 who were not. There was no sex difference for either measure.

  8. Academic productivity and its relationship to physician salaries in the University of California Healthcare System.

    Science.gov (United States)

    Fijalkowski, Natalia; Zheng, Luo Luo; Henderson, Michael T; Moshfeghi, Andrew A; Maltenfort, Mitchell; Moshfeghi, Darius M

    2013-07-01

    To evaluate whether physicians with higher academic productivity, as measured by the number of publications in Scopus and the Scopus Hirsch index (h-index), earn higher salaries. This was a cross-sectional study. Participants were ophthalmologists, otolaryngologists, neurosurgeons, and neurologists classified as "top earners" (>$100,000 annually) within the University of California (UC) healthcare system in 2008. Bibliometric searches on Scopus were conducted to retrieve the total number of publications and Hirsch indices (h-index), a measure of academic productivity. The association between the number of publications and h-index on physicians' total compensation was determined with multivariate regression models after controlling for the four specialties (ophthalmology, otolaryngology, neurosurgery, and neurology), the five institutions (UC San Francisco, UC Los Angeles, UC San Diego, UC Irvine, and UC Davis), and academic rank (assistant professor, associate professor, and professor). The UC healthcare system departments reported 433 faculty physicians among the four specialties, with 71.6% (n = 310) earning more than $100,000 in 2008 and classifying as top earners. After controlling for the specialty, institution, and ranking, there was a significant association between the number of publications on salary (P Scopus number of publications and h-index were correlated (P Scopus h-index was of borderline significance in predicting physician salary (P = 0.12). Physicians with higher Scopus publications had higher total salaries across all four specialties. Every 10 publications were associated with a 2.40% increase in total salary after controlling for specialty, institution, rank, and chair. Ophthalmologists, otolaryngologists, neurosurgeons, and neurologists in the UC healthcare system who are more academically productive receive greater remuneration.

  9. Trends in gender, employment, salary, and debt of graduates of US veterinary medical schools and colleges.

    Science.gov (United States)

    Chieffo, Carla; Kelly, Alan M; Ferguson, James

    2008-09-15

    To characterize trends in gender, employment, starting salaries, and educational debt of graduates of US veterinary medical schools and colleges from 1988 to 2007. Meta-analysis. Sample Population-Veterinary medical graduates from 26 or 27 of 27 US veterinary schools and colleges from 1988 through 2007. Data were obtained from surveys published in the JAVMA. A chi2 test for trend was used to analyze trends in choices of employment and educational indebtedness for the veterinary graduate populations over time. The greatest changes in employment occurred in predominantly large animal practice, which attracted 10.7% of new graduates in 1989 but only 2.2% in 2007, and in advanced study, which attracted 15.2% of new graduates in 1989 and 36.8% in 2007. In 2007, 75% of graduates were women, but this gender shift was not associated with the decline in the percentage of graduates entering rural practice. From 1989 through 2007, starting salaries in private practice increased at a rate of 4.60%/y. During the same period, educational debt increased at an annual rate of 7.36%, or 60% higher than the rate of increases for starting salaries. As a result, debt at graduation increased from 1.1 times the starting salary in 1989 to 2.0 times the starting salary in 2007. Veterinary students are now more in debt than they have ever been. This trend together with a substantial increase in the rate of interest charged for government-backed education loans create conditions for new graduates that appear unsustainable.

  10. Impact of civil servant salaries on the performance of local public administration in Kosovo

    Directory of Open Access Journals (Sweden)

    Mr.Sc. Naim Ismajli

    2012-12-01

    Full Text Available Motivation is defined as the willingness to exert high level of effort to reach organizational goals, conditioned by the ability of these efforts to satisfy some individual needs (Robbis / De Cenze p, 407. As motivating factors are: wage increase in career, workplace safety, work contracts, working conditions, organizational culture, leadership in working organizations, the level of responsibility at work and rewards. All these factors have different scale in motivating employee performance. Based on the theory of many authors in the field of Human Resources, presented in scientific literature, scientific journal articles, reports of international institutions (UNDP, World Bank, Human rights etc.that explore human resources comes the conclusion that the salary is one of the most important motivating factors for employee performance level. Main  problem treated in this research is the salary; salary level, its structure, the methodology of determining the current legal framework does not provide a realistic reflection based on needs and performance-oriented employees, so as it is does not  motivates either increase public service quality.This work reflects over presented theoretical part from literature, scientific articles, as well from own experience and the main conclusion is that wage is motivating factors in the performance of civil servants in the public administration in local level. Research questions are; which is unsatisfactory levelwithin worker's salary?, What is the salary structure?, What is actual legal framework?, Is it wage rate based on performance or work time? For this research will be used combined methodology; first collection of the primary, secondary data, and interviews, with the objective to draw scientific conclusions of this research. The purpose of this research is to come out with recommendations for institutions to develop policies, local government, human resource managers, executives managers at all levels, but

  11. Faldas por pantalones: las obreras y la brecha salarial en la industria colombiana en 1945

    Directory of Open Access Journals (Sweden)

    Daniela Santos Cárdenas

    2017-09-01

    Full Text Available La industria en Colombia se desarrolló con una importante participación de las mujeres obreras. En 1945, las obreras en la industria colombiana ganaban, en promedio, el 60% del salario de sus compañeros hombres. Este artículo utiliza los datos del Censo Industrial de 1945 para analizar la distribución de la brecha salarial en la industria en Colombia y sus posibles determinantes. También desarrolla un modelo que cuantifica la proporción de la brecha salarial, que no se debe a diferencias en productividad entre mujeres y hombres para cada uno de los sectores de la industria colombiana de la época. Además, encuentra que ni las diferencias en nivel de instrucción ni las diferencias en productividad entre hombres y mujeres explican las amplias diferencias en salarios entre obreras y obreros.

  12. Inequalities in the distribution of pharmacists' wage-and-salary earnings: indicators and their development.

    Science.gov (United States)

    Carvajal, Manuel J; Armayor, Graciela M

    2013-01-01

    Disparities in wages and salaries can be viewed as the dispersion of a statistical distribution that responds to observed and unobserved characteristics, and reflects socioeconomic phenomena such as the interplay of supply and demand, availability of information, and efficiency of markets in their search for equilibrium. The aim of this study was to explore the nature of inequality in the distribution of pharmacists' wage-and-salary earnings and establish the extent to which inequality primarily occurred because of variation between/among groups or within groups of pharmacists in several classifications of human-capital and job-related preference variables. Data were collected through the use of a survey questionnaire mailed to registered pharmacists in South Florida, USA. Five indicators of inequality (the log earnings variance, the coefficient of variation, the lower median share, the 90-10 decile ratio, and the Gini coefficient) were estimated for eight human-capital classifications and eight job-related classifications. A one-way ANOVA model was applied to the groups in each classification to compare variation between/among versus within pharmacy groups. Pharmacists' wage-and-salary earnings were more evenly distributed than most income distributions discussed in the literature. They were more equitably distributed for full-time pharmacists than for all pharmacists in the data set. All five-inequality indicators behaved similarly. Notable differences were observed between/among groups within the gender, age group, marital status, number of children, academic degree, and type of primary pharmacy activity classifications. Inequalities in wages and salaries have been identified both between/among and within pharmacist groups in several classifications using five commonly accepted indicators. Copyright © 2013 Elsevier Inc. All rights reserved.

  13. Mean-variance portfolio selection for defined-contribution pension funds with stochastic salary.

    Science.gov (United States)

    Zhang, Chubing

    2014-01-01

    This paper focuses on a continuous-time dynamic mean-variance portfolio selection problem of defined-contribution pension funds with stochastic salary, whose risk comes from both financial market and nonfinancial market. By constructing a special Riccati equation as a continuous (actually a viscosity) solution to the HJB equation, we obtain an explicit closed form solution for the optimal investment portfolio as well as the efficient frontier.

  14. Estructura salarial de los periodistas en España durante la crisis

    Directory of Open Access Journals (Sweden)

    Sergio Roses

    2011-01-01

    Full Text Available Las empresas informativas están aplicando políticas de reducción de gastos de personal para hacer frente a la crisis económica. Este trabajo describe la Estructura Salarial de los Periodistas en España durante la crisis (2009 a partir de los datos recabados mediante una encuesta telefónica suministrada a una muestra de mil periodistas en activo residentes en España. La descripción de los datos se detalla en función de un conjunto de variables sociolaborales. El estudio se complementa con un análisis bivariable de la asociación entre el nivel salarial de los periodistas encuestados y dichas variables. Los resultados indican que el nivel salarial de los periodistas en España está asociado a su género, edad, experiencia profesional, tipo de medio donde trabaja, tamaño de la empresa informativa, ubicación geográfica de la empresa, categoría profesional, tipo de contrato y antigüedad en la empresa. Sin embargo, el nivel salarial es independiente de nivel de estudios, titulación universitaria en Periodismo o Comunicación, y titulación en estudios de tercer ciclo. Los hallazgos del estudio—de interés para académicos y organizaciones profesionales—permitirán monitorizar en el futuro los efectos de las políticas de reducción de gastos de los medios en las retribuciones de los periodistas.

  15. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    OpenAIRE

    Hashim Fadzil Ariffin; Norbani Che Ha

    2015-01-01

    The purpose of this study is to investigate the Organizational Commitment (OC) among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed ...

  16. OPTIMIZATION OF SALARY CALCULATIONS AND EMPLOYEES’ LABOUR PRODUCTIVITY STIMULATION AT THE ENTERPRISE

    Directory of Open Access Journals (Sweden)

    Olha Odnoshevna

    2017-11-01

    Full Text Available The purposes of the paper are: the detailed analysis of salary calculations, the evaluation of the effectiveness of employees’ work, the development of optimizing mechanisms of salary calculations by increasing productivity and implementation of the methods of employees’ labour stimulation. Methodology. The study is based on an analysis of different groups of enterprises, including agricultural ones. It is analysed that for today the efficiency of labour at some enterprises drops due to low wages and the lack of employees’ motivation mechanism. Results. The study found that the process of salary calculations has a lot of problematic aspects, such as a deficient work organization, insufficient stimulation of workers, poorly composed documents, etc. To improve such a situation, it is suggested an introduction of automation in order to reduce the wasting of working time for data processing of an accounting department and to improve significantly the quality and speed of information transfer to the head of an enterprise and external users. It is offered to use a labour ball to improve employees’ motivation, which is a form of accounting for the work varying on quality and quantity that was contributed to production. According to the scoring results, a mechanism of bonuses for employees is suggested. Practical implications. We suggested entering new documents to control the number of issued orders – “Registration Book of Issued Orders”. To provide a high level of quality control of executed works, it is suggested to display data in a special primary document “Record Sheet of Performance Quality”. It is offered to use partial salary payment for unprofitable enterprises through payment in kind. Value/originality. At first, the results will allow increasing the firm’s performance quality without losing employees, and subsequently – allow increasing the profitability of the enterprise.

  17. Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

    Science.gov (United States)

    Faupel-Badger, Jessica M; Nelson, David E; Izmirlian, Grant

    2017-01-01

    Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI) Cancer Prevention Fellowship Program (CPFP) alumni (n = 114), and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32) postdoctoral fellowships (n = 140) completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69) and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90) were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82) or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94) had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively), as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98). These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

  18. Organizational Differences between U.S. Major Leagues and European Leagues: Implications for Salary Caps

    OpenAIRE

    Helmut Dietl; Egon Franck; Markus Lang; Alexander Rathke

    2011-01-01

    This paper outlines and compares the organizational structure of major sports leagues, explores the reasoning behind their formation, and derives implications for salary caps in European football. To understand why sports leagues have developed a specific organizational structure, one must take the economic peculiarities of team sports leagues into consideration. For this purpose, we analyze the production process and illuminate its major peculiarities. For example, we present the difference ...

  19. What is a Breast Surgeon Worth? A Salary Survey of the American Society of Breast Surgeons.

    Science.gov (United States)

    Manahan, Eric; Wang, Li; Chen, Steven; Dickson-Witmer, Diana; Zhu, Junjia; Holmes, Dennis; Kass, Rena

    2015-10-01

    Breast surgeons negotiating employment agreements have little national data available. To reduce this knowledge gap, the Education Committee of the American Society of Breast Surgeons conducted a survey of its membership. In 2014, survey questionnaires were sent to society members. Data collected included gender, type of practice, percentage devoted to breast surgery, volume of breast cases, work relative value units, location, benefits, and salary. Descriptive statistics were provided, and a multinomial logistic regression was performed to analyze the impact of various potential factors on salary. Of the 2784 members, a total of 843 observations were included. Overall, 54% of respondents dedicated 100 % of their practice to breast surgery, 64.3% were female, and 40% were fellowship-trained in breast surgery or surgical oncology. The mean income in 2013 was $330.7k. Results from a multinomial model showed gender (p income was higher for males ($378k vs. $310k). The lowest expected income by practice setting was in solo private practice ($249.2k), followed by single-specialty private practice ($285.8k), and academic ($308.5k), with the highest being multispecialty group private practice ($346.6k) and hospital-employed practice ($368.0k). Practice 100% dedicated to breast surgery had a lower than expected income ($326k vs. $343k). Salary-specific data for breast surgeons are limited, and differences in salary were seen across geographic regions, type of practice, and gender. This type of breast-surgeon-specific data may be helpful in ensuring equitable compensation.

  20. Career Satisfaction and Perceived Salary Competitiveness among Individuals Who Completed Postdoctoral Research Training in Cancer Prevention.

    Directory of Open Access Journals (Sweden)

    Jessica M Faupel-Badger

    Full Text Available Studies examining career satisfaction of biomedical scientists are limited, especially in the context of prior postdoctoral training. Here we focused on career satisfaction defined as satisfaction with one's career trajectory and perceived salary competitiveness among a predominantly Ph.D.-trained population of scientists who completed cancer prevention-related postdoctoral training between 1987-2011. National Cancer Institute (NCI Cancer Prevention Fellowship Program (CPFP alumni (n = 114, and previous recipients of NCI-sponsored Ruth L. Kirschstein National Research Service Award (NRSA/F32 postdoctoral fellowships (n = 140 completed online surveys. Associations of career satisfaction and perception of salary competitiveness with demographic, training, and employment-related factors were examined using logistic regression. Overall, 61% reported high levels of satisfaction with their career trajectory to-date. Higher salary (odds ratio [OR] = 2.86, 95% confidence interval [95% CI]: 1.07-7.69 and having more leadership roles (OR = 2.26, 95% CI:1.04-4.90 were independently associated with higher career satisfaction. Persons with race/ethnicity other than white (OR = 0.40, 95% CI: 0.20-0.82 or age ≥ 50 (OR = 0.40, 95%CI: 0.17-0.94 had lower career satisfaction levels. There were no statistically significant differences in career satisfaction levels by gender, scientific discipline, or employment sector. 74% perceived their current salary as competitive, but persons with 5-9, or ≥10 years in their current position reported lower levels (OR = 0.31, 95% CI: 0.15-0.65; and OR = 0.37, 95% CI: 0.16-0.87, respectively, as did individuals in government positions (OR = 0.33, 95% CI: 0.11-0.98. These data add to the understanding of career satisfaction of those with advanced training in biomedical research by examining these measures in relation to prior postdoctoral research training and across multiple career sectors.

  1. Private or salaried practice: how do young general practitioners make their career choice? A qualitative study.

    Science.gov (United States)

    Kinouani, Shérazade; Boukhors, Gary; Luaces, Baptiste; Durieux, William; Cadwallader, Jean-Sébastien; Aubin-Auger, Isabelle; Gay, Bernard

    2016-09-01

    Young French postgraduates in general practice increasingly prefer salaried practice to private practice in spite of the financial incentives offered by the French government or local communities to encourage the latter. This study aimed to explore the determinants of choice between private or salaried practice among young general practitioners. A qualitative study was conducted in the South West of France. Semi-structured interviews of young general practitioners were audio-recorded until data saturation. Recordings were transcribed and then analyzed according to Grounded Theory by three researchers working independently. Sixteen general practitioners participated in this study. For salaried and private doctors, the main factors governing their choice were occupational factors: working conditions, need of varied scope of practice, quality of the doctor-patient relationship or career flexibility. Other factors such as postgraduate training, having worked as a locum or self-interest were also determining. Young general practitioners all expected a work-life balance. The fee-for-service scheme or home visits may have discouraged young general practitioners from choosing private practice. National health policies should increase the attractiveness of ambulatory general practice by promoting the diversification of modes of remuneration and encouraging the organization of group exercises in multidisciplinary medical homes and community health centers.

  2. EXAMINING MALAYSIAN HOTEL EMPLOYEES ORGANIZATIONAL COMMITMENT BY GENDER, EDUCATION LEVEL AND SALARY

    Directory of Open Access Journals (Sweden)

    Hashim Fadzil Ariffin

    2015-04-01

    Full Text Available The purpose of this study is to investigate the Organizational Commitment (OC among Malaysian hotel employees. The aim is to identify the perception of employees concerning OC that they have perceived at their workplace and, how gender, education level and range of salary affect them. The data have been collected through sets of questionnare answered by 624 respondents who are hotel employees in Malaysia. The dimensions of OC which are affective, continuance and normative have been analysed using exploratory factor analysis (EFA. The data then been analysed using t-test and analysis of variance (ANOVA to find the significance differences between gender, level of education and salary scale with the three dimensions of OC. The result of this study reveals that there is no significant diffrences between three dimensions of OC and gender. Findings also show that there are significant differences between education level and three dimensions of OC. Similarly, the results also display significant differences between salary scale and, affective and continuance commitment but not with normative comitment. Managerial implications, limitations and future research directions are also discussed.

  3. Statistical analysis of the established salary in small and medium enterprises

    Directory of Open Access Journals (Sweden)

    Yu. S. Pin’kovetskaya

    2017-01-01

    Full Text Available The aim of the study was to analyze the present regularities, specific to the employees’ salaries of aggregates of small and medium enterprises related to the three dimensional categories and located in different regions of Russia. The following tasks were solved: the indexes, characterizing average monthly salary of employees based on the mentioned enterprises were assessed, belonging to different size categories and located in each of the regions; the relations were established between the average monthly salaries of employees of aggregates of small and medium enterprises and the cost of living in all regions of the country.Preliminary results of stopwatch reading of small and medium business activities in 2015 were used as initial data. The research was based on the comparison of indexes for the entrepreneurial sector and the full range of enterprises and organizations.Modeling differentiation of salaries’ values of small and medium enterprises aggregations, as well as its relationship to the values of the subsistence level was based on the development of the density function of normal distribution. The quality of the developed models was checked according to the Kolmogorov-Smirnov, Pearson and Shapiro-Wilk criteria.The obtained results have some theoretical significance, in particular, when conducting research related to the justification of the proposed wage of employees of enterprises different in number, the formation of measures for increasing efficiency of the entrepreneurial sector activity. Density functions of normal distribution given in the paper can be used in the justification of concepts, plans and programs of developing small and medium entrepreneurship in regions and municipalities. The practical importance of research results connected with the possibility of their use by entrepreneurs directly (especially by beginners when assessing the potential of enterprise creation and definition of employees’ proposed salaries. In

  4. Salary particulars

    Indian Academy of Sciences (India)

    Gowri

    2,400. 11 Meghana B Yadav. Administrative Assistant. 5,200-20,200. 2,400. 12 T. M. Tejeswini. Administrative Assistant. 5,200-20,200. 2,400. 13 M. Vanitha. Administrative Assistant. 5,200-20,200. 2,400. 14 Venkatarathnam N. Administrative Assistant. 5,200-20,200. 2,400. Supporting Staff. 1. H. Channaiah. Senior Attender.

  5. Mapping the (Invisible Salaried Woman Architect: the Australian Parlour Research Project

    Directory of Open Access Journals (Sweden)

    Karen Lisa Burns

    2015-12-01

    Full Text Available Since the 1970s, feminist historians and polemicists have struggled to uncover the ordinary lives of women. They believe that gender ideals and biases are a critical part of the weft and weave of daily life. But the quotidian has been a restricted field in our discipline, often used to define a particular building type rather than the lives of architects. For example, we know little about the workdays of professionals or their labour in the workplace. The architectural office - its daily transactions and everyday culture - remains obscure. Even when represented in histories of the profession, the architectural office is filtered through a top-down lens trained on practice directors. The labour and lives of architecture’s male and female employees is unexplored terrain, but we could begin with the demographics: up to three-quarters of Australian women in architecture are salaried workers, continuing a historical trend. In the past, women generally worked for others. The gendering of salaried architectural workers raises questions about the relationship between gender and office work. Feminist historians and theorists have suggested that the office plays a role in forming gender ideals and practices. This paper endeavours to critically describe the lives and labour of women architects at the office, using survey and interview data from a large-scale Australian research project, publicly known through its website Parlour. This research inquires into gender disadvantage and investigates how gender ideals and norms shape the culture of the architectural workplace. The project’s research questions, evidence and explanations form the basis of this essay. The Parlour project is an ongoing platform for sharing information and research, but it gives particular voice to women’s experience in architecture, an experience largely shaped by salaried employment, studentship and the ownership of small practices.

  6. Pharmacists' wages and salaries: The part-time versus full-time dichotomy.

    Science.gov (United States)

    Carvajal, Manuel J; Popovici, Ioana

    2016-01-01

    Recent years have seen significant growth in part-time work among pharmacy personnel. If preferences and outlooks of part-time and full-time workers differ, job-related incentives may not have the same effect on both groups; different management practices may be necessary to cope with rapidly evolving workforces. To compare wage-and-salary responses to the number of hours worked, human-capital stock, and job-related preferences between full-time and part-time pharmacists. The analysis focused on the pharmacist workforce because, unlike other professions, remuneration is fairly linear with respect to the amount of time worked. Data were collected from a self-reported survey of licensed pharmacists in southern Florida (U.S. State). The sample consisted of 979 full-time and 254 part-time respondents. Using ordinary least squares, a model estimated, separately for full-time and part-time pharmacists, annual wage-and-salary earnings as functions of average workweek, human-capital stock, and job-related preferences. Practitioners working less than 36 h/week were driven almost exclusively by pay, whereas practitioners working 36 h or more exhibited a more comprehensive approach to their work experience that included variables beyond monetary remuneration. Managing part-time pharmacists calls for emphasis on wage-and-salary issues. Job-security and gender- and children-related concerns, such as flexibility, should be oriented toward full-time practitioners. Copyright © 2016 Elsevier Inc. All rights reserved.

  7. Política salarial de las universidades públicas: México y Venezuela

    Directory of Open Access Journals (Sweden)

    Luis E. Torres-Núñez

    2017-07-01

    Full Text Available La formación de profesionales de calidad y la generación de tecnología y ciencia pertinente son al menos dos elementos fundamentales para el desarrollo de los países latinoamericanos y, tal situación se encuentra estrechamente relacionada al impacto que se genere como resultado del trabajo académico mayormente desarrollado en las universidades de la región.  El presente trabajo procura caracterizar la política salarial de los académicos mexicanos y venezolanos en el periodo del año 2000 al 2010. Es una investigación comparativa y de carácter documental. El ensayo se estructura en dos dimensiones a saber: la presentación de los datos que contienen los elementos significativos de los sistemas de educación superior (matricula, instituciones, política de financiamiento y los académicos; en segundo lugar, se expone la estructura de la política salarial, se estudian las realidades y se precisan algunas diferencias sustantivas. Finalmente el estudio comparativo revela el incumplimiento de ambos Estados en relación a las definiciones salariales contempladas en sus textos constitucionales. La política mexicana de salarios académicos “estructura de incentivos” de tipo heterologados enseñan beneficios económicos de carácter inmediato para la sobrevivencia del académico y no le garantizan una pensión digna para el disfrute de su vejez; mientras que la política venezolana de salarios de tipo homologados precisa el incumplimiento legal de las “Normas de Homologación” por parte del Estado Venezolano desde hace más de tres décadas para el incremento salarial de los académicos.

  8. Evolución de la desigualdad salarial regional en México, 1994-2003

    OpenAIRE

    David Castro Lugo; Berenice Morales Sandoval

    2011-01-01

    El objetivo de este artículo es analizar la desigualdad salarial regional en México (1994-2003) e identificar los factores que inciden en ella. El análisis se sustenta en la metodología del "segundo momento" propuesta por Blau y Kahn (1996) y adaptada por Monastiriotis (2003). Los resultados sugieren una disminución de la brecha total a partir de 1995, así como una tendencia a la homogenización de la remuneración laboral al interior de las regiones, mientras que entre ellas la diferencia a...

  9. Brecha salarial entre hombres y mujeres en España

    OpenAIRE

    Campillo Rodríguez, David

    2015-01-01

    Investigación de las diferencias salariales existentes entre hombres y mujeres en el mercado laboral español. Estudio de la implicación del nivel de estudios y el sexo en las remuneraciones de ambos colectivos. Cuantificación de la brecha salarial, de la remuneración que percibirían las mujeres si fueran tratadas como hombres y del aumento necesario en el salario de las mujeres para que su salario se iguale al salario efectivo sin discriminación.

  10. Organization and overall job satisfaction among publicly employed, salaried dentists in Sweden and Denmark.

    Science.gov (United States)

    Ordell, Sven; Söderfeldt, Björn; Hjalmers, Karin; Berthelsen, Hanne; Bergström, Kamilla

    2013-11-01

    In Sweden and Denmark, clinical dentistry is changing and public dentistry is in transition towards more market orientation. Dentists' overall job satisfaction is important for how public dentistry can fulfil the new expectations from patients, the public and politicians. The aim of this study was to investigate what organizational factors were important for publicly employed salaried dentists' overall job satisfaction. A random sample of active, general dental practitioners (private and publicly employed) was selected in Denmark and in Sweden, and they received a postal questionnaire. The number of questionnaires was 1835 and the response rate was 68% (n = 1226). This study analysed only the publicly employed dentists. The sampling frame for the Swedish dentists was 431, response rate 68.9% (n = 297) and for the Danish ones 194, response rate 81.9% (n = 159). Multivariate regression was used with overall job satisfaction as a dependent variable. Common organizational variables were important. The used model explained between 32% (Sweden) and 39% (Denmark) of the variance in overall job satisfaction. The only significant individual factor was less job satisfaction for Swedish dentists born outside Sweden. An organizational climate characterized by a focus on professional values was associated with job satisfaction in both countries. Among the Swedish dentists, number of colleagues and degree of influence were also important and among the Danish ones sufficient time for patients. Organizational factors had an impact on salaried publicly employed dentists' overall job satisfaction in both countries. The findings may have implications for other Human Service Organizations with employed professionals.

