Compensation Analysis

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Compensation Analysis"

Transcription

1 Appendix B: Section 3 Compensation Analysis Subcommittee: Bruce Draine, Joan Girgus, Ruby Lee, Chris Paxson, Virginia Zakian 1. FACULTY COMPENSATION The goal of this study was to address the question: are men and women on the Princeton faculty paid equally for equal work? To address this issue, Dr. Mark Killingsworth was commissioned to carry out a statistical analysis of salaries for the professorial staff, and was given access to the University's salary records for Dr. Killingsworth's report appears in Appendix C, Section 1; we summarize the principal results here. In compensation analyses one is primarily interested in relative salaries, and it is therefore natural to examine systematic differences in logarithm of salary, as the difference in the logarithms of two salaries is directly related to the ratio of the salaries. A first approach is to simply compare the mean log(salary) for male and female faculty. This corresponds to fitting a simple model with two adjustable coefficients (a 0 and D) ln S = a 0 + D G (model 1) to the salary data, where ln is natural logarith, S is salary, and the "gender variable" G=0 for males, and G=1 for females. In this model, the gender difference is the best-fit value of the coefficient D. The average female salary is exp(d) times the average male salary. The "percentage difference" between female and male salaries is [exp(d)-1] 100%; when D is negative the percentage difference is negative (women paid less than men). Figure 1 ( curve labeled model 1: gender only ) shows the percentage difference between salary of female faculty and the salary of male faculty, where the fit is to the salaries of all assistant, associate, and full professors employed by Princeton University (Divisions I-IV) for each of the years between 1991 and The error bars represent 1-σ uncertainties in the estimate for the fractional difference. The error bars can be thought of as 68% confidence intervals for the indicated quantity. The mean difference over this 11 year window is 22%. While the gap is narrowing with time, it is still considerable: In 2002, women, on average, earned 18% less than men. We expect salaries to vary with experience and accomplishment. Since the fraction of women in the Princeton faculty has been growing with time (and recent hires are on average younger), in any given year, female faculty members at Princeton have (on average) fewer years of experience than the male faculty. Experience and accomplishment are intangible, but would be Appendix B: Section 3 Compensation Analysis 21

2 expected to correlate with the number of years elapsed since award of a PhD. A simple model was considered where, for a given academic year, an individual's salary depends linearly and quadratically on years t since PhD, and also on gender: ln S = a 0 + a 1 t + a 2 t 2 + D G (model 2) Figure 1. Gender differences in salary (as a percentage) for all Princeton University faculty, for 11 years beginning October As discussed in the text, the gender differential is shown with no consideration of other factors (model 1: gender only), allowing for dependence of salary on the number of years since PhD and gender (model 2), dependence of salary on academic department, years since PhD and gender (model 3), and dependence on academic rank, academic department, years since PhD and gender (model 4). The error bars are inserted to indicate 68% confidence intervals. It is reasonable to suppose that any real gender bias is probably between models 3 and 4. Averaged over the 11-year period, the gender bias for all Princeton faculty does not exceed about -3.6%, but model 3 falls to -5% in 2001/2 and 2002/3. The dependence on t is not expected to be simple; the quadratic term is simply the first term beyond linear in a Taylor expansion. A least-squares fit was carried out using the actual salaries S to obtain the best-fit coefficients (a 0, a 1, a 2, D) for this model. The least-squares fitting procedure also provides a 1-σ uncertainty in the estimate of the gender coefficient D from the sample. The results are shown in Figure 1 as the curve labeled "model 2: gender + yrphd". The Appendix B: Section 3 Compensation Analysis 22

3 gender difference is reduced to about -8%, and appears to be relatively stable over the 11-year period. There are salary differences between departments, and women are not uniformly represented across the different departments: women constitute 30% of the humanities faculty, but only 8.8% of the engineering faculty. To see whether women's salaries are statistically different from those of their male colleagues in the same department, a model ln S = a 0 [dept] + a 1 t + a 2 t 2 + D G (model 3) was fitted to the salary data, where the coefficient a 0 was allowed to depend on the department. When this model is fitted to the data, the gender difference D is reduced, as seen in Figure 1: for the 11-year period, the mean difference is -3.6%. The use of years since PhD as an indicator for "experience and accomplishment" is obviously imperfect. Another indicator which one may consider is academic rank. To examine this effect, the salary data were fitted by a model ln S = a 0 [dept] + R[rank] + a 1 t + a 2 t 2 + D G (model 4) where the "rank coefficient" R=0 for assistant professors, with R[associate professor] and R[full professor] determined by least-squares fitting. This model results in quite small gender coefficients D for the entire Princeton faculty: the number varies from year to year, with average value -0.8%. For three years (1998, 1999, 2000) D was positive. Given the uncertainties, one cannot reject the hypothesis of zero gender bias: for 8 of the 11 years, D=0 was within the 1-σ error bars (68% confidence interval). Since there could conceivably be gender bias associated with the promotion process, it is possible that model 4 may underestimate the gender bias. On the other hand, model 3 where only departmental affiliation and time since PhD are considered in addition to gender will probably overestimate the gender bias. It is therefore reasonable to consider that the actual gender bias in salary falls somewhere between the results of model 3 and model 4. Thus, averaged over the 11-year period, the gender bias would appear to be between -3.6% and -0.8% for all Princeton faculty. Gender bias in salaries may be present, but it does not exceed about 3%, when averaged over the entire faculty. To focus on women in science and engineering, the above analysis has been carried out for only the faculty in Natural Sciences and Engineering, with results shown in Figure 2. The gender coefficients, averaged over the 11-year interval, are -2.3% for model 3 and -0.3% for model 4. The error bars are somewhat larger, due to the reduction in sample size. Appendix B: Section 3 Compensation Analysis 23

