UW-Stout Campus Climate
Qualitative Study
10/12/11
UW-Stout Campus Climate Qualitative Study
Prepared by:
UW-Stout Applied Research Center
Jacquelyn Kwaterski
Jonathon Burton
Jen Mans
Prepared for:
Chancellor Sorenson
Provost Furst-Bowe
Survey created by:
Rankin & Associates Consulting
Report distributed to:
Chancellor Sorenson
Provost Furst-Bowe
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Recurring Themes
There were thirteen recurring themes identified which crossed several questions. Recurring
themes were identified by reviewing all of the themes and subthemes to see where
themes/subthemes were repeated in multiple questions.
Each recurring theme had to be identified at least three times across all questions. Themes that
had different titles, but similar definitions were categorized into 10 different areas. Three
recurring themes were not categorized because they had similar titles. These themes are
discussed below.
Areas:
1. Compensation
2. Diversity – Demographics and Not Enough Initiatives
3. Dissatisfied with instructors
4. Alcohol abuse, problems and drinking environment
5. Negative Political Climate
6. Dissatisfied with students’ behaviors and conduct
7. Dissatisfied with work behavior and professionalism
8. Satisfied with Campus
9. Hiring practices and preferential treatment
10. Safety issues and concerns
11. Excessive Workload
12. Dissatisfied with Course and/or Programs
13. Discrimination
Comments are taken directly from the survey instrument and are not edited for
spelling/grammar. Comments may be edited for length (indicated by ellipses), but are not edited
to alter intent. Identifiers have been removed.
Compensation
The specific category, money, appeared directly across many questions as different
interpretations such as low salary, less pay, salary concerns, compensation, and financial stress.
These themes directly appeared in the following questions:
Q5) If you would like to elaborate on your responses in questions 1-3, please do so here;
Q7) Why are you satisfied or dissatisfied with your job and/or the way your career has
progressed;
Q9)Why were you satisfied or dissatisfied with your education;
Q11) Why did you consider leaving and/or why did you decide to stay?;
Q63) If you would like to elaborate on your observations, please do so here regarding
unfair, unjust, or discriminatory hiring practice;
84) Students and Employees: Please offer any recommendations you suggest to improve
the climate.
Participants expressed being dissatisfied with being paid less money for comparable work at
another university and for Furlough days and pay freezes. Some participants expressed wanting
to leave or have already left due to low compensation.
Also frustrated with furlough and pay freeze which has gone on for an extended time, looks to go
on for many years to come. Have applications out in field.
People leave when there is no reason to stay. If a person works hard, but cannot be promoted or
have salary increases
Diversity– Demographics and Not Enough Initiatives
There were diversity themes that directly appeared in the following questions:
Q5) If you would like to elaborate on your responses in questions 1-3, please do so here;
Q11) Why did you consider leaving and/or why did you decide to stay?;
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate;
Q86) If you would like to elaborate upon any of your survey responses, further describe
your experiences, or offer additional thoughts about these issues and ways that the
campus might improve the climate, we encourage you to do so in the space provided
below.
For many participants, diversity was defined in dual ways; including demographics and various
activities that one could participate in to enhance their overall knowledge (e.g. training, diversity
initiatives). Many participants stated that the campus and community lack diversity in regards to
having a low minority population and minimal cultural activities.
Colleagues and students would benefit from training on inclusion and diversity. I don't think they
are aware of how they can improve the campus environment.
Participants also expressed incorporating diversity initiatives into class curriculum or campuswide cultural events.
1. Include more direct and deliberate infusion of diverse ideas from diverse people and places
into all general education curriculum. 2. Update all syllabi and course curriculum to accurately
reflect and describe its use of diverse ideas
Annually, at an all-faculty/staff event, have an engaging speaker who briefly addresses some
aspect of diversity. Hold more diversity-promoting events. Bring people from different
backgrounds together and promote their cooperation on projects.
Dissatisfaction with instructors
The specific category, instructors, appeared directly across many questions as negative
interpretations such as instructor dissatisfaction, inappropriate professors, negative instructors,
and instructor issues. Themes pertaining to negative aspects of instructors appeared directly in
the following questions:
Q5) If you would like to elaborate on your responses in questions 1 3, please do so here;
Q9) Why were you satisfied or dissatisfied with your education;
Q11) Why did you consider leaving and/or why did you decide to stay;
Q18) If you would like to elaborate on your personal experiences, please do so here
regarding any exclusionary (e.g., shunned, ignored), intimidating, offensive and/or hostile
conduct (harassing behavior) that has interfered with your ability to work or learn at UWStout?;
84) Students and Employees: Please offer any recommendations you suggest to improve
the climate.
Participants expressed being dissatisfied with instructors’ teaching styles that do not meet
students’ needs, organization of class, and inappropriate behavior.
however some of their teaching styles did not relate to me very well.
There are some professors I feel need some work on attitudes towards the students
but the instructors in <DEPT> are still mostly rude and create a negative learning environment.
Also, participants commented on instructors being inconsistent with the use of class resources
(e.g. D2L) and their grading policy.
I cannot see my grades on a current basis (either on access stout or on D2L)I had to wait the
entire first semester to find out my GPA
Alcohol abuse, problems and drinking environment
Alcohol was a reoccurring theme that appeared across many questions with various
interpretations such as social drinking environment and alcohol abuse, problems, and
involvement. This theme directly appeared across the following questions:
Q11) Why did you consider leaving and/or why did you decide to stay;
Q26) If you did not report the sexual assault to a campus official, staff member please
explain why you did not;
Q85) Are your experiences on campus different than those you experience in the
community surrounding campus? If so, how are these experiences different?;
Q86) If you would like to elaborate upon any of your survey responses, further describe
your experiences, or offer additional thoughts about these issues and ways that the
campus might improve the climate, we encourage you to do so in the space provided
below.
Many participants expressed UW-Stout as being a party school. By many participants, it appears
that there is excessive alcohol use on campus and within the local community. One participant
commented on UW-Stout having a “Campus Alcohol Climate”.
One participant stated that they were “…concerned about the community climate as it relates to
the use/abuse of alcohol...and we certainly know that when people drink”
Question 26 asked participants to explain why they did not report the sexual assault incident to
officials. The majority of participants did not report the incident due to negative consequences
from alcohol involvement.
I am underage and do not want to face the consequences of alcohol consumption.
I was drinking an was affraid of getting in trouble
Negative Political Climate
The specific category, politics, appeared directly across many questions as different
interpretations such as political climate, political issues, and negative political climate. These
themes directly appeared in the following questions:
Q11) Why did you consider leaving and/or why did you decide to stay?;
Q85) Are your experiences on campus different than those you experience in the
community surrounding campus? If so, how are these experiences different?;
Q86) If you would like to elaborate upon any of your survey responses, further describe
your experiences, or offer additional thoughts about these issues and ways that the
campus might improve the climate, we encourage you to do so in the space provided
below.
Participants commented on the political environment at UW-Stout regarding the union conflicts
that are oppressive, which causes inefficiency within campus. Additionally, the state budget
crisis was identified as a negative political aspect that causes campus hostility. According to one
participant, they considered “…leaving due to the fiscal hardship the State has placed on its
workers - with no end in sight”.
I think the state budget and national economic situation has affected the campus climate for all
groups. With the new state legislative and executive leadership in Wisconsin I think there are
real concerns on how we in academia will be able to provide the necessary instruction and
support services that our students need to become productive and valued citizens of the State of
Wisconsin. I think faculty/staff are becoming more and more pesimistic about how we will
accomplish this when support for Wisconsin higher education is dwindling.
Indirectly, individuals expressed specific political affiliations as discriminatory acts against their
own personal political beliefs.
I feel uncomfortable sometimes on campus because of my political, moral, economic, and social
beliefs. I am a conservative and feel that because I have conservative and traditional values I am
treated as a second class member of the campus society or my opinions and viewpoints are
viewed as wrong.
Dissatisfied with students’ behaviors and conduct
The specific category, students, appeared directly across many questions as various
interpretations, including disrespectful students, issues with students (e.g. inappropriate
behavior), student issues, and inappropriate student conduct. These themes directly appeared in
the following questions:
Q5) If you would like to elaborate on your responses in questions 1-3, please do so here;
Q9)Why were you satisfied or dissatisfied with your education;
Q18) If you would like to elaborate on your personal experiences, please do so here
regarding any exclusionary (e.g., shunned, ignored), intimidating, offensive and/or hostile
conduct (harassing behavior) that has interfered with your ability to work or learn at UWStout?;
84) Students and Employees: Please offer any recommendations you suggest to improve
the climate.
Participants expressed being dissatisfied with student’s inappropriate behavior towards other
students and faculty/staff as well as being disruptive in the classroom.
I was verbally attacked in a group setting for a class by another student, who was extremely
controlling and downright snotty. The group absolutely had to do it her way and I didn't agree
with the way she wanted to do the group project. I believe the others in the group went along
with her out of intimidation, but she and i butted heads several times.
Disruptive students in the classroom.
Participants also commented on student’s being unmotivated or not caring about their education
“I am not highly satisfied because I feel that a large portion of the students here aren't very
serious about getting an education”
“I also feel that many students don't take classes seriously, which leads to a slower progression
and less material covered”
Dissatisfied with work behavior and professionalism
The specific category, behavior, appeared directly across many questions as various
interpretations, including unprofessional behavior of co-workers, workforce concerns, and
inappropriate behaviors. These themes directly appeared in the following questions:
Q7) Why are you satisfied or dissatisfied with your job and/or the way your career has
progressed?;
Q18) If you would like to elaborate on your personal experiences, please do so here
regarding any exclusionary (e.g., shunned, ignored), intimidating, offensive and/or hostile
conduct (harassing behavior) that has interfered with your ability to work or learn at UWStout?;
Q60) If you would like to elaborate on your observations, please do so here (regarding
forms of conduct);
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate.