  11. Diferencial salarial público-privado e desigualdade de renda per capita no Brasil

    Directory of Open Access Journals (Sweden)

    Pedro H. G. F. Souza

    2013-03-01

    Full Text Available O estudo estima a contribuição específica do diferencial salarial entre trabalhadores com características semelhantes dos setores público e privado para a desigualdade na renda domiciliar per capita no Brasil. A estimação baseia-se em simulações contrafactuais e o cálculo das contribuições para a desigualdade em uma decomposição de fatores do coeficiente de Gini. Os dados são provenientes da PNAD 2009. O diferencial equivale a cerca de 17% da massa salarial dos servidores públicos, é regressivo e altamente concentrado, mas tem volume pequeno na renda total (1% e, por isso, contribui para cerca de 3% da desigualdade total. Os efeitos sobre a desigualdade da composição da força de trabalho nos setores são muito maiores que efeitos da segmentação do mercado de trabalho entre os dois setores. Essas conclusões são pouco sensíveis a modificações de definições de setor e diferentes técnicas de estimação.

  12. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    2004-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2003, salaries and pensions are adjusted with effect from 1 January 2004. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below: 1. Scale of basic salaries and scale of stipends paid to fellows (Annex R A 1 and R A 2 respectively): increased by 1.1% with effect from 1 January 2004. 2. Elements increased by 0.7%, following the movement of the Geneva consumer price index: a) Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2004. b) Reimbursement of education fees: maximum amounts of reimbursement (Article R A 8.01) for the academic year 2003/2004, i.e. with effect from 1 September 2003. c) Pensions, with effect from 1 January 2004. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, var...

  13. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    Division des Ressources humaines; Tel. 74128

    2003-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2002, salaries and pensions are adjusted with effect from 1 January 2003. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below : 1. Scale of basic salaries and scale of basic stipends (Annex R A 1 and R A 2 respectively): increased by 1.2% with effect from 1 January 2003. 2. Elements increased by 0.6%, following the Geneva cost-of-living movement: - Family Allowance and Child Allowance (Annex R A 4), with effect from 1 January 2003. - Reimbursement of education fees: maximum amounts of reimbursement stipulated in Article R A 8.01 for the academic year 2002/2003, i.e. with effect from 1 September 2002. - Pensions, with effect from 1 January 2003. 3. Related adjustments will be implemented wherever applicable to Paid Associates and Students. As in the past, variations occur in the actual percentage increases quoted, due to the constant increment values and...

  14. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    Human Resources Division

    2002-01-01

    In accordance with decisions taken by the Finance Committee and Council in December 2001, salaries and pensions are adjusted with effect from 1 January 2002. Information on these decisions and other main changes concerning the Staff Rules & Regulations is summarised below : Scale of basic salaries and scale of basic stipends (Annex R A 1 and R A 2 respectively) : increased by 1.3% with effect from 1 January 2002. Family Allowance and Child Allowance (Annex R A 4) : increased by 0.8% with effect from 1 January 2002. Reimbursement of education fees : maximum amounts of reimbursement stipulated in Article R A 8.01 are increased by 0.8% for the academic year 2001/2002, i.e. with effect from 1 September 2001. Variable Subsistence Indemnity for duty travel (Articles R IV 1.40 and 1.41): revised rates, as proposed by the Management, applied with effect from 1 January 2002. Related adjustments will be implemented wherever applicable to Paid Associates and Students. Pensions : increased by 0.8% with effect ...

  15. SALARY AND PENSION ADJUSTMENTS AND OTHER CHANGES TO THE STAFF RULES & REGULATIONS

    CERN Multimedia

    Division des ressources humaines

    2000-01-01

    Salaries and pensions will be adjusted with effect from 1st January 2000. The Finance Committee and Council have also taken several decisions concerning the Staff Rules & Regulations, which will be amended accordingly. The main points are listed below: Scale of basic salaries and scale of basic stipends (Annex R A 1 and Annex RÊAÊ2 respectively): Increased by 1.292% with effect from 1st January 2000.Family Allowance and Child Allowance (AnnexRÊAÊ4):Increased by 0.9% with effect from 1st January 2000. The new figures are 285 and 315 Swiss francs/month respectively.Pensions: Increased by 1.3% with effect from 1st January 2000.Reimbursement of education fees: Maximum amounts of reimbursement stipulated in Article R A 8.01 are increased by 0.9% for the academic year 1999/2000, i.e. to 12Õ996 and 15Õ074 Swiss francs respectively with effect from 1ê September 1999.Related amendments will be implemented wherever applicable to Paid Associ...

  16. Evolución de la brecha salarial de género en México

    OpenAIRE

    Eva O. Arceo-Gómez; Campos-Vázquez, Raymundo M.

    2013-01-01

    El artículo analiza la brecha salarial de género en México entre 1990 y 2010 utilizando los censos de población. En promedio, la brecha salarial ha disminuido en el periodo. En 2010 la brecha salarial de género fue de 6%. El promedio no describe el comportamiento de la brecha en la distribución. Hallamos un patrón estable de “piso pegajoso” y un patrón decreciente de “techo de cristal” a lo largo de la distribución en este periodo. Utilizamos un método semiparamétrico para descomponer la brec...

  17. Tendências da desigualdade salarial para coortes de mulheres brancas e negras no Brasil

    Directory of Open Access Journals (Sweden)

    Ana Maria Hermeto Camilo de Oliveira

    2006-06-01

    Full Text Available É feita uma análise das tendências da desigualdade salarial da força de trabalho feminina no Brasil, segundo a raça, durante as décadas de 1980 e 1990. Crescentes retornos de qualificação e crescente demanda por trabalho qualificado resultam em uma divergência do crescimento salarial entre os trabalhadores com alta e baixa qualificação. Este crescente hiato resulta em um aumento da desigualdade salarial por raça. Com o propósito de interpretar as tendências, são examinadas diferenças por raça nos padrões de casamento, fecundidade, arranjos domiciliares, níveis educacionais, participação na força de trabalho, níveis de qualificação, alocação ocupacional e salários, distinguindo entre medidas de período e coorte. São usados dados provenientes das PNADs 1987-1999 para analisar a importância de mudanças inter e intracoortes para mulheres brancas e negras. Funções salariais são estimadas a partir dos dados agregados da série temporal de cross sections, usando mínimos quadrados ordinários e regressões quantílicas.We analyze trends of wage inequality of the Brazilian female labor force, by race, during the 1980s and 1990s. Increasing returns to skills and increasing demand for skilled labor result in a divergence of wages growth between high and low skilled workers. This increasing gap results in an increase of wage inequality by race. In order to interpret trends, we take into account race differences in marriage patterns, fertility, household arrangements, educational levels, labor market participation, skill levels, occupational location and earnings, distinguishing between period and cohort measures. We use 1987-1999 Brazilian Household Sample Surveys data to examine the importance of within- and between-cohort changes for black and white women. Earnings functions are estimated from the pooled time-series of these cross-section data, using OLS and quantile regressions.

  18. Separating the unequal. New ACHE study shows racial, gender salary disparities still plague the C-suite, a problem the group is working to address.

    Science.gov (United States)

    Carlson, Joe

    2009-03-09

    According to an American College of Healthcare Executives report, the salary gap between white male health executives' salaries and those of minorities is widening. "You're not very likely to run into someone who will be overtly discriminatory," said Daniel Jackson, left. "It will be more veiled. ... But it also dissipates quickly if you're effective.

  19. Can a District-Level Teacher Salary Incentive Policy Improve Teacher Recruitment and Retention? Policy Brief 13-4

    Science.gov (United States)

    Hough, Heather J.; Loeb, Susanna

    2013-01-01

    In this policy brief, Heather Hough and Susanna Loeb examine the effect of the Quality Teacher and Education Act of 2008 (QTEA) on teacher recruitment, retention, and overall teacher quality in the San Francisco Unified School District (SFUSD). They provide evidence that a salary increase can improve a school district's attractiveness within their…

  20. Postbaccalaureate Salaries of Psychology Majors from a Historically Black University: How Much Does a Master's Degree Add?

    Science.gov (United States)

    Sibulkin, Amy E.; Butler, J. S.

    2016-01-01

    A sample of predominantly African American psychology major baccalaureates from a historically Black university self-reported job types, salaries, and master's degree completion. For this pre-2009 recession sample, we found that (a) the rates of employment were quite high; (b) most jobs were related to health, mental health, social work, and…

  1. 15 CFR 19.12 - How will Commerce entities offset a Federal employee's salary to collect a Commerce debt?

    Science.gov (United States)

    2010-01-01

    ... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false How will Commerce entities offset a Federal employee's salary to collect a Commerce debt? 19.12 Section 19.12 Commerce and Foreign Trade Office of the Secretary of Commerce COMMERCE DEBT COLLECTION Procedures To Collect Commerce Debts § 19.12...

  2. The Structure and Determinants of Expected and Actual Starting Salaries of Higher Education Students in Germany: Identical or Different?

    Science.gov (United States)

    Frick, Bernd; Maihaus, Michael

    2016-01-01

    Using two representative samples of some 74,000 students and 11,000 graduates, respectively, we analyse the accuracy of students' wage expectations given their individual characteristics. We find that students are aware of the effects of most of their own characteristics, as a large number of determinants of expected and realised salaries do not…

  3. ¿Existe discriminación salarial contra la población indígena en Chile?

    Directory of Open Access Journals (Sweden)

    Rodrigo Montero

    2009-01-01

    Full Text Available En este artículo se presenta evidencia empírica respecto a la existencia de una discriminación salarial contra la población indígena en Chile para el periodo 1996-2006, con datos provenientes de la encuesta Casen. Los resultados muestran que la discriminación salarial he permanecido relativamente estable durante los pasados diez años, en torno de 12%. Mediante la aplicación de técnicas de bootstrapping es posible construir un intervalo de confianza para la medida de discriminación salarial, lo que permite concluir que ésta es estadísticamente significativa. Por su parte, en dicho periodo la brecha salarial pasó de 32.5 a 24.9%, disminución que se explica básicamente por la equiparación en la dotación de capital humano de ambos grupos. Las estimaciones son sensibles a la corrección por sesgo de selección, hecho que releva le importancia que tiene incorporar esta variable en la descomposición de brechas salariales.

  4. Can Teacher Salaries Policies Help To Improve the Social Conditions of At-Risk Populations in the Americas?

    Science.gov (United States)

    Gertel, Hector R.

    This paper examines whether teacher salary policies in the Americas can contribute to sustainable development and improve social conditions among at-risk populations. Many countries have invested in specific interventions. Chile worked to boost learning at low-performing schools. Argentina invested in new facilities to provide poor, rural schools…

  5. Microhabitat selection of Gyrodactylus salaris  with reference to susceptibility status of the salmonid host

    DEFF Research Database (Denmark)

    Heinecke, Rasmus Demuth; Buchmann, Kurt

    Five strains of salmon Salmo salar and a strain of Danish rainbow trout Oncorhynchus mykiss were experimentally infected with the ectoparasite Gyrodactylus salaris (Lærdalselva strain, Norway). All fish were hatchery-reared and the genetic origins were from the East Atlantic: River Conon (Scotland...

  6. Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

    Science.gov (United States)

    O'Meara, KerryAnn

    2015-01-01

    This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

  7. Inequidad salarial en Cuba durante el Período Especial

    Directory of Open Access Journals (Sweden)

    Laura SPAGNOLO

    2008-11-01

    Full Text Available RESUMEN: Este trabajo analiza la evolución de la inequidad salarial en Cuba desde principios de la década de 1990 hasta 2004, durante y luego de lo que fue conocido como el «Período Especial». Específicamente, medimos la inequidad salarial a nivel sectorial y regional usando el componente intergrupal del estadístico de Theil y rastreamos los componentes cambiantes de este estadístico con el fin de proveer un resumen compacto de los cambios de carácter estructural acaecidos en la economía cubana durante este período. A nivel sectorial, los asalariados empleados en ramas económicas asociadas a la producción de bienes transables y programas estratégicos de la Revolución percibieron consistentemente salarios por encima del promedio nacional durante el período de estudio. Regionalmente, observamos que la principal línea de división entre sectores con salarios por encima del promedio y aquellos por debajo se explica por la presencia de atracciones turísticas: el incremento reciente de la desigualdad a nivel regional está asociado primordialmente a los cambios salariales en la ciudad de La Habana y la provincia de Matanzas.ABSTRACT: This essay analyzes the evolution of wage inequality in Cuba since the beginning of the 1990s to 2004, during and after the «Special Period». Specifically, we measure the wage inequality at sector and regional levels using the intergroup component of Theil statistics and we track the changing components of this statistics with the goal of providing a compact summary about the structural changes in the Cuban economy during this period. At a sector level, the wage employees of economic branches associated to the production of interchangeable goods and strategic programs of Revolution, gain consistently wages over the national average during the study period. Regionally, the main division between sectors with wages above the average and those below them is explained by the presence of touristic

  8. Diferencial salarial público-privado e desigualdade de renda per capita no Brasil

    Directory of Open Access Journals (Sweden)

    Pedro H. G. F. Souza

    2013-03-01

    Full Text Available O estudo estima a contribuição específica do diferencial salarial entre trabalhadores com características semelhantes dos setores público e privado para a desigualdade na renda domiciliar per capita no Brasil. A estimação baseia-se em simulações contrafactuais e o cálculo das contribuições para a desigualdade em uma decomposição de fatores do coeficiente de Gini. Os dados são provenientes da PNAD 2009. O diferencial equivale a cerca de 17% da massa salarial dos servidores públicos, é regressivo e altamente concentrado, mas tem volume pequeno na renda total (1% e, por isso, contribui para cerca de 3% da desigualdade total. Os efeitos sobre a desigualdade da composição da força de trabalho nos setores são muito maiores que efeitos da segmentação do mercado de trabalho entre os dois setores. Essas conclusões são pouco sensíveis a modificações de definições de setor e diferentes técnicas de estimação.We estimate the contribution of the wage differential between workers with the same attributes in the public and private sectors to the household per capita income inequality in Brazil. The estimate is based on counterfactual simulations and the contribution to inequality on a factor decomposition of the Gini coefficient. Data comes from the Brazilian National Household Survey PNAD 2009. The differential corresponds approximately to 17% of the wage bill of workers in the public sector, is regressive and highly concentrated. However, because it amounts to a small share of the total income (1% its contribution to the total inequality is of 3%. The sector composition effects on inequality are times higher than the segmentation (price effects. These conclusions are robust to changes in the definition of the sectors and to different estimation techniques.

  9. Inequidad salarial en Cuba durante el Período Especial

    Directory of Open Access Journals (Sweden)

    Daniel MUNEVAR

    2008-12-01

    Full Text Available RESUMEN: Este trabajo analiza la evolución de la inequidad salarial en Cuba desde principios de la década de 1990 hasta 2004, durante y luego de lo que fue conocido como el «Período Especial». Específicamente, medimos la inequidad salarial a nivel sectorial y regional usando el componente intergrupal del estadístico de Theil y rastreamos los componentes cambiantes de este estadístico con el fin de proveer un resumen compacto de los cambios de carácter estructural acaecidos en la economía cubana durante este período. A nivel sectorial, los asalariados empleados en ramas económicas asociadas a la producción de bienes transables y programas estratégicos de la Revolución percibieron consistentemente salarios por encima del promedio nacional durante el período de estudio. Regionalmente, observamos que la principal línea de división entre sectores con salarios por encima del promedio y aquellos por debajo se explica por la presencia de atracciones turísticas: el incremento reciente de la desigualdad a nivel regional está asociado primordialmente a los cambios salariales en la ciudad de La Habana y la provincia de Matanzas.ABSTRACT: This essay analyzes the evolution of wage inequality in Cuba since the beginning of the 1990s to 2004, during and after the «Special Period». Specifically, we measure the wage inequality at sector and regional levels using the intergroup component of Theil statistics and we track the changing components of this statistics with the goal of providing a compact summary about the structural changes in the Cuban economy during this period. At a sector level, the wage employees of economic branches associated to the production of interchangeable goods and strategic programs of Revolution, gain consistently wages over the national average during the study period. Regionally, the main division between sectors with wages above the average and those below them is explained by the presence of touristic

  10. Is there a financial incentive to immigrate? Examining of the health worker salary gap between India and popular destination countries.

    Science.gov (United States)

    George, Gavin; Rhodes, Bruce

    2017-10-19

    International migration is one of the factors resulting in the shortage of Human Resources for Health (HRH) in India. Literature suggests that migration is fuelled by the prospect of higher salaries available abroad. The extent of these salary differentials are unknown, and this study seeks to examine the salaries of selected HRH in India and four popular destination countries (United States of America, United Kingdom, Canada and the United Arab Emirates), whilst accounting for the in-country cost of living. This study will therefore determine truer financial incentives for Indian HRH to migrate abroad. A purchasing power parity (PPP) ratio is employed to equalise the international price of buying a representative basket of commonly bought goods (including food, entertainment, fuel and utilities). Using the PPP index, real differences in salaries are directly compared for selected work categories and different levels of work experience in the four respective countries. Nurses in the USA can earn up to 82.7% more than their Indian counterparts. Nurses in Canada and the UAE reveal more modest salary differentials, yet still significant better off by up to 28 and 20% respectively. Only nurses in the UK are potentially materially worse off than nurses working in India. We observe significant potential PPP gains of up to 57.4, 99.1 and 94.4% for medical doctors in the USA, Canada and the UAE respectively. Medical specialists potentially experience the greatest income disparities with anaesthetists potentially earning up to 600% more than their counterparts in India. Radiologists operating in the UK and general surgeons working in the USA can potentially earn more than double that of their counterparts working in India. We observe more modest positive or negligible PPP gains in other selected countries for health specialists. Even when considering the differences in the cost of living, the financial incentive for selected cadres of Indian HRH to seek work abroad remains

  11. Fréchet Distribution Applied to Salary Incomes in Spain from 1999 to 2014. An Engineering Approach to Changes in Salaries’ Distribution

    Directory of Open Access Journals (Sweden)

    Santiago Pindado

    2017-05-01

    Full Text Available The official data in relation to salaries paid in Spain from 1999 to 2014 has been analyzed. The inadequate data format does not reflect the whole salary distribution. Fréchet distributions have been fitted to the data. This simple distribution has similar accuracy in relation to the data when compared to other distributions (Log-Normal, Gamma, Dagum, GB2. Analysis of the data through the fitted Fréchet distributions reveals a tendency towards more balanced (i.e., less skewed salary distributions from 2002 to 2014 in Spain.

  12. Five-Yearly Review 2010 : Confirmation that our salaries are going downhill

    CERN Multimedia

    Staff Association

    2010-01-01

    A general review of our financial and social conditions takes place every five years: “the five-yearly review”, whose principles and procedures are described in Annex A1 of the Staff Rules and Regulations. The purpose of the five-yearly review is to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain from all its Member States staff members of the highest competence and integrity required for the execution of its mission. The five-yearly review must include basic remuneration (the basic salaries of staff members, the stipends of fellows, and the subsistence allowances of associated members of the personnel) and may include any other financial or social conditions. Start of the 2010 five-yearly review and data collection As we wrote in Echo no. 80, CERN Council approved the document CERN/2862 for the 2010 five-yearly review (hereinafter 2010 5YR) at its meeting on 19th June 2009. This was the Management’s proposal which...

  13. Humdrum Tasks of the Salaried Men: Edwin Williams, a London County Council Architect at War

    Directory of Open Access Journals (Sweden)

    Nick Beech

    2015-12-01

    Full Text Available Working at the London County Council Architects’ Department through the 1930s to 1950s, and known (if at all as a member of the design team for the Royal Festival Hall, Edwin Williams is usually presented as a regressive figure, his design work marked by his Beaux Arts training. Using archival evidence and histories of the construction industry, this paper sets out Williams’s role in the organisation of rescue and recovery services in London during the Second World War. The paper argues that through his development of training schools and curricula for Rescue Service personnel, Williams played a key role in the formation of a skilled, mechanised, modern demolition industry. Operating complex emergency projects under extreme conditions, the same contractors and building operatives trained in Williams’s programme were later responsible for the clearance of bomb damaged sites and slums. This paper suggests that certain developments in modern architecture can be considered contingent upon practices of the demolition industry as developed by Williams. By concentrating on the ‘organisation’ and ‘progress’ of production that architects engaged with during the Second World War and after, new configurations of continuity and change emerge in which the ‘humdrum tasks’ of ‘salaried men’ appear crucial.

  14. La Gran Recesión y el diferencial salarial por género en España

    OpenAIRE

    Murillo Huertas, Inés P.; Simón Pérez, Hipólito J.

    2014-01-01

    El artículo examina la evolución de las diferencias salariales entre hombres y mujeres en España entre los años 2002 y 2010. La evidencia obtenida sugiere que el notable empeoramiento de la coyuntura económica tras el inicio de la Gran Recesión ha tenido dos impactos reseñables sobre el diferencial salarial por razón de género. El primero es que se ha revertido la tendencia hacia la reducción de la brecha salarial por género que se venía produciendo en la economía española con anterioridad, d...

  15. Quanto vale o trabalho do professor? Desvelando o processo de desvalorização salarial em Ponta Grossa - PR

    Directory of Open Access Journals (Sweden)

    Simone de Fátima Flach

    2013-06-01

    Full Text Available The aim of this paper is to analyze the main educational political decisions in order to unveil the process of devaluing teacher practice that is taking place in the city of Ponta Grossa, Pr. The analysis focuses on the period from 2005 to 2010 after the municipal legal reform. The article presents the configuration of the teaching career in the local context before and after its reorganization, which had as its main legal basis the national salary implemented by Law 11738/2008. The study demonstrates that the reform based on the new management’s assumptions made the career less attractive to new professionals. Also, it created unequal situations concerning the increase of salaries along the career and highlighted the fragility of the commitment to quality education.

  16. [First Insights into Scope of Practice and Salary of Physician Assistants, A New Healthcare Profession, in Germany].

    Science.gov (United States)

    Marschall, Tanja; Hoffmann, Marcus

    2017-05-29

    Background In 2010, the first government-approved physician assistant (PA) program was introduced at the Baden-Wuerttemberg Cooperative State University Karlsruhe (DHBW). There are not sufficient data regarding the scope of practice and salary of our graduates. Therefore, the aim of the present study was to obtain information regarding these. Methods The survey included all graduates (2 classes, n=27). A specific questionnaire was developed, including 37 questions e. g. on the current employment status, scope of practice, salary and job satisfaction regarding the PA program and career. A descriptive analysis of the data was carried out using SPSS. Results 25 graduates participated in the survey (96.1%); the average age of participants was 32.2 years (25-53 years). 88% (n=22) were employed as a PA, most of them worked in internal medicine (n=11) or surgery (n=9). Responsibilities that are often or very often assigned to the PAs are preparing final documents, taking over a coordinating role in the therapeutic team, as well as participation in taking patient medical history and conducting physical examinations. In two-thirds of respondents, the gross monthly base salary (full-time position) was about 3000 euros. 77.3% (n=17) of graduates were generally satisfied or very satisfied with their current situation. Conclusions It appears that graduates of the DHBW are well integrated into the staff structure of hospitals, as far as the scope of practice and average salary are concerned. Further studies on the integration of this new profession in Germany and on their extended scope of practice in comparison to established healthcare professions will be conducted. © Georg Thieme Verlag KG Stuttgart · New York.

  17. Wages and salaries as a motivational tool for enhancing organizational performance. A survey of selected Nigerian workplace

    Directory of Open Access Journals (Sweden)

    Olatunji Eniola SULE

    2015-05-01

    Full Text Available This study examined how the organisation’s human capital was compensated and see whether the compensation even serves as a motivational tool to enhance organisational performance. Seven research questions and two hypotheses were postulated to find solutions to the problems of the study. One hundred and twenty personnel formed the sample size from six organisations. A self-designed instrument labeled Wages and Salaries as a Motivational Tool Questionnaire 2 (WASAMOTOQ2 containing seven sections was used in the collection of data. The findings of the study revealed those factors that militate against adequate compensation to include labour market conditions, the ability of the organisation to pay adequate compensation and the existing country/nation’s present cost of living; what makes up good and adequate compensation include recognition of individual performance and taking care of individual incentives and it shows the relationship between compensation and motivation. It further established the consequential effect of inadequate compensation and motivation on the organisational development. Based on the findings, the following recommendations were proffered that there should be wages/salaries scale and schedule; such should be based on identified indices in the study; that disparity between two identical workers should not be based purely on ‘paper’ qualification but the ability to ‘deliver’; and that wages/salaries should display equality, no ‘sacred cow’.

  18. Impact of Work Environment, Salary Package and Employees’ Perception on Organizational Commitment: A study of Small & Medium Enterprises (SMEs) of Pakistan

    OpenAIRE

    Jawad Akhtar

    2014-01-01

    The chief purpose of this research paper is to investigate how factors like (1) work environment; (2) salary Package and (3) Employees’ perception have an effect on the employees’ organizational commitment in the Small and Medium Enterprises (SMEs) of Pakistan.

  19. THE IMPACT OF GENDER, LEVEL DEGREE OF EDUCATION AND THE AMOUNT OF SALARY ON THE SATISFACTION WITH LIFE AND POLITICAL CULTURE- AN EXAMPLE OF SLOVENIA

    Directory of Open Access Journals (Sweden)

    Anton Vorina

    2013-10-01

    Full Text Available In this paper we analyzed the impact of gender, degree of education and the amount of salary in the satisfaction with life and political culture on example in Slovenia. The main goal of the research is to determine whether (and how the impact of gender, level of education and the amount of salary on the satisfaction with life and political culture. A written “online” survey (with Google-drive was conducted from 25/4/2013 to 7/5/2013. We observe that there are statistically significant differences among the respondents with different degree of education (p-value = 0.003 and amount of salary (p-value = 0.002 regarding the satisfaction with life. We found out that there isn’t statistically significantly different between satisfaction with life and gender. We also found out that there are statistically significant differences among the gender (p-value = 0.007 and respondents with different amount of salary (p-value = 0.002 regarding the satisfaction with political culture. The respondents with highest amount of salary are more satisfied with life than the respondents with the lowest amount of salary.

  20. Predicting likelihood of seeking help through the employee assistance program among salaried and union hourly employees.

    Science.gov (United States)

    Delaney, W; Grube, J W; Ames, G M

    1998-03-01

    This research investigated belief, social support and background predictors of employee likelihood to use an Employee Assistance Program (EAP) for a drinking problem. An anonymous cross-sectional survey was administered in the home. Bivariate analyses and simultaneous equations path analysis were used to explore a model of EAP use. Survey and ethnographic research were conducted in a unionized heavy machinery manufacturing plant in the central states of the United States. A random sample of 852 hourly and salaried employees was selected. In addition to background variables, measures included: likelihood of going to an EAP for a drinking problem, belief the EAP can help, social support for the EAP from co-workers/others, belief that EAP use will harm employment, and supervisor encourages the EAP for potential drinking problems. Belief in EAP efficacy directly increased the likelihood of going to an EAP. Greater perceived social support and supervisor encouragement increased the likelihood of going to an EAP both directly and indirectly through perceived EAP efficacy. Black and union hourly employees were more likely to say they would use an EAP. Males and those who reported drinking during working hours were less likely to say they would use an EAP for a drinking problem. EAP beliefs and social support have significant effects on likelihood to go to an EAP for a drinking problem. EAPs may wish to focus their efforts on creating an environment where there is social support from coworkers and encouragement from supervisors for using EAP services. Union networks and team members have an important role to play in addition to conventional supervisor intervention.

