Tenured tenure-track or not in a tenure related position
| 21 | TENURED | TENURE-TRACK | NOT IN TENURED POS. | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 159 | 61.2 | 68 | 26.2 | 32 | 12.3 | 1 | 0.4 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 54 | 34.0 (65.9) | 16 | 23.5 (19.5) | 12 | 37.5 (14.6) | 0 | 0.0 ( 0.0) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 80 | 50.3 (56.7) | 44 | 64.7 (31.2) | 16 | 50.0 (11.3) | 1 | 100 ( 0.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 22 | 13.8 (71.0) | 6 | 8.8 (19.4) | 3 | 9.4 ( 9.7) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 2 | 1.3 (40.0) | 2 | 2.9 (40.0) | 1 | 3.1 (20.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 1 | 0.6 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 149 | 93.7 (61.8) | 65 | 95.6 (27.0) | 26 | 81.3 (10.8) | 1 | 100 ( 0.4) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 10 | 6.3 (55.6) | 2 | 2.9 (11.1) | 6 | 18.8 (33.3) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 1.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 120 | 75.5 (57.7) | 59 | 86.8 (28.4) | 28 | 87.5 (13.5) | 1 | 100 ( 0.5) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 36 | 22.6 (76.6) | 7 | 10.3 (14.9) | 4 | 12.5 ( 8.5) | 0 | 0.0 ( 0.0) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 3 | 1.9 (60.0) | 2 | 2.9 (40.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 126 | 79.2 (65.6) | 47 | 69.1 (24.5) | 19 | 59.4 ( 9.9) | 0 | 0.0 ( 0.0) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 28 | 17.6 (46.7) | 19 | 27.9 (31.7) | 12 | 37.5 (20.0) | 1 | 100 ( 1.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 4 | 2.5 (57.1) | 2 | 2.9 (28.6) | 1 | 3.1 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 1 | 0.6 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 94 | 59.1 (60.6) | 37 | 54.4 (23.9) | 23 | 71.9 (14.8) | 1 | 100 ( 0.6) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 41 | 25.8 (56.9) | 24 | 35.3 (33.3) | 7 | 21.9 ( 9.7) | 0 | 0.0 ( 0.0) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 24 | 15.1 (75.0) | 6 | 8.8 (18.8) | 2 | 6.3 ( 6.3) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 58 | 36.5 (63.0) | 20 | 29.4 (21.7) | 14 | 43.8 (15.2) | 0 | 0.0 ( 0.0) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 81 | 50.9 (60.9) | 35 | 51.5 (26.3) | 16 | 50.0 (12.0) | 1 | 100 ( 0.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 19 | 11.9 (57.6) | 12 | 17.6 (36.4) | 2 | 6.3 ( 6.1) | 0 | 0.0 ( 0.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 1 | 0.6 (50.0) | 1 | 1.5 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 82 | 51.6 (56.6) | 42 | 61.8 (29.0) | 20 | 62.5 (13.8) | 1 | 100 ( 0.7) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 63 | 39.6 (67.0) | 19 | 27.9 (20.2) | 12 | 37.5 (12.8) | 0 | 0.0 ( 0.0) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 9 | 5.7 (81.8) | 2 | 2.9 (18.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 5 | 3.1 (50.0) | 5 | 7.4 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 78 | 49.1 (56.5) | 36 | 52.9 (26.1) | 24 | 75.0 (17.4) | 0 | 0.0 ( 0.0) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 48 | 30.2 (60.8) | 25 | 36.8 (31.6) | 5 | 15.6 ( 6.3) | 1 | 100 ( 1.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 23 | 14.5 (76.7) | 6 | 8.8 (20.0) | 1 | 3.1 ( 3.3) | 0 | 0.0 ( 0.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 10 | 6.3 (76.9) | 1 | 1.5 ( 7.7) | 2 | 6.3 (15.4) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 120 | 75.5 (60.3) | 54 | 79.4 (27.1) | 24 | 75.0 (12.1) | 1 | 100 ( 0.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 34 | 21.4 (65.4) | 11 | 16.2 (21.2) | 7 | 21.9 (13.5) | 0 | 0.0 ( 0.0) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 5 | 3.1 (55.6) | 3 | 4.4 (33.3) | 1 | 3.1 (11.1) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 122 | 76.7 (64.2) | 47 | 69.1 (24.7) | 20 | 62.5 (10.5) | 1 | 100 ( 0.5) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 34 | 21.4 (53.1) | 19 | 27.9 (29.7) | 11 | 34.4 (17.2) | 0 | 0.0 ( 0.0) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 3 | 1.9 (50.0) | 2 | 2.9 (33.3) | 1 | 3.1 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 78 | 49.1 (66.1) | 25 | 36.8 (21.2) | 15 | 46.9 (12.7) | 0 | 0.0 ( 0.0) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 75 | 47.2 (60.5) | 34 | 50.0 (27.4) | 14 | 43.8 (11.3) | 1 | 100 ( 0.8) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 6 | 3.8 (33.3) | 9 | 13.2 (50.0) | 3 | 9.4 (16.7) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 67 | 42.1 (58.8) | 28 | 41.2 (24.6) | 19 | 59.4 (16.7) | 0 | 0.0 ( 0.