Results of a study of salary and compensation methodology utilized in academic collective bargaining agreements are presented. Attention was focused on 207 agreements in effect at 134 two-year colleges and 73 four-year colleges. Six structural components of salary were assessed: a payment method, salary structure, faculty typology, chairperson's compensation, adjunct compensation, and summer compensation. The following additional variables were also addressed: merit pay, overload compensation, and longevity payments. It was found that virtually all of the collective bargaining agreements contained payment methods, but no one system emerged as definitive. Salary grids existed in about half of the contracts; however, the grid designs contained multi-dimensional approaches. There appeared to be no consensus within the grids as to what criteria were adjudged to be significant in the determination of faculty compensation. Some appeared to reward longevity and experience at the expense of all other criteria, while others were more concerned with the achievement of rank and degrees. Traditional faculty ranks appeared in 93 percent of four-year contracts. Among two-year public institutions, the findings were substantially different as the professorial rank system was only found in 40 percent of the sample. (SW)