  1. Quality of life, work ability, and self employment: a population survey of entrepreneurs, farmers, and salary earners.

    Science.gov (United States)

    Saarni, S I; Saarni, E S; Saarni, H

    2008-02-01

    Self employment is increasing but it is not yet known how its different forms affect health, quality of life, and work ability. We compared the work ability, subjective quality of life (QoL), and health-related quality of life (HRQoL) of entrepreneurs both with and without personnel, farmers, and salaried workers. We investigated which domains of HRQoL are associated with work status. A nationally representative general population sample comprising 5834 Finns aged between 30 and 64. Work ability was measured using the work ability index (WAI), HRQoL using 15D and EQ-5D, and QoL with self reported global quality of life. Entrepreneurs with personnel had better work ability than salary earners, but there were no differences in QoL or HRQoL between the entrepreneurs and salary earners. Farmers scored lowest on all measures; this finding remained even after adjusting for age, sex, marital status, education, and chronic conditions. The low WAI score of farmers was mainly explained by poor subjective work ability, while their low 15D score was mainly the result of poor functioning in the psychosocial domains of HRQoL. The low EQ-5D score of farmers was explained by problems with mobility, usual activities, and with pain or discomfort. Farmers have poorer work ability, QoL, and HRQoL than other working groups, but this does not appear to be caused by physical health problems. From a research point of view, farmers should be categorised separately from other forms of entrepreneurship. From a public health point of view, improving farmers' wellbeing may require psychosocial interventions exceeding traditional health promotion.

  2. Sobrecarga en cuidadores informales de pacientes con alzheimer y la relación con su ingreso salarial

    Directory of Open Access Journals (Sweden)

    Ara Mercedes Cerquera Córdoba

    2016-07-01

    Full Text Available La sobrecarga es el resultado psicológico de combinaciones emocionales, físicas y sociales que surge al cuidar una persona enferma, especialmente si es de Alzheimer. El ingreso salarial puede repercutir en la sobrecarga, ya que hacerse responsable de un paciente genera gastos que la familia debe soportar. Este estudio correlaciona sobrecarga e ingreso salarial en una muestra por conveniencia de 100 cuidadores informales de la ciudad de Bucaramanga, aplicando la escala de sobrecarga Zarit (Martín, Salvadó, Nadal, Miji, Rico, Sanz & Taussing, 1996 y la ficha de datos sociodemográficos (Cerquera, Granados y Buitrago, 2012. Los resultados muestran que si bien la mayoría de cuidadores devengan más del salario mínimo colombiano vigente, así mismo presentan sobrecarga, y ya que no se ha establecido correlación, esto indica que el ingreso económico no es un determinante para la situación anotada. Abstract Overloading is the psychological result of emotional, physical and social combinations that come from looking after a sick person, especially if it’s Alzheimer’s. Wage income can affect overload, taking care of a patient generates expenses that the family must endure. This study correlates overhead and salary income in a convenience sample of 100 caregivers from Bucaramanga, using the Zarit Burden Interview (Martin et al., 1996 and Sociodemographic Data Sheet (Cerquera et al., 2012. The results show that most caregivers earn more than the Colombian minimum wage and are overloaded, not establishing correlations, indicating that wage income is not determining for overload.

  3. REGULATION OF A RIGHT TO A SALARY IN THE INTERNATIONAL LEGAL INSTRUMENTS OF ILO AND UN AND THEIR IMPLEMENTATION IN THE INTERNATIONAL LABOUR LEGISLATION IN THE REPUBLIC OF MACEDONIA

    Directory of Open Access Journals (Sweden)

    Darko Majhošev

    2017-07-01

    Full Text Available This paper deals with the salary as the most important legal institute, element and principle of the labour relations. Before we approach the analysis of the legal regime of the salary, we will define the term labour relations. This paper puts special emphasis on the terminology of the notion salary, as well as the legal nature of the legal regime of the salary. Additionally, in this paper the most important international legal instruments of ILO, UN and The European Council are analyzed for salary regulation and ban on compensation discrimination. In this context, the most important legal acts in the Republic of Macedonia are analyzed which regulate the legal institute salary, i.e. the minimum wage (The Constitution, Labour Law, and Law on Minimum Wage.

  4. Características y factores condicionantes de la situación salarial de los periodistas en Chile

    Directory of Open Access Journals (Sweden)

    Claudia Mellado-Ruiz

    2013-01-01

    Full Text Available El presente artículo analiza la realidad salarial de los periodistas chilenos, la importancia que éstos le dan, sus niveles de satisfacción y los efectos que factores individuales y contextuales tienen en cuánto ganan por su trabajo. Los datos enseñan que el salario de los periodistas chilenos es bajo con re- lación al resto de los profesionales de la comunicación, así como también en comparación con otras profesiones, y que sus niveles de satisfacción salarial son muy bajos. Sin embargo, los resultados revelan que el salario es uno de los dos aspectos a los que los periodistas dan mayor importancia dentro de su trabajo. A su vez, muestran que los factores que más inciden en el salario de los periodistas chilenos son la experiencia profesional, el nivel jerárquico, la región, la satisfacción laboral, la jornada laboral, el tipo de medio y tener múltiples trabajos.

  5. L’emploi associatif et la reproduction des couches moyennes salariées

    Directory of Open Access Journals (Sweden)

    Gérard Chevalier

    2011-07-01

    Full Text Available L’analyse secondaire des enquêtes Emploi de l’Insee entre 1993 et 2002 révèle un accroissement des diplômés universitaires travaillant dans le secteur associatif. Les travaux statistiques sur les associations conduisent à poser que leurs fonctions correspondaient aux domaines privilégiés par les politiques publiques des années 1990, tels que l’éducation, le développement local, la culture ou l’action sociale. Considérant la continuité des fonctions de gestion des rapports sociaux d’une génération à l’autre et la proximité entre les profils culturels requis par les nouvelles missions associatives et ceux des animateurs des ces politiques, cet article interprète l’augmentation relevée comme le signe de la reproduction des couches moyennes salariées à travers les politiques publiques.Employment in non-profit sector and reproduction of service middle classesAnnual surveys carried out by a French statistical institute between 1993 and 2002 show an increasing proportion of at least 25 years old university graduates in non-profit sector. Statistical inquiries about this sector lead to assess that the jobs performed by theses graduates were congruent with issues treated by state public policies of the 90’s, such as education, local development, culture and social services. Considering the similarity between functions of these graduates in social control and the one of their parents and considering too the cultural congruence of these functions with the profile of the state policies officials, this paper concludes that graduates increase in non-profit sector is one of the ways used by public service middle class to reproduce itself through policies.El empleo asociativo y la reproducción de las capas medias asalariadasEl análisis segundario de las encuestas sobre el empleo realizadas por el INSEE (Institut national de la statistique et des études économiques entre 1993 y 2002 ponen en relieve un aumento de la

  6. Qualitative risk assessment of routes of transmission of the exotic fish parasite Gyrodactylus salaris between river catchments in England and Wales.

    Science.gov (United States)

    Peeler, E J; Gardiner, R; Thrush, M A

    2004-07-16

    Gyrodactylus salaris is a freshwater, monogenean ecto-parasite of Atlantic-salmon. Infection of its natural host, the Baltic strain of Atlantic-salmon, is inapparent. G. salaris also can infect rainbow-trout (Oncorhynchus mykiss) permanently, and cause infection of exotic fish-disease threat to the UK. We used risk analysis to assess the most-important routes of spread for G. salaris between rivers in England and Wales. The movement of live rainbow-trout was identified as the most-important route of transmission; this route is likely to lead rapidly to the wide geographic spread of the parasite. The movement of other species of fish (especially from sites holding rainbow-trout) is also an important risk. Other routes of spread (including mechanical transmission on farm equipment and vehicles, angling equipment, canoes, etc.) might allow limited local spread (mainly to neighbouring rivers).

  7. La desigualdad salarial de género medida por regresión cuantílica: el impacto del capital humano, cultural y social

    OpenAIRE

    Araújo Freitas, Alan

    2015-01-01

    La desigualdad salarial media entre hombres y mujeres es un fenómeno conocido por la literatura nacional e internacional. Sin embargo, la desigualdad salarial de género en la distribución del ingreso es menos conocida en Brasil. El objetivo central de este estudio es medir la desigualdad de ingresos de los individuos en el mercado de trabajo, a partir de algunas condicionantes visibles a lo largo de la curva de distribución de los salarios entre hombres y mujeres: el capital humano, la integr...

  8. OUTSOURCING SALARIAL: opción generadora de empleo en la crisis económica actual

    Directory of Open Access Journals (Sweden)

    Carlos Leonardo Arguedas Campos

    2009-12-01

    Full Text Available Resumen En este artículo se presenta un modelo de reducción de costos para una unidad productiva mediante la opción de outsourcing salarial dentro de la misma organización y que permite simultáneamente disminuir los costos salariales y mantener los derechos de los trabajadores estipulados en la legislación laboral del país. Una opción alternativa en situaciones de crisis económica mundial. Abstract In this article there presents himself a model of reduction of costs for a productive unit by means of the option of wage outsourcing inside the same organization and that allows to diminish simultaneously the wage costs and to support the rights of the workpeople stipulated in the labor legislation of the country. An alternative option in situations of economic world crisis.

  9. Portability, Salary and Asset Price Risk: A Continuous-Time Expected Utility Comparison of DB and DC Pension Plans

    Directory of Open Access Journals (Sweden)

    An Chen

    2015-03-01

    Full Text Available This paper compares two different types of private retirement plans from the perspective of a representative beneficiary: a defined benefit (DB and a defined contribution (DC plan. While salary risk is the main common risk factor in DB and DC pension plans, one of the key differences is that DB plans carry portability risks, whereas DC plans bear asset price risk. We model these tradeoffs explicitly in this paper and compare these two plans in a utility-based framework. Our numerical analysis focuses on answering the question of when the beneficiary is indifferent between the DB and DC plan. Most of our results confirm the findings in the existing literature, among which, e.g., portability losses considerably reduce the relative attractiveness of the DB plan. However, we also find that the attractiveness of the DB plan can decrease in the level of risk aversion, which is inconsistent with the existing literature.

  10. LA HETEROGENEIDAD DE LA DISTRIBUCIÓN SALARIAL DESDE LAS REGRESIONES CUANTÍLICAS, EN COLOMBIA. 1996 - 2005

    Directory of Open Access Journals (Sweden)

    Jorge Humberto Triana Machado

    2009-01-01

    Full Text Available El presente trabajo busca examinar los retornos a la educación para estimar las variaciones de la distribución salarial en Colombia durante la última década. La estrategia de aproximación empírica son las regresiones cuantílicas siguiendo la rutina de Angrist et. al. (2004. Los resultados indican que el patrón de comportamiento de las tasas de retorno se ha modificado dirigiéndose hacia el descenso en casi todos los cuantiles, con la excepción del cuantíl inferior. El anterior hecho es consistente con el marco teórico desarrollado en este trabajo, con el descenso de los salarios reales y la caída de los ingresos relativos; y con la oferta laboral cada vez más educada y preparada.

  11. The Teaching Staff of Secondary Schools in the United States: Amount of Education; Length of Experience; Salaries. Bulletin, 1909, No. 4. Whole Number 404

    Science.gov (United States)

    Thorndike, Edward L.

    1909-01-01

    This bulletin reports facts concerning the salaries, the amount of education, and the amount of experience in teaching of men and of women in public and in private secondary schools in the United States. It shows the typical condition and the variations from it of each fact for each group, and makes certain obvious comparisons between the groups.…

  12. 45 CFR 2506.35 - Will the collection of a debt by salary offset act as a waiver of my rights to dispute the...

    Science.gov (United States)

    2010-10-01

    ... 45 Public Welfare 4 2010-10-01 2010-10-01 false Will the collection of a debt by salary offset act as a waiver of my rights to dispute the claimed debt? 2506.35 Section 2506.35 Public Welfare Regulations Relating to Public Welfare (Continued) CORPORATION FOR NATIONAL AND COMMUNITY SERVICE COLLECTION...

  13. Análisis de la discriminación salarial por género en Saltillo y Hermosillo: un estudio comparativo en la industria manufacturera

    Directory of Open Access Journals (Sweden)

    Reyna Elizabeth Rodríguez Pérez

    2014-01-01

    Full Text Available El objetivo de este trabajo es analizar la discriminación salarial por género en la in - dustria manufacturera de Saltillo y Hermosillo. La fuente de información se deriva de la Encuesta Nacional de Ocupación y Empleo (ENOE 2005-2011. Los resultados muestran la existencia de diferencias salariales por género, que en promedio superan el 25.0 por ciento a favor de los hombres y donde la descomposición de la misma permite establecer que más del 80.0 por ciento de la disparidad se asocia con la discriminación en contra de las mujeres; además, no se aprecia una reducción en el tiempo y sí una ampliación de la brecha salarial en los años de crisis. Por área urbana, no se presentan diferencias significativas en cuanto a la brecha salarial, sin embargo, en promedio, Her - mosillo tiene mayor nivel de discriminación salarial, no obstante la mayor participa - ción femenina en la actividad manufacturera.

  14. Interactions between two congeneric gyrodactylids (Gyrodactylus derjavini and G. salaris) with different microhabitats on their common host rainbow trout, Oncorhynchus mykiss

    DEFF Research Database (Denmark)

    Garbøl, Line W.; Jørgensen, Thomas Rohde; Buchmann, Kurt

    2007-01-01

    De to Gyrodactylus arter G. derjavini og G. salaris foretrækker forskellige områder på deres fælles vært. Dette ses både i monkulturer og i blandede kulturer, som dette arbejde belyser eksperimentelt....

  15. Path Analysis of Work Family Conflict, Job Salary and Promotion Satisfaction, Work Engagement to Subjective Well-Being of the Primary and Middle School Principals

    Science.gov (United States)

    Hu, Chun-mei; Cui, Shu-jing; Wang, Lei

    2016-01-01

    Objective: To investigate the path analysis of work family conflict, job salary and promotion satisfaction, work engagement to subjective well-being of the primary and middle school principals, and provide advice for enhancing their well-being. Methods: Using convenient sampling, totally 300 primary and middle school principals completed the WFC,…

  16. 15 CFR 19.21 - What does a Commerce entity do upon receipt of a request to offset the salary of a Commerce...

    Science.gov (United States)

    2010-01-01

    ...) of this section. (e) Request for hearing official. A Commerce entity will provide a hearing official... 15 Commerce and Foreign Trade 1 2010-01-01 2010-01-01 false What does a Commerce entity do upon receipt of a request to offset the salary of a Commerce entity employee to collect a debt owed by the...

  17. The Society for Academic Emergency Medicine and Association of Academic Chairs in Emergency Medicine 2009-2010 emergency medicine faculty salary and benefits survey.

    Science.gov (United States)

    Watts, Susan H; Promes, Susan B; Hockberger, Robert

    2012-07-01

    he objective was to report the results of a survey conducted jointly by the Society for Academic Emergency Medicine (SAEM) and the Association of Academic Chairs in Emergency Medicine (AACEM) of faculty salaries, benefits, work hours, and department demographics for institutions sponsoring residency programs accredited by the Accreditation Council for Graduate Medical Education (ACGME) Residency Review Committee for Emergency Medicine (RRC-EM). Data represent information collected for the 2009-2010 academic year through an electronic survey developed by SAEM and AACEM and distributed by the Office for Survey Research at the University of Michigan to all emergency department (ED) chairs and chiefs at institutions sponsoring accredited residency programs. Information was collected regarding faculty salaries and benefits; clinical and nonclinical work hours; sources of department income and department expenses; and selected demographic information regarding faculty, EDs, and hospitals. Salary data were sorted by program geographic region and faculty characteristics such as training and board certification, academic rank, department title, and sex. Demographic data were analyzed with regard to numerous criteria, including ED staffing levels, patient volumes and length of stay, income sources, salary incentive components, research funding, and specific type and value of fringe benefits offered. Data were compared with previous SAEM studies and the most recent faculty salary survey conducted by the Association of American Medical Colleges (AAMC). Ninety-four of 155 programs (61%) responded, yielding salary data on 1,644 faculty, of whom 1,515 (92%) worked full-time. The mean salary for all faculty nationwide was $237,884, with the mean ranging from $232,819 to $246,853 depending on geographic region. The mean salary for first-year faculty nationwide was $204,833. Benefits had an estimated mean value of $48,915 for all faculty, with the mean ranging from $37,813 to $55

  18. LA BRECHA SALARIAL DE GÉNERO ENTRE LOS UNIVERSITARIOS RECIÉN TITULADOS. ¿Qué tanto influye el tipo de carrera universitaria?

    Directory of Open Access Journals (Sweden)

    Laura Cepeda Emiliani

    2014-01-01

    Full Text Available Este artículo analiza la brecha salarial de género entre los universitarios recién titulados que tienen un empleo formal en Colombia, haciendo hincapié en el papel que desempeña el tipo de carrera universitaria en la explicación de la brecha salarial de género en las primeras etapas de la experiencia del mercado laboral. Para realizar este análisis, aprovechamos un conjunto de datos único que contiene los registros administrativos de individuos observados en el empleo formal un año después de titularse, así como información pormenorizada de los distintos tipos de carrera universitaria que estudiaron. Los resultados sugieren que, en promedio, la brecha salarial contra las mujeres es de aproximadamente 11% del cual 40% se explica por las diferencias de género en el tipo de carrera universitaria elegida. Mediante el uso de una descomposición distributiva de la brecha salarial de género hallamos pruebas no sólo de una brecha creciente en distintos niveles de la distribución salarial sino también de que tan sólo 30% de esta brecha se puede explicar con base en el tipo de carrera universitaria. Este resultado también apoya la existencia de un fenómeno de techo de cristal desde las primeras etapas de la experiencia del mercado laboral, lo cual es de particular interés para los encargados de formular políticas dado que algunas de las explicaciones que se ofrecen acerca del efecto de techo de cristal están relacionadas con la experiencia y los ascensos, características que no son significativamente diferentes para los universitarios recién titulados.

  19. Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey.

    Science.gov (United States)

    Tomer, Gitit; Xanthakos, Stavra; Kim, Sandra; Rao, Meenakshi; Book, Linda; Litman, Heather J; Fishman, Laurie N

    2015-04-01

    Gender equality in the workplace has not been described in pediatric gastroenterology. An electronic survey that explored perceptions of career parity, work-life balance, and workplace harassment was sent to all members of the North American Society for Pediatric Gastroenterology, Hepatology, and Nutrition. Reponses were anonymous. Of the 303 respondents (21%), there was an even distribution across geographic region, age, and gender (54% men). Gender affected perception of salary and promotion; 46% of men but only 9% of women feel that "women earn the same as men" (P genders of academic practice respondents, compared with other practice models, perceived men were promoted more quickly than women (P = 0.008). Women had higher dissatisfaction with mentoring than men (29% vs 13%, P = 0.03). Significantly more men than women reported spouses with "flexible jobs" (35% vs 14%, P gender. Overall, women are more likely to be dissatisfied with work-life balance than men (P = 0.046). Satisfaction with work-life balance is lower among women versus men pediatric gastroenterologists, but does not correlate with flexibility of spouse's job or caring for young children. Gender-divergent perception of promotion, parity of compensation, and mentoring requires further investigation.

  20. Un responsable hiérarchique peut-il accepter qu'un salarié se forme en e-learning ?

    OpenAIRE

    Oiry, Ewan

    2007-01-01

    Document de travail LEST; Le e-learning a d'abord été considéré comme la « silver bullet » de la formation. Ce nouveau modèle pédagogique devait permettre de dépasser les limites des formations plus classiques en « salle de classe ». Une caractéristique ne nous semble toutefois pas avoir été suffisamment pris en compte. Un salarié en e-learning se forme sur son lieu de travail, souvent sur son propre ordinateur. Cette situation crée une ambiguïté de rôle : le salarié se forme-t-il ou travaill...

  1. Gender Differences in Job Satisfaction, Satisfaction with Society and Satisfaction from their Salary in Greek Civil Servants who are working under conditions of Labour—Intensive

    Science.gov (United States)

    Antonakas, Nikolaos; Mironaki, Amalia

    2009-08-01

    The objective of this study is to determine empirically the existence of differences in three dimensions of satisfaction in Greek civil servants' gender, when they work under conditions of stress and tension. The three dimensions of satisfaction selected to be considered were job satisfaction, satisfaction with society and satisfaction from their salary. For this a two parts questionnaire was used. The first part included, besides sex and socially demographic characteristics of employees and the second part consisted of the above aspects of satisfaction. Used a sample of 290 employees and a factor analysis was conducted on the results of the questionnaire. The central question of this paper was whether the strength of the force of better wage, compared with the average civil servant, affects a different way to meet women and men's satisfaction who work under working conditions—intensity. The main finding of this study was the existence differences between women and men in the dimension of satisfaction from the salary.

  2. Admission-Group Salary Differentials in the United States: The Significance of Labor Market Institutional Selection of High-Skilled Workers.

    Science.gov (United States)

    Hao, Lingxin

    In 1990 a temporary-to-permanent pathway was established for highly skilled workers admitted to the United States under nonimmigrant programs. The paper argues that this policy shift has allowed employers to play a crucial role in the immigration of highly skilled workers, thereby creating labor-market institutional selection that gives a salary advantage to highly skilled temporary-admitted workers retained in the United States. Through analyses of the salary differentials among admission-category groups, the paper finds that the salary advantage is based on recruitment from Western countries, adjustment from temporary to permanent status after a second employer screening, working in the information technology sector and the private sector, holding a supervisory position, or having a skill-matched job, all of which are consequences of institutional selection rather than individual self-selection. Our results also reveal a difference between those admitted from abroad and those recruited from graduating foreign students in USA higher educational institutions, which suggests a distinction between overseas hiring and domestic hiring. Policy implications for the United States and other receiving countries are discussed.

  3. Hydrogeology salary survey

    Science.gov (United States)

    McCray, Kevin

    The average hydrogeologist works for a private consulting firm, has a master's degree, studied geology to earn that degree, has more than 8 years of professional experience, and earns between $32,501 and $35,000 annually, according to the results of a recent survey among members of the groundwater scientific community. Some 63% of 388 responses received from the 5001 questionnaires distributed by the Association of Ground Water Scientists and Engineers, a division of the National Water Well Association(NWWA), were from individuals who said that they were employed as hydrogeologists.

  4. Etnia y género en el mercado laboral ecuatoriano: cuatro aplicaciones empíricas para la descomposición salarial

    OpenAIRE

    Pérez Mogollón, Francisco Arturo; Torresano Melo, Daniel Iván

    2015-01-01

    110 hojas : ilustraciones, 29 x 21 cm + CD-ROM 6150 Resumen .- Usando métodos para la descomposición de salarios y con información de Ecuador de la Encuesta Nacional de Empleo y Desempleo Urbana y Rural de 2007 y 2013, mediante el método de Oaxaca-Blinder, se evidenció en 2013 discriminación salarial en contra de las mujeres e indígenas, especialmente en los cuantiles más bajos de la distribución de los logaritmos de los salarios por hora, este último resultado obtenido mediante la descomp...

  5. Liens entre salariat et activité agricole : itinéraires professionnels de salariés d'élevage

    OpenAIRE

    Madelrieux, Sophie; Dupré, Lucie; Hostiou, Nathalie; Barbosa, Tienne; Bendahan, A.B.; Tourrand, Jean-François

    2010-01-01

    Le salariat agricole se développe et les exploitations agricoles y ont de plus en plus recours, notamment dans des systèmes d'élevage herbivore traditionnellement familiaux. En élevage herbivore, peu de travaux s'y sont intéressés alors qu'il permet de repenser le fonctionnement des exploitations et d'assurer dans certains cas leur reproduction. Nous proposons ici de nous intéresser au salariat, du point de vue des salariés, et de caractériser une diversité d'itinéraires individuels menant au...

  6. La « guerre des talents » est-elle perdue d’avance ? Attirer et fidéliser les salariés par les valeurs du service public

    OpenAIRE

    Giauque, David; Anderfuhren-Biget, Simon; Varone, Frédéric

    2015-01-01

    L’idée selon laquelle les organisations productives se trouvent en concurrence pour attirer à elles les meilleurs salariés est aujourd’hui très largement répandue, que ce soit parmi les dirigeants, dans la presse, ou même dans les manuels de management. Dès lors, la guerre des talents paraît inéluctable. C’est oublier toutefois que les salariés, qu’ils travaillent dans le secteur public ou privé par ailleurs, ne sont pas uniquement mus par des considérations utilitaristes, rationnelles et mat...

  7. ¿Ha disminuído la discriminación salarial por género y etnia en Bolivia? : Evidencia del período 1994-1999

    OpenAIRE

    Contreras G., Dante; Galván, Marco

    2003-01-01

    Este trabajo examina la discriminación salarial por género, etnia y su interacción en Bolivia para el período 1994-1999. Se investiga el rol que desempeña la discriminación en los niveles de ingreso y sobre la desigualdad salarial. El estudio estima ecuaciones de ingresos tipo Mincer corregidas por sesgo de selección, desagregando en dos grupos de edad. Posteriormente, se utiliza la descomposición de Fields, metodología que cuantifica la contribución de las diferentes variables incluidas en l...

  8. Mean-Variance Portfolio Selection Problem with Stochastic Salary for a Defined Contribution Pension Scheme: A Stochastic Linear-Quadratic-Exponential Framework

    Directory of Open Access Journals (Sweden)

    Charles Nkeki

    2013-11-01

    Full Text Available This paper examines a mean-variance portfolio selection problem with stochastic salary and inflation protection strategy in the accumulation phase of a defined contribution (DC pension plan. The utility function is assumed to be quadratic. It was assumed that the flow of contributions made by the PPM are invested into a market that is characterized by a cash account, an inflation-linked bond and a stock. In this paper, inflationlinked bond is traded and used to hedge inflation risks associated with the investment. The aim of this paper is to maximize the expected final wealth and minimize its variance. Efficient frontier for the three classes of assets (under quadratic utility function that will enable pension plan members (PPMs to decide their own wealth and risk in their investment profile at retirement was obtained.

