Most important criteria
| 16 | COST OF LIVING RAISES | MERIT INCREASES | REDRESS COMPRESSION | REDRESS INEQUITIES | SALARY FLOORS | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 83 | 37.9 | 62 | 28.3 | 31 | 14.2 | 27 | 12.3 | 7 | 3.2 | 9 | 4.1 | 219 | 100
|
| | | | | | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | | | | | |
|
| VERY SATISFIED | 26 | 31.3 (37.1) | 24 | 38.7 (34.3) | 10 | 32.3 (14.3) | 7 | 25.9 (10.0) | 1 | 14.3 ( 1.4) | 2 | 22.2 ( 2.9) | 70 | 32.0 (100)
|
| SOMEWHAT SATISFIED | 42 | 50.6 (36.2) | 32 | 51.6 (27.6) | 17 | 54.8 (14.7) | 14 | 51.9 (12.1) | 5 | 71.4 ( 4.3) | 6 | 66.7 ( 5.2) | 116 | 53.0 (100)
|
| NOT VERY SATISFIED | 12 | 14.5 (42.9) | 5 | 8.1 (17.9) | 4 | 12.9 (14.3) | 6 | 22.2 (21.4) | 0 | 0.0 ( 0.0) | 1 | 11.1 ( 3.6) | 28 | 12.8 (100)
|
| NOT AT ALL SATISFIED | 3 | 3.6 (60.0) | 1 | 1.6 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 14.3 (20.0) | 0 | 0.0 ( 0.0) | 5 | 2.3 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 81 | 97.6 (38.8) | 59 | 95.2 (28.2) | 29 | 93.5 (13.9) | 25 | 92.6 (12.0) | 6 | 85.7 ( 2.9) | 9 | 100 ( 4.3) | 209 | 95.4 (100)
|
| SOMEWHAT IMPORTANT | 2 | 2.4 (20.0) | 3 | 4.8 (30.0) | 2 | 6.5 (20.0) | 2 | 7.4 (20.0) | 1 | 14.3 (10.0) | 0 | 0.0 ( 0.0) | 10 | 4.6 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 80 | 96.4 (42.1) | 47 | 75.8 (24.7) | 25 | 80.6 (13.2) | 25 | 92.6 (13.2) | 4 | 57.1 ( 2.1) | 9 | 100 ( 4.7) | 190 | 86.8 (100)
|
| SOMEWHAT IMPORTANT | 3 | 3.6 (10.7) | 15 | 24.2 (53.6) | 6 | 19.4 (21.4) | 2 | 7.4 ( 7.1) | 2 | 28.6 ( 7.1) | 0 | 0.0 ( 0.0) | 28 | 12.8 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 14.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 60 | 72.3 (35.5) | 61 | 98.4 (36.1) | 23 | 74.2 (13.6) | 13 | 48.1 ( 7.7) | 5 | 71.4 ( 3.0) | 7 | 77.8 ( 4.1) | 169 | 77.2 (100)
|
| SOMEWHAT IMPORTANT | 22 | 26.5 (48.9) | 0 | 0.0 ( 0.0) | 8 | 25.8 (17.8) | 12 | 44.4 (26.7) | 1 | 14.3 ( 2.2) | 2 | 22.2 ( 4.4) | 45 | 20.5 (100)
|
| NOT IMPORTANT | 1 | 1.2 (20.0) | 1 | 1.6 (20.0) | 0 | 0.0 ( 0.0) | 2 | 7.4 (40.0) | 1 | 14.3 (20.0) | 0 | 0.0 ( 0.0) | 5 | 2.3 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 64 | 77.1 (45.7) | 22 | 35.5 (15.7) | 22 | 71.0 (15.7) | 20 | 74.1 (14.3) | 4 | 57.1 ( 2.9) | 8 | 88.9 ( 5.7) | 140 | 63.9 (100)
|
| SOMEWHAT IMPORTANT | 17 | 20.5 (27.9) | 27 | 43.5 (44.3) | 7 | 22.6 (11.5) | 7 | 25.9 (11.5) | 2 | 28.6 ( 3.3) | 1 | 11.1 ( 1.6) | 61 | 27.9 (100)
|
| NOT IMPORTANT | 2 | 2.4 (11.8) | 13 | 21.0 (76.5) | 2 | 6.5 (11.8) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 17 | 7.8 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 14.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 27 | 32.5 (30.0) | 15 | 24.2 (16.7) | 25 | 80.6 (27.8) | 16 | 59.3 (17.8) | 3 | 42.9 ( 3.3) | 4 | 44.4 ( 4.4) | 90 | 41.1 (100)
|
