Across-the-board cost-of-living raises
| 11 | VERY IMPORTANT | SOMEWHAT IMPORTANT | NOT IMPORTANT | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 199 | 76.5 | 52 | 20 | 9 | 3.5 | 260 | 100
|
| | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | |
|
| VERY SATISFIED | 64 | 32.2 (78.0) | 14 | 26.9 (17.1) | 4 | 44.4 ( 4.9) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 107 | 53.8 (75.9) | 29 | 55.8 (20.6) | 5 | 55.6 ( 3.5) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 24 | 12.1 (77.4) | 7 | 13.5 (22.6) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 4 | 2.0 (80.0) | 1 | 1.9 (20.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.9 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | |
|
| VERY IMPORTANT | 189 | 95.0 (78.4) | 45 | 86.5 (18.7) | 7 | 77.8 ( 2.9) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 10 | 5.0 (55.6) | 6 | 11.5 (33.3) | 2 | 22.2 (11.1) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 1.9 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | |
|
| VERY IMPORTANT | 187 | 94.0 (89.9) | 20 | 38.5 ( 9.6) | 1 | 11.1 ( 0.5) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 11 | 5.5 (23.4) | 30 | 57.7 (63.8) | 6 | 66.7 (12.8) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 0.5 (20.0) | 2 | 3.8 (40.0) | 2 | 22.2 (40.0) | 5 | 1.9 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | |
|
| VERY IMPORTANT | 146 | 73.4 (76.0) | 38 | 73.1 (19.8) | 8 | 88.9 ( 4.2) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 47 | 23.6 (78.3) | 12 | 23.1 (20.0) | 1 | 11.1 ( 1.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 6 | 3.0 (85.7) | 1 | 1.9 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.9 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | |
|
| VERY IMPORTANT | 135 | 67.8 (87.1) | 19 | 36.5 (12.3) | 1 | 11.1 ( 0.6) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 51 | 25.6 (70.8) | 19 | 36.5 (26.4) | 2 | 22.2 ( 2.8) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 13 | 6.5 (40.6) | 13 | 25.0 (40.6) | 6 | 66.7 (18.8) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.9 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | |
|
| VERY IMPORTANT | 74 | 37.2 (80.4) | 15 | 28.8 (16.3) | 3 | 33.3 ( 3.3) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 101 | 50.8 (75.9) | 27 | 51.9 (20.3) | 5 | 55.6 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 23 | 11.6 (69.7) | 9 | 17.3 (27.3) | 1 | 11.1 ( 3.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 1 | 1.9 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | |
|
| VERY IMPORTANT | 121 | 60.8 (83.4) | 23 | 44.2 (15.9) | 1 | 11.1 ( 0.7) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 67 | 33.7 (71.3) | 22 | 42.3 (23.4) | 5 | 55.6 ( 5.3) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 4 | 2.0 (36.4) | 5 | 9.6 (45.5) | 2 | 22.2 (18.2) | 11 | 4.2 (100)
|
| DK/NA/REF | 7 | 3.5 (70.0) | 2 | 3.8 (20.0) | 1 | 11.1 (10.0) | 10 | 3.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | |
|
| VERY IMPORTANT | 117 | 58.8 (84.8) | 20 | 38.5 (14.5) | 1 | 11.1 ( 0.7) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 56 | 28.1 (70.9) | 19 | 36.5 (24.1) | 4 | 44.4 ( 5.1) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 15 | 7.5 (50.0) | 12 | 23.1 (40.0) | 3 | 33.3 (10.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 11 | 5.5 (84.6) | 1 | 1.9 ( 7.7) | 1 | 11.1 ( 7.7) | 13 | 5.0 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | |
|
| VERY IMPORTANT | 142 | 71.4 (74.7) | 40 | 76.9 (21.1) | 8 | 88.9 ( 4.2) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 52 | 26.1 (81.3) | 11 | 21.2 (17.2) | 1 | 11.1 ( 1.6) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 2.5 (83.3) | 1 | 1.9 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | |
|