  9. De la recherche salariée en France : lien de subordination et liberté de la recherche

    Directory of Open Access Journals (Sweden)

    Constance Perrin-Joly

    2010-12-01

    Full Text Available Au travers de l’expérience d’une thèse de sociologie menée en entreprise (sous convention industrielle de formation par la recherche, nous chercherons en quoi le lien de subordination attaché au salariat et la dépendance économique associée nuisent à la liberté de la recherche, le sociologue ne pouvant s’appuyer sur les ressources d’une profession constituée ou s’intégrer dans une organisation logocratique. Le chercheur, pris entre des injonctions dissonantes risque de favoriser son intérêt personnel à court terme de salarié, parfois au détriment de celui attaché à sa position de sociologue, pour rendre la situation tenable. Les liens qui se créent avec la mise en place de relations de travail approfondies et du fait de l’intégration dans des logiques de pouvoir internes gênent également la distance affective nécessaire à la co-construction des résultats.About salary research in France: subordination link and freedom researchBased on a PhD done within a company (with special French contract named CIFRE, this article deals with how subordination link in salary and economic dependency harm research’s freedom. In fact, sociologist can neither draw on a system of profession resources, nor be integrated into a “logocratic firm”. The researcher which undergoes paradoxical injunctions risks promoting his own short-term salary interest to the detriment of scientific interest, in order to make the situation bearable. Furthermore, the affective distance necessary to achieve results - with people concerned by the request (“co-construction”, is affected by close working relationships and socially-influenced relationships.De la investigación asalariada en Francia: vínculo de subordinación entre libertad e investigaciónMediante  la experiencia de una tesis sociológica llevada a cabo en una empresa (bajo convención industrial de formación por investigación, buscaremos la forma en la que el vínculo de

  10. Idéologies et pratiques managériales: du taylorisme à la précarisation subjective des salariés

    Directory of Open Access Journals (Sweden)

    Danièle Linhart

    2013-12-01

    Full Text Available Cet article développe l'idée que tout nouveau modèle capitaliste d'organisation du travail produit une rhétorique idéologique et morale destinée à légitimer une forme de mise au travail qui s'avère contradictoire à l'essence des démocraties politiques, à savoir que chaque individu s'appartient à lui-même. Taylor et Ford ont fait de grands efforts pour convaincre l'opinion publique qu'il n'y avait pas de conflits d'intérêts entre les ouvriers et leurs patrons, tout en attaquant systématiquement leurs ressources dans le cadre d'un rapport de forces bien réel. Le management moderne français suit la même voie et cherche à séduire et convaincre les salariés tout en développant une stratégie de précarisation subjective fondée sur une politique de changement perpétuel pour les déstabiliser.

  11. An alumni-based evaluation of graduate training in health communication: results of a survey on careers, salaries, competencies, and emerging trends.

    Science.gov (United States)

    Edgar, Timothy; Hyde, James N

    2005-01-01

    Published information about career options and the core competencies necessary for health communication professionals (HCPs) is limited. Although the number of graduate programs in health communication continues to grow, no formal assessment of the success of this type of training has been conducted. The current study presents the results of an evaluation of the Master's Program in Health Communication offered collaboratively by Emerson College and the Tufts University School of Medicine. The program was one of the first of its kind and has graduated more health communication students than any other in the United States. To conduct the assessment of the program, the two schools collaborated on the development of an on-line survey for the alumni. Of the 131 graduates eligible to participate, 106 completed the survey. The survey yielded detailed information on the following: (1) career options for individuals with master's degrees in health communication; (2) value of graduate coursework for developing competencies in health communication; (3) salary expectations for individuals with graduate degrees in health communication; and (4) emerging trends in the field. These findings have important implications for the development of new programs and the refinement of existing ones in health communication.

  12. An assessment of the risk of spreading the fish parasite Gyrodactylus salaris to uninfected territories in the European Union with the movement of live Atlantic salmon (Salmo salar) from coastal waters

    DEFF Research Database (Denmark)

    Peeler, E.; Thrush, M.; Paisley, Larry

    2006-01-01

    . This risk assessment was undertaken to establish whether exports of live Atlantic salmon from coastal sites increased the risk of G. salaris introduction and establishment in uninfected EU territories. A scenario tree of events necessary for the introduction and establishment of the parasite was constructed......). Transmission from seawater sites, where salinity is greater than 25 parts per thousand, is only possible if infected fish were introduced hours before export. Furthermore, transport via wellboat in full-strength seawater (33 parts per thousand) reduced the risk of introduction to a negligible level. Similarly......, establishment at the site of destination will also be largely determined by salinity. At high salinities the parasite has only hours to reach freshwater (e.g. via migration on wild fish), and therefore the risk of establishment is extremely low. The risk of G. salaris introduction with the importation...

  13. Türkiye’de Büyük Ölçekli İşletmelerde Uygulanan Ücret ve Maaş Yönetim Sistemi = Wage and Salary Management in Large Scale Businesses in Turkey

    Directory of Open Access Journals (Sweden)

    Cemal ZEHİR

    2000-06-01

    Full Text Available Firms in the growth process have confronted important problems of management and organization. In order to solve these problems they have begun to organize along departments.One of the departments of the organization is called human resource department. The basic criteria used in determining wage levels include job analysis, job descriptions and job specifications and then job and personnel performance appraisals. The criteria also help personnel specialists avoid inadequecies and inequalities in wage structures. The tasks of the human resources department are to attract, keep and promote the employees. This field research has been conducted in the top 100 firms of Türkiye concerning wage and salary strategies. It has been found that 86% of the responding firms use modern techniques of wage and salary management. The remaining firms are preparing to do so. Recommendations are offered according to the obtained data and their results, in the chapter for results and evaluation.

  14. Scrap the Sacrosanct Salary Schedule

    Science.gov (United States)

    Vigdor, Jacob

    2008-01-01

    Teachers are in most cases public employees. So the public at large, in theory, gets to decide how they are paid. The commission model variants of which have been proposed for some time, would involve compensating teachers for the value they provide to their school's operation, that is, the degree to which they educate their students.…

  15. Finding Wage and Salary Information.

    Science.gov (United States)

    Ward, Suzanne M.; Petruzzi, Heidi Ann

    1995-01-01

    Identifies sources for assisting patrons with occupational and industrial wage queries. Discusses books, vocational guides, indexes, trade associations, trade unions, commercial services, government publications and agencies, journals, universities and research centers, and online sources, and also provides a list of sources. (AEF)

  16. A la découverte des associations professionnelles de comptables salariés en France (milieu du XIXe siècle – Entre-deux-guerres)

    OpenAIRE

    Labardin, Pierre

    2008-01-01

    International audience; L'histoire des comptables s'est concentrée depuis plusieurs décennies sur celle des experts-comptables et des commissaires aux comptes. A contresens de cette tradition, cette communication s'intéresse aux associations de comptables salariés en France sur la période s'étendant du milieu du XIXe siècle à la fin de l'Entre-deux-guerres. Il s'agit ici de dresser un premier panorama de ces associations. Il faudra tout d'abord les définir, puis les différencier par rapport a...

  17. 應用決策樹探索大學以上畢業生薪資之影響因素 Decision Tree for Investigating the Factors Affecting Graduate Salaries

    Directory of Open Access Journals (Sweden)

    鄭永福 Yung-Fu Cheng

    2017-06-01

    Full Text Available 近年由於高等教育的快速擴充,導致教育市場的競爭壓力激增,大學以上畢業生在勞動 市場上的供需失衡,其薪資的變化逐漸成為社會大眾關注的議題。近 20 年,已有諸多文獻探 討大學畢業生薪資的影響因素,也建立相當完整的薪資理論架構。本研究目的在探究大學畢 業生薪資的影響因素,研究以台灣教育長期追蹤資料庫(TEPS)以及台灣教育長期追蹤資料 來源後續調查:教育與勞動市場的連結(TEPS-B)為資料,採用資料庫的變項共 1,303 個, 設定研究三種薪資模型,分別是畢業初薪資、入職場後薪資以及薪資變動等模型,研究採用 大數據資料探勘作法,分別對三個模型進行決策樹資料探勘,因薪資為連續變項,故採用決 策樹中的迴歸樹方法,研究結果顯示:一、畢業初薪資模型篩選出教育程度、公司組織規模 以及高中職二年級時的綜合分析能力。二、入職場後薪資模型篩選出公司組織規模、工作職 務、工作時數以及高中職二年級時的綜合分析能力。三、薪資變動模型篩選出工作職務。本 研究結果亦顯示,決策樹分析能夠有效地發掘出既有薪資理論之外的薪資影響因素,即高中 職二年級時的綜合分析能力及答對題數。 In recent years, the rapid expansion of higher education has led to a surge in competitive pressure in the education market and has increased the excess in university-educated labor supply. Thus, the salary of graduates is a major societal issue. Over the past two decades, a number of studies have explored the factors that positively affect graduate salaries, and have constructed a complete theoretical scheme. Our studies explored these factors by analyzing data from the Taiwan Education Panel Survey and Taiwan Education Panel Survey and Beyond, which together comprise 1,303 variables. The

  18. Addressing Gender Equity in Nonfaculty Salaries.

    Science.gov (United States)

    Toukoushian, Robert K.

    2000-01-01

    Discusses methodology of gender equity studies on noninstructional employees of colleges and universities, including variable selection in the multiple regression model and alternative approaches for measuring wage gaps. Analysis of staff data at one institution finds that experience and market differences account for 80 percent of gender pay…

  19. Problems involving salaried managers in Russia

    Directory of Open Access Journals (Sweden)

    Nelyubina Maria Alexandrovna

    2011-10-01

    Full Text Available The article is devoted relationships between owners of the company and top-managers. Problems of top-management motivation, shareholders` control, liability of infringement of the rights and interests of shareholders are investigated.

  20. ENTREPRENEURS ET SALARIES EN ALGERIE : APPLICATION D ...

    African Journals Online (AJOL)

    Abennadher et al (1994), dans leur étude sur la Tunisie, le secteur secondaire est constitué de tous les travailleurs ... données de l'enquête-emploi réalisée en Tunisie en 1999. On peut citer deux modèles de probit bivarié ..... Blanchard, Olivier and Lawrence Summers, 1986. “Hysteresis and the European Unemployment ...

  1. 7 CFR 1951.111 - Salary offset.

    Science.gov (United States)

    2010-01-01

    ... Guide Letter 1951-C-4 by asking to review and copy FmHA or its successor agency under Public Law 103-354... 103-354 Guide Letter 1951-C-4 within 30 days and (A) Has had an opportunity to review the file, if... entries on accounting record or reports; and, (G) Deliberate failure to provide physical security and...

  2. 28 CFR 11.8 - Salary offset.

    Science.gov (United States)

    2010-07-01

    ... applicable. (7) Failure to appear. If, in the absence of good cause shown (e.g., illness), the employee or... changed circumstances, including but not limited to catastrophic illness, divorce, death, or disability...

  3. 19 CFR 201.204 - Salary offset.

    Science.gov (United States)

    2010-04-01

    ... applicable. (7) Failure to appear. If, in the absence of good cause shown (e.g., illness), the employee or..., based on materially changed circumstances, including, but not limited to, catastrophic illness, divorce...

  4. Stratégies de salariés face à l’introduction de nouvelles méthodes de management Strategies used by employees facing the introduction of new management methods Estrategias de los trabajadores ante la introducción de nuevos métodos de management

    Directory of Open Access Journals (Sweden)

    Michel Feynie

    2013-03-01

    Full Text Available À partir d’une enquête anthropologique menée dans une entreprise publique, cet article souligne comment l’introduction de nouvelles méthodes de management restreint l’autonomie des salariés et les enferme dans des modèles. Elle montre le caractère outrancier voire ridicule de ces méthodes. En s’appuyant sur ces constats, elle décrit les différentes stratégies élaborées par les salariés pour conforter, détourner ou fuir ces méthodes directives.The text builds on an anthropological survey conducted within a state-owned enterprise to show how the introduction of new management methods restricts employees' autonomy and imprisons them within models. It then discusses models' excessive and sometimes ridiculous aspects. Based on these observations, it describes the different strategies that employees use to mitigate, get around or escape such directive methods.A partir de una encuesta antropológica realizada en una empresa pública, en este trabajo se insiste en la forma en que la introducción de nuevos métodos de management [gerenciales] restringe la autonomía de los asalariados y los encierra en modelos, mostrando el carácter excesivo y hasta ridículo de esos métodos. Apoyándose en esas constataciones, el artículo describe las diferentes estrategias que los trabajadores elaboran para reafirmar, eludir o huir de esos métodos tan directivos.

  5. Faculty Salary Equity Cases: Combining Statistics with the Law

    Science.gov (United States)

    Luna, Andrew L.

    2006-01-01

    Researchers have used many statistical models to determine whether an institution's faculty pay structure is equitable, with varying degrees of success. Little attention, however, has been given to court interpretations of statistical significance or to what variables courts have acknowledged should be used in an equity model. This article…

  6. Problems of salaries management in oil and gas companies

    Directory of Open Access Journals (Sweden)

    Olga Gennad'evna Kolosova

    2011-09-01

    Full Text Available Basing on the results of the author's analysis and generalization of practical experience in the organization of remuneration on the oil and gas companies of the Khanty-Mansiysk Autonomous District — Yugra, the current state and remuneration policy were defined. The designed SWOT matrix reveals the possibilities of further improvement of the remuneration organization. Innovative development of remuneration systems involves a complex process of selecting management tools to achieve performance targets and implementing business strategies. A study of the most upfront human resources and staff practices in the Russian oil and gas sector has allowed the author to formulate approaches to building effective systems of remuneration. The suggestions described in this paper coordinate the interests of employers and employees. At the same time, they increase efficiency and job satisfaction through raising personal responsibility, which will gain the effectiveness of incentives for oil and gas companies.

  7. Human capital and salary differences in Mexico, 2000-2009

    Directory of Open Access Journals (Sweden)

    Rogelio Varela Llamas

    2012-07-01

    Full Text Available The aim of this document is to estimate two models econometrics on the determination of the wages in Mexico for the period 2000–2009. There is in use information of the National Survey of Urban Employment and of the National Survey of Occupation and Employment of the National Institute of Statistics, Geography and Informatics (inegi. The impact is analyzed on the wage income of variables of offer of work as labor experience and human capital. In contrast, variables of demand are in use as size of company, sector of activity and other attributes of sociodemographic character. The results indicate that the wage differences by degree of education are marked, but they are also by type of establishment and economic activity.

  8. Nursing home administrator compensation: pay equity and determinants of salary.

    Science.gov (United States)

    Singh, Douglas A

    2002-01-01

    This study evaluates the issue of gender-based pay inequality. Male NHAs earn 7 percent more than female NHAs, but factors such as education, experience, tenure, facility size, ownership, location, competition, and emphasis on private pay census account for the difference. The findings, however, indicate that racial inequalities and gender differences among married NHAs may be present, requiring further investigation. Key implications of the results are discussed.

  9. Gender Differences in Negotiation: Implications for Salary Negotiations

    OpenAIRE

    Johnson, Julia

    2016-01-01

    Despite incentives aimed at achieving equality for women in the workforce, women continue to lag behind men in terms of pay and leadership positions. This is despite the fact that women, on average, have equal or better educational credentials and offer comparable skill sets to employers.  A variety of causal factors have been postulated for this disparity, including women’s tendency to choose to enter fields with lower pay at higher rates than men, and their greater concern for work-life bal...

  10. Knight Commission to Fight High Salaries and Recruiting Pressures

    Science.gov (United States)

    Wolverton, Brad; Lipka, Sara

    2007-01-01

    Last week, commissioners of the Knight Foundation Commission on Intercollegiate Athletics organized a meeting to tackle recruiting problems and gender inequalities in college sports, but another topic--the high pay of football and men's basketball coaches--came up repeatedly. This article reports on what the commission intends to do in order to…

  11. Archives, ethics, salaries, and the struggle: a view from Namibia ...

    African Journals Online (AJOL)

    ... to records in a country that was engaged in a liberation war are raised. Authorisation of access and the capacity of African countries to manage their archives are also discussed. The importance of a country having its own archives consolidated and accessible within the country is stressed. (Innovation: 2002 24: 25-31) ...

  12. Peer Salaries and Employee Satisfaction in the Workplace

    OpenAIRE

    Mumford, Karen A.; Smith, Peter N.

    2012-01-01

    We explore the relationship between reported job satisfaction and own wage, relative wage and average comparison group wage; allowing for asymmetry in these responses across genders. We find that the choice of relevant comparison group is affected by gender in Britain; men display behaviour characteristic of competitiveness whilst women do not.

  13. Sharing the Pain: Cutting Faculty Salaries across the Board

    Science.gov (United States)

    June, Audrey Williams

    2009-01-01

    Greensboro College has many of the intimate hallmarks of a small, private, liberal-arts college. Professors give their cellphone numbers to students and routinely provide extra help to those who need it. Classes at the North Carolina institution average 14 people. One of the students featured on the college Web site is a biology major who plays on…

  14. The Role of the Faculty in Budgetary and Salary Matters

    Science.gov (United States)

    AAUP Bulletin, 1976

    1976-01-01

    This statement by the AAUP Committee T on College and University Government defines the role of the faculty in decisions as the allocation of financial resources according to the principle of shared authority and offers some principles and derivative guidelines for faculty participation in this area. (LBH)

  15. 5 CFR 9901.323 - Eligibility for general salary increase.

    Science.gov (United States)

    2010-01-01

    ... section. If such an employee receives a rating of record above unacceptable for a subsequent appraisal... this section to employees ineligible for performance payout under § 9901.342. This increase is... this section does not apply to employees who— (i) Are ineligible for a performance payout due to an...

  16. Chapitre 7. Le flâneur salarié

    OpenAIRE

    Boulic, Jean-Yves; Lavaure, Annik

    2015-01-01

    Passionné par tout ce qui est nouveau, curieux de tout ce qui est différent, Kerillis est bien plus un journaliste dans l'âme qu'un homme politique, a fortiori qu'un homme de parti. Tout au long de sa vie il ne cessera en outre d'être un voyageur. Certaines de ses pérégrinations sont liées à l'actualité politique internationale. Leur intérêt à ses yeux est immédiat et il en transmet aussitôt le reflet à ses lecteurs de l'Écho de Paris. D'autres voyages, au contraire, répondent à son seul beso...

  17. Le maintien en emploi du salarié handicapé : effets et limites de l’obligation d’accommodement raisonnable en droit québécois Retention of employment of disabled employees : effects and limitations of reasonable accommodation under Québec Law Mantenimiento en empleo del asalariado discapacitado : efectos y límites de la obligación de acomodamiento razonable en derecho quebequense

    Directory of Open Access Journals (Sweden)

    Anne-Marie Laflamme

    2010-05-01

    Full Text Available Au Québec, l’obligation d’accommodement raisonnable, corollaire du droit à l’égalité consacré par les chartes des droits de la personne, a pris une ampleur telle qu’elle confère aujourd’hui aux salariés handicapés une véritable protection du lien d’emploi. Dans la première partie de l’article, l’auteure expose le changement de paradigme résultant de cette évolution jurisprudentielle et circonscrit les paramètres de l’obligation d’accommodement raisonnable qui incombe à l’employeur à l’égard de ses salariés incapables d’accomplir leurs fonctions en raison de leur état de santé. L’auteure souligne ensuite que cette évolution s’est toutefois effectuée en marge du régime de réparation des lésions professionnelles. Ce régime exclusif, jugé avant-gardiste au moment de son adoption, se révèle même aujourd’hui, à certains égards, désavantageux pour les travailleurs victimes d’une lésion professionnelle, du moins en ce qui concerne le maintien du lien d’emploi.In the province of Québec, the right to reasonable accommodation, the corollary of the right to equality established under the charters of human rights, has taken such a dimension that it provides disabled employees with true protection with respect to maintenance of the employment relationship. In the first part of this paper, the author exposes the paradigm shift resulting from this evolution in case law, and defines the parameters of the right to reasonable accommodation that the employer must respect for employees unable to perform their duties due to their medical status. The author then emphasizes that this change has occurred outside the industrial accidents and occupational diseases compensation plan. Moreover, this exclusive regime, innovative at the time of its adoption, has become, in some respects, disadvantageous for employees with an employment injury, at least with regard to maintaining the employment relationship

  18. Statistics of Public Elementary and Secondary School Systems, Fall 1979. Pupils, Staff, Revenues, Expenditures, and Salaries.

    Science.gov (United States)

    McDowell, Lena M.; Prince, Elaine J.

    The 26th annual survey of public elementary and secondary education conducted in fall 1979 by the National Center for Education Statistics yielded data on school districts, enrollment, administrative and teaching staffs, pupil-teacher ratios, high school completions (graduations and equivalency certificates), revenue sources, and expenditures,…

  19. Ideologies et pratiques manageriales: du taylorisme a la precarisation subjective des salaries

    National Research Council Canada - National Science Library

    Danièle Linhart

    2013-01-01

    .... Taylor and Ford produced an important ideological effort to promote the allegation that no conflict of interests exists between workers and employers while they attacked systematically the workers...

  20. El empleo de los trabajadores con estudios universitarios y su prima salarial

    OpenAIRE

    Marisa Bucheli

    2000-01-01

    The purpose of this article is to analyze the main characteristics of the jobs of workers who attended college in comparison of workers who finished high school and did not pursued their studies. On one hand, there is a description of unemployment and jobs of different groups. For workers who completed college, the rate of unemployment and the incidence of “low quality” jobs are lower than for less skilled workers. On the other hand, the article presents an estimation of the wage premium of c...

  1. Employment, Salary & Placement Information for Johnson County Community College Career Programs.

    Science.gov (United States)

    Conklin, Karen A.

    More than forty-six career programs are offered at Johnson County Community College (JCCC) in Kansas, in such areas as Cosmetology, Dental Assistance, and Travel and Tourism. These programs specialize in the types of industries that are currently growing at high rates, such as computer-related occupations and special education teachers. This…

  2. A View on ECHR Case law for Salary Policy in Romanian Public Sector

    Directory of Open Access Journals (Sweden)

    Mihaela Tofan

    2016-03-01

    Full Text Available As the economies of other countries in Western Europe, the Romania's economy went through a very difficult period because of the international financial crisis, with GDP falling by over 18%. In the situation of no longer being able to meet its payment obligations and under the pressures of international financial organizations, the Romanian government opted for the radical measure of cutting public sector wages by 25%. Faced with this unprecedented action of country administrative power representatives, the Romanian civil servants attacked this measure in national courts and after that, in front of the ECHR. This article presents the solutions of the Romanian courts, the European jurisprudence on lowering wages and its implications for public solutions Romanian legal systems.

  3. 29 CFR 541.603 - Effect of improper deductions from salary.

    Science.gov (United States)

    2010-07-01

    ... different job classifications or who work for different managers do not lose their status as exempt... and geographic location of managers responsible for taking the improper deductions; and whether the... during the time period in which the improper deductions were made for employees in the same job...

  4. Silent Escalation: Salaries of Senior University Administrators in Ontario, 1996-2006

    Science.gov (United States)

    Essaji, Azim; Horton, Sue

    2010-01-01

    The real compensation of senior university administrators in Ontario has increased by over 43% in the last decade. The escalation is especially pronounced for presidents and provosts: their pay has risen by 63% in real terms between 1996 and 2006. These trends have been evident in universities of all types, for both genders and for professional as…

  5. Aligning Salary Expense and Workload Output In a Complex Military Medical System

    National Research Council Canada - National Science Library

    Bills, Randy

    2004-01-01

    .... Clinical service managers could not review their clinical service staff roster nor maintain the correct coding of personnel because they did not nave access to the Standard Personnel Manpower System (SPMS...

  6. 22 CFR 213.23 - Salary offset when USAID is not the creditor agency.

    Science.gov (United States)

    2010-04-01

    ... to the Chief Financial Officer, Office of Financial Management (M/FM), United States Agency for International Development, Ronald Reagan Building , 1300 Pennsylvania Avenue NW., Washington, DC 20523-4601. (c... agency. 213.23 Section 213.23 Foreign Relations AGENCY FOR INTERNATIONAL DEVELOPMENT CLAIMS COLLECTION...

  7. "I Pay Your Salary!" Manifestations of Student Consumerism in the Classroom

    Science.gov (United States)

    Plunkett, Anthony D.

    2011-01-01

    This qualitative case study explored the Student Consumerism phenomenon as displayed by post-secondary students as perceived by their instructors. Because it was not entirely understood how post-secondary instructors react to the manifestations that occur due to Student Consumerism style of behaviors, this study examined the phenomenon from that…

  8. An Analysis of Major Determinants of Teacher Salaries and Their Implications for Educational Expenditures.

    Science.gov (United States)

    Sharples, Brian

    The purposes of this study were to compare the responsiveness of educational expenditures per pupil in Ontario, first, to changes in instructional expenditures per pupil during 1971-77, and, second, to changes in proxy measures of educational quality and price levels of teacher services for 1974-77. Variables used to represent quality and price…

  9. Workforce and Salary Survey Trends: Opportunities and Challenges for the American Association of Medical Dosimetrists

    Energy Technology Data Exchange (ETDEWEB)

    Mills, Michael D., E-mail: mdmill03@exchange.louisville.edu

    2015-07-01

    The American Association of Medical Dosimetrists (AAMD) designed and directed 2 surveys of the AAMD membership. The first was in 2011 and the second in 2014. There were a number of questions common to both surveys, and this article seeks to evaluate these common questions to determine trends among the professional membership of the AAMD. It is demonstrated that the observed trends are consistent with the goals and objectives established by the leadership of the AAMD and the Medical Dosimetry Certification Board (MDCB) for the medical dosimetry community. In addition, certain challenges and opportunities involving the scope of practice for the medical dosimetry profession are discussed.

  10. Evolución de la desigualdad salarial regional en México, 1994-2003

    Directory of Open Access Journals (Sweden)

    David Castro Lugo

    2011-01-01

    sugieren una disminución de la brecha total a partir de 1995, así como una tendencia a la homogenización de la remuneración laboral al interior de las regiones, mientras que entre ellas la diferencia aumenta asociada a factores como la dotación de factores, precio de los mismos y elementos inobservados propios de las regiones.

  11. Technological change and salary variation in Mexican regions: Analyzing panel data for the service sector

    Directory of Open Access Journals (Sweden)

    Mario Camberos C.

    2013-07-01

    Full Text Available In this paper Hypothesis Biased Technological Change is applied for Mexican workers services sector, belonging several Mexican regions. Economics Census microdata, 1998, 2003 and 2008 are used. Hypothesis is proved with technological gaps, under consideration of different index and result statistics consistency by taking account panel analysis. Mayor wages differences at 2008 year were find out between Capital region and South one, about five hundred percent on 1998 year; but it was lower on 2008, two hundred percent. This result is in correspondence with diminishing technological gap, perhaps caused by economic crisis impact.

  12. A Regression Study of Salary Determinants in Indian Job Markets for Entry Level Engineering Graduates

    OpenAIRE

    Singh, Rajveer

    2016-01-01

    The economic liberalisation of Indian markets in early 90s boosted the economic growth of the nation in various sectors over the next two decades. One such sector that has seen a massive growth in this time is Information Technology (IT). The IT industry has played a very crucial role in transforming India from a slow moving economy to one of the largest exporters of IT services. This growth created a huge demand in the labour markets for skilled labour, which in turn made engineering one of ...

