BluHorseShu said:

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woodiewood1 said:

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AG81 said:

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There's much to disagree with in this analysis, as it cherry picks statistics to support a bias. That aside, I'm going to assume you just used the wrong word choice in this assertion, "The one thing that the University DOES do here is artificially depress wages. We have a constant stream of new graduates looking for jobs and many local employers are content to cycle new hires every few years to continue paying entry level wages. Texas A&M, for a large employer, has very low wages compared to market. I laugh every time I see "5 tears experience and Masters required, ....$13 per hour starting." So typical."

First, the University doesn't do ANYTHING to impact wages. And wages aren't "depressed" artificially or otherwise. It's basic supply and demand economics. There is far more labor chasing too few jobs, leading to lower wages. Both words, "artificial" and "depress" are words of action, as if it is being done deliberately. Next, employers AREN'T "content to cycle new hires every few years to continue to pay entry level wages". Again, they pay entry level wages because the labor market is over populated with prospective employees who are willing to work for entry level wages. Employers would gladly pay more to maintain business continuity and stability (I know because we own a business here) for employees who aren't graduating in 1-4 years. And, they (we) recycle employees every few years because we can't find qualified people to do the work, and students are just smarter and more dedicated among those within the available workforce (for the record, we pay WAY above entry level). Lastly, I challenge you to post a SINGLE job posting requiring "5 years experience and a Master's......$13 per hour starting". Just not true.

As for the rest of the post, yes, there is poverty in B/CS. But it's not nearly as pronounced as the data cited would indicate (presuming it's even accurate, which I doubt - meaning I doubt the validity of the data, not your recitation of it). If it were, those at the poverty level would move to cities in which opportunities are greater. You're just wrong in your premises and conclusions.

---

Also, College Station has a higher percentage of A&M workers than non-university or non-government centered cities. Although the pay may be somewhat lower at A&M than the private sector, the total pay package may not be too much different.

A&M pays medical and hospitalization for the employee and lower for the family than many other employers. The drug plan covers most of the cost of drugs. A&M Matches most of the TRS or Optional retirement plan's employee contribution. A&M also offers additional attractive cost AD&D, life insurance, dental insurance, eye glass partial coverage, disability insurance. Also A&M employees get both vacation time and sick leave time off and that increased with longevity. Also, there is additions to the annual salary for longevity.. Many of this benefits are offered by the private sector and in many other cities. The total value of employment is much greater than the payroll salary. And if you work your last ten years of employment with A&M, when your age+service years reach 80, you get the medical coverage free forever.

---

Where in the world did you hear about the medical coverage free once you hit the rule of 80? I think that was true for employees who may have started with the university prior to 2004, but I haven't seen or heard of anything like that. Plus...even current employees pay premiums/deductibles...so its never free. I'm not saying you're wrong...I'm genuinely curious because that would be an enormous cost to the state and I would be shocked (but happy ) if its true.

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I'm a TAMU retiree. I started at TAMU in 1990 and retired in 2018 (ORP). I met the Rule of 80, which means I have kept my insurance benefits and TAMU continues to pay the employer portion. I still pay a monthly premium, co-pays, deductible, etc.

woodiewood1 said:

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LOYAL AG said:

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Charpie said:

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The city and the state could kick in tax breaks to attract big companies. I mean, Apple, Samsung, Amazon, Tesla and Dell aren't paying city or state taxes in Austin and likely never will.

But there is another factor at play in Austin that some of us that lived there for a long time witnessed first hand. tu stifled a lot of progress for Austin, which is why a lot of the tech sector moved northwest of town. They also stifled any pro sports from even considering coming to Austin.

Perhaps A&M doesn't want competition for their top talent?

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The biggest obstacle to a company that size moving to BCS is the lack of an airport within a reasonable distance. That's entirely why AT&T moved its headquarters from San Antonio to DFW. BCS is decades away from being able to attract an Apple or Tesla. As Houston grows if we see the city start pushing for a third airport we need Easterwood to be in that conversation. We're seeing McKinney talked about as the third major airport in DFW so it's not a crazy conversation but one that has to happen for BCS to attract that kind of industry.

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Samsung decided to build their 17 BILLION dollar plant in Taylor, Texas. The nearest airport of any size is 50 miles away. Bush is only 87 from here and we have a good airport for private corporate planes. The Taylor/Rockdale area has nothing attractive to a large comporation that BCS doesn't have other than cheap land and a community that really wants them.