Q85) Are your experiences on campus different than those you experience in the
community surrounding campus? If so, how are these experiences different?;
Q86) If you would like to elaborate upon any of your survey responses, further describe
your experiences, or offer additional thoughts about these issues and ways that the
campus might improve the climate, we encourage you to do so in the space provided
below.
Participants expressed that individuals (e.g. faculty, staff, other employees) are disrespectful
towards others which creates an unwelcoming and hostile environment.
Far too many administrators and staff who hold demeaning and sometimes hostile feelings
toward the faculty.
Observed and overheard intimidation, passive-agressive "threats," mockery resulting in multiple
student employees quiting and a hostile work environment.
Specifically, one participant commented on the classified system at UW-Stout “…I think you
need to take a serious look at what is going on within the classified system and the behavior that
goes on there. It is getting out-of-hand and many good people are either leaving or thinking of
leaving because it has become so outrageous. There is dysfunctionality that needs to be
addressed.”
Satisfied with Campus
The specific category, campus satisfaction, appeared directly across many questions as various
interpretations, including a comfortable, enjoyable environment, positive campus atmosphere,
welcoming climate, job satisfaction, and satisfaction with colleagues. These themes appeared in
the following questions:
Q5) If you would like to elaborate on your responses in questions 1-3, please do so here;
Q7) Why are you satisfied or dissatisfied with your job and/or the way your career has
progressed?;
Q9) Why were you satisfied or dissatisfied with your education;
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate;
Q86) If you would like to elaborate upon any of your survey responses, further describe
your experiences, or offer additional thoughts about these issues and ways that the
campus might improve the climate, we encourage you to do so in the space provided
below.
Participants expressed being satisfied with UW-Stout’s personal environment where individuals
felt valued and supported by their colleagues at work and class. One individual commented on
the joys of their work environment due to their colleagues, “My coworkers are helpful and
compentent. We share a common value in doing the best we can for the university.”
Additionally, another participant commented on the overall climate, “…In general department
and institutional culture is supportive and open”
Other participants expressed positive remarks about the overall university environment, as it is a
good learning and welcoming environment. Specifically, one participant indicated that they are
“…satisfied because I feel as if Stout has offered a good environment for learning and that I
have gotten quite a bit out of my first year here at Stout so far.” Another participant expressed
that “…UW-Stout is a good foundation for education.”
Hiring practices and preferential treatment
The specific category, hiring, appeared directly across many questions as various interpretations,
including nepotism, inefficient or inconsistent practices, and preferential hiring practices of
minorities. These themes appeared in the following questions:
Q63) If you would like to elaborate on your observations, please do so here regarding
unfair, unjust, or discriminatory hiring practice;
Q69) If you would like to elaborate on your observations, please do so here (regarding
discriminatory behavior, procedures, or employment practices);
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate.
Participants expressed inconsistent hiring or search practices such as providing preferential
treatment towards minority groups over more qualified people, hiring based on personal rapport,
and adjusting job descriptions to cater to a particular person.
Specifically, one participant commented on the preferential treatment for minorities, “However,
there should not be hiring quotas for minority groups. Hiring should be based on qualifications,
requirements of the position and skills and should not be based on the color of someone's skin.
Inclusive excellence is a wonderful thought as long as it is conducted in moderation. Meaning,
everyone should be taken into consideration and not just the minority.”
People get hired who do not even meet the requirements of the job verses someone who does.
Due to personal rapport, “An individual was hired who had friendships within our department. I
did not, and still do not, believe this individual is qualified to be a faculty member at UW-Stout.
However, this person is easy to work with, albeit moderately incompetent. I knew of applicants
that had the proper degrees and work experience who were not granted an interview for this
position, so lack of qualified applicants was not a problem.
Safety issues and concerns
The specific category, safety, appeared directly across many questions as various interpretations,
including safety concerns, safety issues, and increase public safety. These themes appeared in the
following questions:
Q18) If you would like to elaborate on your personal experiences, please do so here
regarding any exclusionary (e.g., shunned, ignored), intimidating, offensive and/or hostile
conduct (harassing behavior) that has interfered with your ability to work or learn at UWStout?;
Q66) If you would like to elaborate on your observations, please do so here (regarding
unjust, unfair, discriminatory issues);
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate.
Participants expressed having concerns about the safety on campus. Some participants
commented on the university not taking safety issues serious at times, “there have a been couple
of these situations, and I felt that the university does not take potentially dangerous student
seriously enough.”
One participant in particular commented on being part of a life-threatening situation where they
felt that it was not taken seriously, “My roommate drunkenly threatened to kill me after kicking
me out of my room. After going to the RA on duty and filing a police report about the issue I met
with <NAME> and was told that after my roommate had met with her that she did not seem to
pose an "eminent threat" because of her intoxication and that she said she "really didn't mean it"
and so the issue was dismissed. After having accidental alcohol related deaths on campus due to
people being angry, I felt that the issue was not properly handled and still feel uncomfortable on
campus especially in situations where this person is present.”
Participants also wanted to see more public safety on campus such as more and brighter street
lights that will make individuals feel safe. “I believe the biggest/safest thing the school could do
for its students is add more/brighter street lights so people can see other people at night. I myself
have had many close calls, not because of alcohol, but because of the lack of light.”
One participant in particular commented on campus health safety where asbestos was present, ”
<NAME> tried to protect us from exposures to asbestos fibers during demolition projects.
<NAME> did not defend his actions. Demolition projects were not performed properly and
likely emitted asbestos fibers into occupied areas.
Excessive Workload
This theme appears directly in the following questions:
Q7) Why are you satisfied or dissatisfied with your job and/or the way your career has
progressed?;
Q11) Why did you consider leaving and/or why did you decide to stay?;
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate.
Excessive workload was mentioned as a factor contributing to workforce stress and making it
difficult to balance work and life.
more workload and less time to devote to family just to stay on top of work. There is a teory on
this campus that each year we are expected to do more with less. At some point you run out of
time and something suffers.
In addition, individuals expressed not having the appropriate resources to successfully complete
job tasks and having to take on more responsibilities with no pay increase. This was expressed
by many when they said “…do more for less”. An additional subtheme that was captured from
Q7 was the lack of research time due to excessive workloads. Participants commented on not
having enough time to focus on research due too many other responsibilities (e.g. extra courses
to teach, committee involvement).
Dissatisfied with Course and/or Programs
This theme appears directly in the following questions:
Q9) Why were you satisfied or dissatisfied with your education;
Q11) Why did you consider leaving and/or why did you decide to stay?;
84) Students and Employees: Please offer any recommendations you suggest to improve
the climate.
Participants identified being dissatisfied with courses and programs due to curriculum (e.g.
outdated material, non-challenging, waste of time).
I dont feel like my classes are pushing me hard enough. I often go to class and wonder what I am
doing here, knowing that I am not learning anything new.
In question nine, three additional subthemes derived from this theme, including challenging
courses, excessive course load, and general education courses. Participants expressed having
challenging classes where it became overwhelming and even difficult to succeed. Specifically,
one participant said “…I find my math class challenging to succeed in.”
Majority of participants identified excessive course load as a negative aspect of their course
and/or programs as the hours spent outside of class do not comply with course credit standards.
For example, “the art program is very discouraging. and why do we have to spend twice as
many hours in class as we get credit for?”
General education courses were dissatisfying to most as participants felt “…are just a waste of
time.” Also, Gen Eds are were considered to be a review of something that participants already
knew.
Discrimination
This theme appears directly in the following questions:
Q18) If you would like to elaborate on your personal experiences, please do so here
regarding any exclusionary (e.g., shunned, ignored), intimidating, offensive and/or hostile
conduct (harassing behavior) that has interfered with your ability to work or learn at UWStout?;
Q60) If you would like to elaborate on your observations, please do so here (regarding
forms of conduct);
Q63) If you would like to elaborate on your observations, please do so here regarding
unfair, unjust, or discriminatory hiring practice;
Q66) If you would like to elaborate on your observations, please do so here (regarding
unjust, unfair, discriminatory issues);
Q69) If you would like to elaborate on your observations, please do so here (regarding
discriminatory behavior, procedures, or employment practices);
Q84) Students and Employees: Please offer any recommendations you suggest to
improve the climate.
Participants expressed discrimination, including age, gender, sexual orientation, job
classification, political affiliation, and religion.
men promoted and achieve higher salaries than their female counterparts. there are a number of
token females who are part of an inner circle who get access to promotion, etc. Overall though
Stout is kown and I believe is a 'good 'ol boys' club
In my department, the classified staff, usually the female classified staff, are regarded as not
worthy of input. Our opinions are not sought and when they are offered anyway, are ignored.
Atheists suffer persecution by predominantly Christian administrators who encourage and
engage in bigotry.
Participants also commented on status quo issues “I have heard the most complaints from
women, minorities, and people who question (even respectfully) the "status quo".
Summary Questions
Questions 84 and 86 were two survey questions that asked participants to provide additional
information about UW-Stout’s climate. Please refer to the tables below for specific information
regarding recommendations and additional comments.
Q84. Please offer any recommendations you suggest to improve the climate.
Theme
Subtheme
Subtheme Definition
Frequencie
s/ (%)
Increase
More support for
60 (13.0%)
diversity
cultural groups on
initiatives
campus, more
cultural events;
enhance efforts to
recruit minorities;
integrate diversity
into course
curriculum,
classes &
trainings.
Inappropriate
behaviors
33 (7.2%)
disrespectful,
intimidation
creates an
unwelcoming
environment and
individuals need
to be held
accountable for
their behavior;
irresponsible
alcohol
consumption
Examples
 Include more direct and deliberate infusion of





