Holds a concurrant administrative appointment
| 23 | YES | NO | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 46 | 17.7 | 214 | 82.3 | 260 | 100
|
| | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | |
|
| VERY SATISFIED | 20 | 43.5 (24.4) | 62 | 29.0 (75.6) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 20 | 43.5 (14.2) | 121 | 56.5 (85.8) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 6 | 13.0 (19.4) | 25 | 11.7 (80.6) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 0 | 0.0 ( 0.0) | 5 | 2.3 (100) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.5 (100) | 1 | 0.4 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | |
|
| VERY IMPORTANT | 42 | 91.3 (17.4) | 199 | 93.0 (82.6) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 4 | 8.7 (22.2) | 14 | 6.5 (77.8) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 0.5 (100) | 1 | 0.4 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | |
|
| VERY IMPORTANT | 38 | 82.6 (18.3) | 170 | 79.4 (81.7) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 7 | 15.2 (14.9) | 40 | 18.7 (85.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 2.2 (20.0) | 4 | 1.9 (80.0) | 5 | 1.9 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | |
|
| VERY IMPORTANT | 38 | 82.6 (19.8) | 154 | 72.0 (80.2) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 7 | 15.2 (11.7) | 53 | 24.8 (88.3) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 1 | 2.2 (14.3) | 6 | 2.8 (85.7) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.5 (100) | 1 | 0.4 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | |
|
| VERY IMPORTANT | 31 | 67.4 (20.0) | 124 | 57.9 (80.0) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 9 | 19.6 (12.5) | 63 | 29.4 (87.5) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 6 | 13.0 (18.8) | 26 | 12.1 (81.3) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.5 (100) | 1 | 0.4 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | |
|
| VERY IMPORTANT | 20 | 43.5 (21.7) | 72 | 33.6 (78.3) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 23 | 50.0 (17.3) | 110 | 51.4 (82.7) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 3 | 6.5 ( 9.1) | 30 | 14.0 (90.9) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 0.9 (100) | 2 | 0.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | |
|
| VERY IMPORTANT | 28 | 60.9 (19.3) | 117 | 54.7 (80.7) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 16 | 34.8 (17.0) | 78 | 36.4 (83.0) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 1 | 2.2 ( 9.1) | 10 | 4.7 (90.9) | 11 | 4.2 (100)
|
| DK/NA/REF | 1 | 2.2 (10.0) | 9 | 4.2 (90.0) | 10 | 3.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | |
|
| VERY IMPORTANT | 24 | 52.2 (17.4) | 114 | 53.3 (82.6) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 12 | 26.1 (15.2) | 67 | 31.3 (84.8) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 6 | 13.0 (20.0) | 24 | 11.2 (80.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 4 | 8.7 (30.8) | 9 | 4.2 (69.2) | 13 | 5.0 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | |
|
| VERY IMPORTANT | 36 | 78.3 (18.1) | 163 | 76.2 (81.9) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 9 | 19.6 (17.3) | 43 | 20.1 (82.7) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 2.2 (11.1) | 8 | 3.7 (88.9) | 9 | 3.5 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | |
|
| VERY IMPORTANT | 35 | 76.1 (18.4) | 155 | 72.4 (81.6) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 10 | 21.7 (15.6) | 54 | 25.2 (84.4) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 1 | 2.2 (16.7) | 5 | 2.3 (83.3) | 6 | 2.3 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | |
|
| VERY IMPORTANT | 24 | 52.2 (20.3) | 94 | 43.9 (79.7) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 21 | 45.7 (16.9) | 103 | 48.1 (83.1) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 1 | 2.2 ( 5.6) | 17 | 7.9 (94.4) | 18 | 6.9 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | |
|
| VERY IMPORTANT | 20 | 43.5 (17.5) | 94 | 43.9 (82.5) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 23 | 50.0 (19.7) | 94 | 43.9 (80.3) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 1 | 2.2 ( 5.3) | 18 | 8.4 (94.7) | 19 | 7.3 (100)
|
| DK/NA/REF | 2 | 4.3 (20.0) | 8 | 3.7 (80.0) | 10 | 3.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | |
|
| VERY IMPORTANT | 16 | 34.8 (18.8) | 69 | 32.2 (81.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 17 | 37.0 (15.6) | 92 | 43.0 (84.4) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 10 | 21.7 (16.9) | 49 | 22.9 (83.1) | 59 | 22.7 (100)
|
| DK/NA/REF | 3 | 6.5 (42.9) | 4 | 1.9 (57.1) | 7 | 2.7 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| School or college taught in (DISCIP) | | | | | |
|
| NATURAL SCIENCES | 8 | 17.4 (14.0) | 49 | 22.9 (86.0) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 8 | 17.4 (19.0) | 34 | 15.9 (81.0) | 42 | 16.2 (100)
|
| HUMANITIES | 9 | 19.6 (15.8) | 48 | 22.4 (84.2) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 7 | 15.2 (24.1) | 22 | 10.3 (75.9) | 29 | 11.2 (100)
|
| BUSINESS | 4 | 8.7 (16.0) | 21 | 9.8 (84.0) | 25 | 9.6 (100)
|
| EDUCATION | 4 | 8.7 (36.4) | 7 | 3.3 (63.6) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 2 | 4.3 (20.0) | 8 | 3.7 (80.0) | 10 | 3.8 (100)
|
| LAW | 1 | 2.2 ( 9.1) | 10 | 4.7 (90.9) | 11 | 4.2 (100)
|
| MUSIC | 3 | 6.5 (30.0) | 7 | 3.3 (70.0) | 10 | 3.8 (100)
|
| OTHER | 0 | 0.0 ( 0.0) | 6 | 2.8 (100) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 0.9 (100) | 2 | 0.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | |
|
| TENURED | 36 | 78.3 (22.6) | 123 | 57.5 (77.4) | 159 | 61.2 (100)
|
| TENURE-TRACK | 4 | 8.7 ( 5.9) | 64 | 29.9 (94.1) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 6 | 13.0 (18.8) | 26 | 12.1 (81.3) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.5 (100) | 1 | 0.4 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Current academic rank (ACADRANK) | | | | | |
|
| PROFESSOR | 15 | 32.6 (18.8) | 65 | 30.4 (81.3) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 20 | 43.5 (24.1) | 63 | 29.4 (75.9) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 3 | 6.5 ( 4.9) | 58 | 27.1 (95.1) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 4 | 8.7 (22.2) | 14 | 6.5 (77.8) | 18 | 6.9 (100)
|
| INSTRUCTOR | 4 | 8.7 (30.8) | 9 | 4.2 (69.2) | 13 | 5.0 (100)
|
| OTHER | 0 | 0.0 ( 0.0) | 3 | 1.4 (100) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 0.9 (100) | 2 | 0.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Sex of respondent (SEX) | | | | | |
|
| MALE | 27 | 58.7 (15.5) | 147 | 68.7 (84.5) | 174 | 66.9 (100)
|
| FEMALE | 19 | 41.3 (22.6) | 65 | 30.4 (77.4) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 0.9 (100) | 2 | 0.8 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|
| | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | |
|
| CAUCASION | 39 | 84.8 (18.8) | 168 | 78.5 (81.2) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 4 | 8.7 (15.4) | 22 | 10.3 (84.6) | 26 | 10.0 (100)
|
| OTHER | 3 | 6.5 (20.0) | 12 | 5.6 (80.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 12 | 5.6 (100) | 12 | 4.6 (100)
|
| Total | 46 | 100 (17.7) | 214 | 100 (82.3) | 260 | 100 (100)
|