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Problems with salary equity models for engineering faculty

This paper describes some of the major issues/assumptions associated with developing a university-wide faculty salary equity model and how the assumptions impact on engineering faculty. Some important concerns for any creditable faculty equity model are that it include: (a) an appropriate to the institution national or regional salary database that is updated each year (peer salaries); (b) promotional increases between ranks; (c) discipline and rank variances; (d) annual increments due to longevity (time in rank); (e) annual individual performance measures; (f) a method to compensate for those faculty who remain in rank longer than the minimum number of years; and (g) the typical leveling off pattern seen in most professional salary histories.