diverse ideas from diverse people and places into all general
education curriculum. 2. Update all syllabi and course curriculum
to accurately reflect and describe its use of diverse ideas
Allow bilingual students that are struggling
with the language to have more time to do their work if they need
because of language barrier. Increase funds that the school gives
minority focused programs. Reach out minority faiths like those
who follow Hinduism, Islam (this group needs a place to pray 5
times a day for example) and Buddhism.
Annually, at an all-faculty/staff event, have an
engaging speaker who briefly addresses some aspect of diversity.
Hold more diversity-promoting events. Bring people from different
backgrounds together and promote their cooperation on projects.
American students should behave themselves
in class, shouldn't talk rude to other people. and stuff like this
happend should be reported by the instructor, to <NAME>.
As an aside, the climate at UW-Stout seems to
be more negatively affected by the level of animosity towards the
administration, specifically <NAME>. I've only been here a year
so have no idea why, but the attitude toward <NAME> from staff
and students seems overwhelmingly negative. The lack of trust in
leadership and feeling of disrespect from leadership seems to cause
more negative "climate" than any of the diversity issues measured
in this survey.
Far too many administrators and staff who
hold demeaning and sometimes hostile feelings toward the faculty.
14
Theme
Welcoming
climate
Subtheme
Subtheme Definition
supportive, very
friendly,
approachable,
open to all
university
populations;
problems are
effectively dealt
with; nice
working
environment
Frequencie
s/ (%)
33 (7.2%)
Examples
 All in all I haven't seen any problems with
Stout's campus related to anyones race, gender, religious beliefts,
and etc.
 From my view, the climate is pretty good at
Stout.
 i feel the university has safe and welcoming
enviornment overall. I know there are improvements to be made
but i feel action is being taken which makes me feel better about
the situation.
15
Theme
Discrimination
Subtheme
Subtheme Definition
gender, sexual
orientation,
religion, racism,
military, socioeconomic status,
age, job
classification,
political affiliation
Frequencie
s/ (%)
27 (5.9%)
Examples
 Being a member of the "gay" community, I


