Faculty should receive regular cost-of-living raises
| 5 | VERY IMPORTANT | SOMEWHAT IMPORTANT | NOT IMPORTANT | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 208 | 80 | 47 | 18.1 | 5 | 1.9 | 260 | 100
|
| | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | |
|
| VERY SATISFIED | 65 | 31.3 (79.3) | 13 | 27.7 (15.9) | 4 | 80.0 ( 4.9) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 112 | 53.8 (79.4) | 28 | 59.6 (19.9) | 1 | 20.0 ( 0.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 26 | 12.5 (83.9) | 5 | 10.6 (16.1) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 5 | 2.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 2.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | |
|
| VERY IMPORTANT | 198 | 95.2 (82.2) | 40 | 85.1 (16.6) | 3 | 60.0 ( 1.2) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 10 | 4.8 (55.6) | 6 | 12.8 (33.3) | 2 | 40.0 (11.1) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 2.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | |
|
| VERY IMPORTANT | 152 | 73.1 (79.2) | 36 | 76.6 (18.8) | 4 | 80.0 ( 2.1) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 51 | 24.5 (85.0) | 8 | 17.0 (13.3) | 1 | 20.0 ( 1.7) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 5 | 2.4 (71.4) | 2 | 4.3 (28.6) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 2.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | |
|
| VERY IMPORTANT | 146 | 70.2 (94.2) | 9 | 19.1 ( 5.8) | 0 | 0.0 ( 0.0) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 52 | 25.0 (72.2) | 19 | 40.4 (26.4) | 1 | 20.0 ( 1.4) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 10 | 4.8 (31.3) | 18 | 38.3 (56.3) | 4 | 80.0 (12.5) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 2.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | |
|
| VERY IMPORTANT | 80 | 38.5 (87.0) | 12 | 25.5 (13.0) | 0 | 0.0 ( 0.0) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 104 | 50.0 (78.2) | 25 | 53.2 (18.8) | 4 | 80.0 ( 3.0) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 22 | 10.6 (66.7) | 10 | 21.3 (30.3) | 1 | 20.0 ( 3.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 2 | 1.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | |
|
| VERY IMPORTANT | 128 | 61.5 (88.3) | 17 | 36.2 (11.7) | 0 | 0.0 ( 0.0) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 68 | 32.7 (72.3) | 23 | 48.9 (24.5) | 3 | 60.0 ( 3.2) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 5 | 2.4 (45.5) | 5 | 10.6 (45.5) | 1 | 20.0 ( 9.1) | 11 | 4.2 (100)
|
| DK/NA/REF | 7 | 3.4 (70.0) | 2 | 4.3 (20.0) | 1 | 20.0 (10.0) | 10 | 3.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | |
|
| VERY IMPORTANT | 125 | 60.1 (90.6) | 13 | 27.7 ( 9.4) | 0 | 0.0 ( 0.0) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 55 | 26.4 (69.6) | 22 | 46.8 (27.8) | 2 | 40.0 ( 2.5) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 17 | 8.2 (56.7) | 11 | 23.4 (36.7) | 2 | 40.0 ( 6.7) | 30 | 11.5 (100)
|
| DK/NA/REF | 11 | 5.3 (84.6) | 1 | 2.1 ( 7.7) | 1 | 20.0 ( 7.7) | 13 | 5.0 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | |
|
| VERY IMPORTANT | 187 | 89.9 (94.0) | 11 | 23.4 ( 5.5) | 1 | 20.0 ( 0.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 20 | 9.6 (38.5) | 30 | 63.8 (57.7) | 2 | 40.0 ( 3.8) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 0.5 (11.1) | 6 | 12.8 (66.7) | 2 | 40.0 (22.2) | 9 | 3.5 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | |
|
| VERY IMPORTANT | 150 | 72.1 (78.9) | 36 | 76.6 (18.9) | 4 | 80.0 ( 2.1) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 53 | 25.5 (82.8) | 10 | 21.3 (15.6) | 1 | 20.0 ( 1.6) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 2.4 (83.3) | 1 | 2.1 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | |
|
