Second most important criteria
| 17 | 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 | 40 | 30.3 | 23 | 17.4 | 27 | 20.5 | 29 | 22 | 12 | 9.1 | 1 | 0.8 | 132 | 100
|
| | | | | | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | | | | | |
|
| VERY SATISFIED | 12 | 30.0 (30.8) | 11 | 47.8 (28.2) | 4 | 14.8 (10.3) | 9 | 31.0 (23.1) | 2 | 16.7 ( 5.1) | 1 | 100 ( 2.6) | 39 | 29.5 (100)
|
| SOMEWHAT SATISFIED | 23 | 57.5 (31.5) | 11 | 47.8 (15.1) | 17 | 63.0 (23.3) | 14 | 48.3 (19.2) | 8 | 66.7 (11.0) | 0 | 0.0 ( 0.0) | 73 | 55.3 (100)
|
| NOT VERY SATISFIED | 5 | 12.5 (25.0) | 1 | 4.3 ( 5.0) | 6 | 22.2 (30.0) | 6 | 20.7 (30.0) | 2 | 16.7 (10.0) | 0 | 0.0 ( 0.0) | 20 | 15.2 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 39 | 97.5 (31.2) | 23 | 100 (18.4) | 26 | 96.3 (20.8) | 25 | 86.2 (20.0) | 11 | 91.7 ( 8.8) | 1 | 100 ( 0.8) | 125 | 94.7 (100)
|
| SOMEWHAT IMPORTANT | 1 | 2.5 (14.3) | 0 | 0.0 ( 0.0) | 1 | 3.7 (14.3) | 4 | 13.8 (57.1) | 1 | 8.3 (14.3) | 0 | 0.0 ( 0.0) | 7 | 5.3 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 39 | 97.5 (32.0) | 22 | 95.7 (18.0) | 23 | 85.2 (18.9) | 27 | 93.1 (22.1) | 10 | 83.3 ( 8.2) | 1 | 100 ( 0.8) | 122 | 92.4 (100)
|
| SOMEWHAT IMPORTANT | 1 | 2.5 (11.1) | 1 | 4.3 (11.1) | 3 | 11.1 (33.3) | 2 | 6.9 (22.2) | 2 | 16.7 (22.2) | 0 | 0.0 ( 0.0) | 9 | 6.8 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 29 | 72.5 (28.4) | 22 | 95.7 (21.6) | 22 | 81.5 (21.6) | 23 | 79.3 (22.5) | 5 | 41.7 ( 4.9) | 1 | 100 ( 1.0) | 102 | 77.3 (100)
|
| SOMEWHAT IMPORTANT | 10 | 25.0 (37.0) | 1 | 4.3 ( 3.7) | 3 | 11.1 (11.1) | 6 | 20.7 (22.2) | 7 | 58.3 (25.9) | 0 | 0.0 ( 0.0) | 27 | 20.5 (100)
|
| NOT IMPORTANT | 1 | 2.5 (33.3) | 0 | 0.0 ( 0.0) | 2 | 7.4 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 2.3 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 31 | 77.5 (33.7) | 13 | 56.5 (14.1) | 17 | 63.0 (18.5) | 20 | 69.0 (21.7) | 10 | 83.3 (10.9) | 1 | 100 ( 1.1) | 92 | 69.7 (100)
|
| SOMEWHAT IMPORTANT | 8 | 20.0 (25.0) | 9 | 39.1 (28.1) | 8 | 29.6 (25.0) | 6 | 20.7 (18.8) | 1 | 8.3 ( 3.1) | 0 | 0.0 ( 0.0) | 32 | 24.2 (100)
|
| NOT IMPORTANT | 1 | 2.5 (14.3) | 0 | 0.0 ( 0.0) | 2 | 7.4 (28.6) | 3 | 10.3 (42.9) | 1 | 8.3 (14.3) | 0 | 0.0 ( 0.0) | 7 | 5.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 4.3 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 22 | 55.0 (32.4) | 9 | 39.1 (13.2) | 20 | 74.1 (29.4) | 11 | 37.9 (16.2) | 6 | 50.0 ( 8.8) | 0 | 0.0 ( 0.0) | 68 | 51.5 (100)
|
| SOMEWHAT IMPORTANT | 14 | 35.0 (25.9) | 11 | 47.8 (20.4) | 7 | 25.9 (13.0) | 15 | 51.7 (27.8) | 6 | 50.0 (11.1) | 1 | 100 ( 1.9) | 54 | 40.9 (100)
|