| SOMEWHAT IMPORTANT | 47 | 56.6 (43.9) | 38 | 61.3 (35.5) | 5 | 16.1 ( 4.7) | 9 | 33.3 ( 8.4) | 3 | 42.9 ( 2.8) | 5 | 55.6 ( 4.7) | 107 | 48.9 (100)
|
| NOT IMPORTANT | 8 | 9.6 (38.1) | 9 | 14.5 (42.9) | 1 | 3.2 ( 4.8) | 2 | 7.4 ( 9.5) | 1 | 14.3 ( 4.8) | 0 | 0.0 ( 0.0) | 21 | 9.6 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 50 | 60.2 (36.8) | 29 | 46.8 (21.3) | 21 | 67.7 (15.4) | 25 | 92.6 (18.4) | 4 | 57.1 ( 2.9) | 7 | 77.8 ( 5.1) | 136 | 62.1 (100)
|
| SOMEWHAT IMPORTANT | 26 | 31.3 (37.1) | 29 | 46.8 (41.4) | 8 | 25.8 (11.4) | 2 | 7.4 ( 2.9) | 3 | 42.9 ( 4.3) | 2 | 22.2 ( 2.9) | 70 | 32.0 (100)
|
| NOT IMPORTANT | 2 | 2.4 (33.3) | 2 | 3.2 (33.3) | 2 | 6.5 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.7 (100)
|
| DK/NA/REF | 5 | 6.0 (71.4) | 2 | 3.2 (28.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 3.2 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 57 | 68.7 (45.6) | 25 | 40.3 (20.0) | 18 | 58.1 (14.4) | 13 | 48.1 (10.4) | 4 | 57.1 ( 3.2) | 8 | 88.9 ( 6.4) | 125 | 57.1 (100)
|
| SOMEWHAT IMPORTANT | 18 | 21.7 (29.0) | 21 | 33.9 (33.9) | 8 | 25.8 (12.9) | 11 | 40.7 (17.7) | 3 | 42.9 ( 4.8) | 1 | 11.1 ( 1.6) | 62 | 28.3 (100)
|
| NOT IMPORTANT | 4 | 4.8 (20.0) | 13 | 21.0 (65.0) | 3 | 9.7 (15.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 20 | 9.1 (100)
|
| DK/NA/REF | 4 | 4.8 (33.3) | 3 | 4.8 (25.0) | 2 | 6.5 (16.7) | 3 | 11.1 (25.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 12 | 5.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 83 | 100 (44.1) | 48 | 77.4 (25.5) | 24 | 77.4 (12.8) | 21 | 77.8 (11.2) | 4 | 57.1 ( 2.1) | 8 | 88.9 ( 4.3) | 188 | 85.8 (100)
|
| SOMEWHAT IMPORTANT | 0 | 0.0 ( 0.0) | 11 | 17.7 (39.3) | 7 | 22.6 (25.0) | 6 | 22.2 (21.4) | 3 | 42.9 (10.7) | 1 | 11.1 ( 3.6) | 28 | 12.8 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 3 | 4.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.4 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 56 | 67.5 (33.3) | 62 | 100 (36.9) | 24 | 77.4 (14.3) | 15 | 55.6 ( 8.9) | 3 | 42.9 ( 1.8) | 8 | 88.9 ( 4.8) | 168 | 76.7 (100)
|
| SOMEWHAT IMPORTANT | 26 | 31.3 (55.3) | 0 | 0.0 ( 0.0) | 7 | 22.6 (14.9) | 10 | 37.0 (21.3) | 3 | 42.9 ( 6.4) | 1 | 11.1 ( 2.1) | 47 | 21.5 (100)
|
| NOT IMPORTANT | 1 | 1.2 (25.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 7.4 (50.0) | 1 | 14.3 (25.0) | 0 | 0.0 ( 0.0) | 4 | 1.8 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 38 | 45.8 (32.8) | 20 | 32.3 (17.2) | 31 | 100 (26.7) | 17 | 63.0 (14.7) | 4 | 57.1 ( 3.4) | 6 | 66.7 ( 5.2) | 116 | 53.0 (100)
|
| SOMEWHAT IMPORTANT | 42 | 50.6 (44.2) | 38 | 61.3 (40.0) | 0 | 0.0 ( 0.0) | 9 | 33.3 ( 9.5) | 3 | 42.9 ( 3.2) | 3 | 33.3 ( 3.2) | 95 | 43.4 (100)
|
| NOT IMPORTANT | 3 | 3.6 (37.5) | 4 | 6.5 (50.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (12.5) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 8 | 3.7 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 34 | 41.0 (30.1) | 20 | 32.3 (17.7) | 20 | 64.5 (17.7) | 27 | 100 (23.9) | 5 | 71.4 ( 4.4) | 7 | 77.8 ( 6.2) | 113 | 51.6 (100)
