Raises should go to those whose salaries are compressed
| 8 | 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 | 92 | 35.4 | 133 | 51.2 | 33 | 12.7 | 2 | 0.8 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 23 | 25.0 (28.0) | 48 | 36.1 (58.5) | 11 | 33.3 (13.4) | 0 | 0.0 ( 0.0) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 52 | 56.5 (36.9) | 67 | 50.4 (47.5) | 21 | 63.6 (14.9) | 1 | 50.0 ( 0.7) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 16 | 17.4 (51.6) | 15 | 11.3 (48.4) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 1 | 1.1 (20.0) | 2 | 1.5 (40.0) | 1 | 3.0 (20.0) | 1 | 50.0 (20.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 88 | 95.7 (36.5) | 124 | 93.2 (51.5) | 28 | 84.8 (11.6) | 1 | 50.0 ( 0.4) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 4 | 4.3 (22.2) | 9 | 6.8 (50.0) | 4 | 12.1 (22.2) | 1 | 50.0 ( 5.6) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 3.0 (100) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 80 | 87.0 (38.5) | 104 | 78.2 (50.0) | 22 | 66.7 (10.6) | 2 | 100 ( 1.0) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 12 | 13.0 (25.5) | 25 | 18.8 (53.2) | 10 | 30.3 (21.3) | 0 | 0.0 ( 0.0) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 4 | 3.0 (80.0) | 1 | 3.0 (20.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 66 | 71.7 (34.4) | 97 | 72.9 (50.5) | 27 | 81.8 (14.1) | 2 | 100 ( 1.0) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 23 | 25.0 (38.3) | 33 | 24.8 (55.0) | 4 | 12.1 ( 6.7) | 0 | 0.0 ( 0.0) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 3 | 3.3 (42.9) | 2 | 1.5 (28.6) | 2 | 6.1 (28.6) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 63 | 68.5 (40.6) | 78 | 58.6 (50.3) | 14 | 42.4 ( 9.0) | 0 | 0.0 ( 0.0) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 24 | 26.1 (33.3) | 38 | 28.6 (52.8) | 8 | 24.2 (11.1) | 2 | 100 ( 2.8) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 5 | 5.4 (15.6) | 16 | 12.0 (50.0) | 11 | 33.3 (34.4) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are inequitable (PRIN6) | | | | | | | | | |
|
| VERY IMPORTANT | 71 | 77.2 (49.0) | 61 | 45.9 (42.1) | 12 | 36.4 ( 8.3) | 1 | 50.0 ( 0.7) | 145 | 55.8 (100)
|
| SOMEWHAT IMPORTANT | 17 | 18.5 (18.1) | 63 | 47.4 (67.0) | 13 | 39.4 (13.8) | 1 | 50.0 ( 1.1) | 94 | 36.2 (100)
|
| NOT IMPORTANT | 2 | 2.2 (18.2) | 4 | 3.0 (36.4) | 5 | 15.2 (45.5) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| DK/NA/REF | 2 | 2.2 (20.0) | 5 | 3.8 (50.0) | 3 | 9.1 (30.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 52 | 56.5 (37.7) | 74 | 55.6 (53.6) | 11 | 33.3 ( 8.0) | 1 | 50.0 ( 0.7) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 24 | 26.1 (30.4) | 42 | 31.6 (53.2) | 13 | 39.4 (16.5) | 0 | 0.0 ( 0.0) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 10 | 10.9 (33.3) | 12 | 9.0 (40.0) | 7 | 21.2 (23.3) | 1 | 50.0 ( 3.3) | 30 | 11.5 (100)
|
| DK/NA/REF | 6 | 6.5 (46.2) | 5 | 3.8 (38.5) | 2 | 6.1 (15.4) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 74 | 80.4 (37.2) | 101 | 75.9 (50.8) | 23 | 69.7 (11.6) | 1 | 50.0 ( 0.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 15 | 16.3 (28.8) | 27 | 20.3 (51.9) | 9 | 27.3 (17.3) | 1 | 50.0 ( 1.9) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 3 | 3.3 (33.3) | 5 | 3.8 (55.6) | 1 | 3.0 (11.1) | 0 | 0.0 ( 0.0) | 9 | 3.5 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 66 | 71.7 (34.7) | 97 | 72.9 (51.1) | 25 | 75.8 (13.2) | 2 | 100 ( 1.1) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 23 | 25.0 (35.9) | 34 | 25.6 (53.1) | 7 | 21.2 (10.9) | 0 | 0.0 ( 0.0) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 3 | 3.3 (50.0) | 2 | 1.5 (33.3) | 1 | 3.0 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 85 | 92.4 (72.0) | 27 | 20.3 (22.9) | 6 | 18.2 ( 5.1) | 0 | 0.0 ( 0.0) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 6 | 6.5 ( 4.8) | 101 | 75.9 (81.5) | 15 | 45.5 (12.1) | 2 | 100 ( 1.6) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 1 | 1.1 ( 5.6) | 5 | 3.8 (27.8) | 12 | 36.4 (66.7) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 56 | 60.9 (49.1) | 47 | 35.3 (41.2) | 11 | 33.3 ( 9.6) | 0 | 0.0 ( 0.