Not applicable
or unable to
identify
Didn't notice
anything was
wrong, no
comment; no
relevance/unable
to identify
26 (5.7%)



find it troubling that hate crimes are happening. I do not, per say,
think that this issue is a Stout issue, but more of a societal issue. It
seems that the younger generations are becoming less tolerant
about those different from themselves. With that being said, I feel
that Stout does have an obligation to make the environment
(climate) a welcoming and tolerant one. I do have to say that
<NAME> does seem to be responding to these incidents
appropriately. Really not sure what else can be done to fix this
current issue. I have not experienced any harrassment or
discrimination on campus, but I have attended very few classes on
campus. I primarily take courses online as I live out of town. With
the hate crimes that have occured, I would feel less compelled to
share my sexual orientation with classmates though.
Crack down on racism and sexual orientation
discrimination. I feel that people are comfortable making
discriminate comments about race, ethnicity, and sexual orientation
while on campus, in class, and in the dorms. It is unacceptable and
needs to be treated that way.
Don't lose sight that discrimination might be
against the historic "average" Midwestern person; ie: white, male,
married, or christian when attempting to resolve it
Advertise, advertise, advertise.
I am a distance ed student so I am not
extremely familiar with the climate campus
I do not know if this survey is open everyone
on the UW-Stout campus, but it should be. Getting information
from all students is better for the campus and the experiences of all
students.
16
Theme
Survey issues
Upper-level
management
issues
Subtheme
Subtheme Definition
Individuals
commented on
various survey
issues and
concerns
regarding
questions
Frequencie
s/ (%)
25 (5.4%)
Follow through on 17 (3.7%)
initiatives, listen
to lower status
employees/student
s' concerns;
negative issues at
uppermanagement level
Examples
 Despite that the survey defined what climate
meant, I think that a cleared term could be used. Also, some
questions could have been written more clearly.
 don't make these so long, you should have
done research on how to do the most effective kind of surveys
because i just started hitting buttons near the end, when you
presented a ton of questions at one time and a ton of radio
buttons... its kinda scary
 Dont send a survery out that is so extensive
and expect to get accurate results. Maybe be more realistic and
send out surverys that are shorter. I feel those who actually do
respond to the survery will actually spend more time with it, versus
hurrying up because its so time consuming.
 Upper administration needs to listen to and seriously consider input from
Stout employees.
 Follow through on intiatives. Uniting events
only seem to happen after and incident has occurred on campus.
 Get rid of the faulty leadership on this campus
starting from the top down. Train people who are trainable not just
going through the motions. Do not reward people on this campus
who play by rules that do not exist. Made up at the time to protect
their interests. This campus need change in leadership period!!
17
Theme
Increase
activities
Subtheme
Subtheme Definition
Increase social
events, activities
on/off campus,
which will allow
individuals to
interact with
others
Frequencie
s/ (%)
13 (2.8%)
Examples
 encourage more face-to-face exchanges...


