Engineering Technology Faculty: Attract, Retain, and Motivate Through Total Compensation and Work Experiences

摘要

Since 1977, the Purdue School of Engineering and Technology at Indiana University Purdue University Indianapolis (IUPUI) has conducted and sponsored a national engineering technology faculty salary survey. The Engineering Technology Faculty Salary Survey is conducted annually in cooperation with the Engineering Technology Council (ETC) and the Engineering Technology Division (ETD) of the American Society of Engineering Education (ASEE). The survey has approximately 75 to 90 two- and four-year engineering technology institutions nationwide who participate. The survey results provide engineering technology administrators with a list of participating schools; a summary of minimum, average, and maximum salaries reported separately for two- and four-year schools; a summary of minimum, average, and maximum salaries for all participating schools; raw data listed by code number for all schools; a ten-year salary summary for faculty and administrators; and graphs of the salary data by region and number of faculty. Reports such as the Engineering Technology Faculty Salary Survey have proven to be a reliable source for developing school compensation plans which seek to attract, retain, and motivate faculty. Some compensation plans not only incorporate guidelines for meritorious increases but also contain suggested plans for new faculty that may include reduced teaching loads, summer support, and/or start-up funds. This paper will include the 2001-02 Engineering Technology Faculty Salary Survey results. Results of mini-survey conducted in conjunction with the 2001-02 Engineering Technology Faculty Salary Survey concerning new faculty startup funds, new faculty summer support, and faculty teaching assistants will also be reported in this paper. New faculty teaching loads, the teaching of on-line courses, provisions of internal grants, requirements for participating in assessment, peer review, and post tenure review are some of the other questions which were included in the mini-survey. A discussion of how leaders in engineering technology can use total compensation and work experience to enhance their abilities to attract, retain, and motivate their faculty will also be included in this paper.