  13. POLÍTICA Y COMPORTAMIENTO SALARIAL EN LAS UNIVERSIDADES VENEZOLANAS 1985-2006

    Directory of Open Access Journals (Sweden)

    José G. Villa

    2009-04-01

    Full Text Available Este trabajo tiene como objetivo principal analizar las políticas salariales y el comportamiento del salario en las Universidades nacionales en Venezuela para el período 1985-2006. El enfoque teórico se fundamenta en las categorías de análisis de la Organización Internacional del Trabajo (OIT, Los acuerdos OPSU-CNU, Legislación del Trabajo, y Actas Convenios. La estrategia metodológica es de tipo descriptiva. La información se procesó con el programa estadístico SPSS 16.0 en español. Se buscó explicación de los efectos que tienen los indicadores económicos: Inflación y tipo de cambio tienen sobre el salario así la comparación en referencia a la canasta básica y alimentaria. También se comparó en términos relativos del equivalente de las normas de homologación con el tipo de cambio y el salario mínimo tanto real como nominal. Los resultados de esta investigación: Salario real desmejorado, relación inversa del salario en términos del tipo de cambio, la brecha es cada vez más estrecha con el salario mínimo de subsistencia y los sueldos de los profesores, efectos perversos de los indicadores económicos, posición flexible de los gremios frente al gobierno con escaso liderazgo de la dirigencia y con discurso poco motivador de las masas laborales, violación de los principios fundamentales del derecho al no cumplir con las normas de homologación, escaso poder adquisitivo de los docentes para obtener la canasta básica y la canasta normativa de alimentos, casi nula la capacidad de ahorro, llegando a la conclusión que si ha disminuido la calidad de vida del profesor universitario durante el periodo 1985-2006.

  14. Salary/fringe benefit as correlation of job commitment of librarians in ...

    African Journals Online (AJOL)

    The study determined relationship between job satisfaction and library staff job commitment in federal university libraries in the North-Eastern Nigeria. Four objectives, two research questions and two hypotheses guided the outcome of the research. Survey research design was used to investigate a sample of 220 library ...

  15. Work and Productive Restructuring in Neoliberal Brazil – Precariousness of Work and Salary Redundancy

    Directory of Open Access Journals (Sweden)

    Giovanni Alves

    2009-01-01

    Full Text Available The purpose of this article is to analyze the social mutations that occur in the world of labor based on the neoliberal era in Brazil. It examines the precariousness of work as being an element that composes the new social metabolism that emerges with the productive restructuring of capital and the constitution of the neoliberal State. It presents as the objective causes of the increased precariousness of work the intensification and expansion of the exploitation and plundering of the labor force, the dismounting of labor collectives and of corporate-union resistance; as well as the social fragmentation in the cities due to the exacerbated growth of mass unemployment.

  16. Entrepreneurs et salaries en Algerie : Application d'un probit bivarie ...

    African Journals Online (AJOL)

    If you would like more information about how to print, save, and work with PDFs, Highwire Press provides a helpful Frequently Asked Questions about PDFs. Alternatively, you can download the PDF file directly to your computer, from where it can be opened using a PDF reader. To download the PDF, click the Download link ...

  17. Unemployment Rates and Starting Salaries: Are Australian Graduates at the Whim of the Wage Curve?

    Science.gov (United States)

    Carroll, David

    2011-01-01

    The existence of an inverse relationship between wage levels and regional unemployment rates, commonly referred to as the wage curve, is well established in the economic literature and was described by Card (1995) as being "close to an empirical law of economics". This microeconomic wage-unemployment relationship, first identified by…

  18. Salary administration as part of employee incentive system at industrial enterprises

    Directory of Open Access Journals (Sweden)

    Sagandykov Michail

    2017-01-01

    Full Text Available The article analyses the financial staff incentives at industrial enterprises. The paper concludes that the incentive system should be developed taking into account the developed staff motivation. The only efficient target of influence is the existing staff motivation components. A 3-element employee incentive framework for industrial enterprises is suggested. The article presents the critical analysis of the existing payroll systems of several industrial enterprises, elicits the common flaws of the incentive payments, and develops requirements for such systems. The paper also provides an industrial enterprise needs matrix and an incentive payment types matrix required to build up a rational monetary staff incentive system. These matrices can be adapted for any industrial enterprise with regard to its long-term objectives.

  19. Representation and Salary Gaps by Race-Ethnicity and Gender at Selective Public Universities

    Science.gov (United States)

    Li, Diyi; Koedel, Cory

    2017-01-01

    We use data from 2015-2016 to document faculty representation and wage gaps by race-ethnicity and gender in six fields at selective public universities. Consistent with widely available information, Black, Hispanic, and female professors are underrepresented and White and Asian professors are overrepresented in our data. Disadvantaged minority and…

  20. Using an Equity/Performance Matrix to Address Salary Compression/Inversion and Performance Pay Issues

    Science.gov (United States)

    Richardson, Peter; Thomas, Steven

    2013-01-01

    Pay compression and inversion are significant problems for many organizations and are often severe in schools of business in particular. At the same time, there is more insistence on showing accountability and paying employees based on performance. The authors explain and show a detailed example of how to use a Compensation Equity/ Performance…

  1. Gender Pay Equity in Higher Education: Salary Differentials and Predictors of Base Faculty Income

    Science.gov (United States)

    Meyers, Laura E.

    2011-01-01

    This study investigates faculty gender pay equity in higher education. Using data from the 2004 National Study of Postsecondary Faculty and drawing on human capital theory, structural theory, and the theory of comparable worth, this study uses cross-classified random effects modeling to explore what factors may be contributing to the pay…

  2. Performance Accountability and the Community College: Using Institutional Performance to Determine Faculty Salaries

    Science.gov (United States)

    Smith, Douglas A.; Tran, Henry

    2016-01-01

    Performance accountability systems are increasingly utilized by state legislatures to hold community colleges more accountable for student outcomes and responsible spending through the linking of state funding to specific outputs. Through these actions, it is reasonable expect an emphasis on institutional performance to permeate into a community…

  3. Determination of Numerical Characteristic of Rows of Salary Distribution and Characteristic of Its Irregularity in Ukrainian Regions Определение числовых характеристик рядов распределения заработной платы и характеристик её неравномерности по регионам Украины

    Directory of Open Access Journals (Sweden)

    Dubnytskyi V.

    2012-06-01

    Full Text Available On the base of statistic data a mean value, standard deviation, coefficient of heterogeneity, Gini index, Robin Hood index are determined for grouped rows of salary in the Ukrainian regions.В работе на основе статистических данных определены среднее значение, среднее квадратическое отклонение, коэффициент неоднородности, индекс Джини, индекс Робина Гуда для сгруппированных рядов заработной платы по регионам Украины.

  4. Salaries and Salary Scales of Full-Time Teaching Staff at Canadian Universities, 2006/2007: Final Report. Culture, Tourism and the Centre for Education Statistics. Research Paper. Catalogue no. 81-595-M No. 073

    Science.gov (United States)

    Statistics Canada, 2009

    2009-01-01

    The data in this report are drawn from the "University and College Academic Staff Survey" ("UCASS"). Conducted since 1946, "UCASS" presents a national picture of the socio-economic characteristics of full-time university teachers in degree-granting institutions. The information is conducted annually, with a reference…

  5. Les administrateurs salariés en France : contribution à une sociologie de la participation des salariés aux décisions de l’entreprise.

    OpenAIRE

    Conchon, Aline

    2014-01-01

    This thesis focuses on the study of board-level employee representatives, i.e. employee representatives elected by the workforce under trade union nomination who serve on their company’s board of directors [BoD] or supervisory board [SVB] with the same rights and duties than that of other directors, including the right to vote on strategic decisions. Thanks to a methodology which combines different survey techniques (documentary analysis, two case studies, questionnaire distribution, particip...

  6. Salaries and Salary Scales of Full-Time Teaching Staff at Canadian Universities, 2008/2009: Preliminary Report. Culture, Tourism and the Centre for Education Statistics. Research Paper. Catalogue no. 81-595-M No. 076

    Science.gov (United States)

    Statistics Canada, 2009

    2009-01-01

    The data in this report are drawn from the "University and College Academic Staff Survey" ("UCASS"). Conducted since 1946, "UCASS" presents a national picture of the socio-economic characteristics of full-time university teachers in degree-granting institutions. The survey is conducted annually, with a reference date…

  7. Discriminación salarial de la mujer en el mercado laboral de México y sus regiones

    Directory of Open Access Journals (Sweden)

    Reyna Elizabeth Rodríguez-Pérez

    2014-01-01

    Full Text Available El objetivo de este artículo es analizar las remuneraciones salariales por sexo, determinar la brecha y discriminación que existe en México y regiones con respecto a la materia, empleando la descomposición Oaxaca-Blinder y la Encuesta Nacional de Empleo Urbano (eneu 2000-2004. Los resultados indican que existen diferencias salariales por sexo a favor de los hombres y más de 85% de estas desigualdades se vinculan con la discriminación. Por regiones existe un comportamiento heterogéneo con oscilaciones entre 15 y 25% y discriminación que tiende a converger en 20%, con excepción de la capital que se ubica en 13 por ciento.

  8. Discriminación salarial de la mujer en el mercado laboral de México y sus regiones

    OpenAIRE

    Reyna Elizabeth Rodríguez-Pérez; David Castro-Lugo

    2014-01-01

    El objetivo de este artículo es analizar las remuneraciones salariales por sexo, determinar la brecha y discriminación que existe en México y regiones con respecto a la materia, empleando la descomposición Oaxaca-Blinder y la Encuesta Nacional de Empleo Urbano (eneu) 2000-2004. Los resultados indican que existen diferencias salariales por sexo a favor de los hombres y más de 85% de estas desigualdades se vinculan con la discriminación. Por regiones existe un comportamiento heterogéneo con osc...

  9. Unequal distribution of salary from a gender perspective and the impact of recession on the catalan labor market

    OpenAIRE

    Adillón, M.Jesús Gómez; Piqué, M.Àngels Cabasés

    2014-01-01

    In order to highlight the uneven impact of recession on the labor market in Catalonia (Spain), especially regarding wage structure, this study examines the evolution of its main variables in the period 2005-2012 from a gender perspective. For ten years prior to recession, female employment improved, mainly due to the expansion of the tertiary sector and public sector and numerous new political and legislative actions. These actions aimed at the interdiction of certain long-held and deep-roote...

  10. How and Why Do IT Entrepreneurs Leave Their Salaried Employment to Start a SME? A Mixed Methods Research Design

    Science.gov (United States)

    Mourmant, Gaëtan

    This method paper addresses an untapped but important type of IT turnover: IT entrepreneurship. We seek to develop a mixed methods research (MMR) design to understand the factors and processes that influence turnover behavior of prospective (nascent) IT entrepreneurs. To do this, we review two prior streams of research: the entrepreneurship literature and IT employee turnover. We incorporate the results of this literature review into a conceptual framework describing how the relevant factors leading to entrepreneurial and turnover behavior change over time, either gradually or suddenly, in response to specific events. In addition, we also contribute to the research by arguing that mixed methods research (MMR) is appropriate to bridge the gap between entrepreneurial literature and the IT turnover literature. A third important contribution is the design of the MMR, combining a longitudinal approach with a retrospective approach; a qualitative with a quantitative approach and, the exploratory design with the triangulation design [1]. Finally, we discuss practical implications for IT managers and IT entrepreneurs.

  11. Job Requirements for Marketing Graduates: Are There Differences in the Knowledge, Skills, and Personal Attributes Needed for Different Salary Levels?

    Science.gov (United States)

    Schlee, Regina Pefanis; Karns, Gary L.

    2017-01-01

    Several studies in the business press and in the marketing literature point to a "transformation" of marketing caused by the availability of large amounts of data for marketing analysis and planning. However, the effects of the integration of technology on entry-level jobs for marketing graduates have not been fully explored. This study…

  12. Salary and Decision Making : Relationship Between Pay and Focus on Financial Profitability and Prosociality in an Organizational Context

    NARCIS (Netherlands)

    Jordan, J.

    This investigation examined the relationship between organizationally based financial incentives and a focus on profit vs. prosociality during decision making. Participants were 84 managers from a Fortune 200 corporation. Managers read a vignette containing a dilemma and freely generated issues that

  13. The forms of the salary in the pampas agriculture: its role to disciplin, improve productivity and cheapen the workforce

    OpenAIRE

    Juan Manuel Villulla

    2012-01-01

    Las transformaciones socio-económicas, políticas y gremiales acaecidas a fines de los ´70 inauguraron un período desfavorable para las condiciones de trabajo de los obreros agrícolas. Se desarrolló una tendencia hacia la disminución de los tiempos requeridos por cada tarea, la discontinuación del proceso productivo, la estacionalización de la demanda de empleo y una mayor especialización de la fuerza de trabajo. La fragmentación extrema del proceso productivo derivó así en el astillamiento de...

  14. 45 CFR 33.11 - Salary offset when the Department is the creditor agency but not the paying agency.

    Science.gov (United States)

    2010-10-01

    ... Department shall notify the Secretary of the Treasury of all past-due, legally enforceable debts which are... containing the information specified in paragraph (a) of this section, and an installment agreement, or other... must certify the total amount of its collection on the debt and send a copy of the certification to the...

  15. The TCN/AACN 2010 "salary survey": professional practices, beliefs, and incomes of U.S. neuropsychologists.

    Science.gov (United States)

    Sweet, Jerry J; Meyer, Dawn Giuffre; Nelson, Nathaniel W; Moberg, Paul J

    2011-01-01

    Doctoral-level members of the American Academy of Clinical Neuropsychology, Division 40 (Clinical Neuropsychology) of the American Psychological Association, and the National Academy of Neuropsychology, and other neuropsychologists, were invited to participate in a web-based survey in early 2010. The sample of respondents was 56% larger than a prior related income and practice survey in 2005. The substantial proportional change in gender taking place in the field has continued, with 7 of 10 post-doctoral residents being women and, for the first time ever, more than half of the total sample of respondents being women. Whereas the median age of APA members has been over 50 since the early 1990s, the current median age of clinical neuropsychologists remains at 47 and has remained essentially unchanged since 1989, indicating substantial entrance of young psychologists into the field. The Houston Conference training model has influenced the vast majority of residency training sites, and is endorsed as compatible with prior training by two-thirds of all respondents. Testing assistant usage remains commonplace, and is much more common in institutions. The "flexible battery" approach has again increased in popularity and predominates, whereas endorsement of the "fixed/standardized battery" approach has continued to decline. The vast majority of clinical neuropsychologists work full time. Average length of time reported for evaluations increased significantly from 2005, which does not appear to be explained by changes in common referral sources or common diagnostic conditions being evaluated. The most common factors affecting evaluation length were identified, with the top three being goal of evaluation, stamina/health of examinee, and age of examinee. Pediatric specialists are more likely than others to work part time, more likely to be women, more likely to work in institutions, and report lower incomes than respondents whose professional identity is purely adult or a combination of adult and pediatric. Incomes once again vary considerably by years of clinical practice, work setting, amount of forensic practice, state, and region of country. Job satisfaction has little relationship to income and is comparable across most variables (e.g., work setting, professional identity, amount of forensic activity), whereas income satisfaction has a stronger relationship to actual income, and income satisfaction and job satisfaction are moderately correlated. Job satisfaction of neuropsychologists in general is higher than reported for other US jobs. Fewer than 5% of respondents are considering changing job position. As was true in the 2005 survey, a substantial majority of respondents reported increased incomes over the last 5 years. Actual reported income values were meaningfully higher than in 2005 across general work settings and professional identities, and were also higher for entry-level positions. Numerous breakdowns related to income and professional activities are provided.

  16. Unión monetaria: unos ajustes desfavorables para el empleo y la relación salarial

    National Research Council Canada - National Science Library

    Francisco Rodríguez Ortíz

    2002-01-01

    El proyecto de Unión Monetaria Europea, que culmina en la Unión el proceso de globalización económica, monetaria y financiera, no conlleva necesariamente, como se ha predicado desde los centros de poder, una mejora...

  17. Impact Analysis of Working Condition, Salary, Corporate Ownership and Fairness on Employee Job Satisfaction in PT. Bpr Prismadana Manado

    OpenAIRE

    Lasut, Gilbert

    2014-01-01

    Nowadays a lot of people not really think about the job satisfaction in their work place especially the chief at some company, while the job satisfaction is very important for employee performance. Job satisfaction is simply how people feel about jobs and different aspects of their jobs it is the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs. Job Satisfaction is a part that is always related to the employee and the productivity that can increase employee...

  18. The Persistent Gap: Understanding Male-Female Salary Differentials amongst Canadian Academic Staff. CAUT Equity Review. Number 5

    Science.gov (United States)

    Canadian Association of University Teachers, 2011

    2011-01-01

    There has been a long-standing concern amongst policymakers, economists, and trade unions over the persistent earnings gap between men and women in the Canadian labour market. Although this gap has narrowed over time, women's average hourly wages still remain about 16% lower than that earned by men. The reasons for this inequality in male and…

  19. Breaking the $30K Barrier.

    Science.gov (United States)

    Gregory, Vicki L.; McCook, Kathleen de la Pena

    1998-01-01

    Presents results of the 1997 placements and salaries survey, including status of graduates, placements and salaries by region, total graduates and placements by school, placements by organization type, average starting salaries for 1985-97, salaries by job assignment, placements and salaries of graduates by school, and comparison of salaries by…

  20. Prélèvement extérieur et norme de salaire Deductions Due to Externat Causes and Salary Standards

    Directory of Open Access Journals (Sweden)

    Chaouat A.

    2006-11-01

    Full Text Available L'article résume une thèse ayant trait aux problèmes macroéconomiques des prélèvements extérieurs (hausse du prix du pétrole, choc dollar, etc. et de l'évolution des salaires réels. Deux questions ont été plus particulièrement étudiées : d'une part, la courbe optimale de progression des salaires réels en cas de prélèvement extérieur, et d'autre part, l'évolution actuelle à préconiser en France, compte tenu de l'historique de la répartition sur les revenus des agents intérieurs des ponctions induites par les deux chocs pétroliers. This article sums up a doctoral thesis on the macroeconomic problems of deductions due to externat causes (oil price increase, impact of the dollar exchange rate, etc. and the evolution of real wages. Two subjects are give more specific attention: (1 the optimum curve of the progression of real wages if a deduction due to externat causes occurs; (2 the present evolution to be recommended in France, taking into account the history of the impact on incomes of the interior agents caused by the drains induced by the two oil price shocks.

  1. Migración y desigualdad laboral y salarial por género y estatus migratorio de las sinaloenses en Phoenix, Arizona

    Directory of Open Access Journals (Sweden)

    Erika Montoya Zavala

    2011-01-01

    Full Text Available Para analizar la participación de las sinaloenses emigrantes en el mercado laboral en las comunidades de destino, las implicaciones de género y estatus migratorio en el tipo de empleo y sus salarios se estudiaron las características de mujeres y hombres emigrantes de Sinaloa, y se contrastaron con las de las sonorenses radicadas en Phoenix. Esta investigación se basó en la encuesta a hogares mexicanos en Phoenix, de 2007.

  2. Travail à domicile, salarié ou indépendant. Incidence des nouvelles technologies de l'information et de la communication

    OpenAIRE

    Chantal Rey

    2001-01-01

    As a result of past débates on the concept of legal subordination, in France, homeworking has long been considered the equivalent of wage-earning. However, homeworkers, mostly women, endure relatively poor conditions compared with other wage-earners. These problems are further exasperated by improvements in information and communications technology, due to the fact that homework in an irregular occupation, performed on peicework and without social links.

  3. Algunos efectos de la crisis global en la relación salarial y en el vínculo entre Estado y mercado

    OpenAIRE

    González, José Luis Solís; Elizondo, Manuel Medina; Chavarría, Sandra López

    2016-01-01

    Este trabajo analiza los cambios ocurridos en la economía mundial asociados a la crisis capitalista global, así como su impacto en el pensamiento económico y en las prácticas administrativas empresariales y públicas. El objetivo central de las nuevas estrategias empresariales impulsadas por el neoliberalismo, es el de organizar el trabajo y el uso de los recursos de manera más rentable para el capital. Esto ha implicado la puesta en marcha de un nuevo modelo de organización laboral basado en ...

  4. Employment Survey of Michigan College Graduates: Report of Destinations, Average Starting Salaries, and Unemployment, 1990-91 (All Degree Levels, Minority and Teacher Certified Graduates).

    Science.gov (United States)

    Scheetz, L. Patrick; Gardner, Philip D.

    This report presents information on the early career outcomes of college graduates, compiled from data received from 33 public and independent two-year and four-year colleges and universities in Michigan. The first section of the report presents statistical summaries for all degree levels; the second section covers statistics for minorities; and…

  5. Graduate Education Attainment and Salary: An Examination of Institutional Type, Major Choice, Gender, Race/Ethnicity, Parental Education and Work Experience Differences

    Science.gov (United States)

    Bell, Chandra M.

    2010-01-01

    This study investigated two major sources of influence (institution and individual characteristics) on the earnings of graduate degree recipients. These factors have been shown in previous research to influence the initial earnings of graduates at the undergraduate level. This research seeks to build on previous studies by Perna (2003, 2005) that…

  6. La brecha salarial en México con enfoque de género : Capital humano , discriminación y selección muestral

    OpenAIRE

    Martínez Jasso, Irma.; Gloria J. Acevedo Flores

    2004-01-01

    La vida de las mujeres mexicanas ha experimentado profundas transformaciones en las décadas recientes; mismas que se manifiestan a través de la reducción en el número promedio de hijos que tienen, en un mayor nivel educacional y disminución del analfabetismo, y en la creciente incorporación y permanencia en el mercado de trabajo, entre otras. En lo particular, sin embargo, los mayores niveles educativos de la población femenina económicamente activa no se han traducido en una disminución de l...

  7. Migración y desigualdad laboral y salarial por género y estatus migratorio de las sinaloenses en Phoenix, Arizona

    OpenAIRE

    Erika Montoya Zavala

    2011-01-01

    Para analizar la participación de las sinaloenses emigrantes en el mercado laboral en las comunidades de destino, las implicaciones de género y estatus migratorio en el tipo de empleo y sus salarios se estudiaron las características de mujeres y hombres emigrantes de Sinaloa, y se contrastaron con las de las sonorenses radicadas en Phoenix. Esta investigación se basó en la encuesta a hogares mexicanos en Phoenix, de 2007.

  8. Estructura salarial y segmentación en el mercado laboral de Colombia: un análisis de las siete principales ciudades, 2001-2005

    OpenAIRE

    Mesa, Diana Carolina; Garcia-Suaza, Andres; Roa, Mónica

    2015-01-01

    Este documento se concentra en el estudio de las diferencias salariales mediante la comparación de las distribuciones de los salarios para las siete principales ciudades colombianas en el periodo 2001-2005 con datos de la Encuesta Continua de Hogares. Se detectan diferencias significativas que se explican a la luz de la teoría del capital humano y de segmentación laboral; mediante la estimación de ecuaciones de salarios a partir de las características socioeconómicas d...

  9. Mortality among active workers at EDF-GDF: social and occupational disparities and evolution; La mortalite des salaries d'EDF-GDF: disparites socioprofessionnelles et evolution

    Energy Technology Data Exchange (ETDEWEB)

    Poncet, M.; Chevalier, A.; Bumsel, F.; Lahon, G. [EDF-GDF, Service de Medecine de Controle, 75 - Paris (France)

    2003-10-01

    Background: Two studies, conducted in the eighties and the nineties, reported that mortality was lower- in the French national electric and gas company (EDF-GDF) the utility workers than in the general French Population. The purpose of our study was to compare the mortality of these 140.000 utility workers to that of the French population of the same age for the period from 1997 to 2001. Secondly we aimed to assess the disparities of mortality among the workforce according to demographic and socio-professional criteria. Finally, we analyzed the evolution of this mortality over the last twenty years. Methods: We undertook a cross-sectional study using the indirect standardization method. Results: Risk of death was lower in the utility workers than in the French Population (SMR=54% for men, and 58% for women). These differences had increased over the last twenty years for each main cause of death (cancers, cardio-vascular diseases and accidents). The reported excess of brain cancer death risk raises etiologic questions. Moreover; we noticed important social disparities in the workforce, increasing with tune. Conclusion: The well-known 'healthy worker effect' seems to be particularly important in the EDF-GDF company. The workers have a high level of living conditions and good working conditions, although internal social disparities persist. Further studies in other large corporations are greatly needed for comparisons. (author)

  10. Molecular and immunohistochemical studies on epidermal responses in Atlantic salmon Salmo salar L. induced by Gyrodactylus salaris Malmberg, 1957

    DEFF Research Database (Denmark)

    Kania, Per Walter; Evensen, O.; Larsen, Thomas Bjerre

    2010-01-01

    salmon, and IL-10 may play a role in this regard. It can be hypothesized that resistant salmon regulate the parasite population by restricting nutrients (sloughed epithelial cells and associated material) and thereby starve the parasites. In association with this ‘scorchedearth strategy’, the production...... experiments. Highly susceptible East Atlantic salmon allowed parasite populations to reach up to 3000 parasites per host within 6 weeks, whereas less susceptible Baltic salmon never reached larger parasite burdens than 122 parasites per host during the same period. The present study, comprising...... of pathogen-binding effector molecules such as serum amyloid A (SAA) (or others still not detected) may contribute to the resistance status of the fish during the later infection phases....

  11. About the “salaried of love”: the legal statute of prostitution (Argentina and Spain, fin-du-siècle

    Directory of Open Access Journals (Sweden)

    Marisa Adriana Miranda

    2015-09-01

    Full Text Available This work is concentred about the public management of prostitution, considered as a biopolitic strategy that was applied over the binomial "sexuality-reproduction", especially in Argentina and Spain during the end of XIX Century and the beginning of the XX Century. This comparative interest was sustained in the existence of cities with similar cultural levels, as Buenos Aires and Barcelona, with increasing urbanization and parallel male immigration, on the one hand; and, on the other hand, in the slant toward an eugenics-biotipologyc that was shared between both towns and that was functional to some hypothesis organized about the venereal diseases

  12. A (inconstitucionalidade da redução salarial prevista pelo programa de proteção ao emprego (lei n. 13.189/2015

    Directory of Open Access Journals (Sweden)

    Oreonnilda de Souza

    2016-11-01

    Full Text Available O objetivo deste trabalho foi verificar a constitucionalidade da Lei n. 13.189/2015 que criou o Programa de Proteção ao Emprego, partindo dos fundamentos da valorização do trabalho humano, da dignidade humana e da efetividade dos objetivos da República. O Programa prevê a redução temporária da jornada de trabalho e do salário em até 30% às empresas que comprovarem dificuldades econômico-financeiras. O governo complementará, parcialmente, a remuneração do trabalhador com recursos do Fundo de Amparo ao Trabalhador. Pelo método dedutivo, a partir de revisão bibliográfica, verificou-se a falta de efetividade dos direitos fundamentais sociais e a precarização dos direitos trabalhistas.

