Raises should go to those whose salaries are inequitable
| 9 | 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 | 145 | 55.8 | 94 | 36.2 | 11 | 4.2 | 10 | 3.8 | 260 | 100
|
| | | | | | | | | |
|
| Overall satisfaction with job at the University of Oregon (SATISF) | | | | | | | | | |
|
| VERY SATISFIED | 43 | 29.7 (52.4) | 33 | 35.1 (40.2) | 3 | 27.3 ( 3.7) | 3 | 30.0 ( 3.7) | 82 | 31.5 (100)
|
| SOMEWHAT SATISFIED | 81 | 55.9 (57.4) | 49 | 52.1 (34.8) | 7 | 63.6 ( 5.0) | 4 | 40.0 ( 2.8) | 141 | 54.2 (100)
|
| NOT VERY SATISFIED | 20 | 13.8 (64.5) | 9 | 9.6 (29.0) | 0 | 0.0 ( 0.0) | 2 | 20.0 ( 6.5) | 31 | 11.9 (100)
|
| NOT AT ALL SATISFIED | 1 | 0.7 (20.0) | 3 | 3.2 (60.0) | 1 | 9.1 (20.0) | 0 | 0.0 ( 0.0) | 5 | 1.9 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 10.0 (100) | 1 | 0.4 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Average faculty compensation should be raised to comparable universities (PRIN1) | | | | | | | | | |
|
| VERY IMPORTANT | 137 | 94.5 (56.8) | 87 | 92.6 (36.1) | 9 | 81.8 ( 3.7) | 8 | 80.0 ( 3.3) | 241 | 92.7 (100)
|
| SOMEWHAT IMPORTANT | 8 | 5.5 (44.4) | 6 | 6.4 (33.3) | 2 | 18.2 (11.1) | 2 | 20.0 (11.1) | 18 | 6.9 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 1 | 1.1 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty should receive regular cost-of-living raises (PRIN2) | | | | | | | | | |
|
| VERY IMPORTANT | 128 | 88.3 (61.5) | 68 | 72.3 (32.7) | 5 | 45.5 ( 2.4) | 7 | 70.0 ( 3.4) | 208 | 80.0 (100)
|
| SOMEWHAT IMPORTANT | 17 | 11.7 (36.2) | 23 | 24.5 (48.9) | 5 | 45.5 (10.6) | 2 | 20.0 ( 4.3) | 47 | 18.1 (100)
|
| NOT IMPORTANT | 0 | 0.0 ( 0.0) | 3 | 3.2 (60.0) | 1 | 9.1 (20.0) | 1 | 10.0 (20.0) | 5 | 1.9 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Faculty who perform should be rewarded with periodic merit increases (PRIN3) | | | | | | | | | |
|
| VERY IMPORTANT | 105 | 72.4 (54.7) | 70 | 74.5 (36.5) | 10 | 90.9 ( 5.2) | 7 | 70.0 ( 3.6) | 192 | 73.8 (100)
|
| SOMEWHAT IMPORTANT | 34 | 23.4 (56.7) | 24 | 25.5 (40.0) | 0 | 0.0 ( 0.0) | 2 | 20.0 ( 3.3) | 60 | 23.1 (100)
|
| NOT IMPORTANT | 6 | 4.1 (85.7) | 0 | 0.0 ( 0.0) | 1 | 9.1 (14.3) | 0 | 0.0 ( 0.0) | 7 | 2.7 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 10.0 (100) | 1 | 0.4 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases for some faculty should not come at the expense of others (PRIN4) | | | | | | | | | |
|
| VERY IMPORTANT | 99 | 68.3 (63.9) | 50 | 53.2 (32.3) | 2 | 18.2 ( 1.3) | 4 | 40.0 ( 2.6) | 155 | 59.6 (100)
|
| SOMEWHAT IMPORTANT | 35 | 24.1 (48.6) | 30 | 31.9 (41.7) | 4 | 36.4 ( 5.6) | 3 | 30.0 ( 4.2) | 72 | 27.7 (100)