It's a matter of the city fathers and development organizations really wanting to aggressively pursue the corporations. It could be done.

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Samsung going to Taylor isn't a good comparison. First Taylor is an easy 40 miles to Bergstrom which is obviously a much better airport than Easterwood and like someone else said Samsung already has a major operation in the area so the Taylor location is an expansion. I can't tell you what every corporation thinks of proximity to a real airport I just know that was the primary talking point for AT&T.

KBTX had a story tonight explaining away the poverty numbers.

https://www.kbtx.com/2023/07/06/bryan-college-station-rank-high-poverty-experts-explain-why/

Hornbeck said:

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KBTX had a story tonight explaining away the poverty numbers.

https://www.kbtx.com/2023/07/06/bryan-college-station-rank-high-poverty-experts-explain-why/

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Quote:

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"[Students] are poor according to the U.S. Census, that's the official definition," he said.

"Part of the reason we wrote this article was to say that the official definition, while it may have served its purpose, in many respects when you look at college towns it's misleading. At least, misleading to compare a college town to a non-college town."

"We had a poverty rate of I think 28%. But if you exclude students from this poverty, right, it's like 15% and the state of Texas is 14.5%. So we're still a tad above the statewide average, but nobody would be writing papers and headlines if the poverty rate was 15% versus 14.5%, instead of 28%," he said.

Jansen also pointed out that many towns on both lists are also college towns. Ann Arbor, MI with the University of Michigan, Gaineville, FL with the University of Florida, Fayetteville, AR with the University of Arkansas and Provo, UT which is the home of BYU.

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1. What would KBTX news do without TexAgs forum 35
2. We nailed this one early...

Stupe said:

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Quote:

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Lastly, I challenge you to post a SINGLE job posting requiring "5 years experience and a Master's......$13 per hour starting".

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That post won't happen because it's not true. And calling it "typical"? That's just a joke.

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check on a&m system jobs and you will find some.

You made the statement. You should provide the proof.

Show a listing for a 27K job where five years experience and a Masters is required.

You and / or whoever put a star on your post.

MiMi said:

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BluHorseShu said:

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woodiewood1 said:

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AG81 said:

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There's much to disagree with in this analysis, as it cherry picks statistics to support a bias. That aside, I'm going to assume you just used the wrong word choice in this assertion, "The one thing that the University DOES do here is artificially depress wages. We have a constant stream of new graduates looking for jobs and many local employers are content to cycle new hires every few years to continue paying entry level wages. Texas A&M, for a large employer, has very low wages compared to market. I laugh every time I see "5 tears experience and Masters required, ....$13 per hour starting." So typical."

First, the University doesn't do ANYTHING to impact wages. And wages aren't "depressed" artificially or otherwise. It's basic supply and demand economics. There is far more labor chasing too few jobs, leading to lower wages. Both words, "artificial" and "depress" are words of action, as if it is being done deliberately. Next, employers AREN'T "content to cycle new hires every few years to continue to pay entry level wages". Again, they pay entry level wages because the labor market is over populated with prospective employees who are willing to work for entry level wages. Employers would gladly pay more to maintain business continuity and stability (I know because we own a business here) for employees who aren't graduating in 1-4 years. And, they (we) recycle employees every few years because we can't find qualified people to do the work, and students are just smarter and more dedicated among those within the available workforce (for the record, we pay WAY above entry level). Lastly, I challenge you to post a SINGLE job posting requiring "5 years experience and a Master's......$13 per hour starting". Just not true.

As for the rest of the post, yes, there is poverty in B/CS. But it's not nearly as pronounced as the data cited would indicate (presuming it's even accurate, which I doubt - meaning I doubt the validity of the data, not your recitation of it). If it were, those at the poverty level would move to cities in which opportunities are greater. You're just wrong in your premises and conclusions.

---

Also, College Station has a higher percentage of A&M workers than non-university or non-government centered cities. Although the pay may be somewhat lower at A&M than the private sector, the total pay package may not be too much different.

A&M pays medical and hospitalization for the employee and lower for the family than many other employers. The drug plan covers most of the cost of drugs. A&M Matches most of the TRS or Optional retirement plan's employee contribution. A&M also offers additional attractive cost AD&D, life insurance, dental insurance, eye glass partial coverage, disability insurance. Also A&M employees get both vacation time and sick leave time off and that increased with longevity. Also, there is additions to the annual salary for longevity.. Many of this benefits are offered by the private sector and in many other cities. The total value of employment is much greater than the payroll salary. And if you work your last ten years of employment with A&M, when your age+service years reach 80, you get the medical coverage free forever.