|
| SOMEWHAT IMPORTANT | 41 | 49.4 (45.6) | 37 | 59.7 (41.1) | 9 | 29.0 (10.0) | 0 | 0.0 ( 0.0) | 2 | 28.6 ( 2.2) | 1 | 11.1 ( 1.1) | 90 | 41.1 (100)
|
| NOT IMPORTANT | 4 | 4.8 (44.4) | 3 | 4.8 (33.3) | 2 | 6.5 (22.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 9 | 4.1 (100)
|
| DK/NA/REF | 4 | 4.8 (57.1) | 2 | 3.2 (28.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 11.1 (14.3) | 7 | 3.2 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 38 | 45.8 (45.2) | 15 | 24.2 (17.9) | 10 | 32.3 (11.9) | 9 | 33.3 (10.7) | 7 | 100 ( 8.3) | 5 | 55.6 ( 6.0) | 84 | 38.4 (100)
|
| SOMEWHAT IMPORTANT | 33 | 39.8 (35.5) | 25 | 40.3 (26.9) | 17 | 54.8 (18.3) | 17 | 63.0 (18.3) | 0 | 0.0 ( 0.0) | 1 | 11.1 ( 1.1) | 93 | 42.5 (100)
|
| NOT IMPORTANT | 12 | 14.5 (32.4) | 21 | 33.9 (56.8) | 3 | 9.7 ( 8.1) | 1 | 3.7 ( 2.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 37 | 16.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.6 (20.0) | 1 | 3.2 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 33.3 (60.0) | 5 | 2.3 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | | | | | |
|
| NATURAL SCIENCES | 11 | 13.3 (26.2) | 20 | 32.3 (47.6) | 5 | 16.1 (11.9) | 3 | 11.1 ( 7.1) | 2 | 28.6 ( 4.8) | 1 | 11.1 ( 2.4) | 42 | 19.2 (100)
|
| SOCIAL SCIENCES | 17 | 20.5 (45.9) | 10 | 16.1 (27.0) | 4 | 12.9 (10.8) | 4 | 14.8 (10.8) | 0 | 0.0 ( 0.0) | 2 | 22.2 ( 5.4) | 37 | 16.9 (100)
|
| HUMANITIES | 26 | 31.3 (50.0) | 10 | 16.1 (19.2) | 3 | 9.7 ( 5.8) | 8 | 29.6 (15.4) | 3 | 42.9 ( 5.8) | 2 | 22.2 ( 3.8) | 52 | 23.7 (100)
|
| ARCHITECTURE & ALLIED ARTS | 8 | 9.6 (34.8) | 2 | 3.2 ( 8.7) | 7 | 22.6 (30.4) | 3 | 11.1 (13.0) | 0 | 0.0 ( 0.0) | 3 | 33.3 (13.0) | 23 | 10.5 (100)
|
| BUSINESS | 5 | 6.0 (27.8) | 9 | 14.5 (50.0) | 1 | 3.2 ( 5.6) | 1 | 3.7 ( 5.6) | 1 | 14.3 ( 5.6) | 1 | 11.1 ( 5.6) | 18 | 8.2 (100)
|
| EDUCATION | 2 | 2.4 (20.0) | 6 | 9.7 (60.0) | 1 | 3.2 (10.0) | 1 | 3.7 (10.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 4.6 (100)
|
| JOURNALISM & COMMUNICATION | 4 | 4.8 (40.0) | 2 | 3.2 (20.0) | 3 | 9.7 (30.0) | 0 | 0.0 ( 0.0) | 1 | 14.3 (10.0) | 0 | 0.0 ( 0.0) | 10 | 4.6 (100)
|
| LAW | 2 | 2.4 (20.0) | 1 | 1.6 (10.0) | 4 | 12.9 (40.0) | 3 | 11.1 (30.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 4.6 (100)
|
| MUSIC | 4 | 4.8 (40.0) | 1 | 1.6 (10.0) | 2 | 6.5 (20.0) | 3 | 11.1 (30.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 4.6 (100)
|
| OTHER | 3 | 3.6 (50.0) | 1 | 1.6 (16.7) | 1 | 3.2 (16.7) | 1 | 3.7 (16.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.7 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | | | | | |
|
| TENURED | 51 | 61.4 (37.5) | 42 | 67.7 (30.9) | 26 | 83.9 (19.1) | 11 | 40.7 ( 8.1) | 3 | 42.9 ( 2.2) | 3 | 33.3 ( 2.2) | 136 | 62.1 (100)