|
| NOT IMPORTANT | 10 | 6.9 (31.3) | 14 | 14.9 (43.8) | 5 | 45.5 (15.6) | 3 | 30.0 ( 9.4) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises in compensation should go to those whose salaries are compressed (PRIN5) | | | | | | | | | |
|
| VERY IMPORTANT | 71 | 49.0 (77.2) | 17 | 18.1 (18.5) | 2 | 18.2 ( 2.2) | 2 | 20.0 ( 2.2) | 92 | 35.4 (100)
|
| SOMEWHAT IMPORTANT | 61 | 42.1 (45.9) | 63 | 67.0 (47.4) | 4 | 36.4 ( 3.0) | 5 | 50.0 ( 3.8) | 133 | 51.2 (100)
|
| NOT IMPORTANT | 12 | 8.3 (36.4) | 13 | 13.8 (39.4) | 5 | 45.5 (15.2) | 3 | 30.0 ( 9.1) | 33 | 12.7 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 1 | 1.1 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Raises should be distributed to a vast majority of instructional faculty (PRIN7) | | | | | | | | | |
|
| VERY IMPORTANT | 81 | 55.9 (58.7) | 51 | 54.3 (37.0) | 1 | 9.1 ( 0.7) | 5 | 50.0 ( 3.6) | 138 | 53.1 (100)
|
| SOMEWHAT IMPORTANT | 46 | 31.7 (58.2) | 25 | 26.6 (31.6) | 6 | 54.5 ( 7.6) | 2 | 20.0 ( 2.5) | 79 | 30.4 (100)
|
| NOT IMPORTANT | 11 | 7.6 (36.7) | 14 | 14.9 (46.7) | 3 | 27.3 (10.0) | 2 | 20.0 ( 6.7) | 30 | 11.5 (100)
|
| DK/NA/REF | 7 | 4.8 (53.8) | 4 | 4.3 (30.8) | 1 | 9.1 ( 7.7) | 1 | 10.0 ( 7.7) | 13 | 5.0 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Across-the-board cost-of-living raises linked to Oregon's actual increases (CRIT1) | | | | | | | | | |
|
| VERY IMPORTANT | 121 | 83.4 (60.8) | 67 | 71.3 (33.7) | 4 | 36.4 ( 2.0) | 7 | 70.0 ( 3.5) | 199 | 76.5 (100)
|
| SOMEWHAT IMPORTANT | 23 | 15.9 (44.2) | 22 | 23.4 (42.3) | 5 | 45.5 ( 9.6) | 2 | 20.0 ( 3.8) | 52 | 20.0 (100)
|
| NOT IMPORTANT | 1 | 0.7 (11.1) | 5 | 5.3 (55.6) | 2 | 18.2 (22.2) | 1 | 10.0 (11.1) | 9 | 3.5 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Merit increases based on faculty excellence in performing their duties (CRIT2) | | | | | | | | | |
|
| VERY IMPORTANT | 105 | 72.4 (55.3) | 68 | 72.3 (35.8) | 10 | 90.9 ( 5.3) | 7 | 70.0 ( 3.7) | 190 | 73.1 (100)
|
| SOMEWHAT IMPORTANT | 35 | 24.1 (54.7) | 26 | 27.7 (40.6) | 0 | 0.0 ( 0.0) | 3 | 30.0 ( 4.7) | 64 | 24.6 (100)
|
| NOT IMPORTANT | 5 | 3.4 (83.3) | 0 | 0.0 ( 0.0) | 1 | 9.1 (16.7) | 0 | 0.0 ( 0.0) | 6 | 2.3 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress salary compression (CRIT3) | | | | | | | | | |
|
| VERY IMPORTANT | 82 | 56.6 (69.5) | 30 | 31.9 (25.4) | 4 | 36.4 ( 3.4) | 2 | 20.0 ( 1.7) | 118 | 45.4 (100)
|
| SOMEWHAT IMPORTANT | 60 | 41.4 (48.4) | 56 | 59.6 (45.2) | 3 | 27.3 ( 2.4) | 5 | 50.0 ( 4.0) | 124 | 47.7 (100)
|
