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Full-Text Articles in Labor Relations
Faculty Retirement Policies After The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael J. Rizzo
Faculty Retirement Policies After The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael J. Rizzo
Ronald G. Ehrenberg
[Excerpt] The findings we report above have implications for both institutions and their faculty members. In some states, rapidly growing college age cohorts will require academic institutions to hire large numbers of new faculty in the years ahead to fill positions created to meet the expanding demand for enrollments. Nationally, institutions will have to replace a large number of retiring faculty members in the years ahead. This suggests that most institutions’ concern in upcoming years will not be how to encourage their faculty members to retire. Rather, their concern will be how to continue to draw on the skills of …
Cornell Confronts The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael W. Matier, David Fontanella
Cornell Confronts The End Of Mandatory Retirement, Ronald G. Ehrenberg, Michael W. Matier, David Fontanella
Ronald G. Ehrenberg
[Excerpt] In July 1995, the first author of this paper was appointed vice president of academic programs, planning and budgeting at Cornell and, at his initiative, a joint faculty-administrative committee was subsequently established, with him as chair, to look into how the university should respond to the elimination of mandatory retirement. In this chapter, we discuss the environment in which the university found itself when the committee was established, the recommendations of the committee, faculty reactions to the recommendations, and the actions that the university ultimately decided to pursue.
No Longer Forced Out: How One Institution Is Dealing With The End Of Mandatory Retirement, Ronald G. Ehrenberg
No Longer Forced Out: How One Institution Is Dealing With The End Of Mandatory Retirement, Ronald G. Ehrenberg
Ronald G. Ehrenberg
: [Excerpt] Why should academic institutions or their faculty care about the end of mandatory retirement for tenured faculty, which became effective in January 1994? From the perspective of an individual tenured faculty member who wants to continue her career beyond age seventy, the elimination is a welcome event. In the past, faculty members who wanted to remain active after reaching seventy had to negotiate their status with institutions that were under no legal obligation to allow them to continue. Now, however, tenured faculty members have the legal right to continue indefinitely in their tenured appointments. From the point of …
Career's End: A Survey Of Faculty Retirement Policies, Ronald G. Ehrenberg
Career's End: A Survey Of Faculty Retirement Policies, Ronald G. Ehrenberg
Ronald G. Ehrenberg
There are almost as many ways to retire from the academy as there are types of schools. But, as a recent study shows, institutional planning can prevent unpleasant surprises.
Prospects In The Academic Labor Market For Economists, Ronald G. Ehrenberg
Prospects In The Academic Labor Market For Economists, Ronald G. Ehrenberg
Ronald G. Ehrenberg
[Excerpt] American colleges and universities are increasingly substituting nontenure track full-time and part-time faculty for full-time tenured and tenure track faculty. Moreover, institutions of public higher education, where almost two-thirds of the full-time faculty members at four-year institutions are employed, are under severe financial pressure. The share of state budgets devoted to public higher education is declining. The salaries of economics department faculty members at public higher education institutions have fallen substantially relative to the salaries of their counterparts at private higher education institutions, and it is becoming increasingly difficult for the publics to compete for top faculty in economics. …
The Changing Distributions Of New Ph.D. Economists And Their Employment: Implications For The Future, Ronald Ehrenberg
The Changing Distributions Of New Ph.D. Economists And Their Employment: Implications For The Future, Ronald Ehrenberg
Ronald G. Ehrenberg
[Excerpt] Academic careers are no longer the be-all and end-all for economics Ph.D. students, and the findings and background provided by Siegfried and Stock help to explain why this is so. The median age at which individuals receive economics Ph.D.'s in the Siegfried and Stock sample is 32. While they are somewhat surprised at this finding, it parallels the experiences of many other fields. Increasingly, students are working before proceeding to doctoral studies. Often Ph.D. students in economics enter their programs after having spent several years working for government agencies or research consulting companies—work that has whetted their appetites for …
Do Economics Departments With Lower Tenure Probabilities Pay Higher Faculty Salaries?, Ronald Ehrenberg, Paul Pieper, Rachel Willis
Do Economics Departments With Lower Tenure Probabilities Pay Higher Faculty Salaries?, Ronald Ehrenberg, Paul Pieper, Rachel Willis
Ronald G. Ehrenberg
The simplest competitive labor market model asserts that if tenure is a desirable job characteristic for professors, they should be willing to pay for it by accepting lower salaries. Conversely, if an institution unilaterally reduces the probability that its assistant professors receive tenure, it will have to pay higher salaries to attract new faculty. Our paper tests this theory using data on salary offers accepted by new assistant professors at economics departments in the United States during the 1974-75 to 1980-81 period, along with data on the proportion of new Ph.D.s hired by each department between 1970 and 1980 that …
How Would Universities Respond To Increased Federal Support For Graduate Students?, Ronald Ehrenberg, Daniel Rees, Dominic Brewer
How Would Universities Respond To Increased Federal Support For Graduate Students?, Ronald Ehrenberg, Daniel Rees, Dominic Brewer
Ronald G. Ehrenberg
[Excerpt] This paper has demonstrated that doctorate-producing universities respond to changes in the number of FTSEG students supported on external funds by altering the number of FTSEG students that they support on institutional funds. While institutional adjustment to changes in external support levels appears to be quite rapid, in the aggregate the magnitude of these responses is quite small. A increase of 100 in the number of FTSEG students supported by external funds is estimated to reduce the number supported on institutional funds by 22 to 23. Since some of the institutional funds that are "saved" may be redirected to …
The Flow Of New Doctorates, Ronald G. Ehrenberg
The Flow Of New Doctorates, Ronald G. Ehrenberg
Ronald G. Ehrenberg
[Excerpt] As noted by Bowen and Sosa, their projections of the supply side of the academic labor market, which are typical of those used in other studies, are based on a number of simplifying assumptions. Similarly, their proposed policy remedies to increase the flow of new doctorates, such as increasing financial support for graduate students and shortening the time it takes students to receive degrees, are made presenting only scanty evidence on the likely magnitude of supply responses to these changes. This essay, which draws heavily from my study (Ehrenberg 1991), reviews the academic literature and available data (from a …
Institutional Responses To Increased External Support For Graduate Students, Ronald Ehrenberg, Daniel Rees, Dominic Brewer
Institutional Responses To Increased External Support For Graduate Students, Ronald Ehrenberg, Daniel Rees, Dominic Brewer
Ronald G. Ehrenberg
This paper uses institutionally based data to estimate how universities would respond to increased federal support for graduate students. It demonstrates that doctorate-producing universities do respond to changes in the number of full-time science and engineering students supported on external funds by altering the number of students that they support on institutional funds. Institutional adjustment to changes in external support levels appears to be quite rapid. However, in the aggregate, the magnitude of these responses is quite small.