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Jared Stein's Library tagged distance_education →  View Popular

26 Jan 09

Thirty-two Trends Affecting Distance Education: An Informed Foundation for Strategic Plannning

  • NEA (2000) found that most faculty members do spend more time on their
    distance courses than they do on traditional courses, and 84% of them do not
    get a reduced workload. Similarly, 63% of distance faculty members receive
    no extra compensation for their distance courses
  • UCEA survey of four-year
    institutions found that 64% of faculty members were compensated for distance
    courses with normal, on-campus salary; 74% were additionally given development
    stipends. However, 82% of respondents added a qualifier about how compensation
    for distance learning depended on the type of course, the rank of the faculty
    member, and other factors (Hickman, 2003)

Compensation Models in Distance Education

  • Others

    indicated that the minimum overload pay for developing a DE course

    ranged from $0 - $5,000, with an average minimum overload pay

    of $1,885. The maximum overload pay ranged from $700 - $15,000,

    with an average maximum overload pay of $4,097. In some cases

    the overload pay was based on special calculations relating to

    credit unit/hour or percentage of base salary. The overall overload

    pay range according to respondents from 2-year schools was $750

    - $2,040 per course, with some schools paying hourly rates or

    by a salary schedule, or the same as adjunct course payment.

    Overload pay range for 4-year schools was $0 - $15,000 per course
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