Creating minimum salary floors by rank and department
| 15 | 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 | 85 | 32.7 | 109 | 41.9 | 59 | 22.7 | 7 | 2.7 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 24 | 28.2 (29.3) | 35 | 32.1 (42.7) | 21 | 35.6 (25.6) | 2 | 28.6 ( 2.4) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 45 | 52.9 (31.9) | 59 | 54.1 (41.8) | 33 | 55.9 (23.4) | 4 | 57.1 ( 2.8) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 15 | 17.6 (48.4) | 12 | 11.0 (38.7) | 4 | 6.8 (12.9) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 1 | 1.2 (20.0) | 3 | 2.8 (60.0) | 1 | 1.7 (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 | 14.3 (100) | 1 | 0.4 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 79 | 92.9 (32.8) | 106 | 97.2 (44.0) | 51 | 86.4 (21.2) | 5 | 71.4 ( 2.1) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 6 | 7.1 (33.3) | 3 | 2.8 (16.7) | 7 | 11.9 (38.9) | 2 | 28.6 (11.1) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 1.7 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 74 | 87.1 (35.6) | 96 | 88.1 (46.2) | 32 | 54.2 (15.4) | 6 | 85.7 ( 2.9) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 10 | 11.8 (21.3) | 13 | 11.9 (27.7) | 23 | 39.0 (48.9) | 1 | 14.3 ( 2.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 1.2 (20.0) | 0 | 0.0 ( 0.0) | 4 | 6.8 (80.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 58 | 68.2 (30.2) | 81 | 74.3 (42.2) | 48 | 81.4 (25.0) | 5 | 71.4 ( 2.6) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 24 | 28.2 (40.0) | 26 | 23.9 (43.3) | 9 | 15.3 (15.0) | 1 | 14.3 ( 1.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 3 | 3.5 (42.9) | 2 | 1.8 (28.6) | 2 | 3.4 (28.6) | 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 | 14.3 (100) | 1 | 0.4 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 58 | 68.2 (37.4) | 75 | 68.8 (48.4) | 17 | 28.8 (11.0) | 5 | 71.4 ( 3.2) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 24 | 28.2 (33.3) | 29 | 26.6 (40.3) | 18 | 30.5 (25.0) | 1 | 14.3 ( 1.4) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 2 | 2.4 ( 6.3) | 5 | 4.6 (15.6) | 24 | 40.7 (75.0) | 1 | 14.3 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 41 | 48.2 (44.6) | 36 | 33.0 (39.1) | 11 | 18.6 (12.0) | 4 | 57.1 ( 4.3) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 38 | 44.7 (28.6) | 62 | 56.9 (46.6) | 30 | 50.8 (22.6) | 3 | 42.9 ( 2.3) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 6 | 7.1 (18.2) | 11 | 10.1 (33.3) | 16 | 27.1 (48.5) | 0 | 0.0 ( 0.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 3.4 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 51 | 60.0 (35.2) | 68 | 62.4 (46.9) | 20 | 33.9 (13.8) | 6 | 85.7 ( 4.1) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 29 | 34.1 (30.9) | 37 | 33.9 (39.4) | 28 | 47.5 (29.8) | 0 | 0.0 ( 0.0) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 2 | 2.4 (18.2) | 2 | 1.8 (18.2) | 7 | 11.9 (63.6) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 3 | 3.5 (30.0) | 2 | 1.8 (20.0) | 4 | 6.8 (40.0) | 1 | 14.3 (10.0) | 10 | 3.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 54 | 63.5 (39.1) | 58 | 53.2 (42.0) | 21 | 35.6 (15.2) | 5 | 71.4 ( 3.6) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 24 | 28.2 (30.4) | 36 | 33.0 (45.6) | 18 | 30.5 (22.8) | 1 | 14.3 ( 1.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 3 | 3.5 (10.0) | 9 | 8.3 (30.0) | 17 | 28.8 (56.7) | 1 | 14.3 ( 3.3) | 30 | 11.5 (100)
|
| DK/NA/REF | 4 | 4.7 (30.8) | 6 | 5.5 (46.2) | 3 | 5.1 (23.1) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 72 | 84.7 (36.2) | 88 | 80.7 (44.2) | 33 | 55.9 (16.6) | 6 | 85.7 ( 3.