| VERY IMPORTANT | 98 | 49.2 (83.1) | 19 | 36.5 (16.1) | 1 | 11.1 ( 0.8) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 91 | 45.7 (73.4) | 28 | 53.8 (22.6) | 5 | 55.6 ( 4.0) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 10 | 5.0 (55.6) | 5 | 9.6 (27.8) | 3 | 33.3 (16.7) | 18 | 6.9 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | |
|
| VERY IMPORTANT | 96 | 48.2 (84.2) | 18 | 34.6 (15.8) | 0 | 0.0 ( 0.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 87 | 43.7 (74.4) | 25 | 48.1 (21.4) | 5 | 55.6 ( 4.3) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 9 | 4.5 (47.4) | 7 | 13.5 (36.8) | 3 | 33.3 (15.8) | 19 | 7.3 (100)
|
| DK/NA/REF | 7 | 3.5 (70.0) | 2 | 3.8 (20.0) | 1 | 11.1 (10.0) | 10 | 3.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | |
|
| VERY IMPORTANT | 72 | 36.2 (84.7) | 11 | 21.2 (12.9) | 2 | 22.2 ( 2.4) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 88 | 44.2 (80.7) | 21 | 40.4 (19.3) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 33 | 16.6 (55.9) | 19 | 36.5 (32.2) | 7 | 77.8 (11.9) | 59 | 22.7 (100)
|
| DK/NA/REF | 6 | 3.0 (85.7) | 1 | 1.9 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | |
|
| NATURAL SCIENCES | 38 | 19.1 (66.7) | 16 | 30.8 (28.1) | 3 | 33.3 ( 5.3) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 35 | 17.6 (83.3) | 6 | 11.5 (14.3) | 1 | 11.1 ( 2.4) | 42 | 16.2 (100)
|
| HUMANITIES | 48 | 24.1 (84.2) | 8 | 15.4 (14.0) | 1 | 11.1 ( 1.8) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 24 | 12.1 (82.8) | 5 | 9.6 (17.2) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 13 | 6.5 (52.0) | 8 | 15.4 (32.0) | 4 | 44.4 (16.0) | 25 | 9.6 (100)
|
| EDUCATION | 9 | 4.5 (81.8) | 2 | 3.8 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 4.0 (80.0) | 2 | 3.8 (20.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 8 | 4.0 (72.7) | 3 | 5.8 (27.3) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 10 | 5.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 5 | 2.5 (83.3) | 1 | 1.9 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 1 | 1.9 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | |
|
| TENURED | 120 | 60.3 (75.5) | 34 | 65.4 (21.4) | 5 | 55.6 ( 3.1) | 159 | 61.2 (100)
|
| TENURE-TRACK | 54 | 27.1 (79.4) | 11 | 21.2 (16.2) | 3 | 33.3 ( 4.4) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 24 | 12.1 (75.0) | 7 | 13.5 (21.9) | 1 | 11.1 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | |
|
| PROFESSOR | 55 | 27.6 (68.8) | 20 | 38.5 (25.0) | 5 | 55.6 ( 6.3) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 65 | 32.7 (78.3) | 18 | 34.6 (21.7) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 50 | 25.1 (82.0) | 8 | 15.4 (13.1) | 3 | 33.3 ( 4.9) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 14 | 7.0 (77.8) | 3 | 5.8 (16.7) | 1 | 11.1 ( 5.6) | 18 | 6.9 (100)
|
| INSTRUCTOR | 10 | 5.0 (76.9) | 3 | 5.8 (23.1) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 3 | 1.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 2 | 1.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | |
|
| YES | 36 | 18.1 (78.3) | 9 | 17.3 (19.6) | 1 | 11.1 ( 2.2) | 46 | 17.7 (100)
|
| NO | 163 | 81.9 (76.2) | 43 | 82.7 (20.1) | 8 | 88.9 ( 3.7) | 214 | 82.3 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | |
|
| MALE | 128 | 64.3 (73.6) | 38 | 73.1 (21.8) | 8 | 88.9 ( 4.6) | 174 | 66.9 (100)
|
| FEMALE | 70 | 35.2 (83.3) | 13 | 25.0 (15.5) | 1 | 11.1 ( 1.2) | 84 | 32.3 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 1 | 1.9 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|
| | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | |
|
| CAUCASION | 162 | 81.4 (78.3) | 38 | 73.1 (18.4) | 7 | 77.8 ( 3.4) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 20 | 10.1 (76.9) | 5 | 9.6 (19.2) | 1 | 11.1 ( 3.8) | 26 | 10.0 (100)
|
| OTHER | 9 | 4.5 (60.0) | 5 | 9.6 (33.3) | 1 | 11.1 ( 6.7) | 15 | 5.8 (100)
|
| DK/NA/REF | 8 | 4.0 (66.7) | 4 | 7.7 (33.3) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 199 | 100 (76.5) | 52 | 100 (20.0) | 9 | 100 ( 3.5) | 260 | 100 (100)
|