4 Figure 2. Gender differences in salary (as a percentage) for Natural Sciences and Engineering only. The same four models are applied. Averaged over the 11-year period, the gender bias for Natural Sciences and Engineering does not exceed about -2.3%, but model 3 falls to -4% in 2001/2 and 2002/3. To look for possible differences among the different areas of science, or between science and engineering, the above analysis was repeated on the following 4 subsets of the data: A. All Natural Sciences (Division III). B. Life Sciences: Molecular Biology, Ecology and Evolutionary Biology, and Psychology. C. Physical Sciences: Mathematics, Physics, Chemistry, Geosciences, and Astrophysics. D. Engineering (Div. IV): Civil & Environmental. Eng., Computer Science, Chemical Eng., Electrical Eng., Mechanical and Aerospace Eng., and Operations Research and Financial Eng. For each of these four samples, models 3 and 4 have been fitted to the data, resulting in lower and upper bounds on the gender bias in salary. Figure 3 shows the resulting gender coefficients Appendix B: Section 3 Compensation Analysis 24

5 for these 4 subsets. Because of the reduced sample sizes, the 1-σ uncertainties are increased relative to those in Figure 2. Table 1: Gender Bias in Salary, Average for (Negative entries indicate lower salaries for women.) Departmental Groupings Model 3 Model 4 Natural Sciences + Engr -2.3% -0.3% Natural Sciences -3.2% -1.7% Physical Sciences -3.5% -2.9% Life Sciences -4.3% -2.1% Div. IV: Engineering -5.1% -2.1% For all of Natural Sciences (see Table 1), the gender difference has a mean of -1.7% over the 11-year period if rank is allowed for (model 4). If no allowance is made for rank (model 3), the difference is -3.2%. However, for any given year the 1-σ uncertainty interval is approximately ± 4.5% so the bias is not statistically significant in any single year. This is apparent from the fact that zero falls within the 1-σ error bars for 8 of the 11 years (see Figure 3). To examine the possibility that there might be significant differences between different departments, the division of Natural Sciences has been divided into two subsets: (1) Physical Sciences and (2) Life Sciences. Physical Sciences has a gender difference of about -3% averaged over the 11 years, and similarly for Life Sciences. There is no evidence for significant differences between the physical science departments and the life science departments as regards gender bias in salary. Despite the 11-year history indicating that gender bias in salary does not exceed about 3%, it is disconcerting to observe a downward glitch in Figure 2 for 2001 and This is seen separately in Life Sciences and Physical Sciences (see Figure 3), so it is not the result of a single event: Physical Sciences had a gender difference (for model 4) of about -7% for years 2001 and Life Sciences had a gender difference (for model 4) of about -8% in 2001, and -5% in These downward glitches may be the result of retention and recruitment of individual senior men, or loss of senior women to other positions. Nevertheless, the hint of a trend is worrisome, particularly in view of the relative stability during the 9 preceding years. This trend should not be permitted to persist. Appendix B: Section 3 Compensation Analysis 25

6 Figure 3. Gender differences in salary (as a percentage) for four subsets of data: Engineering, all Natural Sciences, Physical Sciences and Life Sciences. Upper panels show gender differences for Engineering and for Natural Sciences. Lower panels show results for Physical Sciences (Mathematics, Physics, Chemistry, Geosciences, Astrophysics) and Life Sciences (Molecular Biology, Ecology and Evolutionary Biology, Psychology). For Engineering (see Figure 3), the gender difference (for model 4) has a mean of -2.1% over the 11-year period; 11 of the 11 years have D=0 within the 68% confidence interval. Appendix B: Section 3 Compensation Analysis 26

7 The conclusions of this analysis are as follows: over the 11 year period, Princeton University's salary policies appear to be close to gender-neutral (within 2-3%). However, for AY 2001/2 and AY 2002/3 the Natural Sciences show a gender difference of -6%, which must not be allowed to persist. 2. RECOMMENDATIONS The University should have as a target zero gender difference in salary to within ± 2% in each division, after allowing for years since PhD, department, and rank. The apparent downward trend in female salaries relative to male in Natural Sciences during AY 2001/2 and 2002/3 is disturbing. The Dean of Faculty's office should understand the causes of this downward trend, to ensure that it is not continued. The compensation analysis should be updated annually. This should be done in time to be available to the Faculty Committee on Appointments and Advancements (C/3) prior to setting salaries for the coming year. It might also be helpful to C/3 if software were available to the Dean of Faculty's office which would allow them to repeat the compensation analysis using the proposed salary increases, to see what the effects of proposed salary increases would be prior to making final decisions. Appendix B: Section 3 Compensation Analysis 27

Investigation of Gender Equity for Faculty Salaries at Colorado State University

Investigation of Gender Equity for Faculty Salaries at Colorado State University Investigation of Gender Equity for Faculty Salaries at Colorado State University The Truth, the Whole Truth... and some Opinions by Mary Meyer Statistics Department, CSU 1. Overview In May 2014, CSU Provost

More information

Report to the Academic Council on Faculty Salary Equity

Report to the Academic Council on Faculty Salary Equity May 7, 2015 Report to the Academic Council on Faculty Salary Equity The Academic Council s Faculty Compensation Committee delivered its biannual report on faculty salaries at the April 16 meeting of the

More information

Report on Faculty Salary Equity at the University of California, Santa Cruz. January 2015

Report on Faculty Salary Equity at the University of California, Santa Cruz. January 2015 Report on Faculty Salary Equity at the University of California, Santa Cruz January 2015 The primary goal of this study was to determine the relationships between gender and/or race/ethnicity, and faculty

More information

Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005)

Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005) Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005) Final Report March 2006 Implementation Committee for Gender Based Salary Adjustments (as identified