|
| TENURE-TRACK | 20 | 24.1 (38.5) | 15 | 24.2 (28.8) | 3 | 9.7 ( 5.8) | 8 | 29.6 (15.4) | 2 | 28.6 ( 3.8) | 4 | 44.4 ( 7.7) | 52 | 23.7 (100)
|
| NOT IN TENURED POSITION | 11 | 13.3 (36.7) | 5 | 8.1 (16.7) | 2 | 6.5 ( 6.7) | 8 | 29.6 (26.7) | 2 | 28.6 ( 6.7) | 2 | 22.2 ( 6.7) | 30 | 13.7 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | | | | | |
|
| PROFESSOR | 18 | 21.7 (27.3) | 27 | 43.5 (40.9) | 12 | 38.7 (18.2) | 6 | 22.2 ( 9.1) | 2 | 28.6 ( 3.0) | 1 | 11.1 ( 1.5) | 66 | 30.1 (100)
|
| ASSOCIATE PROFESSOR | 33 | 39.8 (45.8) | 16 | 25.8 (22.2) | 14 | 45.2 (19.4) | 6 | 22.2 ( 8.3) | 1 | 14.3 ( 1.4) | 2 | 22.2 ( 2.8) | 72 | 32.9 (100)
|
| ASSISTANT PROFESSOR | 19 | 22.9 (38.8) | 14 | 22.6 (28.6) | 3 | 9.7 ( 6.1) | 7 | 25.9 (14.3) | 3 | 42.9 ( 6.1) | 3 | 33.3 ( 6.1) | 49 | 22.4 (100)
|
| SENIOR INSTRUCTOR | 6 | 7.2 (37.5) | 3 | 4.8 (18.8) | 1 | 3.2 ( 6.3) | 5 | 18.5 (31.3) | 0 | 0.0 ( 0.0) | 1 | 11.1 ( 6.3) | 16 | 7.3 (100)
|
| INSTRUCTOR | 4 | 4.8 (36.4) | 1 | 1.6 ( 9.1) | 1 | 3.2 ( 9.1) | 2 | 7.4 (18.2) | 1 | 14.3 ( 9.1) | 2 | 22.2 (18.2) | 11 | 5.0 (100)
|
| OTHER | 1 | 1.2 (33.3) | 1 | 1.6 (33.3) | 0 | 0.0 ( 0.0) | 1 | 3.7 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.4 (100)
|
| DK/NA/REF | 2 | 2.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.9 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | | | | | |
|
| YES | 13 | 15.7 (33.3) | 13 | 21.0 (33.3) | 7 | 22.6 (17.9) | 4 | 14.8 (10.3) | 0 | 0.0 ( 0.0) | 2 | 22.2 ( 5.1) | 39 | 17.8 (100)
|
| NO | 70 | 84.3 (38.9) | 49 | 79.0 (27.2) | 24 | 77.4 (13.3) | 23 | 85.2 (12.8) | 7 | 100 ( 3.9) | 7 | 77.8 ( 3.9) | 180 | 82.2 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | | | | | |
|
| MALE | 50 | 60.2 (35.2) | 48 | 77.4 (33.8) | 18 | 58.1 (12.7) | 15 | 55.6 (10.6) | 5 | 71.4 ( 3.5) | 6 | 66.7 ( 4.2) | 142 | 64.8 (100)
|
| FEMALE | 32 | 38.6 (42.1) | 14 | 22.6 (18.4) | 13 | 41.9 (17.1) | 12 | 44.4 (15.8) | 2 | 28.6 ( 2.6) | 3 | 33.3 ( 3.9) | 76 | 34.7 (100)
|
| DK/NA/REF | 1 | 1.2 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.5 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | | | | | |
|
| CAUCASION | 67 | 80.7 (37.2) | 53 | 85.5 (29.4) | 28 | 90.3 (15.6) | 20 | 74.1 (11.1) | 5 | 71.4 ( 2.8) | 7 | 77.8 ( 3.9) | 180 | 82.2 (100)
|
| ASIAN/PAC. ISLANDER | 7 | 8.4 (36.8) | 4 | 6.5 (21.1) | 2 | 6.5 (10.5) | 4 | 14.8 (21.1) | 0 | 0.0 ( 0.0) | 2 | 22.2 (10.5) | 19 | 8.7 (100)
|
| OTHER | 4 | 4.8 (30.8) | 3 | 4.8 (23.1) | 1 | 3.2 ( 7.7) | 3 | 11.1 (23.1) | 2 | 28.6 (15.4) | 0 | 0.0 ( 0.0) | 13 | 5.9 (100)
|
| DK/NA/REF | 5 | 6.0 (71.4) | 2 | 3.2 (28.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 3.2 (100)
|
| Total | 83 | 100 (37.9) | 62 | 100 (28.3) | 31 | 100 (14.2) | 27 | 100 (12.3) | 7 | 100 ( 3.2) | 9 | 100 ( 4.1) | 219 | 100 (100)
|