Preferential increases to redress other inequities
| 14 | 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 | 114 | 43.8 | 117 | 45 | 19 | 7.3 | 10 | 3.8 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 32 | 28.1 (39.0) | 42 | 35.9 (51.2) | 5 | 26.3 ( 6.1) | 3 | 30.0 ( 3.7) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 65 | 57.0 (46.1) | 61 | 52.1 (43.3) | 11 | 57.9 ( 7.8) | 4 | 40.0 ( 2.8) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 17 | 14.9 (54.8) | 10 | 8.5 (32.3) | 2 | 10.5 ( 6.5) | 2 | 20.0 ( 6.5) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 0 | 0.0 ( 0.0) | 4 | 3.4 (80.0) | 1 | 5.3 (20.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 10.0 (100) | 1 | 0.4 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 107 | 93.9 (44.4) | 110 | 94.0 (45.6) | 17 | 89.5 ( 7.1) | 7 | 70.0 ( 2.9) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 7 | 6.1 (38.9) | 7 | 6.0 (38.9) | 1 | 5.3 ( 5.6) | 3 | 30.0 (16.7) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 5.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 100 | 87.7 (48.1) | 90 | 76.9 (43.3) | 11 | 57.9 ( 5.3) | 7 | 70.0 ( 3.4) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 13 | 11.4 (27.7) | 25 | 21.4 (53.2) | 7 | 36.8 (14.9) | 2 | 20.0 ( 4.3) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 0.9 (20.0) | 2 | 1.7 (40.0) | 1 | 5.3 (20.0) | 1 | 10.0 (20.0) | 5 | 1.9 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 80 | 70.2 (41.7) | 90 | 76.9 (46.9) | 14 | 73.7 ( 7.3) | 8 | 80.0 ( 4.2) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 31 | 27.2 (51.7) | 24 | 20.5 (40.0) | 4 | 21.1 ( 6.7) | 1 | 10.0 ( 1.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 3 | 2.6 (42.9) | 3 | 2.6 (42.9) | 1 | 5.3 (14.3) | 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) | 1 | 10.0 (100) | 1 | 0.4 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 80 | 70.2 (51.6) | 64 | 54.7 (41.3) | 7 | 36.8 ( 4.5) | 4 | 40.0 ( 2.6) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 27 | 23.7 (37.5) | 36 | 30.8 (50.0) | 6 | 31.6 ( 8.3) | 3 | 30.0 ( 4.2) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 6 | 5.3 (18.8) | 17 | 14.5 (53.1) | 6 | 31.6 (18.8) | 3 | 30.0 ( 9.4) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 56 | 49.1 (60.9) | 32 | 27.4 (34.8) | 3 | 15.8 ( 3.3) | 1 | 10.0 ( 1.1) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 47 | 41.2 (35.3) | 72 | 61.5 (54.1) | 9 | 47.4 ( 6.8) | 5 | 50.0 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 11 | 9.6 (33.3) | 11 | 9.4 (33.3) | 7 | 36.8 (21.2) | 4 | 40.0 (12.1) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 99 | 86.8 (68.3) | 45 | 38.5 (31.0) | 1 | 5.3 ( 0.7) | 0 | 0.0 ( 0.0) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 14 | 12.3 (14.9) | 69 | 59.0 (73.4) | 9 | 47.4 ( 9.6) | 2 | 20.0 ( 2.1) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 1 | 0.9 ( 9.1) | 1 | 0.9 ( 9.1) | 9 | 47.4 (81.8) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.7 (20.0) | 0 | 0.0 ( 0.0) | 8 | 80.0 (80.0) | 10 | 3.8 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 67 | 58.8 (48.6) | 62 | 53.0 (44.9) | 3 | 15.8 ( 2.2) | 6 | 60.0 ( 4.3) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 33 | 28.9 (41.8) | 35 | 29.9 (44.3) | 10 | 52.6 (12.7) | 1 | 10.0 ( 1.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 6 | 5.3 (20.0) | 18 | 15.4 (60.0) | 5 | 26.3 (16.7) | 1 | 10.0 ( 3.3) | 30 | 11.5 (100)
|
| DK/NA/REF | 8 | 7.0 (61.5) | 2 | 1.7 (15.4) | 1 | 5.3 ( 7.7) | 2 | 20.0 (15.4) | 13 | 5.0 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 96 | 84.2 (48.2) | 87 | 74.4 (43.7) | 9 | 47.4 ( 4.5) | 7 | 70.0 ( 3.