| NOT IMPORTANT | 3 | 2.1 (16.7) | 8 | 8.5 (44.4) | 4 | 36.4 (22.2) | 3 | 30.0 (16.7) | 18 | 6.9 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Preferential increases to redress other inequities (CRIT4) | | | | | | | | | |
|
| VERY IMPORTANT | 99 | 68.3 (86.8) | 14 | 14.9 (12.3) | 1 | 9.1 ( 0.9) | 0 | 0.0 ( 0.0) | 114 | 43.8 (100)
|
| SOMEWHAT IMPORTANT | 45 | 31.0 (38.5) | 69 | 73.4 (59.0) | 1 | 9.1 ( 0.9) | 2 | 20.0 ( 1.7) | 117 | 45.0 (100)
|
| NOT IMPORTANT | 1 | 0.7 ( 5.3) | 9 | 9.6 (47.4) | 9 | 81.8 (47.4) | 0 | 0.0 ( 0.0) | 19 | 7.3 (100)
|
| DK/NA/REF | 0 | 0.0 ( 0.0) | 2 | 2.1 (20.0) | 0 | 0.0 ( 0.0) | 8 | 80.0 (80.0) | 10 | 3.8 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Creating minimum salary floors by rank and department (CRIT5) | | | | | | | | | |
|
| VERY IMPORTANT | 51 | 35.2 (60.0) | 29 | 30.9 (34.1) | 2 | 18.2 ( 2.4) | 3 | 30.0 ( 3.5) | 85 | 32.7 (100)
|
| SOMEWHAT IMPORTANT | 68 | 46.9 (62.4) | 37 | 39.4 (33.9) | 2 | 18.2 ( 1.8) | 2 | 20.0 ( 1.8) | 109 | 41.9 (100)
|
| NOT IMPORTANT | 20 | 13.8 (33.9) | 28 | 29.8 (47.5) | 7 | 63.6 (11.9) | 4 | 40.0 ( 6.8) | 59 | 22.7 (100)
|
| DK/NA/REF | 6 | 4.1 (85.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 10.0 (14.3) | 7 | 2.7 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| School or college taught in (DISCIP) | | | | | | | | | |
|
| NATURAL SCIENCES | 20 | 13.8 (35.1) | 31 | 33.0 (54.4) | 3 | 27.3 ( 5.3) | 3 | 30.0 ( 5.3) | 57 | 21.9 (100)
|
| SOCIAL SCIENCES | 26 | 17.9 (61.9) | 13 | 13.8 (31.0) | 1 | 9.1 ( 2.4) | 2 | 20.0 ( 4.8) | 42 | 16.2 (100)
|
| HUMANITIES | 39 | 26.9 (68.4) | 15 | 16.0 (26.3) | 1 | 9.1 ( 1.8) | 2 | 20.0 ( 3.5) | 57 | 21.9 (100)
|
| ARCHITECTURE & ALLIED ARTS | 18 | 12.4 (62.1) | 9 | 9.6 (31.0) | 1 | 9.1 ( 3.4) | 1 | 10.0 ( 3.4) | 29 | 11.2 (100)
|
| BUSINESS | 8 | 5.5 (32.0) | 13 | 13.8 (52.0) | 3 | 27.3 (12.0) | 1 | 10.0 ( 4.0) | 25 | 9.6 (100)
|
| EDUCATION | 7 | 4.8 (63.6) | 3 | 3.2 (27.3) | 1 | 9.1 ( 9.1) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| JOURNALISM & COMMUNICATION | 5 | 3.4 (50.0) | 5 | 5.3 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| LAW | 8 | 5.5 (72.7) | 3 | 3.2 (27.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 11 | 4.2 (100)
|
| MUSIC | 10 | 6.9 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 10 | 3.8 (100)
|
| OTHER | 4 | 2.8 (66.7) | 2 | 2.1 (33.3) | 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) | 1 | 9.1 (50.0) | 1 | 10.0 (50.0) | 2 | 0.8 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Tenured tenure-track or not in a tenure related position (TENURE) | | | | | | | | | |
|
| TENURED | 82 | 56.6 (51.6) | 63 | 67.0 (39.6) | 9 | 81.8 ( 5.7) | 5 | 50.0 ( 3.1) | 159 | 61.2 (100)
|
