Eastern Washington University (EWU) designed a plan to resist faculty salary compression. Salary compression occurs when cost of living increases fail to keep pace with salaries in the external market thus, when new faculty are hired at or near market rates, they will often have salaries higher than senior faculty with equivalent academic preparation. Beginning in the early 1980s faculty and administration at EWU had attempted to address salary compression for about 10 years with no success and ultimately much animosity. A new plan to resolve compression included these components: (1) no explicit salary schedule; (2) use of an external salary survey; (3) use of a "target salary" to define inequity; and (4) use of only rank and years of professional experience to differentiate targets. The plan was applied to full-time tenured and tenure-track faculty including department chairs and resulting in finding that 91 percent of faculty having inequities ranging from a few dollars to over $30,000. The sum of inequities came to 4.6 million dollars with the first allocation of some $257,000 awarded as salary equity increases in September 1992. This reduced the inequity for each faculty member by 5.6 percent. Further implementation has been hampered by state legislation eliminating salary changes for state employees with base salaries exceeding $45,000. (Contains 10 references.) (JB)