Overall satisfaction with job at UO
| 1 | VERY SATISFIED | SOMEWHAT SATISFIED | NOT VERY SATISFIED | NOT AT ALL SATISFIED | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 82 | 31.5 | 141 | 54.2 | 31 | 11.9 | 5 | 1.9 | 1 | 0.4 | 260 | 100
|
| | | | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | | | |
|
| VERY IMPORTANT | 75 | 91.5 (31.1) | 132 | 93.6 (54.8) | 29 | 93.5 (12.0) | 5 | 100 ( 2.1) | 0 | 0.0 ( 0.0) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 7 | 8.5 (38.9) | 8 | 5.7 (44.4) | 2 | 6.5 (11.1) | 0 | 0.0 ( 0.0) | 1 | 100 ( 5.6) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | | | |
|
| VERY IMPORTANT | 65 | 79.3 (31.3) | 112 | 79.4 (53.8) | 26 | 83.9 (12.5) | 5 | 100 ( 2.4) | 0 | 0.0 ( 0.0) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 13 | 15.9 (27.7) | 28 | 19.9 (59.6) | 5 | 16.1 (10.6) | 0 | 0.0 ( 0.0) | 1 | 100 ( 2.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 4 | 4.9 (80.0) | 1 | 0.7 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | | | |
|
| VERY IMPORTANT | 72 | 87.8 (37.5) | 95 | 67.4 (49.5) | 20 | 64.5 (10.4) | 5 | 100 ( 2.6) | 0 | 0.0 ( 0.0) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 10 | 12.2 (16.7) | 41 | 29.1 (68.3) | 9 | 29.0 (15.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 5 | 3.5 (71.4) | 2 | 6.5 (28.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 100 (100) | 1 | 0.4 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | | | |
|
| VERY IMPORTANT | 50 | 61.0 (32.3) | 81 | 57.4 (52.3) | 21 | 67.7 (13.5) | 3 | 60.0 ( 1.9) | 0 | 0.0 ( 0.0) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 22 | 26.8 (30.6) | 40 | 28.4 (55.6) | 8 | 25.8 (11.1) | 2 | 40.0 ( 2.8) | 0 | 0.0 ( 0.0) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 10 | 12.2 (31.3) | 19 | 13.5 (59.4) | 2 | 6.5 ( 6.3) | 0 | 0.0 ( 0.0) | 1 | 100 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | | | |
|
| VERY IMPORTANT | 23 | 28.0 (25.0) | 52 | 36.9 (56.5) | 16 | 51.6 (17.4) | 1 | 20.0 ( 1.1) | 0 | 0.0 ( 0.0) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 48 | 58.5 (36.1) | 67 | 47.5 (50.4) | 15 | 48.4 (11.3) | 2 | 40.0 ( 1.5) | 1 | 100 ( 0.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 11 | 13.4 (33.3) | 21 | 14.9 (63.6) | 0 | 0.0 ( 0.0) | 1 | 20.0 ( 3.0) | 0 | 0.0 ( 0.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.7 (50.0) | 0 | 0.0 ( 0.0) | 1 | 20.0 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | | | |
|
| VERY IMPORTANT | 43 | 52.4 (29.7) | 81 | 57.4 (55.9) | 20 | 64.5 (13.8) | 1 | 20.0 ( 0.7) | 0 | 0.0 ( 0.0) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 33 | 40.2 (35.1) | 49 | 34.8 (52.1) | 9 | 29.0 ( 9.6) | 3 | 60.0 ( 3.2) | 0 | 0.0 ( 0.0) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 3 | 3.7 (27.3) | 7 | 5.0 (63.6) | 0 | 0.0 ( 0.0) | 1 | 20.0 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 3 | 3.7 (30.0) | 4 | 2.8 (40.0) | 2 | 6.5 (20.0) | 0 | 0.0 ( 0.0) | 1 | 100 (10.0) | 10 | 3.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | | | |
|
