C O A C H E
The Collaborative on Academic Careers in Higher Education
The initiative to improve
faculty recruitment, retention,
and work/life quality
University of North Carolina at Wilmington
Tenure-Track Faculty Job Satisfaction Survey
Institutional Report
2008-2009
8 Story Street, 5th Floor • Cambridge, Mass. 02138 • 617.496.9348 • coache@gse.harvard.edu • www.coache.org
© Copyright 2009, The President & Fellows of Harvard College, All Rights Reserved
Acknowledgements: Many people and organizations are responsible for making the COACHE project possible. We would
especially like to thank the following:
The Ford Foundation
The Atlantic Philanthropies
Harvard Graduate School of Education
Reproduction: No part of this report or its appendices may be reproduced in any form without written permission from the
Collaborative on Academic Careers in Higher Education (COACHE), such as that given in a participation agreement signed by
representatives of participating institutions and COACHE. Any reproduction of the report material must include a credit line.
Contact information:
The Collaborative on Academic Careers in Higher Education (COACHE)
Harvard Graduate School of Education
8 Story Street, 5th Floor
Cambridge, MA 02138
Email: coache@gse.harvard.edu
URL: http://www.coache.org
Voice: 617-496-9348
Fax: 617-496-9350
Copyright © 2009 by The President and Fellows of Harvard College. All Rights Reserved.
The Collaborative on Academic Careers in Higher Education
CONTENTS
Guide to your report
Executive summary
Areas of strength /
Areas of concern
Dashboard: Benchmarks
PREFACE
One of the great strengths of an institution of higher education is its faculty. A
consensus has emerged that college faculty are affected by their perception of
the values and rewards in their workplace, and that supportive environments
promote faculty satisfaction, which can lead to increased productivity and
retention. With this understanding, the Collaborative on Academic Careers in
Higher Education (COACHE) at the Harvard Graduate School of Education
developed the Tenure-Track Faculty Job Satisfaction Survey.
Index of results
Dashboards: By theme
Policies & Practices:
Effectiveness gaps
Best aspects /
Worst aspects
Data tables and other
results
Descriptive data
Demographics
Mean comparisons
Frequency distributions
Policies & Practices: Detail
Responses to open-ended
questions
This core instrument of COACHE was developed, tested, validated, and is
continually improved with assistance from participating institutions. Our
survey assesses early-career faculty experiences in several areas deemed critical
to their success:
-
Clarity and reasonableness of tenure processes and review
Workload and support for teaching and research
Integration and balance of work and home responsibilities
Climate, culture and collegiality on campus
Compensation and benefits
Global satisfaction
The result is this diagnostic and comparative management tool for college and
university leaders. The COACHE Institutional Report pinpoints problem
areas, whether within a particular policy or practice, academic area, or
demographic. Each of the over 120 colleges and universities in the
Collaborative receives a custom version of this benchmarking report and
analysis of our job satisfaction database with responses of over 10,000 pretenure faculty nationwide.
Appendices
Appendix A:
Participating institutions
Appendix B:
Survey instrument
Appendix C:
Suggestions for action
Appendix D:
Results of custom questions (if
applicable)
Membership in the Collaborative, however, does not conclude with delivery of
this report. Academic leaders use COACHE results to focus attention, spot
successes and weaknesses, and then take concrete steps to make policies and
practices more effective and more prevalent.
Our mission to make the academy a more attractive place to work is advanced
only when supported by institutional action. To that end, COACHE is your
partner and a resource for maximizing the ability of your data to initiate
dialogue, recruit talented new scholars, and further the work satisfaction of all
faculty at your institution. For our advice on making the most of your
participation, please review the supplementary material provided with this
report. Then, contact us with any questions or new ideas that have emerged.
i
The Collaborative on Academic Careers in Higher Education
GUIDE TO YOUR REPORT
The data, summary tables, and visual displays provided here tell the story of your pre-tenure faculty’s
satisfaction and experiences working at your institution. Your report is comprised of three sections:
I.
Executive summary
The executive summary gives an overview of what your pre-tenure, tenure-track faculty members think about
working at your institution. It shows, in a condensed fashion, your institution’s strengths and weaknesses, in
relation to the five peer institutions you chose for comparison, as well as in relation to all COACHE colleges
or universities.
Areas of strength and areas of concern
Translating the visual displays into text produced these lists of survey dimensions for which your faculty’s
responses overall ranked your institution particularly well or poorly relative to your peers and to comparable
COACHE sites. If you read nothing else in this report, you will learn the general thrust of your results from
this synopsis.
Improving trends and worsening trends
For institutions that have administered the survey more than once, we have compared your current survey
results to your prior data by highlighting the dimensions that, overall, have improved or worsened by five
percent or more.
Dashboards
The benchmark dashboard identifies your institution’s
results across the ten COACHE benchmarks of tenuretrack faculty success. Each benchmark is the average
score—along five-point scales—of several survey
dimensions that share a common theme. Additional
dashboards present the individual components making up
the benchmark scores. All dashboards are simplified views
of your absolute and comparative results overall; to grasp
the nuances of your results by gender, race, academic area,
and over time, we encourage further exploration of the
means and frequency data.
The dashboard’s visual display represents your mean rating
as a black diamond (‹), your selected peer ratings as
circles (O), and the mean of all comparable institutions
(i.e., “universities” or “colleges”) as a line (—) on a five-point scale. The green box signifies the performance
of the top quartile of campuses in your comparable institutional group; the grey box, the middle 50 percent;
Guide to your report
and the red box, the bottom quartile.* As you read across the data display, train your eye on the black
diamond to discover a) your highest and lowest scores, and b) whether those scores place your faculty among
the top, middle, or bottom of your peers and all others. (Note, however, that peer results are not available for
a few questions new to the survey in 2008-09.)
Index of results
With this list of overall results for nearly all survey dimensions, we have paired comparisons beyond your walls
to comparisons within. Alongside the overall mean results, green (S) and red (T) arrows suggest where your
results are most positive, most negative, or mixed. This table serves best as an index to the fine-grained data
tables of your report.
Policies and practices: effectiveness gaps
For the faculty who rated various policies as important to their success, we report the percentage (and rank
order) who rated the policy as effective or ineffective (or not offered) at your institution. Higher percentages
in the first chart indicate relatively successful policies, but in the second chart indicate policies currently
absent or not working well.
Best and worst aspects about working at your institution
From a list of common characteristics of the academic workplace, your faculty chose two “best” and two
“worst” aspects about working at your institution. We report the four aspects most frequently cited in each
case and how many other peers and comparable COACHE sites share your best or worst qualities. In
addition, all responses are grouped into response categories (e.g., tenure, nature of the work, external factors)
and presented overall and by sub-groups in a chart format.
II. Data tables and other results
Descriptive data
We provide the survey response rates for your institution, your peers, and for all comparable sites. You will
also find here the range of weights used in calculating your results, as well as the names of the five institutions
you selected as your peers. (Peer data, however, is kept anonymous throughout this report.)
Demographic data
This is the report of the initial questions of the survey, which ask respondents to provide background
information about their careers, family status, and other personal characteristics. Though much of this
information is not used later in the report, COACHE analysts are available for follow-up analysis with respect
to any of these demographics variables.
Mean comparisons
The mean comparisons are based on results from all survey respondents at your institution, at the five peer
institutions you selected, and at all other comparable institutions participating in this study (i.e., all colleges or
all universities). For each survey dimension, the mean is the weighted arithmetic average of faculty responses
on a particular item. Means are provided for your institution overall, for your peer institutions individually
*
If you have selected a peer institution outside of your institutional type’s “comparables” (e.g., you are a university and selected a
college as a peer in the faculty labor market), some peer symbols (O) may fall outside the shaded percentile boxes. This is because the
range of “comparables” includes only institutions of your same type.
2
Guide to your report
and overall, for all comparable institutions overall, and for comparison groups by gender, by race (white
faculty or faculty of color), by academic area, and against prior survey results (if your institution is
administering the survey for a second time). In separate columns, the relative position of your results is
provided by a rank against your five peers and by a percentile among all comparable institutions. For further
context (i.e., of the distribution of results), the means of the institutions at the 75th and 25th percentiles are
provided.
Frequency distributions
As with the mean comparisons, these frequency distribution tables are based on results from all survey
respondents at your institution and at all other institutions participating in this study. Provided here are the
weighted number and percentage of faculty responses on each survey dimension. We provide comparisons
overall and between the same sub-groups identified in the mean comparisons (i.e., by gender, race/ethnicity,
academic area, and current/prior survey administrations).
A note on interpreting means and frequencies
Relative frequencies of responses for each item can provide crucial information not given by the mean
score alone. While a group’s mean score on an item gives valuable information about the group’s
central tendency, the frequency can tell you the extent to which the group is polarized in their
responses. For example, consider the following two hypothetical cases:
1) In one case, half of a group of pre-tenure faculty chose “Very dissatisfied” (1) on a 5-point
scale, and half chose “Very satisfied” (5);
2) In the second case, every respondent in the group chose “Neither satisfied nor dissatisfied” (3).
In both cases, the mean score is 3.0; however, whereas in the second case the mean reflects
individuals’ attitudes very accurately, in the first case, the mean (Neither satisfied nor dissatisfied) does
not actually reflect the attitude of anyone in the group. Rather, this group seems to be made up of
two sub-groups with very different attitudes. It is important to take into account the polarization of
scores when considering policy changes in order to gain a greater understanding of how faculty
members will be affected.
3
Guide to your report
Policies and practices: detail
These tables provide a deeper glimpse at your faculty’s ratings of the importance and effectiveness of twenty
policies and practices at your institution.
Responses to open-ended questions
This section shows the comments written by your pre-tenure faculty in response to follow-up questions to five
survey items and to one open-ended question:
Q27b. On what are tenure decisions in your department primarily based? Subjects were asked this follow-up
question if they responded “Somewhat disagree” or “Strongly disagree” to Question 27a (“From what I
can gather, tenure decisions here are based primarily on performance rather than on politics,
relationships, or demographics.”).
Q44a. Please check the two (and only two) best aspects about working at your institution. Subjects responding
"Other" were asked to specify.
Q44b. Please check the two (and only two) worst aspects about working at your institution. Subjects
responding "Other" were asked to specify.
Q46a. Who serves as the chief academic officer at your institution? Subjects responding “other” were asked
to specify.
Q47b. Assuming you achieve tenure, how long do you plan to remain at your institution? Subjects responding
“For no more than 5 years after earning tenure” to Q47 were prompted in Q47b to specify their reasons.
Q51. Please use the space below to tell us the number one thing that you, personally, think your institution
should do in order to be a great place to work.
III. Appendices
A. Participating institutions
A list of institutions, by type, control, and cohort, whose data comprise the COACHE database. If your
institutional type is “college,” then your comparables in this report are all colleges; if your type is university,
your “comparables” are all universities.
B. Survey instrument
A static, coded version of the web-based instrument is provided in the first appendix. Please note that this
medium does not accurately indicate survey “adaptive branching” behavior, where some items are skipped
because of responses to previous questions.
C. Suggestions for action
Selections from COACHE’s extensive policy response database (a resource for COACHE members), included
here to provide a range of possible next steps as you involve your campus in discussions around your
COACHE results.
4
Guide to your report
D. Results of custom questions (if applicable)
For institutions that appended additional, custom questions to the COACHE survey, the results are displayed
here in cross-tabulations and/or open-ended narrative.
METHOD
Background
The principal purposes of the Collaborative on Academic Careers in Higher Education (COACHE) survey
are two-fold: (1) to enlighten academic leaders about the experiences and concerns of full-time, tenure-track
faculty; and (2) to provide data that lead to informed discussions and appropriate actions to improve the
quality of work/life for those faculty. Over time, we hope these steps will make the academy an even more
attractive and equitable place for talented scholars and teachers to work.
The core element of COACHE is a web-based survey designed and tested in focus groups and a rigorous pilot
study with twelve sites (see Survey Design below). The survey asked full-time tenure-track faculty to rate the
attractiveness of various terms and conditions of employment and to assess their own level of work
satisfaction. While there are many faculty surveys, the COACHE instrument is unique in that it was designed
expressly to take account of the concerns and experiences of full-time, pre-tenure, tenure-track faculty,
especially with regard to the promotion and tenure process, work-family balance, and organizational climate
and culture.
This COACHE Tenure-Track Job Satisfaction Survey provides academic leaders with a powerful lever to
enhance the quality of work life for pre-tenure faculty. Each report provides not only interesting data, but also
actionable diagnoses. The data are a springboard to workplace improvements, more responsive policies and
practices, and an earned reputation as a great place for pre-tenure faculty to work.
Survey design
The chief aim in developing the COACHE Tenure-Track Faculty Job Satisfaction Survey was to assess, in a
comprehensive and quantitative way, pre-tenure faculty’s work-related quality of life. The survey addresses
multiple facets of job satisfaction and includes specific questions that would yield unambiguous, actionable
data on key policy-relevant issues. The COACHE instrument was developed and validated in stages over a
period of several years.
First, six focus groups were conducted with a total of 57 tenure-track faculty to learn how they view certain
work-related issues, including specific institutional policies and practices, work climate, the ability to balance
professional and personal lives, issues surrounding tenure, and overall job satisfaction.
Drawing from the focus groups, prior surveys on job satisfaction among academics and other professionals,
and consultation with Harvard University and advisory board experts on survey development, COACHE
researchers developed a web-based survey prototype that was then tested in a pilot study of 1,188 pre-tenure
faculty members at 12 institutions.
COACHE solicited feedback about the survey by conducting follow-up interviews with a sub-sample of the
respondents of the pilot study. The survey was revised in light of this feedback. The current version of the
survey was revised further, taking into account feedback provided by respondents in survey administrations
since the pilot study.
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Guide to your report
Survey administration
All eligible subjects at participating institutions were invited to complete the survey. Eligibility was
determined according to the following criteria:
ƒ Full-time
ƒ Tenure-track/ladder rank
ƒ Pre-tenure
ƒ Hired prior to 2008 (new hires are unable to respond meaningfully to many questions)
ƒ Not clinical faculty in such areas as Medicine, Dentistry, Nursing, Pharmacy, and Veterinary Medicine
ƒ Not in terminal year after being denied tenure
See “Descriptive data” in your report for response rates at your institution by gender and by race.
Subjects first received a letter about the survey from a senior administrator (e.g., president, provost, or dean)
at their institution. Next, subjects received an email from COACHE (coache@gse.harvard.edu) inviting them
to complete the survey. Over the course of the survey administration period, three automated reminders were
sent via email to all subjects who had not completed the survey.
Participants accessed a secure web server through their own unique link provided by COACHE and
responded to a series of multiple-choice and open-ended questions (see Appendix B). The average survey
completion time was approximately 20 minutes.
Data conditioning
For a participant’s responses to be included in the data set, s/he had to provide at least one meaningful
response beyond the demographic section of the instrument. The responses of faculty who either terminated
the survey before completing the demographic section or chose only N/A or Decline to Respond for all
questions were removed from the data set. The impact of such deletions, however, is relatively small: on
average, greater than 90 percent of respondents who enter the COACHE survey go on to complete it in its
entirety.
In responses to open-ended questions, individually-identifying words or phrases that would compromise the
respondent’s anonymity were either excised or emended by COACHE analysts. Where this occurred, the
analyst substituted that portion of the original response with brackets containing an ellipsis or alternate word
or phrase (e.g., […] or [under-represented minority]).
DEFINITIONS
Academic area
This analysis is the result of our efforts to categorize faculty at all COACHE universities into discrete
“academic areas” to compare survey responses across institutions. These definitions arose from a review of
structural designations (i.e., schools and colleges, which differ from campus to campus) and CIP codes (which
are too narrowly defined for meaningful reporting).
As there is currently no uniform system of nomenclature among the schools and colleges of COACHE
institutions, we hope that the following 12 academic areas strike a useful—if imperfect—compromise suitable
for this analysis:
6
Guide to your report
Humanities
Visual and Performing Arts
Social Sciences
Physical Sciences
Biological Sciences
Engineering, Computer Science, Mathematics, and Statistics
Agriculture, Natural Resources, and Environmental Science
Business
Education
Health and Human Ecology
Medical Schools and Health Professions
Other Professions, including (among others) Architecture, Journalism, Law, Library
If the COACHE Survey produced fewer than five faculty responses in a given academic area at your
institution, your report omits that group from the Mean Comparisons and Frequency Distribution tables.
Data weighting or “weight scale”
A weighting scale was developed for each institution to adjust for the under- or over-representation in the data
set of subgroups defined by race and gender (e.g., White males, Asian females, etc.). Applying these weights
to the data thus allowed the relative proportions of subgroups in the data set for each institution to more
accurately reflect the proportions in that institution’s actual population of pre-tenure faculty. (See
“Descriptive Data” in your report for your institution’s weight scale.)
Faculty of color
Any respondent identified by his or her institution or self-identifying in the survey as non-White.
n<5
To protect the identity of respondents and in accordance with procedures approved by Harvard University’s
Committee on the Use of Human Subjects, cells with fewer than five data points (i.e., mean scores for
questions that were answered by fewer than five faculty from a subgroup within an institution) are not
reported. Instead, “n < 5” will appear as the result.
Percentage difference (% diff)
In reporting comparisons of means, many studies express the result as a percentage difference based on one of
the subgroup means. For example, if females (group1) rated clarity of the tenure criteria at 2.40 on a fivepoint scale, and males (group2) rated the same dimension at 2.00, one might report that “women find tenure
criteria 20 percent clearer than do men.”
group1 - group2
group2
By this method, however, the same difference in rating (0.40) at the higher end of the five-point scale would
seem narrower if expressed as a percentage. If we compare a female (group1) mean of 4.40 against a male
(group2) mean of 4.00, we find just 10 percent difference—half the difference of our earlier example—even
though the absolute difference between the results is the same. Thus, using a variable divisor (group2)
exaggerates differences at the low end of a scale, or conversely, mutes differences at the high end of a scale.
7
Guide to your report
Another problem caused by this method is that the percentage value of the difference changes depending on
how you express the comparison: “Women find tenure clarity 20 percent clearer than do men,” but “Men
find tenure clarity 16.7 percent less clear than do women.”
Still, expressing comparative results as a percentage is a universal method of deciding whether or not a
difference is “important,” “practical,” or “meaningful.” Therefore, your COACHE report expresses
differences as a percentage of the range on our five point scale.
group1 - group2
scale high - scale low
To cite the examples above, the 0.40 that separates female and male results—whether at the low or high end
of the scale—will always be 10 percent of the range of possible clarity responses, or 5 – 1 = 4. Likewise, a 10
percent difference always translates into a 0.40 difference in means.
Arguably, the fixed divisor could be the number (5), not the range (4) of responses. We provide your data in a
format allowing you to substitute your own assumptions. (Be aware that such a change will make smaller the
relative differences between groups.) However, we believe that these assumptions strengthen the consistency
of the analysis from item to item across the dimensions of the survey.
Response rate
The percent of all eligible pre-tenure faculty, by gender and by race, whose responses, following the data
conditioning process, were deemed eligible to be included in this analysis. These response rates determine the
weight scale used to balance the sample.
Please contact COACHE with any additional questions about methodology and definitions, about
survey administration, or about any aspects of this institutional report.
The Collaborative on Academic Careers in Higher Education (COACHE)
Harvard Graduate School of Education
8 Story Street, 5th Floor
Cambridge, MA 02138
Email: coache@gse.harvard.edu
URL: http://www.coache.org
Voice: 617-496-9348
Fax: 617-496-9350
8
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Executive Summary
The Collaborative on Academic Careers in Higher Education
EXECUTIVE SUMMARY
Areas of strength
Your faculty’s ratings of the following survey dimensions placed your institution first or second (out of six)
compared to peers and in the top quartile compared to all comparable COACHE participants. We
recommend sharing these findings (e.g., in job postings, with search committees and prospective faculty) as
compelling aspects of your institution as a workplace.
Nature of the work: Overall
clerical/administrative services
Climate, culture, collegiality
how well you fit
Areas of concern
Your faculty’s ratings of the following survey dimensions placed your institution fifth or sixth (out of six)
compared to peers and in the bottom quartile compared to all comparable COACHE participants. We
recommend targeting these areas for intervention.
Tenure practices
clarity of tenure process
clarity of tenure criteria
clarity of tenure standards
Tenure expectations: Reasonableness
reasonableness of expectations: member of community
Nature of the work: Teaching
level of courses you teach
discretion over course content
Work and home
spousal/partner hiring program
Improving trends
Compared to your prior survey results, the following dimensions appear to have improved to an extent you
might consider meaningful (i.e., by five percent or more).
Tenure practices
clarity of tenure body of evidence
consistent messages about tenure from tenured colleagues
tenure decisions based on performance
Nature of the work: Overall
quality of facilities
Areas of strength / Areas of concern
amount of access to TA's, RA's, etc.
clerical/administrative services
Nature of the work: Research
amount of time to conduct research
research services
paid/unpaid research leave
Nature of the work: Teaching
quality of undergraduate students
Work and home
childcare
stop-the-clock
paid/unpaid personal leave
institution makes having children and tenure-track compatible
institution makes raising children and tenure-track compatible
colleagues make having children and tenure-track compatible
Compensation and benefits
financial assistance with housing
Worsening trends
Compared to your prior survey results, the following dimensions appear to have worsened to an extent you
might consider meaningful (i.e., by five percent or more).
Tenure expectations: Clarity
clarity of expectations: advisor
clarity of expectations: colleague in department
clarity of expectations: campus citizen
clarity of expectations: member of community
Tenure expectations: Reasonableness
reasonableness of expectations: scholar
reasonableness of expectations: teacher
reasonableness of expectations: advisor
reasonableness of expectations: colleague in department
reasonableness of expectations: campus citizen
reasonableness of expectations: member of community
Nature of the work: Research
travel funds
Nature of the work: Teaching
level of courses you teach
discretion over course content
upper limit on teaching obligations
Climate, culture, collegiality
peer reviews of teaching or research
informal mentoring
fairness of immediate supervisor's evaluations
amount of professional interaction with pre-tenure colleagues
Areas of strength / Areas of concern
amount of personal interaction with pre-tenure colleagues
Global satisfaction
CAO cares about quality of life for pre-tenure faculty
Benchmarks
Tenure
Practices
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
Tenure
Expectations:
Clarity
Tenure
Expectations:
Reasonableness
Nature of Work:
Overall
Nature of Work:
Research
Nature of Work:
Teaching
Work and Home
Climate, Culture,
Collegiality
Compensation
and Benefits
Global
Satisfaction
INDEX OF RESULTS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
This table summarizes your mean results for each survey dimension. The overall mean is shown. In the "vs others" column, a
green arrow signifies that your institution places first or second amongst peers and in the top quartile overall; a red arrow
indicates that you ranked fifth or sixth amongst peers and the bottom quartile overall. In all other columns, the arrows
demonstrate that the mean is better (green) or worse (red) than the comparable group's mean by 10 percent or more.
NATURE OF THE WORK
TENURE
OVERALL RESULTS
ITEM
Q19
Q20
Q21
Q22
Q23
Q24A
Q24B
Q24C
Q24D
Q24E
Q24F
Q25A
Q25B
Q25C
Q25D
Q25E
Q25F
Q26
Q27A
Q28
Q28B
Q29A
Q29B
Q29C
Q29D
Q29E
Q29F
Q29G
Q30B
Q30C
Q30D
Q31
Q32
Q33A
Q33B
Q33C
Q33D
NAME
clarity of tenure process
clarity of tenure criteria
clarity of tenure standards
clarity of tenure body of evidence
clarity of sense of achieving tenure
clarity of expectations: scholar
clarity of expectations: teacher
clarity of expectations: advisor
clarity of expectations: colleague in department
clarity of expectations: campus citizen
clarity of expectations: member of community
reasonableness of expectations: scholar
reasonableness of expectations: teacher
reasonableness of expectations: advisor
reasonableness of expectations: colleague in department
reasonableness of expectations: campus citizen
reasonableness of expectations: member of community
consistent messages about tenure from tenured colleagues
tenure decisions based on performance
way you spend your time as a faculty member
number of hours you work as a faculty member
level of courses you teach
number of courses you teach
degree of influence over which courses you teach
discretion over course content
number of students you teach
quality of undergraduate students
quality of graduate students
amount of time to conduct research
expectations for finding external funding
influence over focus of research
quality of facilities
amount of access to TA's, RA's, etc.
clerical/administrative services
research services
teaching services
computing services
mean
3.51
3.41
3.09
3.49
3.73
3.39
3.78
3.20
3.12
2.85
2.79
3.70
3.75
3.49
3 47
3.47
3.29
3.17
3.06
3.57
3.78
3.41
3.93
3.55
4.23
4.31
3.72
3.43
3.55
2.61
3.02
4.19
3.46
2.83
3.89
3.20
3.61
3.61
vs others
vs prior
SUBGROUPS
faculty of
females
color
INDEX OF RESULTS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
This table summarizes your mean results for each survey dimension. The overall mean is shown. In the "vs others" column, a
green arrow signifies that your institution places first or second amongst peers and in the top quartile overall; a red arrow
indicates that you ranked fifth or sixth amongst peers and the bottom quartile overall. In all other columns, the arrows
demonstrate that the mean is better (green) or worse (red) than the comparable group's mean by 10 percent or more.
GLOBAL
G
CLIMATE, CULTURE, COLLEGIALITY
POLICY EFFECTIVENESS
PO
OVERALL RESULTS
ITEM
Q34B1
Q34B2
Q34B3
Q34B4
Q34B5
Q34B6
Q34B7
Q34B8
Q34B9
Q34B10
Q34B11
Q34B12
Q34B13
Q34B14
Q34B15
Q34B16
Q34B17
Q34B18
Q34B19
Q34B20
Q35A
Q35B
Q35C
Q35D
Q35E
Q36
Q37
Q38A
Q38B
Q38C
Q38D
Q39A
Q39B
Q39C
Q39D
Q40
Q41
Q41A
Q41B
Q41C
Q42
Q45A
Q45B
Q46B
Q48
Q 0
Q50
NAME
formal mentoring
informal mentoring
periodic, formal performance reviews
written summary of performance reviews
professional assistance in obtaining grants
professional assistance for improving teaching
travel funds
paid/unpaid research leave
paid/unpaid personal leave
upper limit on committee assignments
upper limit on teaching obligations
peer reviews of teaching or research
childcare
financial assistance with housing
stop-the-clock
stop the clock
spousal/partner hiring program
elder care
tuition waivers
modified duties for parental or other family reasons
part-time tenure-track position
institution makes having children and tenure-track compatible
institution makes raising children and tenure-track compatible
colleagues make having children and tenure-track compatible
colleagues make raising children and tenure-track compatible
colleagues are respectful of efforts to balance work/home
compensation
ability to balance between professional and personal time
fairness of immediate supervisor's evaluations
interest tenured faculty take in your professional development
opportunities to collaborate with tenured faculty
value faculty in your department place on your work
amount of professional interaction with tenured colleagues
amount of personal interaction with tenured colleagues
amount of professional interaction with pre-tenure colleagues
amount of personal interaction with pre-tenure colleagues
how well you fit
intellectual vitality of tenured colleagues
intellectual vitality of pre-tenure colleagues
participation in governance of institution
participation in governance of department
on the whole, institution is collegial
department as a place to work
institution as a place to work
CAO cares about quality of life for pre-tenure faculty
would again choose to work at this institution
overallll rating
i off institution
i i i
mean
3.05
3.30
3.56
3.43
2.56
3.45
3.26
2.40
3.14
2.85
3.03
3.00
2.23
2.06
3 31
3.31
2.10
2.87
1.97
3.05
3.23
2.87
2.84
3.83
3.71
3.83
2.68
2.88
3.93
3.44
3.49
3.45
3.69
3.78
3.93
3.93
4.03
3.40
3.92
3.91
3.89
4.07
4.01
3.66
2.91
3.80
3.79
3 9
vs others
vs prior
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
SUBGROUPS
faculty of
females
color
Tenure Practices
clarity of
tenure
process
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
clarity of
tenure
criteria
clarity of
tenure
standards
clarity of
tenure body
of evidence
clarity of
sense of
achieving
tenure
consistent
messages
about tenure
from tenured
colleagues
tenure
decisions
based on
performance
upper limit
on
committee
assignments
periodic,
formal
performance
reviews
written
summary of
performance
reviews
Tenure Expectations: Clarity
clarity of
expectations:
scholar
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
clarity of
expectations:
teacher
clarity of
expectations:
advisor
clarity of
expectations:
colleague in
department
clarity of
expectations:
campus
citizen
clarity of
expectations:
member of
community
Tenure Expectations: Reasonableness
reasonableness
of
expectations:
scholar
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
reasonableness
of
expectations:
teacher
reasonableness
of
expectations:
advisor
reasonableness
of
expectations:
colleague in
department
reasonableness
of
expectations:
campus citizen
reasonableness
of
expectations:
member of
community
Nature of Work: Overall
way you spend your
time as a faculty
member
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
number of hours you
work as a faculty
member
quality of facilities
amount of access to
TA's, RA's, etc.
clerical/administrative
services
computing services
Nature of Work: Research
amount of
time to
conduct
research
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
expectations
for finding
external
funding
influence
over focus
of research
research
services
professional
assistance
in obtaining
grants
travel funds
paid/unpaid
research
leave
Nature of Work: Teaching
level of
courses you
teach
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
number of
courses you
teach
degree of
influence over
which courses
you teach
discretion over
course content
number of
students you
teach
quality of
undergraduate
students
quality of
graduate
students
teaching
services
upper limit on
teaching
obligations
professional
assistance for
improving
teaching
Work and Home
childcare
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
stop-the-clock
spousal/partner
hiring program
elder care
modified duties
for parental or
other family
reasons
part-time
tenure-track
position
paid/unpaid
personal leave
institution
makes having
children and
tenure-track
compatible
institution
makes raising
children and
tenure-track
compatible
colleagues
make having
children and
tenure-track
compatible
colleagues
make raising
children and
tenure-track
compatible
colleagues are
respectful of
efforts to
balance
work/home
ability to
balance
between
professional
and personal
time
Climate, Culture, Collegiality
formal
mentoring
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
peer reviews
of teaching
or research
informal
mentoring
fairness of
immediate
supervisor's
evaluations
interest
tenured
faculty take
in your
professional
development
opportunities
to
collaborate
with tenured
faculty
value faculty
in your
department
place on your
work
amount of
professional
interaction
with tenured
colleagues
amount of
personal
interaction
with tenured
colleagues
amount of
professional
interaction
with pretenure
colleagues
amount of
personal
interaction
with pretenure
colleagues
how well you
fit
intellectual
vitality of
tenured
colleagues
intellectual
vitality of
pre-tenure
colleagues
participation
in
governance
of institution
participation
in
governance
of
department
on the whole,
institution is
collegial
Compensation and Benefits
financial
assistance
with housing
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
tuition
waivers
compensation
Global Satisfaction
department
as a place
to work
5.0
4.5
4.0
3.5
3.0
2.5
2.0
1.5
1.0
institution
as a place
to work
CAO cares
about
quality of
life for pretenure
faculty
would
again
choose to
work at
this
institution
overall
rating of
institution
POLICIES AND PRACTICES: EFFECTIVENESS GAPS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Table 1. Policies rated by faculty as important and effective
This table shows, for each of 20 policies, 1) the number of faculty who provided a valid response for both the importance and the effectiveness
questions (34a and 34b); and 2) the percent of your junior faculty (overall and grouped by gender and race) who rated the policy as important or
very important to their success , and effective or very effective . The policies and practices with the highest percent of faculty with this
response pattern can be viewed as exemplars of successful policies at your institution.
At Your Insitutition
Valid
n
Overall
Males
Females
White Faculty
Faculty of
Color
Written summary of periodic performance reviews
Periodic, formal performance reviews
Travel funds to present papers or conduct research
75
76
83
60% ()
59% (1)
57% (2)
60% (2*)
63% (1)
60% (2*)
61% ()
55% (1)
54% (2)
57% ()
53% (2)
56% (1)
74% ()
81% (1)
58% (2*)
Informal mentoring
Professional assistance for improving teaching
Stop-the-clock for parental or other family reasons
An upper limit on teaching obligations
Peer reviews of teaching or research/creative work
Paid or unpaid personal leave
An upper limit on committee assignments for tenure-track
faculty
Formal mentoring program
Modified duties for parental or other family reasons (e.g.,
course release)
79
75
45
80
80
55
48% (3)
46% (4)
39% (5*)
39% (5*)
37% (7)
32% (8)
54% (3)
45% (4)
36% (7)
42% (6)
31% (8)
17% (11)
43% (5)
46% (4)
41% (8)
36% (9)
42% (6*)
47% (3)
46% (3)
43% (4)
38% (5)
37% (6)
33% (7)
32% (8)
57% (4)
58% (2*)
43% (7)
45% (6)
54% (5)
35% (10)
Policy/Practice
72
31% (9*)
43% (5)
21% (10)
30% (9*)
38% (8)
81
31% (9*)
18% (10)
42% (6*)
30% (9*)
36% (9)
46
22% (11)
27% (9)
18% (11)
23% (11)
19% (11*)
Professional assistance in obtaining externally funded grants
70
15% (12)
15% (12)
16% (12*)
15% (12)
15% (13)
Paid or unpaid research leave
Part-time tenure-track position
Tuition waivers (e.g., for child, spouse/partner)
Elder care
Spousal/partner hiring program
Childcare
Financial assistance with housing
65
43
53
40
47
56
54
12% (13)
7% (14*)
7% (14*)
7% (14*)
4% (17)
1% (18)
0% (19)
8% (15)
12% (13)
9% (14)
0% (17*)
5% (16)
0% (17*)
0% (17*)
16% (12*)
4% (16)
6% (15)
13% (14)
3% (17)
2% (18)
0% (19)
12% (13)
7% (15)
5% (16)
9% (14)
0% (17*)
0% (17*)
0% (17*)
10% (15)
9% (16)
19% (11*)
0% (18*)
14% (14)
5% (17)
0% (18*)
Table 2. Policies rated by faculty as important , but ineffective
This table shows, for each of 20 policies, 1) the number of faculty who provided a valid response for both the importance and the effectiveness
questions (34a and 34b); and 2) the percent of your junior faculty (overall and grouped by gender and race) who rated the policy as important or
very important to their success, but ineffective or very ineffective (or not offered ) at your institution. The policies and practices with the
highest percent of faculty with this response pattern should be targeted for improvement.
At Your Insitutition
Valid
n
Overall
Males
Females
White Faculty
Faculty of
Color
Tuition waivers (e.g., for child, spouse/partner)
Spousal/partner hiring program
Childcare
An upper limit on committee assignments for tenure-track
faculty
Elder care
Financial assistance with housing
Paid or unpaid research leave
53
47
56
80% ()
59% (1)
53% (2*)
82% ()
54% (2)
37% (6)
78% ()
64% (3)
67% (2)
81% ()
62% (1)
54% (2)
74% ()
51% (4*)
53% (3)
72
53% (2*)
36% (7)
68% (1)
53% (3)
51% (4*)
40
54
65
52% (4)
51% (5)
48% (6)
46% (3)
57% (1)
38% (5)
57% (5)
45% (7*)
58% (4)
51% (4)
43% (6*)
49% (5)
57% (2)
76% (1)
45% (6*)
Professional assistance in obtaining externally funded grants
70
42% (7)
45% (4)
40% (9)
43% (6*)
40% (9)
39% (10)
Policy/Practice
An upper limit on teaching obligations
80
41% (8)
Modified duties for parental or other family reasons (e.g.,
46
40% (9)
course release)
Stop-the-clock for parental or other family reasons
45
28% (10)
Peer reviews of teaching or research/creative work
80
25% (11*)
Paid or unpaid personal leave
55
25% (11*)
Travel funds to present papers or conduct research
83
24% (13)
Informal mentoring
79
22% (14)
Formal mentoring program
81
21% (15*)
Part-time tenure-track position
43
21% (15*)
Written summary of periodic performance reviews
75
17% (17*)
Periodic, formal performance reviews
76
17% (17*)
Professional assistance for improving teaching
75
14% (19)
Note: The values in parenthesis indicate the vertical rank of that response. A '*' indicates a tie.
policysummary: 1 of 1
35% (8)
45% (7*)
41% (8)
31% (9)
48% (6)
39% (9)
45% (6*)
27% (11)
28% (10)
16% (15*)
21% (12*)
19% (14)
21% (12*)
0% (18*)
16% (15*)
13% (17)
0% (18*)
29% (12)
23% (15*)
34% (11)
26% (14)
23% (15*)
21% (17)
37% (10)
18% (19)
20% (18)
27% (13)
26% (10)
25% (11)
21% (14)
24% (12)
22% (13)
20% (15*)
20% (15*)
17% (17)
16% (18)
14% (19)
36% (11)
27% (12)
41% (8)
25% (13)
19% (16*)
24% (14)
22% (15)
19% (16*)
19% (16*)
16% (19)
BEST ASPECTS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Most frequently cited best aspects about working at your institution (Q44a)
Faculty of Color
White Faculty
Female
Male
Overall
rank
category
name
# of institutions where item ranked
among the top four responses
Selected peers
All comparables
1
external factors
geographic location
3
42
2
climate, culture and collegiality
my sense of "fit" here
4
62
3
climate, culture and collegiality
support of colleagues
4
53
4
climate, culture and collegiality
quality of colleagues
5
56
1
external factors
geographic location
4
48
2
climate, culture and collegiality
my sense of "fit" here
5
68
3
climate, culture and collegiality
quality of colleagues
4
60
4
tenure
tenure requirements in general
0
0
1
climate, culture and collegiality
support of colleagues
4
57
2
external factors
geographic location
3
42
3
climate, culture and collegiality
my sense of "fit" here
4
57
4
climate, culture and collegiality
quality of colleagues
4
52
1
external factors
geographic location
4
46
2
climate, culture and collegiality
my sense of "fit" here
4
67
3
climate, culture and collegiality
support of colleagues
4
51
4
climate, culture and collegiality
quality of colleagues
5
61
1
external factors
geographic location
4
40
2
climate, culture and collegiality
my sense of "fit" here
4
47
3
tenure
tenure requirements in general
0
1
4
nature of the work
support for teaching
1
6
bestaspects: 1 of 1
Best aspects about working at your institution, by category (Q44a)
100%
90%
32
16
15
27
5
80%
70%
8
60%
51
23
28
External factors
43
Climate, culture and collegiality
50%
Policies and practices
0
Tenure
2
40%
3
1
3
30%
8
17
36
20%
19
28
10%
9
3
12
3
9
0%
Overall
Male
Nature of the work
Female
White
Faculty of Color
WORST ASPECTS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Most frequently cited worst aspects about working at your institution (Q44b)
Faculty of Color
White Faculty
Female
Male
Overall
rank
category
name
# of institutions where item ranked
among the top four responses
Selected peers
All comparables
1
nature of the work
lack of support for research/creative work (e.g., leave)
2
37
1
policies and practices
compensation
3
55
3
nature of the work
teaching load
4
33
4
policies and practices
too much service/too many assignments
3
31
1
nature of the work
lack of support for research/creative work (e.g., leave)
2
31
2
policies and practices
compensation
3
54
3
external factors
cost of living
2
22
3
nature of the work
teaching load
4
30
1
policies and practices
too much service/too many assignments
3
38
2
policies and practices
compensation
3
41
3
nature of the work
teaching load
4
33
4
nature of the work
lack of support for research/creative work (e.g., leave)
4
42
1
policies and practices
compensation
3
55
2
nature of the work
lack of support for research/creative work (e.g., leave)
3
41
3
policies and practices
too much service/too many assignments
3
35
3
nature of the work
teaching load
4
32
1
nature of the work
lack of support for research/creative work (e.g., leave)
2
35
2
policies and practices
compensation
4
46
3
nature of the work
quality of undergraduate students
0
12
4
climate, culture and collegiality
lack of diversity
1
26
4
climate, culture and collegiality
absence of others like me
1
23
worstaspects: 1 of 1
Worst aspects about working at your institution, by category (Q44b)
100%
12
7
21
8
5
1
11
90%
4
80%
13
17
70%
16
60%
38
32
6
22
External factors
Climate, culture and collegiality
50%
Policies and practices
Nature of the work
Tenure
40%
30%
41
24
34
16
7
20%
10%
11
7
4
10
1
0%
Overall
Male
Female
White
Faculty of Color
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Data Tables and Other Results
DESCRIPTIVE DATA
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
POPULATION DEMOGRAPHICS AND RESPONSE RATE
Overall
University of
North Carolina at
Wilmington
All selected peers
All comparables*
population
responders
response rate
population
responders
response rate
population
responders
response rate
145
86
59%
606
396
65%
15169
8994
59%
Male
White,
non-Hispanic
Female
66
34
52%
336
212
63%
8691
4915
57%
79
52
66%
270
184
68%
6472
4079
63%
118
67
57%
440
326
74%
10740
6589
61%
Faculty of Color
27
19
70%
106
70
66%
4312
2396
56%
*Due to some missing gender and race/ethnicity data, the total numbers of males and females, and of white faculty and faculty of color, do not sum to the total
populations.
DATA WEIGHT SCALE
A weighting scale was developed for each institution to adjust for the under- or over-representation in the data set of subgroups
defined by gender and race/ethnicity. Applying these weights to the data allows the relative proportions of subgroups in the data
set for each institution to reflect more accurately the proportions in that institution’s actual population of faculty.
American Indian
or Native
Alaskan
Asian, Asian
American,
or Pacific
Islander
White, nonHispanic
Black or African
American
Hispanic or
Latino
Multiracial or
Other
Male
N/A
0.9084
1.2179
1.0097
1.0097
1.0097
Female
N/A
0.7009
0.9398
0.7791
0.7791
N/A
SELECTED PEER INSTITUTIONS
Your institution selected five institutions as peers against whom to compare your survey results. The results of COACHE survey
administration at these peer institutions are included throughout this report in the aggregate or, when cited individually, in a
randomized order. Your peer institutions are:
Š
Š
Š
Š
Š
California Polytechnic State University at San Luis Obispo
Sonoma State University
James Madison University
Rowan University
University of North Carolina at Greensboro
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Demographics
DEMOGRAPHICS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
description
response scale
Doctorate (Ph.D., J.D., M.D. etc.)
Master's
What is the highest degree you have
Bachelor's
earned?
Associate’s
Other
Yes
Did you hold a postdoctoral appointment?
No
Yes
Is this your first tenure-track appointment?
No
1 year or less
2 years
How many years on the tenure track did you
3 years
complete elsewhere? [BASE: Not first
4 years
tenure-track appointment]
5 or more years
Full tenure
item
theme
name
Q3
demographics
highest degree
Q5
demographics
Q6a
demographics
Q6b
demographics
years of tenure
elsewhere
Q6d
demographics
prior service
Did your current faculty appointment begin
with credit for prior service elsewhere?
[BASE: Not first tenure-track appointment]
How many years of credit for prior service
did you receive? [BASE: Not first tenuretrack appointment. Current faculty
appointment began with credit for prior
service elsewhere.]
postdoctoral
appointment
first tenure-track
appointment
Q6e
demographics
years of credit for
prior service
Q7
demographics
year of appointment
Q8
demographics
rank
Q9
demographics
joint appointment
Q11
demographics
Q12
demographics
Q13
demographics
Q14
demographics
Q15
demographics
Q16a
demographics
Q16b
demographics
Q17
demographics
Q18
demographics
Please indicate the year in which your
current faculty appointment began:
What is your rank?
Do you hold a joint appointment (formal
responsibilities in more than one
department)?
All selected peers
Count
%
357
90%
37
9%
0
0%
0
0%
1
0%
111
28%
280
72%
302
77%
90
23%
8
9%
15
16%
17
19%
11
12%
17
19%
21
24%
All comparables
Count
%
8405
94%
540
6%
17
0%
0
0%
9
0%
3310
37%
5569
63%
7308
82%
1638
18%
190
12%
333
21%
282
17%
249
15%
365
23%
198
12%
Yes
13
48%
55
62%
576
36%
No
1 year or less
2 years
3 years
4 years
5 or more years
2008
2007
2006
2005
2004
2003
2002
2001
2000
1999
Before 1999
Professor (or “Full Professor”)
Associate Professor
Assistant Professor
Instructor/Lecturer
Other
15
1
6
3
3
0
0
28
19
12
12
14
0
0
0
0
0
0
8
77
0
1
52%
10%
45%
22%
23%
0%
0%
33%
23%
14%
14%
16%
0%
0%
0%
0%
0%
0%
9%
90%
0%
1%
33
10
26
7
5
5
5
61
54
87
74
67
23
15
3
1
1
3
35
349
1
7
38%
19%
49%
13%
10%
9%
1%
16%
14%
22%
19%
17%
6%
4%
1%
0%
0%
1%
9%
88%
0%
2%
1017
112
176
137
48
56
60
933
1134
1446
1649
1381
981
700
388
135
117
33
695
8218
7
29
64%
21%
33%
26%
9%
11%
1%
10%
13%
16%
18%
15%
11%
8%
4%
2%
1%
0%
8%
91%
0%
0%
Yes
No
American Indian or Native Alaskan
Asian, Asian-American, or Pacific Islander
White (non-Hispanic)
What is your race?
race/ethnicity
Black or African-American
Hispanic or Latino
Other
Multiracial
U.S. citizen
citizenship
What is your citizenship status?
Non-U.S. citizen
Male
gender
What is your gender?
Female
30 or younger
31-35
In what year were you born? (Age
age
36-40
calculated from year of birth)
41-45
46 or older
Less than $30,000
$30,000 to $44,999
$45,000 to $59,999
What is your annual salary?
annual salary
$60,000 to $74,999
$75,000 to $89,999
$90,000 or above
None
1
How many children under the age of 18 live 2
children
with you at home?
3
4
5 or more
None
1
How many other dependents (e.g., an adult
2
other dependents who requires your care) live with you at
3
home?
4
5 or more
I do not have a spouse/partner
My spouse/partner is not employed
My spouse/partner is employed full-time at this institution
Which statement most clearly describes
spouse employment
your household's employment situation?
My spouse/partner is employed full-time elsewhere
My spouse/partner is employed part-time at this institution
My spouse/partner is employed part-time elsewhere
spousal residence
Your institution
Count
%
82
95%
4
5%
0
0%
0
0%
0
0%
22
26%
64
74%
57
67%
29
33%
2
8%
4
14%
2
7%
2
6%
7
25%
11
40%
Do you and your spouse reside in separate Yes
communities for work reasons?