---

Where in the world did you hear about the medical coverage free once you hit the rule of 80? I think that was true for employees who may have started with the university prior to 2004, but I haven't seen or heard of anything like that. Plus...even current employees pay premiums/deductibles...so its never free. I'm not saying you're wrong...I'm genuinely curious because that would be an enormous cost to the state and I would be shocked (but happy ) if its true.

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I'm a TAMU retiree. I started at TAMU in 1990 and retired in 2018 (ORP). I met the Rule of 80, which means I have kept my insurance benefits and TAMU continues to pay the employer portion. I still pay a monthly premium, co-pays, deductible, etc.

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Thanks...And that makes sense. I know the eligibility changed for those starting after 2003 but I did find out that there is still health insurance eligibility for that group once they meet the rule of 80 and if they never took any contributions from the TRS. And you are correct, it looks like they will stay pay premiums, deductibles etc...and must also be enrolled in Medicaid etc. Hopefully that option still exists when I get there.

unfortunately, they are not tamu staff. janitorial is outsourced to SSC.

If a public job post mentions "commensurate" in the salary field I can't exactly disclose the funding available.

Tookieclothespin said:

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If a public job post mentions "commensurate" in the salary field I can't exactly disclose the funding available.

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You tell me to "check on a&m system jobs and you will find some" and you can't list a single posting that proves your statement?

And this is supposed to by "typical"?

are you ok? asking because you seem not ok.

do you want me to admit that I didn't feel like checking through 100's of posts to see if i could find one that's actually listed to the public? OOPS BIG BAD ON ME. shame shame shame and whatever else on me and my family.

If you don't like anecdote-ish information from semi-anon strangers, texags may not be for you.

It just make me laugh when someone posts something on here or anywhere else as if it's fact. Then when they are asked to show proof, they can't. And they always find the same reasons.

"If you want to know, you look it up"
"I don't have time"
"I was exaggerating"
"Anecdote-ish" is a good one that isn't often seen.

Quote:

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are you ok? because you seem not ok

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And there is always the same reaction. Instead of just admitting they're wrong or made something up, they go after the posters that asked for proof. Sarcasm, passive aggressive insults, deflection, ect....

I simply asked for proof. What I got in return is sarcasm and an attempted insult.

It's so predictable and humerous.

I quit A&M last year, I was in IT for almost 20 years. I more than doubled working from home and the benefits were much better.

In many many positions on campus,the university pays quite poorly, even less than other state universities and institutions for the same job. The difference for the same title here vs other places was between 35-60k more a year(the salaray was offered as a range)

I love A&M but i still encourage all my ex-coworkers to look for opportunities elsewhere. Too much is being left on the table. The benefits at A&M have gotten worse every year since i started in 2003. They slightly pulled that back with the St Joes copays 2 years back.

And yes, we aren't as expensive as Austin yet. I think we are on par with San Antonio and more expensive than Houston. Look at the other cities on the list and compare real estate cost with average salaries. As others have mentioned, bringing their Austin salary to College Station vs those who have tried to maintain their career here. You'd probably have done much better to leave and come back then to stay and persevere.

I know a manager of a local restaurant who recently left for the same job in Houston, couldn't turn it down when the money can do a lot more for his family.

Also when you are here, advancement seems extremely limited.

Workers today owe it to themselves to look for better jobs. I don't feel today's employers value commitment or loyalty,

I'm in a similar boat. I have recruiters call me about IT jobs at A&M, and I make 5x what they're offering. I work remote for a company that doesn't care where I live.

yeah, at that point its almost like doing charity work

That was kind of my point with my last post.

If we take a step back and look at who has the biggest influence on the economy in town, it's A&M. They also own the airport. Perhaps A&M doesn't want industry here because it creates competition for their own employees? I mean, look at y'all who left, working from home and making more money than you did working from an office. I dig working from home, and all next week I'll be in Houston and Austin working on client sites. My company has decided that they don't want large offices anymore. They would rather us work from home and get on the road to visit our customers because we can get more work done that way. The only folks who are in the office are our hourly employees. Engineers, product (me), IT, and management are all home, working from all over the world.

At the end of the day, you as a person should be loyal to you. Never be loyal to a company or an organization, because when they going gets tough, that organization just sees you as a number on a spreadsheet. And don't sell yourselves short!

Charpie said:

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That was kind of my point with my last post.

