A study of fringe benefits at selected southeastern colleges and universities

Survey instruments were developed by the investigator to obtain the data. The institutional survey instrument included 43 questions designed to elicit descriptive data regarding specific fringe benefits available at each selected institution. The faculty survey instrument was used to determine the understanding of faculty concerning fringe benefits at their campus. Data were compared by Analysis of Variance (ANOVA) and Chi-square statistics.

The major findings of the study were as follows:

1. All institutions provided retirement, group life insurance and health insurance benefits for faculty.

2. Teacher's Insurance and Annuity Association-College Retirement Equities Fund (TIAA-CREF) was the most frequent type of retirement benefit used in Georgia, Tennessee and South Carolina. In North Carolina the state retirement system and TIAA-CREF retirement benefits were provided most frequently.

3. All institutions contributed toward the cost of retirement benefits for faculty.

4. The most prevalent retirement age for faculty was 65.

5. One hundred percent of small, 79 percent of medium and 50 percent of large institutions provided tuition waiver for faculty.

6. Faculty at private institutions were found to have the highest understanding of fringe benefits, followed by faculty at denominational institutions. The lowest understanding was held by faculty at public institutions.

7. The highest level of faculty understanding by academic rank was found among Professors and the lowest among Instructors.

8. At least 95 percent of all responding faculty exhibited a correct understanding of health benefits regardless of academic rank, age, sex, service, number of children, degree and college or department.

9. Institutions reported that in the next five years new benefit areas may be long-term disability and dental coverage.

10. Faculty reported that during the next five years new benefit areas may be dental insurance, sabbatical leaves and faculty clubs.

Based on the findings of this study, the following conclusions were drawn:

1. Fringe benefits become more critical to faculty as they get older.

2. Fringe benefits are more critical in retention of faculty than in recruiting faculty.

3. Dental insurance appears to be the most likely fringe benefit provided in the next five years at colleges and universities in four southeastern states.

4. Faculty at private and denominational institutions are more concerned about tuition waiver benefits than faculty at public institutions.

5. Faculty understanding of fringe benefits is a function of faculty needs at different times during their careers.

6. Strong administrative interest appears critical in obtaining current information about fringe benefits.