Merit increases should not come at the expense of others
| 7 | VERY IMPORTANT | SOMEWHAT IMPORTANT | NOT IMPORTANT | DK/NA/REF | Total |
|---|
| Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)% | Count | Col (Row)%
|
| Total | 155 | 59.6 | 72 | 27.7 | 32 | 12.3 | 1 | 0.4 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 50 | 32.3 (61.0) | 22 | 30.6 (26.8) | 10 | 31.3 (12.2) | 0 | 0.0 ( 0.0) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 81 | 52.3 (57.4) | 40 | 55.6 (28.4) | 19 | 59.4 (13.5) | 1 | 100 ( 0.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 21 | 13.5 (67.7) | 8 | 11.1 (25.8) | 2 | 6.3 ( 6.5) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 3 | 1.9 (60.0) | 2 | 2.8 (40.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 147 | 94.8 (61.0) | 66 | 91.7 (27.4) | 27 | 84.4 (11.2) | 1 | 100 ( 0.4) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 8 | 5.2 (44.4) | 5 | 6.9 (27.8) | 5 | 15.6 (27.8) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 1.4 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 146 | 94.2 (70.2) | 52 | 72.2 (25.0) | 10 | 31.3 ( 4.8) | 0 | 0.0 ( 0.0) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 9 | 5.8 (19.1) | 19 | 26.4 (40.4) | 18 | 56.3 (38.3) | 1 | 100 ( 2.1) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 1.4 (20.0) | 4 | 12.5 (80.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 105 | 67.7 (54.7) | 59 | 81.9 (30.7) | 27 | 84.4 (14.1) | 1 | 100 ( 0.5) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 45 | 29.0 (75.0) | 13 | 18.1 (21.7) | 2 | 6.3 ( 3.3) | 0 | 0.0 ( 0.0) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 5 | 3.2 (71.4) | 0 | 0.0 ( 0.0) | 2 | 6.3 (28.6) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.1 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 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 | 63 | 40.6 (68.5) | 24 | 33.3 (26.1) | 5 | 15.6 ( 5.4) | 0 | 0.0 ( 0.0) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 78 | 50.3 (58.6) | 38 | 52.8 (28.6) | 16 | 50.0 (12.0) | 1 | 100 ( 0.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 14 | 9.0 (42.4) | 8 | 11.1 (24.2) | 11 | 34.4 (33.3) | 0 | 0.0 ( 0.0) | 33 | 12.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 2.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 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 | 99 | 63.9 (68.3) | 35 | 48.6 (24.1) | 10 | 31.3 ( 6.9) | 1 | 100 ( 0.7) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 50 | 32.3 (53.2) | 30 | 41.7 (31.9) | 14 | 43.8 (14.9) | 0 | 0.0 ( 0.0) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 2 | 1.3 (18.2) | 4 | 5.6 (36.4) | 5 | 15.6 (45.5) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 4 | 2.6 (40.0) | 3 | 4.2 (30.0) | 3 | 9.4 (30.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 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 | 104 | 67.1 (75.4) | 28 | 38.9 (20.3) | 6 | 18.8 ( 4.3) | 0 | 0.0 ( 0.0) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 36 | 23.2 (45.6) | 26 | 36.1 (32.9) | 16 | 50.0 (20.3) | 1 | 100 ( 1.3) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 8 | 5.2 (26.7) | 13 | 18.1 (43.3) | 9 | 28.1 (30.0) | 0 | 0.0 ( 0.0) | 30 | 11.5 (100)
|
| DK/NA/REF | 7 | 4.5 (53.8) | 5 | 6.9 (38.5) | 1 | 3.1 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 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 | 135 | 87.1 (67.8) | 51 | 70.8 (25.6) | 13 | 40.6 ( 6.5) | 0 | 0.0 ( 0.0) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 19 | 12.3 (36.5) | 19 | 26.4 (36.5) | 13 | 40.6 (25.0) | 1 | 100 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 0.6 (11.1) | 2 | 2.8 (22.2) | 6 | 18.8 (66.7) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 100 | 64.5 (52.6) | 60 | 83.3 (31.6) | 29 | 90.6 (15.3) | 1 | 100 ( 0.5) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 50 | 32.3 (78.1) | 12 | 16.7 (18.8) | 2 | 6.3 ( 3.1) | 0 | 0.0 ( 0.0) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 3.2 (83.3) | 0 | 0.0 ( 0.0) | 1 | 3.1 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 83 | 53.5 (70.3) | 29 | 40.3 (24.6) | 6 | 18.8 ( 5.1) | 0 | 0.0 ( 0.0) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 67 | 43.2 (54.0) | 39 | 54.2 (31.5) | 17 | 53.1 (13.7) | 1 | 100 ( 0.8) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 5 | 3.2 (27.8) | 4 | 5.6 (22.2) | 9 | 28.1 (50.