Race or ethnicity of respondent
| 25 | CAUCASION | ASIAN/PAC. ISLANDER | OTHER | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 207 | 79.6 | 26 | 10 | 15 | 5.8 | 12 | 4.6 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 65 | 31.4 (79.3) | 11 | 42.3 (13.4) | 4 | 26.7 ( 4.9) | 2 | 16.7 ( 2.4) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 113 | 54.6 (80.1) | 11 | 42.3 ( 7.8) | 9 | 60.0 ( 6.4) | 8 | 66.7 ( 5.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 26 | 12.6 (83.9) | 4 | 15.4 (12.9) | 1 | 6.7 ( 3.2) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 2 | 1.0 (40.0) | 0 | 0.0 ( 0.0) | 1 | 6.7 (20.0) | 2 | 16.7 (40.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 1 | 0.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 192 | 92.8 (79.7) | 25 | 96.2 (10.4) | 13 | 86.7 ( 5.4) | 11 | 91.7 ( 4.6) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 15 | 7.2 (83.3) | 0 | 0.0 ( 0.0) | 2 | 13.3 (11.1) | 1 | 8.3 ( 5.6) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 3.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 167 | 80.7 (80.3) | 23 | 88.5 (11.1) | 11 | 73.3 ( 5.3) | 7 | 58.3 ( 3.4) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 35 | 16.9 (74.5) | 3 | 11.5 ( 6.4) | 4 | 26.7 ( 8.5) | 5 | 41.7 (10.6) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 5 | 2.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 156 | 75.4 (81.3) | 15 | 57.7 ( 7.8) | 13 | 86.7 ( 6.8) | 8 | 66.7 ( 4.2) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 44 | 21.3 (73.3) | 10 | 38.5 (16.7) | 2 | 13.3 ( 3.3) | 4 | 33.3 ( 6.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 6 | 2.9 (85.7) | 1 | 3.8 (14.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 1 | 0.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 133 | 64.3 (85.8) | 13 | 50.0 ( 8.4) | 5 | 33.3 ( 3.2) | 4 | 33.3 ( 2.6) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 49 | 23.7 (68.1) | 10 | 38.5 (13.9) | 8 | 53.3 (11.1) | 5 | 41.7 ( 6.9) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 25 | 12.1 (78.1) | 3 | 11.5 ( 9.4) | 1 | 6.7 ( 3.1) | 3 | 25.0 ( 9.4) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 6.7 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 75 | 36.2 (81.5) | 7 | 26.9 ( 7.6) | 7 | 46.7 ( 7.6) | 3 | 25.0 ( 3.3) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 105 | 50.7 (78.9) | 17 | 65.4 (12.8) | 6 | 40.0 ( 4.5) | 5 | 41.7 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 25 | 12.1 (75.8) | 2 | 7.7 ( 6.1) | 2 | 13.3 ( 6.1) | 4 | 33.3 (12.1) | 33 | 12.7 (100)
|
| DK/NA/REF | 2 | 1.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 115 | 55.6 (79.3) | 16 | 61.5 (11.0) | 11 | 73.3 ( 7.6) | 3 | 25.0 ( 2.1) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 79 | 38.2 (84.0) | 9 | 34.6 ( 9.6) | 3 | 20.0 ( 3.2) | 3 | 25.0 ( 3.2) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 7 | 3.4 (63.6) | 0 | 0.0 ( 0.0) | 1 | 6.7 ( 9.1) | 3 | 25.0 (27.3) | 11 | 4.2 (100)
|
| DK/NA/REF | 6 | 2.9 (60.0) | 1 | 3.8 (10.0) | 0 | 0.0 ( 0.0) | 3 | 25.0 (30.0) | 10 | 3.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 118 | 57.0 (85.5) | 10 | 38.5 ( 7.2) | 7 | 46.7 ( 5.1) | 3 | 25.0 ( 2.2) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 56 | 27.1 (70.9) | 10 | 38.5 (12.7) | 7 | 46.7 ( 8.9) | 6 | 50.0 ( 7.6) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 22 | 10.6 (73.3) | 4 | 15.4 (13.3) | 1 | 6.7 ( 3.3) | 3 | 25.0 (10.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 11 | 5.3 (84.6) | 2 | 7.7 (15.4) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 162 | 78.3 (81.4) | 20 | 76.9 (10.1) | 9 | 60.0 ( 4.5) | 8 | 66.7 ( 4.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 38 | 18.4 (73.1) | 5 | 19.2 ( 9.6) | 5 | 33.3 ( 9.6) | 4 | 33.3 ( 7.7) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 7 | 3.4 (77.8) | 1 | 3.8 (11.1) | 1 | 6.7 (11.1) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 150 | 72.5 (78.9) | 19 | 73.1 (10.0) | 14 | 93.3 ( 7.4) | 7 | 58.3 ( 3.7) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 51 | 24.6 (79.7) | 7 | 26.9 (10.9) | 1 | 6.7 ( 1.6) | 5 | 41.7 ( 7.8) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 6 | 2.