Raises should go to a majority of instructional faculty
| 10 | VERY IMPORTANT | SOMEWHAT IMPORTANT | NOT IMPORTANT | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 138 | 53.1 | 79 | 30.4 | 30 | 11.5 | 13 | 5 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 45 | 32.6 (54.9) | 21 | 26.6 (25.6) | 11 | 36.7 (13.4) | 5 | 38.5 ( 6.1) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 70 | 50.7 (49.6) | 50 | 63.3 (35.5) | 15 | 50.0 (10.6) | 6 | 46.2 ( 4.3) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 19 | 13.8 (61.3) | 8 | 10.1 (25.8) | 2 | 6.7 ( 6.5) | 2 | 15.4 ( 6.5) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 3 | 2.2 (60.0) | 0 | 0.0 ( 0.0) | 2 | 6.7 (40.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 131 | 94.9 (54.4) | 76 | 96.2 (31.5) | 23 | 76.7 ( 9.5) | 11 | 84.6 ( 4.6) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 7 | 5.1 (38.9) | 3 | 3.8 (16.7) | 6 | 20.0 (33.3) | 2 | 15.4 (11.1) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 125 | 90.6 (60.1) | 55 | 69.6 (26.4) | 17 | 56.7 ( 8.2) | 11 | 84.6 ( 5.3) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 13 | 9.4 (27.7) | 22 | 27.8 (46.8) | 11 | 36.7 (23.4) | 1 | 7.7 ( 2.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 2 | 2.5 (40.0) | 2 | 6.7 (40.0) | 1 | 7.7 (20.0) | 5 | 1.9 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 92 | 66.7 (47.9) | 62 | 78.5 (32.3) | 27 | 90.0 (14.1) | 11 | 84.6 ( 5.7) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 40 | 29.0 (66.7) | 15 | 19.0 (25.0) | 3 | 10.0 ( 5.0) | 2 | 15.4 ( 3.3) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 5 | 3.6 (71.4) | 2 | 2.5 (28.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 104 | 75.4 (67.1) | 36 | 45.6 (23.2) | 8 | 26.7 ( 5.2) | 7 | 53.8 ( 4.5) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 28 | 20.3 (38.9) | 26 | 32.9 (36.1) | 13 | 43.3 (18.1) | 5 | 38.5 ( 6.9) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 6 | 4.3 (18.8) | 16 | 20.3 (50.0) | 9 | 30.0 (28.1) | 1 | 7.7 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.3 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 52 | 37.7 (56.5) | 24 | 30.4 (26.1) | 10 | 33.3 (10.9) | 6 | 46.2 ( 6.5) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 74 | 53.6 (55.6) | 42 | 53.2 (31.6) | 12 | 40.0 ( 9.0) | 5 | 38.5 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 11 | 8.0 (33.3) | 13 | 16.5 (39.4) | 7 | 23.3 (21.2) | 2 | 15.4 ( 6.1) | 33 | 12.7 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 0 | 0.0 ( 0.0) | 1 | 3.3 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 81 | 58.7 (55.9) | 46 | 58.2 (31.7) | 11 | 36.7 ( 7.6) | 7 | 53.8 ( 4.8) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 51 | 37.0 (54.3) | 25 | 31.6 (26.6) | 14 | 46.7 (14.9) | 4 | 30.8 ( 4.3) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 1 | 0.7 ( 9.1) | 6 | 7.6 (54.5) | 3 | 10.0 (27.3) | 1 | 7.7 ( 9.1) | 11 | 4.2 (100)
|
| DK/NA/REF | 5 | 3.6 (50.0) | 2 | 2.5 (20.0) | 2 | 6.7 (20.0) | 1 | 7.7 (10.0) | 10 | 3.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 117 | 84.8 (58.8) | 56 | 70.9 (28.1) | 15 | 50.0 ( 7.5) | 11 | 84.6 ( 5.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 20 | 14.5 (38.5) | 19 | 24.1 (36.5) | 12 | 40.0 (23.1) | 1 | 7.7 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 0.7 (11.1) | 4 | 5.1 (44.4) | 3 | 10.0 (33.3) | 1 | 7.7 (11.1) | 9 | 3.5 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 89 | 64.5 (46.8) | 64 | 81.0 (33.7) | 26 | 86.7 (13.7) | 11 | 84.6 ( 5.8) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 44 | 31.9 (68.8) | 14 | 17.7 (21.9) | 4 | 13.3 ( 6.3) | 2 | 15.4 ( 3.1) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 3.6 (83.3) | 1 | 1.3 (16.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 65 | 47.1 (55.1) | 31 | 39.2 (26.3) | 13 | 43.3 (11.0) | 9 | 69.2 ( 7.6) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 66 | 47.8 (53.2) | 43 | 54.4 (34.7) | 12 | 40.0 ( 9.7) | 3 | 23.1 ( 2.4) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 7 | 5.1 (38.9) | 5 | 6.3 (27.8) | 5 | 16.7 (27.8) | 1 | 7.7 ( 5.6) | 18 | 6.9 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 67 | 48.6 (58.8) | 33 | 41.8 (28.9) | 6 | 20.0 ( 5.3) | 8 | 61.5 ( 7.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 62 | 44.9 (53.0) | 35 | 44.3 (29.9) | 18 | 60.0 (15.4) | 2 | 15.4 ( 1.7) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 3 | 2.2 (15.8) | 10 | 12.7 (52.6) | 5 | 16.7 (26.3) | 1 | 7.7 ( 5.3) | 19 | 7.3 (100)