| VERY IMPORTANT | 103 | 49.5 (87.3) | 14 | 29.8 (11.9) | 1 | 20.0 ( 0.8) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 95 | 45.7 (76.6) | 26 | 55.3 (21.0) | 3 | 60.0 ( 2.4) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 10 | 4.8 (55.6) | 7 | 14.9 (38.9) | 1 | 20.0 ( 5.6) | 18 | 6.9 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | |
|
| VERY IMPORTANT | 100 | 48.1 (87.7) | 13 | 27.7 (11.4) | 1 | 20.0 ( 0.9) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 90 | 43.3 (76.9) | 25 | 53.2 (21.4) | 2 | 40.0 ( 1.7) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 11 | 5.3 (57.9) | 7 | 14.9 (36.8) | 1 | 20.0 ( 5.3) | 19 | 7.3 (100)
|
| DK/NA/REF | 7 | 3.4 (70.0) | 2 | 4.3 (20.0) | 1 | 20.0 (10.0) | 10 | 3.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | |
|
| VERY IMPORTANT | 74 | 35.6 (87.1) | 10 | 21.3 (11.8) | 1 | 20.0 ( 1.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 96 | 46.2 (88.1) | 13 | 27.7 (11.9) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 32 | 15.4 (54.2) | 23 | 48.9 (39.0) | 4 | 80.0 ( 6.8) | 59 | 22.7 (100)
|
| DK/NA/REF | 6 | 2.9 (85.7) | 1 | 2.1 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | |
|
| NATURAL SCIENCES | 41 | 19.7 (71.9) | 13 | 27.7 (22.8) | 3 | 60.0 ( 5.3) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 36 | 17.3 (85.7) | 4 | 8.5 ( 9.5) | 2 | 40.0 ( 4.8) | 42 | 16.2 (100)
|
| HUMANITIES | 52 | 25.0 (91.2) | 5 | 10.6 ( 8.8) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 22 | 10.6 (75.9) | 7 | 14.9 (24.1) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 15 | 7.2 (60.0) | 10 | 21.3 (40.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 9 | 4.3 (81.8) | 2 | 4.3 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 3.8 (80.0) | 2 | 4.3 (20.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 8 | 3.8 (72.7) | 3 | 6.4 (27.3) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 10 | 4.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 6 | 2.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 1 | 2.1 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | |
|
| TENURED | 120 | 57.7 (75.5) | 36 | 76.6 (22.6) | 3 | 60.0 ( 1.9) | 159 | 61.2 (100)
|
| TENURE-TRACK | 59 | 28.4 (86.8) | 7 | 14.9 (10.3) | 2 | 40.0 ( 2.9) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 28 | 13.5 (87.5) | 4 | 8.5 (12.5) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | |
|
| PROFESSOR | 56 | 26.9 (70.0) | 21 | 44.7 (26.3) | 3 | 60.0 ( 3.8) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 67 | 32.2 (80.7) | 16 | 34.0 (19.3) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 53 | 25.5 (86.9) | 6 | 12.8 ( 9.8) | 2 | 40.0 ( 3.3) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 16 | 7.7 (88.9) | 2 | 4.3 (11.1) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 11 | 5.3 (84.6) | 2 | 4.3 (15.4) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 3 | 1.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 2 | 1.0 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | |
|
| YES | 38 | 18.3 (82.6) | 7 | 14.9 (15.2) | 1 | 20.0 ( 2.2) | 46 | 17.7 (100)
|
| NO | 170 | 81.7 (79.4) | 40 | 85.1 (18.7) | 4 | 80.0 ( 1.9) | 214 | 82.3 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | |
|
| MALE | 130 | 62.5 (74.7) | 41 | 87.2 (23.6) | 3 | 60.0 ( 1.7) | 174 | 66.9 (100)
|
| FEMALE | 77 | 37.0 (91.7) | 5 | 10.6 ( 6.0) | 2 | 40.0 ( 2.4) | 84 | 32.3 (100)
|
| DK/NA/REF | 1 | 0.5 (50.0) | 1 | 2.1 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|
| | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | |
|
| CAUCASION | 167 | 80.3 (80.7) | 35 | 74.5 (16.9) | 5 | 100 ( 2.4) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 23 | 11.1 (88.5) | 3 | 6.4 (11.5) | 0 | 0.0 ( 0.0) | 26 | 10.0 (100)
|
| OTHER | 11 | 5.3 (73.3) | 4 | 8.5 (26.7) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 7 | 3.4 (58.3) | 5 | 10.6 (41.7) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 208 | 100 (80.0) | 47 | 100 (18.1) | 5 | 100 ( 1.9) | 260 | 100 (100)
|