  13. The Female/Male Salary Differential in Public Schools: Some Lessons from San Francisco, 1879. Program Report No. 79-B7.

    Science.gov (United States)

    Strober, Myra H.; Best, Laura

    This paper develops a theory of sex differences in the earnings of school personnel, with emphasis on the role of labor market segmentation. Several aspects of the theory are then tested using data for the San Francisco school system in 1879. Section 1 develops a theory of sex differences in the earnings of school personnel. Section 2 discusses…

  14. We the Minorities of CASE: A Special Survey of Minorities Working in Institutional Advancement.

    Science.gov (United States)

    Perkins, Claranne

    1984-01-01

    Council for Advancement and Support of Education minority member representatives listed in a CASE Membership Directory were surveyed. Information on job titles, job responsibilities, career preparation, professional development, salaries, factors affecting salary, and salary differences by sex was collected. (MLW)

  15. What Professors Earn.

    Science.gov (United States)

    Chronicle of Higher Education, 2000

    2000-01-01

    Tables from an annual report on the economic status of college faculty provide data on average salaries by institution type, trends in faculty pay and the cost of living, average faculty salaries by rank and gender, and annual percentage salary increases since 1989-90. Also lists average faculty salaries at more than 1,700 institutions by rank.…

  16. End to Recession's Chill?

    Science.gov (United States)

    Cage, Mary Crystal

    1994-01-01

    An annual survey of college faculty salaries found an average rise of 3%, slightly more than the inflation rate. Some feel salary stagnation may be ending. Data are presented on pay vs. cost of living, full-time faculty salaries, gender differences, and average salaries, by faculty rank, at 1,900 institutions. (MSE)

  17. Liberalización económica y desigualdad salarial en 12 áreas urbanas de México, 1987-2002: la hipótesis de la "U" invertida de Kuznets

    Directory of Open Access Journals (Sweden)

    Ismael Plascencia López

    2009-01-01

    bruto (PIB estatal- de 1987 a 2002, y su relación con otras variables asociadas al proceso de liberalización económica, como la apertura comercial (AC, las exportaciones, la inversión extranjera directa (IED nacional y el PIB manufacturero estatal. Se contrasta la relación entre variables con la hipótesis de la "U" invertida de Kuznets, mediante datos en panel, corte trasversal y series de tiempo en el análisis regional (zonas urbanas y entidades federativas.

  18. Eesti sotsiaaluuringu palgaandmete ühilduvus Maksu- ja Tolliameti andmetega = Compatibility of the wages and salaries data recorded in the Estonian Social Survey and Estonian Tax and Customs Board database / Piia-Piret Eomois

    Index Scriptorium Estoniae

    Eomois, Piia-Piret

    2007-01-01

    Eesti sotsiaaluuring (ESU) on Euroopas rahvusvaheliselt harmoneeritud uuring sissetuleku ja vaesuse mõõtmiseks. Analüüs uurib võimalikku üleminekut Maksu- ja Tolliameti andmebaasi sissetulekuandmete kasutamisele ESU-s. Tabelid. Diagrammid

  19. The American Academy of Clinical Neuropsychology, National Academy of Neuropsychology, and Society for Clinical Neuropsychology (APA Division 40) 2015 TCN Professional Practice and 'Salary Survey': Professional Practices, Beliefs, and Incomes of U.S. Neuropsychologists.

    Science.gov (United States)

    Sweet, Jerry J; Benson, Laura M; Nelson, Nathaniel W; Moberg, Paul J

    2015-01-01

    The current survey updated professional practice and income information pertaining to clinical neuropsychology. Doctoral-level members of the American Academy of Clinical Neuropsychology, Division 40 (Clinical Neuropsychology) of the American Psychological Association, and the National Academy of Neuropsychology and other neuropsychologists, as well as postdoctoral trainees in the Association of Postdoctoral Programs in Clinical Neuropsychology and at other training sites were invited to participate in a web-based survey in early 2015. The sample of 1777 respondents, of whom 1579 were doctoral-level practitioners and 198 were postdoctoral trainees, was larger than the prior 2010 income and practice survey. The substantial proportional change in gender has continued, with women now a clear majority in the postdoctoral trainee sample as well as in the practitioner sample. Dissimilar from the median age trajectory of American Psychological Association members, the median age of clinical neuropsychologists remains essentially unchanged since 1989, indicating a substantial annual influx of young neuropsychologists. The question of whether the Houston Conference training model has become an important influence in the specialty can now be considered settled in the affirmative among postdoctoral trainees and practitioners. Testing assistant usage remains commonplace, and continues to be more common in institutions. The vast majority of clinical neuropsychologists work full-time and very few are unemployed and seeking employment. The numbers of neuropsychologists planning to retire in the coming 5-10 years do not suggest a "baby boomer" effect or an unexpected bolus of planned retirements in the next 10 years that would be large enough to be worrisome. Average length of time reported for evaluations appears to be increasing across time. The most common factors affecting evaluation length were identified, with the top three being: (1) goal of evaluation, (2) stamina/health of examinee, and (3) age of examinee. Pediatric specialists remain more likely than others to work part-time, more likely to work in institutions, report lower incomes than respondents with a lifespan professional identity, and are far more likely to be women. Incomes continue to vary considerably by years of clinical practice, work setting, amount of forensic practice, state, and region of country. Neurologists are the number one referral source in institutions and in private practice, as well as for pediatric, adult, and lifespan practitioners. Learning disability is no longer among the top five conditions seen by pediatric neuropsychologists; traumatic brain injury and seizure disorder are common reasons for clinical evaluations at all age ranges. There is a continued increase in forensic practice and a clear consensus on the use of validity testing. There is a substantial interest in subspecialization board certification, with the greatest interest evident among postdoctoral trainees. Income satisfaction, job satisfaction, and work-life balance satisfaction are higher for men. Job satisfaction varies across general work setting and across age range of practice. Work-life balance satisfaction is moderately correlated with income satisfaction and job satisfaction. Again in this five-year interval survey, a substantial majority of respondents reported increased incomes, despite experiencing substantial negative practice effects related to changes in the US health care system. Numerous breakdowns related to income and professional activities are provided. Professional practice survey information continues to provide valuable perspectives regarding consistency and change in the activities, beliefs, and incomes of US clinical neuropsychologists.

  20. Academic Careers and the Valuation of Academics. A Discursive Perspective on Status Categories and Academic Salaries in France as Compared to the U.S., Germany and Great Britain

    Science.gov (United States)

    Angermuller, Johannes

    2017-01-01

    Academic careers are social processes which involve many members of large populations over long periods of time. This paper outlines a discursive perspective which looks into how academics are categorized in academic systems. From a discursive view, academic careers are organized by categories which can define who academics are (subjectivation)…

  1. Türkiye’de Büyük Ölçekli İşletmelerde Uygulanan Ücret ve Maaş Yönetim Sistemi = Wage and Salary Management in Large Scale Businesses in Turkey

    OpenAIRE

    Cemal ZEHİR; ERDİL, OYA; Erol EREN

    2000-01-01

    Firms in the growth process have confronted important problems of management and organization. In order to solve these problems they have begun to organize along departments.One of the departments of the organization is called human resource department. The basic criteria used in determining wage levels include job analysis, job descriptions and job specifications and then job and personnel performance appraisals. The criteria also help personnel specialists avoid inadequecies and ine...

  2. El estrés y la satisfacción laboral y salarial del personal académico en organizaciones universitarias de México, España y Chile /

    OpenAIRE

    Velázquez Vázquez, Daniel sustentante.

    2009-01-01

     tesis que para obtener el grado de Doctor en Ciencias de la Administración, presenta Daniel Velázquez Vázquez ; asesor José Ramón Torres Solís. 217 páginas : ilustraciones. Doctorado en Ciencias de la Administración UNAM, Facultad de Contaduría y Administración, 2009

  3. The satisfaction of doing national work, the delight of change and a good salary: the health of British colonial nurses going to work in the concentration camps of the Anglo-Boer War (1899-1902).

    Science.gov (United States)

    Knowlton, Richard

    2009-12-01

    During the South African/Anglo-Boer War(1899-1902), the British established concentration camps in retaliation to Boer guerilla fighters. Thousands of Boer women and children and thousands of blacks and "coloured" people were interned within these camps. The conditions in the camps were unsanitary and led to the death by disease,mostly respiratory illnesses, of many of the inmates. There were outcries in Britain over the camps among Liberal members of Parliament and social reformers such as Emily Hobhouse. In response to this, the Secretary of War sent an all ladies commission to South Africa. Their final report cited unsanitary conditions and insufficient camp administration as contributing factors to the high death rates.Among their recommendations was to increase the nursing staff. The Colonial Nursing Association provided nurses for these jobs. This article uses a previously unused archival source, the case notes of the medical advisor to the Colonial Office. In 1901-1902, he examined a group of nurses going out to work in the concentration camps of South Africa. This article presents the results of the examinations of 89 nurses, three of whom were rejected, and places them in the context of medical concerns at the time.

  4. Estudio de la influencia de la situación socio-económica del hogar en la adolescencia de los individuos sobre su nivel salarial cuando son adultos

    OpenAIRE

    Brazuelo Miguel, María

    2016-01-01

    El riesgo de pobreza en la edad adulta es mayor para aquellos individuos cuyos padres tenían un nivel educativo bajo, así como aquéllos que habían vivido en hogares con dificultades para llegar a fin de mes. Adicionalmente, otras variables que influyen significativamente en la renta bruta per cápita son el sexo, la edad, encontrarse en una situación de paro o el hecho de vivir en una Comunidad Autónoma o en otra. Para llegar a esta conclusión se ha analizado la información contenida en el mód...

  5. Incentive Pay and the Promotion of Teaching Proficiencies.

    Science.gov (United States)

    Sharpes, Donald K.

    1987-01-01

    Discusses the current single-step salary schedule used to compensate teachers in most public school systems. Presents a model for basing an incentive system for promotion and salary on a more equitable and realistic multiple-step system. (NKA)

  6. 日本型成果主義で、何が変わったか : 企業業績を上げるのは個々人の「仕事のやりがい」

    OpenAIRE

    八幡, 成美

    2017-01-01

    In the 1960s, most major Japanese companies employed a seniority-based salary system or salary system that comprehensively considered employee age, service length, academic background, job, skills and other such factors. From around 1970, many Japanese companies implemented an ability-based salary system using the concept of merit-based personnel management. With the long-term employment practices, however, many companies operated an ability-based salary system considering employee seniority....

  7. Hey Big Spender! An Analysis of Australian Universities and How Much They Pay Their General Staff

    Science.gov (United States)

    Dobson, Ian R.

    2009-01-01

    Analysis of aggregated data files on staff sent by all Australian universities to DEST in 2007 and of salary schedules posted on university websites reveals a considerable variation between salaries paid to general staff at each salary level and the relative seniority of those staff. This paper outlines the differences in staffing structures and…

  8. Earnings of Kansas State University Agriculture Graduates: 1978–88

    OpenAIRE

    Barkley, Andrew P.

    1992-01-01

    Survey data were utilized to identify salary determinants of agriculture graduates at Kansas State University. Findings include a secular decline in real annual starting salaries for Bachelor of Science degree holders. Salary determinants include major field, double major, job location, type of occupation, grade point average, sex, marital status, and highest degree earned. Implications for teaching, advising, and curricula change are discussed.

  9. 76 FR 17865 - Agency Information Collection Activities; Proposed Collection; Comment Request

    Science.gov (United States)

    2011-03-31

    ... consumer health IT, consumers have not adopted these technologies to the same degree that they have adopted... information from the Web site http://www.salary.com which has a tool providing a range of salaries for a variety of specific job titles. The salary for a ``Product Development Director'' generally ranges from...

  10. 23 CFR 260.107 - Eligibility.

    Science.gov (United States)

    2010-04-01

    ... program shall have earned bachelor's or comparable college-level degrees prior to beginining advanced... result in a profit to the candidate, as determined by comparing the candidate's regular full-time salary with the candidate's part-time salary and employer salary support plus living stipend, the grant amount...

  11. 75 FR 81817 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2010-12-29

    ... basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)) are set forth on the..., Legislative, and Judicial Salaries. The rates of basic pay or salaries for the following offices and positions... Rates of Pay By the authority vested in me as President by the Constitution and the laws of the United...

  12. 76 FR 80191 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2011-12-23

    ... of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)) are set forth... Executive, Legislative, and Judicial Salaries. The rates of basic pay or salaries for the following offices... of Pay By the authority vested in me as President by the Constitution and the laws of the United...

  13. 29 CFR 1450.23 - Deduction from pay.

    Science.gov (United States)

    2010-07-01

    ... OWED THE UNITED STATES Salary Offset § 1450.23 Deduction from pay. (a) Deduction by salary offset, from... biweekly pay period) following written consent by the employee to salary offset, waiver of hearing, or the... 29 Labor 4 2010-07-01 2010-07-01 false Deduction from pay. 1450.23 Section 1450.23 Labor...

  14. 78 FR 21503 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2013-04-11

    ... of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C. 5302(1)) are set forth... Executive, Legislative, and Judicial Salaries. The rates of basic pay or salaries for the following offices... Certain Rates of Pay By the authority vested in me as President by the Constitution and the laws of the...

  15. Better Pay, More Jobs.

    Science.gov (United States)

    Gregory, Vicki L.; Wohlmuth, Sonia Ramirez

    2000-01-01

    Reports the results of the 1999 survey of library schools that investigated salaries and job placement. Highlights include status of graduates; average starting salaries; discrepancies between salaries of men and women; and views of graduates regarding the placement process and their library school preparation. (LRW)

  16. 5 CFR 9901.354 - Setting pay upon promotion.

    Science.gov (United States)

    2010-01-01

    ... increase or decrease in pay. After apportioning the employee's adjusted salary between base salary and... then increase the employee's salary rate as provided in § 9901.354(a)(1). (b) The authorized management...) Critical mission or business requirements; (2) Employee's past and anticipated performance and contribution...

  17. 5 CFR 9901.305 - Rate of pay.

    Science.gov (United States)

    2010-01-01

    ...-based increases in employees' base salary rates. (b) For the purpose of 5 U.S.C. 9902(e)(9), the... various pay actions, including general salary increases, targeted general salary increases, performance pay increases, extraordinary performance recognition increases, organizational or team achievement...

  18. General surgery in crisis – comparatively low levels of remuneration

    African Journals Online (AJOL)

    purchase non-luxury needs such as food, housing, transport, etc. in the country concerned. ... Salary increases. The salary increases awarded to state-employed medical practitioners over the past 5 years was analysed. The increases in basic salary and in total cost of employment were analysed separately. The increases ...

  19. Compensation in academic medicine: progress toward gender equity.

    Science.gov (United States)

    Wright, Anne L; Ryan, Kenneth; St Germain, Patricia; Schwindt, Leslie; Sager, Rebecca; Reed, Kathryn L

    2007-10-01

    Studies have documented substantial salary disparities between women and men in academic medicine. While various strategies have been proposed to increase equity, to our knowledge, no interventions have been evaluated. This paper aims to assess the effect of an identity-conscious intervention on salary equity. This study shows comparison of adjusted annual salaries for women and men before and after an intervention. We studied full time faculty employed in FY00 (n = 393) and FY04 (n = 462) in one College of Medicine. Compensation data were obtained from personnel databases for women and men, and adjusted for predictors. After verification of data accuracy by departments, comparable individuals within the same department who had different salaries were identified. The Dean discussed apparent disparities with department heads, and salaries were adjusted. Total adjusted annualized salaries were compared for men and women for the year the project began and the year after the intervention using multivariate models. Female faculty members' salaries were also considered as a percent of male faculty members' salaries. Twenty-one potential salary disparities were identified. Eight women received equity adjustments to their salaries, with the average increase being $17,323. Adjusted salaries for women as a percent of salary for men increased from 89.4% before the intervention to 93.5% after the intervention. Disparities in compensation were no longer significant in FY2004 in basic science departments, where women were paid 97.6% of what men were paid. This study shows that gender disparities in compensation can be reduced through careful documentation, identification of comparable individuals paid different salaries, and commitment from leadership to hold the appropriate person accountable.

  20. Les déterminants et les effets des normes de qualité et d’environnement : analyses microéconométriques à partir de données françaises d’entreprises et de salariés

    OpenAIRE

    Pekovic, Sanja

    2010-01-01

    The scope and magnitude of changes occurring in business today has led to great interest in and widespread adoption of Quality and Environmental Management approaches. However, despite their prevalence, efforts at understanding the motives for their adoption, as well as their effects on firm and employee outcomes, are still in their infancy. This PhD dissertation provides useful theoretical and empirical contributions to three research topics dealing with Quality and Environmental Management ...

  1. La réduction/crédit d'impôt pour l'emploi d'un salarié à domicile est-elle efficace en tant que politiques de l'emploi ? :Méta-analyse des évaluations empiriques, 1991-2007

    OpenAIRE

    Carbonnier, Clément

    2014-01-01

    La France, suivi de nombreux pays européens, soutient depuis plusieurs décennies le secteur des services à la personne, notamment en subventionnant la consommation de tels services via une réduction d’impôt. Cette méta-analyse réalise une comparaison critique de plusieurs évaluations d’impact locales de diverses parties de cette politique afin de donner la vision la plus globale possible de son efficacité. S’il reste une forte incertitude quant à l’efficacité ...

  2. Las formas del salario en la agricultura pampeana: su rol en el disciplinamiento, el aumento de la productividad y el abaratamiento de la fuerza de trabajo The forms of the salary in the pampas agriculture: its role to disciplin, improve productivity and cheapen the workforce

    Directory of Open Access Journals (Sweden)

    Juan Manuel Villulla

    2012-01-01

    Full Text Available Las transformaciones socio-económicas, políticas y gremiales acaecidas a fines de los ´70 inauguraron un período desfavorable para las condiciones de trabajo de los obreros agrícolas. Se desarrolló una tendencia hacia la disminución de los tiempos requeridos por cada tarea, la discontinuación del proceso productivo, la estacionalización de la demanda de empleo y una mayor especialización de la fuerza de trabajo. La fragmentación extrema del proceso productivo derivó así en el astillamiento del ciclo laboral de los trabajadores en términos de ingresos y de empleadores. En este contexto, fueron logrando imponerse y naturalizarse distintas formas y niveles de remuneración para cada una de las tareas agrícolas, aun en los casos en que un trabajador las realizara todas para un mismo patrón como peón permanente, y singularmente en los casos de los obreros temporarios que se enfrentan a distintos empleadores para desarrollar cada una de las labores con las que construyen su ciclo laboral. Nos proponemos analizar el rol que la combinación de estas formas y niveles salariales ha venido cumpliendo para el abaratamiento de la fuerza de trabajo agrícola en su conjunto, así como en su estímulo a una mayor productividad y en la frustración de conflictos abiertos o a gran escala entre esta fracción de la clase obrera rural y sus patrones, a pesar de las condiciones de trabajo desfavorables que verificamos en este estudioThe socio-economic, political and labour union transformations followed in the late 70´s, started an adverse period for the work conditions of the agricultural employees. There was a trend developed towards the decrease of the times required for each task, the discontinuation of the productive process, a more seasonable demand of employment, and an increase of the specialization of the workforce. The extreme fragmentation of the productive process derived this way in the splinter of the worker´s labour cycle in terms of incomes and employers. In this context, it was possible to impose and naturalize different forms and levels of remuneration for each one of the agricultural tasks, still in the cases in which a worker realized all of them for the same boss as a permanent labourer, and singularly in the cases of temporary workers who face different employers to develop each task to build their occupational cycle. We propose to analyze the role that this combination of wage forms and levels has been playing for the cheapen of the agricultural workforce, as well as an encouragment to a major productivity and in the abortion of opened or large-scale conflicts between this fraction of the rural working class and his bosses, in spite of the adverse conditions of work that we check in this study

  3. HERMENÊUTICA FILOSÓFICA E A COMPREENSÃO DA REGRA DE DIVULGAÇÃO NOMINAL DOS VENCIMENTOS DOS SERVIDORES PÚBLICOS SEM RECURSIVIDADE À PONDERAÇÃO / PHILOSOPHICAL HERMENEUTICS AND THE UNDERSTANDING OF THE NOMINAL DISCLOSURE RULE OF THE CIVIL SERVANTS’ SALARIES

    Directory of Open Access Journals (Sweden)

    Paulo Afonso Brum Vaz

    2015-08-01

    Full Text Available Resumo: Enfrenta-se no presente ensaio a questão da publicação nominal dos salários dos servidores públicos via internet. Tendo-se estabelecido indeterminação sobre a norma que se deve extrair dos princípios aparentemente conflitantes (vida privada e publicidade ou transparência, intenta-se demonstrar que a solução mais adequada pode ser alcançada pela Hermenêutica Filosófica de Gadamer, acoplada à Teoria da Integridade e Coerência dos Princípios de Dworkin, sem recursividade à ponderação, sustentada pelas Teorias dos Princípios, da Colisão e da Argumentação, de Robert Alexy. Defendo que existem maneiras de compatibilizar os direitos fundamentais em aparente conflito sem que haja necessidade de sacrifício do núcleo essencial de qualquer deles. Estando ausente a necessidade de uma investida sobre a vida privada dos agentes públicos para alcançar a publicidade, as decisões judiciais sobre a matéria, inclusive do Supremo Tribunal Federal, padecem do vício de inconstitucionalidade.   Palavras-chave: Direitos fundamentais. Vida privada. Proporcionalidade. Teoria da Colisão. Hermenêutica Filosófica.

  4. Salarios, incentivos y producción intelectual docente en la universidad pública en Colombia /Salaries, incentives and teaching intellectual production in the public university in Colombia/Salários, incentivos e produção intelectual docente na universidade pública em Colômbia

    National Research Council Canada - National Science Library

    Jhon Alexánder Méndez Sayago; Leonardo Vera Azaf

    2015-01-01

      In this article the determinants of intellectual productivity of teachers of public universities in Colombia are studied, focusing on the effect of wage incentive on intellectual productivity and wage effects...

  5. Agricultural Graduate Earnings: The Impacts of College, Career, and Gender

    OpenAIRE

    Barkley, Andrew P.; Cynthia K. Sylvius; Wendy A. Stock

    1999-01-01

    Survey data were used to identify determinants of starting and current salaries of agricultural graduates from Kansas State University from 1976–97. Salaries were significantly influenced by major field, advanced degrees, job location, gender and family variables, motivation for accepting a job, and job mobility. Salary structures were estimated separately for male and female alumni. Women earned less than men, after controlling for observed differences between the two groups. Decomposition o...

  6. Show Me the Money! The Value of College Graduate Attributes as Expressed by Employers and Perceived by Students

    OpenAIRE

    F. Bailey Norwood; Shida Rastegari Henneberry

    2006-01-01

    Employers of agricultural undergraduates are presented with hypothetical job candidates with different attributes and salaries, and are asked which candidate, if any, they would hire. The employer choices are then used to estimate the additional salary they will pay for undergraduates with certain attributes. Students are administered similar surveys where they indicate which hypothetical candidate they think will be hired, which can be used to estimate students' perceived salary increase ass...

  7. Neuregelungen der W-Besoldung auf dem verfassungsrechtlichen Prüfstand

    OpenAIRE

    Gawel, Erik; Aguado, Miquel

    2014-01-01

    In February 2012, the German Federal Constitutional Court declared the salaries of level W2 professors in the State of Hesse unconstitutional due to their lack of sufficient alimentation power. In the meantime, federal and nearly all state legislators have provided (draft) laws in order to comply in the future with constitutional requirements. In either case, the new salary law still rests upon a dual system containing basic salaries (partly tiered) and a merit bonus component. However, the r...

  8. The Quadrennial Review of Military Compensation (3rd). Staff Studies and Selected Supporting Papers. Volume 10. Total Compensation Setting

    Science.gov (United States)

    1977-01-01

    electricians to $887 per month for newspaper compositors , with the salaries generally falling in the $500-600 per month range. Weekly earnings of age groups...per month for newspaper compositors , with the salaries generally falling in the $500-600 range. Weekly earnings of age groups in the civilian sector...from $471 per month for electricians to $887 per month for newspaper compositors , with the salaries generally falling in the $500-600 sauge. Weekly

  9. Beyond Military Service: An Analysis of United States Naval Academy Graduates’ Civilian Career Experiences

    Science.gov (United States)

    2005-09-01

    salary model estimates a 30 percent wage gap for females. This gap is comparable to the gender gap for continuously civilian peers who earn an average...significantly greater salary in the long run. The Selective Reserves suffered a wage penalty. The gender wage gap persists in this group of graduates and is...graduates experienced a similar gender gap in wages as their female peers. Some civilian career preparation activities returned higher salary for the

  10. JPRS Report, Near East & South Asia

    National Research Council Canada - National Science Library

    1989-01-01

    Partial Contents: International Conference, Leader, Armed Struggle, Peace Process, Investment, Budgets, Health Care Costs, Economics, Reconstruction Efforts, Trade Defict, Water Shortage, Salary Reduction,Tax...

  11. 78 FR 48430 - Agency Information Collection Activities; Submission to the Office of Management and Budget for...

    Science.gov (United States)

    2013-08-08

    ... such as enrollments, degrees and other awards earned, tuition and fees, average net price, student financial aid, graduation ] rates, revenues and expenditures, faculty salaries, and staff employed. The...

  12. 78 FR 16259 - Agency Information Collection Activities; Comment Request; Integrated Postsecondary Education...

    Science.gov (United States)

    2013-03-14

    ... of postsecondary education such as enrollments, degrees and other awards earned, tuition and fees, average net price, student financial aid, graduation rates, revenues and expenditures, faculty salaries...

  13. 78 FR 18618 - National Offshore Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2013-03-27

    ... expense and receive no salary or reimbursement of travel expenses, or other compensation from the Federal... origin, political affiliation, sexual orientation, gender identity, marital status, disabilities and...

  14. 77 FR 24228 - Proposal Review Panel for Social and Economic Sciences; Notice of Meeting

    Science.gov (United States)

    2012-04-23

    ... following meeting: Name: Site visit review of the Nanoscale Science and Engineering Center (NSEC) at... proprietary or confidential nature, including technical information; financial data, such as salaries and...

  15. 78 FR 4464 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2013-01-22

    ... Engineering Centers Program, Division of Materials Research, Room 1065, National Science Foundation, 4201... nature, including technical information; financial data, such as salaries and personal information...