| VERY IMPORTANT | 45 | 54.9 (32.6) | 70 | 49.6 (50.7) | 19 | 61.3 (13.8) | 3 | 60.0 ( 2.2) | 1 | 100 ( 0.7) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 21 | 25.6 (26.6) | 50 | 35.5 (63.3) | 8 | 25.8 (10.1) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 11 | 13.4 (36.7) | 15 | 10.6 (50.0) | 2 | 6.5 ( 6.7) | 2 | 40.0 ( 6.7) | 0 | 0.0 ( 0.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 5 | 6.1 (38.5) | 6 | 4.3 (46.2) | 2 | 6.5 (15.4) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | | | |
|
| VERY IMPORTANT | 64 | 78.0 (32.2) | 107 | 75.9 (53.8) | 24 | 77.4 (12.1) | 4 | 80.0 ( 2.0) | 0 | 0.0 ( 0.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 14 | 17.1 (26.9) | 29 | 20.6 (55.8) | 7 | 22.6 (13.5) | 1 | 20.0 ( 1.9) | 1 | 100 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 4 | 4.9 (44.4) | 5 | 3.5 (55.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | | | |
|
| VERY IMPORTANT | 68 | 82.9 (35.8) | 98 | 69.5 (51.6) | 19 | 61.3 (10.0) | 4 | 80.0 ( 2.1) | 1 | 100 ( 0.5) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 14 | 17.1 (21.9) | 39 | 27.7 (60.9) | 10 | 32.3 (15.6) | 1 | 20.0 ( 1.6) | 0 | 0.0 ( 0.0) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 4 | 2.8 (66.7) | 2 | 6.5 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | | | |
|
| VERY IMPORTANT | 32 | 39.0 (27.1) | 68 | 48.2 (57.6) | 17 | 54.8 (14.4) | 1 | 20.0 ( 0.8) | 0 | 0.0 ( 0.0) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 45 | 54.9 (36.3) | 61 | 43.3 (49.2) | 13 | 41.9 (10.5) | 4 | 80.0 ( 3.2) | 1 | 100 ( 0.8) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 5 | 6.1 (27.8) | 12 | 8.5 (66.7) | 1 | 3.2 ( 5.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | | | |
|
| VERY IMPORTANT | 32 | 39.0 (28.1) | 65 | 46.1 (57.0) | 17 | 54.8 (14.9) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 42 | 51.2 (35.9) | 61 | 43.3 (52.1) | 10 | 32.3 ( 8.5) | 4 | 80.0 ( 3.4) | 0 | 0.0 ( 0.0) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 5 | 6.1 (26.3) | 11 | 7.8 (57.9) | 2 | 6.5 (10.5) | 1 | 20.0 ( 5.3) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 3 | 3.7 (30.0) | 4 | 2.8 (40.0) | 2 | 6.5 (20.0) | 0 | 0.0 ( 0.0) | 1 | 100 (10.0) | 10 | 3.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | | | |
|
| VERY IMPORTANT | 24 | 29.3 (28.2) | 45 | 31.9 (52.9) | 15 | 48.4 (17.6) | 1 | 20.0 ( 1.2) | 0 | 0.0 ( 0.0) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 35 | 42.7 (32.1) | 59 | 41.8 (54.1) | 12 | 38.7 (11.0) | 3 | 60.0 ( 2.8) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 21 | 25.6 (35.6) | 33 | 23.4 (55.9) | 4 | 12.9 ( 6.8) | 1 | 20.0 ( 1.7) | 0 | 0.0 ( 0.0) | 59 | 22.7 (100)
|
| DK/NA/REF | 2 | 2.4 (28.6) | 4 | 2.8 (57.1) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 100 (14.3) | 7 | 2.7 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | | | |
|
| NATURAL SCIENCES | 22 | 26.8 (38.6) | 31 | 22.0 (54.4) | 2 | 6.5 ( 3.5) | 1 | 20.0 ( 1.8) | 1 | 100 ( 1.8) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 7 | 8.5 (16.7) | 23 | 16.3 (54.8) | 11 | 35.5 (26.2) | 1 | 20.0 ( 2.4) | 0 | 0.0 ( 0.0) | 42 | 16.2 (100)
|