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 80 | 51.6 (70.2) | 27 | 37.5 (23.7) | 6 | 18.8 ( 5.3) | 1 | 100 ( 0.9) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 64 | 41.3 (54.7) | 36 | 50.0 (30.8) | 17 | 53.1 (14.5) | 0 | 0.0 ( 0.0) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 7 | 4.5 (36.8) | 6 | 8.3 (31.6) | 6 | 18.8 (31.6) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 4 | 2.6 (40.0) | 3 | 4.2 (30.0) | 3 | 9.4 (30.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 58 | 37.4 (68.2) | 24 | 33.3 (28.2) | 2 | 6.3 ( 2.4) | 1 | 100 ( 1.2) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 75 | 48.4 (68.8) | 29 | 40.3 (26.6) | 5 | 15.6 ( 4.6) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 17 | 11.0 (28.8) | 18 | 25.0 (30.5) | 24 | 75.0 (40.7) | 0 | 0.0 ( 0.0) | 59 | 22.7 (100)
|
| DK/NA/REF | 5 | 3.2 (71.4) | 1 | 1.4 (14.3) | 1 | 3.1 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 28 | 18.1 (49.1) | 20 | 27.8 (35.1) | 9 | 28.1 (15.8) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 23 | 14.8 (54.8) | 13 | 18.1 (31.0) | 6 | 18.8 (14.3) | 0 | 0.0 ( 0.0) | 42 | 16.2 (100)
|
| HUMANITIES | 45 | 29.0 (78.9) | 10 | 13.9 (17.5) | 2 | 6.3 ( 3.5) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 19 | 12.3 (65.5) | 9 | 12.5 (31.0) | 1 | 3.1 ( 3.4) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 6 | 3.9 (24.0) | 9 | 12.5 (36.0) | 9 | 28.1 (36.0) | 1 | 100 ( 4.0) | 25 | 9.6 (100)
|
| EDUCATION | 7 | 4.5 (63.6) | 2 | 2.8 (18.2) | 2 | 6.3 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 8 | 5.2 (80.0) | 2 | 2.8 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 6 | 3.9 (54.5) | 3 | 4.2 (27.3) | 2 | 6.3 (18.2) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 8 | 5.2 (80.0) | 2 | 2.8 (20.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 4 | 2.6 (66.7) | 2 | 2.8 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 1 | 0.6 (50.0) | 0 | 0.0 ( 0.0) | 1 | 3.1 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 94 | 60.6 (59.1) | 41 | 56.9 (25.8) | 24 | 75.0 (15.1) | 0 | 0.0 ( 0.0) | 159 | 61.2 (100)
|
| TENURE-TRACK | 37 | 23.9 (54.4) | 24 | 33.3 (35.3) | 6 | 18.8 ( 8.8) | 1 | 100 ( 1.5) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 23 | 14.8 (71.9) | 7 | 9.7 (21.9) | 2 | 6.3 ( 6.3) | 0 | 0.0 ( 0.0) | 32 | 12.3 (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 | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 42 | 27.1 (52.5) | 19 | 26.4 (23.8) | 19 | 59.4 (23.8) | 0 | 0.0 ( 0.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 53 | 34.2 (63.9) | 24 | 33.3 (28.9) | 6 | 18.8 ( 7.2) | 0 | 0.0 ( 0.0) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 34 | 21.9 (55.7) | 20 | 27.8 (32.8) | 6 | 18.8 ( 9.8) | 1 | 100 ( 1.6) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 14 | 9.0 (77.8) | 4 | 5.6 (22.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 10 | 6.5 (76.9) | 2 | 2.8 (15.4) | 1 | 3.1 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 0.6 (33.3) | 2 | 2.8 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 1 | 0.6 (50.0) | 1 | 1.4 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 31 | 20.0 (67.4) | 9 | 12.5 (19.6) | 6 | 18.8 (13.0) | 0 | 0.0 ( 0.0) | 46 | 17.7 (100)
|
| NO | 124 | 80.0 (57.9) | 63 | 87.5 (29.4) | 26 | 81.3 (12.1) | 1 | 100 ( 0.5) | 214 | 82.3 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 93 | 60.0 (53.4) | 53 | 73.6 (30.5) | 27 | 84.4 (15.5) | 1 | 100 ( 0.6) | 174 | 66.9 (100)
|
| FEMALE | 61 | 39.4 (72.6) | 19 | 26.4 (22.6) | 4 | 12.5 ( 4.8) | 0 | 0.0 ( 0.0) | 84 | 32.3 (100)
|
| DK/NA/REF | 1 | 0.6 (50.0) | 0 | 0.0 ( 0.0) | 1 | 3.1 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 133 | 85.8 (64.3) | 49 | 68.1 (23.7) | 25 | 78.1 (12.1) | 0 | 0.0 ( 0.0) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 13 | 8.4 (50.0) | 10 | 13.9 (38.5) | 3 | 9.4 (11.5) | 0 | 0.0 ( 0.0) | 26 | 10.0 (100)
|
| OTHER | 5 | 3.2 (33.3) | 8 | 11.1 (53.3) | 1 | 3.1 ( 6.7) | 1 | 100 ( 6.7) | 15 | 5.8 (100)
|
| DK/NA/REF | 4 | 2.6 (33.3) | 5 | 6.9 (41.7) | 3 | 9.4 (25.0) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 155 | 100 (59.6) | 72 | 100 (27.7) | 32 | 100 (12.3) | 1 | 100 ( 0.4) | 260 | 100 (100)
|