If we take a step back and look at who has the biggest influence on the economy in town, it's A&M. They also own the airport. Perhaps A&M doesn't want industry here because it creates competition for their own employees? I mean, look at y'all who left, working from home and making more money than you did working from an office. I dig working from home, and all next week I'll be in Houston and Austin working on client sites. My company has decided that they don't want large offices anymore. They would rather us work from home and get on the road to visit our customers because we can get more work done that way. The only folks who are in the office are our hourly employees. Engineers, product (me), IT, and management are all home, working from all over the world.

At the end of the day, you as a person should be loyal to you. Never be loyal to a company or an organization, because when they going gets tough, that organization just sees you as a number on a spreadsheet. And don't sell yourselves short!

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FACTS!

BluHorseShu said:

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MiMi said:

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BluHorseShu said:

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woodiewood1 said:

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AG81 said:

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There's much to disagree with in this analysis, as it cherry picks statistics to support a bias. That aside, I'm going to assume you just used the wrong word choice in this assertion, "The one thing that the University DOES do here is artificially depress wages. We have a constant stream of new graduates looking for jobs and many local employers are content to cycle new hires every few years to continue paying entry level wages. Texas A&M, for a large employer, has very low wages compared to market. I laugh every time I see "5 tears experience and Masters required, ....$13 per hour starting." So typical."

First, the University doesn't do ANYTHING to impact wages. And wages aren't "depressed" artificially or otherwise. It's basic supply and demand economics. There is far more labor chasing too few jobs, leading to lower wages. Both words, "artificial" and "depress" are words of action, as if it is being done deliberately. Next, employers AREN'T "content to cycle new hires every few years to continue to pay entry level wages". Again, they pay entry level wages because the labor market is over populated with prospective employees who are willing to work for entry level wages. Employers would gladly pay more to maintain business continuity and stability (I know because we own a business here) for employees who aren't graduating in 1-4 years. And, they (we) recycle employees every few years because we can't find qualified people to do the work, and students are just smarter and more dedicated among those within the available workforce (for the record, we pay WAY above entry level). Lastly, I challenge you to post a SINGLE job posting requiring "5 years experience and a Master's......$13 per hour starting". Just not true.

As for the rest of the post, yes, there is poverty in B/CS. But it's not nearly as pronounced as the data cited would indicate (presuming it's even accurate, which I doubt - meaning I doubt the validity of the data, not your recitation of it). If it were, those at the poverty level would move to cities in which opportunities are greater. You're just wrong in your premises and conclusions.

---

Also, College Station has a higher percentage of A&M workers than non-university or non-government centered cities. Although the pay may be somewhat lower at A&M than the private sector, the total pay package may not be too much different.

A&M pays medical and hospitalization for the employee and lower for the family than many other employers. The drug plan covers most of the cost of drugs. A&M Matches most of the TRS or Optional retirement plan's employee contribution. A&M also offers additional attractive cost AD&D, life insurance, dental insurance, eye glass partial coverage, disability insurance. Also A&M employees get both vacation time and sick leave time off and that increased with longevity. Also, there is additions to the annual salary for longevity.. Many of this benefits are offered by the private sector and in many other cities. The total value of employment is much greater than the payroll salary. And if you work your last ten years of employment with A&M, when your age+service years reach 80, you get the medical coverage free forever.

---

Where in the world did you hear about the medical coverage free once you hit the rule of 80? I think that was true for employees who may have started with the university prior to 2004, but I haven't seen or heard of anything like that. Plus...even current employees pay premiums/deductibles...so its never free. I'm not saying you're wrong...I'm genuinely curious because that would be an enormous cost to the state and I would be shocked (but happy ) if its true.

---

I'm a TAMU retiree. I started at TAMU in 1990 and retired in 2018 (ORP). I met the Rule of 80, which means I have kept my insurance benefits and TAMU continues to pay the employer portion. I still pay a monthly premium, co-pays, deductible, etc.

---

Thanks...And that makes sense. I know the eligibility changed for those starting after 2003 but I did find out that there is still health insurance eligibility for that group once they meet the rule of 80 and if they never took any contributions from the TRS. And you are correct, it looks like they will stay pay premiums, deductibles etc...and must also be enrolled in Medicaid etc. Hopefully that option still exists when I get there.

---

I wasn't very clear. I meant if you meet the rule of 80, the monthly premium for the retireee is free. Maybe that changed sometime after 1999, but that was the case in 1999. Of course there are deductibles and co-pays at times. Just having you hospitalization premium paid for or partially paid is a great benefit.

