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Author: Kathryn Shaw Publisher: ISBN: Category : Industrial productivity Languages : en Pages : 48
Book Description
A key tenet of the theory of human capital is that investment in skills results in higher productivity. The previous literature has estimated the degree of investment in human capital for individuals by looking at individual wage growth as a proxy for productivity growth. In this paper, we have both wage and personal productivity data, and thus are able to measure of the increase in workers' output with tenure. The data is from an autoglass company. Most of production occurs at the individual level so measures of output are clear. We find a very steep learning curve in the year on the job: output is 53 percent higher after one year than it is initially when hired. These output gains with tenure are not reflected in equal percentage pay gains: pay profiles are much flatter than output profiles in the first year and a half on the job. For these data, using wage profiles significantly underestimates the amount of investment compared to the gains evident in output-tenure profiles. The pattern of productivity rising more rapidly than pay reverses after two years of tenure. Worker selection is also important. Workers who stay longer have higher output levels and faster early learning.
Author: Kathryn Shaw Publisher: ISBN: Category : Industrial productivity Languages : en Pages : 48
Book Description
A key tenet of the theory of human capital is that investment in skills results in higher productivity. The previous literature has estimated the degree of investment in human capital for individuals by looking at individual wage growth as a proxy for productivity growth. In this paper, we have both wage and personal productivity data, and thus are able to measure of the increase in workers' output with tenure. The data is from an autoglass company. Most of production occurs at the individual level so measures of output are clear. We find a very steep learning curve in the year on the job: output is 53 percent higher after one year than it is initially when hired. These output gains with tenure are not reflected in equal percentage pay gains: pay profiles are much flatter than output profiles in the first year and a half on the job. For these data, using wage profiles significantly underestimates the amount of investment compared to the gains evident in output-tenure profiles. The pattern of productivity rising more rapidly than pay reverses after two years of tenure. Worker selection is also important. Workers who stay longer have higher output levels and faster early learning.
Author: Richard P. Chait Publisher: Harvard University Press ISBN: 0674029348 Category : Education Languages : en Pages : 349
Book Description
Tenure is the abortion issue of the academy, igniting arguments and inflaming near-religious passions. To some, tenure is essential to academic freedom and a magnet to recruit and retain top-flight faculty. To others, it is an impediment to professorial accountability and a constraint on institutional flexibility and finances. But beyond anecdote and opinion, what do we really know about how tenure works? In this unique book, Richard Chait and his colleagues offer the results of their research on key empirical questions. Are there circumstances under which faculty might voluntarily relinquish tenure? When might new faculty actually prefer non-tenure track positions? Does the absence of tenure mean the absence of shared governance? Why have some colleges abandoned tenure while others have adopted it? Answers to these and other questions come from careful studies of institutions that mirror the American academy: research universities and liberal arts colleges, including both highly selective and less prestigious schools. Lucid and straightforward, The Questions of Tenure offers vivid pictures of academic subcultures. Chait and his colleagues conclude that context counts so much that no single tenure system exists. Still, since no academic reward carries the cachet of tenure, few institutions will initiate significant changes without either powerful external pressures or persistent demands from new or disgruntled faculty.
Author: Tanja Hauser Publisher: GRIN Verlag ISBN: 3638798496 Category : Political Science Languages : en Pages : 22
Book Description
Seminar paper from the year 2006 in the subject Business economics - Economic Policy, grade: 2,3, University of Constance, language: English, abstract: When a person is employed in a particular position, it is expected that he will work hard and perform well, regardless of his status. In the sector of Academia there are several incentives to work hard, such as promotion to full professorship and increases in the salary. Furthermore, there is also the opportunity to attain tenure, which would guarantee employment for life. As such, tenure provides possibly the strongest incentive to pursue good work. This type of job security, however, is often criticized, as a decline of effort and productivity are expected after tenure is awarded. This paper will investigate whether there are incentives for academics to continue to work hard, and not to slack off after tenure is granted. It will commence by explaining, the academic tenure system, in chapter 2 to understand the whole purpose of the idea of tenure, followed by an analysis of two models, in chapter 3 and 4, which will explore the role of tenure as incentive to exert effort in consideration of job security. The first model, analysed in section 3, is a theoretically solved principal -agent problem by A. Dnes and N. Garoupa. It analyses how the participants will act and how incentives should be set so that efficient work will result. The second model, by S. Li and H. Ou-Yang, analysed in chapter 4 investigates empirical data to determine if academics work hard even if after tenure has been obtained. Finally to end this paper the main results will be summarised and relevant conclusions will be drawn.