|
| DK/NA/REF | 6 | 4.3 (60.0) | 1 | 1.3 (10.0) | 1 | 3.3 (10.0) | 2 | 15.4 (20.0) | 10 | 3.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 54 | 39.1 (63.5) | 24 | 30.4 (28.2) | 3 | 10.0 ( 3.5) | 4 | 30.8 ( 4.7) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 58 | 42.0 (53.2) | 36 | 45.6 (33.0) | 9 | 30.0 ( 8.3) | 6 | 46.2 ( 5.5) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 21 | 15.2 (35.6) | 18 | 22.8 (30.5) | 17 | 56.7 (28.8) | 3 | 23.1 ( 5.1) | 59 | 22.7 (100)
|
| DK/NA/REF | 5 | 3.6 (71.4) | 1 | 1.3 (14.3) | 1 | 3.3 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 24 | 17.4 (42.1) | 18 | 22.8 (31.6) | 11 | 36.7 (19.3) | 4 | 30.8 ( 7.0) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 25 | 18.1 (59.5) | 10 | 12.7 (23.8) | 3 | 10.0 ( 7.1) | 4 | 30.8 ( 9.5) | 42 | 16.2 (100)
|
| HUMANITIES | 40 | 29.0 (70.2) | 11 | 13.9 (19.3) | 4 | 13.3 ( 7.0) | 2 | 15.4 ( 3.5) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 14 | 10.1 (48.3) | 13 | 16.5 (44.8) | 1 | 3.3 ( 3.4) | 1 | 7.7 ( 3.4) | 29 | 11.2 (100)
|
| BUSINESS | 8 | 5.8 (32.0) | 10 | 12.7 (40.0) | 6 | 20.0 (24.0) | 1 | 7.7 ( 4.0) | 25 | 9.6 (100)
|
| EDUCATION | 3 | 2.2 (27.3) | 5 | 6.3 (45.5) | 3 | 10.0 (27.3) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 5.8 (80.0) | 1 | 1.3 (10.0) | 0 | 0.0 ( 0.0) | 1 | 7.7 (10.0) | 10 | 3.8 (100)
|
| LAW | 5 | 3.6 (45.5) | 5 | 6.3 (45.5) | 1 | 3.3 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 6 | 4.3 (60.0) | 3 | 3.8 (30.0) | 1 | 3.3 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 4 | 2.9 (66.7) | 2 | 2.5 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 1 | 1.3 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 78 | 56.5 (49.1) | 48 | 60.8 (30.2) | 23 | 76.7 (14.5) | 10 | 76.9 ( 6.3) | 159 | 61.2 (100)
|
| TENURE-TRACK | 36 | 26.1 (52.9) | 25 | 31.6 (36.8) | 6 | 20.0 ( 8.8) | 1 | 7.7 ( 1.5) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 24 | 17.4 (75.0) | 5 | 6.3 (15.6) | 1 | 3.3 ( 3.1) | 2 | 15.4 ( 6.3) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.3 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 34 | 24.6 (42.5) | 28 | 35.4 (35.0) | 15 | 50.0 (18.8) | 3 | 23.1 ( 3.8) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 47 | 34.1 (56.6) | 21 | 26.6 (25.3) | 8 | 26.7 ( 9.6) | 7 | 53.8 ( 8.4) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 31 | 22.5 (50.8) | 24 | 30.4 (39.3) | 5 | 16.7 ( 8.2) | 1 | 7.7 ( 1.6) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 14 | 10.1 (77.8) | 2 | 2.5 (11.1) | 1 | 3.3 ( 5.6) | 1 | 7.7 ( 5.6) | 18 | 6.9 (100)
|
| INSTRUCTOR | 8 | 5.8 (61.5) | 3 | 3.8 (23.1) | 1 | 3.3 ( 7.7) | 1 | 7.7 ( 7.7) | 13 | 5.0 (100)
|
| OTHER | 3 | 2.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 1 | 1.3 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 24 | 17.4 (52.2) | 12 | 15.2 (26.1) | 6 | 20.0 (13.0) | 4 | 30.8 ( 8.7) | 46 | 17.7 (100)
|
| NO | 114 | 82.6 (53.3) | 67 | 84.8 (31.3) | 24 | 80.0 (11.2) | 9 | 69.2 ( 4.2) | 214 | 82.3 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 85 | 61.6 (48.9) | 57 | 72.2 (32.8) | 25 | 83.3 (14.4) | 7 | 53.8 ( 4.0) | 174 | 66.9 (100)
|
| FEMALE | 53 | 38.4 (63.1) | 20 | 25.3 (23.8) | 5 | 16.7 ( 6.0) | 6 | 46.2 ( 7.1) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 2.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 118 | 85.5 (57.0) | 56 | 70.9 (27.1) | 22 | 73.3 (10.6) | 11 | 84.6 ( 5.3) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 10 | 7.2 (38.5) | 10 | 12.7 (38.5) | 4 | 13.3 (15.4) | 2 | 15.4 ( 7.7) | 26 | 10.0 (100)
|
| OTHER | 7 | 5.1 (46.7) | 7 | 8.9 (46.7) | 1 | 3.3 ( 6.7) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 3 | 2.2 (25.0) | 6 | 7.6 (50.0) | 3 | 10.0 (25.0) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 138 | 100 (53.1) | 79 | 100 (30.4) | 30 | 100 (11.5) | 13 | 100 ( 5.0) | 260 | 100 (100)
|