Quote:

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I wasn't very clear. I meant if you meet the rule of 80, the monthly premium for the retireee is free. Maybe that changed sometime after 1999, but that was the case in 1999. Of course there are deductibles and co-pays at times. Just having you hospitalization premium paid for or partially paid is a great benefit.

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It definitely changed. I retired in 2018, met the rule of 80, and my monthly premium is NOT free (but it is very affordable). It is very similar to what I paid when I was a full-time employee. I pay about $400/month (TAMU pays $1200/month) for my medical insurance's premium. I also have the usual co-pays and deductibles. This is a bargain for coverage for me, my spouse, my three children, and my two dependent grandchildren.

pacecar02 said:

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yeah, at that point its almost like doing charity work

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Maybe when I retire? Not now though when I'm making money and RSUs.

pacecar02 said:

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Charpie said:

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organization just sees you as a number on a spreadsheet. And don't sell yourselves short!

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FACTS!

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I learned this very early on in my career working for a very large corporation that had a very public implosion and laid 90% of us off. The only person I really answer to since I learned that lesson is me.

Charpie said:

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That was kind of my point with my last post.

If we take a step back and look at who has the biggest influence on the economy in town, it's A&M. They also own the airport. Perhaps A&M doesn't want industry here because it creates competition for their own employees?

---

Only if they can partner in research and utilize money for their own interests and growth.

Got to get an airport outside of A&M - that'd be a huge step. But how and where then becomes the problem.

Yes, the pay at A&M is absolutely a joke in many departments. Of course there are some exceptions but overall it is bad. I've sat on hiring committees for positions that require PhDs and pay 60k. Many research positions on campus, especially in agrilife and vet, require graduate degrees and pay 30k, scaling up to 50k if you are lucky.

When A&M initially hires you most departments will start you on the very bottom of the pay scale for the position even though the job posting says "commensurate". Some departments have more flexibility but trying to start someone who is overqualified in the middle-band is virtually impossible because of all the bureaucracy. It's frustrating, but if you have to stay in college station for whatever reason (like family) there's not much you can do because they are the main employer and have decent benefits compared to private companies.

Ever since Banks took over staff pay has been brought up over and over and she claims they're going to make it better but I sure haven't seen any movement on that other than HR keeps saying they're doing "rate studies". We'll see what happens now that A&M just got its biggest budget ever from the state legislature. Probably another year of 2% raises.

"Blinn's starting pay was $42000 in 2021 for instructors with a Master's. The Board of Trustees moved it up to $45,000 for the 22-23 school year that just finished and then $52,000 for the upcoming school year."

$52k for 7 1/2 months of work ain't horrible.

althormoon said:

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Yes, the pay at A&M is absolutely a joke in many departments. Of course there are some exceptions but overall it is bad. I've sat on hiring committees for positions that require PhDs and pay 60k. Many research positions on campus, especially in agrilife and vet, require graduate degrees and pay 30k, scaling up to 50k if you are lucky.

When A&M initially hires you most departments will start you on the very bottom of the pay scale for the position even though the job posting says "commensurate". Some departments have more flexibility but trying to start someone who is overqualified in the middle-band is virtually impossible because of all the bureaucracy. It's frustrating, but if you have to stay in college station for whatever reason (like family) there's not much you can do because they are the main employer and have decent benefits compared to private companies.

Ever since Banks took over staff pay has been brought up over and over and she claims they're going to make it better but I sure haven't seen any movement on that other than HR keeps saying they're doing "rate studies". We'll see what happens now that A&M just got its biggest budget ever from the state legislature. Probably another year of 2% raises.

---

Well said and thanks for contributing some thoughtful comments.

The low pay at A&M is something that those of us who've lived and worked here just know as a matter of fact. It's similar to the fact many of us know that opening a business in CS is more difficult than in Bryan.

In both instances, it's hard to find a definitive link online that easily proves it for our resident fact checkers. Combative types will dispute what many of us know by experience, demanding "proof." I appreciate you sharing your personal experience on hiring committees. This backs up what many of us know as fact, even if "a link" can't be shown to the naysayers.

George Costanza said:

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"Blinn's starting pay was $42000 in 2021 for instructors with a Master's. The Board of Trustees moved it up to $45,000 for the 22-23 school year that just finished and then $52,000 for the upcoming school year."

$52k for 7 1/2 months of work ain't horrible.

---

What are you saying exactly?

Do we want professors to teach at schools or not?

