Considerations in conducting a study of salary equity for administrative faculty are addressed. The focus is whether there is a systematic difference in salary of administrative faculty based on race, sex, or age after all legitimate factors are removed. After defining the study population, attention is directed to the study model and research variables and measures. The analysis involved 254 full-time, permanent faculty, excluding college deans, athletics faculty, extension agents, and those with a rank of vice-president or higher. The multi-stage, single equation regression model is explained. The hierarchical position of each administrative faculty position was ranked, as were the supervisory responsibility and budgetary authority of each position. Additional study variables included the regional market value of each position, the individual's highest degree, the number of years in the position, professional experience, and individual performance in the position. Using these variables, the university-wide model explained 77 percent of the variance in salaries. Value issues that arise regarding salary equity studies are identified, and the importance of gaining support of high-level administrators for conducting such studies is emphasized. (Contains 15 references.) (SW)