| TENURE-TRACK | 42 | 29.0 (61.8) | 19 | 20.2 (27.9) | 2 | 18.2 ( 2.9) | 5 | 50.0 ( 7.4) | 68 | 26.2 (100)
|
| NOT IN TENURED POSITION | 20 | 13.8 (62.5) | 12 | 12.8 (37.5) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 32 | 12.3 (100)
|
| DK/NA/REF | 1 | 0.7 (100) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 1 | 0.4 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Current academic rank (ACADRANK) | | | | | | | | | |
|
| PROFESSOR | 37 | 25.5 (46.3) | 36 | 38.3 (45.0) | 5 | 45.5 ( 6.3) | 2 | 20.0 ( 2.5) | 80 | 30.8 (100)
|
| ASSOCIATE PROFESSOR | 47 | 32.4 (56.6) | 29 | 30.9 (34.9) | 4 | 36.4 ( 4.8) | 3 | 30.0 ( 3.6) | 83 | 31.9 (100)
|
| ASSISTANT PROFESSOR | 38 | 26.2 (62.3) | 16 | 17.0 (26.2) | 2 | 18.2 ( 3.3) | 5 | 50.0 ( 8.2) | 61 | 23.5 (100)
|
| SENIOR INSTRUCTOR | 12 | 8.3 (66.7) | 6 | 6.4 (33.3) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 18 | 6.9 (100)
|
| INSTRUCTOR | 9 | 6.2 (69.2) | 4 | 4.3 (30.8) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 13 | 5.0 (100)
|
| OTHER | 1 | 0.7 (33.3) | 2 | 2.1 (66.7) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 3 | 1.2 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 1 | 1.1 (50.0) | 0 | 0.0 ( 0.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Holds an administrative appointment concurrent with faculty appointment (ADMIN) | | | | | | | | | |
|
| YES | 28 | 19.3 (60.9) | 16 | 17.0 (34.8) | 1 | 9.1 ( 2.2) | 1 | 10.0 ( 2.2) | 46 | 17.7 (100)
|
| NO | 117 | 80.7 (54.7) | 78 | 83.0 (36.4) | 10 | 90.9 ( 4.7) | 9 | 90.0 ( 4.2) | 214 | 82.3 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Sex of respondent (SEX) | | | | | | | | | |
|
| MALE | 88 | 60.7 (50.6) | 72 | 76.6 (41.4) | 7 | 63.6 ( 4.0) | 7 | 70.0 ( 4.0) | 174 | 66.9 (100)
|
| FEMALE | 56 | 38.6 (66.7) | 22 | 23.4 (26.2) | 3 | 27.3 ( 3.6) | 3 | 30.0 ( 3.6) | 84 | 32.3 (100)
|
| DK/NA/REF | 1 | 0.7 (50.0) | 0 | 0.0 ( 0.0) | 1 | 9.1 (50.0) | 0 | 0.0 ( 0.0) | 2 | 0.8 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|
| | | | | | | | | |
|
| Race or ethnicity of respondent (RACE_R) | | | | | | | | | |
|
| CAUCASION | 115 | 79.3 (55.6) | 79 | 84.0 (38.2) | 7 | 63.6 ( 3.4) | 6 | 60.0 ( 2.9) | 207 | 79.6 (100)
|
| ASIAN/PAC. ISLANDER | 16 | 11.0 (61.5) | 9 | 9.6 (34.6) | 0 | 0.0 ( 0.0) | 1 | 10.0 ( 3.8) | 26 | 10.0 (100)
|
| OTHER | 11 | 7.6 (73.3) | 3 | 3.2 (20.0) | 1 | 9.1 ( 6.7) | 0 | 0.0 ( 0.0) | 15 | 5.8 (100)
|
| DK/NA/REF | 3 | 2.1 (25.0) | 3 | 3.2 (25.0) | 3 | 27.3 (25.0) | 3 | 30.0 (25.0) | 12 | 4.6 (100)
|
| Total | 145 | 100 (55.8) | 94 | 100 (36.2) | 11 | 100 ( 4.2) | 10 | 100 ( 3.8) | 260 | 100 (100)
|