Heard about the White Paper
| 2 | YES | NO | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 245 | 94.2 | 15 | 5.8 | 260 | 100
|
| | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | |
|
| VERY SATISFIED | 76 | 31.0 (92.7) | 6 | 40.0 ( 7.3) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 133 | 54.3 (94.3) | 8 | 53.3 ( 5.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 30 | 12.2 (96.8) | 1 | 6.7 ( 3.2) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 5 | 2.0 (100) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 1 | 0.4 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | |
|
| VERY IMPORTANT | 229 | 93.5 (95.0) | 12 | 80.0 ( 5.0) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 15 | 6.1 (83.3) | 3 | 20.0 (16.7) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 1 | 0.4 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | |
|
| VERY IMPORTANT | 195 | 79.6 (93.8) | 13 | 86.7 ( 6.3) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 45 | 18.4 (95.7) | 2 | 13.3 ( 4.3) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 5 | 2.0 (100) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | |
|
| VERY IMPORTANT | 183 | 74.7 (95.3) | 9 | 60.0 ( 4.7) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 55 | 22.4 (91.7) | 5 | 33.3 ( 8.3) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 6 | 2.4 (85.7) | 1 | 6.7 (14.3) | 7 | 2.7 (100)
|
| DK/NA/REF | 1 | 0.4 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | |
|
| VERY IMPORTANT | 149 | 60.8 (96.1) | 6 | 40.0 ( 3.9) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 64 | 26.1 (88.9) | 8 | 53.3 (11.1) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 31 | 12.7 (96.9) | 1 | 6.7 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.4 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | |
|
| VERY IMPORTANT | 87 | 35.5 (94.6) | 5 | 33.3 ( 5.4) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 126 | 51.4 (94.7) | 7 | 46.7 ( 5.3) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 30 | 12.2 (90.9) | 3 | 20.0 ( 9.1) | 33 | 12.7 (100)
|
| DK/NA/REF | 2 | 0.8 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | |
|
| VERY IMPORTANT | 137 | 55.9 (94.5) | 8 | 53.3 ( 5.5) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 87 | 35.5 (92.6) | 7 | 46.7 ( 7.4) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 11 | 4.5 (100) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 10 | 4.1 (100) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | |
|
| VERY IMPORTANT | 129 | 52.7 (93.5) | 9 | 60.0 ( 6.5) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 74 | 30.2 (93.7) | 5 | 33.3 ( 6.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 29 | 11.8 (96.7) | 1 | 6.7 ( 3.3) | 30 | 11.5 (100)
|
| DK/NA/REF | 13 | 5.3 (100) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | |
|
| VERY IMPORTANT | 187 | 76.3 (94.0) | 12 | 80.0 ( 6.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 51 | 20.8 (98.1) | 1 | 6.7 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 7 | 2.9 (77.8) | 2 | 13.3 (22.2) | 9 | 3.5 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | |
|
| VERY IMPORTANT | 179 | 73.1 (94.2) | 11 | 73.3 ( 5.8) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 61 | 24.9 (95.3) | 3 | 20.0 ( 4.7) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 2.0 (83.3) | 1 | 6.7 (16.7) | 6 | 2.3 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | |
|
| VERY IMPORTANT | 113 | 46.1 (95.8) | 5 | 33.3 ( 4.2) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 117 | 47.8 (94.4) | 7 | 46.7 ( 5.6) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 15 | 6.1 (83.3) | 3 | 20.0 (16.7) | 18 | 6.9 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | |
|
| VERY IMPORTANT | 108 | 44.1 (94.7) | 6 | 40.0 ( 5.3) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 109 | 44.5 (93.2) | 8 | 53.3 ( 6.8) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 18 | 7.3 (94.7) | 1 | 6.7 ( 5.3) | 19 | 7.3 (100)
|
| DK/NA/REF | 10 | 4.1 (100) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | |
|
| VERY IMPORTANT | 78 | 31.8 (91.8) | 7 | 46.7 ( 8.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 105 | 42.9 (96.3) | 4 | 26.7 ( 3.7) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 56 | 22.9 (94.9) | 3 | 20.0 ( 5.1) | 59 | 22.7 (100)
|
| DK/NA/REF | 6 | 2.4 (85.7) | 1 | 6.7 (14.3) | 7 | 2.7 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| School or college taught in (DISCIP) | | | | | |
|
| NATURAL SCIENCES | 56 | 22.9 (98.2) | 1 | 6.7 ( 1.8) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 42 | 17.1 (100) | 0 | 0.0 ( 0.0) | 42 | 16.2 (100)
|
| HUMANITIES | 49 | 20.0 (86.0) | 8 | 53.3 (14.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 28 | 11.4 (96.6) | 1 | 6.7 ( 3.4) | 29 | 11.2 (100)
|
| BUSINESS | 22 | 9.0 (88.0) | 3 | 20.0 (12.0) | 25 | 9.6 (100)
|
| EDUCATION | 11 | 4.5 (100) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 10 | 4.1 (100) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 11 | 4.5 (100) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 9 | 3.7 (90.0) | 1 | 6.7 (10.0) | 10 | 3.8 (100)
|
| OTHER | 5 | 2.0 (83.3) | 1 | 6.7 (16.7) | 6 | 2.3 (100)
|
| DK/NA/REF | 2 | 0.8 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | |
|
| TENURED | 153 | 62.4 (96.2) | 6 | 40.0 ( 3.8) | 159 | 61.2 (100)
|
| TENURE-TRACK | 63 | 25.7 (92.6) | 5 | 33.3 ( 7.4) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 28 | 11.4 (87.5) | 4 | 26.7 (12.5) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.4 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Current academic rank (ACADRANK) | | | | | |
|
| PROFESSOR | 76 | 31.0 (95.0) | 4 | 26.7 ( 5.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 81 | 33.1 (97.6) | 2 | 13.3 ( 2.4) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 56 | 22.9 (91.8) | 5 | 33.3 ( 8.2) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 17 | 6.9 (94.4) | 1 | 6.7 ( 5.6) | 18 | 6.9 (100)
|
| INSTRUCTOR | 12 | 4.9 (92.3) | 1 | 6.7 ( 7.7) | 13 | 5.0 (100)
|
| OTHER | 1 | 0.4 (33.3) | 2 | 13.3 (66.7) | 3 | 1.2 (100)
|
| DK/NA/REF | 2 | 0.8 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | |
|
| YES | 44 | 18.0 (95.7) | 2 | 13.3 ( 4.3) | 46 | 17.7 (100)
|
| NO | 201 | 82.0 (93.9) | 13 | 86.7 ( 6.1) | 214 | 82.3 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Sex of respondent (SEX) | | | | | |
|
| MALE | 165 | 67.3 (94.8) | 9 | 60.0 ( 5.2) | 174 | 66.9 (100)
|
| FEMALE | 78 | 31.8 (92.9) | 6 | 40.0 ( 7.1) | 84 | 32.3 (100)
|
| DK/NA/REF | 2 | 0.8 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|
| | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | |
|
| CAUCASION | 199 | 81.2 (96.1) | 8 | 53.3 ( 3.9) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 23 | 9.4 (88.5) | 3 | 20.0 (11.5) | 26 | 10.0 (100)
|
| OTHER | 11 | 4.5 (73.3) | 4 | 26.7 (26.7) | 15 | 5.8 (100)
|
| DK/NA/REF | 12 | 4.9 (100) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 245 | 100 (94.2) | 15 | 100 ( 5.8) | 260 | 100 (100)
|