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 11 | 12.9 (21.2) | 21 | 19.3 (40.4) | 19 | 32.2 (36.5) | 1 | 14.3 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 2 | 2.4 (22.2) | 0 | 0.0 ( 0.0) | 7 | 11.9 (77.8) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 55 | 64.7 (28.9) | 80 | 73.4 (42.1) | 49 | 83.1 (25.8) | 6 | 85.7 ( 3.2) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 27 | 31.8 (42.2) | 27 | 24.8 (42.2) | 9 | 15.3 (14.1) | 1 | 14.3 ( 1.6) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 3 | 3.5 (50.0) | 2 | 1.8 (33.3) | 1 | 1.7 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 49 | 57.6 (41.5) | 49 | 45.0 (41.5) | 16 | 27.1 (13.6) | 4 | 57.1 ( 3.4) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 33 | 38.8 (26.6) | 55 | 50.5 (44.4) | 33 | 55.9 (26.6) | 3 | 42.9 ( 2.4) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 3 | 3.5 (16.7) | 5 | 4.6 (27.8) | 10 | 16.9 (55.6) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 45 | 52.9 (39.5) | 49 | 45.0 (43.0) | 15 | 25.4 (13.2) | 5 | 71.4 ( 4.4) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 34 | 40.0 (29.1) | 55 | 50.5 (47.0) | 27 | 45.8 (23.1) | 1 | 14.3 ( 0.9) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 3 | 3.5 (15.8) | 4 | 3.7 (21.1) | 12 | 20.3 (63.2) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 3 | 3.5 (30.0) | 1 | 0.9 (10.0) | 5 | 8.5 (50.0) | 1 | 14.3 (10.0) | 10 | 3.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 15 | 17.6 (26.3) | 20 | 18.3 (35.1) | 20 | 33.9 (35.1) | 2 | 28.6 ( 3.5) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 12 | 14.1 (28.6) | 16 | 14.7 (38.1) | 13 | 22.0 (31.0) | 1 | 14.3 ( 2.4) | 42 | 16.2 (100)
|
| HUMANITIES | 28 | 32.9 (49.1) | 23 | 21.1 (40.4) | 5 | 8.5 ( 8.8) | 1 | 14.3 ( 1.8) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 10 | 11.8 (34.5) | 17 | 15.6 (58.6) | 1 | 1.7 ( 3.4) | 1 | 14.3 ( 3.4) | 29 | 11.2 (100)
|
| BUSINESS | 4 | 4.7 (16.0) | 6 | 5.5 (24.0) | 15 | 25.4 (60.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 1 | 1.2 ( 9.1) | 9 | 8.3 (81.8) | 1 | 1.7 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 3 | 3.5 (30.0) | 5 | 4.6 (50.0) | 1 | 1.7 (10.0) | 1 | 14.3 (10.0) | 10 | 3.8 (100)
|
| LAW | 5 | 5.9 (45.5) | 4 | 3.7 (36.4) | 2 | 3.4 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 3 | 3.5 (30.0) | 6 | 5.5 (60.0) | 0 | 0.0 ( 0.0) | 1 | 14.3 (10.0) | 10 | 3.8 (100)
|
| OTHER | 4 | 4.7 (66.7) | 2 | 1.8 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.9 (50.0) | 1 | 1.7 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 46 | 54.1 (28.9) | 65 | 59.6 (40.9) | 44 | 74.6 (27.7) | 4 | 57.1 ( 2.5) | 159 | 61.2 (100)
|
| TENURE-TRACK | 15 | 17.6 (22.1) | 36 | 33.0 (52.9) | 14 | 23.7 (20.6) | 3 | 42.9 ( 4.4) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 23 | 27.1 (71.9) | 8 | 7.3 (25.0) | 1 | 1.7 ( 3.1) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 23 | 27.1 (28.8) | 32 | 29.4 (40.0) | 24 | 40.7 (30.0) | 1 | 14.3 ( 1.3) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 25 | 29.4 (30.1) | 36 | 33.0 (43.4) | 18 | 30.5 (21.7) | 4 | 57.1 ( 4.8) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 13 | 15.3 (21.3) | 32 | 29.4 (52.5) | 14 | 23.7 (23.0) | 2 | 28.6 ( 3.3) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 9 | 10.6 (50.0) | 7 | 6.4 (38.9) | 2 | 3.4 (11.1) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 10 | 11.8 (76.9) | 2 | 1.8 (15.4) | 1 | 1.7 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 3 | 3.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 2 | 2.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 16 | 18.8 (34.8) | 17 | 15.6 (37.0) | 10 | 16.9 (21.7) | 3 | 42.9 ( 6.5) | 46 | 17.7 (100)
|
| NO | 69 | 81.2 (32.2) | 92 | 84.4 (43.0) | 49 | 83.1 (22.9) | 4 | 57.1 ( 1.9) | 214 | 82.3 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 58 | 68.2 (33.3) | 67 | 61.5 (38.5) | 46 | 78.0 (26.4) | 3 | 42.9 ( 1.7) | 174 | 66.9 (100)
|
| FEMALE | 26 | 30.6 (31.0) | 42 | 38.5 (50.0) | 12 | 20.3 (14.3) | 4 | 57.1 ( 4.8) | 84 | 32.3 (100)
|
| DK/NA/REF | 1 | 1.2 (50.0) | 0 | 0.0 ( 0.0) | 1 | 1.7 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 66 | 77.6 (31.9) | 90 | 82.6 (43.5) | 46 | 78.0 (22.2) | 5 | 71.4 ( 2.4) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 8 | 9.4 (30.8) | 10 | 9.2 (38.5) | 7 | 11.9 (26.9) | 1 | 14.3 ( 3.8) | 26 | 10.0 (100)
|
| OTHER | 8 | 9.4 (53.3) | 5 | 4.6 (33.3) | 1 | 1.7 ( 6.7) | 1 | 14.3 ( 6.7) | 15 | 5.8 (100)
|
| DK/NA/REF | 3 | 3.5 (25.0) | 4 | 3.7 (33.3) | 5 | 8.5 (41.7) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 85 | 100 (32.7) | 109 | 100 (41.9) | 59 | 100 (22.7) | 7 | 100 ( 2.7) | 260 | 100 (100)
|