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The Gelmini reform implemented in Italy in 2010 was designed to ensure greater efficiency and effectiveness within the higher education (HE) sector. The reform was implemented in a climate of general austerity, which caused severe cuts in public funds for the university system. This paper documents the unintended consequences of the reform in terms of a dramatic reduction in the number of job positions, career speed, and remunerations for academic staff – which we describe as the 3Ls, i.e. Less staff, Later careers, Lower salaries. While the loss of wages cumulated is approximately equal to the average mortgage value for buying a house, the cost savings of the government are negligible, especially when compared to the adverse effects generated by the austerity reform. The profound inequality in the application, at the expense of younger and qualified faculties, mostly women, may lead to a long-lasting and irreversible consequences such as a loss of qualification and competitiveness for the whole HE system, as shown by the increasing phenomenon of brain drain. [ABSTRACT FROM AUTHOR]

The article comments on article ‘cleaning public education: the privatisation of school maintenance work' that was published in the previous issue of the periodical. It mentions privatisation of school infrastructure, facilities, and maintenance has resulted in poor working conditions, reduced hours, and lower pay for members of these workforces in Victoria. It also mentions racism is endemic, and hence the reason that dominant groups maintain privilege.

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The article offers information related to teachers and teaching. Topics include the labor strike that comprises union of faculty and education personnel of University of Illinois at Chicago (UIC) to withstand the pay increase, issues regarding compensation and production of adjuncts as a faculty member, and educational issues encountered by teachers and students in U.S.

Students' crisis is one of the challenges confronting Nigerian educational system in the recent past. The level of disruption and closures that has bedeviled Nigerian tertiary institutions is unprecedented in the history of higher education in Nigeria. However, realizing the importance of tertiary education in national development, this paper is conceived to identify the factors responsible for the occurrence of students' crisis and the management style adopted by the individuals and groups involved in tertiary education system. Secondary source of data collection was used in the study. Data were generated from textbooks, published and unpublished materials, including the internet. The data were first of all summarized and then content-analysed. The study revealed factors such as authoritarian governance arising from the erosion of institutional autonomy, poor remuneration of staff who have a major obligation for building moral character and well-being of students, cult activities, etc as responsible for students' crisis in Nigerian tertiary educational institutions in the recent past. However, in managing the phenomenon, diverse management style ranging from immediate closure of schools, suspension or dissolution of students union government, expulsion/rustication of students' leaders and the use of security agencies such as the police/army were employed. Such management styles are, however, regulatory, reactive and punitive in nature and it brought about the re-occurrence of the phenomenon. Based on the inappropriateness of such strategies, the study recommended a new management style that will be of immense benefit to both the present and future tertiary institutions administrators in Nigeria. [ABSTRACT FROM AUTHOR]

The paper undertakes a theoretical discussion of the concept of quality and quality assurance, as well as the indices of achieving quality in education. The study adopts an exploratory discussion of the pattern of educational funding in Nigeria and its implication for quality assurance in the education system. The study discovers that funding of education has not been given the necessary attention by the Nigerian government. On average, the federal government allocated less than ten per cent of its yearly budget to education. The article notes with concern that this low level of funding will have a serious impact on assuring quality in the system. The paper concludes that things that needed to be done with money in order to improve quality in the education system (such as provision of instructional facilities; building of classrooms, libraries and laboratories; provision of recreational facilities; and prompt payment of staff salaries and emoluments), could be done, if the sector is effectively funded. [ABSTRACT FROM AUTHOR]

Through a history of decisions, the courts have outlined how regression models should be used in discrimination cases. [ABSTRACT FROM AUTHOR]

Although the practice of law and the science of statistics are often incongruent, they can and should be used together. [ABSTRACT FROM AUTHOR]

This paper uses a unique data set created by merging the Panel Study of Income Dynamics with school data from the Common Core of Data to examine the relationship between school expenditures and earnings. I find that school expenditures are related to earnings, and also positively affect the returns to schooling. This is particularly important given recent papers that have found no effect because this study is able to observe wages at later ages and is estimated for males and females. Robustness estimates find that if the sample were only observed at young ages, or estimated for white males, as has been done previously, the results would not hold. Therefore, it appears that even using an individual-level data set with students educated in this half of the century, school spending affects earnings. [Copyright &y& Elsevier]

Provides an overview of the history of salary differentials by race and sex for academic employees. Faculty salary differentials by sex; Decompositions of men-women salary differentials from selected studies from 1969 to 1993; Representation of women and minorities among professional and non-professional staff in fall 1997.

This paper considers salary determination and the gender salary gap in the academic labour market utilizing a particularly detailed data set of academics from five old established Universities. Results reveal an aggregate gender salary differential for academic staff of 15%. Most of this differential can, however, be explained by our model. Evidence suggests a limited opportunity for female academics to combine career and family, despite the flexibility of an academic job and emphasizes the importance of mobility to the male career. Publication record is found to be an important determinant of salary. [ABSTRACT FROM AUTHOR]

Presents a research base for the establishment and implementation of a system of intrinsic rewards for teachers and other educational staff members in the United States. Traditional concept of extrinsic rewards and motivation; Introduction of total quality concepts; Types of intrinsic rewards; Intrinsic rewards as part of motivational strategies.

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. We find that, holding constant human capital variables (experience and education), sex played a significant role in determining the position and type of school of employment among school personnel and that human capital variables were less important than segmentation variables (position and type of school) in explaining the female/male salary differential. [ABSTRACT FROM AUTHOR]

This research discusses a formal model of the wage determination process at the interorganizational level using concepts advanced by Dunlop and Ross. In particular, teachers' salary increases within a contour of suburban school districts over a nine year period are explained using a computer model of the decision making process. Each district's salary policy is represented by an explicitly formulated set of rules which processes input information, mainly salary comparisons, into a specified choice. The rules reflect a two stage decision process in which first a school board determines a range within which a choice can be made and then selects a specific point within the range. The model was constructed using protocol data obtained from school board members while they remade past decisions using the same information they had previously employed in the actual situation. From tests of the model it appears that much of the Dunlop-Ross framework is appropriate for the study of teachers' salaries. Within this framework some theories peculiar to teachers' salaries are developed. [ABSTRACT FROM AUTHOR]

Recently considerable, attention has been focused on the inadequacy of presently used methods of compensating school district personnel. The increasing incidence of teacher strikes in many school districts has established the need for an effective alternative to the inherent rigidity of the commonly used fixed step salary schedule. The purpose of this study, is to propose one such alternative that is based upon mathematical programming techniques. In this study a salary evaluation model was derived then applied to a school district. Salary schedules were derived which (1) were consistent with both the imposed hierarchical and budgetary constraints, (2) considered ten factors in the salary evaluation, and (3) reflected established school district priorities and objectives. This latter feature was accomplished by solving the model with various objective functions. [ABSTRACT FROM AUTHOR]

The article reports on the strike that happened at the University of KwaZulu-Natal, Durban, South Africa. The strike by the four labor unions of the University started on February 6, 2006. The main reason of the strike was the disparity in salaries and conditions between the University management and the staff. The staff only had 4 percent increase in their salaries for 2006 while the management got a 4 percent increase and bonuses up to 12 percent of their salaries. Another reason for the strike is the autocratic management style of the senior university administration.