More information

FGCU Faculty Salary Compression and Inversion Study

FGCU Faculty Salary Compression and Inversion Study Compression and Inversion Study Submitted to: Steve Belcher Special Assistant for Faculty Affairs Office of Academic Affairs Florida Gulf Coast University Submitted by: The Balmoral Group, LLC Responsible

More information

Top Universities Have Top Economics Departments

Top Universities Have Top Economics Departments Top Universities Have Top Economics Departments S. Bora¼gan Aruoba y University of Maryland Department of Economics May 11, 2016 1 Introduction It is nearly impossible to be a top university without a

More information

Final Report. Gender and Ethnic-Minority Equity in Faculty Salaries. at the University of Iowa, 2004-2005

Final Report. Gender and Ethnic-Minority Equity in Faculty Salaries. at the University of Iowa, 2004-2005 Final Report on a Study of Gender and Ethnic-Minority Equity in Faculty Salaries at the University of Iowa, 2004-2005 Conducted and prepared by Lee Anna Clark, Professor, Department of Psychology and former

More information

Johns Hopkins University Bloomberg School of Public Health

Johns Hopkins University Bloomberg School of Public Health Johns Hopkins University Bloomberg School of Public Health Report on Johns Hopkins University School of Medicine Faculty Salary Analysis, 2003-2004 With Additional Comments November 29, 2005 Objectives:

More information

Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005)

Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005) Implementation Committee for Gender Based Salary Adjustments (as identified in the Pay Equity Report, 2005) Final Report March 2006 Implementation Committee for Gender Based Salary Adjustments (as identified

More information

Cohort Analysis of Retention, Promotion and Tenure for Tenured/Tenure track Faculty, Texas A&M University: Executive Summary

Cohort Analysis of Retention, Promotion and Tenure for Tenured/Tenure track Faculty, Texas A&M University: Executive Summary Cohort Analysis of Retention, Promotion and Tenure for Tenured/Tenure track Faculty, Texas A&M University: Executive Summary This report summarizes findings from the fall 2015 analysis of retention and

More information

GENDER EQUITY ASSESSMENT: Faculty Compensation and Headcounts

GENDER EQUITY ASSESSMENT: Faculty Compensation and Headcounts GENDER EQUITY ASSESSMENT: Faculty Compensation and Headcounts May 2013 CONTENTS GENDER EQUITY IN THE COLLEGE OF LIBERAL ARTS... 3 EXECUTIVE SUMMARY... 3 ACADEMIC RATES AND SALARIES, 2002 2011... 4 Figure

More information

Why Do Field Differentials In Average Faculty Salaries Vary Across Universities?

Why Do Field Differentials In Average Faculty Salaries Vary Across Universities? Cornell University ILR School DigitalCommons@ILR Working Papers ILR Collection 6-2-2005 Why Do Field Differentials In Average Faculty Salaries Vary Across Universities? Ronald G. Ehrenberg Cornell University,

More information

COLLEGE ALGEBRA IN CONTEXT: Redefining the College Algebra Experience

COLLEGE ALGEBRA IN CONTEXT: Redefining the College Algebra Experience COLLEGE ALGEBRA IN CONTEXT: Redefining the College Algebra Experience Ronald J. HARSHBARGER, Ph.D. Lisa S. YOCCO University of South Carolina Beaufort Georgia Southern University 1 College Center P.O.

More information

Some Here, More There: What Attracts Women to Engineering Majors? Dr. Elizabeth Litzler University of Washington Center for Workforce Development

Some Here, More There: What Attracts Women to Engineering Majors? Dr. Elizabeth Litzler University of Washington Center for Workforce Development Some Here, More There: What Attracts Women to Engineering Majors? Dr. Elizabeth Litzler University of Washington Center for Workforce Development WEPAN 2011-2012 Webinar Series Host: Diane Matt, Executive

More information

EDUCATION NEWS. Salaries, Recruitment, and Retention for CRNA Faculty Part 1

EDUCATION NEWS. Salaries, Recruitment, and Retention for CRNA Faculty Part 1 EDUCATION NEWS Elizabeth Merwin, RN, PhD, FAAN Steven Stern, PhD Lorraine M. Jordan, CRNA, PhD Salaries, Recruitment, and Retention for CRNA Faculty Part 1 The nature of differences in salaries between

More information

NY Times, Dec. 16, 2012, How to attack the pay gap? Speak up Jessica Bennett

NY Times, Dec. 16, 2012, How to attack the pay gap? Speak up Jessica Bennett There has clearly been much progress since President John F. Kennedy signed the Equal Pay Act in 1963, mandating that men and women be paid equally for equal work. Yet nearly 50 years later, if you look

More information

Gender and Salary Study. Academic year 2011-2012

Gender and Salary Study. Academic year 2011-2012 Gender and Salary Study Academic year 2011-2012 Data Assistant Professor, Associate Professor and Professor Both tenure and non-tenure streams Excludes clinical faculty in the School of Medicine. Analyses

More information

CHAPTER 11 CHI-SQUARE: NON-PARAMETRIC COMPARISONS OF FREQUENCY

CHAPTER 11 CHI-SQUARE: NON-PARAMETRIC COMPARISONS OF FREQUENCY CHAPTER 11 CHI-SQUARE: NON-PARAMETRIC COMPARISONS OF FREQUENCY The hypothesis testing statistics detailed thus far in this text have all been designed to allow comparison of the means of two or more samples

More information

University of Virginia. Faculty Salary Study Task. Force Report to the Provost

University of Virginia. Faculty Salary Study Task. Force Report to the Provost University of Virginia Faculty Salary Study Task Force Report to the Provost 2014 Page ii Table of Contents Preface... v Executive Summary... vii Introduction... 1 I. Background... 1 II. Available Data

More information

Adverse Impact Ratio for Females (0/ 1) = 0 (5/ 17) = 0.2941 Adverse impact as defined by the 4/5ths rule was not found in the above data.

