Preferential increases to redress salary compression
| 13 | VERY IMPORTANT | SOMEWHAT IMPORTANT | NOT IMPORTANT | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 118 | 45.4 | 124 | 47.7 | 18 | 6.9 | 260 | 100
|
| | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | |
|
| VERY SATISFIED | 32 | 27.1 (39.0) | 45 | 36.3 (54.9) | 5 | 27.8 ( 6.1) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 68 | 57.6 (48.2) | 61 | 49.2 (43.3) | 12 | 66.7 ( 8.5) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 17 | 14.4 (54.8) | 13 | 10.5 (41.9) | 1 | 5.6 ( 3.2) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 1 | 0.8 (20.0) | 4 | 3.2 (80.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | |
|
| VERY IMPORTANT | 113 | 95.8 (46.9) | 114 | 91.9 (47.3) | 14 | 77.8 ( 5.8) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 5 | 4.2 (27.8) | 10 | 8.1 (55.6) | 3 | 16.7 (16.7) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 5.6 (100) | 1 | 0.4 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | |
|
| VERY IMPORTANT | 103 | 87.3 (49.5) | 95 | 76.6 (45.7) | 10 | 55.6 ( 4.8) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 14 | 11.9 (29.8) | 26 | 21.0 (55.3) | 7 | 38.9 (14.9) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 0.8 (20.0) | 3 | 2.4 (60.0) | 1 | 5.6 (20.0) | 5 | 1.9 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | |
|
| VERY IMPORTANT | 87 | 73.7 (45.3) | 90 | 72.6 (46.9) | 15 | 83.3 ( 7.8) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 27 | 22.9 (45.0) | 31 | 25.0 (51.7) | 2 | 11.1 ( 3.3) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 4 | 3.4 (57.1) | 2 | 1.6 (28.6) | 1 | 5.6 (14.3) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | |
|
| VERY IMPORTANT | 83 | 70.3 (53.5) | 67 | 54.0 (43.2) | 5 | 27.8 ( 3.2) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 29 | 24.6 (40.3) | 39 | 31.5 (54.2) | 4 | 22.2 ( 5.6) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 6 | 5.1 (18.8) | 17 | 13.7 (53.1) | 9 | 50.0 (28.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | |
|
| VERY IMPORTANT | 85 | 72.0 (92.4) | 6 | 4.8 ( 6.5) | 1 | 5.6 ( 1.1) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 27 | 22.9 (20.3) | 101 | 81.5 (75.9) | 5 | 27.8 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 6 | 5.1 (18.2) | 15 | 12.1 (45.5) | 12 | 66.7 (36.4) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.6 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | |
|
| VERY IMPORTANT | 82 | 69.5 (56.6) | 60 | 48.4 (41.4) | 3 | 16.7 ( 2.1) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 30 | 25.4 (31.9) | 56 | 45.2 (59.6) | 8 | 44.4 ( 8.5) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 4 | 3.4 (36.4) | 3 | 2.4 (27.3) | 4 | 22.2 (36.4) | 11 | 4.2 (100)
|
| DK/NA/REF | 2 | 1.7 (20.0) | 5 | 4.0 (50.0) | 3 | 16.7 (30.0) | 10 | 3.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | |
|
| VERY IMPORTANT | 65 | 55.1 (47.1) | 66 | 53.2 (47.8) | 7 | 38.9 ( 5.1) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 31 | 26.3 (39.2) | 43 | 34.7 (54.4) | 5 | 27.8 ( 6.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 13 | 11.0 (43.3) | 12 | 9.7 (40.0) | 5 | 27.8 (16.7) | 30 | 11.5 (100)
|
| DK/NA/REF | 9 | 7.6 (69.2) | 3 | 2.4 (23.1) | 1 | 5.6 ( 7.7) | 13 | 5.0 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | |
|
| VERY IMPORTANT | 98 | 83.1 (49.2) | 91 | 73.4 (45.7) | 10 | 55.6 ( 5.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 19 | 16.1 (36.5) | 28 | 22.6 (53.8) | 5 | 27.8 ( 9.6) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 0.8 (11.1) | 5 | 4.0 (55.6) | 3 | 16.7 (33.3) | 9 | 3.5 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | |
|
| VERY IMPORTANT | 85 | 72.0 (44.7) | 92 | 74.2 (48.4) | 13 | 72.2 ( 6.8) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 29 | 24.6 (45.3) | 31 | 25.0 (48.4) | 4 | 22.2 ( 6.3) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 4 | 3.4 (66.7) | 1 | 0.8 (16.7) | 1 | 5.6 (16.7) | 6 | 2.3 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | |
|
| VERY IMPORTANT | 74 | 62.7 (64.9) | 39 | 31.5 (34.2) | 1 | 5.6 ( 0.9) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 36 | 30.5 (30.8) | 74 | 59.7 (63.2) | 7 | 38.9 ( 6.0) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 6 | 5.1 (31.6) | 6 | 4.8 (31.6) | 7 | 38.9 (36.8) | 19 | 7.3 (100)
|
| DK/NA/REF | 2 | 1.7 (20.0) | 5 | 4.0 (50.0) | 3 | 16.7 (30.0) | 10 | 3.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | |
|
| VERY IMPORTANT | 49 | 41.5 (57.6) | 33 | 26.6 (38.8) | 3 | 16.7 ( 3.5) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 49 | 41.5 (45.0) | 55 | 44.4 (50.5) | 5 | 27.8 ( 4.6) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 16 | 13.6 (27.1) | 33 | 26.6 (55.9) | 10 | 55.6 (16.9) | 59 | 22.7 (100)
|
| DK/NA/REF | 4 | 3.4 (57.1) | 3 | 2.4 (42.9) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | |
|
| NATURAL SCIENCES | 16 | 13.6 (28.1) | 35 | 28.2 (61.4) | 6 | 33.3 (10.5) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 25 | 21.2 (59.5) | 16 | 12.9 (38.1) | 1 | 5.6 ( 2.4) | 42 | 16.2 (100)
|
| HUMANITIES | 28 | 23.7 (49.1) | 25 | 20.2 (43.9) | 4 | 22.2 ( 7.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 15 | 12.7 (51.7) | 13 | 10.5 (44.8) | 1 | 5.6 ( 3.4) | 29 | 11.2 (100)
|
| BUSINESS | 8 | 6.8 (32.0) | 14 | 11.3 (56.0) | 3 | 16.7 (12.0) | 25 | 9.6 (100)
|
| EDUCATION | 4 | 3.4 (36.4) | 7 | 5.6 (63.6) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 5 | 4.2 (50.0) | 5 | 4.0 (50.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 7 | 5.9 (63.6) | 3 | 2.4 (27.3) | 1 | 5.6 ( 9.1) | 11 | 4.2 (100)
|
| MUSIC | 8 | 6.8 (80.0) | 2 | 1.6 (20.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 2 | 1.7 (33.3) | 4 | 3.2 (66.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 11.1 (100) | 2 | 0.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | |
|
| TENURED | 78 | 66.1 (49.1) | 75 | 60.5 (47.2) | 6 | 33.3 ( 3.8) | 159 | 61.2 (100)
|
| TENURE-TRACK | 25 | 21.2 (36.8) | 34 | 27.4 (50.0) | 9 | 50.0 (13.2) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 15 | 12.7 (46.9) | 14 | 11.3 (43.8) | 3 | 16.7 ( 9.4) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | |
|
| PROFESSOR | 34 | 28.8 (42.5) | 40 | 32.3 (50.0) | 6 | 33.3 ( 7.5) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 44 | 37.3 (53.0) | 39 | 31.5 (47.0) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 24 | 20.3 (39.3) | 29 | 23.4 (47.5) | 8 | 44.4 (13.1) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 8 | 6.8 (44.4) | 8 | 6.5 (44.4) | 2 | 11.1 (11.1) | 18 | 6.9 (100)
|
| INSTRUCTOR | 6 | 5.1 (46.2) | 5 | 4.0 (38.5) | 2 | 11.1 (15.4) | 13 | 5.0 (100)
|
| OTHER | 2 | 1.7 (66.7) | 1 | 0.8 (33.3) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.6 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | |
|
| YES | 24 | 20.3 (52.2) | 21 | 16.9 (45.7) | 1 | 5.6 ( 2.2) | 46 | 17.7 (100)
|
| NO | 94 | 79.7 (43.9) | 103 | 83.1 (48.1) | 17 | 94.4 ( 7.9) | 214 | 82.3 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | |
|
| MALE | 72 | 61.0 (41.4) | 88 | 71.0 (50.6) | 14 | 77.8 ( 8.0) | 174 | 66.9 (100)
|
| FEMALE | 46 | 39.0 (54.8) | 35 | 28.2 (41.7) | 3 | 16.7 ( 3.6) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (50.0) | 1 | 5.6 (50.0) | 2 | 0.8 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | |
|
| CAUCASION | 97 | 82.2 (46.9) | 99 | 79.8 (47.8) | 11 | 61.1 ( 5.3) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 12 | 10.2 (46.2) | 12 | 9.7 (46.2) | 2 | 11.1 ( 7.7) | 26 | 10.0 (100)
|
| OTHER | 6 | 5.1 (40.0) | 9 | 7.3 (60.0) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 3 | 2.5 (25.0) | 4 | 3.2 (33.3) | 5 | 27.8 (41.7) | 12 | 4.6 (100)
|
| Total | 118 | 100 (45.4) | 124 | 100 (47.7) | 18 | 100 ( 6.9) | 260 | 100 (100)
|