Instructor issues
Lack of quality
professors, bias,
unhelpful
12 (2.6%)



dialogue events, activities where faculty and students engage one
another personally - not electronically. Find the balance - I think
this effort will help re-establish greater respect
Lots of people leave over the weekend, and it
would be nice to do some campus wide activities over weekends to
try to encourage people to stay, or to just give students something
constructive to do.
get everyone on and off campus to interact
with each other there are those who lack confidence to interact
while others are over confident
Actually pay attention to WHO is teaching the
classes...it seems like a lot of the teachers i have had do not know
more than the students, and do not help out
I also don't appreciate feeling like a waste of space from professors
who don't have as much respect for undergraduates. I enjoy
professors that are there to help you and treat you like an adult.
There are faculty who also have no clue as to
the level of diffuculty you are stuggling with and will not assist
you
18
Theme
Advancement
and
accomplishment
opportunities
Excessive
workloads
Subtheme
Subtheme Definition
Professional
development
programs (e.g.
employee mentor
program),
departmental
training (e.g.
leadership,
prevent bullying);
reward and value
employees
Frequencie
s/ (%)
11 (2.4%)
Too much work
11 (2.4%)
makes it difficult
to manage & build
a relationship w/
students &
faculty; over
worked and under
paid
Examples
 A major culture shift needs to happen on this





campus recognizing that the people in this organization are your
greatest assets. Reward your employees. We want to feel valued
and things that would make us feel this way are: promotions,
telecommuting, and professional development opportunities.
Reward the people doing good things on this campus - because
there are a lot of us.
Have appropriate administrative personnel go
to training for "Best Practices" in their field as well as training for
effective management.
Develop employee mentoring program for
new employees and establish mentoring for professional growth
opportunities on campus
Administrators are getting release time and
pay raises but who is doing all the work. These administrators are
just the faces of the department, faculty is doing all the work
Administrators who really care about
employees. They need to do more than talk, but actually take
action. Need to make administrative tasks easier so there more time
to spend with individual students and staff members.
Apparel students work loads are over
exhausting. I don't know how pulling all nighters just to get all
your school work done is appropriate.
19
Theme
Less focus on
diversity
Subtheme
Subtheme Definition
less emphasis on
diversity as there
are other things to
focus on (e.g.
racism, toxic
behavior)
Frequencie
s/ (%)
11 (2.4%)
Examples
 Diversity isn't as much an issue as allowing


Low salary
Dissatisfied w/
Furlough days,
wage freeze,
concern with
budget cuts
11 (2.4%)



firmly entrenched toxic employees to continue working here at the
expense of those who are talented, driven and flexible. People who
haven't worked outside of academia who have "seniority" or
"tenure" or other privileges just for showing up are not what's
going to keep this place competitive. If the UW-System does not
start responding to the market with better promotion and better
customer service to compete with the commercial educational
institutions like Globe and others. Allowing 'lifers' to treat
everyone like dirt (that's one area where there's equal opportunity for us all to be subjected to toxic behavior)and get away with poor
behaviors and slacking will ruin the system. It's time to start
thinking competitively instead of institutionally.
don't focus so much on diversity and
minorities that the majority is set-aside. diversity is wonderful, but
lead students to it, don't force it upon them
Don't make small events into big issues.
When signs are being posted about diversity people then start to
notice the diversity at Stout. Everyone knows that Stout is a
predominant Caucasian school but the other religions and cultures
fit into their role without University interference.
the pay-scales of the faculty and key
department leadership positions needs to improve drastically. No
one wants these positions because the pay is just not worth it. Payscales at Stout are way lower than peer institutions. * It is unfair
that in ressession only the administrators have managed to get
raises
eliminate furlough days - how about a cost of
living raise?
go back to providing raises for individuals and
stop the furlough days - we still have bills to pay
20
Theme
Enhance
leadership
Subtheme
Subtheme Definition
Be more proactive
regarding restore
trust, increase
appropriate
disciplinary
actions, which
may require
training; be
compassionate
Frequencie
s/ (%)
10 (2.2%)
Examples
 Promote leadership across the campus not


LGBTQ
coordinator
position
Valuable position
that should not be
lost as there is a
need for this
position
10 (2.2%)



gatekeepers
LISTEN TO STUDENTS WHO HAVE
COMPLAINTS AND SERIOUS CONCERNS. I have witnessed a
lot of things happen and nothing happens. Teachers watch each
others backs and no one cant do anything because they have
"seniority" bullsh**!!!!!!!!!! If I have to witness and or experience
it again, I will seriously take my education else where and I will
relay the message to students who think about going to UW-Stout,
I am dead on serious!
I also don't enjoy the feeling that there is a
lack of care from the people running the university. When things
happen on campus you need to take responsibility and be
accommodating.
hiring a full-time LGBTQ person on campus.
I think making the LGBT program
coordinator position full time would make her more Available to to
Staff and Students. She and her staff are stretches thin on their
current employment status.
I would hope that we keep funding diversity
as much as we have in the past, by keeping positions such as the
LGBTQ Program Coordinator on staff and funded full time.
Positions such as that allow our campus to grow and progress.
21
Theme
Subtheme
Enforcement of
campus policies
and systems
Subtheme Definition
Set clear & wellcommunicated
expectations of
campus-wide
systems &
policies (Ex.
smoking
campaign, alcohol
policy);
polytechnic
modeling
Performance
evaluation
issues
Too subjective,
which hinders
professor rapport
Frequencie
s/ (%)
8 (1.7%)
Examples
 Develop clear expecations for civil behavior


4 (0.9%)



and incorporate into the performance review and reward system
Enforce existing directives--writing new ones
to be ignored only gets administrators promoted.
I believe that this administration needs to hold
people accountable for the policies that are created on campus. For
instance, passing a policy to make Stout Tobacco Free and then
having no consequences for individuals that do not abide by policy
is silly leadership. Furthermore, it's embrassing to work on a
campus that is delusional about what is happening outside of the
Administration Building. People smoke on campus everyday. Stout
is NOT Tobacco Free. And it is only a matter of time before one of
the many media outlets in the area gets wind of this and exposes
the fact that our administration is delusional on the matter.
Especially now that the administration is using this policy as a
marketing tool and sharing it with other UW campuses.
Decrease the amount of emphasis given to
student evaluations focusing on who/what they like. Devise
assessments that focus on student learning. I know faculty and staff
who will not call students on late assignments, plagiarism, quality
work and alter curriculum because if the student evaluations aren't
great you won't get tenure or promotion. Have individuals in
charge of annual evaluations meet the same criteria they are
expecting of everyone else they are evaluating.
performance evaluations of employees is
completely subjective, no objectivity at all
Students who dissagree with a faculty member
can give that faculty member a poor evaluation and have that effect
teh career of the faculty member
22
Theme
Dorm issues
Subtheme
Subtheme Definition
Concerns with
roommates (e.g.
inappropriate
behavior),
building issues
Frequencie
s/ (%)
7 (1.5%)
Examples
 Have more outgoing RA's. better roommate