Adverse Impact Ratio for Females (0/ 1) = 0 (5/ 17) = 0.2941 Adverse impact as defined by the 4/5ths rule was not found in the above data. 1 of 9 12/8/2014 12:57 PM (an On-Line Internet based application) Instructions: Please fill out the information into the form below. Once you have entered your data below, you may select the types of analysis

More information

STATISTICAL ANALYSIS OF UBC FACULTY SALARIES: INVESTIGATION OF

STATISTICAL ANALYSIS OF UBC FACULTY SALARIES: INVESTIGATION OF STATISTICAL ANALYSIS OF UBC FACULTY SALARIES: INVESTIGATION OF DIFFERENCES DUE TO SEX OR VISIBLE MINORITY STATUS. Oxana Marmer and Walter Sudmant, UBC Planning and Institutional Research SUMMARY This paper

More information

Basic Concepts in Research and Data Analysis

Basic Concepts in Research and Data Analysis Basic Concepts in Research and Data Analysis Introduction: A Common Language for Researchers...2 Steps to Follow When Conducting Research...3 The Research Question... 3 The Hypothesis... 4 Defining the

More information

Salaries of HIM Professionals

Salaries of HIM Professionals Salaries of HIM Professionals DATA FOR DECISIONS: THE HIM WORKFORCE AND WORKPLACE Salaries of HIM Professionals This workforce research study is funded through AHIMA's Foundation of Research and Education

More information

NINE DECLINING FACULTY WAGE PREMIUMS: ANALYSIS OVER TIME BY GENDER IN THE PUBLIC AND PRIVATE SECTORS. Frederick G. Floss i

NINE DECLINING FACULTY WAGE PREMIUMS: ANALYSIS OVER TIME BY GENDER IN THE PUBLIC AND PRIVATE SECTORS. Frederick G. Floss i 187 Wagadu Volume 9 Fall 2011 NINE DECLINING FACULTY WAGE PREMIUMS: ANALYSIS OVER TIME BY GENDER IN THE PUBLIC AND PRIVATE SECTORS Frederick G. Floss i Abstract: The wage premium is the relative wage of

More information

Increasing Diversity in your Department

Increasing Diversity in your Department Increasing Diversity in your Department Speakers Best Hiring Practices: Addressing Unconscious Bias Caroline Simpson, Florida International University Tools for Recruiting a Diverse Applicant Pool Andrew

More information

ADVANCing Women in STEM at Florida International University. Caroline Simpson Assoc. Professor Dept. of Physics

ADVANCing Women in STEM at Florida International University. Caroline Simpson Assoc. Professor Dept. of Physics ADVANCing Women in STEM at Florida International University Caroline Simpson Assoc. Professor Dept. of Physics About FIU Large urban public research university located in Miami, FL. Founded in 1965 4th

More information

A Study of Incidence Experience for Taiwan Life Insurance

A Study of Incidence Experience for Taiwan Life Insurance A Study of Incidence Experience for Taiwan Life Insurance Jack C. Yue 1 and Hong-Chih Huang 2 ABSTRACT Mortality improvement has become a major issue in ratemaking for the insurance companies, and it is

More information

The Mid-Career Mentoring Program at the University of North Carolina at Charlotte. Kim Buch

The Mid-Career Mentoring Program at the University of North Carolina at Charlotte. Kim Buch The Mid-Career Mentoring Program at the University of North Carolina at Charlotte Kim Buch Associate Professor of Psychology ADVANCE Co-Principal Investigator The ADVANCE Program at UNC Charlotte Funded

More information

Report of the Sloan School of Management

Report of the Sloan School of Management Report of the Sloan School of Management Reports of the Committees on the Status of Women Faculty March 2002 Massachusetts Institute of Technology Statement from the Dean of the Sloan School of Management

More information

Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable

Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable Higher Education Legal Advocacy Project, Equal Rights Advocates February 1, 2003, Roundtable not for further distribution without permission of author MARY ANN MASON UC BERKELEY FACULTY WORK AND FAMILY

More information

General Findings Over the five years being reviewed (2006 to 2011) there were 566 applicants for 210 positions.

General Findings Over the five years being reviewed (2006 to 2011) there were 566 applicants for 210 positions. The Applicant Tracking Process An applicant tracking system, generally speaking, is a system used to track those who apply for positions. This tracking can be as complex as housing the application and

More information

Tenure and Promotion Criteria and Procedures Department of Computer Science and Engineering University of South Carolina, Columbia, SC 29208

Tenure and Promotion Criteria and Procedures Department of Computer Science and Engineering University of South Carolina, Columbia, SC 29208 Tenure and Promotion Criteria and Procedures Department of Computer Science and Engineering University of South Carolina, Columbia, SC 29208 UCTP Approval: February 20, 2002 Recommendations of the tenured

More information

Faculty compensation is a vital issue,

Faculty compensation is a vital issue, THE NEA 2002 ALMANAC OF HIGHER EDUCATION 11 Faculty Salaries: Recent Trends by Suzanne B. Clery and John B. Lee Suzanne B. Clery is a senior research associate at JBL Associates, Inc., a Bethesda, Maryland,

More information

Online Appendix to Are Risk Preferences Stable Across Contexts? Evidence from Insurance Data

Online Appendix to Are Risk Preferences Stable Across Contexts? Evidence from Insurance Data Online Appendix to Are Risk Preferences Stable Across Contexts? Evidence from Insurance Data By LEVON BARSEGHYAN, JEFFREY PRINCE, AND JOSHUA C. TEITELBAUM I. Empty Test Intervals Here we discuss the conditions

More information

Measurement and Metrics Fundamentals. SE 350 Software Process & Product Quality

Measurement and Metrics Fundamentals. SE 350 Software Process & Product Quality Measurement and Metrics Fundamentals Lecture Objectives Provide some basic concepts of metrics Quality attribute metrics and measurements Reliability, validity, error Correlation and causation Discuss