N
No
demographics: 1 of 1
0
0%
20
5%
841
9%
86
0
7
70
4
3
0
2
76
9
39
47
3
17
22
19
24
0
0
57
17
4
6
55
11
14
5
0
1
79
6
1
0
0
0
17
12
15
27
4
11
100%
0%
8%
81%
5%
3%
0%
2%
90%
10%
46%
54%
3%
20%
26%
23%
28%
0%
0%
68%
21%
5%
7%
64%
13%
16%
6%
0%
1%
92%
7%
1%
0%
0%
0%
20%
14%
17%
31%
5%
13%
374
1
34
325
12
20
4
2
333
52
218
178
14
107
101
68
88
0
12
199
122
29
17
214
80
72
22
4
2
348
43
3
0
0
0
76
55
44
138
14
55
95%
0%
9%
82%
3%
5%
1%
0%
87%
13%
55%
45%
4%
28%
27%
18%
23%
0%
3%
52%
32%
8%
5%
54%
20%
18%
6%
1%
0%
88%
11%
1%
0%
0%
0%
20%
14%
12%
36%
4%
14%
8100
66
1370
6483
504
407
78
53
6600
2162
5220
3774
393
2332
2830
1518
1589
1
180
3072
2600
1264
1538
4429
1873
1941
488
108
48
7415
1267
123
49
16
9
1594
1595
1367
2843
380
860
91%
1%
15%
72%
6%
5%
1%
1%
75%
25%
58%
42%
5%
27%
33%
18%
18%
0%
2%
36%
30%
15%
18%
50%
21%
22%
5%
1%
1%
84%
14%
1%
1%
0%
0%
18%
18%
16%
33%
4%
10%
11
19%
30
12%
617
11%
45
81%
220
88%
5194
89%
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Mean Comparisons
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
3.51
3.68
3.95
3.69
3.72
3.83
3.77
6
3.70
3.60
3.83
17
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.41
3.64
3.82
3.41
3.56
3.83
3.65
5
3.61
3.53
3.74
10
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
3.09
3.23
3.52
3.03
3.30
3.54
3.32
5
3.30
3.20
3.44
10
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.49
3.63
3.74
3.31
3.53
3.64
3.57
5
3.49
3.42
3.63
49
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.73
4.29
3.76
3.66
3.64
3.86
3.84
4
3.57
3.43
3.73
76
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.39
3.31
3.41
3.17
3.68
3.74
3.46
4
3.67
3.58
3.82
10
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.78
4.35
4.01
3.65
3.70
3.65
3.87
3
3.68
3.57
3.79
74
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.20
3.31
3.20
2.82
3.07
3.15
3.11
3
3.15
3.05
3.29
59
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
3.12
3.46
3.48
3.05
3.22
3.24
3.29
5
3.21
3.11
3.32
29
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.85
3.39
3.38
2.65
3.25
3.09
3.15
5
3.00
2.85
3.13
26
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.79
3.01
3.08
2.54
2.94
2.82
2.88
5
2.85
2.75
2.96
30
means: 1 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.70
3.15
3.87
3.38
3.60
4.01
3.60
3
3.69
3.59
3.83
46
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
3.75
3.81
4.01
3.78
3.60
3.83
3.81
5
3.82
3.72
3.95
32
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.49
3.22
3.63
3.31
3.24
3.56
3.39
3
3.51
3.37
3.61
51
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.47
3.40
3.80
3.42
3.46
3.60
3.54
3
3.55
3.43
3.65
37
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.29
3.06
3.67
3.19
3.45
3.43
3.36
4
3.43
3.28
3.52
28
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.17
3.07
3.63
3.24
3.28
3.30
3.30
5
3.37
3.24
3.44
7
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
3.06
3.08
3.62
3.09
3.28
3.35
3.28
6
3.14
2.88
3.38
30
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.57
3.57
3.88
3.53
3.67
3.86
3.70
5
3.69
3.52
3.91
29
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
3.78
3.22
3.75
3.54
3.70
3.80
3.60
2
3.73
3.68
3.84
57
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.41
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.49
3.37
3.60
31
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
3.93
4.04
4.27
4.16
3.88
4.01
4.07
5
4.09
3.98
4.20
17
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
means: 2 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.55
2.46
3.99
2.66
3.30
3.56
3.19
3
3.74
3.51
4.10
27
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.23
4.24
4.37
4.08
4.00
4.11
4.16
3
4.19
4.10
4.31
59
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.31
4.62
4.62
4.42
4.47
4.48
4.52
6
4.53
4.46
4.62
6
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.72
2.74
3.98
3.38
3.81
3.56
3.49
3
3.83
3.70
3.99
27
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.43
3.17
3.52
3.98
3.12
3.70
3.50
4
3.43
3.13
3.63
61
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
3.55
3.70
3.72
3.60
3.58
3.49
3.62
5
3.57
3.41
3.71
50
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.61
1.46
2.82
1.82
2.61
2.48
2.24
2
2.81
2.55
3.07
32
Q30C
nature of work >
research
3.02
2.09
2.98
2.57
2.88
3.30
2.76
2
2.98
2.86
3.10
60
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
4.19
4.01
4.36
4.18
4.18
4.29
4.20
3
4.33
4.23
4.43
20
3.46
2.63
3.36
2.48
3.67
3.76
3.18
3
3.32
3.13
3.47
74
2.83
1.80
2.13
2.37
3.04
3.00
2.47
3
2.86
2.68
3.11
37
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
means: 3 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
3.89
3.73
3.50
3.56
3.71
4.08
3.72
2
3.54
3.41
3.73
91
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.20
2.45
3.06
2.41
3.47
3.26
2.93
3
3.12
2.86
3.34
50
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.61
2.94
3.66
3.53
3.74
4.02
3.58
4
3.57
3.43
3.71
56
3.61
2.90
3.45
3.15
3.67
3.97
3.43
3
3.51
3.37
3.69
63
3.71
3.52
3.55
3.94
3.62
3.60
3.65
2
3.81
3.66
3.95
35
4.03
4.33
4.13
4.26
4.27
4.10
4.22
6
4.27
4.13
4.36
11
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.13
4.16
4.22
3.99
4.15
4.25
4.15
5
4.17
4.07
4.29
45
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.11
4.28
4.19
4.10
4.02
4.21
4.16
4
4.10
3.99
4.24
50
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.76
3.86
3.56
4.14
3.96
3.55
3.81
4
4.03
3.91
4.17
11
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
3.74
3.53
3.81
3.91
3.68
3.88
3.76
4
3.69
3.59
3.81
65
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.50
4.60
4.55
4.37
4.62
4.55
4.54
5
4.50
4.41
4.58
46
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 4 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.94
4.29
3.92
4.10
4.29
4.06
4.13
5
4.20
4.07
4.31
12
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.83
3.50
3.59
3.47
3.80
3.58
3.59
1
3.69
3.59
3.80
85
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.16
4.35
3.98
4.18
4.35
4.11
4.19
4
4.25
4.15
4.34
28
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.38
4.46
4.35
4.60
4.45
4.45
4.46
5
4.52
4.43
4.61
16
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
3.97
3.97
4.33
4.17
3.90
3.91
4.06
4
4.02
3.93
4.10
35
Q34A1
3
policy/practice >
importance >
work/home
3.41
2.55
3.44
3.60
3.35
3.22
3.23
3
3.49
3.31
3.66
39
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.25
3.80
3.21
4.25
2.97
2.89
3.42
3
3.26
2.93
3.54
66
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.85
3.46
3.74
3.84
3.95
3.62
3.72
2
3.87
3.74
4.02
49
Q34A1
6
policy/practice >
importance >
work/home
3.52
2.78
3.39
3.36
3.47
3.49
3.30
1
3.52
3.34
3.72
44
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.21
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.01
2.93
3.09
92
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.76
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.80
3.72
3.91
49
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
means: 5 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.76
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.71
3.57
3.82
57
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
2.75
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.84
2.75
2.93
24
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
3.05
2.67
3.11
2.82
3.03
2.79
2.88
2
2.91
2.77
3.05
74
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.30
3.55
3.67
3.28
3.47
3.47
3.49
5
3.43
3.30
3.58
28
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.56
3.41
3.68
3.28
3.51
3.66
3.51
3
3.43
3.28
3.58
72
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.43
3.59
3.59
3.35
3.42
3.59
3.51
4
3.36
3.27
3.54
60
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.56
2.50
3.07
2.29
3.00
3.02
2.78
4
2.75
2.56
2.94
26
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.45
2.50
3.47
3.60
3.36
3.80
3.35
4
3.33
3.14
3.52
63
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.26
1.76
3.01
3.38
3.57
2.96
2.94
3
3.27
3.02
3.53
49
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
2.40
1.68
3.25
2.22
2.71
2.61
2.49
4
3.02
2.67
3.35
11
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
3.14
2.75
3.84
3.11
3.19
2.91
3.16
3
3.20
2.98
3.41
41
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
means: 6 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
2.85
2.08
2.94
2.48
2.85
2.70
2.61
3
3.05
2.84
3.29
26
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.03
2.19
3.59
2.54
2.92
3.24
2.90
3
3.39
3.09
3.67
16
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
3.00
3.29
3.63
2.89
3.25
3.09
3.23
5
3.11
3.00
3.22
26
Childcare - How effective or ineffective for
you have been the following at your
institution?
2.23
3.22
3.28
2.22
2.45
2.17
2.67
4
2.54
2.30
2.83
21
2.06
1.65
3.45
1.68
2.41
1.89
2.22
3
2.31
2.05
2.55
26
3.31
2.36
2.96
3.23
3.62
3.14
3.06
2
3.33
3.03
3.61
51
2.10
1.80
3.04
2.36
2.67
2.70
2.51
5
2.65
2.41
2.84
5
Elder care - How effective or ineffective for
you have been the following at your
institution?
2.87
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.78
2.65
2.91
70
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
1.97
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.75
1.97
3.30
24
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
3.05
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.97
2.74
3.21
57
policy/practice >
effectiveness >
work/home
3.23
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.81
2.54
2.98
94
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
means: 7 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.87
2.12
3.25
2.92
3.38
3.14
2.96
5
2.97
2.66
3.25
46
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.84
1.95
3.26
2.56
3.18
3.00
2.79
4
2.82
2.61
3.04
52
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.83
3.45
4.24
3.69
4.18
3.95
3.90
4
3.57
3.36
3.79
82
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.71
3.21
4.20
3.72
4.07
3.94
3.83
5
3.53
3.35
3.71
74
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
3.83
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.80
3.72
3.93
46
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.68
1.90
3.69
2.25
3.37
2.90
2.82
4
3.12
2.92
3.38
13
Q37
policy/practice >
work/home
2.88
2.26
3.36
2.30
3.06
3.10
2.82
4
2.89
2.78
3.03
51
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
3.93
3.88
4.26
4.07
4.05
4.04
4.06
5
3.97
3.85
4.08
38
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.44
3.36
3.97
3.52
3.53
3.52
3.58
5
3.48
3.38
3.60
35
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.49
3.19
3.64
2.97
3.27
3.55
3.32
3
3.34
3.22
3.49
74
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.45
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.54
3.47
3.65
22
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
means: 8 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
mean
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.69
3.35
3.76
3.22
3.53
3.76
3.52
3
3.47
3.37
3.57
89
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.78
3.86
3.97
3.70
3.85
3.75
3.83
4
3.68
3.59
3.78
77
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.93
3.68
4.08
3.88
3.80
3.98
3.88
3
3.84
3.75
3.95
68
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.93
3.90
4.02
3.97
4.01
3.91
3.96
4
3.94
3.88
4.01
39
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.03
3.56
4.05
4.02
3.65
3.98
3.85
2
3.78
3.65
3.90
88
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.40
3.13
3.67
2.87
3.41
3.53
3.32
4
3.41
3.24
3.53
54
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
3.92
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.98
3.86
4.09
35
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
3.91
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.68
3.54
3.82
81
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
3.89
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3.81
3.69
3.92
57
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
4.07
N/A
N/A
N/A
N/A
N/A
N/A
N/A
4.07
3.98
4.21
44
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
4.01
3.58
3.99
3.83
3.86
4.03
3.86
2
3.87
3.76
4.03
73
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
means: 9 of 80
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
You
item
theme
name
description
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers
mean
mean
mean
mean
mean
mean
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.66
2.82
3.68
3.31
3.73
3.85
3.48
4
3.60
3.48
3.75
59
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.91
2.51
3.12
2.89
3.73
3.37
3.12
4
3.25
3.07
3.49
15
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.80
3.47
4.21
3.77
4.08
4.06
3.92
4
3.97
3.86
4.10
17
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.79
2.92
3.78
3.43
3.94
3.94
3.60
3
3.73
3.60
3.92
55
means: 10 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
3.83
3.70
2
3.74
3.63
3.90
63
3.23
-0.60
-15%
3.84
6
3.65
3.48
3.82
9
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.50
3.58
4
3.63
3.52
3.79
20
3.34
-0.16
-4%
3.73
6
3.59
3.44
3.74
15
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
3.27
3.23
4
3.35
3.21
3.53
29
2.94
-0.33
-8%
3.44
6
3.24
3.14
3.42
13
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.77
3.46
2
3.53
3.40
3.70
85
3.25
-0.52
-13%
3.68
6
3.46
3.31
3.63
18
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
4.06
3.92
2
3.64
3.54
3.82
98
3.44
-0.62
-16%
3.74
6
3.47
3.29
3.67
41
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.48
3.45
3
3.72
3.63
3.88
16
3.31
-0.17
-4%
3.50
6
3.62
3.41
3.82
13
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.79
3.80
3
3.68
3.55
3.79
74
3.78
-0.01
0%
3.95
3
3.69
3.54
3.83
67
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.10
3.10
4
3.16
3.06
3.31
34
3.29
0.19
5%
3.14
3
3.13
2.94
3.30
73
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
3.20
3.21
4
3.22
3.10
3.35
49
3.05
-0.15
-4%
3.37
5
3.19
3.02
3.34
29
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.92
3.14
5
2.99
2.82
3.15
44
2.78
-0.14
-4%
3.16
5
3.01
2.79
3.20
23
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.83
2.89
5
2.85
2.71
3.00
48
2.75
-0.08
-2%
2.86
5
2.84
2.71
2.99
30
means: 11 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.92
3.72
3
3.77
3.66
3.91
76
3.51
-0.41
-10%
3.47
3
3.60
3.42
3.80
30
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
3.79
3.84
5
3.84
3.72
3.96
39
3.71
-0.08
-2%
3.76
3
3.79
3.66
3.93
37
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.51
3.42
3
3.54
3.37
3.69
49
3.46
-0.05
-1%
3.35
2
3.47
3.33
3.62
56
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.58
3.50
3
3.58
3.46
3.68
54
3.38
-0.20
-5%
3.57
4
3.52
3.36
3.66
28
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.40
3.41
4
3.43
3.28
3.56
52
3.19
-0.21
-5%
3.29
4
3.43
3.27
3.59
15
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.19
3.35
5
3.37
3.21
3.51
15
3.16
-0.03
-1%
3.27
4
3.36
3.22
3.49
15
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
3.52
3.22
1
3.20
2.97
3.45
80
2.66
-0.86
-22%
3.36
6
3.06
2.77
3.36
18
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.68
3.64
3
3.72
3.54
3.94
44
3.45
-0.23
-6%
3.77
6
3.64
3.45
3.90
24
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
3.99
3.71
3
3.80
3.72
3.94
85
3.60
-0.39
-10%
3.49
2
3.64
3.49
3.77
41
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.72
N/A
N/A
3.65
3.58
3.77
67
3.15
-0.57
-14%
N/A
N/A
3.30
3.20
3.41
17
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
3.88
4.06
6
4.06
3.94
4.17
16
3.98
0.10
3%
4.06
5
4.12
3.98
4.24
23
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 12 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.49
3.24
4
3.76
3.52
4.09
22
3.61
0.12
3%
3.11
2
3.72
3.39
4.11
33
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.44
4.14
1
4.21
4.10
4.36
91
4.06
-0.38
-10%
4.16
4
4.16
4.00
4.27
32
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.46
4.50
5
4.53
4.45
4.63
29
4.19
-0.27
-7%
4.52
5
4.52
4.42
4.62
6
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.71
3.51
3
3.86
3.76
4.04
21
3.74
0.03
1%
3.44
2
3.80
3.63
4.00
39
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.48
3.46
3
3.37
3.04
3.61
67
3.38
-0.10
-3%
3.56
4
3.52
3.22
3.67
49
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
3.42
3.45
4
3.49
3.33
3.66
38
3.66
0.24
6%
3.83
6
3.66
3.51
3.83
51
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.94
2.43
3
2.99
2.72
3.28
35
2.35
-0.59
-15%
2.06
2
2.59
2.35
2.86
26
Q30C
nature of work >
research
3.04
2.78
2
3.07
2.94
3.22
45
3.01
-0.03
-1%
2.76
3
2.87
2.71
3.04
71
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
4.31
4.25
2
4.35
4.27
4.47
38
4.09
-0.22
-5%
4.15
3
4.31
4.19
4.45
17
3.48
3.20
3
3.36
3.15
3.53
66
3.45
-0.03
-1%
3.16
3
3.25
3.01
3.51
70
2.83
2.40
3
2.92
2.69
3.23
35
2.84
0.01
0%
2.55
3
2.78
2.51
3.06
48
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 13 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
4.11
3.67
2
3.58
3.45
3.82
98
3.71
-0.40
-10%
3.76
4
3.49
3.29
3.71
74
mean
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.40
2.85
2
3.17
2.90
3.42
72
3.04
-0.36
-9%
3.02
4
3.04
2.77
3.31
44
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.61
3.51
3
3.56
3.45
3.70
57
3.61
0.00
0%
3.65
5
3.57
3.38
3.76
51
3.67
3.39
2
3.50
3.39
3.71
73
3.57
-0.10
-3%
3.44
4
3.50
3.32
3.75
61
3.33
3.47
5
3.67
3.48
3.85
9
4.02
0.69
17%
3.83
2
3.99
3.83
4.15
55
3.94
3.98
4
4.14
3.97
4.28
20
4.10
0.16
4%
4.46
6
4.42
4.29
4.55
5
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.29
4.11
1
4.09
3.97
4.21
85
4.01
-0.28
-7%
4.20
6
4.28
4.17
4.42
6
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.16
4.03
2
4.01
3.90
4.18
70
4.06
-0.10
-3%
4.29
5
4.22
4.07
4.37
24
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.87
3.75
2
3.95
3.79
4.14
34
3.66
-0.21
-5%
3.86
5
4.14
4.01
4.32
5
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
3.67
3.62
3
3.59
3.48
3.71
65
3.79
0.12
3%
3.90
5
3.82
3.68
3.96
46
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.57
4.39
1
4.40
4.29
4.50
87
4.44
-0.13
-3%
4.68
5
4.64
4.55
4.73
9
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 14 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.94
4.01
4
4.06
3.90
4.21
28
3.95
0.01
0%
4.27
6
4.40
4.25
4.54
2
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.65
3.35
1
3.47
3.33
3.59
88
3.98
0.33
8%
3.86
2
3.96
3.81
4.09
55
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.18
4.02
2
4.11
3.99
4.24
63
4.14
-0.04
-1%
4.36
6
4.42
4.28
4.53
4
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.43
4.42
2
4.45
4.36
4.56
50
4.33
-0.10
-2%
4.49
6
4.61
4.53
4.70
4
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
4.07
4.01
3
3.96
3.88
4.05
80
3.88
-0.19
-5%
4.08
6
4.10
3.99
4.20
6
Q34A1
3
policy/practice >
importance >
work/home
3.33
3.21
4
3.37
3.18
3.56
43
3.48
0.15
4%
3.27
3
3.64
3.42
3.92
29
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.45
3.35
3
3.26
2.91
3.58
68
3.08
-0.37
-9%
3.48
4
3.25
2.92
3.54
49
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.66
3.56
3
3.66
3.51
3.82
48
4.00
0.34
9%
3.90
4
4.15
3.99
4.30
27
Q34A1
6
policy/practice >
importance >
work/home
3.56
3.30
1
3.48
3.32
3.66
55
3.48
-0.08
-2%
3.31
4
3.58
3.33
3.86
39
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.10
N/A
N/A
2.84
2.73
2.96
89
3.30
0.20
5%
N/A
N/A
3.22
3.14
3.32
65
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.94
N/A
N/A
3.84
3.71
3.97
65
3.62
-0.32
-8%
N/A
N/A
3.74
3.60
3.85
27
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 15 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.78
N/A
N/A
3.52
3.44
3.61
92
3.74
-0.04
-1%
N/A
N/A
3.94
3.76
4.13
19
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
2.37
N/A
N/A
2.67
2.51
2.79
3
3.05
0.68
17%
N/A
N/A
3.04
2.97
3.16
59
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
2.91
2.92
3
2.92
2.79
3.10
50
3.16
0.25
6%
2.85
1
2.90
2.69
3.07
79
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.38
3.43
4
3.41
3.27
3.57
40
3.23
-0.15
-4%
3.52
5
3.47
3.23
3.64
26
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.67
3.43
1
3.39
3.23
3.57
88
3.47
-0.20
-5%
3.59
4
3.48
3.31
3.66
41
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.41
3.38
4
3.31
3.18
3.49
57
3.44
0.03
1%
3.64
5
3.42
3.29
3.60
51
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.57
2.77
5
2.76
2.58
2.95
23
2.56
-0.01
0%
2.80
4
2.73
2.50
2.93
35
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.65
3.31
2
3.28
3.11
3.51
88
3.27
-0.38
-10%
3.38
5
3.40
3.18
3.63
32
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.33
2.96
3
3.25
2.98
3.52
59
3.20
-0.13
-3%
2.91
3
3.31
3.02
3.61
34
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
2.33
2.44
4
2.98
2.64
3.37
11
2.48
0.15
4%
2.58
3
3.08
2.60
3.55
18
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
2.96
3.17
6
3.15
2.96
3.37
25
3.31
0.35
9%
3.19
2
3.29
3.04
3.54
57
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 16 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
3.12
2.67
2
3.10
2.90
3.35
43
2.53
-0.59
-15%
2.62
5
2.99
2.67
3.21
12
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.12
3.03
4
3.43
3.14
3.70
22
2.96
-0.16
-4%
2.75
3
3.35
3.02
3.71
20
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
2.99
3.22
5
3.16
2.99
3.29
24
3.02
0.03
1%
3.25
4
3.06
2.88
3.24
43
Childcare - How effective or ineffective for
you have been the following at your
institution?
2.53
2.73
3
2.63
2.31
2.88
41
1.68
-0.85
-21%
2.57
6
2.40
2.03
2.75
6
1.84
2.29
3
2.30
1.98
2.60
15
2.43
0.59
15%
2.09
2
2.30
2.02
2.49
70
3.28
3.03
2
3.21
2.95
3.47
56
3.32
0.04
1%
3.15
3
3.44
3.08
3.81
40
2.08
2.68
5
2.68
2.37
2.91
4
2.13
0.05
1%
2.39
5
2.63
2.39
2.90
8
Elder care - How effective or ineffective for
you have been the following at your
institution?
2.37
N/A
N/A
2.85
2.69
3.00
0
3.30
0.93
23%
N/A
N/A
2.64
2.35
2.92
100
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
2.06
N/A
N/A
2.70
2.00
3.38
30
1.87
-0.19
-5%
N/A
N/A
2.85
2.35
3.40
8
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
3.13
N/A
N/A
2.97
2.77
3.13
74
2.95
-0.18
-4%
N/A
N/A
2.95
2.63
3.28
54
policy/practice >
effectiveness >
work/home
3.28
N/A
N/A
2.82
2.67
3.00
100
3.17
-0.11
-3%
N/A
N/A
2.67
2.53
3.15
79
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 17 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
3.13
3.05
4
3.06
2.77
3.38
55
2.66
-0.47
-12%
2.87
5
2.85
2.46
3.21
35
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
3.07
2.92
4
2.94
2.67
3.22
60
2.65
-0.42
-11%
2.64
4
2.66
2.35
2.94
44
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
4.20
3.94
2
3.59
3.37
3.87
99
3.48
-0.72
-18%
3.83
4
3.53
3.24
3.74
50
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
4.03
3.87
3
3.58
3.35
3.83
93
3.44
-0.59
-15%
3.73
4
3.46
3.24
3.69
48
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
4.04
N/A
N/A
3.88
3.77
4.00
77
3.65
-0.39
-10%
N/A
N/A
3.71
3.57
3.85
40
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.56
2.77
4
3.12
2.89
3.41
12
2.78
0.22
5%
2.88
4
3.13
2.84
3.42
20
Q37
policy/practice >
work/home
3.04
3.05
4
3.05
2.87
3.20
49
2.73
-0.31
-8%
2.58
3
2.70
2.56
2.90
59
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
4.08
4.05
3
4.00
3.88
4.12
61
3.78
-0.30
-8%
4.06
6
3.93
3.79
4.07
24
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.61
3.63
3
3.51
3.35
3.68
59
3.28
-0.33
-8%
3.57
5
3.45
3.28
3.63
24
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.67
3.42
2
3.43
3.29
3.60
85
3.32
-0.35
-9%
3.26
3
3.22
3.07
3.36
67
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.38
N/A
N/A
3.60
3.41
3.79
19
3.52
0.14
4%
N/A
N/A
3.48
3.36
3.62
57
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 18 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
All selected peers
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.79
3.53
3
3.52
3.37
3.68
88
3.59
-0.20
-5%
3.54
3
3.41
3.31
3.56
77
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.94
3.85
2
3.68
3.58
3.84
89
3.64
-0.30
-8%
3.79
5
3.67
3.54
3.80
48
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.91
3.82
3
3.83
3.73
3.95
67
3.95
0.04
1%
3.96
3
3.84
3.73
3.95
73
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.93
3.90
3
3.91
3.83
4.04
48
3.93
0.00
0%
4.02
6
3.97
3.85
4.06
37
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.20
3.85
1
3.80
3.66
3.98
95
3.87
-0.33
-8%
3.82
3
3.74
3.56
3.92
71
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.54
3.25
1
3.41
3.23
3.59
72
3.28
-0.26
-7%
3.43
4
3.41
3.23
3.53
34
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
3.84
N/A
N/A
3.94
3.85
4.06
19
4.00
0.16
4%
N/A
N/A
4.02
3.87
4.15
38
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
3.86
N/A
N/A
3.65
3.47
3.81
78
3.97
0.11
3%
N/A
N/A
3.72
3.58
3.85
81
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
4.00
N/A
N/A
3.81
3.66
3.95
78
3.79
-0.21
-5%
N/A
N/A
3.80
3.67
3.95
46
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
4.13
N/A
N/A
4.10
3.99
4.28
54
4.01
-0.12
-3%
N/A
N/A
4.04
3.94
4.16
46
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
4.05
3.82
1
3.89
3.78
4.05
74
3.98
-0.07
-2%
3.87
3
3.85
3.72
3.97
77
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 19 of 80
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
GENDER
MALES
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
FEMALES
All comparables
25th
75th
%tile
%tile
mean
mean
All selected peers
You
your
%tile
mean
net diff
(vs M)
% diff
(vs M)
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.70
3.41
3
3.59
3.44
3.80
63
3.62
-0.08
-2%
3.55
4
3.61
3.44
3.82
52
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.94
3.05
3
3.28
3.01
3.50
21
2.88
-0.06
-2%
3.19
4
3.21
3.03
3.44
18
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.93
3.83
3
3.95
3.82
4.11
45
3.68
-0.25
-6%
3.97
4
4.00
3.86
4.14
10
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.76
3.54
3
3.74
3.58
3.95
48
3.82
0.06
2%
3.66
4
3.72
3.55
3.88
62
means: 20 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
3.53
3.79
6
3.69
3.55
3.86
21
3.41
-0.12
-3%
3.70
5
3.71
3.54
3.93
16
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.47
3.67
5
3.61
3.51
3.75
18
3.20
-0.27
-7%
3.59
5
3.62
3.40
3.83
9
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
3.15
3.31
4
3.26
3.13
3.41
27
2.80
-0.35
-9%
3.42
6
3.39
3.23
3.60
2
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.51
3.57
5
3.48
3.40
3.60
46
3.42
-0.09
-2%
3.58
4
3.52
3.39
3.68
27
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.74
3.89
6
3.56
3.39
3.74
76
3.68
-0.06
-2%
3.66
3
3.58
3.42
3.79
61
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.43
3.48
3
3.63
3.52
3.80
20
3.19
-0.24
-6%
3.40
5
3.77
3.55
3.99
5
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.76
3.91
3
3.67
3.55
3.77
73
3.89
0.13
3%
3.73
3
3.71
3.57
3.90
74
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.22
3.05
2
3.09
2.97
3.25
71
3.12
-0.10
-3%
3.31
5
3.28
3.09
3.45
29
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
3.12
3.28
5
3.18
3.09
3.30
34
3.10
-0.02
-1%
3.40
4
3.26
3.08
3.47
28
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.87
3.14
5
2.96
2.80
3.10
35
2.77
-0.10
-3%
3.21
5
3.07
2.83
3.25
16
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.73
2.85
5
2.78
2.64
2.94
34
3.04
0.31
8%
3.06
4
2.98
2.80
3.12
57
means: 21 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.70
3.61
3
3.68
3.54
3.88
50
3.68
-0.02
-1%
3.57
3
3.72
3.54
3.89
43
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
3.76
3.87
5
3.84
3.76
3.97
24
3.69
-0.07
-2%
3.55
2
3.74
3.55
3.94
45
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.52
3.41
3
3.51
3.35
3.63
57
3.33
-0.19
-5%
3.29
2
3.51
3.32
3.68
30
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.48
3.56
4
3.57
3.44
3.65
30
3.45
-0.03
-1%
3.46
3
3.51
3.38
3.64
41
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.28
3.40
4
3.44
3.29
3.53
22
3.31
0.03
1%
3.15
3
3.39
3.22
3.51
37
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.16
3.32
5
3.36
3.23
3.47
13
3.22
0.06
2%
3.25
3
3.37
3.21
3.57
32
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
3.01
3.30
6
3.11
2.78
3.39
32
3.29
0.28
7%
3.22
3
3.22
2.90
3.53
52
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.48
3.73
6
3.70
3.51
3.91
21
3.90
0.42
11%
3.62
2
3.67
3.38
3.98
66
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
3.75
3.59
3
3.71
3.62
3.84
56
3.92
0.17
4%
3.63
1
3.78
3.66
3.92
73
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.37
N/A
N/A
3.45
3.32
3.55
31
3.56
0.19
5%
N/A
N/A
3.58
3.44
3.74
40
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
3.99
4.13
5
4.12
4.03
4.23
20
3.71
-0.28
-7%
3.84
4
3.98
3.85
4.11
11
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 22 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.62
3.22
2
3.77
3.52
4.14
29
3.28
-0.34
-9%
3.04
3
3.67
3.35
4.01
23
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.30
4.18
2
4.23
4.13
4.36
63
3.93
-0.37
-9%
4.08
5
4.10
3.98
4.27
17
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.35
4.56
6
4.59
4.50
4.69
5
4.13
-0.22
-5%
4.41
6
4.38
4.26
4.53
16
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.77
3.53
3
3.84
3.68
4.05
35
3.53
-0.24
-6%
3.34
3
3.80
3.62
4.04
18
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.53
3.54
4
3.45
3.11
3.64
65
3.01
-0.52
-13%
3.27
5
3.36
3.08
3.53
20
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
3.69
3.60
1
3.57
3.41
3.71
74
2.88
-0.81
-20%
3.74
4
3.56
3.31
3.79
5
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.57
2.19
3
2.74
2.49
3.00
30
2.81
0.24
6%
2.49
2
2.99
2.72
3.34
28
Q30C
nature of work >
research
3.06
2.79
2
2.99
2.87
3.13
62
2.89
-0.17
-4%
2.63
1
2.94
2.70
3.13
43
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
4.21
4.26
5
4.40
4.32
4.51
15
4.08
-0.13
-3%
3.93
2
4.14
3.99
4.30
39
3.44
3.19
3
3.29
3.10
3.47
71
3.55
0.11
3%
3.12
2
3.37
3.08
3.68
63
2.84
2.56
3
2.84
2.61
3.10
43
2.81
-0.03
-1%
1.89
1
2.88
2.63
3.23
36
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 23 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
3.84
3.71
2
3.53
3.38
3.76
88
4.08
0.24
6%
3.77
2
3.58
3.32
3.87
90
mean
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.27
2.98
3
3.09
2.82
3.31
68
2.94
-0.33
-8%
2.73
3
3.18
2.91
3.48
29
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.63
3.63
4
3.57
3.42
3.70
61
3.51
-0.12
-3%
3.36
4
3.57
3.40
3.77
38
3.58
3.46
3
3.49
3.35
3.71
59
3.74
0.16
4%
3.26
3
3.55
3.34
3.82
66
3.69
3.64
2
3.73
3.56
3.88
41
3.80
0.11
3%
3.70
4
4.02
3.86
4.20
17
3.98
4.24
6
4.27
4.13
4.38
12
4.23
0.25
6%
4.11
3
4.25
4.09
4.41
49
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.06
4.18
5
4.17
4.03
4.31
29
4.43
0.37
9%
4.04
1
4.18
4.04
4.36
93
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.05
4.15
4
4.09
3.95
4.24
46
4.35
0.30
8%
4.19
1
4.14
4.02
4.33
83
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.72
3.76
4
3.99
3.82
4.13
11
3.93
0.21
5%
4.06
4
4.15
4.03
4.33
17
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
3.67
3.73
4
3.61
3.51
3.72
62
4.05
0.38
10%
3.90
2
3.90
3.75
4.05
74
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.46
4.52
5
4.49
4.41
4.59
40
4.69
0.23
6%
4.61
2
4.54
4.43
4.65
87
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 24 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.91
4.08
5
4.17
4.03
4.31
15
4.09
0.18
4%
4.35
5
4.28
4.15
4.40
18
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.78
3.52
1
3.62
3.51
3.71
80
4.06
0.28
7%
3.88
3
3.86
3.71
4.03
80
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.16
4.17
3
4.24
4.14
4.35
29
4.16
0.00
0%
4.27
5
4.26
4.12
4.36
35
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.34
4.44
6
4.52
4.43
4.63
11
4.51
0.17
4%
4.55
4
4.53
4.42
4.66
50
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
3.86
4.03
6
3.98
3.89
4.06
20
4.38
0.52
13%
4.16
2
4.13
4.00
4.26
91
Q34A1
3
policy/practice >
importance >
work/home
3.25
3.18
4
3.37
3.21
3.58
32
4.09
0.84
21%
3.49
1
3.76
3.60
3.94
87
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.06
3.35
3
3.11
2.74
3.45
63
4.02
0.96
24%
3.77
3
3.61
3.31
3.77
83
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.75
3.73
4
3.82
3.68
3.95
34
4.24
0.49
12%
3.66
1
3.99
3.83
4.18
87
Q34A1
6
policy/practice >
importance >
work/home
3.42
3.29
4
3.39
3.22
3.57
40
3.93
0.51
13%
3.34
2
3.81
3.61
4.13
56
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.06
N/A
N/A
2.89
2.82
2.99
86
3.83
0.77
19%
N/A
N/A
3.31
3.14
3.53
100
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.60
N/A
N/A
3.69
3.63
3.81
22
4.40
0.80
20%
N/A
N/A
4.03
3.82
4.23
89
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 25 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.62
N/A
N/A
3.62
3.54
3.73
43
4.36
0.74
19%
N/A
N/A
3.88
3.79
4.07
97
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
2.61
N/A
N/A
2.75
2.60
2.89
27
3.33
0.72
18%
N/A
N/A
3.04
2.94
3.16
89
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
3.06
2.82
2
2.81
2.71
2.95
89
2.98
-0.08
-2%
3.14
3
3.12
2.88
3.34
38
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.26
3.52
6
3.42
3.30
3.57
21
3.45
0.19
5%
3.35
2
3.44
3.25
3.60
54
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.51
3.53
4
3.39
3.25
3.54
68
3.79
0.28
7%
3.41
1
3.52
3.26
3.72
83
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.39
3.52
5
3.31
3.16
3.49
56
3.58
0.19
5%
3.47
3
3.47
3.24
3.69
61
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.61
2.85
4
2.67
2.46
2.90
44
2.39
-0.22
-5%
2.51
4
2.89
2.66
3.07
10
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.44
3.37
4
3.31
3.08
3.53
63
3.49
0.05
1%
3.30
3
3.39
3.16
3.59
64
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.27
2.95
3
3.24
2.97
3.58
50
3.21
-0.06
-2%
2.87
2
3.33
3.11
3.57
33
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
2.42
2.48
4
3.00
2.61
3.42
15
2.33
-0.09
-2%
2.54
5
3.04
2.74
3.36
6
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
3.19
3.22
3
3.20
2.98
3.43
48
2.99
-0.20
-5%
2.94
3
3.19
2.95
3.45
30
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 26 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
2.88
2.61
2
2.99
2.80
3.24
34
2.73
-0.15
-4%
2.61
4
3.16
2.89
3.44
15
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.01
2.90
3
3.37
3.11
3.66
18
3.11
0.10
3%
2.87
3
3.43
3.13
3.72
21
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
2.92
3.20
5
3.04
2.92
3.16
26
3.32
0.40
10%
3.38
4
3.25
3.05
3.50
57
Childcare - How effective or ineffective for
you have been the following at your
institution?
2.01
2.69
6
2.48
2.17
2.73
13
2.74
0.73
18%
2.62
1
2.61
2.35
2.91
62
2.28
2.12
2
2.31
2.01
2.59
53
1.58
-0.70
-18%
2.54
2
2.33
2.01
2.57
4
3.29
3.10
3
3.37
3.12
3.64
46
3.36
0.07
2%
2.84
2
3.27
2.97
3.53
55
1.93
2.57
6
2.61
2.34
2.78
0
2.45
0.52
13%
2.30
3
2.70
2.50
3.13
15
Elder care - How effective or ineffective for
you have been the following at your
institution?
2.91
N/A
N/A
2.78
2.58
3.00
52
N<5
N<5
N<5
N/A
N/A
2.82
2.51
3.04
N<5
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
1.74
N/A
N/A
2.66
1.93
3.20
14
2.71
0.97
24%
N/A
N/A
2.93
2.41
3.36
38
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
3.05
N/A
N/A
2.97
2.77
3.20
54
3.05
0.00
0%
N/A
N/A
2.98
2.69
3.17
66
policy/practice >
effectiveness >
work/home
3.29
N/A
N/A
2.72
2.47
3.00
97
3.16
-0.13
-3%
N/A
N/A
2.85
2.58
3.04
83
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 27 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.82
2.95
5
2.95
2.63
3.30
41
3.02
0.20
5%
3.03
3
3.00
2.75
3.31
55
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.70
2.82
4
2.80
2.54
3.10
37
3.25
0.55
14%
2.67
1
2.86
2.68
3.07
82
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.76
3.92
4
3.62
3.43
3.81
70
4.02
0.26
6%
3.66
2
3.43
3.17
3.64
96
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.63
3.85
5
3.57
3.38
3.76
49
3.95
0.32
8%
3.63
2
3.42
3.19
3.64
91
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
3.83
N/A
N/A
3.81
3.72
3.95
52
3.81
-0.02
-1%
N/A
N/A
3.76
3.62
4.00
52
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.70
2.88
4
3.15
2.93
3.45
12
2.58
-0.12
-3%
2.53
3
3.02
2.74
3.34
12
Q37
policy/practice >
work/home
2.86
2.80
4
2.89
2.72
3.04
48
2.93
0.07
2%
2.91
3
2.91
2.72
3.09
51
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
3.96
4.12
5
4.01
3.87
4.14
43
3.79
-0.17
-4%
3.78
4
3.87
3.71
4.06
32
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.43
3.65
6
3.50
3.38
3.64
35
3.47
0.04
1%
3.29
3
3.44
3.27
3.65
51
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.51
3.35
3
3.34
3.19
3.52
70
3.42
-0.09
-2%
3.21
4
3.32
3.11
3.52
63
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.53
N/A
N/A
3.56
3.47
3.67
38
3.14
-0.39
-10%
N/A
N/A
3.45
3.30
3.66
14
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 28 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
All selected peers
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.76
3.57
3
3.48
3.38
3.59
90
3.41
-0.35
-9%
3.30
4
3.42
3.27
3.60
45
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.84
3.89
4
3.71
3.59
3.84
76
3.53
-0.31
-8%
3.52
4
3.58
3.43
3.73
44
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.99
3.93
3
3.87
3.78
4.00
74
3.67
-0.32
-8%
3.68
5
3.72
3.58
3.92
39
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.97
4.00
3
3.98
3.89
4.08
39
3.74
-0.23
-6%
3.80
3
3.80
3.64
4.00
37
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.07
3.88
2
3.80
3.67
3.91
85
3.90
-0.17
-4%
3.72
3
3.68
3.50
3.92
73
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.41
3.39
5
3.40
3.21
3.55
49
3.39
-0.02
-1%
3.00
2
3.39
3.17
3.62
45
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
4.00
N/A
N/A
4.02
3.96
4.16
32
3.61
-0.39
-10%
N/A
N/A
3.80
3.68
3.99
19
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
3.92
N/A
N/A
3.72
3.59
3.91
76
3.90
-0.02
-1%
N/A
N/A
3.55
3.35
3.81
81
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
3.92
N/A
N/A
3.86
3.71
4.07
54
3.77
-0.15
-4%
N/A
N/A
3.63
3.41
3.84
62
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
4.07
N/A
N/A
4.10
3.96
4.24
40
4.06
-0.01
0%
N/A
N/A
3.97
3.75
4.23
48
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
4.06
3.92
3
3.90
3.78
4.02
78
3.79
-0.27
-7%
3.60
2
3.79
3.63
4.01
50
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 29 of 80
your
%tile
mean
net diff
(vs W)
% diff
(vs W)
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
RACE/ETHNICITY
WHITE FACULTY
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
FACULTY OF COLOR
All comparables
25th
75th
%tile
%tile
mean
mean
You
your
%tile
mean
net diff
(vs W)
All selected peers
% diff
(vs W)
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.64
3.51
4
3.59
3.45
3.78
52
3.74
0.10
3%
3.31
1
3.59
3.43
3.75
73
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.77
3.10
5
3.19
2.93
3.46
15
3.59
0.82
21%
3.30
3
3.34
3.08
3.64
74
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.81
3.96
4
4.01
3.90
4.17
16
3.78
-0.03
-1%
3.71
3
3.83
3.61
4.06
37
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.75
3.62
4
3.72
3.62
3.92
50
3.97
0.22
6%
3.51
1
3.74
3.57
3.96
78
means: 30 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
3.14
3.93
5
3.81
3.61
4.13
5
3.67
3.84
3
3.81
3.54
4.11
37
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.14
4.13
5
3.72
3.50
3.97
8
3.67
3.90
3
3.76
3.42
4.02
40
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
2.84
3.75
5
3.42
3.11
3.72
7
3.37
3.61
3
3.41
3.12
3.67
45
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.48
3.96
5
3.66
3.47
3.88
29
3.60
3.93
4
3.63
3.37
3.82
45
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.76
3.89
3
3.66
3.50
3.97
54
3.95
4.07
3
3.67
3.44
3.91
83
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.35
3.45
4
3.76
3.68
4.05
11
3.56
3.66
2
3.80
3.50
4.07
28
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.67
4.02
5
3.63
3.39
3.86
56
3.67
3.97
4
3.69
3.49
3.91
60
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.13
3.12
4
3.04
2.76
3.28
57
2.98
3.34
5
3.16
2.98
3.37
23
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
2.97
3.45
5
3.17
3.01
3.41
18
2.79
3.35
5
3.25
2.98
3.50
15
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.69
3.22
5
2.92
2.65
3.16
26
2.58
3.06
5
3.03
2.79
3.25
12
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.49
2.82
5
2.68
2.46
2.97
31
2.80
2.82
4
2.83
2.67
3.06
43
means: 31 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.69
4.05
4
3.77
3.55
4.10
42
3.69
3.82
2
3.83
3.55
4.10
32
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
3.43
4.21
5
3.83
3.56
4.10
16
3.63
3.89
4
3.89
3.69
4.05
23
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.45
3.60
5
3.47
3.21
3.73
55
3.52
3.52
3
3.51
3.32
3.70
49
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.19
3.73
5
3.53
3.24
3.72
17
3.36
3.60
4
3.61
3.37
3.87
24
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.28
3.71
5
3.41
3.19
3.56
31
3.12
3.34
4
3.45
3.29
3.64
9
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
2.98
3.38
5
3.27
3.02
3.45
17
3.10
3.30
4
3.42
3.29
3.59
9
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
2.92
3.54
5
3.23
2.92
3.66
25
3.42
3.49
4
3.27
2.87
3.72
55
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.51
4.06
5
3.78
3.51
4.09
25
3.33
3.57
5
3.77
3.53
4.08
9
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
3.44
3.61
3
3.68
3.49
3.90
21
3.80
3.66
2
3.81
3.61
3.98
48
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.11
N/A
N/A
3.52
3.33
3.87
15
3.71
N/A
N/A
3.57
3.32
3.81
66
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
3.76
4.08
5
4.07
3.81
4.27
22
3.77
4.13
4
4.11
3.94
4.26
11
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 32 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.46
2.85
2
3.83
3.39
4.47
27
3.36
3.15
3
3.71
3.43
4.19
21
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.20
4.34
3
4.34
4.17
4.52
32
4.33
4.14
2
4.29
4.16
4.46
48
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.24
4.64
5
4.65
4.53
4.81
7
4.50
4.67
5
4.73
4.65
4.86
7
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.47
3.15
2
3.69
3.35
4.14
34
3.36
3.32
4
3.80
3.57
4.21
13
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.23
3.25
3
3.46
3.09
3.72
41
3.20
3.42
3
3.31
2.95
3.50
55
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
2.82
2.83
3
3.57
3.32
3.99
3
3.39
3.56
3
3.46
3.22
3.83
35
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.24
2.23
2
2.74
2.29
3.11
22
2.96
2.13
1
2.84
2.61
3.28
55
Q30C
nature of work >
research
2.63
2.53
3
2.93
2.58
3.28
30
3.07
3.45
3
3.19
2.91
3.40
49
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
3.83
4.46
5
4.51
4.31
4.67
1
4.39
4.43
3
4.52
4.42
4.69
22
3.43
2.95
3
3.27
2.83
3.66
59
3.01
2.95
4
3.23
2.93
3.64
31
2.84
2.70
4
2.75
2.43
3.19
59
2.60
2.49
2
2.82
2.60
3.28
25
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 33 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
3.56
3.94
5
3.79
3.48
4.16
29
3.81
3.34
3
3.56
3.19
3.89
68
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.18
2.90
3
3.15
2.74
3.59
50
3.14
2.75
2
3.03
2.70
3.35
47
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.56
3.14
3
3.59
3.20
3.97
46
3.36
3.99
4
3.58
3.36
3.86
25
3.92
3.46
1
3.59
3.33
3.95
73
3.37
2.99
3
3.48
3.25
3.78
40
3.68
3.66
2
3.74
3.54
3.96
44
3.29
3.33
3
3.63
3.32
3.89
19
4.03
4.22
4
4.26
4.04
4.50
23
3.89
4.01
5
4.25
4.08
4.51
13
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.27
4.28
3
4.13
3.93
4.38
59
4.15
4.23
3
4.17
4.00
4.35
51
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.21
4.20
3
4.11
3.95
4.38
52
4.10
4.07
4
4.12
3.83
4.37
44
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.77
3.30
2
3.72
3.56
4.05
51
3.66
3.56
3
4.04
3.95
4.30
13
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
3.80
3.84
4
3.61
3.39
3.84
68
3.51
3.52
2
3.52
3.24
3.73
57
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.77
4.77
4
4.71
4.56
4.86
51
4.43
4.60
4
4.64
4.51
4.76
13
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 34 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
4.09
4.39
5
4.59
4.37
4.87
5
4.07
4.19
4
4.46
4.32
4.67
8
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.88
3.59
2
3.78
3.52
4.04
58
3.76
3.56
2
3.78
3.57
3.97
51
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.06
4.46
5
4.38
4.24
4.61
12
4.16
4.15
3
4.36
4.20
4.51
20
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.50
4.74
4
4.61
4.51
4.78
22
4.32
4.46
4
4.64
4.55
4.77
5
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
4.06
3.99
3
4.01
3.85
4.22
50
3.76
3.83
4
3.94
3.81
4.05
17
Q34A1
3
policy/practice >
importance >
work/home
3.79
3.65
2
3.55
3.29
3.86
70
3.48
3.25
1
3.59
3.38
3.92
31
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.90
3.74
2
3.42
3.07
3.85
81
3.19
3.22
2
3.22
2.85
3.48
57
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.90
3.78
1
3.99
3.80
4.23
40
3.91
4.03
3
3.96
3.74
4.19
36
Q34A1
6
policy/practice >
importance >
work/home
3.86
3.31
2
3.70
3.42
4.10
58
3.45
3.71
4
3.54
3.38
3.90
35
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.64
N/A
N/A
3.07
2.92
3.43
100
3.19
N/A
N/A
2.88
2.81
3.16
85
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.92
N/A
N/A
3.72
3.62
3.96
69
3.75
N/A
N/A
3.80
3.49
3.93
55
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 35 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.93
N/A
N/A
3.69
3.50
3.95
72
3.82
N/A
N/A
3.79
3.70
4.06
42
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
3.06
N/A
N/A
2.83
2.61
3.09
66
2.67
N/A
N/A
2.77
2.64
2.90
36
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
2.93
2.88
1
2.94
2.65
3.12
48
2.85
3.03
2
2.91
2.62
3.18
52
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.44
3.39
3
3.49
3.23
3.79
37
3.08
3.47
5
3.43
3.22
3.71
18
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.45
3.67
5
3.47
3.22
3.66
47
3.61
3.58
2
3.48
3.16
3.72
64
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.32
3.58
5
3.40
3.21
3.72
41
3.38
3.53
3
3.38
3.14
3.73
45
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.24
2.88
4
2.73
2.44
3.03
17
2.97
2.77
2
2.71
2.41
2.93
79
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.13
3.05
4
3.25
2.96
3.59
37
3.51
3.57
3
3.37
3.06
3.58
68
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.62
2.72
2
3.26
2.69
3.96
67
2.92
2.69
2
3.25
2.85
3.77
31
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
1.76
2.50
5
3.20
2.50
3.80
1
2.35
2.42
3
3.05
2.54
3.84
15
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
2.98
2.94
1
3.11
2.91
3.57
31
2.88
2.80
1
3.09
2.77
3.59
32
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 36 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
2.53
2.39
3
2.88
2.53
3.27
26
2.65
2.23
3
3.01
2.76
3.48
20
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.28
2.80
2
3.52
3.14
3.98
32
2.63
2.57
3
3.45
3.17
3.89
8
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
2.67
3.20
5
3.13
2.96
3.44
7
2.82
3.25
5
3.08
2.84
3.35
22
Childcare - How effective or ineffective for
you have been the following at your
institution?
1.46
2.64
3
2.43
1.92
2.64
7
2.73
2.62
2
2.34
1.97
2.69
80
1.59
2.24
2
2.18
1.68
2.71
21
2.48
1.77
1
2.17
1.66
2.65
63
3.46
2.95
1
3.27
3.23
3.90
41
3.26
2.81
2
3.35
3.08
3.89
29
2.13
2.78
2
2.55
2.14
3.10
24
2.30
2.33
3
2.60
2.22
3.01
27
Elder care - How effective or ineffective for
you have been the following at your
institution?