Smoking ban
Reduction of
tuition
Smoking ban
7 (1.5%)
violates rights of
people on campus;
people felt they
were not included
in the decision to
ban smoking on
campus.
Tuition is highly
costly in time of
recession; it's
becoming more
difficult for
students to afford
attending Stout.
6 (1.3%)






preference card to fill out to be more compatable!!!
Make all girls dorms and all guys dorms, i am
sick of the loud music guys play right around the corner from
me!!!!! or at least make guys floors and girls floors so we are not
all on the same floor
female dorms are very "clicky" and not
welcoming, co-ed dorms are more welcoming than segregated
floors
The old smoking rules should have been left
alone to put a rule in just to be the first is wrong. To many power
trips across the campus, it should be run more like a business. They
spend way to much of the kids money in tough economic times, the
waste of money is appalling.
Don't say no smoking on sidewalks around
campus when you have already stated that sidewalks on campus
are public property.
Get rid of the smoking ban
lower the cost to go here
effort and money is put into stopping drinking
yet no time or focus is on the education I am paying thousands for
to come here.
I am pissed that my tuition went up so much
over that past years and I feel that I am being financially screwed
by this place. I chose Stout because it was one of the cheaper ones
around, but now with all the useless construction and fancy crap
my tuition is way higher than I think it is worth. I never use the
new facilities so why should my tuition be raised so Stout can look
better?????
23
Theme
Disability
awareness
Subtheme
Subtheme Definition
use appropriate
facilities as
needed (e.g.
elevator), increase
handicap
accessibility
Frequencie
s/ (%)
5 (1.1%)
Examples
 Ensure that students with the inability to


Dissatisfied
with courses
Dissatisfied with
course, credit
transfer which
may postpone
graduation
5 (1.1%)



climb stairs don't have to wait for the elevator because students that
have the ability to climb the stairs are using the elevator for
everyday use. This is mainly a problem in Harvey Hall.
For example, when my sister broke her ankle
on the STOUT sidewalks and now is physically impaired causes
some anger because Stout did not take responsibility and did not
accommodate for her to stay in all of her classes.
Keep the elevators clear for people who need
them. When i had my surgery it was horrible to go up the stairs but,
i had to because i would be late to class. People who do not need
the elevator should go up the stairs and help America out with the
Freshman 15 and the obeisity problems
Have less classes that are requirements that
aren't related to our major. We waste a lot of our time in classes
that have nothing to help with our major like math, science,
english, literature, gym which have not as much to do with art
majors.
Have more classes for the Students that need
to graduate!!!! Have more options for them before worrying about
underclassmen!
Most of my frustrations with Stout are related
to how complicated it is to have classes transfer and how the recent
update of my program plan in Access Stout screwed up my college
credits. I am of the opinion that the courses at Stout are good, but
the administration of the school is disorganized. I have a hard time
recommending Stout to others based on my experiences with
administration (Read: not my advisor).
24
Theme
Parking issues
Subtheme
Subtheme Definition
not enough
available parking,
enhance efforts of
snow removal
Frequencie
s/ (%)
5 (1.1%)
Examples
 During the winter the parking lots are better


Inclusive
excellence
good thing to
address on
campus, but in
moderation;
promote as a
campus wide
initiative; have
training to
introduce
inclusive
excellence
4 (0.9%)



cleared when students are on campus. Faculty/staff who work year
around have to put up with unsafe parking lots. The ice on the
sidewalks can be very dangerous and do not get the attention
needed when students are on break.
More parking please.
some things we pay for are not taken care of
that should be (i.e.-parking lots almost NEVER are plowed
Inclusive excellence and diversity should not
be just words, the university must mean them, and act towards
getting them done
Please provide more support (money, manwoman-power, encouragement, etc) for groups and individuals on
campus who are working to foster an inclusive environment
The UW system needs to be inclusive,
respectful and fair to the diverse populations is serves.
25
Theme
Increase public
safety
Subtheme
Subtheme Definition
Increase public
safety on campus
(e.g. more street
lights, brighter
lights); make
individuals feel
safe
Frequencie
s/ (%)
4 (0.9%)
Examples
 Administration needs to work with the
classified staff union to improve safety and morale on campus. The
workers really do care about their jobs and should be treated with
respect and safe working conditions.
 I believe that the university should try to make
the campus safer not by making more rules but by finding ways to
do so. I believe the biggest/safest thing the school could do for its
students is add more/brighter street lights so people can see other
people at night. I myself have had many close calls, not because of
alcohol, but because of the lack of light.
 I think they feeling of safety on the campus is
really important and also not just the feeling of safety but actual
staff to back that up. On other UW campuses they have posts that
are lit up at night around campus for night security so that if at any
time you are in need of help or feel unsafe, you can press a button
on the post and campus security is alerted to come to that post. I
think this would be a good investment for UW Stout and help more
students feel at ease about going out at night alone.
26
Theme
Preferential
hiring practices
of minorities
Subtheme
Subtheme Definition
Minorities or
member of
discriminated
classes are hired
over more
qualified people
who are not
minorities; Hires
made based on
personal rapport
w/ hiring
committee
member, relatives,
adjusting job
description to
cater for particular
person
Frequencie
s/ (%)
4 (0.9%)
Examples
 As a white male I now feel like the minority.
There are differnt rules for other genders and races. I feel as though
people of other gender and ethnic background jobs are protected
when mine is not. I believe job performance should be rated on
performance and it has nothing to do with race or gender.
Whatever happened to the best person for the job gets the job.
 One issue is guidelines for Dahlgren
professor. Those on committee immediately dismissed associate
professors and elected instead to award to full professors.
Considering the associate professors who applied were all women
and the group choosing were all men is an example of
discrimination.
 However, there should not be hiring quotas
for minority groups. Hiring should be based on qualifications,
requirements of the position and skills and should not be based on
the color of someone's skin. Inclusive excellence is a wonderful
thought as long as it is conducted in moderation. Meaning,
everyone should be taken into consideration and not just the
minority.
27
Theme
Hiring concerns
Subtheme
Subtheme Definition
Hiring concerns
pertained to
unethical hiring
practices
Frequencie
s/ (%)
3 (0.7%)
Examples
 I think searches need to be watched. It is very