| NOT IMPORTANT | 4 | 10.0 (40.0) | 3 | 13.0 (30.0) | 0 | 0.0 ( 0.0) | 3 | 10.3 (30.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 7.6 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 26 | 65.0 (27.4) | 17 | 73.9 (17.9) | 16 | 59.3 (16.8) | 26 | 89.7 (27.4) | 9 | 75.0 ( 9.5) | 1 | 100 ( 1.1) | 95 | 72.0 (100)
|
| SOMEWHAT IMPORTANT | 14 | 35.0 (42.4) | 5 | 21.7 (15.2) | 9 | 33.3 (27.3) | 3 | 10.3 ( 9.1) | 2 | 16.7 ( 6.1) | 0 | 0.0 ( 0.0) | 33 | 25.0 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 4.3 (50.0) | 1 | 3.7 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 1.5 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (50.0) | 0 | 0.0 ( 0.0) | 1 | 8.3 (50.0) | 0 | 0.0 ( 0.0) | 2 | 1.5 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 24 | 60.0 (34.3) | 10 | 43.5 (14.3) | 12 | 44.4 (17.1) | 17 | 58.6 (24.3) | 6 | 50.0 ( 8.6) | 1 | 100 ( 1.4) | 70 | 53.0 (100)
|
| SOMEWHAT IMPORTANT | 14 | 35.0 (31.8) | 10 | 43.5 (22.7) | 7 | 25.9 (15.9) | 7 | 24.1 (15.9) | 6 | 50.0 (13.6) | 0 | 0.0 ( 0.0) | 44 | 33.3 (100)
|
| NOT IMPORTANT | 1 | 2.5 (12.5) | 1 | 4.3 (12.5) | 3 | 11.1 (37.5) | 3 | 10.3 (37.5) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 8 | 6.1 (100)
|
| DK/NA/REF | 1 | 2.5 (10.0) | 2 | 8.7 (20.0) | 5 | 18.5 (50.0) | 2 | 6.9 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 7.6 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 40 | 100 (32.8) | 22 | 95.7 (18.0) | 23 | 85.2 (18.9) | 27 | 93.1 (22.1) | 10 | 83.3 ( 8.2) | 0 | 0.0 ( 0.0) | 122 | 92.4 (100)
|
| SOMEWHAT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 4.3 (10.0) | 4 | 14.8 (40.0) | 2 | 6.9 (20.0) | 2 | 16.7 (20.0) | 1 | 100 (10.0) | 10 | 7.6 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 31 | 77.5 (29.2) | 23 | 100 (21.7) | 22 | 81.5 (20.8) | 22 | 75.9 (20.8) | 7 | 58.3 ( 6.6) | 1 | 100 ( 0.9) | 106 | 80.3 (100)
|
| SOMEWHAT IMPORTANT | 8 | 20.0 (34.8) | 0 | 0.0 ( 0.0) | 3 | 11.1 (13.0) | 7 | 24.1 (30.4) | 5 | 41.7 (21.7) | 0 | 0.0 ( 0.0) | 23 | 17.4 (100)
|
| NOT IMPORTANT | 1 | 2.5 (33.3) | 0 | 0.0 ( 0.0) | 2 | 7.4 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 2.3 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 28 | 70.0 (29.8) | 17 | 73.9 (18.1) | 27 | 100 (28.7) | 17 | 58.6 (18.1) | 5 | 41.7 ( 5.3) | 0 | 0.0 ( 0.0) | 94 | 71.2 (100)
|
| SOMEWHAT IMPORTANT | 12 | 30.0 (32.4) | 5 | 21.7 (13.5) | 0 | 0.0 ( 0.0) | 12 | 41.4 (32.4) | 7 | 58.3 (18.9) | 1 | 100 ( 2.7) | 37 | 28.0 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 4.3 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 29 | 72.5 (31.2) | 12 | 52.2 (12.9) | 15 | 55.6 (16.1) | 29 | 100 (31.2) | 8 | 66.7 ( 8.6) | 0 | 0.0 ( 0.0) | 93 | 70.5 (100)
|