Author: Christine M. Licata Publisher: Jossey-Bass ISBN: 9780470192788 Category : Education Languages : en Pages : 0
Book Description
A joint publication from the American Association for Higher Education's New Pathways Project and Anker Publishing Company, this book is the second in a series on review, renewal, and vitality of tenured faculty. Discussed here is how to report the results of post-tenure review responsibly, accurately, and effectively. Because post-tenure review policy in higher education is a relatively young phenomenon, few examples are available of effective and practical ways for campuses and systems to assess their policies, report on results, and reflect on their meaning. This volume fills provides guidelines for placing data in perspective and creating knowledge that leads to wise policymaking and institutional learning. Providing examples of how this can be accomplished, the authors also supply extensive appendices that contain examples of data collection and forms, comprehensive reports, and implementation studies. This is an invaluable guide to those in the field who are grappling with how to track, report, and use information on the results of tenured faculty review in a realistic, reflective, and practical way. Contents include Academic performance: Where accountability and responsibility converge Post-tenure faculty review practices: Context and framework A framework for tracking and reporting results Collecting data and reporting results from public institutions Analyzing post-tenure review outcomes in private institutions Monitoring the process: Tracking implementation Tracking results of post-tenure review in the Texas state-supported universities Putting data in perspective: Creating reports that matter
Author: Craig Copeland Publisher: ISBN: Category : Languages : en Pages : 0
Book Description
This paper updates previous Employee Benefit Research Institute (EBRI) publications that have examined employee-tenure data of American workers. The latest data on employee tenure from the January 2014 Supplement to the U.S. Census Bureau's Current Population Survey (CPS) are examined and compared with trends from previous CPS data on employee tenure. Although data on tenure do not measure workers' security, which is generally defined as the workers' perceptions of being able to continue in their current jobs, they do show stability -- the actual length of time workers have been with their current employers. Consequently, tenure data show the results, not the perception, of the ability to stay in a current job. The most recent U.S. Census Bureau data show that the overall median tenure of workers -- the midpoint of wage and salary workers' length of employment in their current jobs -- was slightly higher in 2014, at 5.5 years, compared with 5.0 years in 1983. However, the median tenure for male wage and salary workers was lower in 2014 at 5.5 years, compared with 5.9 years in 1983. In contrast, the median tenure for female wage and salary workers increased from 4.2 years in 1983 to 5.4 years in 2014. Consequently, the increase in the median tenure of female workers more than offset the decline in the median tenure of male workers, leaving the overall level slightly higher. The data on employee tenure -- the amount of time an individual has been with his or her current employer -- show that career jobs never existed for most workers and have continued not to exist for most workers. These tenure results indicate that, historically, most workers have repeatedly changed jobs during their working careers, and all evidence suggests that they will continue to do so in the future. The PDF for the above title, published in the February 2015 issue of EBRI Notes, also contains the fulltext of another February 2015 EBRI Notes article abstracted on SSRN: “Views on Employment-Based Health Benefits: Findings from the 2014 Health and Voluntary Workplace Benefits Survey.”
Author: Joy J. Burnham Publisher: Taylor & Francis ISBN: 0415998913 Category : Education Languages : en Pages : 137
Book Description
Tools for Dossier Success demystifies the dossier process from start to finish. Written for faculty members at different points in their academic trajectory, this is a practical, step-by-step guide to planning, creating, and polishing the best possible representation of accumulated evidence and accomplishments in teaching, research, and service. The "how to" information offered here is essential for those seeking tenure or promotion from associate professor to professor, senior faculty serving as mentors, and graduate students planning an entrance into academia. Key features include: Relevant and useful information for faculty in diverse disciplines and settings A comprehensive six-step model to ensure the best representation of oneâe(tm)s workãeeãeeãee Tips and suggestions to help avoid common pitfalls Best practice examples from successful tenured faculty Steps for seeking out assistance from other faculty, mentors, and peers A balanced review of the "ups and downs" of the tenure process
Author: Kathryn Shaw
Author: Kathryn Shaw
Author: Richard P. Chait
Author: Arthur J. Dommen
Author: Tanja Hauser
Author: Laurie L. Reed
Author: Christine M. Licata
Author: Vivek H. Dehejia
Author: Craig Copeland
Author: 
Author: Joy J. Burnham