Returned Faculty Attitudes campus mail survey
| 26 | YES | NO | DID NOT RECEIVE | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 51 | 19.6 | 170 | 65.4 | 34 | 13.1 | 5 | 1.9 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 14 | 27.5 (17.1) | 55 | 32.4 (67.1) | 11 | 32.4 (13.4) | 2 | 40.0 ( 2.4) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 25 | 49.0 (17.7) | 97 | 57.1 (68.8) | 18 | 52.9 (12.8) | 1 | 20.0 ( 0.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 12 | 23.5 (38.7) | 16 | 9.4 (51.6) | 1 | 2.9 ( 3.2) | 2 | 40.0 ( 6.5) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 0 | 0.0 ( 0.0) | 1 | 0.6 (20.0) | 4 | 11.8 (80.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.6 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 48 | 94.1 (19.9) | 154 | 90.6 (63.9) | 34 | 100 (14.1) | 5 | 100 ( 2.1) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 2 | 3.9 (11.1) | 16 | 9.4 (88.9) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 1 | 2.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 38 | 74.5 (18.3) | 136 | 80.0 (65.4) | 30 | 88.2 (14.4) | 4 | 80.0 ( 1.9) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 12 | 23.5 (25.5) | 30 | 17.6 (63.8) | 4 | 11.8 ( 8.5) | 1 | 20.0 ( 2.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 1 | 2.0 (20.0) | 4 | 2.4 (80.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 37 | 72.5 (19.3) | 128 | 75.3 (66.7) | 25 | 73.5 (13.0) | 2 | 40.0 ( 1.0) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 13 | 25.5 (21.7) | 35 | 20.6 (58.3) | 9 | 26.5 (15.0) | 3 | 60.0 ( 5.0) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 1 | 2.0 (14.3) | 6 | 3.5 (85.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.6 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 27 | 52.9 (17.4) | 102 | 60.0 (65.8) | 23 | 67.6 (14.8) | 3 | 60.0 ( 1.9) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 17 | 33.3 (23.6) | 43 | 25.3 (59.7) | 10 | 29.4 (13.9) | 2 | 40.0 ( 2.8) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 7 | 13.7 (21.9) | 24 | 14.1 (75.0) | 1 | 2.9 ( 3.1) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.6 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 11 | 21.6 (12.0) | 65 | 38.2 (70.7) | 14 | 41.2 (15.2) | 2 | 40.0 ( 2.2) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 31 | 60.8 (23.3) | 85 | 50.0 (63.9) | 14 | 41.2 (10.5) | 3 | 60.0 ( 2.3) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 9 | 17.6 (27.3) | 19 | 11.2 (57.6) | 5 | 14.7 (15.2) | 0 | 0.0 ( 0.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.6 (50.0) | 1 | 2.9 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 25 | 49.0 (17.2) | 103 | 60.6 (71.0) | 14 | 41.2 ( 9.7) | 3 | 60.0 ( 2.1) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 20 | 39.2 (21.3) | 59 | 34.7 (62.8) | 13 | 38.2 (13.8) | 2 | 40.0 ( 2.1) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 3 | 5.9 (27.3) | 5 | 2.9 (45.5) | 3 | 8.8 (27.3) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 3 | 5.9 (30.0) | 3 | 1.8 (30.0) | 4 | 11.8 (40.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 29 | 56.9 (21.0) | 90 | 52.9 (65.2) | 16 | 47.1 (11.6) | 3 | 60.0 ( 2.2) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 15 | 29.4 (19.0) | 51 | 30.0 (64.6) | 11 | 32.4 (13.9) | 2 | 40.0 ( 2.5) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 5 | 9.8 (16.7) | 19 | 11.2 (63.3) | 6 | 17.6 (20.0) | 0 | 0.0 ( 0.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 2 | 3.9 (15.4) | 10 | 5.9 (76.9) | 1 | 2.9 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 39 | 76.5 (19.6) | 131 | 77.1 (65.8) | 25 | 73.5 (12.6) | 4 | 80.0 ( 2.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 11 | 21.6 (21.2) | 32 | 18.8 (61.5) | 8 | 23.5 (15.4) | 1 | 20.0 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 2.0 (11.1) | 7 | 4.1 (77.8) | 1 | 2.9 (11.1) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 37 | 72.5 (19.5) | 124 | 72.9 (65.3) | 26 | 76.5 (13.7) | 3 | 60.0 ( 1.6) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 13 | 25.5 (20.3) | 41 | 24.1 (64.1) | 8 | 23.5 (12.5) | 2 | 40.0 ( 3.1) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 1 | 2.0 (16.7) | 5 | 2.9 (83.