More information

International Students by Concentration and Level of Study

International Students by Concentration and Level of Study International Students by Concentration and Level of Study Fiscal Year 7/1/2014 through 6/30/2015 Concentration Degree Level Total Anthropology Doctorate 5 Anthropology Total 11 Applied & Computational

More information

An Introduction to Statistics Course (ECOE 1302) Spring Semester 2011 Chapter 10- TWO-SAMPLE TESTS

An Introduction to Statistics Course (ECOE 1302) Spring Semester 2011 Chapter 10- TWO-SAMPLE TESTS The Islamic University of Gaza Faculty of Commerce Department of Economics and Political Sciences An Introduction to Statistics Course (ECOE 130) Spring Semester 011 Chapter 10- TWO-SAMPLE TESTS Practice

More information

National Research Council (NRC) Assessment of Doctoral Programs

National Research Council (NRC) Assessment of Doctoral Programs National Research Council (NRC) Assessment of Doctoral Programs NRC Assessment What Is It? A study of the quality and characteristics of doctoral programs in the U.S. o Only programs in the Arts and Sciences

More information

2014 JOINT ADMINISTRATION-SENATE OVERSIGHT COMMITTEE ON FACULTY SALARY EQUITY ANALYSES

2014 JOINT ADMINISTRATION-SENATE OVERSIGHT COMMITTEE ON FACULTY SALARY EQUITY ANALYSES 2014 JOINT ADMINISTRATION-SENATE OVERSIGHT COMMITTEE ON FACULTY SALARY EQUITY ANALYSES Contents List of Figures List of Tables iv vi 1 Summary and Recommendations 2 1.1 Summary of Findings...............................

More information

Regression Analysis: A Complete Example

Regression Analysis: A Complete Example Regression Analysis: A Complete Example This section works out an example that includes all the topics we have discussed so far in this chapter. A complete example of regression analysis. PhotoDisc, Inc./Getty

More information

Persistence of Women and Minorities in STEM Field Majors: Is it the School That Matters?

Persistence of Women and Minorities in STEM Field Majors: Is it the School That Matters? Cornell University ILR School DigitalCommons@ILR Working Papers ILR Collection 3-2010 Persistence of Women and Minorities in STEM Field Majors: Is it the School That Matters? Amanda L. Griffith Wake Forest

More information

Inferential Statistics

Inferential Statistics Inferential Statistics Sampling and the normal distribution Z-scores Confidence levels and intervals Hypothesis testing Commonly used statistical methods Inferential Statistics Descriptive statistics are

More information

UNIVERSITY OF MAINE SYSTEM FACULTY AND TENURE STATISTICS

UNIVERSITY OF MAINE SYSTEM FACULTY AND TENURE STATISTICS FACULTY AND TENURE STATISTICS This report provides a statistical summary of the tenure status and demographic characteristics of faculty at the University of Maine System. Both current information and

More information

Steve and Clint Marchant Data Based Insights, Inc. on behalf of the ACS Department of Research & Market Insights. March 5, 2015

Steve and Clint Marchant Data Based Insights, Inc. on behalf of the ACS Department of Research & Market Insights. March 5, 2015 Starting Salaries of Chemists And Chemical Engineers: 2014 Analysis of the American Chemical Society's Survey Of New Graduates in Chemistry and Chemical Engineering Steve and Clint Marchant Data Based

More information

Chapter 5: Analysis of The National Education Longitudinal Study (NELS:88)

Chapter 5: Analysis of The National Education Longitudinal Study (NELS:88) Chapter 5: Analysis of The National Education Longitudinal Study (NELS:88) Introduction The National Educational Longitudinal Survey (NELS:88) followed students from 8 th grade in 1988 to 10 th grade in

More information

The Postdoctoral Community at Oregon State University January, 2013

The Postdoctoral Community at Oregon State University January, 2013 The Postdoctoral Community at Oregon State University January, 2013 This report provides a snapshot of the postdoctoral community at OSU as of January 2013. There are six types of non-professorial appointments

More information

Executive Summary and Recommendations

Executive Summary and Recommendations Executive Summary and Recommendations To download a free copy of the complete report, go to www.aauw.org/learn/research/whysofew.cfm. Executive Summary Women have made tremendous progress in education

More information

Exercise 1.12 (Pg. 22-23)

Exercise 1.12 (Pg. 22-23) Individuals: The objects that are described by a set of data. They may be people, animals, things, etc. (Also referred to as Cases or Records) Variables: The characteristics recorded about each individual.

More information

Link to University's Strategic Plan (Strategy #) Goal 1.1 Strategy 1.1.1

Link to University's Strategic Plan (Strategy #) Goal 1.1 Strategy 1.1.1 Mission Statement: The mission of the College of Engineering is to provide an innovative academic program of excellence at both the undergraduate and graduate levels, judged by the highest standards in

More information

Does Science Discriminate against Women? Evidence from Academia, 1973 97. Donna K. Ginther. Working Paper 2001-02 February 2001. Working Paper Series

Does Science Discriminate against Women? Evidence from Academia, 1973 97. Donna K. Ginther. Working Paper 2001-02 February 2001. Working Paper Series Does Science Discriminate against Women? Evidence from Academia, 1973 97 Donna K. Ginther Working Paper 2001-02 February 2001 Working Paper Series Does Science Discriminate against Women? Evidence from

More information

Dean for Natural and Applied Sciences

Dean for Natural and Applied Sciences About Hope College Hope College is a strong co-educational, undergraduate, residential, Christian liberal arts college of 3,300 students from 45 states and 35 different countries. Hope s beautiful and

More information

2. Professor, Department of Risk Management and Insurance, National Chengchi. University, Taipei, Taiwan, R.O.C. 11605; jerry2@nccu.edu.