N<5
N/A
N/A
2.81
2.56
2.85
N<5
3.00
N/A
N/A
2.90
2.84
3.00
33
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
N<5
N/A
N/A
2.57
1.81
3.16
N<5
2.07
N/A
N/A
2.49
2.04
3.40
27
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
2.87
N/A
N/A
2.99
2.78
3.62
33
2.92
N/A
N/A
2.82
2.29
3.00
68
policy/practice >
effectiveness >
work/home
3.32
N/A
N/A
2.69
2.71
3.08
100
3.00
N/A
N/A
2.51
2.72
2.94
100
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 37 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.75
2.67
3
2.84
2.66
3.27
32
3.11
2.74
3
2.86
2.49
3.35
59
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.56
2.37
3
2.69
2.42
3.09
35
2.85
2.63
3
2.72
2.40
3.05
59
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.65
3.49
2
3.64
3.37
3.93
45
3.80
3.70
4
3.54
3.24
4.00
63
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.59
3.61
3
3.65
3.38
3.94
42
3.67
3.66
4
3.46
3.18
3.85
65
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
3.55
N/A
N/A
3.72
3.54
4.08
26
3.62
N/A
N/A
3.78
3.47
4.00
34
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.98
2.66
1
2.93
2.52
3.26
53
2.26
2.80
4
2.98
2.68
3.44
16
Q37
policy/practice >
work/home
2.57
2.48
3
2.82
2.48
3.08
32
2.91
3.17
4
2.98
2.75
3.16
45
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
3.64
4.42
5
4.09
3.78
4.36
14
3.96
4.02
3
4.02
3.73
4.29
41
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.16
3.33
4
3.58
3.35
3.82
11
3.51
3.66
3
3.54
3.31
3.81
41
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.25
3.40
2
3.29
3.06
3.59
38
3.38
3.02
3
3.15
2.91
3.46
65
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.07
N/A
N/A
3.64
3.39
3.80
4
3.44
N/A
N/A
3.39
3.10
3.73
48
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 38 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
All selected peers
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.66
3.24
1
3.53
3.26
3.76
67
3.31
3.21
3
3.40
3.11
3.66
36
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.71
3.67
2
3.82
3.59
4.04
40
3.71
3.67
4
3.72
3.47
3.93
45
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.84
3.83
2
3.89
3.72
4.09
43
3.67
3.89
4
3.87
3.73
4.09
17
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.86
4.10
4
4.10
3.94
4.26
14
3.76
3.98
3
4.06
3.92
4.26
15
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.06
3.91
2
3.81
3.58
4.07
72
3.87
3.45
3
3.78
3.53
4.07
56
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.15
3.19
2
3.47
3.12
3.72
29
3.26
2.98
3
3.35
3.04
3.71
36
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
3.67
N/A
N/A
4.13
3.92
4.31
7
3.92
N/A
N/A
4.06
3.90
4.31
30
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
3.54
N/A
N/A
3.80
3.57
3.95
22
3.92
N/A
N/A
3.65
3.49
3.87
82
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
3.61
N/A
N/A
3.88
3.69
4.08
19
3.81
N/A
N/A
3.84
3.57
4.08
55
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
3.92
N/A
N/A
4.10
3.89
4.35
28
3.71
N/A
N/A
3.99
3.63
4.49
32
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
3.73
3.59
2
3.90
3.62
4.17
29
3.86
3.65
2
3.89
3.63
4.14
44
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 39 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
HUMANITIES
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
SOCIAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
your
%tile
mean
All selected peers
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.44
3.56
2
3.50
3.29
3.75
39
3.44
3.13
2
3.59
3.27
3.82
36
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.23
2.97
5
3.00
2.66
3.40
8
3.07
3.00
3
3.20
2.83
3.61
42
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.80
4.19
3
4.09
3.89
4.31
20
3.61
3.92
4
4.04
3.73
4.30
19
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.57
3.53
2
3.70
3.53
3.97
28
3.62
3.50
3
3.75
3.53
3.99
35
means: 40 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
N<5
3.58
N/A
3.78
3.69
4.11
N<5
4.36
3.92
1
3.80
3.42
4.00
90
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
N<5
3.38
N/A
3.67
3.61
4.07
N<5
3.95
3.66
1
3.75
3.57
4.00
63
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
N<5
2.92
N/A
3.39
3.28
3.74
N<5
4.00
2.88
1
3.35
3.00
3.83
85
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
N<5
3.62
N/A
3.62
3.45
3.82
N<5
3.95
3.12
1
3.55
3.45
3.86
80
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
N<5
3.87
N/A
3.59
3.44
3.85
N<5
3.82
3.79
1
3.50
3.21
3.87
73
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
N<5
3.44
N/A
3.77
3.62
4.14
N<5
4.36
3.10
1
3.72
3.60
4.15
85
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
N<5
3.62
N/A
3.72
3.46
4.00
N<5
3.77
3.73
1
3.59
3.18
3.79
68
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
N<5
3.09
N/A
3.23
3.00
3.58
N<5
3.82
3.35
1
3.05
2.98
3.32
88
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
N<5
2.69
N/A
3.33
3.02
3.57
N<5
3.59
3.71
1
3.21
2.95
3.58
78
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
N<5
2.69
N/A
3.05
2.71
3.23
N<5
N<5
3.21
N/A
2.89
2.55
3.28
N<5
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
N<5
2.38
N/A
2.79
2.66
3.15
N<5
2.82
2.91
1
2.76
2.39
3.12
49
means: 41 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
N<5
3.48
N/A
3.85
3.70
4.27
N<5
3.95
3.23
1
3.66
3.49
4.05
63
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
N<5
3.73
N/A
3.79
3.67
4.09
N<5
3.71
3.23
1
3.78
3.51
4.14
35
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
N<5
3.37
N/A
3.60
3.42
3.95
N<5
3.82
3.45
1
3.45
3.29
3.88
63
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
N<5
2.99
N/A
3.58
3.26
3.84
N<5
3.59
3.81
1
3.61
3.39
4.00
45
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
N<5
3.04
N/A
3.40
3.20
3.65
N<5
N<5
3.06
N/A
3.40
3.28
3.89
N<5
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
N<5
2.88
N/A
3.33
3.20
3.64
N<5
3.41
3.06
1
3.32
3.16
3.67
46
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
N<5
2.84
N/A
3.28
3.11
3.70
N<5
3.35
3.04
1
3.27
2.90
3.69
50
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
N<5
3.34
N/A
3.76
3.55
4.17
N<5
4.77
3.25
1
3.67
3.60
4.24
97
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
N<5
3.59
N/A
3.63
3.37
3.88
N<5
3.23
3.74
1
3.66
3.34
3.89
18
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
N<5
N/A
N/A
3.42
3.21
3.70
N<5
2.00
N/A
N/A
3.40
3.24
3.67
0
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
N<5
4.35
N/A
4.08
3.88
4.31
N<5
3.36
3.93
1
4.12
3.91
4.36
3
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 42 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
N<5
3.29
N/A
3.94
3.75
4.38
N<5
2.95
3.37
1
3.71
3.67
4.15
5
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
N<5
4.68
N/A
4.18
3.86
4.51
N<5
4.41
4.20
1
4.23
3.91
4.46
70
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
N<5
4.63
N/A
4.46
4.11
4.73
N<5
4.41
4.54
1
4.58
4.41
4.82
25
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
N<5
3.48
N/A
3.84
3.60
4.25
N<5
3.18
3.36
1
3.80
3.67
4.18
5
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
N<5
3.40
N/A
3.41
2.97
3.95
N<5
3.06
3.70
1
3.43
3.16
3.89
21
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
N<5
N<5
N/A
3.14
2.81
3.54
N<5
4.01
3.50
1
3.41
3.25
4.00
79
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
N<5
2.52
N/A
2.79
2.59
3.31
N<5
2.17
2.22
1
2.72
2.49
3.20
13
Q30C
nature of work >
research
N<5
2.50
N/A
3.08
3.00
3.46
N<5
3.01
3.13
1
3.04
2.84
3.32
50
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
N<5
4.68
N/A
4.38
4.28
4.58
N<5
4.01
4.24
1
4.45
4.28
4.63
10
N<5
3.79
N/A
3.46
3.22
3.84
N<5
3.07
3.31
1
3.27
3.07
4.06
25
N<5
2.35
N/A
3.09
2.99
3.60
N<5
3.29
1.98
1
2.88
2.83
3.54
61
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 43 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
N<5
3.13
N/A
3.54
3.26
3.94
N<5
3.83
3.53
1
3.25
2.77
3.82
78
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
N<5
2.75
N/A
3.29
3.04
3.81
N<5
3.18
2.91
1
3.01
2.90
3.60
41
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
N<5
3.18
N/A
3.68
3.51
3.92
N<5
N<5
3.68
N/A
3.47
3.24
3.93
N<5
N<5
2.92
N/A
3.44
3.02
3.72
N<5
2.53
2.94
1
3.08
2.77
3.52
15
N<5
3.30
N/A
3.57
3.30
4.01
N<5
3.13
3.85
1
3.76
3.56
4.14
5
N<5
4.24
N/A
4.19
4.02
4.44
N<5
N<5
4.66
N/A
4.28
4.09
4.60
N<5
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
N<5
4.42
N/A
4.12
3.86
4.31
N<5
N<5
3.12
N/A
4.03
3.99
4.42
N<5
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
N<5
4.15
N/A
3.98
3.73
4.27
N<5
N<5
3.43
N/A
3.99
3.82
4.30
N<5
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
N<5
4.16
N/A
4.11
4.00
4.44
N<5
N<5
4.30
N/A
4.26
4.15
4.50
N<5
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
N<5
3.69
N/A
3.56
3.42
3.83
N<5
N<5
3.58
N/A
3.69
3.52
4.07
N<5
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
N<5
4.07
N/A
4.15
3.91
4.35
N<5
N<5
4.18
N/A
4.18
3.90
4.47
N<5
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 44 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
N<5
4.14
N/A
4.02
3.64
4.40
N<5
N<5
4.54
N/A
4.05
3.65
4.17
N<5
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
N<5
3.97
N/A
3.39
3.10
3.61
N<5
N<5
3.76
N/A
3.65
3.41
3.80
N<5
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
N<5
4.35
N/A
4.06
3.89
4.32
N<5
N<5
4.39
N/A
4.20
3.99
4.38
N<5
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
N<5
4.62
N/A
4.47
4.36
4.71
N<5
N<5
4.79
N/A
4.56
4.35
4.74
N<5
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
N<5
3.91
N/A
3.87
3.65
4.09
N<5
N<5
4.29
N/A
4.04
3.85
4.25
N<5
Q34A1
3
policy/practice >
importance >
work/home
N<5
3.27
N/A
3.54
3.24
3.97
N<5
N<5
2.99
N/A
3.81
3.60
4.13
N<5
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
N<5
3.84
N/A
3.20
2.66
3.52
N<5
N<5
3.58
N/A
3.31
2.78
3.67
N<5
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
N<5
4.12
N/A
3.70
3.36
3.94
N<5
N<5
3.44
N/A
3.98
3.61
4.24
N<5
Q34A1
6
policy/practice >
importance >
work/home
N<5
3.15
N/A
3.57
3.53
3.92
N<5
N<5
3.19
N/A
3.62
3.25
3.98
N<5
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
N<5
N/A
N/A
2.87
2.73
3.07
N<5
N<5
N/A
N/A
2.96
2.66
2.94
N<5
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
N<5
N/A
N/A
3.60
3.29
3.88
N<5
N<5
N/A
N/A
3.78
3.62
3.95
N<5
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 45 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
N<5
N/A
N/A
3.51
3.44
3.78
N<5
N<5
N/A
N/A
3.73
3.40
3.79
N<5
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
N<5
N/A
N/A
2.72
2.23
2.74
N<5
N<5
N/A
N/A
2.73
2.47
2.89
N<5
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
N<5
2.58
N/A
2.94
2.65
3.25
N<5
N<5
2.87
N/A
2.86
2.42
3.27
N<5
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
N<5
3.78
N/A
3.49
3.33
3.84
N<5
N<5
3.50
N/A
3.49
3.17
3.91
N<5
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
N<5
3.26
N/A
3.43
3.20
3.64
N<5
N<5
3.13
N/A
3.31
3.14
3.80
N<5
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
N<5
3.26
N/A
3.35
3.07
3.66
N<5
N<5
2.94
N/A
3.24
3.05
3.71
N<5
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
N<5
2.44
N/A
2.92
2.64
3.36
N<5
N<5
2.87
N/A
2.71
2.40
3.10
N<5
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
N<5
2.93
N/A
3.27
3.13
3.61
N<5
N<5
3.94
N/A
3.44
3.14
3.65
N<5
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
N<5
3.24
N/A
3.34
3.02
3.71
N<5
N<5
2.42
N/A
2.93
2.77
3.40
N<5
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
N<5
2.84
N/A
3.25
2.89
4.24
N<5
N<5
2.74
N/A
2.99
2.49
3.27
N<5
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
N<5
3.80
N/A
3.19
2.83
3.52
N<5
N<5
N<5
N/A
3.20
3.00
3.51
N<5
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 46 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
N<5
3.33
N/A
3.37
3.23
3.74
N<5
N<5
1.65
N/A
3.06
2.74
3.58
N<5
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
N<5
2.89
N/A
3.65
3.48
4.05
N<5
N<5
3.10
N/A
3.26
3.10
3.86
N<5
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
N<5
3.09
N/A
3.22
2.95
3.57
N<5
N<5
2.81
N/A
3.09
2.96
3.51
N<5
Childcare - How effective or ineffective for
you have been the following at your
institution?
N<5
2.76
N/A
2.65
2.24
3.20
N<5
N<5
N<5
N/A
2.48
2.08
2.84
N<5
N<5
2.18
N/A
2.56
1.89
3.69
N<5
N<5
N<5
N/A
2.35
2.27
2.91
N<5
N<5
2.78
N/A
3.37
3.36
3.83
N<5
N<5
N<5
N/A
3.32
3.13
4.03
N<5
N<5
2.88
N/A
2.73
2.41
3.12
N<5
N<5
N<5
N/A
2.68
2.72
3.35
N<5
Elder care - How effective or ineffective for
you have been the following at your
institution?
N<5
N/A
N/A
2.93
N/A
N/A
N<5
N<5
N/A
N/A
2.57
2.83
2.83
N<5
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
N<5
N/A
N/A
2.97
2.84
3.21
N<5
N<5
N/A
N/A
2.83
2.00
3.78
N<5
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
N<5
N/A
N/A
3.22
2.59
3.17
N<5
N<5
N/A
N/A
2.80
2.27
2.74
N<5
policy/practice >
effectiveness >
work/home
N<5
N/A
N/A
3.04
N/A
N/A
N<5
N<5
N/A
N/A
2.45
2.40
2.40
N<5
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 47 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
N<5
2.78
N/A
3.17
2.82
3.62
N<5
N<5
2.89
N/A
3.08
2.29
3.28
N<5
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
N<5
2.64
N/A
2.96
2.84
3.48
N<5
N<5
2.31
N/A
2.88
2.44
3.16
N<5
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
N<5
4.15
N/A
3.66
3.38
4.10
N<5
N<5
4.32
N/A
3.61
3.23
3.77
N<5
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
N<5
4.04
N/A
3.62
3.25
4.09
N<5
N<5
3.82
N/A
3.55
3.17
3.71
N<5
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
N<5
N/A
N/A
3.70
3.42
4.10
N<5
N<5
N/A
N/A
3.85
3.26
4.16
N<5
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
N<5
2.71
N/A
3.12
2.72
3.68
N<5
N<5
2.50
N/A
3.12
2.76
3.55
N<5
Q37
policy/practice >
work/home
N<5
2.61
N/A
2.77
2.58
3.02
N<5
N<5
2.63
N/A
2.81
2.48
3.14
N<5
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
N<5
3.21
N/A
3.86
3.61
4.29
N<5
N<5
3.92
N/A
3.95
3.73
4.30
N<5
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
N<5
3.22
N/A
3.64
3.22
3.99
N<5
N<5
3.63
N/A
3.56
3.20
3.79
N<5
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
N<5
3.13
N/A
3.59
3.56
4.00
N<5
N<5
3.67
N/A
3.62
3.24
3.86
N<5
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
N<5
N/A
N/A
3.57
3.57
4.00
N<5
N<5
N/A
N/A
3.38
3.04
3.36
N<5
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 48 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
All selected peers
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
N<5
3.32
N/A
3.58
3.24
3.91
N<5
N<5
3.82
N/A
3.59
3.13
3.68
N<5
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
N<5
4.06
N/A
3.70
3.46
3.99
N<5
N<5
3.82
N/A
3.77
3.31
3.84
N<5
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
N<5
3.56
N/A
3.79
3.55
4.13
N<5
N<5
4.00
N/A
3.97
3.64
4.18
N<5
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
N<5
3.60
N/A
3.80
3.64
4.15
N<5
N<5
3.78
N/A
4.03
3.78
4.29
N<5
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
N<5
3.35
N/A
3.74
3.33
4.07
N<5
N<5
3.48
N/A
3.78
3.12
3.90
N<5
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
N<5
3.38
N/A
3.56
3.32
4.08
N<5
N<5
3.15
N/A
3.40
3.09
3.80
N<5
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
N<5
N/A
N/A
3.87
3.93
4.41
N<5
N<5
N/A
N/A
4.06
3.81
4.23
N<5
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
N<5
N/A
N/A
3.51
3.12
3.83
N<5
N<5
N/A
N/A
3.38
3.03
3.48
N<5
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
N<5
N/A
N/A
3.71
3.55
4.11
N<5
N<5
N/A
N/A
3.68
3.17
3.55
N<5
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
N<5
N/A
N/A
4.12
3.86
4.37
N<5
N<5
N/A
N/A
4.23
3.83
4.37
N<5
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
N<5
3.35
N/A
3.88
3.66
4.25
N<5
N<5
3.95
N/A
3.94
3.80
4.23
N<5
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 49 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
PHYSICAL SCIENCES
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
BIOLOGICAL SCIENCES
All comparables
25th
75th
%tile
%tile
mean
mean
You
your
%tile
mean
All selected peers
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
N<5
2.83
N/A
3.49
3.40
3.89
N<5
N<5
2.94
N/A
3.40
3.10
3.87
N<5
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N<5
2.87
N/A
3.17
2.79
3.65
N<5
N<5
2.75
N/A
3.04
2.36
3.61
N<5
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
N<5
3.06
N/A
3.83
3.76
4.36
N<5
N<5
3.58
N/A
3.77
3.65
4.21
N<5
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
N<5
3.04
N/A
3.74
3.65
4.14
N<5
N<5
3.29
N/A
3.64
3.49
4.08
N<5
means: 50 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
2.60
4.16
3
3.80
3.54
3.92
2
4.26
4.10
2
3.69
3.44
3.99
91
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
2.40
3.85
3
3.65
3.32
3.86
2
4.26
4.16
1
3.56
3.33
3.96
98
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
2.20
3.48
3
3.29
2.98
3.53
2
3.73
4.09
2
3.32
3.04
3.72
75
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
2.62
3.87
3
3.55
3.32
3.73
2
3.73
3.75
2
3.48
3.31
3.76
72
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.43
4.01
3
3.62
3.39
3.79
29
3.95
4.03
2
3.44
3.16
3.78
86
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
mean
peer
rank
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
2.21
3.55
3
3.72
3.47
3.99
0
4.15
4.23
2
3.63
3.36
4.00
86
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.80
4.08
1
3.77
3.59
3.94
58
4.35
4.00
1
3.65
3.51
4.00
100
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
2.19
2.88
3
3.29
3.09
3.62
2
3.56
3.28
2
3.15
2.89
3.53
79
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
2.56
3.18
3
3.21
2.92
3.46
3
3.89
3.32
2
3.22
3.00
3.52
93
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.56
3.10
3
2.99
2.79
3.24
9
2.96
3.06
2
2.99
2.83
3.32
48
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.56
2.88
2
2.98
2.76
3.21
11
3.16
3.33
2
2.85
2.63
3.21
70
means: 51 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.61
3.64
2
3.72
3.52
4.02
35
4.59
4.14
1
3.71
3.40
3.99
100
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
4.01
3.73
1
3.86
3.68
4.10
67
4.35
4.02
1
3.83
3.75
4.13
93
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.00
3.46
3
3.61
3.45
3.90
2
2.96
3.56
3
3.52
3.48
3.83
4
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.38
3.57
2
3.56
3.34
3.75
31
4.39
3.57
1
3.62
3.50
4.00
96
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.38
3.21
2
3.41
3.23
3.65
45
3.31
3.21
1
3.48
3.34
3.79
22
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.38
3.21
2
3.44
3.23
3.67
46
3.11
3.50
3
3.38
3.23
3.60
17
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
2.39
3.17
3
3.22
2.71
3.56
8
4.02
4.01
1
3.22
2.95
3.66
91
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.59
3.94
2
3.79
3.34
4.15
39
4.41
4.21
1
3.54
3.26
3.96
98
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
4.20
3.95
1
3.67
3.54
3.98
94
4.54
4.07
1
3.95
3.78
4.37
96
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
4.01
N/A
N/A
3.47
3.25
3.76
100
4.54
N/A
N/A
3.81
3.79
4.23
97
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
4.41
4.24
1
3.98
3.98
4.28
89
4.54
4.26
1
4.05
3.97
4.42
88
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 52 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
4.17
3.40
1
3.60
3.37
4.15
79
3.70
3.59
1
3.83
3.59
4.38
32
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.01
4.50
3
4.16
3.92
4.40
35
4.35
4.06
1
4.06
3.88
4.37
68
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
3.82
4.42
3
4.33
4.18
4.62
6
4.50
4.45
2
4.41
4.19
4.74
52
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
4.40
4.03
1
3.91
3.67
4.20
94
4.15
3.83
1
3.79
3.53
4.22
71
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.20
3.39
3
3.29
2.91
3.74
42
3.80
3.94
3
3.41
3.02
4.13
64
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
N<5
2.68
N/A
3.29
3.13
3.71
N<5
4.31
4.12
2
3.56
3.29
4.01
91
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.39
2.09
2
2.86
2.60
3.36
17
3.59
2.91
1
3.32
2.99
3.82
59
Q30C
nature of work >
research
2.61
2.80
2
2.90
2.72
3.21
22
N<5
2.94
N/A
3.42
3.07
4.01
N<5
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
3.82
4.07
3
4.10
3.97
4.36
20
4.43
4.46
2
4.42
4.20
4.65
36
3.21
3.20
1
3.31
3.09
3.75
42
3.31
3.13
2
3.60
3.17
4.28
29
2.98
2.31
1
2.91
2.68
3.46
38
2.66
2.43
2
2.94
2.65
3.64
26
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 53 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
4.58
3.96
1
3.52
3.33
3.86
100
3.89
4.07
1
3.74
3.41
4.18
63
mean
your
%tile
mean
mean
peer
rank
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
2.77
3.25
2
3.16
2.95
3.50
14
3.42
2.33
1
3.12
2.90
3.70
57
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.36
3.57
3
3.47
3.26
3.74
41
4.11
3.44
1
3.53
3.33
3.96
90
3.62
3.13
2
3.37
3.24
3.71
64
3.42
3.56
2
3.59
3.24
3.87
36
3.95
3.68
1
3.72
3.62
4.03
65
3.76
3.47
2
3.58
3.34
3.95
61
4.39
4.18
1
4.16
3.97
4.41
71
4.15
3.93
2
4.17
3.99
4.51
42
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.40
4.12
2
4.13
3.93
4.35
83
4.54
4.07
1
4.13
3.92
4.35
93
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.21
4.31
2
4.05
3.84
4.21
76
4.35
3.64
1
3.98
3.77
4.30
82
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
4.41
3.94
1
4.19
4.11
4.41
74
2.50
3.22
3
3.27
2.79
3.68
9
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
4.21
3.80
2
3.69
3.52
3.88
92
3.50
3.56
3
3.55
3.29
3.71
53
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
5.00
4.49
1
4.37
4.22
4.56
100
4.15
4.10
3
4.53
4.42
4.75
5
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 54 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.80
3.69
2
3.97
3.73
4.16
29
3.15
3.80
3
4.08
3.83
4.27
2
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.77
3.32
1
3.54
3.28
3.72
83
3.22
3.23
3
3.54
3.28
3.76
22
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.20
3.73
1
4.09
3.97
4.26
70
4.35
4.18
2
4.31
4.16
4.51
58
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.38
4.30
3
4.47
4.36
4.60
33
4.15
4.48
3
4.55
4.40
4.76
2
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
4.59
4.07
1
3.97
3.86
4.13
98
3.96
3.48
2
3.86
3.67
4.19
55
Q34A1
3
policy/practice >
importance >
work/home
3.79
3.69
2
3.53
3.30
3.85
65
2.57
3.02
3
3.22
2.69
3.44
15
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
2.96
3.86
3
3.33
2.89
3.55
33
1.68
3.48
3
2.89
2.23
3.18
4
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.18
3.63
3
3.75
3.54
3.95
3
2.72
3.37
3
3.77
3.50
4.13
6
Q34A1
6
policy/practice >
importance >
work/home
4.00
3.69
2
3.63
3.33
4.00
76
1.98
3.42
3
3.37
2.95
3.61
2
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.59
N/A
N/A
2.87
2.74
3.23
96
1.83
N/A
N/A
2.87
2.32
3.11
0
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.98
N/A
N/A
3.87
3.69
4.08
65
3.37
N/A
N/A
3.81
3.40
4.03
23
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 55 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.98
N/A
N/A
3.75
3.61
3.84
92
2.96
N/A
N/A
3.68
3.41
3.93
5
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
2.77
N/A
N/A
2.71
2.53
2.97
38
1.98
N/A
N/A
2.76
2.21
2.87
5
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
1.99
2.79
3
2.85
2.60
3.22
3
3.94
3.19
1
2.81
2.64
3.14
100
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
2.18
3.55
3
3.45
3.10
3.72
0
4.13
3.62
1
3.28
2.99
3.56
98
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.19
3.99
2
3.44
3.17
3.62
28
4.11
3.90
1
3.47
3.26
3.77
93
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.40
3.78
2
3.35
3.12
3.54
57
3.76
3.58
1
3.35
3.08
3.70
79
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
1.76
2.65
3
2.77
2.56
3.09
3
N<5
3.10
N/A
2.78
2.28
3.07
N<5
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
N<5
3.09
N/A
3.25
3.07
3.54
N<5
3.50
3.19
2
3.26
3.01
3.62
63
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
2.97
2.95
3
3.11
2.84
3.53
37
3.50
3.26
2
3.61
3.30
4.16
36
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
N<5
2.75
N/A
2.95
2.52
3.34
N<5
N<5
2.46
N/A
2.90
2.43
3.15
N<5
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
N<5
3.04
N/A
3.10
2.84
3.41
N<5
N<5
3.13
N/A
3.21
2.58
3.48
N<5
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 56 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
N<5
3.28
N/A
3.27
2.94
3.57
N<5
3.61
2.70
1
3.52
3.24
4.00
48
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
N<5
3.51
N/A
3.42
3.08
3.78
N<5
3.51
3.32
1
3.57
3.22
4.08
46
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
3.57
3.73
1
3.15
2.93
3.39
92
3.61
2.96
1
3.01
2.83
3.49
82
Childcare - How effective or ineffective for
you have been the following at your
institution?
N<5
2.51
N/A
2.64
2.31
3.17
N<5
N<5
3.40
N/A
2.61
2.46
3.08
N<5
N<5
2.64
N/A
2.43
1.95
2.72
N<5
N<5
2.50
N/A
2.44
2.19
3.55
N<5
N<5
2.31
N/A
3.31
3.01
3.74
N<5
N<5
2.81
N/A
3.12
2.97
3.95
N<5
N<5
2.75
N/A
2.61
2.34
3.01
N<5
N<5
2.79
N/A
2.61
2.56
3.10
N<5
Elder care - How effective or ineffective for
you have been the following at your
institution?
N<5
N/A
N/A
2.97
2.78
3.17
N<5
N<5
N/A
N/A
2.70
3.18
3.18
N<5
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
N<5
N/A
N/A
2.85
2.45
3.66
N<5
1.90
N/A
N/A
2.86
2.25
3.72
11
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
N<5
N/A
N/A
3.22
2.53
3.39
N<5
N<5
N/A
N/A
2.93
2.91
3.18
N<5
policy/practice >
effectiveness >
work/home
N<5
N/A
N/A
2.91
2.91
3.21
N<5
N<5
N/A
N/A
2.89
2.70
2.70
N<5
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 57 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
N<5
3.06
N/A
2.95
2.60
3.46
N<5
N<5
3.78
N/A
3.19
2.88
3.62
N<5
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.44
2.88
3
2.82
2.55
3.14
19
N<5
3.95
N/A
3.03
2.90
3.45
N<5
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
N<5
4.01
N/A
3.42
3.09
3.72
N<5
N<5
4.21
N/A
3.58
3.41
4.01
N<5
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.22
3.80
3
3.41
3.07
3.63
32
N<5
4.06
N/A
3.51
3.34
3.97
N<5
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
2.81
N/A
N/A
3.81
3.26
4.00
3
N<5
N/A
N/A
3.96
3.84
4.29
N<5
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.41
2.93
2
3.28
3.19
3.70
8
4.00
3.43
1
3.57
3.24
4.11
66
Q37
policy/practice >
work/home
2.43
2.81
2
2.89
2.63
3.19
11
4.08
3.96
1
3.43
3.11
3.68
96
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
3.00
4.41
3
3.96
3.57
4.12
0
4.39
4.42
2
3.86
3.65
4.21
87
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
2.57
4.22
3
3.43
3.12
3.71
3
4.15
3.80
1
3.45
3.28
3.93
93
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
2.78
3.65
2
3.37
3.05
3.64
11
4.35
3.56
1
3.23
2.90
3.62
100
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
2.61
N/A
N/A
3.51
2.96
3.76
4
4.54
N/A
N/A
3.74
3.53
4.05
100
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 58 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
All comparables
25th
75th
mean
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.38
4.04
2
3.40
3.04
3.67
53
4.54
3.81
1
3.43
3.21
3.81
100
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
2.99
4.10
3
3.57
3.28
3.75
6
4.15
4.44
1
3.69
3.50
4.09
80
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.80
4.32
3
3.68
3.50
3.97
60
4.35
4.13
1
3.77
3.51
4.15
87
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.20
4.22
3
3.76
3.49
4.04
6
4.15
4.52
1
3.94
3.68
4.31
68
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.43
4.23
3
3.74
3.43
3.94
23
4.74
4.40
1
3.78
3.61
4.16
100
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
2.01
3.47
3
3.33
2.94
3.63
0
4.54
3.67
1
3.35
3.09
3.77
96
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
3.22
N/A
N/A
3.90
3.69
4.18
4
4.35
N/A
N/A
3.98
3.83
4.32
76
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
N<5
N/A
N/A
3.56
3.24
3.83
N<5
4.15
N/A
N/A
3.81
3.61
4.22
68
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
3.38
N/A
N/A
3.75
3.47
3.98
20
4.15
N/A
N/A
3.79
3.80
4.13
76
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
3.61
N/A
N/A
3.93
3.49
4.31
34
4.89
N/A
N/A
4.17
4.15
4.62
100
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
3.42
4.32
3
3.84
3.53
4.03
12
4.78
4.17
1
3.82
3.70
4.15
100
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 59 of 80
your
%tile
mean
mean
peer
rank
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
ENGI / COMP SCI / MATH / STATS
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
BUSINESS
You
All selected peers
your
%tile
mean
mean
peer
rank
All comparables
25th
75th
mean
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.83
3.42
2
3.58
3.29
3.92
68
4.39
4.05
1
3.70
3.48
4.00
95
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N<5
2.58
N/A
3.11
2.91
3.65
N<5
N<5
3.27
N/A
3.40
2.97
3.82
N<5
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
2.85
4.07
3
3.83
3.55
4.20
2
5.00
4.26
1
3.94
3.78
4.30
100
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.83
3.84
2
3.72
3.47
4.00
62
4.31
3.93
1
3.76
3.54
4.08
95
means: 60 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
clarity of tenure I find the tenure process in my department
process
to be...
3.33
3.26
3
3.58
3.35
3.97
22
2.48
N<5
1
3.41
3.21
3.61
0
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.25
3.26
2
3.47
3.29
3.80
22
2.63
N<5
1
3.41
3.19
3.66
3
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
2.75
2.84
2
3.14
2.85
3.53
21
2.04
N<5
1
3.12
2.89
3.42
3
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.50
3.22
2
3.38
3.14
3.68
60
2.30
N<5
1
3.23
2.95
3.47
0
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.45
3.65
3
3.53
3.33
3.90
38
2.89
N<5
1
3.28
3.00
3.59
13
item
theme
Q19
tenure practices
overall
Q20
name
description
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.06
3.01
2
3.54
3.20
3.86
16
2.33
N<5
1
3.57
3.32
3.94
0
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.82
4.02
3
3.77
3.49
4.04
58
3.70
N<5
1
3.58
3.25
3.74
74
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.20
3.56
3
3.15
2.82
3.38
59
3.41
N<5
1
3.09
2.81
3.22
92
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
3.44
3.45
3
3.15
2.75
3.47
74
2.81
N<5
1
3.10
2.98
3.28
16
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
3.06
3.47
3
2.99
2.71
3.32
46
3.33
N<5
1
2.91
2.75
3.15
84
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.96
2.84
2
2.83
2.46
3.20
52
3.26
N<5
1
2.79
2.60
3.04
92
means: 61 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.64
3.25
1
3.53
3.28
3.80
62
2.85
N<5
1
3.61
3.31
3.87
3
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
4.01
3.69
2
3.78
3.45
4.09
66
3.70
N<5
1
3.76
3.44
3.82
47
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.65
3.64
2
3.43
3.14
3.71
72
3.56
N<5
1
3.46
3.24
3.62
62
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.68
3.56
2
3.49
3.18
3.72
69
2.96
N<5
1
3.50
3.33
3.59
0
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.53
3.42
2
3.41
3.22
3.69
66
3.04
N<5
1
3.42
3.22
3.59
3
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.39
3.26
2
3.36
3.18
3.59
57
3.56
N<5
1
3.34
3.15
3.49
84
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
2.51
2.74
3
2.95
2.51
3.30
25
1.59
N<5
1
2.84
2.66
3.23
0
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.56
3.56
3
3.48
3.20
3.85
53
2.22
N<5
1
3.65
3.25
4.01
0
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
4.05
3.27
1
3.67
3.43
4.01
77
3.93
N<5
1
3.75
3.55
4.08
55
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.31
N/A
N/A
3.36
3.01
3.66
57
3.19
N/A
N/A
3.54
3.26
3.79
22
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
4.16
4.05
3
4.18
4.02
4.38
45
4.30
N<5
1
4.10
3.88
4.25
82
item
theme
Q25A
tenure
expectations:
reasonableness
Q25B
name
description
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
mean
means: 62 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
4.10
3.21
1
3.74
3.31
4.24
65
4.30
N<5
1
3.80
3.84
4.22
79
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.22
4.26
4
4.12
4.00
4.38
52
3.74
N<5
1
3.91
3.74
4.11
26
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.28
4.58
3
4.47
4.26
4.70
31
4.04
N<5
1
4.28
4.13
4.42
14
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
4.17
3.55
1
3.92
3.72
4.17
76
4.15
N<5
1
3.99
3.78
4.15
74
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.70
4.29
3
3.59
3.19
3.88
65
3.93
N<5
1
3.77
3.60
4.20
63
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
3.85
4.16
4
3.84
3.60
4.03
51
3.93
N<5
1
3.78
3.70
4.06
57
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.92
2.00
1
2.62
2.25
2.90
76
2.15
N<5
1
3.03
2.84
3.36
3
Q30C
nature of work >
research
3.16
2.52
1
2.86
2.63
3.14
77
3.04
N<5
1
2.98
2.72
3.18
54
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
4.26
4.15
2
4.23
4.08
4.45
52
4.26
N<5
1
4.28
4.11
4.37
47
4.48
3.63
2
3.25
2.81
3.63
98
3.26
N<5
1
3.53
3.24
3.99
26
3.09
2.23
2
2.79
2.37
3.25
66
2.30
N<5
1
2.87
2.46
3.19
17
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
Q29C
nature of work >
teaching
Q29D
description
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
mean
means: 63 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
4.23
3.62
2
3.54
3.16
4.07
85
3.33
N<5
1
3.34
2.89
3.52
58
mean
your
%tile
mean
mean
peer
rank
mean
your
%tile
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.12
2.78
2
3.01
2.73
3.36
53
3.04
N<5
1
3.11
2.77
3.43
50
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.80
3.97
3
3.62
3.32
3.91
58
3.78
N<5
1
3.54
3.24
3.66
95
3.80
3.66
3
3.61
3.32
4.16
56
4.00
N<5
1
3.63
3.32
3.75
92
4.26
3.86
1
4.02
3.76
4.27
73
4.15
N<5
1
4.16
3.98
4.37
47
3.77
4.24
4
4.45
4.23
4.66
0
4.30
N<5
1
4.35
4.14
4.54
50
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
3.69
4.23
4
4.27
4.11
4.46
5
4.15
N<5
1
4.26
4.00
4.45
39
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.09
4.27
2
4.20
4.08
4.41
26
4.26
N<5
1
4.11
3.87
4.34
66
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.90
3.65
1
4.29
4.04
4.56
15
4.11
N<5
1
4.33
4.12
4.53
22
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
4.06
3.82
2
3.74
3.53
3.99
81
3.81
N<5
1
3.91
3.68
4.09
42
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.59
4.45
3
4.70
4.60
4.89
24
4.26
N<5
1
4.45
4.20
4.55
41
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 64 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.69
4.05
4
4.31
4.12
4.53
3
3.67
N<5
1
3.93
3.67
4.02
24
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
4.24
3.47
1
3.76
3.61
3.99
92
3.81
N<5
1
3.76
3.47
4.01
58
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.16
4.38
4
4.40
4.21
4.65
15
4.11
N<5
1
4.20
3.94
4.33
38
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.25
4.37
3
4.56
4.39
4.80
6
4.56
N<5
1
4.43
4.18
4.56
73
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
4.09
4.17
3
4.07
3.99
4.29
42
3.70
N<5
1
4.16
3.98
4.26
0
Q34A1
3
policy/practice >
importance >
work/home
3.76
3.10
1
3.40
3.04
3.74
78
2.11
N<5
1
3.32
3.33
3.96
0
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.55
2.75
1
3.25
2.92
3.52
77
2.67
N<5
1
3.00
2.70
3.46
22
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
4.27
3.83
1
3.94
3.67
4.28
74
3.96
N<5
1
3.89
3.77
4.09
58
Q34A1
6
policy/practice >
importance >
work/home
3.98
3.13
1
3.40
3.14
3.82
85
2.67
N<5
1
3.31
3.24
3.76
8
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.65
N/A
N/A
3.22
2.91
3.49
96
3.22
N/A
N/A
3.27
3.12
3.30
47
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
4.20
N/A
N/A
3.75
3.48
4.14
81
3.22
N/A
N/A
3.87
3.63
4.01
0
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Q34A9
policy/practice >
importance >
work/home
Q34A1
0
childcare
description
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
mean
means: 65 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
4.07
N/A
N/A
3.84
3.46
4.13
60
3.52
N/A
N/A
3.77
3.62
3.98
12
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
3.21
N/A
N/A
3.10
2.78
3.31
68
3.22
N/A
N/A
3.02
2.80
3.23
72
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
3.24
2.63
1
2.91
2.63
3.25
72
2.96
N<5
1
2.85
2.57
3.06
62
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.35
3.39
3
3.37
3.23
3.73
38
2.81
N<5
1
3.45
3.16
3.66
11
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.59
3.40
2
3.40
3.16
3.70
66
3.26
N<5
1
3.37
3.12
3.50
49
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.54
3.46
2
3.36
3.14
3.79
58
3.41
N<5
1
3.26
3.01
3.45
67
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.45
2.50
2
2.81
2.34
3.31
35
2.83
N<5
1
2.76
2.43
3.01
54
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.44
3.84
3
3.38
3.07
3.62
53
3.65
N<5
1
3.41
3.02
3.58
83
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.29
2.54
1
3.29
2.91
3.74
48
3.26
N<5
1
3.23
2.88
3.63
47
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
3.24
2.19
2
2.70
2.24
3.44
61
N<5
N<5
N/A
2.97
2.76
3.11
N<5
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
4.02
3.19
1
3.15
2.86
3.56
100
4.00
N<5
1
3.33
3.19
3.84
86
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
informal
mentoring
description
mean
means: 66 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
3.27
2.30
1
2.75
2.44
3.18
82
N<5
N<5
N/A
2.96
2.80
3.25
N<5
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.13
2.80
2
3.33
3.00
3.72
33
3.04
N<5
1
3.29
2.94
3.54
29
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
3.18
3.19
3
3.04
2.89
3.43
50
2.74
N<5
1
2.97
2.77
3.35
21
Childcare - How effective or ineffective for
you have been the following at your
institution?
N<5
2.94
N/A
2.63
2.17
3.17
N<5
N<5
N<5
N/A
2.74
2.35
3.16
N<5
N<5
2.47
N/A
2.42
1.96
2.40
N<5
N<5
N<5
N/A
2.60
2.35
3.17
N<5
3.60
3.47
1
3.39
3.23
3.87
61
N<5
N<5
N/A
3.34
3.18
3.82
N<5
N<5
3.01
N/A
2.66
2.21
2.89
N<5
N<5
N<5
N/A
2.87
2.69
3.23
N<5
Elder care - How effective or ineffective for
you have been the following at your
institution?
N<5
N/A
N/A
2.79
2.55
2.55
N<5
N<5
N/A
N/A
2.44
2.76
3.14
N<5
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
N<5
N/A
N/A
2.59
2.01
3.56
N<5
N<5
N/A
N/A
2.92
2.81
3.97
N<5
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
N<5
N/A
N/A
2.89
2.90
3.42
N<5
N<5
N/A
N/A
2.87
2.94
3.12
N<5
policy/practice >
effectiveness >
work/home
N<5
N/A
N/A
2.66
3.08
3.23
N<5
N<5
N/A
N/A
2.61
2.61
2.96
N<5
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Q34B1
9
Q34B2
0
childcare
description
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
mean
means: 67 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
3.15
2.99
2
2.81
2.48
3.27
63
N<5
N<5
N/A
3.07
2.88
3.50
N<5
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
3.47
2.96
2
2.77
2.36
3.00
92
N<5
N<5
N/A
2.85
2.69
3.19
N<5
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.97
3.71
2
3.49
3.31
3.99
71
N<5
N<5
N/A
3.56
3.30
3.74
N<5
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.97
3.57
2
3.48
3.18
4.00
69
N<5
N<5
N/A
3.46
3.29
3.79
N<5
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
4.11
N/A
N/A
3.73
3.70
4.11
73
4.15
N/A
N/A
3.97
3.67
4.14
80
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
3.15
3.20
3
2.99
2.51
3.20
68
3.04
N<5
1
3.34
3.16
3.57
19
Q37
policy/practice >
work/home
2.89
2.78
3
2.85
2.54
3.04
58
3.19
N<5
1
2.93
2.72
3.19
73
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
4.57
4.02
1
3.84
3.68
4.21
93
3.19
N<5
1
3.98
3.59
4.18
5
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.51
3.66
3
3.35
2.93
3.73
63
2.59
N<5
1
3.34
3.22
3.64
8
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.70
3.28
2
3.18
2.92
3.47
83
2.74
N<5
1
3.43
3.21
3.85
11
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.79
N/A
N/A
3.30
2.98
3.74
81
3.04
N/A
N/A
3.57
3.40
3.80
6
item
theme
Q35A
policy/practice >
work/home
Q35B
name
compensation
description
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
mean
means: 68 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
All selected peers
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
All selected peers
All comparables
25th
75th
%tile
%tile
mean
mean
mean
mean
peer
rank
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.80
3.50
2
3.37
3.05
3.80
76
3.56
N<5
1
3.49
3.34
3.82
51
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.92
3.69
2
3.58
3.40
3.92
76
3.41
N<5
1
3.59
3.42
3.85
22
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.11
3.87
2
3.80
3.64
4.12
68
4.11
N<5
1
3.87
3.70
4.15
70
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.11
3.82
1
3.90
3.74
4.20
58
4.00
N<5
1
3.84
3.60
4.03
65
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.87
3.54
2
3.66
3.44
4.10
60
3.96
N<5
1
3.74
3.47
3.96
76
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.51
3.48
3
3.26
2.99
3.75
58
3.33
N<5
1
3.44
3.11
3.85
33
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
4.27
N/A
N/A
3.79
3.43
4.08
91
3.63
N/A
N/A
3.91
3.83
4.05
0
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
4.32
N/A
N/A
3.73
3.58
3.99
96
4.08
N/A
N/A
3.73
3.45
3.85
94
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
4.49
N/A
N/A
3.78
3.44
4.04
100
3.48
N/A
N/A
3.78
3.60
3.90
12
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
4.44
N/A
N/A
3.92
3.67
4.26
89
3.67
N/A
N/A
4.19
3.92
4.38
5
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
4.45
3.63
1
3.80
3.60
4.12
90
3.93
N<5
1
3.85
3.62
4.00
54
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
Q39B
climate, culture,
collegiality
Q39C
Q45A global satisfaction
description
mean
means: 69 of 80
your
%tile
mean
mean
peer
rank
mean
your
%tile
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
ACADEMIC AREA
EDUCATION
You
item
theme
name
description
All selected peers
mean
mean
peer
rank
mean
MED SCHOOLS / HEALTH PROF
All comparables
25th
75th
%tile
%tile
mean
mean
You
your
%tile
mean
All selected peers
mean
peer
rank
mean
All comparables
25th
75th
%tile
%tile
mean
mean
your
%tile
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.85
3.34
2
3.69
3.38
3.98
61
4.22
N<5
1
3.84
3.51
4.05
92
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.85
2.82
3
3.32
2.92
3.67
19
3.43
N<5
1
3.35
3.15
3.53
57
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.98
3.63
3
3.92
3.70
4.34
47
3.82
N<5
1
3.99
3.61
4.21
36
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.96
3.68
1
3.69
3.42
3.91
80
4.19
N<5
1
3.74
3.58
3.93
89
means: 70 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
name
description
OVERALL
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
Q19
tenure practices
overall
clarity of tenure I find the tenure process in my department
process
to be...
3.51
3.45
0.06
1%
3.83
3.49
0.34
9%
3.23
3.40
-0.17
-4%
3.53
3.44
0.09
2%
3.41
3.51
-0.10
-2%
Q20
tenure practices
overall
clarity of tenure I find the tenure criteria (what things are
criteria
evaluated) in my department to be...
3.41
3.32
0.09
2%
3.50
3.26
0.24
6%
3.34
3.40
-0.06
-2%
3.47
3.30
0.17
4%
3.20
3.41
-0.21
-5%
Q21
tenure practices
overall
clarity of tenure I find the tenure standards (the performance
standards
threshold) in my department to be...
3.09
3.03
0.06
2%
3.27
2.87
0.40
10%
2.94
3.23
-0.29
-7%
3.15
2.91
0.24
6%
2.80
3.49
-0.69
-17%
Q22
tenure practices
overall
I find the body of evidence that will be
clarity of tenure
considered in making my tenure decision to
body of evidence
be...
3.49
3.20
0.29
7%
3.77
3.19
0.58
15%
3.25
3.22
0.03
1%
3.51
3.12
0.39
10%
3.42
3.52
-0.10
-3%
Q23
tenure practices clarity of sense of My sense of whether or not I will achieve
overall
achieving tenure tenure is...
3.73
3.86
-0.13
-3%
4.06
3.92
0.14
3%
3.44
3.79
-0.35
-9%
3.74
3.82
-0.08
-2%
3.68
4.02
-0.34
-8%
Q24A
tenure
expectations:
clarity
clarity of
expectations:
scholar
A scholar - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.39
3.37
0.02
1%
3.48
3.32
0.16
4%
3.31
3.43
-0.12
-3%
3.43
3.24
0.19
5%
3.19
3.90
-0.71
-18%
Q24B
tenure
expectations:
clarity
clarity of
expectations:
teacher
A teacher - Is what's expected in order to
earn tenure CLEAR to you regarding your
performance as:
3.78
3.82
-0.04
-1%
3.79
3.87
-0.08
-2%
3.78
3.76
0.02
1%
3.76
3.86
-0.10
-3%
3.89
3.69
0.20
5%
Q24C
tenure
expectations:
clarity
clarity of
expectations:
advisor
An advisor to students - Is what's expected
in order to earn tenure CLEAR to you
regarding your performance as:
3.20
3.53
-0.33
-8%
3.10
3.44
-0.34
-9%
3.29
3.64
-0.35
-9%
3.22
3.52
-0.30
-8%
3.12
3.55
-0.43
-11%
Q24D
tenure
expectations:
clarity
clarity of
expectations:
colleague in
department
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
3.12
3.35
-0.23
-6%
3.20
3.22
-0.02
-1%
3.05
3.51
-0.46
-12%
3.12
3.28
-0.16
-4%
3.10
3.59
-0.49
-12%
Q24E
tenure
expectations:
clarity
clarity of
expectations:
campus citizen
A campus citizen - Is what's expected in
order to earn tenure CLEAR to you
regarding your performance as:
2.85
3.50
-0.65
-16%
2.92
3.37
-0.45
-11%
2.78
3.66
-0.88
-22%
2.87
3.49
-0.62
-16%
2.77
3.54
-0.77
-19%
Q24F
tenure
expectations:
clarity
clarity of
expectations:
member of
community
A member of the broader community - Is
what's expected in order to earn tenure
CLEAR to you regarding your performance
as:
2.79
3.28
-0.49
-12%
2.83
3.18
-0.35
-9%
2.75
3.41
-0.66
-17%
2.73
3.28
-0.55
-14%
3.04
3.28
-0.24
-6%
means: 71 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
name
description
OVERALL
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
Q25A
tenure
expectations:
reasonableness
reasonableness A scholar - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
scholar
your performance as:
3.70
3.92
-0.22
-5%
3.92
3.80
0.12
3%
3.51
4.06
-0.55
-14%
3.70
3.88
-0.18
-4%
3.68
4.08
-0.40
-10%
Q25B
tenure
expectations:
reasonableness
reasonableness A teacher - Is what's expected in order to
of expectations: earn tenure REASONABLE to you regarding
teacher
your performance as:
3.75
4.05
-0.30
-8%
3.79
4.30
-0.51
-13%
3.71
3.72
-0.01
0%
3.76
4.20
-0.44
-11%
3.69
3.47
0.22
5%
Q25C
tenure
expectations:
reasonableness
reasonableness An advisor to students - Is what's expected
of expectations: in order to earn tenure REASONABLE to
advisor
you regarding your performance as:
3.49
4.08
-0.59
-15%
3.51
4.24
-0.73
-18%
3.46
3.87
-0.41
-10%
3.52
4.18
-0.66
-17%
3.33
3.68
-0.35
-9%
Q25D
tenure
expectations:
reasonableness
reasonableness
of expectations:
colleague in
department
3.47
4.02
-0.55
-14%
3.58
4.11
-0.53
-13%
3.38
3.92
-0.54
-14%
3.48
3.98
-0.50
-13%
3.45
4.17
-0.72
-18%
Q25E
tenure
expectations:
reasonableness
reasonableness A campus citizen - Is what's expected in
of expectations: order to earn tenure REASONABLE to you
campus citizen regarding your performance as:
3.29
3.86
-0.57
-14%
3.40
3.85
-0.45
-11%
3.19
3.86
-0.67
-17%
3.28
3.82
-0.54
-14%
3.31
4.00
-0.69
-17%
Q25F
tenure
expectations:
reasonableness
reasonableness
of expectations:
member of
community
3.17
3.82
-0.65
-16%
3.19
3.86
-0.67
-17%
3.16
3.77
-0.61
-15%
3.16
3.86
-0.70
-18%
3.22
3.68
-0.46
-12%
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
3.06
2.34
0.72
18%
3.52
2.28
1.24
31%
2.66
2.42
0.24
6%
3.01
2.21
0.80
20%
3.29
2.87
0.42
11%
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
3.57
3.33
0.24
6%
3.68
3.25
0.43
11%
3.45
3.41
0.04
1%
3.48
3.24
0.24
6%
3.90
3.65
0.25
6%
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
3.78
3.67
0.11
3%
3.99
3.76
0.23
6%
3.60
3.55
0.05
1%
3.75
3.69
0.06
2%
3.92
3.57
0.35
9%
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
3.41
N<5
N/A
N/A
3.72
N<5
N/A
N/A
3.15
N<5
N/A
N/A
3.37
N<5
N/A
N/A
3.56
N<5
N/A
N/A
Q29A
nature of work >
teaching
The level of the courses you teach - Please
level of courses
indicate your level of satisfaction or
you teach
dissatisfaction with the following:
3.93
4.18
-0.25
-6%
3.88
4.22
-0.34
-9%
3.98
4.12
-0.14
-4%
3.99
4.28
-0.29
-7%
3.71
3.78
-0.07
-2%
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
means: 72 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
description
OVERALL
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
name
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.55
3.61
-0.06
-2%
3.49
3.39
0.10
3%
3.61
3.88
-0.27
-7%
3.62
3.57
0.05
1%
3.28
3.79
-0.51
-13%
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
4.23
4.21
0.02
1%
4.44
4.08
0.36
9%
4.06
4.38
-0.32
-8%
4.30
4.26
0.04
1%
3.93
4.01
-0.08
-2%
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content of
your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
4.31
4.62
-0.31
-8%
4.46
4.65
-0.19
-5%
4.19
4.58
-0.39
-10%
4.35
4.67
-0.32
-8%
4.13
4.39
-0.26
-6%
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
3.72
3.79
-0.07
-2%
3.71
3.86
-0.15
-4%
3.74
3.70
0.04
1%
3.77
3.81
-0.04
-1%
3.53
3.70
-0.17
-4%
Q29F
nature of work >
teaching
quality of
undergraduate
students
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
3.43
3.05
0.38
10%
3.48
2.77
0.71
18%
3.38
3.41
-0.03
-1%
3.53
3.12
0.41
10%
3.01
2.80
0.21
5%
Q29G
The quality of graduate students with whom
nature of work >
quality of
you interact - Please indicate your level of
teaching
graduate students satisfaction or dissatisfaction with the
following:
3.55
3.63
-0.08
-2%
3.42
3.26
0.16
4%
3.66
4.09
-0.43
-11%
3.69
3.68
0.01
0%
2.88
3.44
-0.56
-14%
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
research
conduct research indicate your level of satisfaction or
dissatisfaction with the following:
2.61
2.03
0.58
15%
2.94
2.14
0.80
20%
2.35
1.90
0.45
11%
2.57
2.00
0.57
14%
2.81
2.17
0.64
16%
Q30C
nature of work >
research
3.02
2.89
0.13
3%
3.04
2.97
0.07
2%
3.01
2.81
0.20
5%
3.06
2.98
0.08
2%
2.89
2.53
0.36
9%
Q30D
The influence you have over the focus of
nature of work >
influence over your research/creative work - Please
research
focus of research indicate your level of satisfaction or
dissatisfaction with the following:
4.19
4.36
-0.17
-4%
4.31
4.47
-0.16
-4%
4.09
4.23
-0.14
-4%
4.21
4.49
-0.28
-7%
4.08
3.77
0.31
8%
3.46
2.85
0.61
15%
3.48
3.03
0.45
11%
3.45
2.62
0.83
21%
3.44
2.79
0.65
16%
3.55
3.06
0.49
12%
2.83
2.57
0.26
7%
2.83
2.62
0.21
5%
2.84
2.51
0.33
8%
2.84
2.57
0.27
7%
2.81
2.57
0.24
6%
The amount of external funding you are
expectations for
expected to find - Please indicate your level
finding external
of satisfaction or dissatisfaction with the
funding
following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to Teaching
amount of access Fellows, Graduate Assistants, et al. - Please
to TA's, RA's, etc. indicate your level of satisfaction or
dissatisfaction with the following:
means: 73 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q33A
nature of work
overall
name
description
Clerical/administrative services - How
clerical/administra
satisfied are you with the quality of these
tive services
support services?