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 74 | 46.5 (63.2) | 29 | 42.6 (24.8) | 13 | 40.6 (11.1) | 1 | 100 ( 0.9) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 13 | 8.2 (68.4) | 6 | 8.8 (31.6) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 5 | 3.1 (50.0) | 5 | 7.4 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 46 | 28.9 (54.1) | 15 | 22.1 (17.6) | 23 | 71.9 (27.1) | 1 | 100 ( 1.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 65 | 40.9 (59.6) | 36 | 52.9 (33.0) | 8 | 25.0 ( 7.3) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 44 | 27.7 (74.6) | 14 | 20.6 (23.7) | 1 | 3.1 ( 1.7) | 0 | 0.0 ( 0.0) | 59 | 22.7 (100)
|
| DK/NA/REF | 4 | 2.5 (57.1) | 3 | 4.4 (42.9) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 43 | 27.0 (75.4) | 11 | 16.2 (19.3) | 3 | 9.4 ( 5.3) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 23 | 14.5 (54.8) | 14 | 20.6 (33.3) | 5 | 15.6 (11.9) | 0 | 0.0 ( 0.0) | 42 | 16.2 (100)
|
| HUMANITIES | 29 | 18.2 (50.9) | 14 | 20.6 (24.6) | 13 | 40.6 (22.8) | 1 | 100 ( 1.8) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 18 | 11.3 (62.1) | 11 | 16.2 (37.9) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 13 | 8.2 (52.0) | 9 | 13.2 (36.0) | 3 | 9.4 (12.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 7 | 4.4 (63.6) | 4 | 5.9 (36.4) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 5.0 (80.0) | 1 | 1.5 (10.0) | 1 | 3.1 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 7 | 4.4 (63.6) | 0 | 0.0 ( 0.0) | 4 | 12.5 (36.4) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 8 | 5.0 (80.0) | 1 | 1.5 (10.0) | 1 | 3.1 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 3 | 1.9 (50.0) | 1 | 1.5 (16.7) | 2 | 6.3 (33.3) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 2.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 79 | 49.7 (98.8) | 0 | 0.0 ( 0.0) | 1 | 3.1 ( 1.3) | 0 | 0.0 ( 0.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 77 | 48.4 (92.8) | 5 | 7.4 ( 6.0) | 1 | 3.1 ( 1.2) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 0 | 0.0 ( 0.0) | 58 | 85.3 (95.1) | 3 | 9.4 ( 4.9) | 0 | 0.0 ( 0.0) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 3 | 1.9 (16.7) | 1 | 1.5 ( 5.6) | 14 | 43.8 (77.8) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 0 | 0.0 ( 0.0) | 3 | 4.4 (23.1) | 10 | 31.3 (76.9) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 9.4 (100) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.5 (50.0) | 0 | 0.0 ( 0.0) | 1 | 100 (50.0) | 2 | 0.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 36 | 22.6 (78.3) | 4 | 5.9 ( 8.7) | 6 | 18.8 (13.0) | 0 | 0.0 ( 0.0) | 46 | 17.7 (100)
|
| NO | 123 | 77.4 (57.5) | 64 | 94.1 (29.9) | 26 | 81.3 (12.1) | 1 | 100 ( 0.5) | 214 | 82.3 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 117 | 73.6 (67.2) | 37 | 54.4 (21.3) | 20 | 62.5 (11.5) | 0 | 0.0 ( 0.0) | 174 | 66.9 (100)
|
| FEMALE | 42 | 26.4 (50.0) | 30 | 44.1 (35.7) | 12 | 37.5 (14.3) | 0 | 0.0 ( 0.0) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 1.5 (50.0) | 0 | 0.0 ( 0.0) | 1 | 100 (50.0) | 2 | 0.8 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 136 | 85.5 (65.7) | 49 | 72.1 (23.7) | 22 | 68.8 (10.6) | 0 | 0.0 ( 0.0) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 11 | 6.9 (42.3) | 11 | 16.2 (42.3) | 4 | 12.5 (15.4) | 0 | 0.0 ( 0.0) | 26 | 10.0 (100)
|
| OTHER | 6 | 3.8 (40.0) | 4 | 5.9 (26.7) | 5 | 15.6 (33.3) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 6 | 3.8 (50.0) | 4 | 5.9 (33.3) | 1 | 3.1 ( 8.3) | 1 | 100 ( 8.3) | 12 | 4.6 (100)
|
| Total | 159 | 100 (61.2) | 68 | 100 (26.2) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|