2. Professor, Department of Risk Management and Insurance, National Chengchi. University, Taipei, Taiwan, R.O.C. 11605; jerry2@nccu.edu. Authors: Jack C. Yue 1 and Hong-Chih Huang 2 1. Professor, Department of Statistics, National Chengchi University, Taipei, Taiwan, R.O.C. 11605; csyue@nccu.edu.tw 2. Professor, Department of Risk Management

More information

SPSS: Descriptive and Inferential Statistics. For Windows

SPSS: Descriptive and Inferential Statistics. For Windows For Windows August 2012 Table of Contents Section 1: Summarizing Data...3 1.1 Descriptive Statistics...3 Section 2: Inferential Statistics... 10 2.1 Chi-Square Test... 10 2.2 T tests... 11 2.3 Correlation...

More information

Vijay K. Dhir Dean. Richard D. Wesel Associate Dean Academic and Student Affairs. Jane P. Chang Associate Dean Research and Physical Resources

Vijay K. Dhir Dean. Richard D. Wesel Associate Dean Academic and Student Affairs. Jane P. Chang Associate Dean Research and Physical Resources Report to the University-Wide Council on Engineering Education (UCEE) Henry Samueli School of Engineering and Applied Science University of California, Los Angeles Vijay K. Dhir Dean Richard D. Wesel Associate

More information

The Center for the Education of Women University of Michigan March 2012

The Center for the Education of Women University of Michigan March 2012 Use of Modified Duties and Tenure Clock Stop Policies by Faculty at the University of Michigan A Comparison of 1996 and 2010 Faculty Work-Life Study Data The Center for the Education of Women University

More information

11. Analysis of Case-control Studies Logistic Regression

11. Analysis of Case-control Studies Logistic Regression Research methods II 113 11. Analysis of Case-control Studies Logistic Regression This chapter builds upon and further develops the concepts and strategies described in Ch.6 of Mother and Child Health:

More information

Gender and Racial Diversity in the Structural Engineering Profession

Gender and Racial Diversity in the Structural Engineering Profession Gender and Racial Diversity in the Structural Engineering Profession E. N. Leong 1, A.B. Liel 1, J. Mitrani-Reiser 2, E. Guglielmo 3, D. Friis 4, D. Lumbard 5, R. Oliveira 6, R. Pekelnicky 7 1 Dept. of

More information

Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008

Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008 Executive Summary A Racial/Ethnic Comparison of Career Attainments in Healthcare Management Summary Report 2008 Background....1 Methods.. 1 Major Findings..2 Conclusions...7 Recommendations...8 Background

More information

School of Nursing Faculty Salary Equity Report and Action Plan

School of Nursing Faculty Salary Equity Report and Action Plan July 1, 2015 School of Nursing Faculty Salary Equity Report and Action Plan Shari L. Dworkin, Ph.D., M.S. Associate Dean for Academic Affairs Overview: In 2012, then UC President Mark Yudof charged each

More information

!.!. = 10!"! 1!!!!!!!!!

!.!. = 10!! 1!!!!!!!!! ALBERTA WEIGHTLIFTING ASSOCIATION The Sinclair Coefficients for the Olympiad January 1, 2013 to December 31, 2016 For Men's and Women's Olympic Weightlifting The Sinclair coefficients, derived statistically,

More information

Penalized regression: Introduction

Penalized regression: Introduction Penalized regression: Introduction Patrick Breheny August 30 Patrick Breheny BST 764: Applied Statistical Modeling 1/19 Maximum likelihood Much of 20th-century statistics dealt with maximum likelihood

More information

Adopting a Mentoring Program for Female Faculty in STEM at a New Campus and the Factors Determining Success: A Literature Review i

Adopting a Mentoring Program for Female Faculty in STEM at a New Campus and the Factors Determining Success: A Literature Review i Adopting a Mentoring Program for Female Faculty in STEM at a New Campus and the Factors Determining Success: A Literature Review i Hamadi McIntosh University of Florida hammcin@ufl.edu July 2013 This paper

More information

Table 1. Number and Percent of Women Faculty in Science/Engineering by Department, 2006. Division/Department Women Men % Women

Table 1. Number and Percent of Women Faculty in Science/Engineering by Department, 2006. Division/Department Women Men % Women Table 1. Number and Percent of Women Faculty in Science/Engineering by Department, 2006 Division/Department Women Men % Women Physical Sciences 59.50 400.80 12.9% Biological Systems Engineering 1.00 12.25

More information

DEGREE STATISTICS. September 1, 2013 December 31, 2013 May 31, 2014. Office of the Registrar Villanova University

DEGREE STATISTICS. September 1, 2013 December 31, 2013 May 31, 2014. Office of the Registrar Villanova University DEGREE STATISTICS September 1, 2013 December 31, 2013 May 31, 2014 Office of the Registrar Villanova University Data compiled 8/15/2014 2013-2014 MULTIPLE DEGREES This report contains a count of all students

More information

DEGREE STATISTICS. September 1, 2014 December 31, 2014 May 31, 2015. Villanova University Office of the Registrar

DEGREE STATISTICS. September 1, 2014 December 31, 2014 May 31, 2015. Villanova University Office of the Registrar DEGREE STATISTICS September 1, 2014 December 31, 2014 May 31, 2015 Villanova University Office of the Registrar Data compiled 8/15/2015 2014-2015 MULTIPLE DEGREES This report contains a count of all students

More information

Unit 26: Small Sample Inference for One Mean

Unit 26: Small Sample Inference for One Mean Unit 26: Small Sample Inference for One Mean Prerequisites Students need the background on confidence intervals and significance tests covered in Units 24 and 25. Additional Topic Coverage Additional coverage

