DePaulia (DePaul University, Chicago, IL), 1984-02-24

              Reichler, who has been assistant director for the past 71/2 years, said he has known about the dismissal since Jan. His last day will be March 31. "I take pride in what I've accomplished in placement, workshops, and in personalized service to DePaul," said Reichler. "I leave with the feeling that I did a firstclass job." Reichler holds a masters in history and in higher education, with an emphasis on counseling. DePaul University faculty members rank sixth in a 1982-83 statewide survey of faculty wages conducted by the Chronicle for Higher Education. ACCORDING TO THE SURVEY in the Feb. 8 issue, DePaul ranked only behind University of Chicago, Northwestern, Illinois Institute of Technology (lip, University of Illinois, Champaign and University of Illinois, Chicago. The report stated that the average DePaul male professor earns $36,800 annually, and the average female professor earns $33,400 annually. The national averages are $35,540 and $32,221 respectively.The Chronicle's report was based on salaries alone and did not include faculty benefits. Also, the report did not differentiate between public and private institutions.Also in the survey, Illinois ranked 17th overall in teachers' salaries in state-wide averages for 1982-83. Alaska had the highest faculty salary average ($55,242), with Puerto Rico having the lowest ($28,223). The average for Illinois was $35,654. ACCORDING TO THE AMERIcan Association of University Pro­ journalism revisited Reichlerto be removed from admissions post By Anna Pries Associate editor Arnie Reichter is being removed from his position as assistant director of career planning and placement due to an upgrading of the job to associate director, accordingto John Bradarich,director of career planning and placement."THERE WILL BE A CHANGE in duties and in the focus of the position. That is the reason for the change in personnel," Bradarich said. "Reichler's qualifications don't suit the position." $2300 less for women By Bob Wysocki Editor-m-chief Out/Right page 4 volume 62 Number 15 DePaul University's official student newspaper BRADARICH, WHO IS RESponsible for the change in the status of the position, said the replacement will begin work on July 1. The search for a replacement will begin after the Job Fair, Feb. 24, and will target "someone whose office input would be more innovative and aggressive for the progression of Liberal Arts and Sciences students," said Bradarich.A source in the student affairs division said that Reichler was being removed because of a personality conflict with James Dw'e, vice-president of student affairs. Bradarich discounted this reason, maintaining that strengthening the potential of career planning and placement was the rationale for Reichler's removal. Doyle declined comment on Reichler's removal, stating that it is his personal policy not to comment on personnel changes, but said he was very supportive of Bradarich's decision to upgrade the position. Doyle also said he was "not aware" of any personality conflict between himself and Reichler. fessors' journal "Academe," in a special issue on the economic status of faculty, full professors at DePaul averaged $43,800 in 1982-83, when faculty benefits were included. Associate professors averaged $35,400 with benefits, while assistant professors averaged $28,000, and instructors $22,200. According to the "Academe" figures, faculty benefits increased salaries on the average by approximately $5,500. According to the Chronicle's report, female DePaul faculty members average $2,300 less than their male counterparts. On the national average, women make $2235 less than men. "That's a national phenomenon," stated Dr. Patricia Ewers, vice president, dean of faculties. Ewers stated that women professors are "younger in rank," and that the "number of women professors would be fewer because women came to higher education much later." "(That's the] normal management response," stated Ken Megill of the communications department of the National Education Association (NEA) in Washington, D.C. "There were more women faculty members in the '30's than [there are] now." "THE SALARY 'GENDER GAP' The DePaulia DPU faculty sixth highest paid in Illinois is alive and well in higher education," stated Mary Hatwood Futrell, president of the NEA, in a press release entitled 'Salary Sex Bias Widespread in Nation's Colleges'. According to the release, the NEA and others are fighting for comparable worth in determining salaries. In other words, jobs of equal or comparable value should pay comparable salaries, the release states. The NEA is hoping to discontinue the practice of paying lower wages in jobs that have traditionally been dominated by females. According to Megill, the purpose of the release was to point out comparable worth. "There are very deeply engrained biases in educational institutions," Megill said. "[We are] trying to get away from the traditional biases (male jobs vs. female) within the [educational] community."THIS (COMPARABLE worth) is not a mass movement, this idea is at the cutting edge of collective bargaining, and [determining] how people should be paid." Megill stated that the NEA is using the comparable worth concept to make major changes in salaries. He added, however, that this implementation will take a long DePaul signs three for 84-85 Golden, Pettus, Woods «inlc projects are not always boring. This multiple exposure view of area neon signs proves this point. Photo/Marc Kurkiewicz photo editor time. Megill cited expense as one reason for the delays in implementation. He stated that an administration can deal with an individual, but that comparable worth involves wholesale adjustment in salaries. The NEA is currently financially backing 2000 Oregon women in a class action suit involving sexual bias in salary, promotion and granting of tenure. Thesuit isagainstthe eight state universities in Oregon. EWERS STATED, HOWEVER, that if one considers the number of years that women have been in a specific rank (professor, associate professor, etc.), "you would find that they [the women] would be comparable to males with the same number of years in rank." When the university was investigated a number of years ago on a discrimination charge, according to Ewers, investigators found only one instance of "inequity" between a woman and male of a department. A number of factors go into determining the salaries of faculty members. According to Ewers, credentials, experience, market compatiblity and merit are primary determinants in salary scales. Market compatibilty involves the law of supply and demand. Ewers stated as an example that there are fewer Ph.D.s in computer science than in English. Therefore, the computer science Ph.D. would be more in demand and subsequently receive a higher salary. Merit, however, is a major factor in determining faculty raises. According to Ewers, the university uses a merit salary structure, not across the board raises. EWERS SAID, HOWEVER, that she was "not terribly happy with all the ways in which we [the university] evaluate [faculty] now." She stated that she is a "strong believer in peer evaluation" and on-going review. Ewers stated that on-going review often stops when a faculty member is granted tenure.According to the faculty handbook,"Tenure isthe protection, under usual conditions, of a continued faculty appointment until the age of 65." This also ensures that a faculty member whose tenure is terminated will be guaranteed due process. Ewers stated that she would like to see on-going review with partial peer review, become "universityw'de policy."