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Twelve-month and Nine-month Agricultural Economics Faculty Salaries

Published online by Cambridge University Press:  15 September 2016

Lynn W. Robbins  and
Michael R. Reed
Lynn W. Robbins*
Affiliation:
Agricultural Economics Department at University of Kentucky, Lexington
Michael R. Reed
Affiliation:
Agricultural Economics Department at University of Kentucky, Lexington
*
Correspondence: Department of Agricultural Economics ▪ University of Kentucky ▪ 319 Charles E. Barnhart Building ▪ Lexington, KY 40546-0276 ▪ Phone 859.257.7286 ▪ Emaillrobbins@uky.edu.
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Abstract

Ever more agricultural economics departments are offering appointments for nine rather than twelve months but little if any analysis of the impact of this change has been done. Our research shows that converting to nine-month contracts is an effective way to raise salaries without an initial outlay of new funds and thus meets the retention criterion. Lower ranks do not suffer significantly lower salaries (without supplements) and professors earn more. Because the nine-month alternative costs more, justification for converting all twelve-month faculty members must rest on other factors, such as enhanced grants or comparability.

Keywords

budget managementconverting faculty appointmentsenhancing grantsfaculty salarieshiringretentionsalariestwelve-month and nine-month appointments
Type
Contributed Papers
Information
Agricultural and Resource Economics Review , Volume 42 , Issue 3 , December 2013 , pp. 561 - 570
Copyright
Copyright © 2013 Northeastern Agricultural and Resource Economics Association 

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References

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