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 18 | 15.8 (34.6) | 25 | 21.4 (48.1) | 7 | 36.8 (13.5) | 2 | 20.0 ( 3.8) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 5 | 4.3 (55.6) | 3 | 15.8 (33.3) | 1 | 10.0 (11.1) | 9 | 3.5 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 81 | 71.1 (42.6) | 86 | 73.5 (45.3) | 15 | 78.9 ( 7.9) | 8 | 80.0 ( 4.2) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 30 | 26.3 (46.9) | 29 | 24.8 (45.3) | 3 | 15.8 ( 4.7) | 2 | 20.0 ( 3.1) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 3 | 2.6 (50.0) | 2 | 1.7 (33.3) | 1 | 5.3 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 74 | 64.9 (62.7) | 36 | 30.8 (30.5) | 6 | 31.6 ( 5.1) | 2 | 20.0 ( 1.7) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 39 | 34.2 (31.5) | 74 | 63.2 (59.7) | 6 | 31.6 ( 4.8) | 5 | 50.0 ( 4.0) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 1 | 0.9 ( 5.6) | 7 | 6.0 (38.9) | 7 | 36.8 (38.9) | 3 | 30.0 (16.7) | 18 | 6.9 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 45 | 39.5 (52.9) | 34 | 29.1 (40.0) | 3 | 15.8 ( 3.5) | 3 | 30.0 ( 3.5) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 49 | 43.0 (45.0) | 55 | 47.0 (50.5) | 4 | 21.1 ( 3.7) | 1 | 10.0 ( 0.9) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 15 | 13.2 (25.4) | 27 | 23.1 (45.8) | 12 | 63.2 (20.3) | 5 | 50.0 ( 8.5) | 59 | 22.7 (100)
|
| DK/NA/REF | 5 | 4.4 (71.4) | 1 | 0.9 (14.3) | 0 | 0.0 ( 0.0) | 1 | 10.0 (14.3) | 7 | 2.7 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 15 | 13.2 (26.3) | 34 | 29.1 (59.6) | 6 | 31.6 (10.5) | 2 | 20.0 ( 3.5) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 20 | 17.5 (47.6) | 16 | 13.7 (38.1) | 2 | 10.5 ( 4.8) | 4 | 40.0 ( 9.5) | 42 | 16.2 (100)
|
| HUMANITIES | 27 | 23.7 (47.4) | 27 | 23.1 (47.4) | 1 | 5.3 ( 1.8) | 2 | 20.0 ( 3.5) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 13 | 11.4 (44.8) | 14 | 12.0 (48.3) | 2 | 10.5 ( 6.9) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 7 | 6.1 (28.0) | 13 | 11.1 (52.0) | 4 | 21.1 (16.0) | 1 | 10.0 ( 4.0) | 25 | 9.6 (100)
|
| EDUCATION | 5 | 4.4 (45.5) | 5 | 4.3 (45.5) | 1 | 5.3 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 7.0 (80.0) | 1 | 0.9 (10.0) | 1 | 5.3 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 8 | 7.0 (72.7) | 3 | 2.6 (27.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 8 | 7.0 (80.0) | 2 | 1.7 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 3 | 2.6 (50.0) | 2 | 1.7 (33.3) | 1 | 5.3 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 5.3 (50.0) | 1 | 10.0 (50.0) | 2 | 0.8 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 67 | 58.8 (42.1) | 74 | 63.2 (46.5) | 13 | 68.4 ( 8.2) | 5 | 50.0 ( 3.1) | 159 | 61.2 (100)
|
| TENURE-TRACK | 28 | 24.6 (41.2) | 29 | 24.8 (42.6) | 6 | 31.6 ( 8.8) | 5 | 50.0 ( 7.4) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 19 | 16.7 (59.4) | 13 | 11.1 (40.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 33 | 28.9 (41.3) | 38 | 32.5 (47.5) | 7 | 36.8 ( 8.8) | 2 | 20.0 ( 2.5) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 35 | 30.7 (42.2) | 39 | 33.3 (47.0) | 6 | 31.6 ( 7.2) | 3 | 30.0 ( 3.6) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 29 | 25.4 (47.5) | 21 | 17.9 (34.4) | 6 | 31.6 ( 9.8) | 5 | 50.0 ( 8.2) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 9 | 7.9 (50.0) | 9 | 7.7 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 7 | 6.1 (53.8) | 6 | 5.1 (46.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 0.9 (33.3) | 2 | 1.7 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 20 | 17.5 (43.5) | 23 | 19.7 (50.0) | 1 | 5.3 ( 2.2) | 2 | 20.0 ( 4.3) | 46 | 17.7 (100)
|
| NO | 94 | 82.5 (43.9) | 94 | 80.3 (43.9) | 18 | 94.7 ( 8.4) | 8 | 80.0 ( 3.7) | 214 | 82.3 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 66 | 57.9 (37.9) | 87 | 74.4 (50.0) | 14 | 73.7 ( 8.0) | 7 | 70.0 ( 4.0) | 174 | 66.9 (100)
|
| FEMALE | 48 | 42.1 (57.1) | 29 | 24.8 (34.5) | 4 | 21.1 ( 4.8) | 3 | 30.0 ( 3.6) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.9 (50.0) | 1 | 5.3 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 93 | 81.6 (44.9) | 95 | 81.2 (45.9) | 12 | 63.2 ( 5.8) | 7 | 70.0 ( 3.4) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 10 | 8.8 (38.5) | 12 | 10.3 (46.2) | 3 | 15.8 (11.5) | 1 | 10.0 ( 3.8) | 26 | 10.0 (100)
|
| OTHER | 10 | 8.8 (66.7) | 4 | 3.4 (26.7) | 1 | 5.3 ( 6.7) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 1 | 0.9 ( 8.3) | 6 | 5.1 (50.0) | 3 | 15.8 (25.0) | 2 | 20.0 (16.7) | 12 | 4.6 (100)
|
| Total | 114 | 100 (43.8) | 117 | 100 (45.0) | 19 | 100 ( 7.3) | 10 | 100 ( 3.8) | 260 | 100 (100)
|