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 97 | 46.9 (82.2) | 12 | 46.2 (10.2) | 6 | 40.0 ( 5.1) | 3 | 25.0 ( 2.5) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 99 | 47.8 (79.8) | 12 | 46.2 ( 9.7) | 9 | 60.0 ( 7.3) | 4 | 33.3 ( 3.2) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 11 | 5.3 (61.1) | 2 | 7.7 (11.1) | 0 | 0.0 ( 0.0) | 5 | 41.7 (27.8) | 18 | 6.9 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 93 | 44.9 (81.6) | 10 | 38.5 ( 8.8) | 10 | 66.7 ( 8.8) | 1 | 8.3 ( 0.9) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 95 | 45.9 (81.2) | 12 | 46.2 (10.3) | 4 | 26.7 ( 3.4) | 6 | 50.0 ( 5.1) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 12 | 5.8 (63.2) | 3 | 11.5 (15.8) | 1 | 6.7 ( 5.3) | 3 | 25.0 (15.8) | 19 | 7.3 (100)
|
| DK/NA/REF | 7 | 3.4 (70.0) | 1 | 3.8 (10.0) | 0 | 0.0 ( 0.0) | 2 | 16.7 (20.0) | 10 | 3.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 66 | 31.9 (77.6) | 8 | 30.8 ( 9.4) | 8 | 53.3 ( 9.4) | 3 | 25.0 ( 3.5) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 90 | 43.5 (82.6) | 10 | 38.5 ( 9.2) | 5 | 33.3 ( 4.6) | 4 | 33.3 ( 3.7) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 46 | 22.2 (78.0) | 7 | 26.9 (11.9) | 1 | 6.7 ( 1.7) | 5 | 41.7 ( 8.5) | 59 | 22.7 (100)
|
| DK/NA/REF | 5 | 2.4 (71.4) | 1 | 3.8 (14.3) | 1 | 6.7 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 44 | 21.3 (77.2) | 9 | 34.6 (15.8) | 0 | 0.0 ( 0.0) | 4 | 33.3 ( 7.0) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 36 | 17.4 (85.7) | 4 | 15.4 ( 9.5) | 1 | 6.7 ( 2.4) | 1 | 8.3 ( 2.4) | 42 | 16.2 (100)
|
| HUMANITIES | 43 | 20.8 (75.4) | 4 | 15.4 ( 7.0) | 7 | 46.7 (12.3) | 3 | 25.0 ( 5.3) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 23 | 11.1 (79.3) | 3 | 11.5 (10.3) | 1 | 6.7 ( 3.4) | 2 | 16.7 ( 6.9) | 29 | 11.2 (100)
|
| BUSINESS | 19 | 9.2 (76.0) | 4 | 15.4 (16.0) | 2 | 13.3 ( 8.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 11 | 5.3 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 10 | 4.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 5 | 2.4 (45.5) | 2 | 7.7 (18.2) | 3 | 20.0 (27.3) | 1 | 8.3 ( 9.1) | 11 | 4.2 (100)
|
| MUSIC | 9 | 4.3 (90.0) | 0 | 0.0 ( 0.0) | 1 | 6.7 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 6 | 2.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 8.3 (50.0) | 2 | 0.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 136 | 65.7 (85.5) | 11 | 42.3 ( 6.9) | 6 | 40.0 ( 3.8) | 6 | 50.0 ( 3.8) | 159 | 61.2 (100)
|
| TENURE-TRACK | 49 | 23.7 (72.1) | 11 | 42.3 (16.2) | 4 | 26.7 ( 5.9) | 4 | 33.3 ( 5.9) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 22 | 10.6 (68.8) | 4 | 15.4 (12.5) | 5 | 33.3 (15.6) | 1 | 8.3 ( 3.1) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 8.3 (100) | 1 | 0.4 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 70 | 33.8 (87.5) | 3 | 11.5 ( 3.8) | 3 | 20.0 ( 3.8) | 4 | 33.3 ( 5.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 67 | 32.4 (80.7) | 10 | 38.5 (12.0) | 4 | 26.7 ( 4.8) | 2 | 16.7 ( 2.4) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 43 | 20.8 (70.5) | 10 | 38.5 (16.4) | 4 | 26.7 ( 6.6) | 4 | 33.3 ( 6.6) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 17 | 8.2 (94.4) | 0 | 0.0 ( 0.0) | 1 | 6.7 ( 5.6) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 8 | 3.9 (61.5) | 2 | 7.7 (15.4) | 2 | 13.3 (15.4) | 1 | 8.3 ( 7.7) | 13 | 5.0 (100)
|
| OTHER | 1 | 0.5 (33.3) | 1 | 3.8 (33.3) | 1 | 6.7 (33.3) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 8.3 (50.0) | 2 | 0.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 39 | 18.8 (84.8) | 4 | 15.4 ( 8.7) | 3 | 20.0 ( 6.5) | 0 | 0.0 ( 0.0) | 46 | 17.7 (100)
|
| NO | 168 | 81.2 (78.5) | 22 | 84.6 (10.3) | 12 | 80.0 ( 5.6) | 12 | 100 ( 5.6) | 214 | 82.3 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 133 | 64.3 (76.4) | 22 | 84.6 (12.6) | 10 | 66.7 ( 5.7) | 9 | 75.0 ( 5.2) | 174 | 66.9 (100)
|
| FEMALE | 74 | 35.7 (88.1) | 4 | 15.4 ( 4.8) | 5 | 33.3 ( 6.0) | 1 | 8.3 ( 1.2) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 16.7 (100) | 2 | 0.8 (100)
|
| Total | 207 | 100 (79.6) | 26 | 100 (10.0) | 15 | 100 ( 5.8) | 12 | 100 ( 4.6) | 260 | 100 (100)
|