OVERALL
current
prior
mean
mean
net diff
3.89
3.49
CHANGE OVER TIME
FEMALES
MALES
current
prior
current
prior
% diff
mean
mean
net diff
% diff
mean
mean
net diff
0.40
10%
4.11
3.33
0.78
20%
3.71
3.70
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
0.01
0%
3.84
3.38
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
0.46
12%
4.08
3.96
0.12
3%
Q33B
nature of work >
Research services - How satisfied are you
research services
research
with the quality of these support services?
3.20
2.71
0.49
12%
3.40
2.56
0.84
21%
3.04
2.91
0.13
3%
3.27
2.64
0.63
16%
2.94
3.00
-0.06
-2%
Q33C
nature of work >
Teaching services - How satisfied are you
teaching services
teaching
with the quality of these support services?
3.61
3.71
-0.10
-3%
3.61
3.85
-0.24
-6%
3.61
3.52
0.09
2%
3.63
3.66
-0.03
-1%
3.51
3.87
-0.36
-9%
3.61
3.75
-0.14
-4%
3.67
3.75
-0.08
-2%
3.57
3.76
-0.19
-5%
3.58
3.65
-0.07
-2%
3.74
4.16
-0.42
-11%
3.71
4.39
-0.68
-17%
3.33
4.19
-0.86
-22%
4.02
4.63
-0.61
-15%
3.69
4.30
-0.61
-15%
3.80
4.74
-0.94
-24%
4.03
4.58
-0.55
-14%
3.94
4.53
-0.59
-15%
4.10
4.64
-0.54
-14%
3.98
4.53
-0.55
-14%
4.23
4.76
-0.53
-13%
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are you
with the quality of these support services?
Q34A1
policy/practice >
importance >
climate/culture
Q34A2
policy/practice >
importance >
climate/culture
Q34A3
policy/practice >
importance >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to your
reviews
success.
4.13
4.52
-0.39
-10%
4.29
4.51
-0.22
-5%
4.01
4.54
-0.53
-13%
4.06
4.50
-0.44
-11%
4.43
4.62
-0.19
-5%
Q34A4
policy/practice >
importance >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - Please rate how
of performance
important or unimportant you think each
reviews
would be to your success.
4.11
4.52
-0.41
-10%
4.16
4.49
-0.33
-8%
4.06
4.57
-0.51
-13%
4.05
4.50
-0.45
-11%
4.35
4.62
-0.27
-7%
Q34A5
policy/practice >
importance >
research
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
3.76
4.61
-0.85
-21%
3.87
4.48
-0.61
-15%
3.66
4.76
-1.10
-28%
3.72
4.55
-0.83
-21%
3.93
4.83
-0.90
-23%
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to your
success.
3.74
4.10
-0.36
-9%
3.67
3.90
-0.23
-6%
3.79
4.34
-0.55
-14%
3.67
4.00
-0.33
-8%
4.05
4.51
-0.46
-12%
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to your
success.
4.50
4.86
-0.36
-9%
4.57
4.90
-0.33
-8%
4.44
4.82
-0.38
-10%
4.46
4.84
-0.38
-10%
4.69
4.94
-0.25
-6%
Formal mentoring program for junior faculty formal mentoring Please rate how important or unimportant
you think each would be to your success.
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
means: 74 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
name
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
3.94
4.48
-0.54
-14%
3.94
4.35
-0.41
-10%
3.95
4.63
-0.68
-17%
3.91
4.39
-0.48
-12%
4.09
4.82
-0.73
-18%
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - very important- Please rate
how important or unimportant you think each
would be to your success.
3.83
3.97
-0.14
-4%
3.65
3.84
-0.19
-5%
3.98
4.13
-0.15
-4%
3.78
3.82
-0.04
-1%
4.06
4.55
-0.49
-12%
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
4.16
4.52
-0.36
-9%
4.18
4.43
-0.25
-6%
4.14
4.63
-0.49
-12%
4.16
4.43
-0.27
-7%
4.16
4.88
-0.72
-18%
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
4.38
4.72
-0.34
-9%
4.43
4.59
-0.16
-4%
4.33
4.88
-0.55
-14%
4.34
4.69
-0.35
-9%
4.51
4.82
-0.31
-8%
Q34A1
2
policy/practice >
importance >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
3.97
4.24
-0.27
-7%
4.07
4.07
0.00
0%
3.88
4.43
-0.55
-14%
3.86
4.14
-0.28
-7%
4.38
4.61
-0.23
-6%
Q34A1
3
policy/practice >
importance >
work/home
3.41
3.42
-0.01
0%
3.33
3.52
-0.19
-5%
3.48
3.31
0.17
4%
3.25
3.28
-0.03
-1%
4.09
3.93
0.16
4%
Q34A1
4
policy/practice >
importance >
compensation
financial
Financial assistance with housing - Please
assistance with rate how important or unimportant you think
housing
each would be to your success.
3.25
3.20
0.05
1%
3.45
3.56
-0.11
-3%
3.08
2.77
0.31
8%
3.06
2.93
0.13
3%
4.02
4.21
-0.19
-5%
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
3.85
4.26
-0.41
-10%
3.66
4.38
-0.72
-18%
4.00
4.10
-0.10
-2%
3.75
4.24
-0.49
-12%
4.24
4.33
-0.09
-2%
Q34A1
6
policy/practice >
importance >
work/home
3.52
3.61
-0.09
-2%
3.56
3.93
-0.37
-9%
3.48
3.23
0.25
6%
3.42
3.41
0.01
0%
3.93
4.36
-0.43
-11%
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to your
success.
3.21
N<5
N/A
N/A
3.10
N<5
N/A
N/A
3.30
N<5
N/A
N/A
3.06
N<5
N/A
N/A
3.83
N<5
N/A
N/A
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
3.76
N<5
N/A
N/A
3.94
N<5
N/A
N/A
3.62
N<5
N/A
N/A
3.60
N<5
N/A
N/A
4.40
N<5
N/A
N/A
childcare
description
OVERALL
Childcare - Please rate how important or
unimportant you think each would be to your
success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you think
hiring program
each would be to your success.
means: 75 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
OVERALL
current
prior
mean
mean
net diff
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to your
success.
3.76
N<5
current
prior
current
prior
% diff
mean
mean
net diff
% diff
mean
mean
net diff
N/A
N/A
3.78
N<5
N/A
N/A
3.74
N<5
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
N/A
N/A
3.62
N<5
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
N/A
N/A
4.36
N<5
N/A
N/A
item
theme
name
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Q34A2
0
policy/practice >
importance >
work/home
Part-time tenure-track position - Please rate
part-time tenurehow important or unimportant you think each
track position
would be to your success.
2.75
N<5
N/A
N/A
2.37
N<5
N/A
N/A
3.05
N<5
N/A
N/A
2.61
N<5
N/A
N/A
3.33
N<5
N/A
N/A
Q34B1
policy/practice >
effectiveness >
climate/culture
Formal mentoring program for junior faculty formal mentoring How effective or ineffective for you have
been the following at your institution?
3.05
2.95
0.10
2%
2.91
2.39
0.52
13%
3.16
3.62
-0.46
-12%
3.06
2.80
0.26
7%
2.98
3.52
-0.54
-14%
Q34B2
policy/practice >
effectiveness >
climate/culture
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
3.30
3.67
-0.37
-9%
3.38
3.41
-0.03
-1%
3.23
3.98
-0.75
-19%
3.26
3.54
-0.28
-7%
3.45
4.14
-0.69
-17%
Q34B3
policy/practice >
effectiveness >
tenure
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
3.56
3.64
-0.08
-2%
3.67
3.33
0.34
9%
3.47
4.01
-0.54
-14%
3.51
3.68
-0.17
-4%
3.79
3.49
0.30
8%
Q34B4
policy/practice >
effectiveness >
tenure
Written summary of periodic performance
written summary
reviews for junior faculty - How effective or
of performance
ineffective for you have been the following
reviews
at your institution?
3.43
3.57
-0.14
-3%
3.41
3.31
0.10
3%
3.44
3.90
-0.46
-12%
3.39
3.57
-0.18
-4%
3.58
3.58
0.00
0%
Q34B5
policy/practice >
effectiveness >
research
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
2.56
2.46
0.10
3%
2.57
2.30
0.27
7%
2.56
2.68
-0.12
-3%
2.61
2.18
0.43
11%
2.39
3.43
-1.04
-26%
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
3.45
3.34
0.11
3%
3.65
3.26
0.39
10%
3.27
3.43
-0.16
-4%
3.44
3.19
0.25
6%
3.49
3.86
-0.37
-9%
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
3.26
3.61
-0.35
-9%
3.33
3.53
-0.20
-5%
3.20
3.71
-0.51
-13%
3.27
3.61
-0.34
-9%
3.21
3.63
-0.42
-11%
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
2.40
1.90
0.50
13%
2.33
1.98
0.35
9%
2.48
1.79
0.69
17%
2.42
1.78
0.64
16%
2.33
2.49
-0.16
-4%
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the pre
tenure period - How effective or ineffective
for you have been the following at your
institution?
3.14
2.16
0.98
25%
2.96
2.13
0.83
21%
3.31
2.21
1.10
28%
3.19
2.08
1.11
28%
2.99
2.49
0.50
13%
informal
mentoring
description
CHANGE OVER TIME
FEMALES
MALES
means: 76 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
name
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments for
tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
2.85
2.83
0.02
1%
3.12
2.97
0.15
4%
2.53
2.63
-0.10
-3%
2.88
2.83
0.05
1%
2.73
2.83
-0.10
-3%
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations - How
effective or ineffective for you have been the
following at your institution?
3.03
3.30
-0.27
-7%
3.12
3.15
-0.03
-1%
2.96
3.52
-0.56
-14%
3.01
3.25
-0.24
-6%
3.11
3.50
-0.39
-10%
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
3.00
3.38
-0.38
-10%
2.99
3.15
-0.16
-4%
3.02
3.68
-0.66
-17%
2.92
3.19
-0.27
-7%
3.32
4.09
-0.77
-19%
Q34B1
3
policy/practice >
effectiveness >
work/home
Childcare - How effective or ineffective for
you have been the following at your
institution?
2.23
1.72
0.51
13%
2.53
1.83
0.70
18%
1.68
1.58
0.10
3%
2.01
1.73
0.28
7%
2.74
1.70
1.04
26%
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been the
housing
following at your institution?
2.06
1.85
0.21
5%
1.84
1.76
0.08
2%
2.43
2.00
0.43
11%
2.28
1.91
0.37
9%
1.58
1.67
-0.09
-2%
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
3.31
2.73
0.58
15%
3.28
2.85
0.43
11%
3.32
2.58
0.74
19%
3.29
2.70
0.59
15%
3.36
N<5
N/A
N/A
Q34B1
6
policy/practice >
effectiveness >
work/home
2.10
2.26
-0.16
-4%
2.08
2.26
-0.18
-4%
2.13
2.25
-0.12
-3%
1.93
2.17
-0.24
-6%
2.45
N<5
N/A
N/A
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
2.87
N<5
N/A
N/A
2.37
N<5
N/A
N/A
3.30
N<5
N/A
N/A
2.91
N<5
N/A
N/A
N<5
N<5
N/A
N/A
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or ineffective
for you have been the following at your
institution?
1.97
N<5
N/A
N/A
2.06
N<5
N/A
N/A
1.87
N<5
N/A
N/A
1.74
N<5
N/A
N/A
2.71
N<5
N/A
N/A
Q34B1
9
Modified duties for parental or other family
policy/practice > modified duties for
reasons - How effective or ineffective for
effectiveness > parental or other
you have been the following at your
family reasons
work/home
institution?
3.05
N<5
N/A
N/A
3.13
N<5
N/A
N/A
2.95
N<5
N/A
N/A
3.05
N<5
N/A
N/A
3.05
N<5
N/A
N/A
Q34B2
0
policy/practice >
effectiveness >
work/home
3.23
N<5
N/A
N/A
3.28
N<5
N/A
N/A
3.17
N<5
N/A
N/A
3.29
N<5
N/A
N/A
3.16
N<5
N/A
N/A
childcare
description
OVERALL
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been the
hiring program
following at your institution?
Part-time tenure-track position - How
part-time tenureeffective or ineffective for you have been the
track position
following at your institution?
means: 77 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
name
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
Q35A
policy/practice >
work/home
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.87
2.45
0.42
11%
3.13
2.56
0.57
14%
2.66
2.30
0.36
9%
2.82
2.43
0.39
10%
3.02
2.60
0.42
11%
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
2.84
2.52
0.32
8%
3.07
2.60
0.47
12%
2.65
2.41
0.24
6%
2.70
2.44
0.26
7%
3.25
2.90
0.35
9%
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the tenurehaving children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.83
3.63
0.20
5%
4.20
3.91
0.29
7%
3.48
3.20
0.28
7%
3.76
3.71
0.05
1%
4.02
3.22
0.80
20%
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the tenureraising children
track compatible - Please indicate your level
and tenure-track
of agreement or disagreement with the
compatible
following statements:
3.71
3.59
0.12
3%
4.03
3.94
0.09
2%
3.44
3.06
0.38
10%
3.63
3.65
-0.02
-1%
3.95
3.34
0.61
15%
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts to
balance work and home responsibilities Please indicate your level of agreement with
the following statements:
3.83
N<5
N/A
N/A
4.04
N<5
N/A
N/A
3.65
N<5
N/A
N/A
3.83
N<5
N/A
N/A
3.81
N<5
N/A
N/A
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
2.68
2.51
0.17
4%
2.56
2.46
0.10
3%
2.78
2.56
0.22
5%
2.70
2.57
0.13
3%
2.58
2.27
0.31
8%
Q37
policy/practice >
work/home
2.88
2.88
0.00
0%
3.04
3.11
-0.07
-2%
2.73
2.60
0.13
3%
2.86
2.93
-0.07
-2%
2.93
2.70
0.23
6%
Q38A
climate, culture,
collegiality
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
3.93
4.13
-0.20
-5%
4.08
4.22
-0.14
-3%
3.78
4.03
-0.25
-6%
3.96
4.16
-0.20
-5%
3.79
4.04
-0.25
-6%
Q38B
climate, culture,
collegiality
interest tenured
faculty take in
your professional
development
The interest senior faculty take in your
professional development - Please indicate
your level of satisfaction or dissatisfaction
with the following aspects of your workplace:
3.44
3.46
-0.02
-1%
3.61
3.60
0.01
0%
3.28
3.29
-0.01
0%
3.43
3.48
-0.05
-1%
3.47
3.38
0.09
2%
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with senior
opportunities to
faculty - Please indicate your level of
collaborate with
satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
3.49
3.42
0.07
2%
3.67
3.20
0.47
12%
3.32
3.69
-0.37
-9%
3.51
3.50
0.01
0%
3.42
3.12
0.30
8%
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
3.45
N<5
N/A
N/A
3.38
N<5
N/A
N/A
3.52
N<5
N/A
N/A
3.53
N<5
N/A
N/A
3.14
N<5
N/A
N/A
compensation
description
OVERALL
ability to balance
How satisfied or dissatisfied are you with the
between
balance between professional time and
professional and
personal or family time?
personal time
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
means: 78 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
item
theme
name
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.69
3.58
0.11
3%
3.79
3.41
0.38
10%
3.59
3.80
-0.21
-5%
3.76
3.49
0.27
7%
3.41
3.92
-0.51
-13%
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with senior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.78
3.83
-0.05
-1%
3.94
3.69
0.25
6%
3.64
3.99
-0.35
-9%
3.84
3.79
0.05
1%
3.53
3.96
-0.43
-11%
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.93
4.18
-0.25
-6%
3.91
4.12
-0.21
-5%
3.95
4.24
-0.29
-7%
3.99
4.20
-0.21
-5%
3.67
4.11
-0.44
-11%
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
The amount of personal interaction you
have with junior colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
3.93
4.15
-0.22
-6%
3.93
4.11
-0.18
-5%
3.93
4.19
-0.26
-7%
3.97
4.20
-0.23
-6%
3.74
3.93
-0.19
-5%
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
4.03
3.89
0.14
4%
4.20
3.95
0.25
6%
3.87
3.82
0.05
1%
4.07
3.91
0.16
4%
3.90
3.83
0.07
2%
Q41
climate, culture,
collegiality
The intellectual vitality of the senior
intellectual vitality colleagues in your department - Please
of tenured
indicate your level of satisfaction or
colleagues
dissatisfaction with the following aspects of
your workplace:
3.40
3.37
0.03
1%
3.54
3.27
0.27
7%
3.28
3.48
-0.20
-5%
3.41
3.28
0.13
3%
3.39
3.70
-0.31
-8%
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
3.92
N<5
N/A
N/A
3.84
N<5
N/A
N/A
4.00
N<5
N/A
N/A
4.00
N<5
N/A
N/A
3.61
N<5
N/A
N/A
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
3.91
N<5
N/A
N/A
3.86
N<5
N/A
N/A
3.97
N<5
N/A
N/A
3.92
N<5
N/A
N/A
3.90
N<5
N/A
N/A
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
3.89
N<5
N/A
N/A
4.00
N<5
N/A
N/A
3.79
N<5
N/A
N/A
3.92
N<5
N/A
N/A
3.77
N<5
N/A
N/A
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following statements.
4.07
N<5
N/A
N/A
4.13
N<5
N/A
N/A
4.01
N<5
N/A
N/A
4.07
N<5
N/A
N/A
4.06
N<5
N/A
N/A
All things considered, how satisfied or
department as a
dissatisfied are you with your department as
place to work
a place to work?
4.01
3.94
0.07
2%
4.05
4.03
0.02
0%
3.98
3.84
0.14
4%
4.06
3.93
0.13
3%
3.79
4.00
-0.21
-5%
Q45A global satisfaction
description
OVERALL
means: 79 of 80
MEAN COMPARISONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
OVERALL
current
prior
mean
mean
net diff
CHANGE OVER TIME
FEMALES
MALES
current
prior
% diff
mean
mean
net diff
current
prior
% diff
mean
mean
net diff
WHITE FACULTY
current
prior
% diff
mean
mean
net diff
FACULTY OF COLOR
current
prior
% diff
mean
mean
net diff
% diff
Q45B global satisfaction
institution as a
place to work
All things considered, how satisfied or
dissatisfied are you with your institution as a
place to work?
3.66
3.71
-0.05
-1%
3.70
3.65
0.05
1%
3.62
3.78
-0.16
-4%
3.64
3.64
0.00
0%
3.74
4.01
-0.27
-7%
Q46A global satisfaction
chief academic
officer
Who serves as the chief academic officer at
your institution?
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2.91
3.37
-0.46
-12%
2.94
3.28
-0.34
-9%
2.88
3.53
-0.65
-16%
2.77
3.26
-0.49
-12%
3.59
3.71
-0.12
-3%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N<5
N/A
N/A
N/A
N<5
N/A
N/A
N/A
N<5
N/A
N/A
N/A
N<5
N/A
N/A
N<5
N<5
N/A
N/A
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
Q46B global satisfaction quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global satisfaction
how long will
remain at
institution
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your institution
Q47B global satisfaction remain no more for no more than five years after earning
than 5 years
tenure?
Q48
would again
If I could do it over, I would again choose to
global satisfaction choose to work at
to work at this institution.
this institution
3.80
3.97
-0.17
-4%
3.93
4.13
-0.20
-5%
3.68
3.77
-0.09
-2%
3.81
3.98
-0.17
-4%
3.78
3.89
-0.11
-3%
Q49
would recommend If a candidate for a tenure-track faculty
global satisfaction department as a position asked you about your department
place to work as a place to work, would you:
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
Q50
global satisfaction
overall rating of How do you rate your institution as a place
institution
for junior faculty to work?
3.79
3.76
0.03
1%
3.76
3.78
-0.02
-1%
3.82
3.73
0.09
2%
3.75
3.69
0.06
2%
3.97
4.00
-0.03
-1%
means: 80 of 80
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Frequency Distributions
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
OVERALL
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very clear
15
18%
6
17%
12
28%
12
12%
13
17%
34
25%
77
20%
1731
19%
Fairly clear
40
47%
23
60%
24
57%
64
64%
43
58%
73
53%
227
58%
4602
52%
Neither clear nor unclear
8
9%
1
3%
1
2%
9
9%
5
7%
11
8%
27
7%
1162
13%
Fairly unclear
17
19%
5
13%
3
8%
11
11%
12
16%
11
8%
43
11%
993
11%
Very unclear
6
6%
2
6%
2
5%
4
4%
2
2%
8
6%
18
5%
444
5%
Very clear
12
14%
5
13%
15
35%
10
10%
10
13%
34
25%
73
19%
1527
17%
Fairly clear
41
48%
24
64%
16
39%
49
49%
40
55%
69
50%
199
51%
4502
50%
Neither clear nor unclear
10
12%
2
5%
4
9%
20
20%
7
10%
17
12%
51
13%
1273
14%
Fairly unclear
16
19%
3
9%
4
9%
14
14%
15
20%
12
9%
48
12%
1116
12%
Very unclear
7
8%
3
9%
3
8%
7
7%
2
2%
6
4%
21
5%
515
6%
Very clear
10
12%
4
10%
8
19%
3
3%
8
10%
21
15%
43
11%
988
11%
Fairly clear
28
33%
16
41%
17
41%
38
38%
33
45%
68
50%
172
44%
3760
42%
Neither clear nor unclear
15
18%
7
20%
10
23%
30
30%
14
18%
22
16%
83
21%
1816
20%
Fairly unclear
22
26%
8
20%
4
9%
16
16%
13
18%
15
11%
56
14%
1578
18%
Very unclear
9
11%
3
9%
3
8%
12
12%
6
9%
11
8%
36
9%
772
9%
Very clear
15
18%
6
16%
9
21%
8
8%
7
9%
26
19%
56
14%
1307
15%
Fairly clear
33
40%
21
53%
22
51%
49
49%
40
54%
67
48%
198
50%
4068
46%
Neither clear nor unclear
17
21%
5
14%
6
15%
19
19%
15
20%
23
16%
68
17%
1769
20%
Fairly unclear
15
17%
6
15%
3
7%
14
14%
10
13%
14
10%
47
12%
1226
14%
Very unclear
4
4%
1
3%
2
6%
10
10%
2
3%
9
6%
24
6%
507
6%
Very clear
19
22%
17
45%
9
23%
17
17%
13
18%
32
24%
89
23%
1555
18%
Fairly clear
39
46%
16
42%
20
49%
51
51%
33
45%
66
49%
187
48%
3755
43%
Neither clear nor unclear
15
18%
4
11%
7
16%
19
19%
18
25%
24
18%
73
19%
2126
24%
Fairly unclear
9
11%
1
2%
3
8%
8
8%
6
8%
11
8%
29
7%
905
10%
Very unclear
3
3%
0
0%
2
5%
5
5%
3
4%
2
1%
12
3%
473
5%
Very clear
10
12%
2
5%
6
14%
2
2%
12
16%
32
23%
54
14%
1883
21%
Fairly clear
37
43%
18
49%
19
46%
49
50%
40
54%
67
48%
194
49%
4413
50%
Neither clear nor unclear
15
18%
9
23%
8
18%
19
20%
10
14%
17
12%
63
16%
1110
12%
Fairly unclear
21
24%
6
15%
5
12%
21
21%
12
17%
18
13%
62
16%
1150
13%
Very unclear
2
2%
3
7%
4
10%
8
8%
0
0%
5
4%
19
5%
329
4%
Very clear
19
22%
13
35%
16
37%
8
8%
9
12%
23
16%
68
18%
1524
17%
Fairly clear
41
48%
24
65%
20
48%
62
64%
40
58%
71
52%
218
57%
4346
49%
Neither clear nor unclear
14
17%
0
0%
1
2%
15
15%
12
17%
23
17%
51
13%
1535
17%
Fairly unclear
11
13%
0
0%
2
5%
9
10%
9
13%
16
12%
36
9%
1110
13%
Very unclear
0
0%
0
0%
3
8%
3
3%
0
0%
5
4%
11
3%
281
3%
Very clear
8
9%
3
8%
3
9%
2
2%
2
4%
11
10%
22
6%
843
10%
Fairly clear
33
40%
15
44%
13
38%
30
32%
18
31%
36
31%
113
33%
2624
32%
Neither clear nor unclear
19
23%
8
24%
10
30%
26
28%
23
38%
38
32%
105
31%
2442
29%
Fairly unclear
15
18%
6
18%
4
12%
19
21%
13
22%
25
21%
68
20%
1709
21%
Very unclear
8
10%
2
6%
4
12%
16
17%
3
5%
8
6%
32
10%
697
8%
Very clear
10
12%
4
12%
9
21%
2
2%
5
7%
12
9%
32
8%
858
10%
Fairly clear
27
32%
16
45%
18
44%
42
42%
27
38%
50
37%
153
40%
3106
36%
Neither clear nor unclear
19
23%
8
22%
5
13%
26
26%
25
35%
38
28%
102
27%
2305
26%
Fairly unclear
19
22%
6
17%
2
5%
19
19%
7
10%
28
20%
62
16%
1703
19%
Very unclear
9
11%
1
3%
7
17%
11
11%
7
10%
7
5%
33
9%
768
9%
Very clear
3
3%
2
6%
6
14%
2
2%
4
6%
4
3%
18
5%
624
7%
Fairly clear
27
33%
20
56%
18
43%
23
24%
28
39%
48
36%
137
36%
2480
29%
Neither clear nor unclear
24
29%
6
16%
9
23%
30
31%
24
34%
51
37%
120
31%
2571
30%
Fairly unclear
14
17%
6
17%
4
9%
23
24%
11
15%
21
16%
65
17%
1979
23%
Very unclear
15
19%
2
6%
5
12%
19
19%
4
5%
12
9%
41
11%
958
11%
Very clear
2
3%
0
0%
4
10%
1
1%
1
1%
4
3%
10
3%
518
6%
Fairly clear
25
29%
16
43%
14
35%
20
21%
20
30%
22
18%
92
25%
2100
25%
Neither clear nor unclear
24
29%
8
23%
11
27%
33
35%
26
38%
61
49%
139
38%
2613
31%
Fairly unclear
21
24%
9
26%
5
12%
17
17%
17
24%
25
20%
72
20%
2067
24%
Very unclear
13
15%
3
8%
7
17%
25
26%
5
7%
14
11%
53
15%
1158
14%
Very reasonable
20
23%
4
12%
11
26%
18
18%
15
21%
56
40%
105
27%
2081
24%
Fairly reasonable
33
39%
10
27%
19
45%
32
32%
29
39%
49
35%
139
35%
3740
42%
21
25%
11
29%
9
22%
25
25%
17
23%
22
15%
83
21%
1736
20%
Neither reasonable nor unreasonable
Fairly unreasonable
10
11%
10
28%
2
5%
17
17%
10
14%
9
6%
48
12%
931
11%
Very unreasonable
2
2%
2
4%
1
2%
7
7%
3
4%
5
4%
17
4%
312
4%
Very reasonable
16
19%
7
19%
17
42%
19
20%
13
18%
36
26%
93
24%
2306
26%
Fairly reasonable
43
50%
23
62%
15
36%
51
52%
31
44%
58
42%
178
46%
3599
41%
Neither reasonable nor unreasonable
16
19%
2
4%
5
11%
17
18%
17
24%
31
22%
71
18%
2045
23%
Fairly unreasonable
10
12%
4
10%
1
2%
7
7%
6
9%
9
6%
27
7%
574
7%
Very unreasonable
1
1%
2
4%
3
8%
3
3%
4
5%
4
3%
16
4%
182
2%
frequency: 1 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
OVERALL
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very reasonable
11
13%
4
11%
8
24%
8
9%
5
9%
26
22%
51
15%
1445
18%
Fairly reasonable
27
32%
10
29%
7
22%
27
29%
14
24%
29
25%
88
26%
2425
30%
Neither reasonable nor unreasonable
38
46%
14
42%
17
52%
46
49%
32
54%
52
44%
162
48%
3565
44%
Fairly unreasonable
5
6%
2
6%
0
0%
10
11%
5
8%
6
5%
23
7%
514
6%
Very unreasonable
2
2%
4
12%
1
3%
2
2%
3
5%
5
4%
15
4%
201
2%
Very reasonable
15
18%
4
12%
13
31%
8
8%
10
14%
22
16%
57
15%
1613
19%
Fairly reasonable
21
25%
13
37%
14
35%
39
39%
21
30%
46
34%
134
35%
2668
31%
Neither reasonable nor unreasonable
38
45%
14
38%
9
22%
43
43%
34
48%
59
44%
158
41%
3557
41%
Fairly unreasonable
8
9%
1
4%
3
7%
7
7%
4
5%
6
4%
21
5%
521
6%
Very unreasonable
2
3%
3
9%
2
5%
3
3%
2
3%
2
1%
12
3%
241
3%
Very reasonable
4
5%
2
7%
10
23%
7
7%
8
12%
7
5%
34
9%
1179
14%
Fairly reasonable
27
32%
12
34%
13
30%
19
20%
22
31%
49
36%
115
30%
2211
26%
Neither reasonable nor unreasonable
44
53%
10
27%
18
42%
58
60%
36
51%
76
56%
197
52%
4473
53%
Fairly unreasonable
7
8%
9
24%
0
0%
12
13%
3
4%
3
2%
27
7%
402
5%
Very unreasonable
2
2%
3
9%
2
5%
1
1%
2
3%
1
1%
9
2%
179
2%
Very reasonable
4
5%
1
3%
11
27%
6
6%
3
4%
9
7%
30
8%
1024
12%
Fairly reasonable
19
22%
14
39%
7
18%
18
19%
16
24%
26
21%
82
22%
2013
24%
Neither reasonable nor unreasonable
52
61%
10
27%
21
51%
67
70%
46
67%
86
69%
229
63%
4653
56%
Fairly unreasonable
7
8%
8
23%
1
2%
3
3%
3
5%
2
2%
17
5%
411
5%
Very unreasonable
3
4%
3
8%
1
2%
2
2%
0
0%
2
2%
8
2%
158
2%
Strongly agree
16
20%
5
14%
11
27%
8
8%
14
19%
23
18%
62
16%
1606
19%
Somewhat agree
28
34%
12
31%
18
44%
44
45%
32
43%
59
44%
165
43%
2785
32%
Neither agree nor disagree
3
4%
9
23%
1
4%
10
10%
1
1%
11
9%
33
9%
824
9%
Somewhat disagree
16
20%
6
15%
5
13%
20
20%
14
19%
21
16%
66
17%
1963
23%
Strongly disagree
20
24%
7
18%
5
12%
16
16%
13
17%
18
14%
59
15%
1503
17%
Strongly agree
24
30%
10
26%
18
44%
25
26%
20
28%
50
39%
123
33%
2591
31%
Somewhat agree
25
32%
12
31%
12
29%
35
36%
28
40%
46
35%
132
35%
3076
37%
Neither agree nor disagree
10
12%
8
21%
2
5%
12
13%
9
12%
11
8%
41
11%
1017
12%
Somewhat disagree
12
15%
6
16%
6
15%
16
17%
9
13%
14
10%
51
13%
1061
13%
Strongly disagree
8
10%
2
5%
3
7%
9
9%
5
8%
10
8%
29
8%
657
8%
Very satisfied
19
23%
4
10%
12
28%
13
13%
11
15%
35
26%
75
19%
2003
23%
Satisfied
44
52%
19
48%
17
41%
52
52%
44
59%
62
46%
194
50%
4408
50%
Neither satisfied nor dissatisfied
8
9%
2
4%
7
17%
11
11%
7
10%
19
14%
47
12%
861
10%
Dissatisfied
8
9%
11
28%
2
5%
21
21%
10
14%
15
11%
59
15%
1285
15%
Very dissatisfied
5
6%
4
9%
4
9%
2
2%
2
3%
5
3%
16
4%
259
3%
Very satisfied
16
18%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
761
16%
Satisfied
34
40%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2135
45%
Neither satisfied nor dissatisfied
10
11%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
768
16%
Dissatisfied
19
23%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
830
18%
Very dissatisfied
6
7%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
241
5%
Very satisfied
28
33%
13
37%
20
47%
50
51%
14
21%
45
33%
143
38%
3380
39%
Satisfied
36
42%
17
46%
17
40%
28
29%
41
59%
62
46%
164
43%
3684
43%
Neither satisfied nor dissatisfied
10
12%
2
4%
3
6%
8
8%
5
7%
16
12%
33
9%
748
9%
Dissatisfied
9
11%
3
9%
1
3%
10
10%
8
11%
9
7%
32
8%
661
8%
Very dissatisfied
2
2%
1
3%
1
2%
2
2%
1
1%
3
2%
8
2%
144
2%
Very satisfied
20
24%
5
13%
18
43%
9
9%
14
20%
34
25%
79
21%
3207
37%
Satisfied
30
36%
3
9%
13
31%
27
28%
23
34%
46
34%
113
30%
2911
34%
Neither satisfied nor dissatisfied
13
15%
7
19%
6
15%
9
9%
11
15%
24
18%
57
15%
939
11%
Dissatisfied
18
21%
10
27%
2
5%
28
28%
11
16%
24
18%
74
20%
1132
13%
Very dissatisfied
3
4%
11
31%
3
6%
25
26%
10
15%
7
5%
56
15%
439
5%
Very satisfied
39
47%
25
66%
23
55%
48
49%
30
43%
67
49%
193
51%
4361
51%
Satisfied
33
39%
3
9%
14
33%
28
28%
23
34%
38
28%
106
28%
2649
31%
Neither satisfied nor dissatisfied
3
4%
4
11%
3
6%
8
8%
4
6%
13
10%
32
8%
725
8%
Dissatisfied
8
10%
4
11%
1
2%
10
10%
8
12%
15
11%
39
10%
609
7%
Very dissatisfied
0
0%
1
3%
1
2%
4
4%
3
4%
3
2%
12
3%
266
3%
Very satisfied
44
53%
26
69%
30
71%
55
56%
43
63%
84
61%
238
62%
5763
67%
Satisfied
29
35%
9
25%
11
25%
35
36%
19
28%
40
29%
114
30%
2121
25%
Neither satisfied nor dissatisfied
3
3%
2
6%
1
2%
4
4%
2
3%
9
7%
19
5%
404
5%
Dissatisfied
8
9%
0
0%
0
0%
3
3%
4
6%
3
2%
10
3%
218
3%
Very dissatisfied
0
0%
0
0%
1
2%
1
1%
0
0%
1
1%
3
1%
90
1%
Very satisfied
26
31%
6
16%
18
43%
22
22%
20
29%
36
26%
101
27%
2959
34%
Satisfied
29
34%
8
23%
13
31%
34
34%
31
44%
46
34%
132
35%
3324
39%
Neither satisfied nor dissatisfied
16
19%
3
8%
6
14%
14
14%
7
10%
20
15%
50
13%
959
11%
Dissatisfied
9
11%
11
29%
2
5%
18
18%
9
12%
23
17%
62
16%
976
11%
Very dissatisfied
5
6%
9
25%
3
7%
11
11%
3
4%
9
7%
35
9%
402
5%
frequency: 2 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
OVERALL
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
13
16%
4
11%
8
20%
37
37%
5
8%
31
23%
84
23%
1515
20%
33
38%
11
34%
14
33%
38
39%
23
35%
52
38%
138
37%
2596
34%
18
21%
7
20%
13
32%
12
12%
18
28%
34
25%
84
23%
1567
21%
19
23%
10
30%
3
8%
10
10%
13
21%
17
12%
53
14%
1456
19%
2
2%
2
5%
3
7%
2
2%
6
9%
1
1%
13
3%
471
6%
13
20%
4
21%
3
14%
15
24%
14
22%
18
25%
54
23%
1732
22%
23
37%
11
51%
15
68%
21
33%
27
42%
16
23%
89
37%
3190
41%
15
24%
2
9%
1
4%
14
23%
9
15%
24
33%
50
21%
1318
17%
9
14%
3
15%
1
5%
11
18%
9
15%
9
13%
34
14%
1183
15%
3
4%
1
4%
2
9%
1
2%
4
7%
4
6%
12
5%
322
4%
11
12%
0
0%
2
6%
0
0%
1
1%
6
5%
10
3%
1001
11%
12
14%
4
10%
12
30%
10
10%
20
28%
27
20%
73
19%
2595
30%
15
18%
0
0%
7
18%
11
11%
12
16%
20
15%
50
13%
1060
12%
29
34%
6
17%
13
33%
30
30%
31
41%
54
40%
135
35%
2739
31%
18
22%
27
73%
6
14%
49
49%
10
14%
28
20%
120
31%
1396
16%
3
4%
1
4%
3
10%
7
8%
1
2%
11
10%
23
7%
714
9%
19
27%
2
6%
6
20%
9
10%
13
21%
34
33%
64
20%
2050
26%
30
42%
10
32%
11
38%
27
32%
28
46%
40
39%
117
37%
2627
33%
17
24%
3
10%
7
23%
26
30%
17
27%
13
13%
66
21%
1671
21%
3
4%
15
47%
3
9%
17
20%
3
5%
6
6%
43
14%
915
11%
38
44%
19
52%
27
63%
45
45%
27
36%
75
56%
192
50%
4899
56%
33
39%
7
18%
9
22%
38
38%
37
50%
36
27%
127
33%
2676
31%
10
12%
4
12%
3
8%
8
8%
8
10%
12
9%
35
9%
667
8%
1
1%
4
11%
1
2%
9
9%
2
3%
7
5%
23
6%
386
4%
3
4%
2
6%
2
5%
0
0%
1
1%
4
3%
9
2%
119
1%
17
21%
4
11%
10
23%
9
9%
13
17%
33
24%
68
18%
1894
22%
34
40%
6
15%
11
25%
21
21%
36
50%
63
46%
136
35%
2925
34%
11
13%
7
20%
7
16%
10
10%
13
17%
19
14%
56
14%
1280
15%
14
17%
12
32%
15
36%
29
29%
9
13%
16
12%
81
21%
1713
20%
8
9%
8
21%
0
0%
31
31%
2
3%
5
3%
45
12%
915
10%
8
11%
1
3%
0
0%
1
1%
10
15%
8
7%
19
6%
1029
13%
19
25%
1
4%
4
16%
18
23%
19
30%
34
31%
76
25%
2277
28%
15
20%
5
18%
6
23%
18
23%
7
12%
30
28%
66
22%
1625
20%
20
27%
6
22%
5
20%
13
17%
18
28%
23
22%
65
22%
1865
23%
13
18%
16
54%
10
42%
28
36%
9
14%
13
12%
76
25%
1280
16%
30
35%
16
44%
7
16%
30
31%
18
24%
53
39%
124
32%
2486
29%
32
38%
8
21%
18
43%
30
31%
32
44%
59
43%
147
38%
2900
33%
12
14%
5
13%
8
18%
11
11%
11
14%
10
8%
45
12%
1086
12%
8
9%
2
6%
8
19%
18
19%
10
13%
13
9%
51
13%
1443
17%
4
5%
6
16%
1
3%
8
9%
3
4%
2
1%
20
5%
796
9%
6
8%
2
7%
3
8%
3
3%
11
16%
15
13%
34
10%
1190
14%
28
34%
5
15%
12
32%
15
16%
29
44%
41
34%
103
29%
2673
32%
27
33%
6
17%
12
33%
23
25%
12
18%
34
28%
87
25%
1902
23%
18
22%
14
40%
5
13%
26
28%
12
17%
24
19%
80
23%
1701
20%
3
3%
8
22%
5
14%
25
27%
4
5%
8
7%
50
14%
831
10%
10
11%
4
11%
7
18%
19
22%
11
17%
41
32%
83
23%
1584
19%
42
50%
7
20%
17
45%
30
34%
35
53%
57
44%
145
41%
3315
40%
24
29%
12
32%
9
23%
25
28%
13
20%
25
19%
84
23%
2043
25%
8
9%
9
26%
4
11%
7
8%
6
9%
4
3%
30
8%
918
11%
1
1%
4
11%
1
3%
7
8%
1
2%
2
1%
15
4%
351
4%
20
24%
2
7%
6
15%
14
14%
19
25%
37
27%
78
20%
1877
22%
31
36%
12
34%
17
43%
30
30%
28
38%
70
52%
157
41%
3316
38%
20
23%
8
21%
7
18%
24
25%
14
19%
16
12%
69
18%
1603
19%
10
12%
7
19%
8
20%
18
19%
9
12%
11
8%
52
14%
1255
15%
4
5%
7
19%
1
4%
12
12%
4
5%
1
1%
26
7%
591
7%
18
21%
7
20%
9
21%
26
26%
18
24%
28
21%
88
23%
2620
30%
37
43%
14
40%
13
31%
49
49%
25
34%
49
37%
151
39%
3538
40%
22
26%
6
17%
15
35%
19
19%
20
27%
38
28%
97
25%
1530
17%
6
6%
6
17%
4
9%
4
4%
9
12%
10
8%
33
8%
737
8%
3
4%
2
6%
2
4%
2
2%
3
4%
8
6%
16
4%
319
4%
22
26%
16
44%
15
37%
34
35%
29
40%
50
38%
145
38%
4101
47%
47
55%
16
45%
19
45%
55
57%
36
48%
56
43%
181
48%
3541
41%
14
17%
4
11%
6
14%
7
7%
9
12%
15
12%
41
11%
738
8%
1
1%
0
0%
1
2%
1
1%
0
0%
5
4%
7
2%
236
3%
1
1%
0
0%
1
2%
0
0%
0
0%
4
3%
5
1%
104
1%
frequency: 3 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
OVERALL
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
26
32%
14
37%
15
37%
28
29%
24
33%
48
36%
129
34%
3345
38%
45
56%
17
46%
20
49%
51
51%
42
56%
74
56%
203
53%
4153
48%
5
7%
4
12%
6
14%
12
12%
5
7%
9
7%
36
9%
835
10%
2
3%
2
4%
0
0%
7
7%
1
2%
1
1%
11
3%
293
3%
2
2%
0
0%
0
0%
1
1%
2
3%
1
1%
4
1%
88
1%
23
29%
16
44%
14
35%
30
31%
17
24%
43
32%
121
32%
3066
35%
46
57%
16
44%
22
52%
52
53%
47
63%
78
59%
214
56%
4086
47%
10
12%
3
9%
5
11%
10
10%
6
8%
8
6%
32
8%
1093
13%
1
1%
1
3%
1
2%
4
4%
2
3%
2
2%
10
3%
322
4%
1
1%
0
0%
0
0%
1
1%
2
3%
1
1%
4
1%
118
1%
18
22%
10
27%
8
20%
43
44%
20
27%
29
23%
110
29%
3483
40%
37
46%
15
41%
14
34%
33
34%
38
51%
44
34%
143
38%
3256
38%
16
20%
10
27%
13