More information

Committee on Academic Personnel. 2001-2002 Annual Report

Committee on Academic Personnel. 2001-2002 Annual Report University of California, Santa Cruz 2001-2002 Annual Report To the Academic Senate, Santa Cruz Division: Summary In addition to the traditional method of reporting on CAP activities, we are including

More information

8/12/15 Summary of Results of Survey of US Academic Departments that Include Planetary Science

8/12/15 Summary of Results of Survey of US Academic Departments that Include Planetary Science 8/12/15 Summary of Results of Survey of US Academic Departments that Include Planetary Science A survey was sent out to university departments around the US that were thought to include faculty involved

More information

NCSS Statistical Software Principal Components Regression. In ordinary least squares, the regression coefficients are estimated using the formula ( )

NCSS Statistical Software Principal Components Regression. In ordinary least squares, the regression coefficients are estimated using the formula ( ) Chapter 340 Principal Components Regression Introduction is a technique for analyzing multiple regression data that suffer from multicollinearity. When multicollinearity occurs, least squares estimates

More information

Small Business Research Summary

Small Business Research Summary Office of Advocacy www.sba.gov/advocacy Small Business Research Summary October 2014 No. 424 Understanding the Gender Gap in STEM Fields Entrepreneurship By Margaret E. Blume-Kohout, MBK Analytics, LLC,

More information

Departmental Salary Data 2009-2010

Departmental Salary Data 2009-2010 Departmental Data LIST OF CONTENTS Explanatory Notes............................ i Total University........................... ii SECTION A COLLEGE SUMMARIES College of Liberal Arts & Sciences.........................

More information

Body Mass Index, Overweight, and Obesity in Adult Participants

Body Mass Index, Overweight, and Obesity in Adult Participants Body Mass Index, Overweight, and Obesity in Adult Participants NOTE: BMI is calculated as: Weight (kg) / (Height (m)) 2. Height and weight were self-reported by project participants. Previous studies have

More information

Strategic Plan 2012 2020

Strategic Plan 2012 2020 Department of Economics College of Arts and Sciences Texas Tech University Strategic Plan 2012 2020 Mission The Department of Economics is dedicated to excellence in teaching, research, and service. The

More information

Simple Predictive Analytics Curtis Seare

Simple Predictive Analytics Curtis Seare Using Excel to Solve Business Problems: Simple Predictive Analytics Curtis Seare Copyright: Vault Analytics July 2010 Contents Section I: Background Information Why use Predictive Analytics? How to use

More information

The authors analyze the responses from 126 project manager interviews for general area-of-work and gender trends and report the results.

The authors analyze the responses from 126 project manager interviews for general area-of-work and gender trends and report the results. Lessons Learned from Interviewing Project Managers R. Anthony (Tony) MAI The Dow Chemical Company P.O. Box 8361 South Charleston, WV 25303 Eldon R. LARSEN Engineering and Computer Science Division College

More information

Salary, space, and satisfaction: An examination of gender differences in the sciences

Salary, space, and satisfaction: An examination of gender differences in the sciences ABSTRACT Salary, space, and satisfaction: An examination of gender differences in the sciences Marjorie Darrah West Virginia University James Hougland University of Kentucky Barbara Prince West Virginia

More information

DOES MORTALITY DIFFER BETWEEN PUBLIC AND PRIVATE SECTOR WORKERS?

DOES MORTALITY DIFFER BETWEEN PUBLIC AND PRIVATE SECTOR WORKERS? RETIREMENT RESEARCH State and Local Pension Plans Number 44, June 2015 DOES MORTALITY DIFFER BETWEEN PUBLIC AND PRIVATE SECTOR WORKERS? By Alicia H. Munnell, Jean-Pierre Aubry, and Geoffrey T. Sanzenbacher*

More information

PROGRAM ASSESSMENT: EDUCATION. Graduate Education

PROGRAM ASSESSMENT: EDUCATION. Graduate Education Graduate Education A. Graduate student overview The Department of Agronomy offers M.S. and Ph. D degrees in several areas of crop and soil science, and until recently, student participation has been evenly

More information

Faculty Salary Report. Faculty Senate Committee on the Economic Status of the Profession Northern Illinois University.

Faculty Salary Report. Faculty Senate Committee on the Economic Status of the Profession Northern Illinois University. EXECUTIVE: 11-12-14 STEERING: FACULTY SENATE: 11-19-14 UNIVERSITY COUNCIL: REFER TO: Faculty Salary Report Faculty Senate Committee on the Economic Status of the Profession Northern October 2014 Acknowledgements

More information

Wiswall, Labor Economics (Undergraduate), Fall QUIZ. Instructions: Write all answers on the separate answer sheet.

Wiswall, Labor Economics (Undergraduate), Fall QUIZ. Instructions: Write all answers on the separate answer sheet. Wiswall, Labor Economics (Undergraduate), Fall 2005 1 QUIZ Instructions: Write all answers on the separate answer sheet. Make sure you write your name on this answer sheet. (68 points total) Multiple Choice

More information

Negotiated Salary Trial Program University of California, Irvine 2013-14 Report (First Year) -- January 2015

Negotiated Salary Trial Program University of California, Irvine 2013-14 Report (First Year) -- January 2015 Negotiated Salary Trial Program University of California, Irvine 2013-14 Report (First Year) -- January 2015 The University of California, Irvine is one of three UC campuses 1 selected to participate in

More information

CURRENT RESEARCH IN SOCIAL PSYCHOLOGY http://www.uiowa.edu/~grpproc/crisp/crisp.html

CURRENT RESEARCH IN SOCIAL PSYCHOLOGY http://www.uiowa.edu/~grpproc/crisp/crisp.html CURRENT RESEARCH IN SOCIAL PSYCHOLOGY http://www.uiowa.edu/~grpproc/crisp/crisp.html Volume 14, No. 10 Submitted: March 17, 2009 First Revision: March 25, 2009 Accepted: May 20, 2009 Published: June 10,