Are we criticizing the education system in general?

Should professors just have several seasonal jobs?

Yes there is time off during the summer but its more like 2-2.5 months, and many professors pick up summer teaching gigs

What about staff positions of similar pay but without the summers off?

_________________________________


What would you consider as an acceptable salary in this town?


What about with 5, 10, 15, and 20 years experience?

I got you, boo. When I read his comment, I snorted to myself because that's the typical ignorant reply from folks who know nothing about profs or teachers.

pacecar02 said:

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George Costanza said:

---

"Blinn's starting pay was $42000 in 2021 for instructors with a Master's. The Board of Trustees moved it up to $45,000 for the 22-23 school year that just finished and then $52,000 for the upcoming school year."

$52k for 7 1/2 months of work ain't horrible.

---

What are you saying exactly?

Do we want professors to teach at schools or not?

Are we criticizing the education system in general?

Should professors just have several seasonal jobs?

Yes there is time off during the summer but its more like 2-2.5 months, and many professors pick up summer teaching gigs

What about staff positions of similar pay but without the summers off?

_________________________________


What would you consider as an acceptable salary in this town?


What about with 5, 10, 15, and 20 years experience?

---

Professors (PhD) at Blinn make about double what was stated above for an instructor with a masters.

BiochemAg97 said:

---

pacecar02 said:

---

George Costanza said:

---

"Blinn's starting pay was $42000 in 2021 for instructors with a Master's. The Board of Trustees moved it up to $45,000 for the 22-23 school year that just finished and then $52,000 for the upcoming school year."

$52k for 7 1/2 months of work ain't horrible.

---

What are you saying exactly?

Do we want professors to teach at schools or not?

Are we criticizing the education system in general?

Should professors just have several seasonal jobs?

Yes there is time off during the summer but its more like 2-2.5 months, and many professors pick up summer teaching gigs

What about staff positions of similar pay but without the summers off?

_________________________________


What would you consider as an acceptable salary in this town?


What about with 5, 10, 15, and 20 years experience?

---

Professors (PhD) at Blinn make about double what was stated above for an instructor with a masters.

---

Source? That's only if they've been there for 30+ years. The starting salary for a PhD is just 5k more than it is for a Master's. Salary schedule here:

https://employment.blinn.edu/postings/search

As comparatively bad as faculty pay is at A&M, staff rates are much much worse.

Who is making 52 grand a year and buying a $300k "starter house" around here?!?

I'll wait…

b0ridi said:

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BiochemAg97 said:

---

pacecar02 said:

---

George Costanza said:

---

"Blinn's starting pay was $42000 in 2021 for instructors with a Master's. The Board of Trustees moved it up to $45,000 for the 22-23 school year that just finished and then $52,000 for the upcoming school year."

$52k for 7 1/2 months of work ain't horrible.

---

What are you saying exactly?

Do we want professors to teach at schools or not?

Are we criticizing the education system in general?

Should professors just have several seasonal jobs?

Yes there is time off during the summer but its more like 2-2.5 months, and many professors pick up summer teaching gigs

What about staff positions of similar pay but without the summers off?

_________________________________


What would you consider as an acceptable salary in this town?


What about with 5, 10, 15, and 20 years experience?

---

Professors (PhD) at Blinn make about double what was stated above for an instructor with a masters.

---

Source? That's only if they've been there for 30+ years. The starting salary for a PhD is just 5k more than it is for a Master's. Salary schedule here:

https://employment.blinn.edu/postings/search

---

Well, glassdoor and indeed don't have very good info then.

"Yes there is time off during the summer but it's more like 2-2.5 months, and many professors pick up summer teaching gigs."

Nope …. It's 7 1/2 half months. Off middle of May until middle of August, off middle of December until middle of January, a week at spring break and then all the other holidays not during those times and paid time off.

As to the rest of your questions …. All I said was $52k for 7 1/2 months isn't horrible. Didn't say it was great or shouldn't be more.

"got you, boo. When I read his comment, I snorted to myself because that's the typical ignorant reply from folks who know nothing about profs or teachers."

1. Good point … it's actually more like 7 months out of the year. That combined with the 35 hour work week and no research or publication requirements is one of the reasons several of my friends teach at Blinn. It's a great career if you want to make that much and have that much time off.

2. I wasn't lumping teachers and profs together. Teachers work way more for less money than profs.

Correct, you gave a snarky reply and I asked you serious questions. Your statement on its own without further context is rather meaningless.

Thanks for participating in the thread, I guess?