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 14 | 27.5 (11.9) | 82 | 48.2 (69.5) | 19 | 55.9 (16.1) | 3 | 60.0 ( 2.5) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 29 | 56.9 (23.4) | 81 | 47.6 (65.3) | 12 | 35.3 ( 9.7) | 2 | 40.0 ( 1.6) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 8 | 15.7 (44.4) | 7 | 4.1 (38.9) | 3 | 8.8 (16.7) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 17 | 33.3 (14.9) | 82 | 48.2 (71.9) | 13 | 38.2 (11.4) | 2 | 40.0 ( 1.8) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 23 | 45.1 (19.7) | 74 | 43.5 (63.2) | 17 | 50.0 (14.5) | 3 | 60.0 ( 2.6) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 8 | 15.7 (42.1) | 9 | 5.3 (47.4) | 2 | 5.9 (10.5) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 3 | 5.9 (30.0) | 5 | 2.9 (50.0) | 2 | 5.9 (20.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 19 | 37.3 (22.4) | 53 | 31.2 (62.4) | 12 | 35.3 (14.1) | 1 | 20.0 ( 1.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 17 | 33.3 (15.6) | 76 | 44.7 (69.7) | 13 | 38.2 (11.9) | 3 | 60.0 ( 2.8) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 14 | 27.5 (23.7) | 36 | 21.2 (61.0) | 8 | 23.5 (13.6) | 1 | 20.0 ( 1.7) | 59 | 22.7 (100)
|
| DK/NA/REF | 1 | 2.0 (14.3) | 5 | 2.9 (71.4) | 1 | 2.9 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 9 | 17.6 (15.8) | 41 | 24.1 (71.9) | 4 | 11.8 ( 7.0) | 3 | 60.0 ( 5.3) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 10 | 19.6 (23.8) | 26 | 15.3 (61.9) | 4 | 11.8 ( 9.5) | 2 | 40.0 ( 4.8) | 42 | 16.2 (100)
|
| HUMANITIES | 11 | 21.6 (19.3) | 33 | 19.4 (57.9) | 13 | 38.2 (22.8) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 6 | 11.8 (20.7) | 19 | 11.2 (65.5) | 4 | 11.8 (13.8) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 2 | 3.9 ( 8.0) | 20 | 11.8 (80.0) | 3 | 8.8 (12.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 4 | 7.8 (36.4) | 5 | 2.9 (45.5) | 2 | 5.9 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 2 | 3.9 (20.0) | 8 | 4.7 (80.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 2 | 3.9 (18.2) | 6 | 3.5 (54.5) | 3 | 8.8 (27.3) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 1 | 2.0 (10.0) | 9 | 5.3 (90.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 2 | 3.9 (33.3) | 3 | 1.8 (50.0) | 1 | 2.9 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 2 | 3.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 31 | 60.8 (19.5) | 103 | 60.6 (64.8) | 21 | 61.8 (13.2) | 4 | 80.0 ( 2.5) | 159 | 61.2 (100)
|
| TENURE-TRACK | 16 | 31.4 (23.5) | 43 | 25.3 (63.2) | 8 | 23.5 (11.8) | 1 | 20.0 ( 1.5) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 3 | 5.9 ( 9.4) | 24 | 14.1 (75.0) | 5 | 14.7 (15.6) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 2.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 16 | 31.4 (20.0) | 54 | 31.8 (67.5) | 10 | 29.4 (12.5) | 0 | 0.0 ( 0.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 17 | 33.3 (20.5) | 50 | 29.4 (60.2) | 11 | 32.4 (13.3) | 5 | 100 ( 6.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 13 | 25.5 (21.3) | 41 | 24.1 (67.2) | 7 | 20.6 (11.5) | 0 | 0.0 ( 0.0) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 1 | 2.0 ( 5.6) | 14 | 8.2 (77.8) | 3 | 8.8 (16.7) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 1 | 2.0 ( 7.7) | 9 | 5.3 (69.2) | 3 | 8.8 (23.1) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 2.0 (33.3) | 2 | 1.2 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 2 | 3.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 14 | 27.5 (30.4) | 28 | 16.5 (60.9) | 2 | 5.9 ( 4.3) | 2 | 40.0 ( 4.3) | 46 | 17.7 (100)
|
| NO | 37 | 72.5 (17.3) | 142 | 83.5 (66.4) | 32 | 94.1 (15.0) | 3 | 60.0 ( 1.4) | 214 | 82.3 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 35 | 68.6 (20.1) | 113 | 66.5 (64.9) | 23 | 67.6 (13.2) | 3 | 60.0 ( 1.7) | 174 | 66.9 (100)
|
| FEMALE | 14 | 27.5 (16.7) | 57 | 33.5 (67.9) | 11 | 32.4 (13.1) | 2 | 40.0 ( 2.4) | 84 | 32.3 (100)
|
| DK/NA/REF | 2 | 3.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 39 | 76.5 (18.8) | 138 | 81.2 (66.7) | 27 | 79.4 (13.0) | 3 | 60.0 ( 1.4) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 6 | 11.8 (23.1) | 17 | 10.0 (65.4) | 1 | 2.9 ( 3.8) | 2 | 40.0 ( 7.7) | 26 | 10.0 (100)
|
| OTHER | 2 | 3.9 (13.3) | 11 | 6.5 (73.3) | 2 | 5.9 (13.3) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 4 | 7.8 (33.3) | 4 | 2.4 (33.3) | 4 | 11.8 (33.3) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 51 | 100 (19.6) | 170 | 100 (65.4) | 34 | 100 (13.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|