  16. 78 FR 19535 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2013-04-01

    ... Science and Engineering Centers Program, Division of Materials Research, Room 1065, National Science... proprietary or confidential nature, including technical information; financial data, such as salaries and...

  17. 5 CFR 2502.12 - Fees to be charged-general.

    Science.gov (United States)

    2010-01-01

    ... salary rate(s) (i.e., basic pay plus 16 percent) of the employee(s) making the search. (b) Computer... attributable to searching for records responsive to a FOIA request and operator/programmer salary apportionable... duplicated at a rate of $.15 per page. For copies prepared by computer such as tapes or printouts, OA shall...

  18. 45 CFR 1100.6 - Fees.

    Science.gov (United States)

    2010-10-01

    ...) (i.e., basic pay plus 16.1 percent) of the employee(s) conducting the search. (ii) Computer. The fee... responsive to a request and the operator/programmer salary apportionable to the search. (2) Review. The fee... computer entitles the requestor to two (2) hours of computer operator salary translated into computer...

  19. Homeland Security in Absentia: Policing Miami in the Era of the New U.S.- Cuba Relationship

    Science.gov (United States)

    2017-03-01

    traffic stop.120 The starting salary, accounting for inflation , would be roughly $34,000; the MPD current minimum salary is $46,000. The MPD was plagued...solidarity.net. Amnesty International USA . “Annual Report: Cuba 2011.” May 28, 2011. http://www. amnestyusa.org/research/reports/annual-report-cuba-2011

  20. 34 CFR 675.24 - Establishment of wage rate under FWS.

    Science.gov (United States)

    2010-07-01

    ..., an institution shall compute FWS compensation on an hourly wage basis for actual time on the job. An institution may not pay a student a salary, commission, or fee. (2) An institution may not count fringe benefits as part of the wage rate. (3) An institution may pay a graduate student it employs a salary or an...

  1. Modelling the mortality of members of group schemes in South Africa

    African Journals Online (AJOL)

    In this paper, the methodology underlying the graduation of the mortality of members of group schemes in South Africa underwritten by life insurance ... it was found that there were differences in mortality rates by industry for a given salary band, whereas for females these differences only occurred in the lower salary bands.

  2. Price Indexes for Teachers in Michigan: A Replication and Extension.

    Science.gov (United States)

    Stiefel, Leanna; Berne, Robert

    In assessing educational equity among school districts, according to the authors, researchers should control for differences across districts in the prices of educational inputs. This paper tests a suggested index for one educational input, teacher salaries. The suggested teacher-salary index, based on a supply-and-demand model using 12 demand and…

  3. 5 CFR 179.208 - Certification.

    Science.gov (United States)

    2010-01-01

    ... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Certification. 179.208 Section 179.208... Salary Offset § 179.208 Certification. (a) OPM salary offset coordinator shall provide a certification to... certification must be in writing and must state: (1) That the employee owes the debt; (2) The amount and basis...

  4. SURVEY OF THE STATUS OF THE TEACHING PROFESSION IN THE AMERICAS.

    Science.gov (United States)

    DAVIES, MARGARITA

    THIS STUDY OF THE PROFESSIONAL, ECONOMIC, AND SOCIAL STATUS OF PUBLIC SCHOOL TEACHERS IN 23 COUNTRIES IN THE AMERICAS INCLUDES DATA ON TRAINED AND UNTRAINED TEACHERS AND ON THE PRESENCE, IF ANY, OF PROFESSIONAL TEACHER TRAINING SCHOOLS. THE ECONOMIC SECTION DEALS WITH TEACHERS' SALARIES IN RELATION TO SALARIES FOR OTHER OCCUPATIONS. THE SOCIAL…

  5. Current and Future Value of Human Capital: Predictors of Reemployment Compensation Following a Job Loss

    Science.gov (United States)

    Gowan, Mary A.; Lepak, David

    2007-01-01

    The authors examined the relationship between an individual's human capital profile--knowledge, skills, abilities, and other characteristics--and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre-job-loss salary differ from the types that predict reemployment salary. The…

  6. 25 CFR 163.42 - Obligated service and breach of contract.

    Science.gov (United States)

    2010-04-01

    ... receives a degree may, within 30 days of the degree completion date, request a deferment of obligated... salary, tuition, books, and fees that the forester intern received while occupying the intern position. The amount of salary paid to the individual during breaks in attendance from school, when the...

  7. 12 CFR 1408.21 - Collection by offset.

    Science.gov (United States)

    2010-01-01

    ... considering all relevant factors, including the following: (1) The degree to which the offset can be..., regulatory, and contractual requirements; (2) The degree to which the Corporation is certain that its... Notice of Intent to Collect by Salary Offset if the offset is a salary offset), or upon the expiration of...

  8. 77 FR 98 - Commission Information Collection Activities, Proposed Collection (FERC-716); Comment Request...

    Science.gov (United States)

    2012-01-03

    ... Commission sought to encourage an open exchange of data with a reasonable degree of specificity and... hours an employee works in a year. \\2\\ Average annual salary per employee. The reporting burden includes... estimate for respondents upon salaries within the Commission for professional and clerical support. This...

  9. 48 CFR 31.205-44 - Training and education costs.

    Science.gov (United States)

    2010-10-01

    ... follows: (a) Overtime compensation for training and education is unallowable. (b) The cost of salaries for... working hours. (c) Costs of tuition, fees, training materials and textbooks, subsistence, salary, and any... the program that exceeds two school years or the length of the degree program, whichever is less. (d...

  10. 29 CFR 15.5 - Administrative claim; evidence or information to substantiate.

    Science.gov (United States)

    2010-07-01

    ... the nature and extent of the injury, nature and extent of treatment, any degree of temporary or... she is a full or part-time employee, and wages or salary actually lost. (5) If a claim is made for... occupation at the time of death, including his or her monthly or yearly salary or earnings (if any), and the...

  11. 20 CFR 655.737 - What are “exempt” H-1B nonimmigrants, and how does their employment affect the additional...

    Science.gov (United States)

    2010-04-01

    ... annual rate equal to at least $60,000; or (2) Has attained a master's or higher degree (or its equivalent..., if the nonimmigrant actually receives hourly wages or annual salary totaling at least $60,000 in the... applicable to the determination of whether the $60,000 wages or salary are received (see § 655.731(c)(2) and...

  12. The NEA 2000 Almanac of Higher Education.

    Science.gov (United States)

    Wechsler, Harold, Ed.

    This report contains seven articles on current issues in higher education and a separate faculty salary report for 1998-1999. Articles on the status of the profession are: (1) "Faculty Salaries, 1998-99" (Suzanne B. Clery and John B. Lee); (2) "Innovative Approaches to Bargaining" (Gary Rhoades and Christine Maitland); (3)…

  13. The NEA 2001 Almanac of Higher Education.

    Science.gov (United States)

    Wechsler, Harold S., Ed.

    This report contains seven articles on current issues in higher education and a separate faculty salary report for 1999-2000. Articles on the "Status of the Profession" are: (1) "Faculty Salaries, 1999-2000" (Suzanne B. Clery and John B. Lee); (2) "Unions and Faculty Governance" (Christine Maitland and Gary Rhoades);…

  14. History of Pay Equity Studies.

    Science.gov (United States)

    Barbezat, Debra A.

    2002-01-01

    Traces the evolution of salary-equity studies over time, and how the findings have changed with regard to pay differences by gender and race/ethnicity. Reviews the literature on salary equity for both faculty and nonfaculty academic employees. (EV)

  15. 78 FR 80451 - Adjustments of Certain Rates of Pay

    Science.gov (United States)

    2013-12-31

    ... Pay Systems. The rates of basic pay or salaries of the statutory pay systems (as defined in 5 U.S.C... of basic pay or salaries for the following offices and positions are set forth on the schedules..., 2013 Adjustments of Certain Rates of Pay By the authority vested in me as President by the Constitution...

  16. 22 CFR 512.22 - Deduction from pay.

    Science.gov (United States)

    2010-04-01

    ... 1982 Salary Offset § 512.22 Deduction from pay. (a) Deduction by salary offset, from an employee's disposable current pay, shall be subject to the following circumstances: (1) When funds are available, the... 22 Foreign Relations 2 2010-04-01 2010-04-01 true Deduction from pay. 512.22 Section 512.22...

  17. 41 CFR 105-57.002 - Definitions.

    Science.gov (United States)

    2010-07-01

    ... not limited to, salary, bonuses, commissions, and vacation pay) from an employer remaining after the...) Employer means a person or entity that employs the services of others and that pays their wages or salaries... vice versa, and words signifying the masculine gender shall include the feminine and vice versa. The...

  18. 47 CFR 1.1901 - Definitions and construction.

    Science.gov (United States)

    2010-10-01

    ....105(b) through (f) to determine disposable pay subject to salary offset. (k) The term employee means a... principles for Federal Agencies. (q) The term salary offset means an administrative offset to collect a debt... include the singular, and vice-versa, and words signifying the masculine gender shall include the feminine...

  19. 7 CFR 1484.20 - How can my organization apply to the Cooperator program?

    Science.gov (United States)

    2010-01-01

    ...) COMMODITY CREDIT CORPORATION, DEPARTMENT OF AGRICULTURE LOANS, PURCHASES, AND OTHER OPERATIONS PROGRAMS TO... name(s) of the person(s) responsible for managing the program; (6) A description of prior export... ranges, and any request for approval of salaries above the Foreign Service National (FSN) salary plan. To...

  20. Women Scientists in Australia – f d f facts and figures

    Indian Academy of Sciences (India)

    ranjeetha

    Positions are advertised equally to men and women. F. l f ti i j b. Fewer women apply for continuing jobs. But the success rate is higher. Page 9. The promotions gap. Women seek promotion later than men. US tenure. Page 10. The Salary Gap. Starting salary is $1800 less for women PhD graduates than men. It gets worse ...

  1. A shotgun marriage - community health workers and government ...

    African Journals Online (AJOL)

    primary health care model. Qualitative research methods were used to explore the nature of the work ..... involvement in management. Discussion. The work of the CHWs. Community perceptions of the CHWs ... CHWs earned comparatively high salaries. CHWs earned about half the salary of the RSC CHWs. CHWs did not ...

  2. Wanted: Minority Educators for U.S. Schools.

    Science.gov (United States)

    Stephens, Jessica E.

    1999-01-01

    Although necessary for a diversified student body, minority teachers are underrepresented due to a lingering resistance to integration efforts, unappealing classroom conditions, salary issues, and culturally biased professional exams. Equitable placement procedures, incentives, competitive salaries, mentoring programs, subject-area recruitment,…

  3. Graduate Degrees and Job Success: Managers in One U.S. Corporation.

    Science.gov (United States)

    Woo, Jennie Hay

    1986-01-01

    Analysis of the personnel files of 3,500 managers in a large corporation reveals that, while graduate degrees have salary advantages, they have negligible or negative influences upon the job performance measures of salary growth, performance ratings, or probability of promotion. Appended are 17 references. (MLF)

  4. Ontario Universities Statistical Compendium, 1970-71 to 1978-79. Part B, Supporting Data.

    Science.gov (United States)

    Council of Ontario Universities, Toronto.

    Data on the 1970-79 conditions of Ontario universities that were used in the derivation of macro-indicators are presented. The supporting data cover the following areas: operating revenue in Ontario universities; operating expenditures; distribution of academic salaries, nonacademic salaries, employee benefits; and nonsalary operating…

  5. 29 CFR 4901.32 - Fee schedule.

    Science.gov (United States)

    2010-07-01

    ... unit (CPU) for that portion of operating time that is directly attributable to searching for records responsive to the request, personnel salaries apportionable to the search, and tape or printout production or an established agency-wide average rate for CPU operating costs and operator/programmer salaries...

  6. Working for Quality Child Care: An Early Childhood Education Text from the Child Care Employee Project.

    Science.gov (United States)

    Whitebook, Marcy, Comp.; And Others

    This early childhood education text was designed to help students and child care staff become effective advocates for the improvement of quality, salaries, and working conditions in child care programs. Unit I provides literature on the issues affecting the child care field and focuses on strategies to improve salaries and working conditions.…

  7. 38 CFR 36.4301 - Definitions.

    Science.gov (United States)

    2010-07-01

    ..., cooking, sleeping and sanitary facilities. A double-wide manufactured home is a moveable dwelling designed... estimate of the total cost for VA of personnel (salary and benefits) and overhead (which may include things... the total cost for VA personnel and overhead salary and benefits costs by the average number of...

  8. The Remuneration of Young Teachers and of Staff in Colleges and Departments of Education and the Effect on Recruitment and Wastage from the Profession.

    Science.gov (United States)

    Economist Intelligence Unit Ltd., London (England).

    This analysis of remuneration in the teaching profession in England indicates that the salaries of teachers with some years' experience are very low compared with professions needing somewhat lower academic qualifications. The career prospects for non-graduate teachers are also extremely poor. The salaries of staff in colleges of education are…

  9. 5 CFR 9901.344 - Other performance payments.

    Science.gov (United States)

    2010-01-01

    ...) Extraordinary Performance Recognition (EPR) is an increase to base salary, a bonus, or a combination of these... form of an increase to base salary, the future performance and contribution level exhibited by the... conjunction with the annual performance payout. (2) To receive an OAR, an employee must have an NSPS rating of...

  10. Retirement adequacy goals for South African households | Butler ...

    African Journals Online (AJOL)

    Household wealth–earnings ratio goals were estimated to be between 10,5 and 18,2 times annual salary depending on retirement age, household composition, income, location, age, education, household income distribution, home ownership and salary support. Considering current retirement savings rates, retirement ...

  11. Job Prospects for Nuclear Engineers.

    Science.gov (United States)

    Basta, Nicholas

    1985-01-01

    As the debate over nuclear safety continues, the job market remains healthy for nuclear engineers. The average salary offered to new nuclear engineers with bachelor's degrees is $27,400. Salary averages and increases compare favorably with other engineering disciplines. Various job sources in the field are noted. (JN)

  12. Stakeholders' Perceptions on the Effects of Forest Offences on ...

    African Journals Online (AJOL)

    All the categories of forestry staff affirmed that irregular salary and lack of logistics have had adverse effect on delegation of authority and the protection of forest estate. Chi-square result (11.87, P<0.05) shows that protection duty is significantly dependent on the salary structure of the staff cadres. It is recommended that the ...

  13. Physics Bachelors: Initial Employment. Data from the Degree Recipient Follow-Up Survey for the Classes of 2013 and 2014. Focus On

    Science.gov (United States)

    Mulvey, Patrick; Pold, Jack

    2017-01-01

    New physics bachelors entering the workforce receive some of the highest starting salaries of any undergraduate majors. Bachelors accepting STEM (science, technology, engineering, mathematics) positions in the private sector had a median starting salary of $55,000. Physics bachelors from 2013 and 2014 were contacted in the winter following the…

  14. Pay Inequities for Recently Hired Faculty, 1988-2004

    Science.gov (United States)

    Porter, Stephen R.; Toutkoushian, Robert K.; Moore, John V., III

    2008-01-01

    The national media and academic journals have reported a sizable wage gap between men and women in academe--a gap that has persisted over time. Data from the National Center for Education Statistics for 2004-2005 show that the average salary for all male faculty ($69,337) exceeded the average salary for female faculty ($56,926) by almost 22%.…

  15. Do New Male and Female College Graduates Receive Unequal Pay?

    Science.gov (United States)

    McDonald, Judith A.; Thornton, Robert J.

    2007-01-01

    We analyze the female-male gap in starting-salary offers for new college graduates using data from the annual surveys of the National Association of Colleges and Employers (NACE), unique (and proprietary) data that have not previously been used for this purpose. A major advantage of working with a data set on salaries for new college graduates is…

  16. Labor Supply of Politicians

    DEFF Research Database (Denmark)

    Fisman, Raymond; Harmon, Nikolaj Arpe; Kamenica, Emir

    2015-01-01

    Using data on Members of the European Parliament (MEPs), we examine the impact of salaries on the composition and the behavior of legislators. Employing a differences-in-differences approach, we exploit the introduction of a law that equalized MEPs’ salaries which had previously differed by as mu...

  17. Labor Supply of Politicians

    DEFF Research Database (Denmark)

    Fisman, Raymond; Harmon, Nikolaj Arpe; Kamenica, Emir

    Using data on Members of the European Parliament (MEPs), we examine the impact of salaries on the composition and the behavior of legislators. Employing a differences-in-differences approach, we exploit the introduction of a law that equalized MEPs’ salaries which had previously differed by as mu...

  18. 22 CFR 309.15 - Notice requirements before offset.

    Science.gov (United States)

    2010-04-01

    ... nature, and the amount of the debt; (2) The intention of Peace Corps to collect the debt by means of... Section 309.15 Foreign Relations PEACE CORPS DEBT COLLECTION Salary Offset § 309.15 Notice requirements... at least 30 calendar days before salary offset is to be initiated. When Peace Corps is the creditor...

  19. 45 CFR 1336.50 - Financial and administrative requirements.

    Science.gov (United States)

    2010-10-01

    ... basis of sex in education programs and activities receiving or benefiting from Federal financial... recipients to purchase real property. (f) Office of the Chief Executive. The costs of salaries and expenses... § 74.3 of this title) are allowable, provided that such costs exclude any portion of salaries and...

  20. The Status of Women Faculty and Administrators in Higher Education Institutions, 1971-72.

    Science.gov (United States)

    National Education Association, Washington, DC. Research Div.

    This research memo provides a brief report of the status of women faculty and administrators in higher education based on three types of information collected in the NEA research biennial study of salaries in higher education in 1971-72. In addition to summarizing faculty salaries by sex, this memo reports the tenure status of faculty by sex and…

  1. The Contribution of Regression Analysis to the Elimination of Gender Based Wage Discrimination in Academia: A Simulation.

    Science.gov (United States)

    Raymond, Richard D.; And Others

    1990-01-01

    Describes the use of regression analysis in eliminating sex discrimination in a university's salary structure and examines regression models usually accepted by courts. Estimates salary regressions for a large, midwestern university for 1983-84 in a simulating exercise exploring alternative elimination methods. Includes 23 references and 11 court…

  2. 5 CFR 841.404 - Demographic factors.

    Science.gov (United States)

    2010-01-01

    ... available data will be used. (1) Distributions of new entrants by age, sex, and service; (2) Withdrawal rates; (3) Merit salary increases; (4) Voluntary retirement rates; (5) Involuntary retirement rates; (6..., except those rates for child survivors and merit salary increases. ...

  3. Are Ontario Teachers Paid More Equitably? Do Local Variables Matter?

    Directory of Open Access Journals (Sweden)

    Xiaobin Li

    2010-05-01

    Full Text Available This study investigated whether Ontario’s education funding reform of 1998 made teacher salaries more equitable. It also examined whether selected local variables had the same influence on teacher salaries in 2001-02 as they did in 1995-96 before the reform. Average teacher salaries before the reform in 1995-96 and after the reform in 2001-02 among school boards and among census divisions were compared to see whether the variation in teacher salaries increased or decreased. A partial correlation analysis was conducted to examine the influence on teacher salaries from local variables, which were derived from a literature review. This study finds that (a teachers are paid more equitably today than before the reform, and (b local variables no longer really matter, as a result of the changed provincial funding formula.

  4. A "LHC Premium" for Early Career Researchers? Perceptions from within

    CERN Document Server

    Camporesi, Tiziano; Florio, Massimo; Giffoni, Francesco

    2016-01-01

    More than 36,000 students and post-docs will be involved in experiments at the Large Hadron Collider (LHC) until 2025. Do they expect that their learning experience will have an impact on their professional future? By drawing from earlier salary expectations literature, this paper proposes a framework aiming at explaining the professional expectations of early career researchers (ECR) at the LHC. Results from different ordered logistic models suggest that experiential learning at LHC positively correlates with both current and former students' salary expectations. At least two not mutually exclusive explanations underlie such a relationship. First, the training at LHC gives early career researchers valuable expertise, which in turn affects salary expectations; secondly, respondents recognise that the LHC research experience per se may act as a signal in the labour market. Respondents put a price tag on their experience at LHC, a "salary premium" ranging from 5% to 12% in terms of future salaries compared with...

  5. A contribution to the study of urinary cobalt in workers exposed to atmospheric concentrations close to limit values of exposure and to the fixation of new biological indices of exposure. Contribution a l'etude des cobalturies de salaries exposes a des concentrations atmospheriques proches des valeurs limites d'exposition et a la fixation d'index biologiques d'exposition

    Energy Technology Data Exchange (ETDEWEB)

    Catilina, M.J.; Catilina, P.; Pepin, D.; Alfieri, R.; Chamoux, A.; Gabrillargues, D. (Clermont-Ferrand-2 Univ., 63 - Aubiere (France))

    1994-01-01

    Findings of the studies undertaken to assess biological indices for daily occupational exposure to inhaled micro-particles of metal-cobalt are given. Two groups of workers were studied: - group A exposed to a mean daily concentration of 0.05 mg/m[sup 3] (present) (V.M.E.): - group B exposed to a mean daily concentration of 0.10 mg/m[sup 3] (previous V.M.E.). Cobalt granulometry was found to be constant: 98% particles with a diameter < 5 [mu]m. The urinary cobalt measured at the end of the working day as an index of clearance ([mu]g/g of urinary creatinine) is compared to a local control population's. The biological indices of exposure are given: Exposure to 0.05 mg/m[sup 3] (group A, N = 66), mean: 2.96 - median: 2.95 - D.S.: 1.552. Exposure to 0.10 mg/m[sup 3] (group B, N = 50), mean: 10.89 - median: 11 - D.S.: 2.316. Control population (group T, N = 71), mean: 2.478 - median: 2.5 - D.S.: 1.655. The urinary cobalt measured in group A at the end of the working day is not significantly different from the controls'. But it is significantly different from group B. The ability of urinary cobalt to distinguish between the two types of environment is studied by method of probability. With a urinary cobalt < 5.5 [mu]g/g creat. the worker is most certainly exposed to atmospheric concentrations [<=] 0.05 mg/m[sup 3]. For 5.5 [mu]g/g creat. a 0.05 mg/m[sup 3] exposure is given with 1% risk of error. With a urinary cobalt ranging from 7.5 [mu]g/g creat. to 15 [mu]g/g, the worker is most certainly exposed to a 0.10 mg/m[sup 3] atmospheric concentration. For 7.5 [mu]g/g creat. a 0.10 mg/m[sup 3] exposure is proposed with 1% risk of error. For a 6.5 [mu]g/g creat. urinary cobalt at the end of the working day, the exposure might as well be group A's as the group B's. This case is rarely seen. The concept of limit biological index of exposure is discussed. (authors). 20 refs., 2 tabs., 2 figs.

  6. Dosimetric assessments of exposure to tritium of employees of the 2M Process company, and of those of customer and partner companies who intervened on the Saint-Maur-des-Fosses (94) and Bondoufle (91) sites; Evaluations dosimetriques de l'exposition au tritium des salaries de l'entreprise 2M Process et de ceux de leurs entreprises clientes et partenaires etant intervenues sur les sites de Saint-Maur-des-Fosses (94) et de Bondoufle (91)

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2010-07-01

    This document briefly reports observations and analyses made on two sites belonging to the 2M Process Company. These observations and analyses are notably based on urinary analyses which revealed a contamination of employees by tritium on one of these sites. Exposure scenarios were elaborated, and received doses were estimated for employees, visitors belonging to other companies, and with respect to the identified period of the scenario

  7. The statistic caption of agrarian salary men: Reflexions on its problems through an exercise of comparation between inhabitans and agrarian censuses (Argentina, 2001/2002 La captación estadística de los asalariados agropecuarios: Reflexiones en torno a sus problemas mediante un ejercicio de comparación entre censos de población y agropecuarios (Argentina, 2001/2002

    Directory of Open Access Journals (Sweden)

    Germán Rosati

    2011-01-01

    Full Text Available The count of the agricultural employment (particularly of the waged employment using official statistical sources has presented several problems and limitations. The high levels of work instability, seasonality and informality have produced numerous difficulties in the quantification of rural employment. The recent processes which affect the agricultural work force (such as its residence urbanization, the reduction of productive and occupational cycles and the decline of labor requirements because of the mechanization of certain crops seem to have increased those difficulties. Former approximations to theses problems showed that populations census and agricultural census throws divergent results in the quantification of the employees in agriculture. A comparative analysis of the results obtained in Argentina by the National Population and Households Census of 2001 and the National Agricultural Census of 2002 is presented in this paper. Its objective is to perform an approximation to the different numbers of agricultural wage earners which both sources provide. Besides, it will be attempted a link with the different agrarian and social structures and territories, trying to find out if they explain part of those divergent results. In order to accomplish those objectives, it was created a county-level database with the total number of agricultural wage earner. It also contained a set of indicators of the social and agrarian structure (quantity of pauper farmers, levels of urbanization, land distribution, etc..Históricamente la captación estadística del empleo agropecuario (y más específicamente del empleo asalariado agropecuario ha presentado una serie de problemas y limitaciones para las fuentes de datos tradicionales. Los elevados niveles de transitoriedad, estacionalidad, no registro e informalidad han tenido como consecuencia una serie de dificultades en su cuantificación por medio de las fuentes censales y muestrales tradicionales. Los procesos más recientes que atraviesan a esta fracción social (urbanización, acortamiento de ciclos productivos y ocupacionales, disminución de requerimientos de fuerza de trabajo por la mecanización de ciertas cosechas, etc. parecen haber incrementado dichas dificultades. Trabajos previos realizados demuestran que los censos de población y agropecuarios arrojan diferentes resultados en la cuantificación de los asalariados del sector. Se presenta en este documento un análisis comparado de los resultados obtenidos en Argentina, por el Censo Nacional de Población y Vivienda de 2001 y el Censo Nacional Agropecuario de 2002. El objetivo buscado es realizar una aproximación a las diferentes cifras de asalariados en el agro que arrojan ambos relevamientos en todos los departamentos del país. A su vez, se intentará vincular dichas diferencias con los distintos territorios y distintas estructuras sociales y agrarias, buscando descubrir si permiten aportar a la explicación de aquellos resultados divergentes. Para ello se confeccionó una base de datos del total del país, desagregada a nivel provincial y departamental (máximo nivel de desagregación permitida por las fuentes publicadas de la cantidad total de asalariados agropecuarios y diversos indicadores de la estructura social y agraria (cantidad de explotaciones pobres, niveles de urbanización, distribución de la tierra, etc..