| SOMEWHAT IMPORTANT | 10 | 25.0 (29.4) | 11 | 47.8 (32.4) | 9 | 33.3 (26.5) | 0 | 0.0 ( 0.0) | 3 | 25.0 ( 8.8) | 1 | 100 ( 2.9) | 34 | 25.8 (100)
|
| NOT IMPORTANT | 1 | 2.5 (25.0) | 0 | 0.0 ( 0.0) | 2 | 7.4 (50.0) | 0 | 0.0 ( 0.0) | 1 | 8.3 (25.0) | 0 | 0.0 ( 0.0) | 4 | 3.0 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | | | | | |
|
| VERY IMPORTANT | 17 | 42.5 (26.2) | 12 | 52.2 (18.5) | 14 | 51.9 (21.5) | 10 | 34.5 (15.4) | 12 | 100 (18.5) | 0 | 0.0 ( 0.0) | 65 | 49.2 (100)
|
| SOMEWHAT IMPORTANT | 18 | 45.0 (36.7) | 9 | 39.1 (18.4) | 8 | 29.6 (16.3) | 13 | 44.8 (26.5) | 0 | 0.0 ( 0.0) | 1 | 100 ( 2.0) | 49 | 37.1 (100)
|
| NOT IMPORTANT | 4 | 10.0 (25.0) | 2 | 8.7 (12.5) | 4 | 14.8 (25.0) | 6 | 20.7 (37.5) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 16 | 12.1 (100)
|
| DK/NA/REF | 1 | 2.5 (50.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 1.5 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | | | | | |
|
| NATURAL SCIENCES | 10 | 25.0 (55.6) | 5 | 21.7 (27.8) | 2 | 7.4 (11.1) | 1 | 3.4 ( 5.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 13.6 (100)
|
| SOCIAL SCIENCES | 4 | 10.0 (15.4) | 4 | 17.4 (15.4) | 7 | 25.9 (26.9) | 9 | 31.0 (34.6) | 2 | 16.7 ( 7.7) | 0 | 0.0 ( 0.0) | 26 | 19.7 (100)
|
| HUMANITIES | 7 | 17.5 (21.2) | 5 | 21.7 (15.2) | 9 | 33.3 (27.3) | 8 | 27.6 (24.2) | 3 | 25.0 ( 9.1) | 1 | 100 ( 3.0) | 33 | 25.0 (100)
|
| ARCHITECTURE & ALLIED ARTS | 5 | 12.5 (38.5) | 4 | 17.4 (30.8) | 1 | 3.7 ( 7.7) | 2 | 6.9 (15.4) | 1 | 8.3 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 9.8 (100)
|
| BUSINESS | 1 | 2.5 (16.7) | 2 | 8.7 (33.3) | 1 | 3.7 (16.7) | 1 | 3.4 (16.7) | 1 | 8.3 (16.7) | 0 | 0.0 ( 0.0) | 6 | 4.5 (100)
|
| EDUCATION | 3 | 7.5 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 6.9 (33.3) | 1 | 8.3 (16.7) | 0 | 0.0 ( 0.0) | 6 | 4.5 (100)
|
| JOURNALISM & COMMUNICATION | 2 | 5.0 (28.6) | 0 | 0.0 ( 0.0) | 1 | 3.7 (14.3) | 3 | 10.3 (42.9) | 1 | 8.3 (14.3) | 0 | 0.0 ( 0.0) | 7 | 5.3 (100)
|
| LAW | 4 | 10.0 (44.4) | 2 | 8.7 (22.2) | 1 | 3.7 (11.1) | 0 | 0.0 ( 0.0) | 2 | 16.7 (22.2) | 0 | 0.0 ( 0.0) | 9 | 6.8 (100)
|
| MUSIC | 2 | 5.0 (22.2) | 1 | 4.3 (11.1) | 4 | 14.8 (44.4) | 2 | 6.9 (22.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 9 | 6.8 (100)
|
| OTHER | 2 | 5.0 (40.0) | 0 | 0.0 ( 0.0) | 1 | 3.7 (20.0) | 1 | 3.4 (20.0) | 1 | 8.3 (20.0) | 0 | 0.0 ( 0.0) | 5 | 3.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | | | | | |
|
| TENURED | 32 | 80.0 (39.0) | 12 | 52.2 (14.6) | 17 | 63.0 (20.7) | 16 | 55.2 (19.5) | 5 | 41.7 ( 6.1) | 0 | 0.0 ( 0.0) | 82 | 62.1 (100)
|
| TENURE-TRACK | 5 | 12.5 (17.2) | 9 | 39.1 (31.0) | 5 | 18.5 (17.2) | 8 | 27.6 (27.6) | 1 | 8.3 ( 3.4) | 1 | 100 ( 3.4) | 29 | 22.0 (100)
|