32%
13
13%
12
16%
31
24%
79
21%
1259
15%
8
10%
1
3%
4
10%
7
7%
4
5%
17
13%
33
9%
463
5%
2
2%
1
2%
2
4%
1
1%
1
1%
7
6%
12
3%
194
2%
11
14%
8
22%
12
28%
26
27%
6
8%
31
23%
82
21%
1615
19%
48
57%
12
33%
19
45%
46
47%
47
63%
69
52%
192
50%
3974
46%
18
22%
9
26%
6
14%
16
16%
17
23%
24
18%
72
19%
1924
22%
3
4%
5
15%
3
7%
8
8%
2
3%
7
5%
25
7%
938
11%
3
4%
2
4%
3
6%
1
1%
3
4%
3
2%
11
3%
239
3%
47
56%
26
68%
26
61%
56
57%
48
65%
84
63%
239
62%
5218
60%
34
40%
10
26%
15
35%
29
29%
24
33%
41
31%
119
31%
2888
33%
2
3%
1
2%
1
2%
9
9%
2
3%
4
3%
17
4%
420
5%
0
0%
1
3%
1
2%
1
1%
0
0%
3
2%
6
2%
150
2%
1
1%
0
0%
0
0%
3
3%
0
0%
0
0%
3
1%
57
1%
27
33%
21
57%
13
31%
39
40%
36
50%
48
36%
158
41%
4131
48%
32
39%
9
25%
15
37%
38
39%
24
33%
57
43%
144
38%
2697
31%
18
21%
4
10%
11
27%
13
13%
11
15%
20
15%
59
15%
1350
16%
3
4%
3
9%
1
2%
4
4%
2
3%
5
4%
15
4%
319
4%
3
3%
0
0%
1
2%
3
3%
0
0%
3
3%
7
2%
132
2%
22
26%
7
18%
9
22%
16
17%
15
21%
19
15%
67
18%
2173
25%
33
40%
14
37%
12
27%
29
30%
32
44%
50
39%
137
36%
2793
33%
21
26%
11
28%
17
41%
36
38%
23
31%
50
39%
137
36%
2633
31%
5
6%
3
9%
3
7%
11
11%
2
3%
6
5%
26
7%
683
8%
2
2%
3
8%
1
2%
3
3%
1
1%
3
3%
11
3%
281
3%
26
31%
16
43%
13
32%
43
44%
33
44%
49
37%
154
40%
3840
44%
49
59%
18
48%
17
42%
37
37%
34
47%
55
42%
161
42%
3601
42%
6
8%
3
9%
8
19%
14
14%
7
9%
23
17%
54
14%
977
11%
2
2%
0
0%
2
5%
3
3%
0
0%
4
3%
9
2%
197
2%
1
1%
0
0%
1
2%
2
2%
0
0%
1
1%
4
1%
56
1%
38
46%
22
60%
19
47%
65
67%
42
56%
69
52%
217
57%
5210
60%
39
47%
10
26%
19
46%
29
30%
26
35%
55
41%
138
36%
2976
34%
4
5%
5
14%
1
2%
1
1%
6
8%
10
7%
23
6%
385
4%
0
0%
0
0%
1
2%
1
1%
0
0%
0
0%
2
1%
77
1%
1
1%
0
0%
1
2%
1
1%
1
1%
0
0%
3
1%
31
0%
22
27%
10
28%
16
39%
33
35%
12
17%
33
25%
106
28%
2526
29%
43
53%
17
48%
24
57%
47
50%
49
66%
64
48%
201
53%
4405
51%
9
11%
6
16%
1
2%
10
11%
6
8%
27
20%
49
13%
1226
14%
6
8%
3
8%
1
2%
4
4%
7
10%
6
5%
21
6%
383
4%
1
1%
0
0%
0
0%
0
0%
0
0%
2
2%
2
1%
109
1%
20
25%
5
14%
9
21%
33
34%
19
27%
28
23%
94
25%
2732
32%
20
25%
4
10%
11
27%
25
26%
14
19%
27
22%
81
22%
1952
23%
22
28%
12
32%
15
36%
19
20%
22
31%
32
26%
100
27%
1913
23%
9
11%
2
7%
3
7%
5
5%
7
9%
20
16%
37
10%
702
8%
9
12%
14
38%
4
9%
14
15%
10
14%
19
15%
61
16%
1150
14%
18
22%
15
42%
7
18%
54
58%
8
10%
10
8%
94
25%
1604
19%
15
18%
12
33%
11
26%
20
21%
12
16%
27
21%
81
22%
1962
23%
26
33%
2
5%
11
26%
13
14%
33
45%
48
37%
106
28%
2599
30%
12
15%
2
7%
9
21%
3
3%
12
17%
28
22%
55
15%
1259
15%
9
11%
5
14%
4
9%
4
4%
8
11%
17
13%
38
10%
1136
13%
24
30%
8
21%
12
28%
27
29%
22
31%
30
23%
98
26%
3177
37%
35
43%
12
33%
11
27%
38
40%
30
42%
42
32%
133
36%
2819
33%
12
14%
11
29%
16
38%
22
23%
15
21%
44
34%
107
29%
1576
18%
3
4%
1
3%
2
5%
1
1%
4
5%
6
4%
14
4%
405
5%
6
8%
5
13%
1
2%
6
6%
1
1%
8
6%
20
5%
543
6%
frequency: 4 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
OVERALL
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
24
31%
5
14%
10
23%
25
27%
19
26%
33
26%
92
25%
2638
31%
22
27%
7
20%
10
25%
24
26%
19
26%
29
22%
89
24%
2297
27%
14
18%
10
28%
12
30%
21
22%
18
26%
44
34%
106
28%
1934
23%
9
11%
2
7%
5
12%
7
7%
10
14%
14
11%
38
10%
707
8%
10
13%
11
31%
4
11%
17
18%
6
9%
9
7%
48
13%
935
11%
12
15%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
342
10%
20
25%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
756
23%
29
37%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1226
38%
9
11%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
523
16%
10
12%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
413
13%
26
32%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1090
33%
31
38%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1103
33%
11
13%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
671
20%
5
6%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
215
7%
8
10%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
229
7%
17
22%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
754
23%
42
52%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1351
41%
12
16%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
801
25%
1
1%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
195
6%
7
9%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
166
5%
7
9%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
237
7%
11
14%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
520
16%
31
40%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1386
43%
12
16%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
568
18%
16
21%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
499
16%
5
6%
0
0%
2
6%
1
2%
4
7%
5
5%
12
4%
569
9%
25
32%
7
32%
15
49%
21
32%
16
29%
24
26%
83
31%
1925
29%
23
30%
5
24%
4
12%
16
24%
17
31%
27
30%
69
26%
1616
24%
18
23%
5
23%
5
15%
20
30%
12
23%
18
19%
60
23%
1390
21%
7
9%
4
21%
6
18%
8
12%
5
9%
18
19%
40
15%
1117
17%
11
15%
5
17%
7
17%
8
9%
10
14%
21
18%
50
15%
1384
17%
27
35%
12
41%
20
51%
38
43%
25
36%
37
33%
132
39%
3181
40%
20
26%
7
24%
8
21%
20
22%
26
38%
37
33%
98
29%
1729
22%
11
15%
4
15%
1
2%
14
16%
5
7%
11
9%
35
10%
1008
13%
8
10%
1
3%
3
8%
8
9%
3
5%
8
7%
23
7%
650
8%
11
14%
4
13%
8
18%
6
6%
5
7%
25
20%
48
13%
1233
15%
38
50%
17
47%
21
50%
46
48%
41
58%
60
48%
185
50%
3493
43%
14
18%
7
18%
8
19%
21
22%
12
18%
22
17%
70
19%
1641
20%
10
14%
4
13%
3
7%
16
16%
9
13%
13
10%
45
12%
1105
14%
3
4%
3
9%
2
6%
8
8%
3
4%
7
6%
23
6%
612
8%
9
12%
6
17%
6
14%
4
4%
5
7%
19
15%
40
11%
1054
14%
36
49%
16
46%
20
48%
51
55%
36
50%
66
51%
189
51%
3145
41%
15
19%
8
23%
11
27%
19
20%
19
26%
24
19%
81
22%
1738
23%
8
11%
3
8%
2
5%
13
14%
10
13%
11
8%
38
10%
1037
14%
7
10%
2
6%
2
6%
7
7%
3
4%
9
7%
23
6%
662
9%
3
5%
1
4%
2
6%
1
1%
2
3%
9
10%
15
5%
491
7%
7
11%
3
9%
15
43%
14
18%
19
30%
21
22%
71
23%
1647
23%
26
37%
12
35%
8
24%
16
20%
25
40%
35
38%
96
32%
1921
27%
21
30%
14
40%
2
6%
25
31%
11
18%
20
21%
71
24%
1580
23%
12
17%
4
13%
7
21%
24
30%
6
9%
8
9%
50
16%
1374
20%
4
5%
1
3%
7
19%
16
18%
3
5%
30
24%
56
17%
822
12%
39
52%
2
8%
13
37%
44
48%
24
41%
59
47%
142
42%
2589
37%
21
28%
13
44%
9
26%
15
16%
23
41%
26
20%
86
25%
2329
33%
8
11%
8
27%
2
5%
11
12%
7
12%
6
5%
33
10%
872
12%
3
4%
5
18%
4
12%
5
6%
1
2%
6
5%
21
6%
449
6%
4
5%
0
0%
4
9%
16
17%
17
24%
10
8%
47
13%
1449
18%
43
52%
3
9%
12
29%
40
42%
29
41%
41
32%
125
34%
2889
36%
16
19%
2
6%
11
27%
17
18%
7
10%
27
21%
65
17%
1314
16%
10
12%
13
36%
10
24%
11
11%
13
18%
32
25%
79
21%
1376
17%
10
12%
18
49%
5
11%
12
13%
5
7%
17
14%
56
15%
981
12%
0
0%
0
0%
3
12%
1
1%
1
2%
4
4%
9
4%
889
17%
8
15%
2
12%
6
25%
11
16%
15
33%
15
16%
49
20%
1298
25%
21
41%
2
11%
9
39%
16
23%
10
21%
30
32%
67
27%
1327
26%
8
15%
2
10%
6
24%
15
21%
9
20%
30
32%
61
24%
799
15%
16
30%
11
67%
0
0%
26
38%
10
23%
15
16%
63
25%
865
17%
frequency: 5 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
OVERALL
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
4
7%
1
5%
3
17%
5
10%
2
5%
2
3%
13
7%
528
12%
16
31%
2
13%
9
55%
11
23%
13
36%
18
27%
53
29%
1155
27%
20
39%
9
54%
4
22%
22
45%
14
39%
29
45%
78
42%
1786
41%
7
14%
1
8%
1
6%
6
12%
5
14%
5
8%
19
10%
411
9%
4
8%
3
20%
0
0%
5
10%
2
6%
11
17%
22
12%
468
11%
3
6%
0
0%
2
8%
4
5%
2
4%
7
7%
15
6%
876
14%
19
33%
4
17%
8
36%
17
24%
21
40%
24
25%
75
28%
1904
31%
11
18%
3
11%
3
13%
11
15%
9
17%
19
20%
45
17%
1415
23%
15
26%
9
35%
6
27%
17
24%
9
17%
24
24%
65
24%
1094
18%
10
17%
10
37%
4
16%
22
31%
12
23%
22
23%
70
26%
942
15%
5
7%
0
0%
11
27%
5
6%
4
6%
13
12%
33
10%
1550
21%
26
36%
5
15%
12
29%
24
27%
19
30%
43
38%
103
31%
2837
38%
15
21%
7
20%
10
25%
9
11%
19
30%
26
23%
70
21%
1356
18%
20
27%
11
33%
6
15%
24
27%
11
17%
19
17%
71
21%
1070
14%
7
9%
10
31%
2
4%
25
29%
10
17%
12
10%
59
18%
684
9%
4
6%
5
14%
8
20%
6
7%
4
6%
7
7%
30
9%
566
8%
26
33%
11
31%
16
39%
22
26%
27
41%
34
31%
110
33%
2345
34%
24
30%
11
33%
11
28%
23
28%
22
33%
41
37%
108
32%
2025
30%
15
19%
4
12%
4
11%
21
25%
7
11%
15
14%
52
16%
1233
18%
10
12%
3
10%
1
2%
11
13%
6
9%
12
11%
33
10%
685
10%
0
0%
0
0%
3
17%
4
9%
1
3%
1
3%
9
6%
214
6%
2
7%
6
45%
4
22%
5
11%
6
21%
1
2%
22
15%
479
14%
12
41%
5
39%
7
39%
8
17%
7
23%
16
39%
42
29%
1153
33%
6
20%
1
10%
3
17%
10
21%
7
24%
9
23%
31
21%
639
18%
9
32%
1
6%
1
5%
20
43%
9
29%
14
33%
44
30%
995
29%
0
0%
0
0%
6
26%
0
0%
0
0%
0
0%
6
4%
176
6%
0
0%
2
8%
6
28%
4
6%
0
0%
0
0%
12
8%
289
10%
7
45%
2
12%
6
25%
7
10%
5
71%
8
36%
28
19%
1011
35%
3
17%
4
19%
2
9%
24
33%
0
0%
4
18%
34
23%
463
16%
6
39%
13
62%
3
13%
38
52%
2
29%
10
47%
66
45%
978
34%
4
10%
0
0%
0
0%
4
13%
5
20%
3
10%
12
12%
740
20%
16
43%
1
14%
3
31%
8
25%
13
50%
6
21%
31
30%
1202
32%
10
27%
3
36%
4
43%
14
44%
3
11%
13
47%
37
36%
1135
30%
4
11%
2
23%
1
15%
3
9%
2
7%
4
14%
12
12%
307
8%
4
10%
2
27%
1
10%
3
9%
3
11%
2
7%
11
11%
354
9%
0
0%
0
0%
3
21%
3
7%
2
7%
5
9%
13
9%
390
10%
2
6%
0
0%
1
7%
5
12%
6
19%
10
19%
22
15%
755
19%
12
38%
2
25%
6
42%
12
28%
10
33%
16
29%
45
30%
1135
29%
5
17%
2
30%
2
17%
7
17%
5
17%
11
20%
28
19%
683
17%
12
39%
4
45%
2
14%
16
37%
7
24%
13
23%
41
28%
1019
26%
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
13
3%
3
22%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
44
9%
7
52%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
327
66%
2
16%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
55
11%
1
10%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
59
12%
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
131
9%
4
16%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
444
30%
2
7%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
300
21%
9
37%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
238
16%
10
41%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
341
23%
1
3%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
92
8%
10
32%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
298
27%
13
40%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
383
34%
6
17%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
192
17%
3
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
157
14%
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
12
2%
4
29%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
64
12%
9
66%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
322
61%
1
5%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
58
11%
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
69
13%
6
11%
0
0%
2
7%
3
5%
10
19%
15
20%
30
13%
731
13%
19
35%
2
12%
14
49%
25
39%
17
33%
17
22%
75
31%
1684
29%
4
7%
4
23%
6
21%
12
19%
10
18%
21
27%
53
22%
1222
21%
13
24%
5
30%
3
10%
12
19%
15
28%
11
14%
46
19%
1222
21%
12
23%
6
35%
4
13%
12
19%
1
2%
13
17%
36
15%
949
16%
frequency: 6 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
OVERALL
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
6
10%
0
0%
2
7%
2
3%
9
17%
12
14%
25
10%
512
9%
17
30%
1
4%
11
39%
15
23%
13
26%
23
27%
64
25%
1494
25%
7
13%
4
22%
10
34%
19
29%
11
21%
21
24%
64
26%
1439
24%
16
28%
7
38%
4
13%
11
18%
16
31%
13
15%
51
20%
1451
25%
10
19%
6
36%
2
7%
18
28%
3
5%
17
20%
47
19%
1022
17%
18
30%
6
29%
17
58%
19
27%
22
40%
32
36%
96
36%
1560
26%
26
44%
6
28%
6
20%
26
38%
25
45%
34
38%
97
37%
1934
32%
8
13%
2
10%
4
13%
13
19%
7
12%
15
17%
41
16%
1332
22%
2
3%
4
22%
2
6%
6
9%
0
0%
4
5%
16
6%
713
12%
5
9%
2
10%
1
2%
5
7%
2
3%
4
5%
14
5%
516
9%
16
28%
4
19%
16
53%
18
25%
18
32%
32
35%
88
32%
1502
24%
25
43%
5
24%
8
26%
30
42%
27
49%
39
42%
109
40%
1975
32%
7
11%
5
24%
4
13%
14
20%
8
14%
10
11%
41
15%
1389
22%
5
9%
4
22%
2
6%
6
8%
2
3%
6
7%
20
7%
796
13%
5
9%
2
10%
1
2%
4
6%
1
2%
5
6%
13
5%
522
8%
23
32%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1416
36%
31
42%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1236
31%
7
10%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
699
18%
6
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
382
10%
6
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
223
6%
4
5%
1
2%
7
17%
2
2%
4
5%
8
6%
22
6%
1121
13%
21
26%
3
9%
23
54%
24
25%
38
52%
46
36%
134
36%
3258
38%
17
21%
3
8%
7
16%
6
6%
14
19%
20
16%
50
13%
1172
14%
24
30%
14
39%
2
5%
26
28%
14
20%
34
26%
90
24%
2065
24%
15
18%
16
42%
3
8%
36
38%
2
3%
21
16%
79
21%
961
11%
3
4%
1
3%
4
10%
5
5%
4
5%
7
6%
22
6%
651
8%
24
30%
7
20%
22
53%
16
17%
31
42%
49
38%
126
34%
2696
31%
21
26%
4
11%
3
7%
12
13%
13
18%
32
25%
65
17%
1511
18%
25
31%
12
33%
9
21%
29
31%
16
21%
27
21%
92
25%
2493
29%
8
10%
13
34%
4
9%
31
34%
9
13%
12
9%
69
18%
1228
14%
25
33%
15
43%
25
63%
40
45%
31
43%
58
46%
169
47%
3313
42%
35
46%
11
30%
10
25%
30
34%
24
34%
40
32%
116
32%
2674
34%
7
9%
4
10%
0
0%
6
7%
9
13%
11
9%
30
8%
821
10%
4
6%
2
6%
1
3%
11
12%
2
3%
10
8%
26
7%
680
9%
5
6%
4
11%
4
10%
2
2%
5
7%
7
6%
22
6%
441
6%
18
23%
11
31%
18
44%
21
22%
16
22%
30
24%
97
26%
2160
25%
23
29%
10
28%
11
26%
36
38%
30
41%
43
34%
130
35%
2763
33%
19
24%
2
6%
7
18%
16
17%
10
14%
28
22%
64
17%
1426
17%
15
19%
5
15%
2
5%
12
13%
9
13%
12
10%
41
11%
1303
15%
5
6%
7
20%
3
7%
9
9%
7
10%
13
10%
38
10%
845
10%
18
23%
6
17%
15
37%
7
8%
13
17%
30
24%
71
20%
1912
23%
25
33%
11
31%
9
21%
26
29%
25
35%
41
33%
111
31%
2355
29%
16
20%
7
20%
7
17%
25
28%
12
17%
28
22%
79
22%
1639
20%
12
16%
6
18%
7
17%
17
19%
14
20%
17
14%
62
17%
1401
17%
6
7%
5
14%
3
8%
13
15%
8
11%
8
6%
37
10%
907
11%
18
23%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
766
24%
19
25%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1166
36%
26
34%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
663
20%
10
13%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
403
12%
5
6%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
254
8%
21
27%
7
21%
18
44%
13
14%
16
23%
34
28%
89
24%
2087
25%
26
34%
12
34%
7
17%
30
32%
28
38%
48
38%
125
34%
2794
33%
20
26%
6
17%
8
19%
23
25%
12
17%
24
20%
74
20%
1459
17%
6
8%
5
15%
4
10%
18
19%
10
14%
14
11%
51
14%
1383
16%
5
6%
4
13%
4
10%
9
10%
6
8%
4
3%
28
8%
770
9%
19
24%
12
34%
18
44%
15
16%
17
25%
40
31%
102
28%
2265
27%
32
40%
9
25%
12
29%
50
54%
34
49%
45
35%
150
41%
3000
36%
21
27%
12
34%
6
14%
14
15%
11
16%
20
16%
63
17%
1787
21%
5
6%
2
7%
2
5%
11
12%
3
5%
16
13%
35
10%
896
11%
2
2%
0
0%
3
8%
2
2%
3
5%
6
5%
15
4%
491
6%
21
27%
8
24%
18
53%
24
26%
18
26%
39
32%
107
30%
2548
31%
39
49%
13
40%
5
15%
43
46%
33
46%
54
44%
148
42%
3304
40%
13
17%
6
18%
9
26%
17
19%
8
11%
20
16%
60
17%
1392
17%
4
5%
5
16%
0
0%
9
10%
11
15%
9
7%
34
10%
765
9%
2
2%
1
2%
2
6%
0
0%
1
1%
1
1%
5
1%
300
4%
frequency: 7 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
OVERALL
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very satisfied
24
30%
11
34%
18
52%
29
31%
23
33%
38
31%
120
34%
2884
35%
Satisfied
33
41%
12
37%
5
14%
39
42%
32
46%
52
42%
140
39%
3147
38%
Neither satisfied nor dissatisfied
17
22%
6
17%
9
25%
18
19%
8
12%
22
17%
62
17%
1431
17%
Dissatisfied
5
6%
3
10%
1
3%
7
8%
5
7%
11
9%
27
8%
611
7%
Very dissatisfied
1
1%
1
2%
2
6%
0
0%
2
3%
2
1%
6
2%
223
3%
Very satisfied
35
44%
16
44%
20
50%
40
42%
19
27%
48
37%
143
38%
2889
34%
Satisfied
26
34%
5
13%
10
24%
35
37%
28
39%
46
36%
124
33%
2922
34%
Neither satisfied nor dissatisfied
7
9%
6
16%
4
10%
5
6%
12
16%
21
17%
48
13%
1135
13%
Dissatisfied
7
8%
3
9%
4
10%
10
11%
7
10%
8
6%
33
9%
988
12%
Very dissatisfied
4
5%
7
18%
2
5%
4
4%
6
8%
4
3%
23
6%
610
7%
Very satisfied
17
22%
8
22%
11
26%
9
10%
9
12%
32
25%
68
19%
2071
24%
Satisfied
24
30%
8
23%
16
40%
29
31%
33
45%
39
31%
124
34%
2697
32%
Neither satisfied nor dissatisfied
18
23%
6
17%
6
14%
13
14%
17
24%
31
24%
73
20%
1408
17%
Dissatisfied
13
17%
7
21%
6
14%
25
27%
6
8%
13
11%
57
16%
1375
16%
Very dissatisfied
7
8%
6
17%
2
5%
17
18%
7
10%
11
9%
43
12%
906
11%
Very satisfied
26
32%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1071
33%
Satisfied
33
42%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1375
43%
Neither satisfied nor dissatisfied
12
15%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
538
17%
Dissatisfied
7
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
144
5%
Very dissatisfied
2
3%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
69
2%
Very satisfied
22
29%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
653
21%
Satisfied
33
43%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1265
41%
Neither satisfied nor dissatisfied
13
18%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
835
27%
Dissatisfied
6
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
219
7%
Very dissatisfied
1
1%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
130
4%
Very satisfied
24
31%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
880
27%
Satisfied
35
44%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1358
42%
Neither satisfied nor dissatisfied
9
12%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
606
19%
Dissatisfied
8
10%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
226
7%
Very dissatisfied
3
3%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
156
5%
Strongly agree
34
44%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
2124
46%
Somewhat agree
28
36%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
1551
34%
Neither agree nor disagree
6
8%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
305
7%
Somewhat disagree
7
9%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
386
8%
Strongly disagree
3
4%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
214
5%
Very satisfied
29
37%
11
30%
18
43%
30
32%
23
31%
49
38%
131
35%
2746
32%
Satisfied
32
41%
15
39%
14
33%
43
46%
32
44%
54
42%
157
42%
3649
43%
Neither satisfied nor dissatisfied
8
10%
2
6%
5
12%
3
3%
8
11%
11
9%
29
8%
887
10%
Dissatisfied
6
7%
3
9%
2
5%
12
13%
7
10%
8
6%
33
9%
873
10%
Very dissatisfied
3
4%
6
16%
3
8%
6
7%
3
5%
6
5%
25
7%
396
5%
Very satisfied
19
24%
5
13%
9
22%
13
14%
13
17%
33
26%
73
20%
1582
18%
Satisfied
30
38%
11
31%
18
44%
40
42%
39
53%
60
46%
168
45%
4055
47%
Neither satisfied nor dissatisfied
19
24%
3
9%
8
19%
14
15%
13
18%
22
17%
61
16%
1446
17%
Dissatisfied
6
8%
6
16%
4
9%
18
19%
7
9%
10
8%
45
12%
1089
13%
Very dissatisfied
5
6%
11
30%
2
5%
9
10%
2
3%
3
2%
27
7%
388
5%
Chancellor
30
41%
0
0%
0
0%
1
2%
25
37%
0
0%
26
8%
547
8%
President
0
0%
2
6%
6
14%
31
45%
0
0%
18
19%
58
19%
1192
18%
Vice President for Academic Affairs
3
4%
3
10%
0
0%
5
7%
0
0%
13
13%
21
7%
441
7%
Academic Dean
2
3%
0
0%
2
5%
1
2%
5
7%
12
12%
19
6%
779
12%
Provost
38
51%
28
84%
34
81%
31
45%
37
56%
56
56%
186
60%
3409
53%
Other
0
0%
0
0%
0
0%
0
0%
0
0%
0
0%
0
0%
77
1%
Strongly agree
5
9%
0
0%
6
17%
4
9%
12
27%
15
20%
37
16%
891
17%
Somewhat agree
13
23%
12
38%
7
18%
13
27%
14
32%
25
34%
71
30%
1512
29%
Neither agree nor disagree
16
29%
2
6%
15
42%
13
26%
12
29%
16
22%
58
25%
1336
26%
Somewhat disagree
15
26%
8
24%
1
3%
11
23%
4
9%
7
10%
31
13%
813
16%
Strongly disagree
7
12%
10
32%
7
19%
8
16%
1
2%
10
14%
37
16%
631
12%
For the rest of my career
19
25%
7
22%
11
27%
30
35%
14
24%
21
18%
83
25%
1311
17%
For the foreseeable future
36
48%
13
38%
16
41%
33
38%
29
47%
59
51%
150
44%
3558
45%
11
14%
6
18%
3
7%
12
14%
4
6%
14
12%
39
12%
1073
14%
For no more than 5 years after earnin
I haven't thought that far ahead
10
13%
7
22%
10
26%
11
12%
14
23%
22
19%
65
19%
1893
24%
Prefer to work at another academic in
6
52%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
255
69%
Prefer to work in private industry
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
8
2%
Prefer to work in government
0
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
3
1%
Other
5
48%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
103
28%
frequency: 8 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
OVERALL
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
Your institution
Peer 1
Peer 2
Peer 3
Peer 4
Peer 5
All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
33
42%
11
31%
22
53%
34
37%
33
50%
56
44%
157
43%
3630
44%
19
25%
10
27%
12
28%
28
30%
18
27%
44
34%
111
30%
2642
32%
11
14%
4
12%
5
12%
12
13%
9
13%
13
10%
43
12%
819
10%
9
11%
6
16%
1
2%
12
13%
3
4%
10
8%
32
9%
759
9%
7
9%
5
13%
2
5%
6
6%
4
6%
5
4%
22
6%
434
5%
37
50%
13
37%
24
58%
35
39%
35
52%
75
60%
183
51%
3937
48%
34
45%
19
54%
16
37%
49
55%
29
44%
37
30%
151
42%
3788
46%
4
14
42
15
3
3
5%
19%
54%
19%
4%
4%
3
0
12
12
7
4
9%
0%
34%
34%
20%
11%
2
6
27
6
0
3
5%
15%
63%
14%
0%
8%
5
6
47
28
7
6
6%
6%
50%
30%
7%
6%
3
9
47
11
1
0
4%
13%
70%
16%
1%
0%
12
34
63
21
3
5
10%
27%
50%
17%
2%
4%
26
55
196
78
18
18
7%
15%
54%
21%
5%
5%
545
1588
4133
2081
435
198
7%
19%
49%
25%
5%
2%
frequency: 9 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
GENDER
MALES
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very clear
8
21%
41
19%
1046
20%
7
15%
36
20%
685
18%
Fairly clear
23
59%
126
58%
2681
52%
17
37%
101
57%
1921
51%
Neither clear nor unclear
2
6%
14
7%
716
14%
5
12%
13
7%
446
12%
Fairly unclear
4
11%
22
10%
500
10%
12
26%
21
12%
493
13%
Very unclear
1
3%
12
6%
235
5%
4
9%
6
3%
209
6%
Very clear
5
12%
40
18%
896
17%
7
15%
34
19%
631
17%
Fairly clear
21
53%
107
50%
2622
51%
20
43%
92
52%
1880
50%
Neither clear nor unclear
6
14%
28
13%
782
15%
5
10%
23
13%
491
13%
Fairly unclear
6
15%
28
13%
596
11%
10
22%
20
11%
520
14%
Very unclear
2
6%
13
6%
286
6%
4
9%
7
4%
229
6%
Very clear
5
12%
23
11%
593
11%
5
12%
20
11%
394
11%
Fairly clear
15
39%
91
42%
2191
42%
13
29%
82
47%
1569
42%
Neither clear nor unclear
9
23%
47
22%
1142
22%
6
13%
36
21%
675
18%
Fairly unclear
7
18%
32
15%
819
16%
15
33%
24
14%
759
20%
Very unclear
3
9%
24
11%
420
8%
6
13%
12
7%
352
9%
Very clear
9
24%
29
13%
799
16%
5
12%
26
15%
508
14%
Fairly clear
15
38%
109
50%
2382
46%
18
41%
89
51%
1686
45%
Neither clear nor unclear
11
28%
36
17%
1061
21%
6
14%
32
18%
708
19%
Fairly unclear
4
9%
26
12%
626
12%
11
25%
20
12%
600
16%
Very unclear
0
0%
16
8%
279
5%
4
8%
8
5%
228
6%
Very clear
12
30%
56
26%
985
19%
7
16%
34
19%
569
15%
Fairly clear
20
50%
109
51%
2228
44%
19
42%
78
44%
1527
41%
Neither clear nor unclear
7
17%
31
14%
1219
24%
8
18%
42
24%
907
24%
Fairly unclear
1
3%
14
6%
437
9%
8
17%
15
9%
468
13%
Very unclear
0
0%
6
3%
238
5%
3
6%
6
4%
235
6%
Very clear
3
9%
36
17%
1166
23%
7
15%
18
10%
717
19%
Fairly clear
20
51%
100
47%
2537
49%
17
37%
94
53%
1876
50%
Neither clear nor unclear
9
24%
25
12%
675
13%
6
13%
38
22%
435
12%
Fairly unclear
5
14%
40
19%
586
11%
16
33%
22
12%
564
15%
Very unclear
1
3%
14
7%
185
4%
1
1%
5
3%
144
4%
Very clear
8
20%
33
16%
861
17%
11
23%
34
20%
663
18%
Fairly clear
20
51%
118
56%
2527
50%
21
46%
99
58%
1819
49%
Neither clear nor unclear
7
17%
32
15%
935
18%
8
17%
19
11%
600
16%
Fairly unclear
5
12%
20
9%
596
12%
7
14%
17
10%
513
14%
Very unclear
0
0%
8
4%
175
3%
0
0%
3
2%
106
3%
Very clear
1
3%
14
7%
496
10%
6
14%
8
5%
347
10%
Fairly clear
17
44%
58
31%
1547
32%
16
36%
55
35%
1076
31%
Neither clear nor unclear
9
24%
58
32%
1451
30%
10
22%
46
30%
991
28%
Fairly unclear
7
18%
35
19%
907
19%
8
19%
33
21%
802
23%
Very unclear
4
11%
19
10%
412
9%
4
9%
13
8%
286
8%
Very clear
4
9%
11
5%
486
10%
6
14%
21
12%
371
10%
Fairly clear
15
39%
86
41%
1797
36%
12
27%
67
39%
1309
35%
Neither clear nor unclear
10
26%
59
28%
1415
28%
9
20%
43
25%
890
24%
Fairly unclear
6
14%
34
16%
938
19%
13
29%
28
16%
765
21%
Very unclear
4
11%
17
8%
417
8%
5
10%
16
9%
351
10%
Very clear
0
0%
7
3%
345
7%
3
6%
11
6%
279
8%
Fairly clear
14
36%
76
37%
1425
29%
13
29%
62
35%
1055
29%
Neither clear nor unclear
12
31%
65
31%
1547
31%
12
27%
55
32%
1023
28%
Fairly unclear
8
21%
35
17%
1090
22%
6
14%
30
17%
889
24%
Very unclear
4
12%
24
12%
555
11%
11
24%
17
10%
403
11%
Very clear
1
3%
3
2%
296
6%
1
2%
7
4%
222
6%
Fairly clear
9
24%
50
25%
1189
24%
15
34%
42
25%
911
25%
Neither clear nor unclear
15
38%
82
41%
1608
33%
9
20%
57
34%
1005
28%
Fairly unclear
9
23%
34
17%
1115
23%
12
26%
38
23%
952
27%
Very unclear
5
12%
30
15%
671
14%
8
18%
23
14%
487
14%
Very reasonable
12
30%
66
31%
1360
27%
8
17%
38
22%
721
19%
Fairly reasonable
15
37%
77
36%
2147
42%
19
40%
62
35%
1593
43%
Neither reasonable nor unreasonable
10
26%
38
18%
980
19%
11
24%
45
26%
756
20%
Fairly unreasonable
2
6%
25
12%
440
9%
7
16%
23
13%
492
13%
Very unreasonable
0
0%
9
4%
173
3%
2
4%
8
5%
139
4%
Very reasonable
7
18%
50
24%
1370
27%
9
20%
42
24%
936
26%
Fairly reasonable
19
49%
105
50%
2102
42%
24
51%
73
42%
1497
41%
Neither reasonable nor unreasonable
11
27%
37
17%
1188
24%
5
11%
34
20%
856
23%
Fairly unreasonable
2
6%
9
4%
273
5%
7
16%
17
10%
301
8%
Very unreasonable
0
0%
11
5%
106
2%
1
2%
5
3%
76
2%
frequency: 10 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
GENDER
MALES
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very reasonable
5
12%
30
16%
893
19%
6
14%
21
14%
552
16%
Fairly reasonable
13
33%
50
27%
1451
31%
14
32%
38
25%
974
28%
Neither reasonable nor unreasonable
19
49%
85
47%
2013
43%
19
43%
76
49%
1553
45%
2
6%
8
5%
249
5%
3
6%
15
9%
266
8%
Fairly unreasonable
Very unreasonable
0
0%
9
5%
105
2%
2
4%
5
3%
95
3%
Very reasonable
7
19%
28
14%
972
20%
8
18%
28
16%
641
18%
Fairly reasonable
12
30%
75
36%
1565
32%
9
21%
59
34%
1102
30%
Neither reasonable nor unreasonable
18
46%
89
43%
2049
41%
20
45%
69
40%
1508
41%
Fairly unreasonable
1
3%
8
4%
254
5%
6
14%
13
7%
267
7%
Very unreasonable
1
3%
7
4%
123
2%
1
2%
5
3%
118
3%
Very reasonable
1
3%
19
9%
685
14%
3
6%
15
8%
494
14%
Fairly reasonable
15
40%
68
33%
1295
27%
12
26%
47
27%
916
25%
Neither reasonable nor unreasonable
20
52%
101
49%
2538
52%
25
55%
96
55%
1935
54%
Fairly unreasonable
2
6%
13
7%
226
5%
4
10%
13
7%
177
5%
Very unreasonable
0
0%
5
3%
106
2%
2
4%
4
2%
73
2%
Very reasonable
2
6%
18
9%
611
13%
2
4%
12
7%
413
12%
Fairly reasonable
7
18%
46
23%
1186
25%
12
26%
36
21%
826
24%
Neither reasonable nor unreasonable
26
67%
122
61%
2644
56%
26
56%
108
65%
2009
57%
2
5%
8
4%
217
5%
5
10%
9
6%
194
6%
Fairly unreasonable
1
3%
5
3%
98
2%
2
4%
3
2%
60
2%
Very unreasonable
9
24%
31
15%
974
19%
7
16%
31
18%
633
17%
Strongly agree
18
46%
86
40%
1628
32%
10
22%
79
46%
1157
32%
Somewhat agree
1
3%
20
9%
526
10%
2
4%
13
8%
298
8%
Neither agree nor disagree
5
12%
42
20%
1077
21%
12
26%
23
14%
886
24%
Somewhat disagree
6
15%
33
16%
808
16%
14
31%
26
15%
694
19%
Strongly disagree
13
32%
70
33%
1581
32%
12
29%
53
32%
1010
29%
Strongly agree
14
35%
69
33%
1779
36%
11
29%
63
38%
1296
37%
Somewhat agree
5
12%
24
11%
588
12%
5
13%
18
11%
430
12%
Neither agree nor disagree
5
12%
28
13%
572
12%
8
19%
22
14%
489
14%
Somewhat disagree
4
9%
20
10%
360
7%
4
11%
9
5%
297
8%
Strongly disagree
11
30%
50
23%
1292
25%
8
18%
25
15%
711
19%
Very satisfied
20
52%
109
50%
2568
50%
24
53%
86
49%
1839
49%
Satisfied
3
8%
25
11%
447
9%
5
10%
22
13%
414
11%
Neither satisfied nor dissatisfied
2
6%
27
12%
646
13%
5
12%
32
18%
640
17%
Dissatisfied
1
3%
7
3%
146
3%
4
8%
9
5%
114
3%
Very dissatisfied
10
27%
N/A
N/A
509
19%
5
12%
N/A
N/A
253
12%
Very satisfied
16
43%
N/A
N/A
1311
49%
18
39%
N/A
N/A
824
40%
Satisfied
5
12%
N/A
N/A
402
15%
5
11%
N/A
N/A
366
18%
Neither satisfied nor dissatisfied
4
11%
N/A
N/A
347
13%
15
32%
N/A
N/A
483
24%
Dissatisfied
2
6%
N/A
N/A
113
4%
4
8%
N/A
N/A
128
6%
Very dissatisfied
13
33%
85
40%
1888
38%
16
33%
57
34%
1492
41%
Very satisfied
14
37%
86
41%
2191
44%
22
46%
78
46%
1493
41%
Satisfied
6
15%
20
9%
465
9%
4
9%
14
8%
284
8%
Neither satisfied nor dissatisfied
6
15%
15
7%
368
7%
4
8%
16
10%
293
8%
Dissatisfied
0
0%
5
2%
76
2%
2
4%
3
2%
69
2%
Very dissatisfied
10
27%
45
21%
1850
37%
10
22%
34
20%
1357
37%
Very satisfied
11
29%
62
29%
1729
35%
19
42%
51
30%
1181
33%
Satisfied
Neither satisfied nor dissatisfied
6
16%
36
17%
614
12%
7
15%
21
13%
324
9%
Dissatisfied
9
23%
38
18%
582
12%
9
20%
36
21%
550
15%
Very dissatisfied
2
6%
31
14%
221
4%
1
2%
26
15%
218
6%
Very satisfied
20
53%
109
51%
2529
51%
19
42%
85
50%
1832
50%
Satisfied
16
41%
59
28%
1582
32%
17
37%
47
28%
1067
29%
Neither satisfied nor dissatisfied
1
3%
20
9%
436
9%
2
5%
13
8%
289
8%
Dissatisfied
1
3%
18
8%
298
6%
7
16%
21
12%
311
9%
Very dissatisfied
0
0%
8
4%
138
3%
0
0%
4
2%
129
4%
Very satisfied
21
56%
137
64%
3359
68%
23
50%
102
59%
2404
66%
Satisfied
14
38%
58
27%
1207
24%
15
33%
56
33%
915
25%
Neither satisfied nor dissatisfied
1
3%
12
5%
245
5%
1
3%
7
4%
159
4%
Dissatisfied
1
3%
4
2%
110
2%
6
14%
6
3%
108
3%
Very dissatisfied
0
0%
3
1%
50
1%
0
0%
0
0%
39
1%
Very satisfied
11
30%
55
26%
1700
34%
14
31%
46
27%
1259
35%
Satisfied
10
28%
82
39%
1994
40%
18
39%
50
30%
1330
37%
Neither satisfied nor dissatisfied
12
31%
22
10%
590
12%
5
10%
28
17%
369
10%
Dissatisfied
2
6%
33
16%
493
10%
7
15%
29
17%
483
13%
Very dissatisfied
2
6%
20
9%
208
4%
3
6%
15
9%
194
5%
frequency: 11 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
GENDER
MALES
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
9
22%
48
23%
839
19%
5
10%
37
22%
676
21%
13
33%
73
36%
1466
33%
20
42%
65
38%
1130
36%
5
14%
47
23%
1004
23%
13
27%
37
22%
564
18%
11
30%
29
14%
862
19%
8
17%
24
14%
594
19%
0
0%
7
3%
274
6%
2
4%
6
4%
197
6%
5
18%
24
18%
963
21%
8
23%
30
28%
768
24%
8
30%
42
32%
1849
40%
15
43%
47
44%
1341
42%
9
32%
36
27%
826
18%
6
17%
14
13%
492
16%
5
17%
22
17%
730
16%
4
12%
12
11%
453
14%
1
3%
8
6%
207
5%
2
5%
5
4%
115
4%
6
16%
7
3%
712
14%
5
10%
3
2%
289
8%
7
18%
47
22%
1662
33%
5
11%
26
15%
933
25%
9
24%
33
15%
667
13%
6
13%
17
10%
393
11%
12
31%
65
30%
1418
28%
17
36%
70
40%
1321
36%
5
12%
63
29%
628
12%
14
30%
57
33%
769
21%
1
3%
12
7%
475
10%
2
5%
11
8%
239
7%
8
26%
44
25%
1312
28%
11
27%
20
15%
738
22%
15
47%
57
32%
1528
33%
15
38%
60
44%
1099
33%
7
21%
37
21%
881
19%
11
26%
29
21%
790
24%
1
3%
27
15%
465
10%
2
5%
16
12%
450
14%
21
56%
109
52%
2889
57%
17
35%
83
48%
2010
55%
12
32%
69
32%
1544
31%
21
44%
58
33%
1133
31%
2
6%
20
9%
376
7%
8
17%
16
9%
291
8%
0
0%
10
5%
196
4%
1
2%
13
8%
190
5%
2
6%
4
2%
55
1%
1
2%
4
2%
64
2%
8
23%
35
16%
1140
23%
9
19%
34
19%
755
21%
14
38%
74
35%
1744
34%
20
42%
62
36%
1181
32%
6
18%
31
14%
787
16%
5
10%
25
14%
493
13%
3
9%
43
20%
907
18%
11
23%
37
22%
806
22%
5
13%
30
14%
479
9%
3
6%
16
9%
436
12%
3
10%
6
4%
640
14%
5
11%
13
10%
389
12%
8
26%
44
26%
1420
30%
10
24%
32
24%
857
26%
7
21%
37
22%
1008
21%
8
19%
29
22%
617
18%
7
22%
36
21%
1003
21%
14
31%
29
22%
862
26%
7
21%
46
27%
649
14%
7
15%
30
23%
631
19%
15
40%
72
34%
1472
29%
15
31%
52
30%
1015
28%
16
42%
74
34%
1744
35%
16
34%
73
42%
1156
32%
5
12%
29
13%
644
13%
7
15%
16
9%
442
12%
1
3%
24
11%
778
15%
6
14%
27
16%
665
18%
1
3%
15
7%
405
8%
3
6%
5
3%
391
11%
4
10%
12
6%
716
15%
3
6%
22
14%
474
14%
14
38%
60
30%
1647
34%
14
30%
42
28%
1026
30%
13
34%
47
23%
1130
23%
14
32%
41
26%
772
22%
7
18%
50
25%
909
19%
12
26%
31
20%
792
23%
0
0%
31
16%
419
9%
3
6%
18
12%
411
12%
3
9%
39
20%
868
18%
6
13%
44
28%
716
21%
19
49%
79
40%
1948
41%
23
50%
66
41%
1367
40%
14
36%
54
28%
1264
27%
10
23%
29
18%
779
23%
2
6%
15
8%
503
11%
5
12%
15
9%
415
12%
0
0%
10
5%
178
4%
1
2%
6
4%
174
5%
11
29%
36
17%
1047
21%
9
19%
42
25%
830
23%
12
32%
94
44%
1968
39%
19
40%
64
37%
1348
37%
9
23%
42
20%
968
19%
11
23%
28
16%
635
17%
4
10%
22
10%
690
14%
6
14%
30
18%
564
15%
2
6%
18
9%
324
6%
2
4%
8
4%
267
7%
5
14%
36
17%
1249
25%
13
27%
52
30%
1371
37%
13
32%
86
40%
2052
41%
24
51%
65
38%
1486
40%
14
35%
59
28%
1038
21%
8
18%
38
22%
492
13%
4
9%
20
9%
485
10%
2
4%
13
7%
252
7%
3
9%
11
5%
224
4%
0
0%
6
3%
94
3%
7
18%
55
26%
2028
40%
15
32%
90
53%
2073
56%
23
60%
113
54%
2230
44%
23
50%
68
40%
1312
36%
7
18%
33
16%
533
11%
8
16%
8
5%
205
6%
1
3%
5
2%
168
3%
0
0%
2
1%
68
2%
0
0%
3
1%
72
1%
1
2%
2
1%
32
1%
frequency: 12 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
GENDER
MALES
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
15
43%
62
29%
1697
34%
11
24%
67
39%
1648
45%
16
47%
118
56%
2523
50%
29
64%
85
50%
1630
44%
2
7%
24
11%
550
11%
3
6%
12
7%