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 32 | 34.8 (27.4) | 72 | 54.1 (61.5) | 11 | 33.3 ( 9.4) | 2 | 100 ( 1.7) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 3 | 3.3 (15.8) | 9 | 6.8 (47.4) | 7 | 21.2 (36.8) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 1 | 1.1 (10.0) | 5 | 3.8 (50.0) | 4 | 12.1 (40.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 41 | 44.6 (48.2) | 38 | 28.6 (44.7) | 6 | 18.2 ( 7.1) | 0 | 0.0 ( 0.0) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 36 | 39.1 (33.0) | 62 | 46.6 (56.9) | 11 | 33.3 (10.1) | 0 | 0.0 ( 0.0) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 11 | 12.0 (18.6) | 30 | 22.6 (50.8) | 16 | 48.5 (27.1) | 2 | 100 ( 3.4) | 59 | 22.7 (100)
|
| DK/NA/REF | 4 | 4.3 (57.1) | 3 | 2.3 (42.9) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 11 | 12.0 (19.3) | 32 | 24.1 (56.1) | 13 | 39.4 (22.8) | 1 | 50.0 ( 1.8) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 20 | 21.7 (47.6) | 19 | 14.3 (45.2) | 2 | 6.1 ( 4.8) | 1 | 50.0 ( 2.4) | 42 | 16.2 (100)
|
| HUMANITIES | 21 | 22.8 (36.8) | 29 | 21.8 (50.9) | 7 | 21.2 (12.3) | 0 | 0.0 ( 0.0) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 13 | 14.1 (44.8) | 16 | 12.0 (55.2) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 29 | 11.2 (100)
|
| BUSINESS | 5 | 5.4 (20.0) | 15 | 11.3 (60.0) | 5 | 15.2 (20.0) | 0 | 0.0 ( 0.0) | 25 | 9.6 (100)
|
| EDUCATION | 5 | 5.4 (45.5) | 5 | 3.8 (45.5) | 1 | 3.0 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 2 | 2.2 (20.0) | 7 | 5.3 (70.0) | 1 | 3.0 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 7 | 7.6 (63.6) | 3 | 2.3 (27.3) | 1 | 3.0 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 7 | 7.6 (70.0) | 2 | 1.5 (20.0) | 1 | 3.0 (10.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 1 | 1.1 (16.7) | 5 | 3.8 (83.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 6.1 (100) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 58 | 63.0 (36.5) | 81 | 60.9 (50.9) | 19 | 57.6 (11.9) | 1 | 50.0 ( 0.6) | 159 | 61.2 (100)
|
| TENURE-TRACK | 20 | 21.7 (29.4) | 35 | 26.3 (51.5) | 12 | 36.4 (17.6) | 1 | 50.0 ( 1.5) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 14 | 15.2 (43.8) | 16 | 12.0 (50.0) | 2 | 6.1 ( 6.3) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 24 | 26.1 (30.0) | 43 | 32.3 (53.8) | 13 | 39.4 (16.3) | 0 | 0.0 ( 0.0) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 34 | 37.0 (41.0) | 42 | 31.6 (50.6) | 6 | 18.2 ( 7.2) | 1 | 50.0 ( 1.2) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 19 | 20.7 (31.1) | 29 | 21.8 (47.5) | 12 | 36.4 (19.7) | 1 | 50.0 ( 1.6) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 9 | 9.8 (50.0) | 8 | 6.0 (44.4) | 1 | 3.0 ( 5.6) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 5 | 5.4 (38.5) | 7 | 5.3 (53.8) | 1 | 3.0 ( 7.7) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 1.1 (33.3) | 2 | 1.5 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 1.5 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 20 | 21.7 (43.5) | 23 | 17.3 (50.0) | 3 | 9.1 ( 6.5) | 0 | 0.0 ( 0.0) | 46 | 17.7 (100)
|
| NO | 72 | 78.3 (33.6) | 110 | 82.7 (51.4) | 30 | 90.9 (14.0) | 2 | 100 ( 0.9) | 214 | 82.3 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 60 | 65.2 (34.5) | 87 | 65.4 (50.0) | 26 | 78.8 (14.9) | 1 | 50.0 ( 0.6) | 174 | 66.9 (100)
|
| FEMALE | 32 | 34.8 (38.1) | 45 | 33.8 (53.6) | 6 | 18.2 ( 7.1) | 1 | 50.0 ( 1.2) | 84 | 32.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 1 | 0.8 (50.0) | 1 | 3.0 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 75 | 81.5 (36.2) | 105 | 78.9 (50.7) | 25 | 75.8 (12.1) | 2 | 100 ( 1.0) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 7 | 7.6 (26.9) | 17 | 12.8 (65.4) | 2 | 6.1 ( 7.7) | 0 | 0.0 ( 0.0) | 26 | 10.0 (100)
|
| OTHER | 7 | 7.6 (46.7) | 6 | 4.5 (40.0) | 2 | 6.1 (13.3) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 3 | 3.3 (25.0) | 5 | 3.8 (41.7) | 4 | 12.1 (33.3) | 0 | 0.0 ( 0.0) | 12 | 4.6 (100)
|
| Total | 92 | 100 (35.4) | 133 | 100 (51.2) | 33 | 100 (12.7) | 2 | 100 ( 0.8) | 260 | 100 (100)
|