This paper discusses the determination of college faculty salary inequity and identifies the areas in which human judgment must be used in order to conduct a statistical analysis of salary equity. In addition, it provides some informed guidelines for making those judgments. The paper provides a framework for selecting salary equity models, based on four decision elements and the contributions of four fields of study (law, economics, statistics, and institutional research) as the basis for establishing criteria for selecting an appropriate salary equity model. The four decision elements include defining the group to be analyzed, determining the variables to be included, deciding what statistical model should be used, and determining which outcome statistics should be used for interpretation. Contributions from the field of law focus on pay equity, disparate treatment, and comparable worth. The contribution of the field of economics comes from human capital theory. The contribution of statistics is the use of multiple regression analysis in salary equity research and the issues of multicollinearity and statistical significance. The field of institutional research has contributed various studies on methods of indentifying underpaid employees. (Contains 75 references.) (GLR)