| HUMANITIES | 20 | 24.4 (35.1) | 29 | 20.6 (50.9) | 6 | 19.4 (10.5) | 2 | 40.0 ( 3.5) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 10 | 12.2 (34.5) | 15 | 10.6 (51.7) | 4 | 12.9 (13.8) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 6 | 7.3 (24.0) | 17 | 12.1 (68.0) | 2 | 6.5 ( 8.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 4 | 4.9 (36.4) | 4 | 2.8 (36.4) | 2 | 6.5 (18.2) | 1 | 20.0 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 5 | 6.1 (50.0) | 4 | 2.8 (40.0) | 1 | 3.2 (10.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 3 | 3.7 (27.3) | 8 | 5.7 (72.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 3 | 3.7 (30.0) | 6 | 4.3 (60.0) | 1 | 3.2 (10.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 2 | 2.4 (33.3) | 2 | 1.4 (33.3) | 2 | 6.5 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | | | |
|
| TENURED | 54 | 65.9 (34.0) | 80 | 56.7 (50.3) | 22 | 71.0 (13.8) | 2 | 40.0 ( 1.3) | 1 | 100 ( 0.6) | 159 | 61.2 (100)
|
| TENURE-TRACK | 16 | 19.5 (23.5) | 44 | 31.2 (64.7) | 6 | 19.4 ( 8.8) | 2 | 40.0 ( 2.9) | 0 | 0.0 ( 0.0) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 12 | 14.6 (37.5) | 16 | 11.3 (50.0) | 3 | 9.7 ( 9.4) | 1 | 20.0 ( 3.1) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | | | |
|
| PROFESSOR | 29 | 35.4 (36.3) | 37 | 26.2 (46.3) | 11 | 35.5 (13.8) | 2 | 40.0 ( 2.5) | 1 | 100 ( 1.3) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 28 | 34.1 (33.7) | 44 | 31.2 (53.0) | 11 | 35.5 (13.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 15 | 18.3 (24.6) | 39 | 27.7 (63.9) | 5 | 16.1 ( 8.2) | 2 | 40.0 ( 3.3) | 0 | 0.0 ( 0.0) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 5 | 6.1 (27.8) | 11 | 7.8 (61.1) | 2 | 6.5 (11.1) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 4 | 4.9 (30.8) | 7 | 5.0 (53.8) | 1 | 3.2 ( 7.7) | 1 | 20.0 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 1.2 (33.3) | 2 | 1.4 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.7 (50.0) | 1 | 3.2 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | | | |
|
| YES | 20 | 24.4 (43.5) | 20 | 14.2 (43.5) | 6 | 19.4 (13.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 46 | 17.7 (100)
|
| NO | 62 | 75.6 (29.0) | 121 | 85.8 (56.5) | 25 | 80.6 (11.7) | 5 | 100 ( 2.3) | 1 | 100 ( 0.5) | 214 | 82.3 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | | | |
|
| MALE | 58 | 70.7 (33.3) | 93 | 66.0 (53.4) | 19 | 61.3 (10.9) | 3 | 60.0 ( 1.7) | 1 | 100 ( 0.6) | 174 | 66.9 (100)
|
| FEMALE | 24 | 29.3 (28.6) | 46 | 32.6 (54.8) | 12 | 38.7 (14.3) | 2 | 40.0 ( 2.4) | 0 | 0.0 ( 0.0) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | | | |
|
| CAUCASION | 65 | 79.3 (31.4) | 113 | 80.1 (54.6) | 26 | 83.9 (12.6) | 2 | 40.0 ( 1.0) | 1 | 100 ( 0.5) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 11 | 13.4 (42.3) | 11 | 7.8 (42.3) | 4 | 12.9 (15.4) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 26 | 10.0 (100)
|
| OTHER | 4 | 4.9 (26.7) | 9 | 6.4 (60.0) | 1 | 3.2 ( 6.7) | 1 | 20.0 ( 6.7) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 2 | 2.4 (16.7) | 8 | 5.7 (66.7) | 0 | 0.0 ( 0.0) | 2 | 40.0 (16.7) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 82 | 100 (31.5) | 141 | 100 (54.2) | 31 | 100 (11.9) | 5 | 100 ( 1.9) | 1 | 100 ( 0.4) | 260 | 100 (100)
|