Support
research
initiatives
In conjunction w/
polytechnic
designation,
research amongst
faculty/instructors
needs to increase
3 (0.7%)



noticable when a person is going to get a job. There is a lot of
meetings that happen outside the scope of the search.
persons on search committees who have
supervised candidates or are listed as references should be
eliminated from search committee. Persons who have most recently
left a position should not be a member of a search committee for
their replacement. Search committees should not contact former
supervisors of candidates without candidate's awareness and
approval.
Uniform hiring practices throughout all
colleges;promoting within;encouraging new ideas from all corners
and find ways to implement them. Making management structure
flat.
Stout being a teaching school, faculty research
needs to be supported and credited on school website on a regular
basis.* We are the ones students learn from. The faculty members
should be addressed with proper name and designations, not in
third person in our university publications.* Research needs to be
supported well if we are following polytechnic model.
At least in my Department we have to teach
four classes each semester which does not leave enough time for
research
Unrealistic expectations for publishing and
research draw away from our strength in the classroom and
relationship building with students. Claiming a 3 pronged approach
to research, service and teaching and then unclear the weight of
importance for each of the three and changing the importance
throughout the evaluation process to limit advancement is a
challenge to a good climate. Intimidation to do research or leave
doesn't result in positive climate either. Too much paperwork for
administration cuts into time
28
Theme
Other
Subtheme
Subtheme Definition
Comments
regarding the
other theme were
about leadership
styles, alcohol,
and involving
student and
faculty interests
Frequencie
s/ (%)
85 (18.5%)
Examples
 Let's remind ourselves that we are in the
business of education not a manufacturing facility. * Faculty
members from diverse backgrounds should be encouraged to take
leadership roles.
 Allow the police to protect the community
from alcohol abuse, not make it a university issue.
 An administration that saw itself as faculty
who happen to be in charge (ie. us) rather than as business-style
managers (ie. them) would help.
Q86. This survey has asked you to reflect upon a large number of issues related to the climate and your experiences in this climate, using a multiplechoice format. If you would like to elaborate upon any of your survey responses, further describe your experiences, or offer additional thoughts
about these issues and ways that the campus might improve the climate, we encourage you to do so in the space provided below.
Theme
Subtheme Subtheme Definition
Frequencies/ (%) Examples
Satisfied
Nice place to work,
32 (14.5%)
 There are lots of opportunities for interacting
environment
valued work, positive
with others. I think this is a diverse campus and is
& improving,
welcoming
interactive, satisfied
 Campus is a very nice place to work
with colleagues, good
 While there are challenges, this is still the
experiences for both
most respectful organizational culture and climate that I
employees and
have encountered across the 7 business and industry and
students
teaching jobs that I have held.
 There is an unspoken hierarchy that exists on campus.
Negative
Disrespectful
26 (11.8%)
Classified employees and unclassified academic staff are made
behavior
individuals, some use
to feel as lower level people than unclassified faculty and
power and abuse
administration. They are not as appreciated and often have to
system, nonlive life on a year to year basis regardless of their ratings and
supportive for
accomplishments.
diversity (e.g. race,
ethnicity), fear of
 I haven't personally experienced any
expressing opinion,
harassment based on age, gender, ethnicity, or religion.
under-valued
Most of the issues regarding a welcoming climate are the
29
Theme
Frequencies/ (%)
Examples
result of one specific individual in my department. Were
it not for this individual, I would be extremely satisfied
and happy with the faculty climate at UW-Stout.
 I am becomming disengaged and depressed as
a result of the negative climate. I also need to learn how I
am playing a part in promoting/reinforcing some of the
negative feelings that are reflected in this survey. I am
sure that I also have work to do on my part. I also believe
that my philosophy of learners as engaged partners in a
learning process does not fit in with my colleagues or
with my program.
Unwelcoming
environment for
religious affiliation,
sexual orientation,
gender, racism
24 (10.9%)