285
8%
1
4%
6
3%
203
4%
1
2%
5
3%
89
2%
0
0%
1
0%
57
1%
2
4%
3
2%
31
1%
12
34%
58
27%
1546
31%
11
25%
63
37%
1520
41%
17
49%
121
58%
2443
49%
29
63%
93
54%
1644
45%
6
18%
21
10%
731
15%
4
8%
11
6%
362
10%
0
0%
9
4%
217
4%
1
2%
1
1%
106
3%
0
0%
1
0%
77
2%
1
2%
3
2%
41
1%
9
25%
59
29%
1806
36%
9
19%
51
30%
1677
46%
17
46%
80
38%
1953
39%
21
46%
63
37%
1302
36%
7
19%
41
20%
796
16%
9
20%
38
22%
463
13%
3
9%
19
9%
294
6%
5
10%
14
8%
170
5%
0
0%
8
4%
139
3%
2
4%
4
2%
55
2%
3
9%
35
17%
756
15%
8
17%
47
27%
859
23%
22
58%
107
51%
2271
45%
26
57%
86
50%
1704
46%
10
26%
47
22%
1194
24%
8
18%
25
15%
729
20%
1
3%
15
7%
628
13%
2
4%
11
6%
311
8%
1
3%
8
4%
161
3%
2
4%
4
2%
79
2%
24
63%
111
53%
2654
53%
23
50%
127
74%
2564
69%
12
32%
80
38%
1901
38%
22
48%
38
22%
987
27%
2
6%
13
6%
323
6%
0
0%
4
2%
97
3%
0
0%
4
2%
116
2%
0
0%
2
1%
33
1%
0
0%
2
1%
44
1%
1
2%
1
1%
14
0%
11
30%
77
36%
1993
40%
16
35%
81
47%
2138
58%
14
36%
83
39%
1678
34%
18
41%
61
35%
1018
28%
11
30%
32
15%
945
19%
6
14%
27
16%
405
11%
1
3%
12
6%
248
5%
2
4%
4
2%
71
2%
0
0%
7
3%
101
2%
3
6%
0
0%
31
1%
8
21%
23
11%
855
17%
14
31%
44
26%
1319
36%
12
33%
64
31%
1570
32%
21
47%
73
43%
1223
34%
14
37%
91
44%
1794
36%
8
17%
46
27%
839
23%
4
10%
22
10%
489
10%
1
2%
4
2%
194
5%
0
0%
9
4%
215
4%
2
4%
3
2%
65
2%
10
28%
71
34%
1844
37%
15
33%
83
49%
1996
54%
24
63%
94
44%
2263
45%
25
55%
68
40%
1338
36%
4
10%
35
17%
702
14%
3
6%
19
11%
275
7%
0
0%
8
4%
146
3%
2
4%
1
1%
51
1%
0
0%
4
2%
46
1%
1
2%
0
0%
10
0%
18
50%
118
56%
2721
54%
20
43%
99
58%
2489
68%
16
43%
78
37%
1941
39%
23
50%
61
35%
1035
28%
2
7%
13
6%
274
5%
2
4%
9
5%
110
3%
0
0%
2
1%
58
1%
0
0%
0
0%
20
1%
0
0%
1
0%
12
0%
1
2%
2
1%
18
0%
10
27%
54
26%
1299
26%
12
27%
52
31%
1227
33%
22
60%
115
55%
2590
52%
21
48%
86
50%
1815
49%
2
7%
25
12%
770
15%
7
15%
24
14%
456
12%
2
7%
13
6%
244
5%
4
9%
8
5%
139
4%
0
0%
2
1%
78
2%
1
2%
0
0%
31
1%
7
19%
42
20%
1237
25%
13
30%
52
32%
1495
42%
11
30%
54
26%
1288
26%
9
21%
27
16%
663
19%
11
29%
64
31%
1231
25%
12
27%
36
22%
682
19%
5
13%
20
10%
466
10%
4
9%
17
10%
235
7%
4
10%
28
14%
654
13%
6
13%
33
20%
496
14%
11
30%
53
26%
905
18%
7
16%
41
25%
698
19%
6
17%
44
21%
1167
24%
8
19%
37
22%
795
22%
11
30%
59
28%
1485
30%
16
35%
47
28%
1114
31%
5
13%
33
16%
711
14%
8
17%
22
13%
548
15%
3
10%
18
9%
668
14%
6
13%
21
12%
468
13%
7
21%
40
19%
1343
28%
17
38%
58
35%
1834
50%
17
46%
70
34%
1744
36%
18
41%
63
38%
1075
30%
7
20%
75
37%
1129
23%
5
10%
32
19%
447
12%
1
3%
9
5%
296
6%
2
4%
5
3%
109
3%
3
10%
11
5%
371
8%
3
6%
9
6%
172
5%
frequency: 13 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
GENDER
MALES
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
11
33%
44
21%
1340
27%
13
29%
48
29%
1297
36%
10
30%
55
27%
1470
30%
11
25%
34
20%
826
23%
3
9%
62
30%
1143
23%
11
25%
44
26%
791
22%
5
14%
20
10%
434
9%
4
9%
17
10%
272
8%
5
13%
25
12%
518
11%
6
13%
23
14%
417
12%
5
15%
N/A
N/A
109
6%
7
16%
N/A
N/A
233
16%
8
23%
N/A
N/A
358
20%
12
26%
N/A
N/A
398
27%
11
32%
N/A
N/A
757
42%
18
41%
N/A
N/A
470
32%
6
16%
N/A
N/A
329
18%
3
6%
N/A
N/A
194
13%
5
14%
N/A
N/A
254
14%
5
11%
N/A
N/A
159
11%
12
33%
N/A
N/A
593
32%
14
32%
N/A
N/A
497
34%
17
47%
N/A
N/A
665
36%
13
30%
N/A
N/A
437
30%
3
9%
N/A
N/A
358
19%
7
17%
N/A
N/A
314
21%
0
0%
N/A
N/A
108
6%
5
11%
N/A
N/A
108
7%
4
10%
N/A
N/A
120
6%
5
11%
N/A
N/A
109
7%
6
17%
N/A
N/A
274
15%
11
26%
N/A
N/A
480
33%
24
65%
N/A
N/A
754
42%
18
42%
N/A
N/A
596
41%
3
9%
N/A
N/A
546
30%
9
21%
N/A
N/A
254
17%
0
0%
N/A
N/A
130
7%
1
2%
N/A
N/A
65
4%
4
10%
N/A
N/A
108
6%
4
9%
N/A
N/A
58
4%
1
3%
N/A
N/A
66
4%
6
14%
N/A
N/A
170
12%
3
10%
N/A
N/A
224
13%
8
18%
N/A
N/A
296
21%
13
37%
N/A
N/A
819
46%
18
42%
N/A
N/A
566
39%
8
23%
N/A
N/A
354
20%
4
10%
N/A
N/A
214
15%
10
28%
N/A
N/A
310
17%
7
15%
N/A
N/A
190
13%
1
3%
7
5%
312
8%
4
9%
5
4%
257
9%
9
25%
44
31%
1089
28%
16
38%
39
33%
836
30%
12
33%
38
26%
1039
27%
11
27%
31
26%
577
21%
12
34%
34
24%
779
20%
5
13%
25
21%
611
22%
1
3%
21
15%
617
16%
6
13%
19
16%
500
18%
4
12%
24
13%
731
16%
7
16%
26
17%
654
20%
14
42%
73
39%
1850
40%
13
30%
59
39%
1331
40%
7
21%
55
29%
1091
24%
13
30%
44
29%
638
19%
8
22%
25
13%
569
12%
4
9%
10
7%
439
13%
1
3%
10
5%
362
8%
7
15%
13
9%
288
9%
5
13%
20
10%
643
14%
6
15%
28
17%
591
17%
20
57%
106
51%
1997
43%
18
44%
80
49%
1496
44%
6
18%
44
21%
1027
22%
8
18%
26
16%
614
18%
3
9%
24
12%
644
14%
7
18%
21
13%
460
13%
1
4%
14
7%
350
8%
2
5%
9
6%
262
8%
4
11%
18
9%
556
13%
5
13%
22
13%
498
16%
17
50%
98
47%
1771
40%
19
48%
91
55%
1374
43%
7
20%
56
27%
1119
25%
8
19%
25
15%
618
19%
3
10%
20
10%
588
13%
5
11%
18
11%
449
14%
3
10%
15
7%
396
9%
4
9%
8
5%
266
8%
2
8%
8
5%
274
7%
1
2%
7
5%
217
7%
2
7%
39
22%
962
23%
5
14%
32
25%
685
24%
10
34%
56
32%
1198
29%
15
40%
40
31%
723
25%
12
38%
42
24%
894
22%
9
24%
29
23%
686
24%
4
14%
31
18%
774
19%
7
20%
19
15%
600
21%
2
6%
30
16%
410
10%
2
5%
27
18%
411
14%
18
53%
77
41%
1427
35%
20
52%
65
43%
1162
39%
14
41%
52
28%
1495
36%
6
16%
34
22%
833
28%
0
0%
18
9%
507
12%
8
21%
16
10%
365
12%
0
0%
10
6%
259
6%
3
7%
11
7%
189
6%
2
6%
22
11%
783
17%
2
4%
25
15%
666
19%
20
54%
71
35%
1635
36%
23
50%
54
32%
1254
36%
7
18%
43
21%
868
19%
9
20%
22
13%
445
13%
3
9%
42
20%
749
16%
7
14%
38
22%
627
18%
4
12%
26
13%
536
12%
5
12%
30
18%
445
13%
0
0%
5
3%
458
15%
0
0%
4
4%
431
20%
2
8%
30
20%
737
24%
5
22%
20
19%
560
26%
14
49%
38
26%
897
30%
7
31%
28
28%
429
20%
3
11%
34
23%
443
15%
5
20%
27
27%
356
17%
9
32%
41
28%
490
16%
6
27%
22
22%
375
17%
frequency: 14 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
GENDER
MALES
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
0
0%
6
6%
229
9%
4
14%
7
9%
299
16%
6
24%
26
24%
608
24%
10
38%
27
36%
547
30%
14
59%
55
52%
1209
48%
5
21%
22
29%
578
31%
2
8%
12
11%
215
9%
5
21%
7
9%
196
11%
2
10%
8
8%
240
10%
2
7%
13
17%
228
12%
2
8%
10
7%
516
14%
1
4%
5
4%
360
14%
12
38%
37
25%
1201
32%
7
26%
38
32%
703
28%
7
23%
28
18%
926
25%
4
13%
17
14%
488
20%
7
20%
39
26%
616
16%
9
33%
26
22%
478
19%
3
11%
37
25%
484
13%
6
24%
33
28%
458
18%
2
7%
21
11%
898
20%
3
7%
13
9%
652
21%
13
37%
66
34%
1754
40%
13
35%
37
26%
1083
35%
8
24%
35
18%
837
19%
7
18%
35
25%
518
17%
9
26%
43
22%
578
13%
11
28%
28
19%
492
16%
2
6%
28
15%
354
8%
5
12%
31
22%
330
11%
2
5%
13
7%
342
9%
3
6%
17
11%
224
8%
11
29%
61
33%
1381
34%
15
36%
49
33%
964
34%
13
35%
61
33%
1233
31%
11
26%
47
31%
793
28%
8
22%
31
17%
691
17%
7
17%
21
14%
542
19%
3
9%
17
9%
379
9%
6
15%
16
11%
307
11%
0
0%
5
5%
112
5%
0
0%
4
7%
101
7%
1
7%
11
11%
283
14%
1
7%
11
20%
196
14%
11
60%
32
35%
807
39%
1
7%
11
19%
346
25%
2
13%
21
23%
381
18%
3
33%
9
17%
258
19%
4
20%
23
25%
502
24%
5
53%
21
37%
494
35%
0
0%
3
3%
114
6%
0
0%
3
6%
61
6%
0
0%
6
7%
198
10%
0
0%
6
11%
91
9%
4
36%
21
22%
663
35%
4
59%
7
14%
348
34%
1
12%
20
21%
302
16%
1
25%
14
28%
161
16%
5
52%
46
48%
627
33%
1
16%
21
41%
352
35%
0
0%
4
6%
313
15%
4
15%
8
21%
427
25%
7
51%
18
28%
617
30%
9
38%
13
33%
585
35%
5
34%
29
45%
746
36%
5
24%
9
22%
389
23%
1
9%
6
10%
167
8%
3
11%
6
14%
140
8%
1
7%
7
11%
203
10%
3
12%
4
10%
152
9%
0
0%
5
6%
195
8%
0
0%
8
13%
195
12%
1
6%
12
14%
476
20%
1
6%
10
16%
279
18%
6
36%
35
39%
738
31%
5
41%
10
17%
398
25%
4
20%
17
20%
420
17%
2
14%
11
17%
264
17%
7
39%
19
22%
577
24%
5
39%
22
36%
442
28%
0
0%
N/A
N/A
5
2%
0
0%
N/A
N/A
8
5%
0
0%
N/A
N/A
27
8%
3
41%
N/A
N/A
18
11%
3
58%
N/A
N/A
245
73%
3
48%
N/A
N/A
82
50%
1
21%
N/A
N/A
31
9%
1
11%
N/A
N/A
24
15%
1
21%
N/A
N/A
27
8%
0
0%
N/A
N/A
33
20%
0
0%
N/A
N/A
76
8%
0
0%
N/A
N/A
56
10%
2
18%
N/A
N/A
262
29%
2
13%
N/A
N/A
181
33%
0
0%
N/A
N/A
188
21%
2
13%
N/A
N/A
113
20%
7
54%
N/A
N/A
146
16%
2
20%
N/A
N/A
92
17%
4
29%
N/A
N/A
226
25%
7
54%
N/A
N/A
115
21%
0
0%
N/A
N/A
36
5%
1
6%
N/A
N/A
56
12%
6
34%
N/A
N/A
172
26%
4
30%
N/A
N/A
126
28%
8
45%
N/A
N/A
275
41%
5
35%
N/A
N/A
108
24%
4
21%
N/A
N/A
107
16%
2
12%
N/A
N/A
85
19%
0
0%
N/A
N/A
75
11%
3
17%
N/A
N/A
82
18%
0
0%
N/A
N/A
4
1%
0
0%
N/A
N/A
8
5%
2
28%
N/A
N/A
43
12%
2
29%
N/A
N/A
21
13%
5
72%
N/A
N/A
240
66%
4
59%
N/A
N/A
81
50%
0
0%
N/A
N/A
39
11%
1
12%
N/A
N/A
19
12%
0
0%
N/A
N/A
35
10%
0
0%
N/A
N/A
34
21%
3
14%
18
13%
415
13%
3
9%
13
12%
316
13%
10
39%
43
31%
997
30%
9
31%
32
31%
686
27%
1
5%
37
27%
844
26%
3
9%
15
15%
378
15%
7
29%
22
16%
621
19%
6
21%
24
23%
601
24%
3
13%
18
13%
416
13%
9
31%
19
18%
532
21%
frequency: 15 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
GENDER
MALES
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
2
9%
17
12%
328
10%
4
12%
8
7%
185
7%
10
37%
31
23%
902
27%
7
23%
32
29%
591
23%
5
18%
42
30%
939
28%
3
9%
22
20%
500
20%
6
24%
26
18%
745
22%
10
32%
26
23%
706
28%
3
12%
22
16%
453
13%
7
24%
24
22%
569
22%
11
40%
56
36%
897
26%
6
21%
40
36%
663
25%
11
40%
61
39%
1102
32%
15
49%
36
33%
831
32%
6
20%
21
14%
831
24%
2
6%
20
18%
501
19%
0
0%
7
5%
372
11%
2
6%
9
8%
341
13%
0
0%
9
6%
245
7%
5
18%
5
4%
270
10%
10
37%
51
33%
881
25%
6
20%
36
31%
621
23%
10
37%
65
42%
1145
32%
15
47%
44
38%
830
31%
5
17%
23
15%
865
25%
2
6%
18
16%
524
20%
2
8%
8
5%
390
11%
3
9%
12
10%
406
15%
0
0%
7
5%
250
7%
5
18%
6
5%
271
10%
10
32%
N/A
N/A
842
38%
13
32%
N/A
N/A
575
33%
17
51%
N/A
N/A
724
32%
14
35%
N/A
N/A
512
30%
3
10%
N/A
N/A
381
17%
4
9%
N/A
N/A
318
18%
1
3%
N/A
N/A
178
8%
5
12%
N/A
N/A
204
12%
1
4%
N/A
N/A
107
5%
5
11%
N/A
N/A
116
7%
1
3%
11
5%
666
13%
2
6%
11
7%
455
13%
10
26%
71
34%
1878
38%
11
26%
63
38%
1379
38%
8
21%
23
11%
705
14%
9
21%
26
16%
468
13%
9
23%
54
26%
1162
24%
16
37%
36
22%
902
25%
10
26%
49
24%
535
11%
5
11%
29
17%
426
12%
2
6%
17
8%
447
9%
1
2%
5
3%
204
6%
12
31%
78
37%
1703
34%
13
30%
48
29%
993
27%
12
31%
35
17%
927
19%
10
22%
30
18%
584
16%
10
27%
41
20%
1317
27%
15
34%
51
31%
1176
32%
2
6%
37
18%
556
11%
5
13%
32
19%
672
19%
13
34%
100
50%
1907
42%
12
32%
69
42%
1406
42%
19
50%
56
28%
1597
35%
17
43%
59
37%
1077
32%
4
11%
16
8%
482
11%
3
7%
15
9%
338
10%
1
3%
16
8%
339
7%
3
9%
10
6%
342
10%
1
3%
13
6%
238
5%
4
10%
9
6%
202
6%
8
21%
52
25%
1238
25%
10
24%
45
27%
921
25%
13
34%
70
35%
1627
33%
10
24%
59
36%
1136
31%
12
33%
37
18%
839
17%
6
15%
27
16%
588
16%
4
10%
27
13%
736
15%
11
27%
14
9%
567
16%
1
3%
17
8%
441
9%
4
9%
21
13%
403
11%
10
28%
39
20%
1189
25%
8
19%
32
20%
723
21%
12
32%
63
32%
1434
30%
14
34%
48
30%
921
27%
9
25%
46
23%
971
20%
6
15%
33
20%
668
19%
3
9%
31
16%
731
15%
9
23%
30
19%
670
19%
2
6%
18
9%
450
9%
4
9%
18
11%
457
13%
7
18%
N/A
N/A
441
24%
11
27%
N/A
N/A
325
22%
9
22%
N/A
N/A
665
37%
11
27%
N/A
N/A
502
35%
16
41%
N/A
N/A
374
21%
11
26%
N/A
N/A
289
20%
6
15%
N/A
N/A
191
11%
4
11%
N/A
N/A
212
15%
1
3%
N/A
N/A
133
7%
4
9%
N/A
N/A
121
8%
11
28%
47
23%
1244
25%
11
26%
42
25%
843
23%
13
33%
69
34%
1659
34%
14
34%
56
34%
1134
32%
11
30%
42
21%
846
17%
9
22%
33
20%
613
17%
2
6%
30
15%
744
15%
4
9%
21
13%
639
18%
1
2%
13
7%
406
8%
4
9%
14
9%
364
10%
12
31%
55
27%
1296
27%
7
18%
48
29%
970
27%
14
36%
85
42%
1758
36%
18
44%
65
40%
1242
35%
10
28%
39
19%
1041
21%
11
27%
24
15%
746
21%
2
5%
14
7%
487
10%
3
7%
21
13%
409
11%
0
0%
9
4%
274
6%
2
4%
6
4%
218
6%
9
25%
51
26%
1476
31%
11
28%
57
35%
1073
30%
19
49%
88
46%
1908
40%
20
49%
60
37%
1396
40%
8
21%
33
17%
834
17%
5
14%
27
17%
558
16%
1
3%
19
10%
406
8%
3
7%
15
9%
359
10%
1
2%
2
1%
167
3%
1
2%
3
2%
133
4%
frequency: 16 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
GENDER
MALES
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very satisfied
11
28%
64
33%
1602
33%
13
32%
56
35%
1282
37%
Satisfied
16
43%
77
40%
1861
39%
16
40%
63
39%
1286
37%
Neither satisfied nor dissatisfied
9
24%
31
16%
845
18%
8
20%
31
19%
586
17%
Dissatisfied
2
6%
20
11%
353
7%
3
6%
7
4%
258
7%
Very dissatisfied
0
0%
2
1%
123
3%
1
2%
4
3%
100
3%
Very satisfied
18
47%
82
40%
1672
34%
17
41%
61
36%
1217
34%
Satisfied
14
36%
70
34%
1723
35%
13
31%
54
32%
1199
33%
Neither satisfied nor dissatisfied
4
11%
23
11%
661
13%
3
7%
25
15%
474
13%
Dissatisfied
1
3%
16
8%
540
11%
6
14%
17
10%
448
12%
Very dissatisfied
1
3%
13
6%
323
7%
3
7%
10
6%
287
8%
Very satisfied
11
28%
30
15%
1182
24%
7
16%
38
23%
889
25%
Satisfied
9
24%
63
31%
1596
33%
15
35%
61
37%
1101
31%
Neither satisfied nor dissatisfied
9
24%
49
24%
814
17%
9
22%
23
14%
594
17%
Dissatisfied
8
21%
34
17%
769
16%
5
13%
24
14%
607
17%
Very dissatisfied
1
3%
25
13%
513
11%
5
13%
18
11%
393
11%
Very satisfied
9
25%
N/A
N/A
577
32%
16
39%
N/A
N/A
494
35%
Satisfied
20
52%
N/A
N/A
788
44%
14
33%
N/A
N/A
587
41%
Neither satisfied nor dissatisfied
3
9%
N/A
N/A
291
16%
8
20%
N/A
N/A
246
17%
Dissatisfied
4
11%
N/A
N/A
90
5%
2
6%
N/A
N/A
55
4%
Very dissatisfied
1
3%
N/A
N/A
34
2%
1
2%
N/A
N/A
34
2%
Very satisfied
11
31%
N/A
N/A
336
20%
11
28%
N/A
N/A
317
23%
Satisfied
14
37%
N/A
N/A
723
42%
19
49%
N/A
N/A
542
39%
Neither satisfied nor dissatisfied
7
19%
N/A
N/A
456
27%
6
17%
N/A
N/A
379
27%
Dissatisfied
5
13%
N/A
N/A
132
8%
1
4%
N/A
N/A
87
6%
Very dissatisfied
0
0%
N/A
N/A
73
4%
1
2%
N/A
N/A
57
4%
Very satisfied
13
33%
N/A
N/A
483
27%
12
28%
N/A
N/A
397
28%
Satisfied
17
45%
N/A
N/A
772
43%
18
43%
N/A
N/A
586
41%
Neither satisfied nor dissatisfied
4
10%
N/A
N/A
343
19%
6
14%
N/A
N/A
263
18%
Dissatisfied
4
12%
N/A
N/A
118
7%
4
8%
N/A
N/A
109
8%
Very dissatisfied
0
0%
N/A
N/A
81
5%
3
6%
N/A
N/A
75
5%
Strongly agree
17
44%
N/A
N/A
1226
47%
18
44%
N/A
N/A
898
45%
Somewhat agree
14
38%
N/A
N/A
883
34%
14
33%
N/A
N/A
668
34%
Neither agree nor disagree
3
9%
N/A
N/A
167
6%
3
7%
N/A
N/A
138
7%
Somewhat disagree
2
6%
N/A
N/A
203
8%
5
11%
N/A
N/A
184
9%
Strongly disagree
1
3%
N/A
N/A
111
4%
2
5%
N/A
N/A
102
5%
Very satisfied
14
37%
73
35%
1579
32%
15
38%
58
35%
1167
32%
Satisfied
16
43%
89
43%
2152
44%
16
40%
68
41%
1497
41%
Neither satisfied nor dissatisfied
4
11%
12
6%
530
11%
4
9%
18
10%
358
10%
Dissatisfied
2
6%
21
10%
465
9%
3
8%
12
7%
409
11%
Very dissatisfied
1
3%
14
7%
212
4%
2
5%
11
7%
184
5%
Very satisfied
9
24%
39
19%
933
19%
10
24%
34
20%
649
18%
Satisfied
15
41%
93
45%
2321
47%
14
36%
75
45%
1734
48%
Neither satisfied nor dissatisfied
8
20%
29
14%
843
17%
11
27%
32
19%
603
17%
Dissatisfied
5
12%
27
13%
608
12%
2
4%
18
11%
480
13%
Very dissatisfied
1
3%
18
9%
235
5%
4
9%
9
5%
153
4%
Chancellor
15
42%
10
6%
284
8%
15
40%
16
11%
263
10%
President
0
0%
30
18%
633
17%
0
0%
27
19%
559
21%
Vice President for Academic Affairs
1
3%
15
9%
263
7%
2
5%
6
4%
178
7%
Academic Dean
0
0%
9
5%
476
13%
2
6%
11
7%
303
11%
Provost
19
54%
103
62%
2041
55%
19
49%
82
58%
1368
51%
Other
0
0%
0
0%
43
1%
0
0%
0
0%
34
1%
Strongly agree
2
8%
20
15%
521
17%
3
10%
17
17%
370
17%
Somewhat agree
6
22%
37
28%
895
30%
7
25%
34
33%
617
29%
Neither agree nor disagree
9
34%
30
23%
818
27%
7
24%
28
28%
518
24%
Somewhat disagree
7
27%
21
16%
440
15%
8
25%
10
9%
373
17%
Strongly disagree
2
8%
23
18%
348
12%
5
16%
13
13%
283
13%
For the rest of my career
6
16%
45
24%
730
16%
13
32%
38
26%
582
18%
For the foreseeable future
22
61%
88
46%
2088
46%
14
36%
62
42%
1470
45%
For no more than 5 years after earnin
6
17%
21
11%
602
13%
5
11%
18
12%
470
14%
I haven't thought that far ahead
2
6%
35
19%
1140
25%
8
20%
30
20%
752
23%
Prefer to work at another academic in
4
60%
N/A
N/A
157
74%
2
41%
N/A
N/A
98
62%
Prefer to work in private industry
0
0%
N/A
N/A
6
3%
0
0%
N/A
N/A
2
1%
Prefer to work in government
0
0%
N/A
N/A
3
2%
0
0%
N/A
N/A
0
0%
Other
2
40%
N/A
N/A
44
21%
3
59%
N/A
N/A
59
37%
frequency: 17 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
GENDER
MALES
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
FEMALES
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
16
43%
81
40%
2092
44%
16
41%
76
47%
1538
44%
9
25%
63
31%
1532
32%
10
25%
48
29%
1110
32%
7
18%
27
13%
502
10%
4
9%
16
10%
317
9%
4
11%
20
10%
424
9%
5
11%
12
8%
336
10%
1
3%
12
6%
256
5%
5
14%
11
7%
178
5%
19
51%
95
48%
2272
48%
19
48%
87
54%
1664
48%
17
46%
84
43%
2194
46%
17
45%
66
41%
1594
46%
1
7
20
7
2
1
3%
18%
53%
20%
6%
3%
17
30
105
47
9
13
9%
15%
51%
23%
5%
6%
317
974
2397
1157
229
120
7%
20%
49%
24%
5%
2%
3
8
22
7
1
2
7%
19%
56%
18%
2%
5%
9
25
91
31
9
6
5%
16%
56%
19%
5%
3%
228
614
1737
925
206
79
7%
17%
49%
26%
6%
2%
frequency: 18 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
RACE/ETHNICITY
WHITE FACULTY
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very clear
13
19%
68
21%
1243
19%
2
15%
8
12%
488
20%
Fairly clear
32
47%
181
57%
3354
52%
8
47%
46
64%
1242
50%
Neither clear nor unclear
6
9%
24
8%
777
12%
2
11%
3
4%
383
15%
Fairly unclear
14
20%
31
10%
741
11%
3
17%
12
16%
252
10%
Very unclear
4
6%
15
5%
337
5%
1
9%
3
4%
107
4%
Very clear
9
13%
64
20%
1112
17%
2
15%
9
13%
415
17%
Fairly clear
35
51%
161
50%
3266
51%
6
37%
38
53%
1230
50%
Neither clear nor unclear
7
11%
39
12%
856
13%
3
17%
12
16%
416
17%
Fairly unclear
13
19%
40
12%
829
13%
3
16%
8
11%
286
12%
Very unclear
4
6%
16
5%
390
6%
2
15%
5
7%
124
5%
Very clear
8
12%
38
12%
683
11%
2
11%
5
7%
305
12%
Fairly clear
24
35%
133
42%
2708
42%
4
24%
40
55%
1048
43%
Neither clear nor unclear
12
17%
72
22%
1258
20%
3
21%
11
16%
555
23%
Fairly unclear
18
26%
48
15%
1195
19%
4
23%
8
11%
382
15%
Very unclear
6
9%
28
9%
597
9%
3
21%
8
12%
175
7%
Very clear
13
19%
47
15%
950
15%
2
11%
9
12%
357
15%
Fairly clear
27
40%
159
50%
2945
46%
6
40%
39
54%
1118
46%
Neither clear nor unclear
12
18%
56
17%
1242
19%
5
35%
12
17%
527
22%
Fairly unclear
13
19%
40
13%
900
14%
1
10%
6
9%
322
13%
Very unclear
3
4%
19
6%
386
6%
1
5%
5
7%
121
5%
Very clear
15
22%
75
23%
1117
17%
3
22%
14
20%
436
18%
Fairly clear
33
47%
155
49%
2770
43%
6
38%
32
45%
979
41%
Neither clear nor unclear
11
16%
61
19%
1480
23%
4
25%
12
17%
645
27%
Fairly unclear
7
10%
23
7%
668
10%
2
15%
6
9%
236
10%
Very unclear
3
4%
6
2%
356
6%
0
0%
6
9%
116
5%
Very clear
8
12%
47
15%
1280
20%
2
15%
7
10%
601
25%
Fairly clear
33
47%
156
49%
3190
50%
4
26%
37
53%
1218
50%
Neither clear nor unclear
11
16%
52
16%
806
13%
4
27%
11
16%
303
12%
Fairly unclear
17
24%
52
16%
901
14%
4
28%
11
15%
249
10%
Very unclear
1
2%
15
5%
248
4%
1
4%
5
7%
81
3%
Very clear
13
19%
60
19%
1102
17%
5
32%
8
11%
421
17%
Fairly clear
36
52%
176
56%
3131
49%
5
31%
42
60%
1210
50%
Neither clear nor unclear
10
14%
38
12%
1080
17%
5
30%
13
19%
455
19%
Fairly unclear
10
15%
33
10%
839
13%
1
6%
4
5%
270
11%
Very unclear
0
0%
8
3%
207
3%
0
0%
3
5%
74
3%
Very clear
7
10%
19
7%
578
10%
1
4%
3
4%
266
11%
Fairly clear
26
38%
87
32%
1827
31%
7
46%
25
40%
791
34%
Neither clear nor unclear
16
24%
81
29%
1714
29%
3
20%
24
38%
728
31%
Fairly unclear
12
18%
60
22%
1311
22%
3
17%
7
12%
398
17%
Very unclear
6
9%
28
10%
541
9%
2
13%
4
6%
155
7%
Very clear
8
12%
27
9%
596
9%
1
10%
5
7%
262
11%
Fairly clear
22
32%
129
40%
2264
36%
5
36%
25
39%
838
35%
Neither clear nor unclear
16
23%
78
25%
1609
25%
4
23%
24
37%
693
29%
Fairly unclear
16
23%
56
18%
1279
20%
3
18%
6
9%
425
18%
Very unclear
7
10%
28
9%
579
9%
2
13%
5
8%
188
8%
Very clear
2
3%
15
5%
433
7%
1
5%
3
5%
191
8%
Fairly clear
21
31%
118
37%
1792
29%
6
38%
19
30%
682
29%
Neither clear nor unclear
22
33%
92
29%
1763
28%
2
11%
29
44%
808
34%
Fairly unclear
11
16%
56
18%
1518
24%
4
24%
9
13%
460
19%
Very unclear
12
17%
36
11%
736
12%
4
23%
5
8%
220
9%
Very clear
2
3%
8
3%
348
6%
0
0%
2
3%
170
7%
Fairly clear
18
26%
77
25%
1469
24%
7
44%
15
25%
628
27%
Neither clear nor unclear
21
30%
113
37%
1803
29%
4
22%
26
43%
809
35%
Fairly unclear
16
24%
61
20%
1603
26%
4
27%
11
19%
463
20%
Very unclear
12
18%
48
16%
902
15%
1
6%
6
10%
253
11%
Very reasonable
18
25%
93
29%
1517
24%
2
15%
11
16%
562
23%
Fairly reasonable
25
35%
110
34%
2658
42%
9
53%
29
41%
1078
44%
Neither reasonable nor unreasonable
18
25%
61
19%
1238
19%
4
23%
22
31%
498
20%
Fairly unreasonable
9
13%
42
13%
716
11%
1
5%
6
9%
215
9%
Very unreasonable
1
1%
16
5%
229
4%
1
5%
2
2%
83
3%
Very reasonable
14
20%
84
27%
1780
28%
2
15%
9
13%
523
22%
Fairly reasonable
34
49%
141
45%
2524
40%
9
53%
37
53%
1072
44%
Neither reasonable nor unreasonable
12
18%
56
18%
1447
23%
3
22%
14
21%
597
25%
Fairly unreasonable
9
13%
23
7%
404
6%
1
5%
4
6%
169
7%
Very unreasonable
0
0%
11
3%
131
2%
1
5%
5
8%
51
2%
frequency: 19 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
RACE/ETHNICITY
WHITE FACULTY
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very reasonable
11
16%
47
17%
1063
18%
1
4%
4
7%
378
16%
Fairly reasonable
22
33%
70
25%
1681
29%
5
29%
18
29%
743
32%
Neither reasonable nor unreasonable
28
42%
128
47%
2606
45%
10
62%
33
52%
956
42%
4
6%
18
7%
355
6%
1
5%
5
8%
160
7%
Fairly unreasonable
Very unreasonable
2
3%
12
4%
138
2%
0
0%
3
4%
63
3%
Very reasonable
14
20%
51
16%
1221
20%
1
10%
6
9%
389
16%
Fairly reasonable
16
24%
110
35%
1906
31%
5
31%
24
38%
761
32%
Neither reasonable nor unreasonable
30
43%
130
41%
2563
41%
8
55%
28
44%
991
42%
Fairly unreasonable
7
10%
18
6%
352
6%
1
5%
3
5%
168
7%
Very unreasonable
2
3%
9
3%
170
3%
0
0%
3
5%
71
3%
Very reasonable
3
5%
30
9%
885
14%
1
5%
4
7%
293
13%
Fairly reasonable
22
32%
103
32%
1574
26%
5
33%
12
18%
634
27%
Neither reasonable nor unreasonable
36
53%
156
49%
3266
53%
8
52%
41
62%
1203
52%
Fairly unreasonable
5
7%
20
6%
270
4%
2
11%
6
10%
132
6%
Very unreasonable
2
3%
7
2%
118
2%
0
0%
2
3%
61
3%
Very reasonable
4
6%
26
8%
760
13%
0
0%
4
7%
263
12%
Fairly reasonable
14
20%
69
23%
1406
24%
5
33%
13
22%
605
27%
Neither reasonable nor unreasonable
43
62%
193
63%
3429
57%
9
57%
36
60%
1220
54%
5
7%
12
4%
271
5%
2
10%
5
8%
138
6%
Fairly unreasonable
3
4%
6
2%
106
2%
0
0%
2
4%
53
2%
Very unreasonable
13
19%
53
17%
1129
18%
3
21%
9
13%
476
20%
Strongly agree
22
33%
138
44%
2039
32%
6
38%
27
40%
743
31%
Somewhat agree
2
3%
26
8%
560
9%
1
5%
7
10%
263
11%
Neither agree nor disagree
13
19%
51
16%
1445
23%
3
20%
15
22%
515
22%
Somewhat disagree
17
25%
49
15%
1137
18%
2
15%
10
15%
364
15%
Strongly disagree
19
30%
107
35%
1876
31%
5
31%
15
23%
714
31%
Strongly agree
18
29%
102
33%
2271
37%
7
43%
30
44%
801
35%
Somewhat agree
7
12%
31
10%
694
11%
2
15%
10
15%
323
14%
Neither agree nor disagree
11
18%
44
14%
781
13%
1
6%
7
10%
280
12%
Somewhat disagree
7
12%
23
8%
460
8%
1
4%
6
9%
196
8%
Strongly disagree
15
22%
64
20%
1392
22%
4
27%
11
16%
608
25%
Very satisfied
36
52%
158
49%
3211
50%
8
52%
36
52%
1193
49%
Satisfied
6
9%
35
11%
593
9%
2
12%
12
18%
267
11%
Neither satisfied nor dissatisfied
7
11%
51
16%
973
15%
1
4%
8
12%
311
13%
Dissatisfied
4
6%
14
4%
199
3%
1
5%
1
2%
61
2%
Very dissatisfied
12
17%
N/A
N/A
511
15%
4
23%
N/A
N/A
250
19%
Very satisfied
28
41%
N/A
N/A
1552
45%
6
36%
N/A
N/A
584
44%
Satisfied
6
9%
N/A
N/A
521
15%
3
20%
N/A
N/A
247
19%
Neither satisfied nor dissatisfied
17
24%
N/A
N/A
636
19%
3
16%
N/A
N/A
195
15%
Dissatisfied
5
8%
N/A
N/A
193
6%
1
5%
N/A
N/A
48
4%
Very dissatisfied
24
35%
125
40%
2554
41%
4
27%
18
27%
825
34%
Very satisfied
30
43%
130
42%
2611
42%
6
36%
34
50%
1070
45%
Satisfied
6
9%
26
8%
495
8%
3
21%
7
11%
252
10%
Neither satisfied nor dissatisfied
8
11%
23
7%
449
7%
2
10%
8
12%
211
9%
Dissatisfied
1
1%
8
3%
101
2%
1
5%
0
0%
44
2%
Very dissatisfied
16
23%
68
22%
2403
39%
4
27%
11
16%
802
33%
Very satisfied
28
41%
91
29%
2059
33%
2
14%
22
33%
849
35%
Satisfied
Neither satisfied nor dissatisfied
9
13%
48
16%
656
11%
4
25%
9
13%
282
12%
Dissatisfied
13
20%
58
19%
806
13%
5
29%
16
24%
326
14%
Very dissatisfied
2
3%
47
15%
298
5%
1
6%
9
14%
141
6%
Very satisfied
35
52%
165
53%
3302
53%
4
27%
29
41%
1055
44%
Satisfied
25
37%
82
26%
1799
29%
8
48%
24
35%
850
35%
Neither satisfied nor dissatisfied
1
1%
22
7%
480
8%
2
15%
10
15%
246
10%
Dissatisfied
7
10%
32
10%
452
7%
2
10%
7
10%
156
7%
Very dissatisfied
0
0%
12
4%
177
3%
0
0%
0
0%
89
4%
Very satisfied
39
57%
202
64%
4398
71%
5
32%
37
52%
1360
57%
Satisfied
21
31%
88
28%
1374
22%
9
54%
26
37%
747
31%
Neither satisfied nor dissatisfied
1
2%
13
4%
237
4%
1
9%
6
9%
166
7%
Dissatisfied
7
10%
9
3%
137
2%
1
5%
1
2%
81
3%
Very dissatisfied
0
0%
3
1%
59
1%
0
0%
0
0%
29
1%
Very satisfied
21
30%
88
28%
2205
35%
5
32%
14
20%
751
31%
Satisfied
25
36%
108
35%
2347
38%
4
25%
24
35%
974
41%
Neither satisfied nor dissatisfied
14
20%
36
12%
669
11%
3
17%
14
20%
289
12%
Dissatisfied
7
10%
52
17%
703
11%
2
15%
10
15%
273
11%
Very dissatisfied
3
5%
28
9%
290
5%
2
10%
7
10%
111
5%
frequency: 20 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
RACE/ETHNICITY
WHITE FACULTY
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
13
19%
72
23%
1151
21%
0
0%
13
19%
363
17%
27
39%
118
38%
1891
34%
6
37%
20
30%
703
33%
13
19%
62
20%
1085
20%
5
32%
22
33%
481
23%
15
22%
44
14%
1040
19%
4
26%
9
14%
415
20%
1
1%
11
3%
319
6%
1
5%
2
4%
151
7%
11
22%
45
23%
1297
23%
1
13%
9
20%
434
20%
22
43%
71
37%
2275
41%
1
9%
18
39%
910
42%
11
21%
38
20%
911
16%
4
39%
12
25%
406
19%
6
11%
29
15%
871
16%
3
30%
5
11%
312
14%
2
4%
10
5%
226
4%
1
8%
3
5%
95
4%
10
14%
6
2%
657
10%
1
6%
4
6%
343
14%
9
13%
59
18%
1795
28%
3
20%
14
21%
798
33%
10
14%
39
12%
734
12%
5
32%
11
17%
323
13%
24
35%
114
36%
2087
33%
5
31%
20
31%
649
27%
17
24%
103
32%
1077
17%
2
10%
17
25%
319
13%
2
3%
22
9%
523
9%
1
6%
1
2%
190
8%
17
29%
58
23%
1485
26%
2
16%
6
10%
563
25%
23
41%
90
35%
1917
33%
7
45%
27
46%
708
32%
13
23%
47
18%
1172
20%
4
26%
19
32%
498
22%
2
3%
37
15%
639
11%
1
7%
6
10%
276
12%
33
48%
170
53%
3812
60%
4
27%
22
34%
1082
45%
24
35%
105
33%
1792
28%
9
53%
22
34%
884
37%
7
10%
22
7%
388
6%
3
19%
14
21%
278
11%
1
1%
17
5%
240
4%
0
0%
6
9%
144
6%
3
5%
7
2%
87
1%
0
0%
2
2%
32
1%
14
21%
61
19%
1407
22%
3
21%
7
10%
485
20%
28
41%
109
34%
2031
32%
6
35%
27
40%
893
37%
7
11%
44
14%
899
14%
4
22%
12
17%
382
16%
11
16%
67
21%
1284
20%
3
22%
14
21%
425
18%
8
11%
37
12%
679
11%
0
0%
8
12%
235
10%
7
12%
19
8%
762
13%
1
7%
0
0%
265
12%
15
24%
67
27%
1612
28%
4
28%
9
17%
664
29%
12
20%
56
22%
1145
20%
3
19%
10
19%
480
21%
16
26%
49
19%
1360
23%
4
32%
17
32%
500
22%
11
18%
60
24%
928
16%
2
14%
16
31%
351
16%
24
36%
105
33%
1824
29%
5
32%
20
30%
660
27%
24
35%
118
37%
2045
32%
8
48%
29
43%
853
36%
9
14%
33
10%
744
12%
2
15%
11
17%
340
14%
7
10%
48
15%
1114
18%
1
4%
3
5%
329
14%
4
6%
16
5%
575
9%
0
0%
5
7%
220
9%
6
8%
31
11%
826
14%
1
4%
3
5%
364
15%
23
35%
86
29%
1849
31%
4
27%
17
27%
823
35%
22
33%
68
23%
1381
23%
5
31%
20
31%
520
22%
13
20%
69
24%
1275
22%
5
32%
12
19%
423
18%
2
3%
38
13%
598
10%
1
5%
11
18%
231
10%
7
11%
77
26%
1146
20%
2
15%
6
9%
437
19%
37
54%
114
39%
2325
40%
5
32%
31
48%
989
42%
17
25%
64
22%
1486
25%
7
42%
20
31%
556
24%
6
9%
26
9%
654
11%
2
11%
4
7%
259
11%
1
1%
12
4%
242
4%
0
0%
3
5%
109
5%
18
27%
65
20%
1361
22%
1
9%
13
19%
515
22%
21
31%
132
42%
2381
38%
10
60%
25
38%
935
39%
15
23%
54
17%
1102
18%
4
27%
15
23%
499
21%
9
14%
46
15%
957
15%
1
4%
6
9%
294
12%
4
6%
18
6%
439
7%
0
0%
7
11%
151
6%
15
21%
70
22%
1719
27%
3
21%
18
27%
896
37%
29
41%
123
39%
2567
41%
8
50%
27
41%
967
40%
18
26%
82
26%
1171
19%
4
23%
16
23%
357
15%
6
8%
29
9%
607
10%
0
0%
4
5%
130
5%
2
3%
14
4%
261
4%
1
6%
2
4%
58
2%
16
23%
122
39%
3026
48%
6
36%
23
35%
1068
44%
39
56%
150
48%
2531
40%
8
50%
31
47%
1009
42%
12
18%
30
10%
498
8%
2
13%
11
16%
240
10%
1
2%
7
2%
175
3%
0
0%
0
0%
61
3%
1
1%
4
1%
80
1%
0
0%
1
1%
24
1%
frequency: 21 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
RACE/ETHNICITY
WHITE FACULTY
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
19
30%
109
34%
2411
38%
6
43%
21
30%
930
39%
37
56%
168
53%
3005
48%
8
57%
36
52%
1144
48%
5
8%
26
8%
591
9%
0
0%
10
14%
243
10%
2
3%
9
3%
226
4%
0
0%
2
3%
67
3%
2
3%
4
1%
65
1%
0
0%
0
0%
23
1%
18
27%
103
33%
2186
35%
5
35%
18
26%
877
37%
37
55%
169
54%
2948
47%
9
65%
45
66%
1134
47%
10
15%
27
9%
805
13%
0
0%
5
7%
288
12%
1
1%
10
3%
250
4%
0
0%
0
0%
72
3%
1
1%
4
1%
93
1%
0
0%
0
0%
25
1%
12
18%
83
27%
2393
38%
6
39%
27
41%
1085
45%
32
49%
119
38%
2376
38%
5
32%
25
37%
879
37%
13
20%
67
22%
965
15%
3
18%
12
17%
291
12%
7
11%
32
10%
374
6%
1
6%
1
1%
89
4%
1
1%
9
3%
151
2%
1
5%
3
4%
44
2%
8
12%
68
22%
1014
16%
3
22%
14
21%
600
25%
37
55%
152
48%
2805
45%
10
67%
40
59%
1166
49%
17
25%
60
19%
1482
24%
1
7%
12
18%
439
18%
2
3%
25
8%
787
13%
1
5%
0
0%
150
6%
3
5%
10
3%
196
3%
0
0%
2
2%
44
2%
35
52%
191
60%
3726
59%
12
75%
48
70%
1485
62%
31
45%
102
32%
2109
33%
3
19%
16
24%
778
32%
1
2%
14
4%
314
5%
1
6%
3
5%
106
4%
0
0%
5
2%
125
2%
0
0%
1
1%
25
1%
1
1%
3
1%
40
1%
0
0%
0
0%
18
1%
20
30%
125
40%
2935
47%
7
46%
33
48%
1189
50%
28
42%
120
38%
1920
31%
4
26%
24
36%
776
33%
14
21%
49
16%
1010
16%
4
23%
10
14%
338
14%
3
5%
15
5%
267
4%
0
0%
0
0%
52
2%
2
3%
6
2%
104
2%
1
5%
1
2%
28
1%
15
23%
53
17%
1450
23%
6
39%
13
20%
719
30%
27
41%
104
34%
1961
32%
6
38%
33
49%
833
35%
18
28%
120
39%
1990
32%
3
18%
17
25%
640
27%
5
7%
23
8%
560
9%
0
0%
2
3%
123
5%
1
1%
9
3%
231
4%
1
5%
2
3%
48
2%
21
31%
123
39%
2771
44%
5
30%
31
46%
1062
44%
40
58%
135
43%
2616
42%
10
60%
27
39%
983
41%
6
8%
46
15%
698
11%
1
5%
8
12%
279
12%
1
1%
8
3%
144
2%
1
5%
1
2%
53
2%
1
1%
3
1%
42
1%
0
0%
1
1%
14
1%
30
45%
176
56%
3777
60%
8
51%
41
60%
1427
60%
31
47%
113
36%
2135
34%
8
49%
25
37%
837
35%
4
7%
21
7%
276
4%
0
0%
2
2%
108
5%
0
0%
2
1%
59
1%
0
0%
0
0%
19
1%
1
1%
2
1%
26
0%
0
0%
1
1%
4
0%
15
24%
85
27%
1714
27%
6
38%
20
30%
809
34%
33
51%
162
52%
3225
52%
10
62%
38
56%
1178
49%
9
14%
45
14%
937
15%
0
0%
4
6%
284
12%
6
10%
16
5%
299
5%
0
0%
5
8%
83
3%
1
1%
2
1%
80
1%
0
0%
0
0%
29
1%
15
24%
76
25%
1898
31%
5
31%
18
28%
831
36%
13
20%
60
20%
1326
22%
8
47%
20
32%
624
27%
19
29%
83
27%
1413
23%
3
22%
17
26%
499
22%
9
13%
35
11%
537
9%
0
0%
2
3%
164
7%
9
14%
53
17%
963
16%
0
0%
7
11%
187
8%
10
15%
69
22%
986
16%
8
52%
26
39%
616
26%
12
18%
68
22%
1325
21%
3
18%
13
19%
634
27%
24
37%
88
29%
1922
31%
2
16%
18
27%
674
29%
11
17%
49
16%
1006
16%
1
7%
6
9%
253
11%
8
12%
35
11%
959
15%
1
7%
3
5%
175
7%
16
25%
83
27%
2258
37%
8
55%
14
22%
917
39%
31
47%
102
33%
2021
33%
4
27%
31
47%
797
34%
10
15%
92
30%
1150
19%
2
11%
15
23%
424
18%
3
5%
12
4%
305
5%
0
0%
2
3%
100
4%
5
8%
17
5%
448
7%
1
7%
4
6%
95
4%
frequency: 22 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
RACE/ETHNICITY
WHITE FACULTY
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
19
30%
71
23%
1718
28%
5
34%
21
32%
917
39%
16
25%
70
23%
1611
26%
6
36%
19
29%
682
29%
11
17%
95
31%
1489
24%
4
24%
11
17%
444
19%
9
14%
33
11%
564
9%
0
0%
4
7%
142
6%
9
15%
38
12%
786
13%
1
6%
10
16%
148
6%
7
11%
N/A
N/A
188
8%
5
34%
N/A
N/A
154
16%
17
26%
N/A
N/A
478
21%
3
21%
N/A
N/A
278
29%
24
36%
N/A
N/A
925
40%
6
39%
N/A
N/A
301
32%
8
12%
N/A
N/A
382
17%
1
6%
N/A
N/A
140
15%
10
15%
N/A
N/A
337
15%
0
0%
N/A
N/A
76
8%
18
28%
N/A
N/A
702
30%
8
51%
N/A
N/A
388
40%
25
38%
N/A
N/A
776
33%
6
38%
N/A
N/A
326
34%
9
14%
N/A
N/A
512
22%
2
11%
N/A
N/A
160
16%
5
7%
N/A
N/A
160
7%
0
0%
N/A
N/A
55
6%
8
13%
N/A
N/A
189
8%
0
0%
N/A
N/A
40
4%
9
14%
N/A
N/A
483
21%
8
54%
N/A
N/A
271
29%
38
58%
N/A
N/A
940
41%
4
27%
N/A
N/A
411
43%
10
15%
N/A
N/A
606
26%
3
18%
N/A
N/A
194
20%
1
1%
N/A
N/A
151
7%
0
0%
N/A
N/A
43
5%
7
11%
N/A
N/A
136
6%
0
0%
N/A
N/A
31
3%
4
6%
N/A
N/A
149
7%
3
22%
N/A
N/A
88
10%
8
13%
N/A
N/A
328
14%
3
20%
N/A
N/A
192
21%
26
41%
N/A
N/A
978
43%
5
34%
N/A
N/A
408
44%
10
16%
N/A
N/A
438
19%
3
17%
N/A
N/A
130
14%
15
24%
N/A
N/A
395
17%
1
7%
N/A
N/A
104
11%
5
8%
11
5%
368
8%
0
0%
1
2%
199
10%
20
31%
65
29%
1278
27%
5
36%
17
42%
645
34%
19
31%
59
27%
1123
24%
4
26%
9
23%
493
26%
12
19%
51
23%
1059
23%
6
38%
8
20%
329
17%
7
11%
35
16%
859
18%
0
0%
5
12%
257
13%
7
11%
45
16%
1031
18%
4
27%
5
10%
351
16%
23
36%
111
39%
2306
40%
5
30%
22
38%
871
40%
19
30%
79
28%
1218
21%
2
10%
19
34%
512
24%
7
12%
31
11%
736
13%
4
26%
5
8%
272
13%
7
11%
17
6%
481
8%
1
7%
6
11%
169
8%
8
14%
45
15%
864
15%
2
17%
3
4%
367
16%
29
47%
150
49%
2504
43%
9
64%
36
55%
988
44%
14
22%
55
18%
1139
20%
0
0%
14
22%
500
22%
8