More information

Reporting Low-level Analytical Data

Reporting Low-level Analytical Data W. Horwitz, S. Afr. J. Chem., 2000, 53 (3), 206-212, , . [formerly: W. Horwitz, S. Afr. J. Chem.,

More information

ima Understanding and Implementing 2014 International Salary Survey The Association of Accountants and Financial Professionals in Business

ima Understanding and Implementing 2014 International Salary Survey The Association of Accountants and Financial Professionals in Business The Association of 2014 International Salary Survey ima Accountants and Financial Professionals Younger Members Earning More in Business Understanding and Implementing Internet 2014 INTERNATIONAL E-Commerce

More information

Supplement to the Common Application Class of 2019

Supplement to the Common Application Class of 2019 Princeton Supplement to the Common Application Page 1 Supplement to the Common Application Class of 2019 Final postmark or electronic submission deadline for restrictive early action is Nov. 1, 2014, and

More information

Age to Age Factor Selection under Changing Development Chris G. Gross, ACAS, MAAA

Age to Age Factor Selection under Changing Development Chris G. Gross, ACAS, MAAA Age to Age Factor Selection under Changing Development Chris G. Gross, ACAS, MAAA Introduction A common question faced by many actuaries when selecting loss development factors is whether to base the selected

More information

Describing Two-Way Interactions

Describing Two-Way Interactions University of Washington Psychology Writing Center psywc@uw.edu http://www.psych.uw.edu/psych.php#p=339 Describing Two-Way Interactions The purpose of this handout is to help you to find the language to

More information

UMass Amherst Programs in NRC Assessment of Research Doctorate Programs Updated April, 2011

UMass Amherst Programs in NRC Assessment of Research Doctorate Programs Updated April, 2011 UMass Amherst in NRC Assessment of Research Doctorate R R S S Broad Field Field Agricultural Sciences Food Science 3 1 8 1 2 Agricultural Sciences Forestry and Forest Sciences 1 15 31 15 29 Agricultural

More information

MATH 2300 review problems for Exam 3 ANSWERS

MATH 2300 review problems for Exam 3 ANSWERS MATH 300 review problems for Exam 3 ANSWERS. Check whether the following series converge or diverge. In each case, justify your answer by either computing the sum or by by showing which convergence test

More information

Where there is a will

Where there is a will Where there is a will Legal Documents Among The 50+ Population: Findings From an AARP Survey Prepared for AARP Program Development and Services by AARP Research Group Released April 2000 LEGAL DOCUMENTS

More information

France Chapter. Salary by Employment Level, Education Level, Sex, Age, and Years Experience...2

France Chapter. Salary by Employment Level, Education Level, Sex, Age, and Years Experience...2 Society for Technical Communication France Chapter 2006 France Salary Survey The France Chapter of the STC recently surveyed people working as technical communicators in France about their salaries. The

More information

Analysis of State of Vermont. Employee Engagement Survey Results 2013. January 2014

Analysis of State of Vermont. Employee Engagement Survey Results 2013. January 2014 Analysis of State of Vermont Employee Engagement Survey Results 2013 January 2014 Prepared by: Douglas Pine, Ph.D. Vermont Department of Human Resources Table of Contents Introduction... 5 Methodology...

More information

Proposal for the Establishment of the Life and Environmental Sciences (LES) Bylaw Unit (formerly the School of Natural Sciences bylaw unit)

Proposal for the Establishment of the Life and Environmental Sciences (LES) Bylaw Unit (formerly the School of Natural Sciences bylaw unit) Proposal for the Establishment of the Life and Environmental Sciences (LES) Bylaw Unit (formerly the School of Natural Sciences bylaw unit) 1. Justification of the unit in terms of campus and University-wide

More information

Introduction to Stata

Introduction to Stata Introduction to Stata September 23, 2014 Stata is one of a few statistical analysis programs that social scientists use. Stata is in the mid-range of how easy it is to use. Other options include SPSS,

More information

DESCRIPTIVE STATISTICS. The purpose of statistics is to condense raw data to make it easier to answer specific questions; test hypotheses.

DESCRIPTIVE STATISTICS. The purpose of statistics is to condense raw data to make it easier to answer specific questions; test hypotheses. DESCRIPTIVE STATISTICS The purpose of statistics is to condense raw data to make it easier to answer specific questions; test hypotheses. DESCRIPTIVE VS. INFERENTIAL STATISTICS Descriptive To organize,

More information

Association Between Variables

Association Between Variables Contents 11 Association Between Variables 767 11.1 Introduction............................ 767 11.1.1 Measure of Association................. 768 11.1.2 Chapter Summary.................... 769 11.2 Chi

More information

Institute of Actuaries of India Subject CT3 Probability and Mathematical Statistics

Institute of Actuaries of India Subject CT3 Probability and Mathematical Statistics Institute of Actuaries of India Subject CT3 Probability and Mathematical Statistics For 2015 Examinations Aim The aim of the Probability and Mathematical Statistics subject is to provide a grounding in

More information

Research Variables. Measurement. Scales of Measurement. Chapter 4: Data & the Nature of Measurement

Research Variables. Measurement. Scales of Measurement. Chapter 4: Data & the Nature of Measurement Chapter 4: Data & the Nature of Graziano, Raulin. Research Methods, a Process of Inquiry Presented by Dustin Adams Research Variables Variable Any characteristic that can take more than one form or value.

More information

Enrollment and Generated Credit Hours in Summer Session Courses Offered by the Department

Enrollment and Generated Credit Hours in Summer Session Courses Offered by the Department College of Arts and Sciences Prepared by: Planning, Research, and Policy Analysis (PRPA) 438-8393 Page 1 Department of Chemistry Prepared by: Planning, Research, and Policy Analysis (PRPA) 438-8393 Page

More information