| NOT IN TENURED POSITION | 3 | 7.5 (15.0) | 2 | 8.7 (10.0) | 5 | 18.5 (25.0) | 5 | 17.2 (25.0) | 5 | 41.7 (25.0) | 0 | 0.0 ( 0.0) | 20 | 15.2 (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 | 8.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | | | | | |
|
| PROFESSOR | 19 | 47.5 (51.4) | 4 | 17.4 (10.8) | 5 | 18.5 (13.5) | 6 | 20.7 (16.2) | 3 | 25.0 ( 8.1) | 0 | 0.0 ( 0.0) | 37 | 28.0 (100)
|
| ASSOCIATE PROFESSOR | 13 | 32.5 (28.3) | 8 | 34.8 (17.4) | 13 | 48.1 (28.3) | 10 | 34.5 (21.7) | 2 | 16.7 ( 4.3) | 0 | 0.0 ( 0.0) | 46 | 34.8 (100)
|
| ASSISTANT PROFESSOR | 5 | 12.5 (16.7) | 8 | 34.8 (26.7) | 4 | 14.8 (13.3) | 11 | 37.9 (36.7) | 1 | 8.3 ( 3.3) | 1 | 100 ( 3.3) | 30 | 22.7 (100)
|
| SENIOR INSTRUCTOR | 2 | 5.0 (25.0) | 1 | 4.3 (12.5) | 3 | 11.1 (37.5) | 1 | 3.4 (12.5) | 1 | 8.3 (12.5) | 0 | 0.0 ( 0.0) | 8 | 6.1 (100)
|
| INSTRUCTOR | 0 | 0.0 ( 0.0) | 1 | 4.3 (14.3) | 1 | 3.7 (14.3) | 1 | 3.4 (14.3) | 4 | 33.3 (57.1) | 0 | 0.0 ( 0.0) | 7 | 5.3 (100)
|
| OTHER | 1 | 2.5 (33.3) | 1 | 4.3 (33.3) | 1 | 3.7 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 2.3 (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 | 8.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | | | | | |
|
| YES | 9 | 22.5 (37.5) | 3 | 13.0 (12.5) | 4 | 14.8 (16.7) | 5 | 17.2 (20.8) | 3 | 25.0 (12.5) | 0 | 0.0 ( 0.0) | 24 | 18.2 (100)
|
| NO | 31 | 77.5 (28.7) | 20 | 87.0 (18.5) | 23 | 85.2 (21.3) | 24 | 82.8 (22.2) | 9 | 75.0 ( 8.3) | 1 | 100 ( 0.9) | 108 | 81.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | | | | | |
|
| MALE | 26 | 65.0 (32.1) | 17 | 73.9 (21.0) | 15 | 55.6 (18.5) | 14 | 48.3 (17.3) | 9 | 75.0 (11.1) | 0 | 0.0 ( 0.0) | 81 | 61.4 (100)
|
| FEMALE | 14 | 35.0 (28.0) | 6 | 26.1 (12.0) | 12 | 44.4 (24.0) | 15 | 51.7 (30.0) | 2 | 16.7 ( 4.0) | 1 | 100 ( 2.0) | 50 | 37.9 (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 | 8.3 (100) | 0 | 0.0 ( 0.0) | 1 | 0.8 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|
| | | | | | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | | | | | |
|
| CAUCASION | 36 | 90.0 (33.3) | 14 | 60.9 (13.0) | 24 | 88.9 (22.2) | 25 | 86.2 (23.1) | 8 | 66.7 ( 7.4) | 1 | 100 ( 0.9) | 108 | 81.8 (100)
|
| ASIAN/PAC. ISLANDER | 2 | 5.0 (18.2) | 5 | 21.7 (45.5) | 1 | 3.7 ( 9.1) | 2 | 6.9 (18.2) | 1 | 8.3 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 8.3 (100)
|
| OTHER | 2 | 5.0 (20.0) | 4 | 17.4 (40.0) | 2 | 7.4 (20.0) | 1 | 3.4 (10.0) | 1 | 8.3 (10.0) | 0 | 0.0 ( 0.0) | 10 | 7.6 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.4 (33.3) | 2 | 16.7 (66.7) | 0 | 0.0 ( 0.0) | 3 | 2.3 (100)
|
| Total | 40 | 100 (30.3) | 23 | 100 (17.4) | 27 | 100 (20.5) | 29 | 100 (22.0) | 12 | 100 ( 9.1) | 1 | 100 ( 0.8) | 132 | 100 (100)
|