13%
37
12%
845
15%
3
19%
8
12%
259
11%
3
5%
19
6%
475
8%
0
0%
4
6%
137
6%
7
12%
37
12%
725
13%
1
10%
2
3%
327
15%
27
45%
148
49%
2217
40%
9
63%
41
60%
927
43%
14
22%
67
22%
1247
23%
1
7%
14
21%
489
23%
6
10%
32
11%
785
14%
2
12%
6
9%
250
12%
6
10%
19
6%
513
9%
1
7%
4
6%
149
7%
3
6%
15
6%
317
6%
0
0%
0
0%
174
9%
5
9%
58
23%
1121
23%
2
16%
13
24%
526
26%
21
38%
79
32%
1348
27%
5
34%
17
32%
573
28%
17
32%
58
23%
1160
23%
3
24%
14
26%
420
21%
8
14%
40
16%
1035
21%
4
26%
10
18%
336
17%
3
5%
50
18%
578
12%
1
6%
7
11%
243
12%
30
51%
112
40%
1805
36%
8
58%
30
49%
781
38%
18
30%
71
26%
1656
33%
3
19%
15
25%
670
33%
7
11%
28
10%
624
12%
2
11%
5
9%
247
12%
2
3%
18
6%
336
7%
1
5%
4
6%
112
5%
3
5%
41
13%
1031
18%
1
7%
5
8%
415
18%
35
52%
103
33%
2085
36%
8
51%
23
35%
803
36%
13
20%
50
16%
897
16%
3
17%
15
22%
413
18%
9
13%
62
20%
1010
18%
1
7%
17
25%
366
16%
7
11%
50
16%
731
13%
3
18%
6
9%
249
11%
0
0%
7
3%
658
18%
0
0%
2
4%
228
15%
6
15%
41
20%
901
25%
1
12%
8
18%
397
26%
17
41%
52
26%
884
24%
5
40%
14
30%
441
29%
6
15%
47
23%
575
16%
2
16%
14
30%
223
15%
12
29%
55
27%
634
17%
4
31%
8
17%
231
15%
frequency: 23 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
RACE/ETHNICITY
WHITE FACULTY
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
3
7%
12
8%
378
13%
1
6%
1
3%
150
11%
12
31%
43
29%
794
26%
3
31%
10
30%
361
27%
17
43%
65
43%
1218
41%
3
25%
13
40%
565
42%
4
10%
14
9%
284
9%
3
30%
4
14%
126
9%
3
9%
17
12%
332
11%
1
7%
4
13%
136
10%
3
7%
12
5%
618
14%
0
0%
3
6%
257
14%
14
31%
62
28%
1287
29%
5
41%
13
27%
617
33%
10
22%
34
15%
924
21%
1
5%
10
21%
490
27%
10
22%
56
26%
831
19%
5
41%
9
18%
262
14%
8
18%
57
26%
720
16%
2
13%
13
27%
219
12%
3
5%
27
10%
1120
21%
2
12%
7
10%
429
20%
21
37%
87
32%
2027
38%
5
33%
16
24%
809
38%
13
23%
51
19%
905
17%
2
16%
19
30%
447
21%
15
25%
59
22%
802
15%
5
33%
12
19%
266
12%
6
10%
48
18%
506
9%
1
6%
11
17%
177
8%
2
3%
26
10%
372
8%
3
16%
4
7%
193
10%
20
32%
84
31%
1614
33%
6
38%
26
43%
729
37%
21
33%
91
34%
1455
30%
3
18%
16
28%
567
29%
13
20%
41
15%
916
19%
3
16%
11
18%
316
16%
8
13%
30
11%
530
11%
2
11%
3
4%
154
8%
0
0%
7
6%
145
6%
0
0%
2
6%
68
6%
1
6%
19
16%
291
12%
1
8%
3
9%
188
17%
6
30%
30
26%
769
32%
6
66%
12
37%
383
35%
4
22%
22
19%
442
19%
1
18%
9
26%
197
18%
8
42%
37
32%
735
31%
1
8%
7
21%
258
24%
0
0%
4
3%
111
6%
0
0%
2
7%
65
7%
0
0%
10
8%
202
10%
0
0%
2
8%
86
9%
6
58%
23
20%
675
35%
1
14%
5
15%
335
34%
1
11%
25
22%
284
15%
1
30%
8
28%
178
18%
3
31%
54
46%
659
34%
3
56%
13
42%
319
32%
3
10%
11
13%
552
21%
1
8%
1
6%
188
17%
11
40%
24
29%
865
33%
4
51%
7
31%
337
30%
8
29%
30
37%
739
28%
2
20%
7
32%
394
35%
3
11%
6
8%
208
8%
1
9%
6
27%
99
9%
3
10%
10
13%
237
9%
1
11%
1
4%
116
10%
0
0%
13
10%
258
9%
0
0%
0
0%
132
11%
0
0%
15
12%
506
18%
2
17%
7
31%
249
21%
7
35%
40
32%
796
29%
4
43%
5
23%
339
28%
5
22%
25
19%
478
17%
1
8%
3
14%
204
17%
9
43%
34
27%
733
26%
3
32%
8
32%
285
24%
0
0%
N/A
N/A
5
2%
N<5
N<5
N/A
N/A
8
4%
3
29%
N/A
N/A
22
8%
N<5
N<5
N/A
N/A
22
11%
4
45%
N/A
N/A
202
70%
N<5
N<5
N/A
N/A
125
60%
1
13%
N/A
N/A
31
11%
N<5
N<5
N/A
N/A
25
12%
1
13%
N/A
N/A
29
10%
N<5
N<5
N/A
N/A
30
14%
0
0%
N/A
N/A
90
9%
0
0%
N/A
N/A
42
9%
2
11%
N/A
N/A
290
29%
2
29%
N/A
N/A
153
34%
1
5%
N/A
N/A
202
20%
1
12%
N/A
N/A
98
22%
6
30%
N/A
N/A
168
17%
3
58%
N/A
N/A
70
16%
10
53%
N/A
N/A
257
26%
0
0%
N/A
N/A
84
19%
1
4%
N/A
N/A
62
8%
0
0%
N/A
N/A
30
8%
9
32%
N/A
N/A
203
27%
2
30%
N/A
N/A
95
27%
10
37%
N/A
N/A
264
34%
3
58%
N/A
N/A
119
34%
6
21%
N/A
N/A
133
17%
0
0%
N/A
N/A
59
17%
2
7%
N/A
N/A
104
14%
1
12%
N/A
N/A
52
15%
0
0%
N/A
N/A
7
2%
0
0%
N/A
N/A
5
3%
2
29%
N/A
N/A
32
10%
2
28%
N/A
N/A
32
16%
5
71%
N/A
N/A
207
63%
4
60%
N/A
N/A
115
59%
0
0%
N/A
N/A
38
11%
1
12%
N/A
N/A
21
11%
0
0%
N/A
N/A
46
14%
0
0%
N/A
N/A
24
12%
4
11%
28
13%
536
12%
2
12%
2
7%
195
13%
12
32%
64
31%
1246
29%
6
43%
11
35%
436
29%
3
8%
43
21%
856
20%
1
5%
10
29%
366
24%
11
27%
38
18%
940
22%
2
17%
7
22%
281
19%
9
22%
34
17%
710
17%
3
24%
2
7%
238
16%
frequency: 24 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
RACE/ETHNICITY
WHITE FACULTY
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
4
10%
25
12%
369
8%
2
12%
0
0%
143
9%
10
23%
51
24%
1105
25%
7
48%
12
33%
388
25%
6
13%
55
26%
1013
23%
2
12%
10
26%
424
27%
15
35%
43
20%
1116
26%
1
10%
9
23%
334
22%
8
19%
40
19%
761
17%
3
18%
7
18%
259
17%
13
29%
83
37%
1225
27%
5
32%
12
30%
334
21%
19
43%
81
36%
1449
32%
7
49%
16
38%
482
31%
6
13%
34
15%
919
21%
2
14%
8
18%
413
26%
2
4%
15
7%
513
11%
0
0%
2
4%
200
13%
5
11%
10
5%
363
8%
1
5%
4
9%
151
10%
12
27%
78
34%
1169
26%
5
32%
10
25%
332
21%
18
40%
89
39%
1488
33%
7
49%
20
48%
485
30%
6
13%
36
16%
965
21%
1
7%
6
13%
424
26%
4
9%
17
7%
584
13%
1
7%
3
8%
212
13%
5
11%
10
4%
365
8%
1
5%
3
7%
156
10%
21
36%
N/A
N/A
1071
37%
3
18%
N/A
N/A
346
33%
22
37%
N/A
N/A
899
31%
9
63%
N/A
N/A
337
32%
6
11%
N/A
N/A
483
17%
1
7%
N/A
N/A
216
21%
5
8%
N/A
N/A
292
10%
1
7%
N/A
N/A
90
9%
5
9%
N/A
N/A
162
6%
1
5%
N/A
N/A
61
6%
2
3%
20
6%
856
14%
1
10%
2
4%
264
11%
19
29%
116
37%
2424
39%
1
10%
18
28%
829
35%
13
20%
43
14%
761
12%
4
27%
7
10%
411
17%
19
29%
71
23%
1502
24%
5
35%
19
29%
559
24%
12
18%
59
19%
674
11%
3
18%
19
29%
287
12%
1
2%
18
6%
476
8%
2
11%
4
6%
172
7%
21
32%
104
34%
1948
31%
3
21%
22
32%
745
32%
16
25%
50
16%
1041
17%
5
30%
15
22%
469
20%
20
32%
76
25%
1844
30%
4
27%
16
24%
646
27%
6
9%
58
19%
905
15%
2
11%
11
17%
323
14%
20
33%
147
49%
2521
44%
5
33%
21
34%
788
36%
31
50%
90
30%
1876
33%
5
31%
26
41%
795
37%
4
6%
23
8%
538
9%
3
19%
7
11%
283
13%
2
3%
22
7%
492
9%
2
17%
4
6%
187
9%
5
8%
17
6%
318
6%
0
0%
5
8%
123
6%
14
22%
84
27%
1612
26%
4
26%
13
20%
545
23%
19
31%
109
36%
2018
33%
3
22%
20
32%
741
32%
13
21%
47
15%
967
16%
5
36%
17
26%
459
20%
14
22%
35
12%
961
16%
1
5%
6
9%
341
15%
3
4%
30
10%
611
10%
2
12%
9
13%
233
10%
13
21%
60
20%
1418
24%
5
33%
11
18%
489
22%
23
37%
96
32%
1717
29%
2
15%
15
24%
637
28%
12
19%
58
20%
1130
19%
4
23%
21
34%
508
22%
10
16%
53
18%
1029
17%
3
18%
8
13%
373
16%
4
7%
30
10%
644
11%
2
11%
7
11%
261
12%
15
25%
N/A
N/A
578
25%
2
16%
N/A
N/A
189
20%
18
28%
N/A
N/A
830
36%
1
10%
N/A
N/A
336
36%
18
29%
N/A
N/A
441
19%
8
53%
N/A
N/A
223
24%
7
12%
N/A
N/A
288
12%
3
17%
N/A
N/A
115
12%
4
6%
N/A
N/A
176
8%
1
5%
N/A
N/A
77
8%
18
29%
76
25%
1568
25%
3
21%
13
21%
514
22%
22
35%
109
36%
2024
33%
4
28%
16
24%
767
33%
15
24%
50
17%
982
16%
5
34%
24
36%
476
20%
5
8%
46
15%
1022
17%
1
7%
5
8%
360
15%
3
4%
21
7%
555
9%
2
11%
7
11%
213
9%
17
26%
90
30%
1733
28%
2
16%
12
19%
529
23%
25
39%
128
42%
2208
36%
7
44%
22
35%
791
34%
18
28%
44
14%
1211
20%
3
23%
19
31%
572
25%
3
4%
32
11%
633
10%
2
12%
3
5%
262
11%
1
1%
9
3%
340
6%
1
5%
6
9%
152
7%
17
27%
93
32%
1952
32%
4
25%
14
22%
591
26%
32
51%
121
41%
2418
40%
6
40%
27
43%
883
39%
11
17%
47
16%
916
15%
3
18%
13
20%
476
21%
2
3%
28
10%
549
9%
2
12%
6
10%
215
9%
1
1%
2
1%
200
3%
1
6%
3
5%
100
4%
frequency: 25 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
RACE/ETHNICITY
WHITE FACULTY
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very satisfied
20
31%
103
35%
2217
37%
4
25%
17
28%
662
29%
Satisfied
27
43%
114
39%
2277
38%
5
35%
26
42%
870
39%
Neither satisfied nor dissatisfied
13
20%
52
18%
956
16%
4
29%
10
16%
472
21%
Dissatisfied
3
5%
22
8%
441
7%
2
11%
5
8%
170
8%
Very dissatisfied
1
1%
3
1%
137
2%
0
0%
4
6%
85
4%
Very satisfied
29
46%
122
40%
2217
36%
6
36%
21
32%
667
29%
Satisfied
21
33%
102
33%
2078
34%
5
35%
22
34%
843
36%
Neither satisfied nor dissatisfied
4
7%
36
12%
728
12%
3
18%
13
19%
406
17%
Dissatisfied
6
9%
30
10%
735
12%
1
7%
2
4%
252
11%
Very dissatisfied
3
5%
17
5%
439
7%
1
5%
7
10%
170
7%
Very satisfied
14
21%
59
20%
1552
25%
4
25%
9
14%
516
22%
Satisfied
20
32%
103
34%
1948
32%
3
22%
22
34%
749
33%
Neither satisfied nor dissatisfied
15
23%
61
20%
939
15%
4
24%
12
19%
467
20%
Dissatisfied
10
15%
47
16%
1029
17%
4
24%
10
16%
345
15%
Very dissatisfied
6
9%
33
11%
683
11%
1
5%
10
16%
221
10%
Very satisfied
22
34%
N/A
N/A
829
36%
4
25%
N/A
N/A
242
26%
Satisfied
27
42%
N/A
N/A
980
43%
6
40%
N/A
N/A
395
43%
Neither satisfied nor dissatisfied
11
17%
N/A
N/A
331
15%
1
7%
N/A
N/A
206
22%
Dissatisfied
2
3%
N/A
N/A
86
4%
4
29%
N/A
N/A
59
6%
Very dissatisfied
2
3%
N/A
N/A
48
2%
0
0%
N/A
N/A
20
2%
Very satisfied
18
29%
N/A
N/A
499
23%
4
30%
N/A
N/A
154
17%
Satisfied
27
44%
N/A
N/A
927
42%
6
40%
N/A
N/A
339
38%
Neither satisfied nor dissatisfied
11
17%
N/A
N/A
550
25%
3
19%
N/A
N/A
285
32%
Dissatisfied
5
8%
N/A
N/A
140
6%
1
10%
N/A
N/A
79
9%
Very dissatisfied
1
2%
N/A
N/A
95
4%
0
0%
N/A
N/A
36
4%
Very satisfied
20
31%
N/A
N/A
683
30%
4
28%
N/A
N/A
197
21%
Satisfied
27
43%
N/A
N/A
984
43%
8
49%
N/A
N/A
374
41%
Neither satisfied nor dissatisfied
9
15%
N/A
N/A
385
17%
0
0%
N/A
N/A
221
24%
Dissatisfied
5
8%
N/A
N/A
147
6%
3
18%
N/A
N/A
79
9%
Very dissatisfied
2
3%
N/A
N/A
104
5%
1
5%
N/A
N/A
52
6%
Strongly agree
29
46%
N/A
N/A
1575
48%
6
36%
N/A
N/A
549
43%
Somewhat agree
21
33%
N/A
N/A
1116
34%
7
46%
N/A
N/A
435
34%
Neither agree nor disagree
5
8%
N/A
N/A
191
6%
1
7%
N/A
N/A
114
9%
Somewhat disagree
5
8%
N/A
N/A
265
8%
2
12%
N/A
N/A
121
9%
Strongly disagree
3
5%
N/A
N/A
160
5%
0
0%
N/A
N/A
53
4%
Very satisfied
23
37%
118
38%
2088
34%
6
39%
13
19%
655
28%
Satisfied
29
47%
125
41%
2597
42%
3
19%
33
48%
1048
45%
Neither satisfied nor dissatisfied
4
6%
19
6%
582
9%
4
25%
10
15%
305
13%
Dissatisfied
3
5%
25
8%
652
11%
2
17%
7
11%
220
9%
Very dissatisfied
3
5%
20
7%
279
5%
0
0%
4
7%
117
5%
Very satisfied
14
22%
65
21%
1180
19%
5
34%
8
12%
401
17%
Satisfied
26
41%
140
46%
2907
47%
4
27%
28
42%
1143
49%
Neither satisfied nor dissatisfied
15
24%
44
14%
1006
16%
4
23%
16
24%
439
19%
Dissatisfied
5
7%
34
11%
830
13%
2
10%
11
16%
258
11%
Very dissatisfied
4
6%
23
8%
283
5%
1
5%
4
6%
104
4%
Chancellor
25
41%
19
7%
357
8%
5
41%
6
13%
190
11%
President
0
0%
46
18%
856
18%
0
0%
11
24%
334
19%
Vice President for Academic Affairs
3
5%
17
7%
293
6%
0
0%
4
8%
148
8%
Academic Dean
1
2%
14
5%
544
12%
1
12%
5
11%
234
13%
Provost
32
52%
164
63%
2547
55%
6
48%
22
45%
857
48%
Other
0
0%
0
0%
55
1%
0
0%
0
0%
22
1%
Strongly agree
2
5%
29
15%
599
16%
3
31%
8
22%
291
20%
Somewhat agree
11
25%
62
31%
1078
29%
2
17%
9
26%
434
30%
Neither agree nor disagree
12
26%
49
25%
938
25%
4
42%
9
26%
396
27%
Somewhat disagree
15
32%
29
15%
626
17%
0
0%
2
5%
184
13%
Strongly disagree
6
13%
30
15%
467
13%
1
10%
7
21%
162
11%
For the rest of my career
16
26%
75
27%
1035
18%
2
20%
9
15%
277
13%
For the foreseeable future
29
46%
124
44%
2726
48%
7
56%
25
44%
826
39%
For no more than 5 years after earnin
10
16%
36
13%
804
14%
1
6%
4
7%
269
13%
I haven't thought that far ahead
8
12%
45
16%
1143
20%
2
18%
20
34%
747
35%
Prefer to work at another academic in
6
56%
N/A
N/A
188
70%
N<5
N<5
N/A
N/A
67
66%
Prefer to work in private industry
0
0%
N/A
N/A
5
2%
N<5
N<5
N/A
N/A
3
3%
Prefer to work in government
0
0%
N/A
N/A
3
1%
N<5
N<5
N/A
N/A
0
0%
Other
4
44%
N/A
N/A
71
27%
N<5
N<5
N/A
N/A
32
31%
frequency: 26 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
RACE/ETHNICITY
WHITE FACULTY
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
FACULTY OF COLOR
Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
27
42%
135
45%
2808
47%
6
41%
22
35%
819
37%
16
25%
93
30%
1826
30%
3
24%
19
30%
812
36%
9
14%
31
10%
535
9%
2
13%
12
19%
283
13%
6
10%
26
9%
563
9%
3
18%
6
9%
196
9%
6
9%
18
6%
304
5%
1
5%
4
7%
130
6%
30
50%
157
53%
2928
48%
7
48%
25
43%
1005
45%
27
45%
122
41%
2725
45%
7
47%
29
49%
1059
48%
3
10
37
9
3
3
5%
15%
59%
15%
5%
5%
21
50
163
62
15
15
7%
16%
54%
20%
5%
5%
395
1152
3033
1494
335
144
7%
19%
49%
24%
5%
2%
1
5
5
5
0
0
5%
32%
34%
35%
0%
0%
5
6
33
16
3
3
9%
9%
54%
26%
5%
5%
150
433
1097
584
100
54
7%
19%
48%
26%
4%
2%
frequency: 27 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
HUMANITIES
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very clear
2
9%
15
23%
280
25%
3
13%
10
17%
320
22%
3
59%
1
10%
88
19%
Fairly clear
11
48%
39
59%
578
51%
14
61%
40
66%
720
50%
1
17%
6
68%
251
55%
Neither clear nor unclear
1
4%
3
4%
122
11%
2
8%
2
3%
173
12%
1
23%
1
12%
61
13%
Fairly unclear
6
26%
8
12%
106
9%
3
13%
6
10%
154
11%
0
0%
0
0%
38
8%
Very unclear
3
13%
1
2%
49
4%
1
4%
2
4%
66
5%
0
0%
1
11%
20
4%
Very clear
3
13%
18
28%
250
22%
3
13%
17
28%
309
22%
1
18%
2
21%
88
19%
Fairly clear
8
37%
36
56%
582
51%
15
65%
34
57%
707
49%
3
59%
2
20%
242
53%
Neither clear nor unclear
3
14%
4
6%
129
11%
1
4%
1
2%
170
12%
1
23%
3
36%
66
14%
Fairly unclear
5
23%
6
10%
122
11%
2
9%
6
11%
171
12%
0
0%
1
12%
41
9%
Very unclear
3
13%
0
0%
51
5%
2
8%
1
2%
76
5%
0
0%
1
11%
22
5%
Very clear
3
13%
12
18%
166
15%
3
13%
12
21%
208
15%
0
0%
0
0%
40
9%
Fairly clear
4
18%
34
52%
517
46%
11
45%
28
46%
606
42%
5
100%
3
31%
216
47%
Neither clear nor unclear
6
25%
11
17%
185
16%
5
20%
10
17%
237
17%
0
0%
2
21%
103
22%
Fairly unclear
6
28%
8
12%
184
16%
2
8%
7
12%
267
19%
0
0%
2
24%
61
13%
Very unclear
4
16%
1
2%
77
7%
3
13%
3
4%
115
8%
0
0%
2
24%
37
8%
Very clear
6
25%
12
18%
226
20%
3
14%
15
24%
260
18%
1
18%
1
8%
65
14%
Fairly clear
7
32%
36
56%
526
47%
10
45%
33
55%
650
46%
3
59%
4
41%
236
51%
Neither clear nor unclear
4
17%
13
20%
202
18%
7
33%
6
10%
239
17%
1
23%
2
17%
86
19%
Fairly unclear
4
18%
3
5%
117
10%
1
4%
4
6%
205
14%
0
0%
1
13%
48
11%
Very unclear
2
8%
1
1%
56
5%
1
4%
3
4%
70
5%
0
0%
2
21%
23
5%
Very clear
6
28%
19
29%
227
20%
6
25%
16
26%
278
20%
0
0%
3
31%
79
17%
Fairly clear
9
42%
28
44%
499
45%
13
54%
31
51%
593
42%
4
82%
4
41%
185
41%
Neither clear nor unclear
3
13%
11
18%
222
20%
4
18%
9
15%
355
25%
1
18%
1
7%
111
25%
Fairly unclear
3
13%
6
9%
117
10%
0
0%
2
3%
124
9%
0
0%
1
11%
52
12%
Very unclear
1
4%
0
0%
48
4%
1
4%
2
4%
71
5%
0
0%
1
10%
26
6%
Very clear
4
17%
12
18%
294
26%
1
5%
12
20%
362
25%
2
36%
0
0%
88
19%
Fairly clear
8
37%
35
54%
556
49%
14
57%
36
59%
685
48%
3
64%
5
55%
254
55%
Neither clear nor unclear
3
14%
9
14%
118
10%
6
26%
3
4%
158
11%
0
0%
1
10%
51
11%
Fairly unclear
6
26%
7
11%
134
12%
3
12%
9
15%
174
12%
0
0%
1
12%
46
10%
Very unclear
1
5%
2
4%
31
3%
0
0%
1
2%
47
3%
0
0%
2
23%
19
4%
Very clear
5
21%
15
24%
192
17%
5
21%
12
21%
271
19%
1
18%
1
12%
55
12%
Fairly clear
10
45%
34
53%
550
49%
9
40%
34
57%
647
45%
2
41%
5
53%
237
52%
Neither clear nor unclear
3
15%
10
16%
178
16%
5
23%
9
15%
269
19%
2
41%
1
12%
85
19%
Fairly unclear
4
19%
5
8%
167
15%
4
16%
4
7%
189
13%
0
0%
1
12%
55
12%
Very unclear
0
0%
0
0%
38
3%
0
0%
0
0%
52
4%
0
0%
1
11%
23
5%
Very clear
2
8%
4
7%
88
8%
1
4%
5
9%
148
11%
0
0%
1
13%
33
7%
Fairly clear
9
38%
22
38%
302
29%
7
32%
24
41%
392
28%
4
82%
2
24%
141
31%
Neither clear nor unclear
6
26%
17
28%
318
30%
9
40%
16
27%
423
31%
1
18%
1
13%
144
32%
Fairly unclear
3
14%
12
20%
246
23%
1
4%
12
20%
313
23%
0
0%
2
27%
87
19%
Very unclear
3
14%
4
7%
104
10%
4
19%
2
3%
101
7%
0
0%
2
22%
46
10%
Very clear
1
4%
6
10%
92
8%
2
9%
5
8%
166
12%
1
18%
1
10%
36
8%
Fairly clear
8
37%
23
37%
425
38%
6
25%
24
41%
471
33%
1
23%
3
35%
161
35%
Neither clear nor unclear
5
23%
18
30%
276
25%
6
26%
20
34%
384
27%
3
59%
3
35%
139
31%
Fairly unclear
6
27%
12
20%
216
20%
3
13%
6
10%
263
19%
0
0%
2
20%
87
19%
Very unclear
2
10%
2
3%
99
9%
6
26%
4
7%
123
9%
0
0%
0
0%
32
7%
Very clear
0
0%
4
6%
73
7%
0
0%
3
6%
115
8%
N<5
N<5
0
0%
31
7%
Fairly clear
5
24%
24
39%
305
28%
6
25%
23
40%
403
29%
N<5
N<5
2
21%
119
26%
Neither clear nor unclear
9
41%
20
32%
324
30%
7
32%
16
27%
387
28%
N<5
N<5
4
47%
130
29%
Fairly unclear
3
14%
8
13%
256
23%
4
18%
11
19%
331
24%
N<5
N<5
2
24%
117
26%
Very unclear
5
21%
6
9%
141
13%
6
24%
5
8%
150
11%
N<5
N<5
1
8%
55
12%
Very clear
0
0%
0
0%
63
6%
1
5%
3
5%
98
7%
0
0%
0
0%
22
5%
Fairly clear
4
18%
12
22%
207
20%
7
29%
15
27%
300
23%
2
41%
1
13%
106
24%
Neither clear nor unclear
7
33%
25
44%
340
32%
6
28%
18
31%
382
29%
1
17%
6
73%
142
32%
Fairly unclear
7
30%
12
22%
256
24%
4
18%
14
25%
343
26%
1
23%
1
14%
113
25%
Very unclear
4
19%
7
12%
186
18%
5
20%
7
12%
209
16%
1
18%
0
0%
66
15%
Very reasonable
5
24%
28
42%
312
28%
6
27%
23
39%
405
29%
1
18%
2
24%
101
22%
Fairly reasonable
10
46%
23
35%
456
41%
9
36%
18
30%
581
41%
3
59%
3
31%
206
45%
Neither reasonable nor unreasonable
2
9%
9
14%
203
18%
5
21%
9
16%
231
16%
1
23%
1
10%
91
20%
Fairly unreasonable
4
18%
3
4%
112
10%
3
13%
8
14%
149
11%
0
0%
1
12%
41
9%
Very unreasonable
1
3%
3
4%
42
4%
1
4%
1
2%
43
3%
0
0%
2
23%
18
4%
Very reasonable
4
18%
22
34%
293
26%
3
13%
16
27%
439
31%
1
18%
1
12%
120
26%
Fairly reasonable
8
35%
25
40%
459
41%
12
50%
26
44%
515
37%
2
35%
4
44%
176
39%
Neither reasonable nor unreasonable
5
21%
15
23%
272
24%
6
24%
13
21%
321
23%
2
47%
1
12%
117
26%
Fairly unreasonable
5
22%
2
3%
72
6%
3
13%
4
7%
104
7%
0
0%
2
22%
24
5%
Very unreasonable
1
3%
0
0%
23
2%
0
0%
1
1%
30
2%
0
0%
1
11%
16
3%
frequency: 28 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
HUMANITIES
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very reasonable
4
19%
10
18%
164
16%
2
10%
12
20%
265
20%
0
0%
1
13%
76
17%
Fairly reasonable
4
20%
17
28%
260
25%
7
32%
19
32%
355
27%
4
82%
2
26%
137
31%
Neither reasonable nor unreasonable
12
53%
29
49%
508
49%
12
58%
24
40%
601
45%
1
18%
3
37%
201
45%
1
4%
1
2%
70
7%
0
0%
3
5%
79
6%
0
0%
2
23%
18
4%
Fairly unreasonable
Very unreasonable
1
4%
2
3%
34
3%
0
0%
2
3%
38
3%
0
0%
0
0%
15
3%
Very reasonable
2
10%
11
18%
196
18%
2
9%
10
17%
309
23%
1
18%
1
10%
86
19%
Fairly reasonable
5
22%
19
31%
326
30%
7
30%
20
35%
398
29%
1
23%
3
35%
137
30%
Neither reasonable nor unreasonable
11
50%
25
42%
443
40%
12
53%
23
40%
543
40%
3
59%
4
47%
206
46%
Fairly unreasonable
3
12%
4
7%
87
8%
1
4%
2
3%
84
6%
0
0%
1
8%
11
2%
Very unreasonable
1
6%
1
2%
42
4%
1
4%
3
5%
36
3%
0
0%
0
0%
11
2%
Very reasonable
1
5%
8
13%
142
13%
1
4%
5
9%
216
16%
N<5
N<5
0
0%
64
14%
Fairly reasonable
7
29%
19
30%
268
25%
5
21%
20
35%
348
26%
N<5
N<5
2
23%
100
22%
Neither reasonable nor unreasonable
13
57%
35
57%
587
54%
14
61%
26
45%
679
51%
N<5
N<5
6
67%
262
59%
Fairly unreasonable
1
4%
0
0%
53
5%
2
9%
5
8%
65
5%
N<5
N<5
1
10%
14
3%
Very unreasonable
1
4%
0
0%
32
3%
1
4%
2
4%
37
3%
N<5
N<5
0
0%
5
1%
Very reasonable
1
5%
3
6%
112
11%
2
9%
7
12%
199
15%
0
0%
0
0%
59
13%
Fairly reasonable
3
14%
10
18%
181
18%
3
12%
16
28%
289
23%
2
41%
1
13%
88
20%
Neither reasonable nor unreasonable
14
63%
41
75%
645
63%
14
61%
29
50%
712
55%
3
59%
7
87%
268
61%
2
8%
1
1%
57
6%
3
13%
5
8%
65
5%
0
0%
0
0%
17
4%
Fairly unreasonable
2
10%
0
0%
29
3%
1
4%
1
1%
21
2%
0
0%
0
0%
8
2%
Very unreasonable
2
10%
11
19%
263
24%
6
24%
14
23%
288
21%
1
18%
1
11%
91
20%
Strongly agree
9
43%
29
48%
350
32%
10
41%
26
43%
459
33%
2
41%
3
35%
154
34%
Somewhat agree
1
6%
6
10%
89
8%
1
4%
5
8%
113
8%
0
0%
1
9%
43
10%
Neither agree nor disagree
2
12%
7
12%
213
19%
3
13%
5
8%
297
21%
2
41%
4
45%
103
23%
Somewhat disagree
6
29%
7
12%
182
17%
4
17%
10
17%
245
17%
0
0%
0
0%
62
14%
Strongly disagree
5
24%
21
34%
354
34%
6
26%
24
41%
458
34%
4
77%
1
15%
133
31%
Strongly agree
7
33%
24
40%
391
37%
8
36%
20
34%
520
38%
1
23%
2
30%
180
41%
Somewhat agree
5
25%
8
14%
101
10%
1
3%
6
10%
127
9%
0
0%
2
28%
57
13%
Neither agree nor disagree
2
9%
4
7%
130
12%
3
14%
4
8%
156
11%
0
0%
2
27%
38
9%
Somewhat disagree
2
10%
3
5%
75
7%
4
20%
4
8%
102
7%
0
0%
0
0%
28
6%
Strongly disagree
2
11%
13
21%
267
24%
6
29%
10
16%
336
24%
0
0%
2
23%
79
17%
Very satisfied
13
55%
22
35%
513
46%
10
44%
31
51%
734
51%
2
41%
2
25%
233
51%
Satisfied
3
12%
13
21%
118
11%
2
9%
7
11%
133
9%
2
41%
4
42%
65
14%
Neither satisfied nor dissatisfied
2
10%
12
19%
183
16%
3
14%
11
18%
187
13%
1
18%
1
9%
71
16%
Dissatisfied
3
12%
3
4%
39
4%
1
4%
2
4%
36
3%
0
0%
0
0%
8
2%
Very dissatisfied
3
15%
N/A
N/A
119
18%
5
23%
N/A
N/A
132
18%
0
0%
N/A
N/A
26
11%
Very satisfied
7
33%
N/A
N/A
280
43%
10
45%
N/A
N/A
345
47%
0
0%
N/A
N/A
118
48%
Satisfied
4
18%
N/A
N/A
108
16%
4
15%
N/A
N/A
97
13%
0
0%
N/A
N/A
44
18%
Neither satisfied nor dissatisfied
4
17%
N/A
N/A
117
18%
3
12%
N/A
N/A
124
17%
5
100%
N/A
N/A
53
22%
Dissatisfied
4
17%
N/A
N/A
29
5%
1
4%
N/A
N/A
34
5%
0
0%
N/A
N/A
6
2%
Very dissatisfied
6
27%
19
29%
467
42%
8
36%
20
33%
569
40%
0
0%
2
23%
178
39%
Very satisfied
10
43%
34
53%
425
38%
7
30%
28
46%
588
41%
3
59%
6
68%
195
43%
Satisfied
3
14%
6
9%
93
8%
3
12%
6
9%
126
9%
1
17%
0
0%
46
10%
Neither satisfied nor dissatisfied
3
13%
3
5%
115
10%
4
17%
5
9%
111
8%
1
23%
1
9%
26
6%
Dissatisfied
1
3%
3
5%
22
2%
1
4%
2
3%
29
2%
0
0%
0
0%
7
1%
Very dissatisfied
6
28%
12
19%
489
44%
4
19%
18
29%
559
39%
0
0%
1
11%
138
31%
Very satisfied
5
20%
14
21%
320
29%
7
33%
16
26%
439
31%
2
36%
2
20%
175
39%
Satisfied
Neither satisfied nor dissatisfied
6
26%
10
16%
99
9%
4
17%
6
10%
142
10%
1
23%
2
26%
66
15%
Dissatisfied
5
22%
13
21%
145
13%
6
27%
12
20%
197
14%
2
41%
3
34%
60
13%
Very dissatisfied
1
4%
15
23%
66
6%
1
4%
9
15%
86
6%
0
0%
1
9%
12
3%
Very satisfied
12
52%
35
54%
657
59%
12
53%
34
56%
828
58%
2
41%
3
37%
217
48%
Satisfied
6
27%
15
23%
288
26%
8
36%
11
18%
374
26%
3
59%
4
43%
150
33%
Neither satisfied nor dissatisfied
2
9%
6
10%
65
6%
1
3%
8
13%
92
6%
0
0%
1
11%
39
9%
Dissatisfied
3
12%
8
12%
86
8%
2
8%
8
12%
105
7%
0
0%
1
9%
31
7%
Very dissatisfied
0
0%
1
2%
21
2%
0
0%
1
2%
24
2%
0
0%
0
0%
14
3%
Very satisfied
12
52%
42
65%
852
76%
15
66%
45
73%
1137
80%
2
41%
5
55%
297
66%
Satisfied
7
30%
16
24%
189
17%
6
26%
14
22%
237
17%
3
59%
4
45%
119
26%
Neither satisfied nor dissatisfied
1
5%
4
6%
35
3%
0
0%
3
4%
27
2%
0
0%
0
0%
25
5%
Dissatisfied
3
12%
3
5%
29
3%
2
8%
0
0%
20
1%
0
0%
0
0%
8
2%
Very dissatisfied
0
0%
0
0%
10
1%
0
0%
0
0%
3
0%
0
0%
0
0%
3
1%
Very satisfied
3
14%
9
14%
372
33%
8
35%
20
32%
510
36%
0
0%
0
0%
137
30%
Satisfied
9
41%
22
35%
400
36%
4
16%
16
25%
502
35%
1
18%
5
54%
191
42%
Neither satisfied nor dissatisfied
7
29%
8
13%
109
10%
2
11%
8
13%
140
10%
4
82%
2
26%
64
14%
Dissatisfied
2
8%
14
23%
165
15%
6
25%
9
16%
195
14%
0
0%
1
11%
41
9%
Very dissatisfied
2
8%
10
16%
72
6%
3
13%
8
13%
76
5%
0
0%
1
9%
19
4%
frequency: 29 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
HUMANITIES
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
2
11%
7
10%
233
21%
3
15%
6
10%
267
20%
1
23%
2
24%
97
22%
7
29%
27
42%
415
37%
7
30%
21
36%
417
31%
0
0%
3
34%
147
34%
7
33%
13
20%
196
18%
5
20%
18
31%
268
20%
2
36%
3
33%
84
19%
6
27%
17
26%
217
20%
7
31%
9
15%
298
22%
2
41%
1
9%
83
19%
0
0%
1
1%
53
5%
1
4%
4
8%
112
8%
0
0%
0
0%
24
5%
0
0%
5
14%
210
24%
3
19%
7
21%
272
22%
2
41%
0
0%
92
21%
2
23%
7
22%
366
41%
5
31%
10
30%
453
37%
1
18%
4
57%
169
39%
5
45%
8
24%
146
16%
4
24%
10
32%
215
18%
2
41%
3
43%
71
17%
2
23%
12
36%
133
15%
3
19%
3
11%
209
17%
0
0%
0
0%
83
19%
1
9%
1
3%
32
4%
1
6%
2
6%
66
5%
0
0%
0
0%
15
3%
2
11%
1
2%
113
10%
3
14%
1
2%
157
11%
0
0%
0
0%
43
9%
0
0%
13
20%
320
29%
8
35%
12
19%
436
31%
0
0%
2
23%
127
28%
6
26%
5
8%
121
11%
1
5%
9
15%
167
12%
1
17%
0
0%
59
13%
6
28%
25
40%
344
31%
6
26%
20
33%
440
31%
4
83%
3
34%
170
37%
8
35%
20
31%
220
20%
5
20%
19
31%
223
16%
0
0%
4
42%
59
13%
0
0%
1
2%
75
8%
1
5%
10
20%
143
11%
0
0%
0
0%
30
7%
2
11%
7
15%
193
21%
7
38%
12
23%
375
28%
1
18%
3
40%
148
33%
10
52%
22
48%
357
39%
4
20%
19
37%
444
33%
3
65%
3
37%
128
29%
5
26%
8
16%
166
18%
6
31%
4
8%
251
19%
1
17%
2
23%
100
22%
2
11%
9
19%
121
13%
1
5%
7
13%
118
9%
0
0%
0
0%
41
9%
11
48%
37
59%
723
65%
12
51%
38
62%
955
67%
1
18%
4
53%
276
61%
4
17%
15
24%
279
25%
9
41%
11
18%
326
23%
3
65%
3
38%
135
30%
5
20%
6
10%
67
6%
1
4%
8
13%
86
6%
1
17%
0
0%
22
5%
0
0%
4
6%
32
3%
1
4%
2
4%
45
3%
0
0%
1
9%
16
4%
3
15%
1
1%
10
1%
0
0%
2
3%
8
1%
0
0%
0
0%
5
1%
7
31%
11
18%
220
20%
2
9%
10
16%
310
22%
0
0%
1
11%
106
23%
4
19%
23
36%
363
33%
9
39%
26
42%
452
32%
3
53%
2
25%
154
34%
5
23%
9
14%
172
16%
3
13%
10
16%
217
15%
1
23%
2
17%
51
11%
4
17%
15
24%
240
22%
4
19%
11
19%
300
21%
0
0%
3
35%
95
21%
2
10%
5
8%
108
10%
4
19%
4
6%
132
9%
1
23%
1
11%
51
11%
2
16%
2
4%
104
11%
2
8%
5
9%
183
14%
1
17%
0
0%
64
15%
1
7%
15
34%
234
25%
6
26%
11
20%
380
29%
2
41%
1
18%
116
27%
5
38%
9
20%
192
20%
2
9%
14
26%
244
18%
1
18%
1
19%
90
21%
3
23%
8
17%
229
24%
7
31%
12
22%
314
24%
0
0%
2
31%
105
25%
2
16%
11
24%
176
19%
6
26%
12
22%
210
16%
1
23%
2
32%
53
12%
7
32%
29
45%
404
36%
5
23%
15
25%
428
30%
1
23%
1
12%
97
21%
5
24%
24
37%
368
33%
12
52%
26
43%
457
32%
2
36%
5
54%
152
33%
5
21%
4
6%
116
10%
3
13%
5
8%
157
11%
2
41%
1
14%
62
14%
3
14%
7
11%
151
14%
2
8%
12
20%
237
17%
0
0%
1
9%
93
20%
2
10%
1
1%
71
6%
1
4%
3
4%
135
10%
0
0%
1
11%
51
11%
1
6%
6
11%
159
16%
1
6%
3
5%
173
13%
0
0%
1
14%
55
13%
6
29%
18
31%
328
32%
8
38%
17
31%
392
29%
1
18%
2
26%
155
35%
10
47%
17
29%
226
22%
6
26%
14
25%
342
26%
4
82%
1
14%
92
21%
3
14%
8
14%
191
19%
6
27%
17
31%
294
22%
0
0%
2
33%
92
21%
1
4%
8
15%
118
12%
1
4%
4
8%
132
10%
0
0%
1
13%
44
10%
2
9%
12
20%
236
23%
0
0%
16
28%
269
20%
N<5
N<5
1
12%
77
18%
11
48%
20
33%
414
40%
12
53%
23
41%
507
38%
N<5
N<5
6
68%
169
39%
8
34%
17
28%
242
23%
8
35%
15
27%
363
27%
N<5
N<5
0
0%
113
26%
2
10%
8
14%
110
11%
2
8%
2
3%
145
11%
N<5
N<5
1
9%
54
13%
0
0%
3
5%
45
4%
1
4%
1
2%
57
4%
N<5
N<5
1
11%
19
4%
7
30%
16
25%
270
24%
6
24%
10
17%
295
21%
0
0%
0
0%
66
15%
9
38%
21
34%
421
38%
6
26%
23
39%
526
38%
0
0%
3
36%
146
32%
6
27%
15
24%
197
18%
5
21%
13
22%
277
20%
4
77%
0
0%
89
20%
1
5%
8
13%
142
13%
5
21%
10
17%
205
15%
0
0%
4
51%
105
23%
0
0%
3
5%
77
7%
2
8%
3
5%
95
7%
1
23%
1
13%
43
10%
5
22%
17
28%
307
28%
2
9%
10
17%
368
26%
0
0%
2
22%
124
27%
9
41%
16
26%
424
38%
7
30%
21
35%
546
39%
2
36%
4
51%
190
42%
6
27%
18
28%
205
18%
12
47%
16
26%
272
19%
2
41%
2
26%
82
18%
1
5%
7
11%
123
11%
2
9%
8
14%
150
11%
1
23%
0
0%
40
9%
1
5%
5
7%
52
5%
1
5%
5
8%
78
5%
0
0%
0
0%
17
4%
5
24%
21
35%
519
47%
5
22%
27
45%
703
50%
N<5
N<5
3
46%
210
46%
14
61%
29
47%
449
41%
11
46%
25
42%
533
38%
N<5
N<5
4
54%
191
42%
2
10%
7
12%
81
7%
8
32%
5
9%
118
8%
N<5
N<5
0
0%
38
8%
1
5%
3
5%
43
4%
0
0%
0
0%
38
3%
N<5
N<5
0
0%
10
2%
0
0%
1
2%
17
2%
0
0%
3
4%
21
2%
N<5
N<5
0
0%
5
1%
frequency: 30 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
HUMANITIES
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
8
41%
19
30%
389
35%
7
32%
26
43%
556
40%
N<5
N<5
2
23%
158
35%
10
50%
36
59%
546
49%
13
59%
26
42%
633
45%
N<5
N<5
1
13%
218
48%
1
5%
6
10%
120
11%
1
4%
7
11%
142
10%
N<5
N<5
2
24%
55
12%
1
5%
0
0%
38
3%
0
0%
1
1%
44
3%
N<5
N<5
3
40%
17
4%
0
0%
0
0%
12
1%
1
4%
2
3%
29
2%
N<5
N<5
0
0%
6
1%
8
41%
17
27%
369
33%
8
35%
24
39%
526
38%
N<5
N<5
2
23%
142
31%
9
44%
36
59%
549
50%
11
47%
30
49%
613
44%
N<5
N<5
2
24%
216
48%
2
11%
5
9%
134
12%
3
13%
4
7%
178
13%
N<5
N<5
2
26%
71
16%
1
5%
3
5%
39
4%
0
0%
1
2%
57
4%
N<5
N<5
2
27%
21
5%
0
0%
0
0%
11
1%
1
4%
2
3%
26
2%
N<5
N<5
0
0%
5
1%
6
29%
11
18%
323
29%
3
13%
14
24%
536
38%
N<5
N<5
6
73%
218
48%
7
33%
14
22%
399
36%
13
57%
29
49%
593
42%
N<5
N<5
1
13%
171
38%
6
29%
22
37%
242
22%
4
17%
8
13%
188
13%
N<5
N<5
0
0%
41
9%
1
6%
9
15%
95
9%
2
8%
5
9%
65
5%
N<5
N<5
1
14%
20
4%
1
4%
5
8%
36
3%
1
4%
3
4%
21
1%
N<5
N<5
0
0%
5
1%
4
17%
11
18%
198
18%
2
9%
11
18%
208
15%
N<5
N<5
3
36%
67
15%
12
54%
32
52%
491
44%
13
51%
29
48%
573
41%
N<5
N<5
1
13%
234
51%
4
19%
12
20%
242
22%
7
31%
10
16%
348
25%
N<5
N<5
2
25%
103
23%
2
9%
3
5%
130
12%
0
0%
8
13%
218
15%
N<5
N<5
2
26%
45
10%
0
0%
3
5%
44
4%
2
9%
3
6%
59
4%
N<5
N<5
0
0%
6
1%
16
77%
45
73%
838
75%
15
60%
42
70%
956
68%
N<5
N<5
5
57%
176
39%
5
23%
14
22%
244
22%
8
31%
18
29%
415
29%
N<5
N<5
1
11%
203
45%
0
0%
1
2%
19
2%
1
5%
0
0%
23
2%
N<5
N<5
2
20%
43
9%
0
0%
2
3%
8
1%
0
0%
1
1%
13
1%
N<5
N<5
0
0%
23
5%
0
0%
0
0%
4
0%
1
4%
0
0%
5
0%
N<5
N<5
1
11%
11
3%
9
41%
40
65%
817
74%
10
42%
29
48%
918
65%
N<5
N<5
6
66%
149
33%
8
39%
14
23%
221
20%
8
31%
21
34%
365
26%
N<5
N<5
3
34%
172
38%
2
10%
3
4%
41
4%
6
23%
10
16%
96
7%
N<5
N<5
0
0%
97
21%
1
6%
2
3%
14
1%
0
0%
1
2%
25
2%
N<5
N<5
0
0%
24
5%
1
4%
3
5%
14
1%
1
4%
0
0%
8
1%
N<5
N<5
0
0%
11
2%
9
42%
9
16%
359
33%
5
19%
9
15%
449
32%
N<5
N<5
3
35%
85
19%
5
23%
23
38%
343
31%
11
45%
26
42%
433
31%
N<5
N<5
2
23%
163
36%
4
20%
23
37%
274
25%
8
32%
22
36%
386
28%
N<5
N<5
2
26%
154
34%
2
11%
3
5%
79
7%
0
0%
3
5%
84
6%
N<5
N<5
1
16%
37
8%
1
4%
2
3%
36
3%
1
4%
2
3%
45
3%
N<5
N<5
0
0%
8
2%
7
33%
30
49%
595
54%
8
32%
25
41%
720
51%
N<5
N<5
5
52%
175
39%
9
44%
23
38%
390
35%
14
59%
23
38%
520
37%
N<5
N<5
4
48%
208
46%
4
19%
6
9%
91
8%
1
5%
12
20%
138
10%
N<5
N<5
0
0%
54
12%
1
4%
1
2%
15
1%
0
0%
0
0%
18
1%
N<5
N<5
0
0%
16
4%
0
0%
1
2%
10
1%
1
4%
1
1%
5
0%
N<5
N<5
0
0%
1
0%
11
56%
41
66%
751
68%
13
52%
37
61%
970
69%
N<5
N<5
7
77%
270
59%
8
38%
18
29%
307
28%
9
35%
19
31%
399
28%
N<5
N<5
2
23%
163
36%
1
6%
3
5%
37
3%
2
9%
4
6%
28
2%
N<5
N<5
0
0%
18
4%
0
0%
0
0%
6
1%
0
0%
0
0%
6
0%
N<5
N<5
0
0%
4
1%
0
0%
0
0%
2
0%
1
4%
1
1%
4
0%
N<5
N<5
0
0%
1
0%
5
24%
15
25%
339
31%
8
33%
15
24%
374
27%
N<5
N<5
4
49%
112
25%
12
62%
28
48%
529
48%
7
30%
29
47%
697
50%
N<5
N<5
4
51%
263
58%
2
9%
11
18%
161
15%
5
20%
9
15%
226
16%
N<5
N<5
0
0%
55
12%
1
5%
4
7%
52
5%
3
13%
7
11%
84
6%
N<5
N<5
0
0%
17
4%
0
0%
1
2%
11
1%
1
4%
1
2%
21
1%
N<5
N<5
0
0%
3
1%
7
35%
16
28%
396
37%
8
31%
15
25%
542
39%
N<5
N<5
3
34%
174
39%
6
28%
9
15%
206
19%
4
18%
8
14%
297
22%
N<5
N<5
2
23%
121
27%
5
25%
17
30%
240
23%
7
31%
18
29%
259
19%
N<5
N<5
1
11%
88
20%
1
6%
6
11%
68
6%
2
9%
7
12%
98
7%
N<5
N<5
1
8%
33
7%
1
6%
9
16%
155
15%
3
12%
12
20%
187
13%
N<5
N<5
2
23%
32
7%
9
45%
15
26%
273
25%
3
13%
8
13%
279
20%
N<5
N<5
4
54%
85
19%
2
11%
12
21%
279
26%
5
21%
14
23%
326
23%
N<5
N<5
1
11%
105
23%
7
33%
14
25%
275
26%
11
47%
16
26%
401
29%
N<5
N<5
1
13%
136
30%
2
11%
12
20%
145
13%
3
12%
12
20%
205
15%
N<5
N<5
2
22%
79
18%
0
0%
5
9%
105
10%
2
8%
10
17%
186
13%
N<5
N<5
0
0%
45
10%
7
33%
15
26%
493
46%
8
35%
19
33%
639
46%
N<5
N<5
4
46%
166
37%
7
36%
18
30%
303
28%
11
45%
19
32%
399
29%
N<5
N<5
1
11%
166
37%
5
25%
17
30%
168
16%
2
9%
18
30%
201
14%
N<5
N<5
2
25%
85
19%
0
0%
5
9%
51
5%
0
0%
1
2%
54
4%
N<5
N<5
1
8%
19
4%
1
6%
3
5%
64
6%
3
12%
2
3%
95
7%
N<5
N<5
1
9%
14
3%
frequency: 31 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
HUMANITIES
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
8
40%
14
23%
429
40%
7
30%
16
27%
487
35%
N<5
N<5
2
27%
149
33%
5
25%
9
16%
262
24%
8
32%
17
28%
347
25%
N<5
N<5
1
13%
119
26%
5
23%
22
36%
194
18%
3
12%
15
25%
285
21%
N<5
N<5
2
24%
110
24%
1
6%
5
8%
74
7%
2
8%
5
9%
112
8%
N<5
N<5
3
36%
46
10%
1
6%
9
16%
114
11%
5
19%
7
12%
157
11%
N<5
N<5
0
0%
27
6%
6
28%
N/A
N/A
63
14%
2
9%
N/A
N/A
54
10%
N<5
N<5
N/A
N/A
10
6%
6
26%
N/A
N/A
106
24%
7
28%
N/A
N/A
101
19%
N<5
N<5
N/A
N/A
33
19%
8
35%
N/A
N/A
141
32%
11
47%
N/A
N/A
199
38%
N<5
N<5
N/A
N/A
73
43%
1
6%
N/A
N/A
75
17%
1
4%
N/A
N/A
89
17%
N<5
N<5
N/A
N/A
34
20%
1
6%
N/A
N/A
55
12%
3
12%
N/A
N/A
80
15%
N<5
N<5
N/A
N/A
19
11%
8
39%
N/A
N/A
150
34%
8
33%
N/A
N/A
170
32%
N<5
N<5
N/A
N/A
52
30%
6
31%
N/A
N/A
125
28%
9
36%
N/A
N/A
168
31%
N<5
N<5
N/A
N/A
55
32%
4
19%
N/A
N/A
106
24%
4
15%
N/A
N/A
113
21%
N<5
N<5
N/A
N/A
39
23%
1
5%
N/A
N/A
34
8%
1
4%
N/A
N/A
33
6%
N<5
N<5
N/A
N/A
15
9%
1
6%
N/A
N/A
30
7%
3
12%
N/A
N/A
50
9%
N<5
N<5
N/A
N/A
10
6%
6
26%
N/A
N/A
132
30%
7
28%
N/A
N/A
156
29%
N<5
N<5
N/A
N/A
31
18%
11
51%
N/A
N/A
153
35%
10
42%
N/A
N/A
211
40%
N<5
N<5
N/A
N/A
73
43%
4
17%
N/A
N/A
94
21%
5
22%
N/A
N/A
106
20%
N<5
N<5
N/A
N/A
51
30%
0
0%
N/A
N/A
31
7%
0
0%
N/A
N/A
22
4%
N<5
N<5
N/A
N/A
8
5%
1
6%
N/A
N/A
32
7%
2
8%
N/A
N/A
33
6%
N<5
N<5
N/A
N/A
8
5%
4
18%
N/A
N/A
32
7%
1
4%
N/A
N/A
42
8%
N<5
N<5
N/A
N/A
7
4%
1
6%
N/A
N/A
75
17%
3
11%
N/A
N/A
78
15%
N<5
N<5
N/A
N/A
17
10%
10
52%
N/A
N/A
186
42%
13
54%
N/A
N/A
208
40%
N<5
N<5
N/A
N/A
83
50%
2
12%
N/A
N/A
73
17%
2
10%
N/A
N/A
87
17%
N<5
N<5
N/A