  8. Monitoring the compliance of the academic enterprise with the Fair Labor Standards Act [version 2; referees: 2 approved, 1 approved with reservations

    Directory of Open Access Journals (Sweden)

    Adriana Bankston

    2017-09-01

    Full Text Available Background: On December 1, 2016, the Fair Labor Standards Act (FLSA was due to be updated by the U.S. Department of Labor. Key changes included an increase in the salary threshold for exemption from overtime for working more than 40 hours per week, and indexing the salary level so that it is updated automatically every 3 years. This was predicted to have a profound effect on academe as postdoctoral researchers were mostly paid at a salary below the new threshold. On November 22, 2016, an injunction was granted nationwide, delaying implementation of the updates, which were finally struck down entirely on August 31, 2017. Here we review the key changes to the FLSA, how they came about, and how the postdoctoral population was affected. Methods: We describe recent data collection efforts to uncover what institutions with postdocs were doing to comply with the FLSA. Results: Our data showed that 57% of institutions checked (containing 41% of the estimated postdoctoral workforce in science, engineering and health had not decided or had no public decision available one month prior to implementation, and only 35.5% of institutions were planning to raise salaries to the new minimum. After the injunction, a number of institutions and the NIH continued with their plans to raise salaries. Overall, despite the removal of a federal mandate, approximately 60% of postdocs are at institutions whose policy is to raise salaries. Conclusions: Our data show uncertainty in postdoctoral salaries in the U.S. prior to implementation of the FLSA ruling. In addition, while some institutions did suspend plans to raise postdoctoral salaries after the injunction, many continued with the raise. The implementation of postdoctoral salary raises may be inconsistent, however, as the legal minimum is still $23,660.

  9. Study of the QCD Phase Diagram using STAR at RHIC - Final Report

    Energy Technology Data Exchange (ETDEWEB)

    Westfall, Gary [Michigan State Univ., East Lansing, MI (United States)

    2017-01-20

    This grant supported the MSU STAR Group from April 1, 1998 to October 31, 2016. Originally the MSU STAR Group consisted of the principal investigator (PI), a staff physicist, and one graduate student. Funds were provided for half the summer salary of the PI, the full salary of the staff physicist, and half the costs associated with one graduate student. The other half of the PI’s summer salary and graduate student costs was covered by NSCL. In addition, this grant provided funds for travel and workstations related to STAR. Starting in 2009, the MSU STAR Group replaced the staff physicist with a postdoctoral scientist.

  10. 中国新規大卒者初任給の規定要因

    OpenAIRE

    馬, 志遠

    2003-01-01

    A big gap on a new college graduate's starting salary exists in China. In what factor is such a gap specified? This paper deduces the factors which specify a new college graduate's starting salary based on investigation in Shanghai, and analyzed the degree of the influence. The result of analysis show that three biggest factors; the position in a company, the fields of study in university, and the status of a college graduate's university have influence in a starting salary, and it shows the ...

  11. Public-private sector wage differentials in Spain. An updated picture in the midst of the Great Recession.

    OpenAIRE

    Antón, José-Ignacio; Bustillo, Rafael Muñoz de

    2013-01-01

    E l objetivo de este trabajo es examinar la brecha salarial entre los trabajadores del sector público y privado en España, así como la incidencia de las diferencias de remuneración entre hombres y mujeres en ambos sectores de la economía del país a través de la Encuesta de Estructura Salarial 2010 . Entre los resultados obtenidos destacan los siguientes. En primer lugar, se encuentra que existe una prima salarial a favor de los empleados del sector público que no responde en su totalidad a ...

  12. Changes 2016

    CERN Multimedia

    Staff Association

    2016-01-01

    Basic salaries and stipends are reviewed annually by the Council who, for this purpose, uses as a guide the calculated basic salary and stipend index. The purpose of the review is to protect basic salaries and stipends from any erosion of purchasing power resulting from the increase in the cost of living. The annual adjustment decision enters into force on 1 January of the following year.   * Appendix A1 II. A. of the Staff Rules and Regulations **Appendix A1 II. B. of the Staff Rules and Regulations  

  13. 11 CFR 9008.10 - Documentation of disbursements; net outstanding convention expenses.

    Science.gov (United States)

    2010-01-01

    ... capital assets under this section includes, but is not limited to, office equipment, furniture, vehicles... winding down the convention, including office space rental, staff salaries and office supplies; and (ii...

  14. You're a What? Usability Engineer.

    Science.gov (United States)

    Crosby, Olivia

    2001-01-01

    Describes the work of usability engineers, who improve computer hardware, software, and websites by focusing on how users perceive and manipulate those tools. Discusses education, training, salaries, and talents needed by usability engineers. (Author/JOW)

  15. 45 CFR 1179.6 - Written decision.

    Science.gov (United States)

    2010-10-01

    ... HUMANITIES NATIONAL ENDOWMENT FOR THE HUMANITIES SALARY OFFSET § 1179.6 Written decision. (a) The hearing... will include: a statement of the facts presented to demonstrate the nature and origin of the alleged...

  16. 37 CFR 203.6 - Schedule of fees and methods of payment for services rendered.

    Science.gov (United States)

    2010-07-01

    ... the actual cost of the Office. (6) For computer searches of records, which may be undertaken through... searching for records responsive to a request, as well as the direct costs of operator/programmer salary...

  17. 10 CFR 9.33 - Search, review, and special service fees.

    Science.gov (United States)

    2010-01-01

    ... search are not disclosed; and (5) Computer searches which includes the cost of operating the Central... records plus the operator/programmer salary apportionable to the search. (b) The NRC may charge requesters...

  18. 21 CFR 1401.10 - Fees to be charged-general.

    Science.gov (United States)

    2010-04-01

    ... search. (b) Computerized search for records. ONDCP will charge 116% of the salary of the programmer... assessable. (d) Duplication of records. Request for copies prepared by computer will cost 116% of the...

  19. Annual adjustments to 2013 financial benefits

    CERN Document Server

    2013-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2012, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2013. HR Department

  20. Annual adjustments to 2014 financial benefits

    CERN Multimedia

    2013-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2013, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2014. HR Department

  1. National Survey of School Psychologists: Update.

    Science.gov (United States)

    Ramage, Jean C.

    1979-01-01

    Returns from over 2,700 school psychologists were analyzed according to primary employer; sex; age; race; professional membership; highest degree; salary; title; certificates; and licenses. Information provided will be used for research and policy decisions. (MH)

  2. 7 CFR 1740.7 - Ineligible purposes.

    Science.gov (United States)

    2010-01-01

    ... AGRICULTURE PUBLIC TELEVISION STATION DIGITAL TRANSITION GRANT PROGRAM Public Television Station Digital... provided in § 1740.6. (b) Costs of salaries, wages, and employee benefits of public television station...

  3. Complementary feeding at 4 versus 6 months of age for preterm infants born at less than 34 weeks of gestation: a randomised, open-label, multicentre trial

    Directory of Open Access Journals (Sweden)

    Shuchita Gupta, MD

    2017-05-01

    Funding: Indian Council of Medical Research supported the study until Nov 14, 2015. Subsequently, Shuchita Gupta's salary was supported for 2 months by an institute fellowship from All India Institute Of Medical Sciences, and a grant by Wellcome Trust thereafter.

  4. Selecting less corruptible bureaucrats: a quasi-auction approach

    NARCIS (Netherlands)

    Hu, A.; Zou, L.

    2007-01-01

    A government officials' propensity to corruption, or corruptibility, can be affected by his intertemporal preference over job benefits. Through a dynamic model of rent-seeking behavior, this paper examines how endogenously determined corruptibility changes with monitoring intensity, salary growth,

  5. Factors associated with Taiwan anesthesiologists' intention to leave anesthesia practice

    Directory of Open Access Journals (Sweden)

    Ju-O Wang

    2015-06-01

    Conclusion: Unfavorable working conditions were considered to lower the satisfaction of anesthesiologists in Taiwan. In particular, an inability to take care of the family and a low salary were major factors in deterring anesthesiologists in Taiwan from continuing in anesthesia.

  6. Racial and Gender Disparities in the Physician Assistant Profession.

    Science.gov (United States)

    Smith, Darron T; Jacobson, Cardell K

    2016-06-01

    To examine whether racial, gender, and ethnic salary disparities exist in the physician assistant (PA) profession and what factors, if any, are associated with the differentials. We use a nationally representative survey of 15,105 PAs from the American Academy of Physician Assistants (AAPA). We use bivariate and multivariate statistics to analyze pay differentials from the 2009 AAPA survey. Women represent nearly two-thirds of the profession but receive approximately $18,000 less in primary compensation. The differential reduces to just over $9,500 when the analysis includes a variety of other variables. According to AAPA survey, minority PAs tend to make slightly higher salaries than White PAs nationally, although the differences are not statistically significant once the control variables are included in the analysis. Despite the rough parity in primary salary, PAs of color are vastly underrepresented in the profession. The salaries of women lag in comparison to their male counterparts. © Health Research and Educational Trust.

  7. 45 CFR 225.1 - Definitions.

    Science.gov (United States)

    2010-10-01

    ... salary in relation to the value of services rendered and time spent on the job. (c) The term Volunteer... less than a college education, by high school graduates, or by persons with little or no formal...

  8. 1982 Grads: Fewer jobs, higher wages

    Science.gov (United States)

    Bell, Peter M.

    Findings in the most recent salary survey (March 1982) of the College Placement Council indicate a confused picture of employment possibilities for this June's college graduates. The current economic slump has resulted in the postponement of hiring decisions by some employers, but the job market in the geosciences remains strong. Of the 18 fields surveyed, petroleum engineering graduates had the highest average starting salary offers: $30,432 annually. ‘The physical and earth sciences’ group led the scientific disciplines with average offers of $23,940 annually at the bachelor's degree level. At the master's degree level, graduates in geology and related geological sciences received an average offer of $28,836 annually. These salaries represent 8%-14% increases over the March 1981 salary offers.

  9. Science jobs tight

    Science.gov (United States)

    Bell, Peter M.

    In the latest report of the College Placement Council it was noted that a recovery of sorts may be underway for recent graduates in science, engineering, or technology. Based on a survey of 185 placement offices at 160 colleges and universities, the College Placement Survey concluded in its April 1983 report that only one half as many job offers in science, engineering, and technology fields were reported this year, compared with the same time last year. However, although fewer offers were made, more jobs were filled.Petroleum engineering graduates have commanded the highest beginning salaries of all fields this spring. The average salary offered to petroleum engineers in the class of 1983 is $31,044 per year, almost a 2% increase over last year's starting salary for the same discipline. In second place are chemical engineering graduates who are being offered average starting salaries of $27,336 per year, about 1% higher than last year's figure.

  10. International Careers: U.S. Undergraduates' Motivations and Concerns

    National Research Council Canada - National Science Library

    Katherine Punteney

    2016-01-01

    ... pursuit. A survey administered to U.S. undergraduates reveals that key factors motivating students include love of travel, interest in other cultures, the possibility of earning a high salary, and the potential for opportunities in the major discipline...

  11. News of the Year. LJ News Report: Victories Muted by Money Worries; The Year in K-12 Libraries: School Librarians Redefine Themselves; Publishing in 2002: Few Trends Emerge from a Year of Ups and Downs.

    Science.gov (United States)

    Minkel, Walter; Milliot, Jim

    2003-01-01

    Includes three articles: one reviews top stories from "Library Journal" regarding budget problems, salaries and recruitment, privacy, legal issues, virtual reference, electronic books, distance education, special libraries, and scholarly innovation; one discusses school library issues, including layoffs, Internet concerns, and…

  12. Economic Analysis of Earning a PhD Degree After Completion of a PharmD Degree

    National Research Council Canada - National Science Library

    Nicholas E Hagemeier; Matthew M Murawski

    2011-01-01

    .... Income profiles were constructed based on 2008 annual salary data. NPV and IRR were calculated for careers resulting from the PhD degree and compared to those of the practicing community pharmacist...

  13. 24 CFR 891.105 - Definitions.

    Science.gov (United States)

    2010-04-01

    ... includes: (1) Administrative expenses, including salary and management expenses related to the provision of.... Rehabilitation may vary in degree from the gutting and extensive reconstruction to the cure of substantial...

  14. 48 CFR 1352.215-70 - Proposal preparation.

    Science.gov (United States)

    2010-10-01

    ... escalation is included, state the degree (percent) and methodology. Direct labor or levels of effort are to... be limited to, the following: (A) Salary/wage information with associated payroll expenses, for...

  15. 78 FR 60864 - Agency Information Collection Activities; Submission to the Office of Management and Budget for...

    Science.gov (United States)

    2013-10-02

    ... on key dimensions of ] postsecondary education such as enrollments, degrees and other awards earned..., faculty salaries, and staff employed. The IPEDS web-based data collection system was implemented in 2000...

  16. Economic analysis of earning a PhD degree after completion of a PharmD degree

    National Research Council Canada - National Science Library

    Hagemeier, Nicholas E; Murawski, Matthew M

    2011-01-01

    .... Income profiles were constructed based on 2008 annual salary data. NPV and IRR were calculated for careers resulting from the PhD degree and compared to those of the practicing community pharmacist...

  17. 25 CFR 900.8 - What must an initial contract proposal contain?

    Science.gov (United States)

    2010-04-01

    ..., presented by major categories such as: (i) Personnel (differentiating between salary and fringe benefits... degree of Federal programmatic involvement anticipated during the term of the agreement. (k) The extent...

  18. Crisis del factor trabajo como vía de integración social/Crisis of work as a social integration factor

    National Research Council Canada - National Science Library

    Salvador Manzanera-Román

    2016-01-01

    Este artículo ha analizado el proceso de deterioro del trabajo como fuente de derechos sociales y como elemento socialmente integrador, en el marco de paso de una norma salarial o social de empleo estable...

  19. Journal of Agriculture and Social Research (JASR) Vol. 8, No. 2, 2008

    African Journals Online (AJOL)

    understand the critical importance of people in the organization is to recognize that .... Of these, 130 are residents, 50 are palearctic migrants and the ... motivation, salary, allowance, incentive, bonus, promotion, training and communication.

  20. THE ICT KEY TO YOUR CLIENTS' HEARTS AND MINDS

    National Research Council Canada - National Science Library

    Kevin Phillips

    2017-01-01

    .... For most organisations, it is second only to salaries. And it's growing. According to analyst house Gartner, ICT spend in South Africa is forecast to hit R272 billion in 2016, which is 3,8% up from 2015...

  1. NGOZI OKEREKE AND no. ONU

    African Journals Online (AJOL)

    level extension functionaries has to be realized in terms 'of pay compensation and other ... Extension workers should have a salary structure as well as promotion ... This reflects an imbalance in the gender ~ distribution of extension workers in.

  2. 76 FR 11503 - National Offshore Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2011-03-02

    ... no salary or reimbursement of travel expenses, or other compensation from the Federal Government. In support of the policy of the Coast Guard on gender and ethnic nondiscrimination, we encourage qualified...

  3. 78 FR 9406 - Southwest Louisiana Area Maritime Security Regional Sub-Committee; Vacancies

    Science.gov (United States)

    2013-02-08

    .... Members will not receive any salary or other compensation for their service on an AMSC. Request for... for each position highlighted in the resume. In support of the policy of the Coast Guard on gender and...

  4. 34 CFR 361.36 - Ability to serve all eligible individuals; order of selection for services.

    Science.gov (United States)

    2010-07-01

    ... next fiscal year, including, but not limited to, costs of staff salaries and benefits, outreach..., gender, race, color, or national origin; (iv) Source of referral; (v) Type of expected employment outcome...

  5. 75 FR 20856 - Towing Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2010-04-21

    ... no salary, or other compensation from the Federal Government. The exception to this policy is the... policy of the Coast Guard on gender and ethnic diversity, we encourage qualified women and members of...

  6. 77 FR 39249 - Boston Area Maritime Security Advisory Committee; Vacancies

    Science.gov (United States)

    2012-07-02

    ... receive any salary or other compensation for their service on an AMSC. Request for Applications Those... the maritime and security industries. In support of the USCG policy on gender and ethnic diversity, we...

  7. 75 FR 25872 - National Boating Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2010-05-10

    ... considered to serve consecutive terms. All members serve at their own expense and receive no salary, or other... Regulations. In support of the policy of the Coast Guard on gender and ethnic nondiscrimination, we encourage...

  8. 77 FR 4572 - National Offshore Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2012-01-30

    ... consecutive terms. All members serve at their own expense and receive no salary or reimbursement of travel expenses, or other compensation from the Federal Government. In support of the Coast Guard policy on gender...

  9. 77 FR 1077 - Houston/Galveston Navigation Safety Advisory Committee; Vacancies

    Science.gov (United States)

    2012-01-09

    ... receive no salary or reimbursement of travel expenses, or other compensation from the Federal Government...-81, as amended). In support of the Coast Guard policy on gender and ethnic nondiscrimination, we...

  10. Construction engineering inspection direct cost survey.

    Science.gov (United States)

    2014-07-01

    The objective of the study was to provide a rationale to Georgia Department of Transportation : (GDOT) for Direct Costs in terms of salary and wages charged by qualified independent : contractors performing Construction Engineering Inspection (CEI) s...

  11. Bet on the politicians

    National Research Council Canada - National Science Library

    Soupcoff, Marni

    2006-01-01

    .... If they ban municipal and state lotteries, then they risk the ire of thousands of local politicians and bureaucrats whose salaries are currently paid for by their math-challenged citizens' ticket purchases...

  12. Time to halt the gravy train

    CERN Multimedia

    2002-01-01

    Article arguing that as European integration increases, the notion that scientists must be rewarded with tax-free salaries and other perks for working at a 'foreign' international laboratory, has become an anachronism (1 page).

  13. The Fine Art of Faculty Recruitment.

    Science.gov (United States)

    Ross, Ronald D.

    1981-01-01

    Presents step-by-step guidelines to the administrator for hiring a college music teacher, from the determination of a vacancy, through advertising and screening, to the employment interview and salary negotiation. (SJL)

  14. Impact of the Minimum Wage on Compression.

    Science.gov (United States)

    Wolfe, Michael N.; Candland, Charles W.

    1979-01-01

    Assesses the impact of increases in the minimum wage on salary schedules, provides guidelines for creating a philosophy to deal with the impact, and outlines options and presents recommendations. (IRT)

  15. An Exploration of the Pay Levels Needed to Attract Students with Mathematics, Science and Technology Skills to a Career in K-12 Teaching

    Directory of Open Access Journals (Sweden)

    Anthony Milanowski

    2003-12-01

    Full Text Available In an exploratory study (Note 1 of the role of salary level and other factors in motivating undergraduate math, science, and technology majors to consider a career as a K-12 teacher, the salary level students said would motivate them to consider a career in teaching was related to the salary expected in their chosen non-teaching occupation, but not to three of the Big 5 personality dimensions of extroversion, agreeableness, and openness, nor concern for others or career risk aversion. An annual starting salary 45% above the local average would attract 48% of the sophomore students and 37% of the juniors. Focus group results suggested that low pay was an important reason for not considering K-12 teaching, but that perceived job demands and abilities and interests were also important reasons for not being attracted to a teaching career.

  16. 7 CFR 1484.32 - Must Cooperators follow specific employment practices?

    Science.gov (United States)

    2010-01-01

    ... employees and shall ensure that all terms, conditions, and related formalities of such contracts conform to... local business community. (c) A Cooperator may pay salaries or fees in any currency (U.S. or foreign) in...

  17. 78 FR 39017 - Proposal Review Panel for Materials Research, Notice of Meeting

    Science.gov (United States)

    2013-06-28

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at the.... Chuck Bouldin, Program Director, Materials Research Science and Engineering Centers Program, Division of..., including technical information; financial data, such as salaries and personal information concerning...

  18. 77 FR 56236 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2012-09-12

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at the... Science and Engineering Centers Program, Division of Materials Research, Room 1065, National Science... technical information; financial data, such as salaries and personal information concerning individuals...

  19. 78 FR 5505 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2013-01-25

    ...: Name: Site Visit review of the Materials Research Science and Engineering Center (MRSEC) at Yale..., Materials Research Science and Engineering Centers Program, Division of Materials Research, Room 1065... technical information; financial data, such as salaries and personal information concerning individuals...

  20. 77 FR 2096 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2012-01-13

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at..., Program Director, Materials Research Science and Engineering Centers Program, Division of Materials..., including technical information; financial data, such as salaries and personal information concerning...

  1. 77 FR 25503 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2012-04-30

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at the... Director, Materials Research Science and Engineering Centers Program, Division of Materials Research, Room... nature, including technical information; financial data, such as salaries and personal information...

  2. 75 FR 9001 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2010-02-26

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at Colorado.... Contact Person: Dr. Charles Ying, Program Director, Materials Research Science and Engineering Centers... nature, including technical information; financial data, such as salaries and personal information...

  3. 78 FR 30342 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2013-05-22

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at Duke.... Jones, Program Director, Materials Research Science and Engineering Centers Program, Division of... confidential nature, including technical information; financial data, such as salaries and personal information...

  4. 77 FR 2095 - Proposal Review Panel for Materials Research; Notice of Meeting

    Science.gov (United States)

    2012-01-13

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at Georgia... Science and Engineering Centers Program, Division of Materials Research, Room 1065, National Science..., including technical information; financial data, such as salaries and personal information concerning...

  5. 77 FR 61432 - Proposal Review for Materials Research; Notice of Meeting

    Science.gov (United States)

    2012-10-09

    ...: Name: Site visit review of the Materials Research Science and Engineering Center (MRSEC) at Harvard... Engineering Centers Program, Division of Materials Research, Room 1065, National Science Foundation, 4201... technical information; financial data, such as salaries and personal information concerning individuals...

  6. VCT uptake and associated factors among teachers from Harari ...

    African Journals Online (AJOL)

    . Conclusions: The major factors identified for increased uptake of VCT are gender, age and salary category. Actions targeting the males, non-youth age group and low grade teachers' are necessary to follow their peer groups to utilize the VCT ...

  7. Statistical – Econometric Analysis of the Correlations between the Social Security Budget and the Main Macroeconomic Aggregates in Romania

    National Research Council Canada - National Science Library

    Emilia ŢIŢAN; Cristina BOBOC; Simona GHIŢĂ; Daniela TODOSE

    2011-01-01

    .... Because of the great policy debate in Romania about the impact of the reduction of pensions and salaries and increases of taxations on the reduction of budget deficit, we have explained in our paper...

  8. Automatic Payroll Deposit System.

    Science.gov (United States)

    Davidson, D. B.

    1979-01-01

    The Automatic Payroll Deposit System in Yakima, Washington's Public School District No. 7, directly transmits each employee's salary amount for each pay period to a bank or other financial institution. (Author/MLF)

  9. Wage discrimination against foreign workers in Russia

    Directory of Open Access Journals (Sweden)

    Elena Vakulenko

    2017-03-01

    Full Text Available We try to determine with the help of the Oaxaca–Blinder decomposition technique whether foreign workers are discriminated against in Russia. We use the Russian Ministry of Labor (Rostrud data on migrants’ applications and the Russian Longitudinal Monitoring Survey (RLMS, provided by the Higher School of Economics for the period 2009–2013. We show that there is significant discrimination against foreign workers. The average salary of Russian workers with the same level of productivity as migrants exceeds migrants’ average salary by 40%. The industries in which the workers are employed have made most substantial contribution to the discrimination gap. Moreover, there is evidence that the lower salaries of foreign workers do not reduce the salaries of Russians employed in similar positions.

  10. Caregivers' Perceptions of Working Conditions in a Child Care Environment.

    Science.gov (United States)

    Kontos, Susan; Stremmel, Andrew J.

    1988-01-01

    This study examined the experience and perceptions of child care workers regarding three aspects of the child care work setting: (1) center characteristics; (2) task characteristics; and (3) salary and benefits. (PCB)

  11. Modernizing the Federal Government: Paying for Performance

    National Research Council Canada - National Science Library

    Montoya, Silvia; Graham, John D

    2007-01-01

    Enhancing the performance of the civil service has been a central objective of the United States since the Civil Service Reform Act of 1978 authorized a performance-based component to federal salary structures...

  12. Factores que condicionan el desempeno femenino en America Latina

    National Research Council Canada - National Science Library

    Soto Romero, Glorimar

    2012-01-01

    .... Estos incluyen la educacion y el mercado de trabajo, la calidad del empleo, la segregacion sexual de las ocupaciones y el acceso a cargos de decision, la discriminacion salarial y la mujer en el trabajo informal...

  13. Annual adjustments to 2015 financial benefits

    CERN Multimedia

    HR Department

    2015-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by Council in December 2014, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2015.

  14. Annual adjustments to 2016 financial benefits

    CERN Multimedia

    HR Department

    2016-01-01

    In accordance with recommendations made by the Finance Committee and decisions taken by the Council in December 2015, no adjustments have been made to basic salaries and stipends, subsistence allowances or family benefits as at 1 January 2016.  

  15. 78 FR 1266 - Notice of Intent To Seek Approval To Extend a Current Information Collection

    Science.gov (United States)

    2013-01-08

    ..., and R&D by cost category (salaries, equipment, software, etc.). The survey also requests headcounts of... collection effort and is handled primarily by administrators in university sponsored programs and accounting...

  16. 75 FR 17920 - Decision To Evaluate a Petition to Designate a Class of Employees for the Ames Laboratory, Ames...

    Science.gov (United States)

    2010-04-08

    ... Energy Employees Occupational Illness Compensation Program Act of 2000. The initial proposed definition...: Facility: Ames Laboratory. Location: Ames, Iowa. Job Titles and/or Job Duties: Scientists, production workers, technicians, salaried graduate students, physical plant workers, administrative and support staff...

  17. 5 CFR 335.103 - Agency promotion programs.

    Science.gov (United States)

    2010-01-01

    ..., religious, or labor organization affiliation or nonaffiliation, marital status, race, color, sex, national... salary level, including Senior-Level positions established under 5 CFR Part 319—Employment in Senior...

  18. Apakah Demografi dan Mentor Masih Penting dalam Menentukan Kesuksesan Karier Pegawai?

    Directory of Open Access Journals (Sweden)

    Roosemarina A. Rambe

    2009-08-01

    Full Text Available Demographic variables and mentor are known to be related to objective and subjective career success, especially to banking employees. The research objectives are to know the career success of banking employees and to know the relationship between objective career success (salary and subjective career success (career satisfaction with the demographic variables (age, sex, education, and marital status and mentor. The respon¬dents are banking employees in Bengkulu city who have two years work experiences.  Using canonical analysis, it proves that demographic variables and mentor are related to salary and career satisfaction. However, based on canonical loading, out of 5 independent variables, only age, marital status and sex are significant related to salary and career satisfaction.Keyword: objective career success, subjective career success, salary, career satisfaction, demography, mentor.

  19. 50 CFR 600.120 - Employment practices.

    Science.gov (United States)

    2010-10-01

    ... based on race, religion, color, national origin, sex, age, disability, reprisal, sexual orientation... adjustments available to Federal employees in the same geographic area. (2) (c) Salary increases funded in...

  20. 20 CFR 656.10 - General instructions.

    Science.gov (United States)

    2010-04-01

    ...) The employer has enough funds available to pay the wage or salary offered the alien; (4) The employer..., color, national origin, age, sex, religion, handicap, or citizenship; (6) The employer's job opportunity...