Not applicable
no comment, no
relevance to respond
20 (9.1%)
Diversity efforts
and initiatives
general comments
regarding on campus
19 (8.6%)
Discrimination
Subtheme
Subtheme Definition
I feel i have to keep my atheism a secret, as the campus is
dominated by christians. I feel if others new it, i would be
discriminated against. Students are especially judgmental
when it comes to this.
 Ask our Ethics center or UW-System to
publish a clear response to these questions: Are there
absolute truths? If so, what is there source? Are ethics
based on absolute truth? Without responding to these, the
gay agenda is just being forced on us void of a real
academic argument, no debate allowed. What would that
teach our students about critical thinking?
 I have come out as bisexual to several people
on campus, but have not come out as an atheist. I think
the religious culture on campus is very unwelcoming.
 I made comments in this respect earlier in the
survey.
 I could not adequately respond to many of the
issues because I have worked here a very short time.
 I don't feel able to answer for other races,
gender associations, etc.
 This campus is losing current instructors and
potential employees because our administration doesn't
30
Theme
Subtheme
Survey
appreciatio
n
survey issues
Subtheme Definition
efforts and the
changing diversity
climate on campus
Frequencies/ (%)
Individuals
appreciated being able
to provide comments
regarding the campus
climate
8 (3.6%)
Individuals
commented on various
19 (8.6%)
Examples
value industry experience. Consider DIVERSE
backgrounds of instructors who have years of industry
experience to be just as valuable as an academic. It just
depends on what they are teaching. If you are teaching
history and you learned everything you are teaching by
reading books, then an academic is the right person. If
you are teaching an industrial trade, you don't get that
from books, you get it from professional experiences.
Admin needs to get off their perch and realize that
capable people are being bypassed because of a
"tradition" or crazy thought that academics are the only
people who can succeed teachign in academia.
 Build diversity into those components and you
will make better progress.
 because of the location of this campus we will
always struggle with diversity and making our campus
truly open for people of color and diverse cultures. we
also need to actively recruit more students from urban
areas but also provide them with a great "small town"
feel--- right now- the town doesnt offer enough to entice
students who are used to an urban lifestyle. the town is a
bigger factor than just the faculty and campus- the town
doesnt provide a lifestyle- its inactive and ill kept and
provides minimal shopping or diversions. menomonie as
a town must do more before stout can truly benefit
 I've already wrote about my thoughts. Thanks
for keeping tabs on the campus climate with interest in
improving it.
 Thanks for letting me provide input,
 Thank you for doing this survey; it should be
done more often!
 Many questions are irrelevant to different
groups on campus (e.g. students, faculty, staff, etc...).
31
Theme
Subtheme
Subtheme Definition
survey issues and
concerns regarding
questions
Frequencies/ (%)
Upper-level
management
issues
Lack of conflict
control, disrespect,
dissatisfaction with
change initiatives
when nothing
happens, poor
discipline actions,
unfair treatment
17 (7.7%)
Recommendatio
ns
Recommendations for
the university to
improve its climate;
actionable
recommendations or
plans for change
12 (5.5%)
Examples
Different survey for different group (students, faculty,
administrators, etc...) would be more helpful for each
group.
 These kinds of questions have a major
problem. In asking us, for example, whether the campus
as a whole does something, you're accidentally falsifying
the data. I know, for example, that some departments are
very good at supporting racial, ethnic, and gender
diversity, while others are very bad at it, but this could
easily average out to a mild positive, thus hiding the fact
that there are serious problems in some areas.
 Repeat of the survey will help evaluate the
trend and usefulness of the evaluation
 but promotion and tennure, committee work
and administration is still led by mostly white males.
 I feel as though I may come off as rasist to
some of this questionaire but that couldn't be farther from
the truth. I just wish the was equality in the work force
and that supervisors were not scared to displince people
of ethnic background if they are not doing there job just
as they would any other worker.
 This university will never have a good
campus climate until each employee is embraced by
administration as having worth and being treated the
same way they would want to be treated.
 Establishing a small movie theatre (or using
existing one) where documentaries on some of the
aforementioned issues, in addition to international
movies are showing.
 View each individual as an important part of
the campus.
 UW-Stout needs to give faculty the same payproportional opportunities for parking by their buildings
32
Theme
Nothing Done
Subtheme
Subtheme Definition
General comments
indicating that nothing
can be done about the
issues on campus;
problems are caused
by human nature and
cannot be addressed;
nothing will change as
a result of the survey
Frequencies/ (%)
8 (3.6%0
Examples
that are given to administrators. I cannot emphasize this
enough.
 This survey is looked at by me and my peers
as nothing different than in the past. Nothing will
happen/change. I'm sure some will not even bother with
this survey
 Humans are human. You can't regulate,
promote, control, and require certain behaviors from
people and expect 100% compliance. The only person
you can control is yourself. Wow it just seems like if
everyone treated the next person the way they would like
to be treated, with civility, with fairness, and with some
empathy and maybe even putting the other person first...
this would all be a vast waste of time and resources. Now
we've singled out every possible way someone could be
offended or slighted and we're going to try to figure out
how to alleviate all that? Seriously, it's called Heaven
folks. I'm not saying it's not good to try to get folks to be
kinder to one another, but that's the bottom line... just be
kind. Politicize, publicize, immerse, and allocate funds.
Unless you deal with the heart of the humans involved
you'll get what you got on this survey. A different
opinion from each person who submitted.
 I think that we as a society are too concerned
with fairness when life itself is not fair. If life were fair
we would all be millionaires and live to be 100. We
should be more concerned on becoming developing a
distinct American culture, looking beyond racial or ethic
groups. Racial tension, I think, are caused by institutions,
i.e. the government or universities, classifying people
into groups. If teach not to group people together by how
they look and instead group our entire society as
Americans we can solve many of our so called racial
33
Theme
Subtheme
Subtheme Definition
Frequencies/ (%)
Negative
Political
environment
Difficult to achieve
goals due to university
and state politics; job
security issues
6 (2.7%)
Alcohol
problems
Excessive drinking on
campus hinders safety
and academic
performance
5 (2.3%)
Lack of diversity
Regarding
race/ethnicity within
the campus and
Menomonie
5 (2.3%)
Examples
problems and lead to a more inclusive climate.
 but difficult to accomplish goals and get work
done because of campus and state politics. The way the
state does business is not very efficient.
issues of power games and job security.
 The Federal Government has no authority to
ask these questions of the State Universities, as it is not
an enumerated power in the Constitution, these surveys
and questions are to be left to the discretion of the State
or the People
 The drinking is definitely an issue that I do
not like and am not willing to put up with. Some of the
RAs on staff even let their students drink in their dorms.
It is wrong!
 Adminstration seems set on drinking only and
doesnt understand the abuse, stress, low self esteem and
bullying that leads students to drinking. Its basic
psychology punishment reinforces behavior.
 We need some places to go were there isn't
drinking involved. the only places to go dancing are
parties and bars.. not were I want to be..
 It is very hard to embrace diversity in a
climate and culture that has little experience with
diversity. As a result, most of the efforts made to
encourage and support diversity are very superficial and
simplistic.
 Menomonie is a crappy little town that
wouldn't have anything going for it without the university
to provide jobs, and there seems to be no hope ahead for
any progress in that area, despite the highly-touted
studies they're doing on revitalizing the downtown - I
don't blame African-American students for not wanting
to come to school here, and once they do, for not wanting
34
Theme
Other
Subtheme
Subtheme Definition
Frequencies/ (%)
Comments in the other 19 (8.6%)
theme were about
various impressions,
inclusiveness, and
quality of advising
Examples
to stay here.
 This is not a campus where comfortably walk
around for those who are different from a majority of the
population here.
 Equal access to all should be followed in the
strictest senses & in all circumstances & scenario
 Some of the impressions expressed regarding
Stout are the result of the National Climate as a whole.
They are not exclusive to Stout.
 True inclusiveness should not seek equal
outcomes but equal opportunities for all.
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