N/A
37
23%
2
12%
N/A
N/A
75
17%
5
21%
N/A
N/A
100
19%
N<5
N<5
N/A
N/A
21
13%
1
4%
0
0%
75
9%
1
4%
4
10%
95
10%
N<5
N<5
0
0%
29
8%
6
28%
15
32%
232
28%
4
19%
10
26%
255
26%
N<5
N<5
2
28%
98
27%
7
33%
13
28%
184
22%
9
43%
10
27%
251
25%
N<5
N<5
2
30%
100
27%
5
24%
8
16%
194
23%
5
25%
10
27%
218
22%
N<5
N<5
2
31%
78
21%
2
10%
11
24%
139
17%
2
9%
4
10%
173
17%
N<5
N<5
1
11%
61
17%
2
8%
6
11%
196
20%
1
5%
11
21%
241
19%
N<5
N<5
1
18%
70
17%
10
47%
17
30%
399
40%
8
36%
19
37%
517
40%
N<5
N<5
2
33%
179
43%
6
29%
21
37%
198
20%
6
28%
16
30%
263
20%
N<5
N<5
1
19%
93
22%
2
11%
5
10%
139
14%
5
22%
3
6%
159
12%
N<5
N<5
2
30%
47
11%
1
5%
7
12%
69
7%
2
8%
3
6%
109
8%
N<5
N<5
0
0%
26
6%
3
17%
3
5%
145
14%
4
18%
11
20%
228
18%
N<5
N<5
0
0%
54
13%
9
48%
37
62%
466
45%
8
40%
28
49%
531
41%
N<5
N<5
3
38%
185
44%
2
11%
15
25%
205
20%
6
28%
6
11%
258
20%
N<5
N<5
3
39%
88
21%
3
14%
4
7%
141
14%
3
14%
8
14%
167
13%
N<5
N<5
2
23%
59
14%
2
11%
1
2%
67
7%
0
0%
3
6%
102
8%
N<5
N<5
0
0%
32
8%
2
10%
3
5%
136
14%
5
24%
11
19%
190
16%
N<5
N<5
1
14%
45
12%
8
43%
37
62%
425
44%
7
34%
25
44%
482
40%
N<5
N<5
1
13%
154
40%
5
27%
11
18%
195
20%
4
19%
11
19%
264
22%
N<5
N<5
4
50%
99
25%
2
9%
7
12%
132
14%
1
4%
8
14%
171
14%
N<5
N<5
2
23%
59
15%
2
11%
2
3%
78
8%
4
19%
2
4%
99
8%
N<5
N<5
0
0%
32
8%
0
0%
0
0%
65
8%
2
13%
4
9%
86
7%
N<5
N<5
0
0%
20
5%
0
0%
10
22%
181
22%
4
18%
11
24%
262
22%
N<5
N<5
3
40%
88
24%
6
36%
19
42%
254
30%
6
31%
9
20%
280
24%
N<5
N<5
2
27%
106
29%
8
52%
12
26%
188
22%
5
28%
16
36%
297
25%
N<5
N<5
2
24%
80
22%
2
12%
5
10%
152
18%
2
10%
5
11%
241
21%
N<5
N<5
1
9%
73
20%
0
0%
4
7%
120
13%
2
10%
13
25%
149
13%
N<5
N<5
2
27%
33
9%
8
38%
25
44%
319
35%
11
48%
16
32%
388
34%
N<5
N<5
2
30%
135
38%
9
46%
14
25%
273
30%
6
29%
15
30%
385
34%
N<5
N<5
3
43%
131
37%
2
8%
6
11%
125
14%
2
8%
4
8%
143
13%
N<5
N<5
0
0%
42
12%
2
8%
7
12%
69
8%
1
4%
2
5%
69
6%
N<5
N<5
0
0%
15
4%
1
5%
5
9%
219
20%
1
5%
4
7%
268
20%
N<5
N<5
0
0%
29
8%
16
74%
21
35%
389
36%
10
41%
14
25%
507
37%
N<5
N<5
1
13%
102
29%
2
9%
7
12%
140
13%
5
21%
12
21%
168
12%
N<5
N<5
2
26%
101
29%
1
4%
16
26%
188
17%
2
8%
16
28%
249
18%
N<5
N<5
3
39%
72
21%
2
8%
11
18%
158
14%
6
25%
10
19%
169
12%
N<5
N<5
2
22%
44
13%
0
0%
3
6%
224
25%
0
0%
0
0%
225
23%
N<5
N<5
1
13%
24
11%
0
0%
4
8%
273
30%
2
8%
12
30%
275
29%
N<5
N<5
2
26%
49
23%
5
35%
12
24%
125
14%
9
45%
8
19%
176
18%
N<5
N<5
1
13%
90
41%
1
6%
19
38%
149
17%
4
19%
9
22%
137
14%
N<5
N<5
1
9%
27
12%
9
59%
11
24%
125
14%
5
27%
12
29%
149
16%
N<5
N<5
3
39%
28
13%
frequency: 32 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
HUMANITIES
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
1
5%
1
4%
74
13%
0
0%
0
0%
96
13%
N<5
N<5
N<5
N<5
19
9%
5
31%
6
25%
146
26%
4
26%
11
31%
182
25%
N<5
N<5
N<5
N<5
53
26%
6
37%
9
39%
203
37%
6
46%
13
37%
268
37%
N<5
N<5
N<5
N<5
102
51%
2
10%
3
12%
62
11%
3
20%
5
15%
81
11%
N<5
N<5
N<5
N<5
17
8%
3
17%
5
20%
68
12%
1
9%
6
17%
91
13%
N<5
N<5
N<5
N<5
12
6%
0
0%
1
3%
105
13%
0
0%
4
10%
182
18%
N<5
N<5
0
0%
32
10%
3
25%
9
21%
223
27%
4
27%
14
34%
297
30%
N<5
N<5
0
0%
105
34%
3
24%
7
17%
154
19%
5
31%
4
10%
185
19%
N<5
N<5
1
17%
83
27%
4
30%
14
32%
189
23%
4
23%
6
15%
166
17%
N<5
N<5
2
39%
52
17%
3
21%
12
27%
149
18%
3
19%
13
31%
162
16%
N<5
N<5
2
44%
39
13%
2
12%
3
5%
268
27%
0
0%
8
14%
287
23%
N<5
N<5
0
0%
67
18%
7
42%
21
36%
355
35%
5
24%
15
27%
509
41%
N<5
N<5
4
48%
149
39%
3
20%
11
19%
143
14%
7
32%
12
21%
194
16%
N<5
N<5
1
8%
75
20%
3
15%
12
21%
159
16%
5
24%
7
14%
163
13%
N<5
N<5
1
11%
52
14%
2
11%
10
18%
80
8%
4
19%
13
23%
98
8%
N<5
N<5
3
32%
40
10%
1
4%
4
7%
84
10%
1
4%
7
12%
82
8%
N<5
N<5
0
0%
23
7%
4
18%
15
27%
326
37%
5
21%
18
32%
358
33%
N<5
N<5
2
31%
116
33%
8
38%
23
42%
228
26%
10
44%
20
35%
315
30%
N<5
N<5
1
16%
111
31%
4
20%
8
15%
161
18%
3
13%
8
15%
209
20%
N<5
N<5
2
38%
78
22%
4
20%
5
8%
87
10%
4
17%
4
7%
104
10%
N<5
N<5
1
15%
26
7%
0
0%
0
0%
25
6%
0
0%
1
4%
44
8%
N<5
N<5
N<5
N<5
12
5%
0
0%
6
25%
49
12%
1
13%
6
21%
61
11%
N<5
N<5
N<5
N<5
30
13%
1
17%
6
26%
108
27%
6
58%
6
21%
147
26%
N<5
N<5
N<5
N<5
73
32%
1
11%
6
26%
81
21%
2
20%
5
18%
111
19%
N<5
N<5
N<5
N<5
43
19%
5
72%
5
22%
132
33%
1
10%
10
36%
213
37%
N<5
N<5
N<5
N<5
71
31%
0
0%
2
10%
22
6%
0
0%
1
6%
29
6%
N<5
N<5
N<5
N<5
5
3%
0
0%
1
5%
38
10%
0
0%
2
9%
54
11%
N<5
N<5
N<5
N<5
23
14%
1
22%
2
9%
95
26%
4
60%
1
6%
131
27%
N<5
N<5
N<5
N<5
58
35%
1
14%
4
21%
60
17%
2
27%
3
17%
69
14%
N<5
N<5
N<5
N<5
25
15%
3
63%
11
56%
148
41%
1
13%
11
63%
196
41%
N<5
N<5
N<5
N<5
54
33%
2
16%
2
13%
112
24%
1
7%
2
13%
172
26%
N<5
N<5
N<5
N<5
32
14%
5
44%
3
21%
149
32%
5
47%
7
46%
213
32%
N<5
N<5
N<5
N<5
84
38%
2
16%
6
39%
112
24%
3
29%
3
20%
154
23%
N<5
N<5
N<5
N<5
72
32%
2
15%
1
5%
37
8%
0
0%
1
5%
55
8%
N<5
N<5
N<5
N<5
19
8%
1
8%
3
22%
53
11%
2
17%
2
15%
71
11%
N<5
N<5
N<5
N<5
17
8%
0
0%
1
4%
60
11%
0
0%
2
8%
85
12%
N<5
N<5
N<5
N<5
25
10%
1
10%
1
4%
100
19%
0
0%
5
21%
117
17%
N<5
N<5
N<5
N<5
60
24%
4
41%
10
38%
122
23%
4
45%
6
27%
163
24%
N<5
N<5
N<5
N<5
67
27%
0
0%
6
24%
100
19%
3
40%
5
22%
132
19%
N<5
N<5
N<5
N<5
50
20%
5
48%
8
30%
154
29%
1
15%
5
21%
192
28%
N<5
N<5
N<5
N<5
48
19%
N<5
N<5
N/A
N/A
0
0%
0
0%
N/A
N/A
4
6%
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
12
22%
0
0%
N/A
N/A
3
4%
N<5
N<5
N/A
N/A
1
4%
N<5
N<5
N/A
N/A
28
50%
5
100%
N/A
N/A
40
66%
N<5
N<5
N/A
N/A
16
67%
N<5
N<5
N/A
N/A
8
14%
0
0%
N/A
N/A
6
10%
N<5
N<5
N/A
N/A
3
13%
N<5
N<5
N/A
N/A
8
15%
0
0%
N/A
N/A
8
13%
N<5
N<5
N/A
N/A
4
16%
N<5
N<5
N/A
N/A
19
11%
0
0%
N/A
N/A
22
10%
N<5
N<5
N/A
N/A
4
6%
N<5
N<5
N/A
N/A
36
22%
1
13%
N/A
N/A
58
26%
N<5
N<5
N/A
N/A
21
31%
N<5
N<5
N/A
N/A
38
24%
2
21%
N/A
N/A
32
14%
N<5
N<5
N/A
N/A
17
25%
N<5
N<5
N/A
N/A
22
14%
2
27%
N/A
N/A
45
20%
N<5
N<5
N/A
N/A
8
12%
N<5
N<5
N/A
N/A
46
28%
3
39%
N/A
N/A
68
30%
N<5
N<5
N/A
N/A
18
26%
1
13%
N/A
N/A
16
12%
0
0%
N/A
N/A
26
11%
N<5
N<5
N/A
N/A
3
5%
1
17%
N/A
N/A
36
26%
2
25%
N/A
N/A
50
22%
N<5
N<5
N/A
N/A
9
18%
2
28%
N/A
N/A
44
32%
5
54%
N/A
N/A
63
27%
N<5
N<5
N/A
N/A
21
40%
2
30%
N/A
N/A
28
21%
1
11%
N/A
N/A
48
21%
N<5
N<5
N/A
N/A
7
13%
1
13%
N/A
N/A
14
10%
1
11%
N/A
N/A
45
19%
N<5
N<5
N/A
N/A
12
24%
0
0%
N/A
N/A
0
0%
0
0%
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
0
0%
2
32%
N/A
N/A
10
19%
0
0%
N/A
N/A
8
11%
N<5
N<5
N/A
N/A
0
0%
4
68%
N/A
N/A
30
52%
5
100%
N/A
N/A
42
53%
N<5
N<5
N/A
N/A
16
60%
0
0%
N/A
N/A
9
16%
0
0%
N/A
N/A
11
14%
N<5
N<5
N/A
N/A
6
23%
0
0%
N/A
N/A
8
14%
0
0%
N/A
N/A
17
22%
N<5
N<5
N/A
N/A
4
17%
4
27%
2
6%
101
14%
1
6%
8
18%
148
15%
N<5
N<5
0
0%
28
8%
2
11%
7
21%
202
27%
9
55%
15
34%
295
29%
N<5
N<5
2
31%
120
35%
0
0%
9
27%
121
16%
1
8%
5
11%
146
14%
N<5
N<5
3
43%
77
22%
5
33%
9
28%
175
24%
1
6%
10
22%
217
21%
N<5
N<5
1
15%
74
21%
5
29%
6
17%
141
19%
4
25%
7
15%
207
20%
N<5
N<5
1
11%
47
14%
frequency: 33 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
HUMANITIES
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
3
20%
1
3%
66
9%
1
6%
8
18%
86
9%
N<5
N<5
0
0%
24
7%
2
12%
3
9%
170
23%
6
36%
13
29%
264
26%
N<5
N<5
1
16%
98
27%
0
0%
10
29%
150
20%
3
21%
5
10%
180
18%
N<5
N<5
3
46%
98
27%
6
39%
13
39%
202
27%
2
12%
13
30%
260
26%
N<5
N<5
1
15%
88
24%
5
29%
6
19%
150
20%
4
25%
6
13%
214
21%
N<5
N<5
2
23%
52
15%
4
27%
8
24%
228
30%
5
33%
20
42%
298
29%
N<5
N<5
4
53%
85
24%
7
44%
11
33%
235
31%
7
43%
20
41%
332
32%
N<5
N<5
3
34%
115
32%
2
12%
7
20%
152
20%
1
6%
3
6%
187
18%
N<5
N<5
0
0%
85
23%
0
0%
7
20%
84
11%
1
6%
2
4%
118
11%
N<5
N<5
1
13%
53
15%
3
17%
1
3%
64
8%
2
12%
4
7%
97
9%
N<5
N<5
0
0%
24
7%
4
27%
10
28%
212
28%
5
33%
20
41%
271
26%
N<5
N<5
4
53%
82
22%
7
44%
10
27%
239
31%
6
35%
20
41%
316
31%
N<5
N<5
2
23%
113
30%
1
6%
9
24%
163
21%
2
14%
3
6%
200
19%
N<5
N<5
0
0%
94
25%
1
6%
7
19%
93
12%
0
0%
3
6%
140
14%
N<5
N<5
2
24%
55
15%
3
17%
1
3%
56
7%
3
18%
3
5%
100
10%
N<5
N<5
0
0%
28
7%
5
29%
N/A
N/A
189
36%
4
20%
N/A
N/A
236
37%
N<5
N<5
N/A
N/A
67
31%
7
40%
N/A
N/A
143
27%
10
50%
N/A
N/A
190
30%
N<5
N<5
N/A
N/A
77
36%
1
5%
N/A
N/A
100
19%
2
11%
N/A
N/A
115
18%
N<5
N<5
N/A
N/A
39
18%
2
11%
N/A
N/A
56
11%
2
9%
N/A
N/A
57
9%
N<5
N<5
N/A
N/A
20
9%
3
16%
N/A
N/A
38
7%
2
9%
N/A
N/A
34
5%
N<5
N<5
N/A
N/A
11
5%
2
9%
3
5%
117
11%
1
4%
5
8%
162
12%
N<5
N<5
0
0%
52
11%
6
26%
13
22%
362
33%
2
10%
18
31%
510
37%
N<5
N<5
2
23%
195
43%
6
27%
6
11%
143
13%
6
25%
10
17%
182
13%
N<5
N<5
0
0%
61
14%
6
29%
22
38%
306
28%
7
29%
11
20%
373
27%
N<5
N<5
5
55%
98
22%
2
9%
13
23%
157
14%
7
32%
14
24%
168
12%
N<5
N<5
2
22%
47
10%
0
0%
3
5%
78
7%
0
0%
2
3%
123
9%
N<5
N<5
1
13%
30
7%
3
15%
14
25%
323
30%
7
30%
27
45%
445
32%
N<5
N<5
0
0%
129
29%
10
49%
9
17%
172
16%
8
36%
11
18%
242
17%
N<5
N<5
1
16%
84
19%
3
14%
19
34%
342
32%
7
31%
10
17%
388
28%
N<5
N<5
3
35%
151
34%
5
22%
11
19%
165
15%
1
4%
10
16%
193
14%
N<5
N<5
3
36%
54
12%
5
29%
27
48%
470
47%
7
33%
27
46%
537
43%
N<5
N<5
3
40%
130
32%
7
39%
19
35%
306
31%
10
46%
20
34%
413
33%
N<5
N<5
2
22%
185
45%
2
12%
4
7%
93
9%
3
12%
5
9%
120
10%
N<5
N<5
3
38%
46
11%
2
9%
5
9%
74
7%
0
0%
1
1%
103
8%
N<5
N<5
0
0%
28
7%
2
11%
1
2%
57
6%
2
8%
6
10%
72
6%
N<5
N<5
0
0%
18
4%
2
9%
7
13%
294
27%
4
18%
20
33%
396
29%
N<5
N<5
2
27%
101
23%
7
34%
22
39%
359
34%
9
38%
17
28%
429
31%
N<5
N<5
2
26%
160
36%
5
25%
11
20%
177
17%
6
28%
11
19%
210
15%
N<5
N<5
3
34%
89
20%
6
28%
8
14%
142
13%
2
8%
6
9%
226
16%
N<5
N<5
0
0%
60
13%
1
4%
8
14%
98
9%
2
8%
6
10%
124
9%
N<5
N<5
1
13%
38
9%
3
16%
3
6%
200
21%
4
19%
12
21%
270
21%
N<5
N<5
2
31%
109
25%
6
29%
23
44%
257
27%
8
38%
17
30%
309
24%
N<5
N<5
2
26%
162
37%
6
34%
14
26%
250
26%
3
15%
11
20%
297
23%
N<5
N<5
2
30%
80
18%
1
5%
8
14%
147
15%
3
14%
12
21%
272
21%
N<5
N<5
1
12%
50
11%
3
16%
5
9%
109
11%
3
13%
4
7%
161
12%
N<5
N<5
0
0%
34
8%
3
13%
N/A
N/A
111
26%
5
23%
N/A
N/A
121
23%
N<5
N<5
N/A
N/A
23
13%
4
22%
N/A
N/A
156
36%
6
28%
N/A
N/A
185
35%
N<5
N<5
N/A
N/A
63
37%
6
33%
N/A
N/A
83
19%
6
27%
N/A
N/A
103
19%
N<5
N<5
N/A
N/A
52
30%
4
22%
N/A
N/A
48
11%
3
14%
N/A
N/A
77
15%
N<5
N<5
N/A
N/A
17
10%
2
10%
N/A
N/A
34
8%
2
8%
N/A
N/A
44
8%
N<5
N<5
N/A
N/A
18
10%
6
31%
7
13%
275
26%
2
10%
17
28%
332
24%
N<5
N<5
1
13%
97
22%
7
34%
21
39%
371
35%
9
41%
19
33%
431
31%
N<5
N<5
4
51%
171
38%
3
16%
9
16%
163
15%
7
32%
9
15%
238
17%
N<5
N<5
2
23%
82
18%
2
11%
13
23%
161
15%
1
5%
9
16%
247
18%
N<5
N<5
0
0%
58
13%
2
9%
4
8%
94
9%
3
12%
5
8%
138
10%
N<5
N<5
1
13%
40
9%
5
26%
10
18%
323
30%
5
20%
22
37%
410
30%
N<5
N<5
2
24%
111
25%
5
27%
26
47%
405
38%
9
42%
20
33%
471
34%
N<5
N<5
2
27%
164
37%
8
43%
10
18%
188
18%
7
29%
10
17%
296
21%
N<5
N<5
1
13%
100
22%
0
0%
8
13%
87
8%
1
4%
4
7%
121
9%
N<5
N<5
3
36%
47
11%
1
4%
2
4%
57
5%
1
4%
3
6%
83
6%
N<5
N<5
0
0%
26
6%
5
26%
10
18%
332
32%
2
10%
23
40%
453
33%
N<5
N<5
4
51%
139
32%
8
42%
26
50%
419
40%
14
64%
20
35%
540
40%
N<5
N<5
0
0%
195
44%
5
23%
13
25%
164
16%
4
18%
7
13%
198
14%
N<5
N<5
2
26%
61
14%
2
9%
3
5%
86
8%
0
0%
6
10%
131
10%
N<5
N<5
2
23%
33
8%
0
0%
1
2%
40
4%
2
8%
2
3%
45
3%
N<5
N<5
0
0%
12
3%
frequency: 34 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
HUMANITIES
ACADEMIC AREA
SOCIAL SCIENCES
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very satisfied
8
40%
18
32%
419
41%
4
17%
23
40%
575
42%
N<5
N<5
3
37%
151
34%
Satisfied
3
16%
25
45%
397
38%
12
53%
18
32%
486
36%
N<5
N<5
1
14%
193
44%
Neither satisfied nor dissatisfied
7
33%
10
17%
133
13%
5
22%
10
18%
197
14%
N<5
N<5
1
13%
58
13%
Dissatisfied
2
10%
3
5%
50
5%
1
4%
4
8%
81
6%
N<5
N<5
2
27%
31
7%
Very dissatisfied
0
0%
0
0%
34
3%
1
4%
2
3%
29
2%
N<5
N<5
1
9%
10
2%
Very satisfied
8
38%
21
36%
388
36%
10
46%
22
37%
508
37%
N<5
N<5
3
41%
129
29%
Satisfied
8
43%
19
33%
344
32%
6
27%
17
28%
436
31%
N<5
N<5
3
37%
166
37%
Neither satisfied nor dissatisfied
2
10%
10
18%
149
14%
2
9%
9
15%
174
13%
N<5
N<5
0
0%
68
15%
Dissatisfied
1
5%
5
9%
115
11%
1
4%
5
9%
166
12%
N<5
N<5
1
13%
53
12%
Very dissatisfied
1
4%
3
5%
74
7%
3
14%
7
11%
104
7%
N<5
N<5
1
9%
35
8%
Very satisfied
3
16%
7
12%
285
27%
4
19%
11
20%
360
26%
N<5
N<5
1
13%
103
23%
Satisfied
5
27%
19
33%
341
32%
8
33%
23
39%
419
30%
N<5
N<5
1
13%
147
33%
Neither satisfied nor dissatisfied
5
26%
13
22%
152
14%
4
16%
12
21%
222
16%
N<5
N<5
3
40%
88
19%
Dissatisfied
3
17%
13
22%
184
17%
4
18%
4
7%
233
17%
N<5
N<5
3
34%
73
16%
Very dissatisfied
3
13%
6
11%
103
10%
3
13%
8
14%
145
11%
N<5
N<5
0
0%
41
9%
Very satisfied
4
20%
N/A
N/A
162
38%
8
36%
N/A
N/A
207
39%
N<5
N<5
N/A
N/A
55
32%
Satisfied
9
43%
N/A
N/A
179
42%
10
42%
N/A
N/A
213
40%
N<5
N<5
N/A
N/A
86
50%
Neither satisfied nor dissatisfied
4
22%
N/A
N/A
60
14%
2
8%
N/A
N/A
72
14%
N<5
N<5
N/A
N/A
25
15%
Dissatisfied
3
15%
N/A
N/A
18
4%
1
4%
N/A
N/A
20
4%
N<5
N<5
N/A
N/A
6
3%
Very dissatisfied
0
0%
N/A
N/A
9
2%
2
9%
N/A
N/A
14
3%
N<5
N<5
N/A
N/A
1
1%
Very satisfied
3
16%
N/A
N/A
94
22%
7
33%
N/A
N/A
100
20%
N<5
N<5
N/A
N/A
23
14%
Satisfied
7
40%
N/A
N/A
181
43%
9
39%
N/A
N/A
198
40%
N<5
N<5
N/A
N/A
56
35%
Neither satisfied nor dissatisfied
5
27%
N/A
N/A
103
25%
4
18%
N/A
N/A
138
28%
N<5
N<5
N/A
N/A
55
34%
Dissatisfied
3
17%
N/A
N/A
25
6%
1
5%
N/A
N/A
36
7%
N<5
N<5
N/A
N/A
12
7%
Very dissatisfied
0
0%
N/A
N/A
16
4%
1
4%
N/A
N/A
21
4%
N<5
N<5
N/A
N/A
15
9%
Very satisfied
3
16%
N/A
N/A
131
30%
7
32%
N/A
N/A
171
33%
N<5
N<5
N/A
N/A
31
18%
Satisfied
9
48%
N/A
N/A
182
42%
9
37%
N/A
N/A
198
38%
N<5
N<5
N/A
N/A
67
40%
Neither satisfied nor dissatisfied
4
20%
N/A
N/A
75
17%
4
18%
N/A
N/A
88
17%
N<5
N<5
N/A
N/A
47
28%
Dissatisfied
2
11%
N/A
N/A
34
8%
1
4%
N/A
N/A
34
7%
N<5
N<5
N/A
N/A
14
8%
Very dissatisfied
1
4%
N/A
N/A
16
4%
2
8%
N/A
N/A
28
5%
N<5
N<5
N/A
N/A
10
6%
Strongly agree
8
43%
N/A
N/A
299
48%
4
17%
N/A
N/A
351
49%
N<5
N<5
N/A
N/A
115
47%
Somewhat agree
6
32%
N/A
N/A
195
31%
13
60%
N/A
N/A
205
29%
N<5
N<5
N/A
N/A
92
37%
Neither agree nor disagree
1
5%
N/A
N/A
41
7%
2
10%
N/A
N/A
57
8%
N<5
N<5
N/A
N/A
9
4%
Somewhat disagree
3
14%
N/A
N/A
55
9%
1
5%
N/A
N/A
69
10%
N<5
N<5
N/A
N/A
19
8%
Strongly disagree
1
6%
N/A
N/A
37
6%
2
8%
N/A
N/A
31
4%
N<5
N<5
N/A
N/A
10
4%
Very satisfied
5
27%
10
18%
369
34%
7
32%
20
33%
472
34%
N<5
N<5
3
35%
137
30%
Satisfied
8
39%
28
50%
457
42%
11
50%
28
46%
591
42%
N<5
N<5
4
42%
216
48%
Neither satisfied nor dissatisfied
3
14%
8
15%
94
9%
1
4%
6
10%
138
10%
N<5
N<5
0
0%
38
8%
Dissatisfied
4
20%
6
11%
105
10%
0
0%
3
5%
126
9%
N<5
N<5
2
23%
39
9%
Very dissatisfied
0
0%
4
6%
55
5%
3
14%
4
7%
63
5%
N<5
N<5
0
0%
20
4%
Very satisfied
2
10%
5
9%
197
18%
7
32%
9
15%
224
16%
N<5
N<5
2
27%
62
14%
Satisfied
8
41%
29
52%
474
44%
5
22%
28
46%
680
49%
N<5
N<5
1
13%
223
50%
Neither satisfied nor dissatisfied
8
40%
11
20%
170
16%
4
17%
7
11%
221
16%
N<5
N<5
3
36%
71
16%
Dissatisfied
0
0%
7
12%
176
16%
3
15%
10
17%
200
14%
N<5
N<5
1
13%
64
14%
Very dissatisfied
2
9%
4
7%
68
6%
3
14%
7
11%
66
5%
N<5
N<5
1
11%
29
6%
Chancellor
5
28%
5
10%
74
9%
9
42%
8
15%
90
9%
N<5
N<5
0
0%
27
9%
President
0
0%
5
10%
168
20%
0
0%
9
18%
224
22%
N<5
N<5
2
45%
58
20%
Vice President for Academic Affairs
0
0%
6
12%
50
6%
2
10%
3
6%
50
5%
N<5
N<5
1
15%
22
8%
Academic Dean
1
4%
6
13%
100
12%
0
0%
0
0%
98
10%
N<5
N<5
0
0%
34
11%
Provost
13
68%
27
56%
449
53%
10
48%
31
60%
554
54%
N<5
N<5
2
40%
149
51%
Other
0
0%
0
0%
10
1%
0
0%
0
0%
10
1%
N<5
N<5
0
0%
3
1%
Strongly agree
1
6%
2
6%
100
15%
3
18%
9
21%
131
16%
N<5
N<5
0
0%
26
11%
Somewhat agree
0
0%
12
36%
156
24%
5
32%
9
21%
228
28%
N<5
N<5
2
45%
67
28%
Neither agree nor disagree
4
24%
10
29%
166
25%
1
7%
7
18%
197
24%
N<5
N<5
2
37%
70
29%
Somewhat disagree
8
50%
5
16%
142
21%
4
25%
8
18%
128
16%
N<5
N<5
0
0%
43
18%
Strongly disagree
3
20%
4
13%
100
15%
3
18%
9
21%
126
16%
N<5
N<5
1
18%
33
14%
For the rest of my career
2
11%
6
11%
161
17%
6
28%
10
19%
160
13%
N<5
N<5
2
20%
66
16%
For the foreseeable future
11
60%
28
57%
443
46%
7
33%
23
44%
573
45%
N<5
N<5
5
60%
203
49%
For no more than 5 years after earnin
4
22%
8
16%
149
15%
5
21%
9
18%
199
16%
N<5
N<5
0
0%
61
15%
I haven't thought that far ahead
1
7%
8
15%
217
22%
4
17%
10
19%
333
26%
N<5
N<5
2
20%
87
21%
Prefer to work at another academic in
N<5
N<5
N/A
N/A
46
75%
N<5
N<5
N/A
N/A
43
70%
N<5
N<5
N/A
N/A
20
80%
Prefer to work in private industry
N<5
N<5
N/A
N/A
1
2%
N<5
N<5
N/A
N/A
1
1%
N<5
N<5
N/A
N/A
1
5%
Prefer to work in government
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
1
2%
N<5
N<5
N/A
N/A
0
0%
Other
N<5
N<5
N/A
N/A
13
22%
N<5
N<5
N/A
N/A
17
27%
N<5
N<5
N/A
N/A
4
15%
frequency: 35 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
global
satisfaction
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
Q50
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
ACADEMIC AREA
SOCIAL SCIENCES
HUMANITIES
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
BIOLOGICAL SCIENCES
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
7
37%
20
37%
508
48%
9
41%
25
42%
637
47%
N<5
N<5
3
36%
165
39%
6
28%
21
38%
307
29%
5
22%
22
36%
408
30%
N<5
N<5
2
26%
146
34%
4
21%
5
10%
92
9%
2
8%
3
5%
113
8%
N<5
N<5
1
14%
42
10%
1
4%
8
14%
94
9%
3
15%
5
9%
126
9%
N<5
N<5
1
11%
52
12%
2
10%
1
2%
47
4%
3
14%
5
8%
65
5%
N<5
N<5
1
13%
25
6%
8
44%
25
46%
520
50%
10
47%
29
48%
688
51%
N<5
N<5
4
49%
209
48%
10
56%
26
48%
451
43%
8
38%
29
49%
592
44%
N<5
N<5
3
37%
196
45%
0
1
12
4
1
1
0%
6%
62%
20%
5%
6%
3
4
30
15
3
4
5%
7%
54%
27%
5%
7%
68
190
520
261
60
29
7%
18%
49%
25%
6%
3%
3
6
8
4
2
2
15%
27%
36%
18%
11%
8%
2
14
24
12
7
2
3%
24%
41%
21%
11%
3%
72
261
677
318
90
33
5%
19%
49%
23%
7%
2%
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
1
1
4
1
2
0
14%
14%
49%
14%
24%
0%
34
80
224
104
28
11
8%
18%
50%
23%
6%
3%
frequency: 36 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
ENGI / COMP SCI / MATH / STATS
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very clear
0
0%
14
20%
228
20%
2
26%
8
33%
119
19%
0
0%
5
14%
123
18%
Fairly clear
2
40%
39
55%
621
53%
5
74%
14
57%
317
51%
6
59%
15
44%
363
53%
Neither clear nor unclear
0
0%
7
10%
190
16%
0
0%
1
4%
76
12%
2
16%
3
8%
60
9%
Fairly unclear
2
41%
7
10%
77
7%
0
0%
1
5%
81
13%
3
26%
9
25%
106
16%
Very unclear
1
20%
4
5%
53
5%
0
0%
0
0%
32
5%
0
0%
3
9%
30
4%
Very clear
0
0%
8
12%
180
15%
2
26%
7
30%
100
16%
0
0%
5
14%
104
15%
Fairly clear
1
21%
35
50%
601
51%
5
74%
13
52%
310
50%
5
49%
12
35%
341
50%
Neither clear nor unclear
1
19%
13
18%
208
18%
0
0%
2
9%
88
14%
3
27%
8
23%
83
12%
Fairly unclear
2
39%
10
14%
115
10%
0
0%
2
9%
83
13%
3
24%
6
18%
115
17%
Very unclear
1
21%
5
7%
67
6%
0
0%
0
0%
41
7%
0
0%
4
11%
37
5%
Very clear
0
0%
3
5%
117
10%
1
17%
6
26%
70
11%
0
0%
3
8%
67
10%
Fairly clear
1
21%
29
41%
445
38%
3
61%
14
56%
270
43%
3
23%
8
23%
281
41%
Neither clear nor unclear
1
19%
20
28%
314
27%
0
0%
2
9%
113
18%
3
28%
9
25%
124
18%
Fairly unclear
1
20%
7
10%
193
17%
1
22%
2
9%
108
17%
5
48%
10
30%
140
21%
Very unclear
2
41%
12
16%
94
8%
0
0%
0
0%
60
10%
0
0%
5
14%
69
10%
Very clear
0
0%
10
14%
175
15%
1
17%
3
13%
86
14%
0
0%
4
11%
88
13%
Fairly clear
1
21%
30
43%
523
45%
3
61%
16
65%
290
47%
7
67%
12
36%
313
46%
Neither clear nor unclear
2
40%
15
21%
269
23%
0
0%
3
13%
121
20%
2
16%
7
20%
119
17%
Fairly unclear
1
20%
9
13%
126
11%
1
22%
2
9%
85
14%
2
17%
9
26%
129
19%
Very unclear
1
20%
7
10%
61
5%
0
0%
0
0%
37
6%
0
0%
3
8%
32
5%
Very clear
1
21%
15
21%
205
18%
1
17%
6
25%
89
14%
3
26%
7
20%
121
18%
Fairly clear
2
40%
36
52%
486
42%
3
61%
14
57%
236
38%
3
26%
13
38%
292
43%
Neither clear nor unclear
1
20%
12
16%
306
27%
1
22%
2
8%
162
26%
2
16%
8
23%
149
22%
Fairly unclear
0
0%
4
6%
90
8%
0
0%
2
9%
90
14%
4
33%
5
13%
78
12%
Very unclear
1
20%
3
4%
59
5%
0
0%
0
0%
42
7%
0
0%
2
6%
33
5%
Very clear
0
0%
6
8%
225
19%
1
15%
8
35%
122
20%
1
6%
1
3%
129
19%
Fairly clear
0
0%
32
44%
617
53%
5
85%
12
50%
291
47%
4
34%
13
38%
330
49%
Neither clear nor unclear
1
21%
17
23%
159
14%
0
0%
3
15%
90
15%
2
18%
7
19%
75
11%
Fairly unclear
4
79%
13
18%
118
10%
0
0%
0
0%
83
14%
5
41%
12
35%
125
18%
Very unclear
0
0%
6
8%
42
4%
0
0%
0
0%
32
5%
0
0%
2
6%
21
3%
Very clear
1
21%
8
11%
195
17%
2
35%
5
22%
116
19%
2
15%
10
30%
142
21%
Fairly clear
2
38%
42
58%
632
54%
4
65%
15
63%
310
51%
7
61%
18
53%
337
50%
Neither clear nor unclear
2
41%
12
16%
209
18%
0
0%
2
10%
112
18%
2
16%
1
3%
100
15%
Fairly unclear
0
0%
9
13%
101
9%
0
0%
1
4%
60
10%
1
9%
4
11%
80
12%
Very unclear
0
0%
2
3%
28
2%
0
0%
0
0%
15
3%
0
0%
1
3%
17
2%
Very clear
0
0%
1
2%
122
11%
1
15%
3
19%
62
12%
2
15%
3
11%
58
9%
Fairly clear
0
0%
20
30%
443
39%
3
46%
5
34%
139
26%
4
34%
8
30%
224
35%
Neither clear nor unclear
1
19%
25
37%
330
29%
1
20%
5
28%
183
35%
2
16%
8
31%
154
24%
Fairly unclear
4
81%
12
18%
168
15%
1
20%
2
13%
95
18%
3
27%
5
17%
144
23%
Very unclear
0
0%
10
14%
71
6%
0
0%
1
6%
46
9%
1
9%
3
11%
58
9%
Very clear
0
0%
2
3%
106
9%
1
20%
2
9%
71
12%
3
23%
7
20%
67
10%
Fairly clear
2
38%
26
36%
410
36%
4
65%
13
56%
228
37%
2
23%
11
31%
237
36%
Neither clear nor unclear
0
0%
22
30%
335
29%
0
0%
6
24%
162
27%
3
28%
7
20%
154
23%
Fairly unclear
2
41%
16
22%
204
18%
1
15%
1
5%
97
16%
3
26%
7
21%
137
20%
Very unclear
1
21%
7
10%
89
8%
0
0%
1
5%
51
8%
0
0%
3
8%
72
11%
Very clear
0
0%
4
5%
76
7%
0
0%
1
4%
44
8%
2
16%
4
11%
53
8%
Fairly clear
2
38%
18
25%
295
26%
2
31%
10
45%
171
29%
4
38%
17
48%
211
32%
Neither clear nor unclear
0
0%
24
33%
411
37%
2
35%
7
31%
187
32%
1
9%
7
20%
187
28%
Fairly unclear
2
41%
13
18%
224
20%
2
35%
2
10%
126
21%
1
9%
4
12%
140
21%
Very unclear
1
21%
14
19%
113
10%
0
0%
2
9%
61
10%
3
28%
3
8%
76
11%
Very clear
0
0%
0
0%
63
6%
0
0%
1
5%
43
7%
1
9%
3
8%
42
6%
Fairly clear
2
38%
15
21%
329
30%
2
31%
7
31%
116
20%
3
31%
10
29%
189
28%
Neither clear nor unclear
0
0%
30
44%
390
35%
3
54%
11
50%
216
37%
2
18%
9
26%
173
26%
Fairly unclear
2
41%
8
11%
207
19%
1
15%
2
9%
119
21%
4
34%
8
22%
175
26%
Very unclear
1
21%
17
24%
121
11%
0
0%
1
5%
82
14%
1
9%
5
14%
87
13%
Very reasonable
0
0%
17
24%
263
23%
4
59%
9
41%
142
23%
2
15%
3
8%
121
18%
Fairly reasonable
3
61%
25
35%
515
45%
3
41%
9
37%
233
38%
5
41%
11
33%
304
45%
Neither reasonable nor unreasonable
2
39%
18
24%
231
20%
0
0%
3
14%
130
21%
4
37%
12
33%
138
20%
Fairly unreasonable
0
0%
11
15%
92
8%
0
0%
2
9%
80
13%
1
7%
6
18%
93
14%
Very unreasonable
0
0%
2
3%
47
4%
0
0%
0
0%
24
4%
0
0%
3
8%
22
3%
Very reasonable
1
21%
19
27%
294
26%
2
35%
6
26%
171
28%
3
23%
9
25%
188
28%
Fairly reasonable
3
59%
34
47%
541
47%
4
65%
13
55%
245
41%
7
61%
14
41%
262
39%
Neither reasonable nor unreasonable
1
20%
12
17%
237
21%
0
0%
4
19%
147
24%
1
9%
4
12%
146
22%
Fairly unreasonable
0
0%
5
6%
54
5%
0
0%
0
0%
25
4%
1
7%
5
15%
63
9%
Very unreasonable
0
0%
2
3%
24
2%
0
0%
0
0%
15
3%
0
0%
3
8%
14
2%
frequency: 37 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
ENGI / COMP SCI / MATH / STATS
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very reasonable
0
0%
8
12%
210
19%
0
0%
6
38%
106
21%
3
23%
5
19%
94
15%
Fairly reasonable
0
0%
18
27%
416
37%
3
46%
0
0%
127
25%
3
26%
5
19%
203
32%
Neither reasonable nor unreasonable
5
100%
36
53%
423
38%
1
20%
10
62%
240
48%
5
44%
11
41%
243
38%
0
0%
3
4%
46
4%
1
20%
0
0%
22
4%
1
7%
3
11%
72
11%
Fairly unreasonable
Very unreasonable
0
0%
3
4%
21
2%
1
15%
0
0%
10
2%
0
0%
3
10%
22
4%
Very reasonable
0
0%
8
11%
194
17%
3
54%
3
14%
135
23%
3
31%
8
22%
108
16%
Fairly reasonable
2
38%
30
41%
384
34%
2
31%
10
44%
200
34%
2
16%
9
26%
220
33%
Neither reasonable nor unreasonable
3
62%
28
39%
463
41%
1
15%
10
43%
225
38%
5
45%
12
35%
266
40%
Fairly unreasonable
0
0%
5
7%
56
5%
0
0%
0
0%
24
4%
1
9%
3
8%
42
6%
Very unreasonable
0
0%
2
3%
28
2%
0
0%
0
0%
12
2%
0
0%
3
8%
28
4%
Very reasonable
0
0%
8
11%
145
13%
0
0%
1
4%
91
16%
2
16%
5
15%
101
15%
Fairly reasonable
2
38%
17
24%
292
27%
2
31%
6
27%
161
28%
3
30%
12
35%
172
26%
Neither reasonable nor unreasonable
3
62%
39
54%
600
55%
4
69%
13
56%
284
50%
5
44%
13
37%
338
51%
Fairly unreasonable
0
0%
8
11%
47
4%
0
0%
3
12%
21
4%
1
9%
2
6%
34
5%
Very unreasonable
0
0%
0
0%
15
1%
0
0%
0
0%
10
2%
0
0%
3
8%
19
3%
Very reasonable
0
0%
6
9%
129
12%
0
0%
2
10%
76
14%
1
9%
5
14%
79
12%
Fairly reasonable
2
38%
14
20%
336
31%
1
11%
5
22%
124
22%
3
31%
10
28%
189
29%
Neither reasonable nor unreasonable
3
62%
47
67%
569
52%
6
89%
15
69%
321
58%
6
52%
14
41%
333
50%
0
0%
3
4%
42
4%
0
0%
0
0%
17
3%
1
9%
3
9%
45
7%
Fairly unreasonable
0
0%
0
0%
14
1%
0
0%
0
0%
13
2%
0
0%
3
8%
17
3%
Very unreasonable
0
0%
5
7%
196
17%
4
61%
9
37%
116
19%
1
9%
3
10%
98
15%
Strongly agree
2
40%
33
47%
394
35%
1
20%
8
34%
201
33%
3
26%
10
28%
215
32%
Somewhat agree
0
0%
5
7%
136
12%
0
0%
1
5%
49
8%
1
7%
5
14%
50
8%
Neither agree nor disagree
1
20%
11
15%
236
21%
0
0%
3
14%
134
22%
3
24%
11
31%
176
26%
Somewhat disagree
2
41%
17
24%
175
15%
1
20%
2
10%
101
17%
4
34%
6
17%
127
19%
Strongly disagree
1
21%
21
30%
361
33%
5
80%
10
43%
161
27%
2
18%
9
28%
143
22%
Strongly agree
2
38%
19
27%
406
37%
0
0%
11
43%
218
36%
5
51%
14
41%
254
40%
Somewhat agree
1
20%
11
15%
137
12%
0
0%
0
0%
85
14%
0
0%
2
7%
74
12%
Neither agree nor disagree
1
21%
12
17%
110
10%
1
20%
3
14%
80
13%
3
31%
5
16%
104
16%
Somewhat disagree
0
0%
8
11%
86
8%
0
0%
0
0%
56
9%
0
0%
3
9%
67
10%
Strongly disagree
2
40%
12
17%
250
21%
3
54%
7
29%
188
31%
2
22%
6
16%
148
22%
Very satisfied
2
41%
41
56%
583
50%
3
46%
11
45%
287
47%
8
69%
18
50%
342
51%
Satisfied
1
20%
5
7%
126
11%
0
0%
5
22%
56
9%
0
0%
0
0%
50
7%
Neither satisfied nor dissatisfied
0
0%
12
17%
169
15%
0
0%
1
4%
65
11%
1
9%
7
19%
105
16%
Dissatisfied
0
0%
2
3%
37
3%
0
0%
0
0%
12
2%
0
0%
5
14%
28
4%
Very dissatisfied
2
40%
N/A
N/A
84
14%
3
54%
N/A
N/A
82
26%
1
6%
N/A
N/A
55
14%
Very satisfied
2
41%
N/A
N/A
284
47%
3
46%
N/A
N/A
156
49%
6
52%
N/A
N/A
165
42%
Satisfied
0
0%
N/A
N/A
107
18%
0
0%
N/A
N/A
49
16%
1
7%
N/A
N/A
67
17%
Neither satisfied nor dissatisfied
1
20%
N/A
N/A
100
17%
0
0%
N/A
N/A
25
8%
4
34%
N/A
N/A
79
20%
Dissatisfied
0
0%
N/A
N/A
28
5%
0
0%
N/A
N/A
4
1%
0
0%
N/A
N/A
32
8%
Very dissatisfied
2
41%
35
49%
420
36%
3
54%
11
46%
238
39%
4
32%
16
46%
297
44%
Very satisfied
3
59%
20
28%
526
45%
3
46%
9
36%
258
42%
6
52%
15
42%
267
40%
Satisfied
0
0%
8
11%
116
10%
0
0%
2
9%
54
9%
2
16%
0
0%
46
7%
Neither satisfied nor dissatisfied
0
0%
7
10%
79
7%
0
0%
2
9%
44
7%
0
0%
2
7%
50
7%
Dissatisfied
0
0%
1
1%
18
2%
0
0%
0
0%
14
2%
0
0%
2
6%
13
2%
Very dissatisfied
3
59%
12
18%
390
34%
0
0%
4
16%
218
36%
4
35%
8
23%
244
36%
Very satisfied
1
20%
24
33%
394
34%
5
85%
9
39%
211
35%
5
50%
9
26%
227
34%
Satisfied
Neither satisfied nor dissatisfied
0
0%
8
12%
150
13%
0
0%
4
18%
73
12%
1
7%
9
25%
61
9%
Dissatisfied
1
21%
17
24%
163
14%
1
15%
4
18%
82
13%
1
9%
3
8%
101
15%
Very dissatisfied
0
0%
10
14%
66
6%
0
0%
2
8%
25
4%
0
0%
6
17%
39
6%
Very satisfied
2
41%
38
53%
527
45%
2
35%
10
42%
269
45%
4
38%
23
65%
342
51%
Satisfied
2
40%
25
35%
424
37%
4
65%
6
24%
197
33%
5
54%
6
18%
200
30%
Neither satisfied nor dissatisfied
0
0%
5
6%
114
10%
0
0%
3
12%
66
11%
0
0%
0
0%
48
7%
Dissatisfied
1
20%
2
3%
58
5%
0
0%
5
23%
43
7%
1
8%
4
12%
56
8%
Very dissatisfied
0
0%
2
3%
38
3%
0
0%
0
0%
29
5%
0
0%
2
6%
26
4%
Very satisfied
1
21%
41
57%
625
54%
3
50%
16
68%
386
64%
6
55%
21
59%
433
64%
Satisfied
3
59%
23
32%
404
35%
3
50%
4
18%
148
25%
3
28%
12
35%
178
26%
Neither satisfied nor dissatisfied
0
0%
5
7%
83
7%
0
0%
1
4%
31
5%
1
8%
1
4%
31
5%
Dissatisfied
1
20%
1
1%
31
3%
0
0%
2
10%
21
3%
1
9%
0
0%
24
4%
Very dissatisfied
0
0%
1
1%
15
1%
0
0%
0
0%
17
3%
0
0%
1
3%
6
1%
Very satisfied
2
40%
26
36%
382
33%
1
15%
6
24%
210
34%
6
59%
11
32%
248
37%
Satisfied
3
60%
21
29%
475
41%
5
85%
9
36%
218
36%
2
17%
12
34%
257
38%
Neither satisfied nor dissatisfied
0
0%
5
7%
154
13%
0
0%
9
37%
77
13%
1
7%
4
13%
67
10%
Dissatisfied
0
0%
10
15%
107
9%
0
0%
1
4%
81
13%
2
17%
4
12%
74
11%
Very dissatisfied
0
0%
9
13%
41
4%
0
0%
0
0%
24
4%
0
0%
3
9%
26
4%
frequency: 38 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
ENGI / COMP SCI / MATH / STATS
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
0
0%
19
26%
193
17%
1
20%
10
41%
108
21%
1
9%
10
41%
94
23%
3
60%
23
32%
382
34%
4
61%
6
26%
164
32%
7
67%
11
43%
143
35%
0
0%
16
23%
256
23%
0
0%
8
33%
117
23%
2
17%
3
11%
79
19%
2
40%
10
15%
219
19%
1
20%
0
0%
83
16%
0
0%
0
0%
70
17%
0
0%
3
4%
80
7%
0
0%
0
0%
34
7%
1
7%
1
4%
25
6%
N<5
N<5
6
12%
170
16%
3
54%
8
55%
117
23%
2
16%
11
36%
163
26%
N<5
N<5
17
34%
431
39%
1
23%
5
30%
211
41%
7
68%
16
53%
297
47%
N<5
N<5
15
31%
243
22%
1
23%
1
7%
90
17%
0
0%
0
0%
72
11%
N<5
N<5
8
16%
185
17%
0
0%
0
0%
76
15%
2
15%
1
4%
85
13%
N<5
N<5
3
6%
64
6%
0
0%
1
8%
25
5%
0
0%
2
7%
18
3%
0
0%
1
2%
139
12%
1
20%
1
4%
117
19%
2
17%
1
3%
54
8%
1
19%
10
15%
352
30%
2
35%
5
22%
217
36%
1
6%
4
13%
162
24%
1
21%
9
13%
178
15%
2
31%
6
24%
80
13%
4
37%
3
9%
80
12%
2
41%
22
31%
344
30%
1
15%
10
42%
146
24%
3
31%
12
35%
231
34%
1
20%
28
40%
142
12%
0
0%
2
8%
47
8%
1
9%
14
41%
144
22%
0
0%
7
11%
79
7%
N<5
N<5
2
11%
134
29%
0
0%
0
0%
37
6%
0
0%
11
18%
322
29%
N<5
N<5
2
13%
96
20%
4
35%
4
15%
123
20%
3
61%
19
31%
349
31%
N<5
N<5
9
48%
147
31%
5
46%
13
51%
244
39%
2
39%
15
24%
227
20%
N<5
N<5
4
23%
61
13%
2
19%
5
18%
150
24%
0
0%
11
17%
142
13%
N<5
N<5
1
6%
31
7%
0
0%
4
16%
72
12%
1
21%
29
41%
495
43%
3
54%
12
51%
352
59%
3
26%
12
34%
329
49%
2
40%
26
38%
437
38%
2
35%
8
32%
191
32%
8
74%
18
52%
231
35%
2
39%
11
16%
134
12%
1
11%
2
10%
34
6%
0
0%
2
5%
56
8%
0
0%
3
4%
61
5%
0
0%
2
7%
20
3%
0
0%
1
3%
42
6%
0
0%
1
1%
18
2%
0
0%
0
0%
5
1%
0
0%
2
6%
10
2%
1
21%
8
11%
221
19%
0
0%
2
8%
199
33%
5
48%
14
40%
133
20%
1
20%
17
24%
426
37%
4
65%
12
49%
191
32%
6
52%
12
35%
209
31%
1
19%
11
15%
193
17%
0
0%
5
21%
84
14%
0
0%
3
8%
98
15%
2
41%
21
29%
192
17%
2
35%
4
17%
102
17%
0
0%
5
14%
147
22%
0
0%
16
22%
122
11%
0
0%
1
4%
28
5%
0
0%
1
2%
79
12%
0
0%
0
0%
131
12%
0
0%
2
9%
103
18%
1
9%
4
12%
80
12%
1
19%
13
23%
329
30%
2
31%
4
18%
173
29%
5
42%
7
24%
157
24%
3
60%
15
27%
273
25%
1
20%
4
17%
91
16%
1
9%
4
12%
111
17%
1
21%
16
28%
225
20%
2
35%
8
37%
137
23%
4
33%
4
13%
161
25%
0
0%
13
23%
139
13%
1
15%
4
19%
83
14%
1
9%
12
39%
142
22%
3
58%
26
37%
304
26%
1
20%
6
26%
209
35%
5
48%
12
34%
210
31%
2
42%
23
32%
420
37%
4
65%
12
51%
200
33%
5
43%
14
40%
202
30%
0
0%
8
12%
164
14%
0
0%
4
14%
71
12%
0
0%
4
12%
79
12%
0
0%
10
14%
162
14%
1
15%
1
4%
77
13%
0
0%
2
6%
107
16%
0
0%
3
4%
97
8%
0
0%
1
4%
40
7%
1
9%
3
9%
70
10%
0
0%
6
9%
149
13%
1
11%
1
4%
94
16%
2
19%
4
12%
89
14%
1
19%
17
25%
384
35%
3
54%
6
24%
192
33%
3
26%
10
34%
190
29%
2
39%
15
22%
265
24%
0
0%
9
39%
129
22%
1
12%
4
12%
136
21%
2
42%
15
23%
208
19%
2
35%
3
13%
106
18%
4
36%
7
23%
166
25%
0
0%
14
21%
100
9%
0
0%
5
20%
54
9%
1
8%
6
19%
70
11%
1
19%
14
22%
168
15%
1
11%
3
13%
126
22%
3
26%
11
36%
144
22%
1
20%
25
38%
474
43%
6
89%
13
56%
231
40%
5
46%
13
43%
261
41%
2
41%
18
28%
289
26%
0
0%
3
12%
121
21%
1
11%
2
6%
136
21%
1
21%
4
6%
132
12%
0
0%
2
9%
69
12%
2
17%
3
8%
69
11%
0
0%
4
6%
46
4%
0
0%
2
10%
30
5%
0
0%
2
6%
32
5%
0
0%
12
17%
203
18%
1
11%
4
17%
128
21%
4
33%
8
22%
182
27%
3
62%
29
41%
446
39%
3
54%
10
43%
248
41%
4
32%
20
59%
261
39%
2
38%
13
19%
239
21%
0
0%
7
28%
106
18%
2
18%
3
9%
99
15%
0
0%
12
17%
162
14%
2
35%
2
8%
85
14%
2
17%
1
3%
83
12%
0
0%
5
7%
88
8%
0
0%
1
4%
37
6%
0
0%
3
7%
45
7%
3
58%
18
26%
292
26%
1
15%
3
13%
141
24%
3
26%
9
25%
247
37%
1
21%
26
38%
496
43%
3
46%
11
47%
234
39%
8
74%
13
36%
273
41%
0
0%
18
26%
218
19%
2
39%
8
32%
123
21%
0
0%
10
28%
85
13%
0
0%
6
8%
103
9%
0
0%
1
4%
63
11%
0
0%
3
8%
46
7%
1
21%
2
3%
35
3%
0
0%
1
4%
35
6%
0
0%
1
4%
18
3%
2
39%
21
31%
430
38%
1
15%
5
20%
277
46%
3
31%
14
42%
383
58%
3
61%
38
56%
540
47%
5
85%
14
58%
237
40%
4
32%
15
43%
222
33%
0
0%
8
12%
125
11%
0
0%
4
18%
57
9%
3
28%
4
12%
40
6%
0
0%
0
0%
28
2%
0
0%
1
4%
19
3%
0
0%
1
3%
13
2%
0
0%
1
2%
17
1%
0
0%
0
0%
8
1%
1
9%
0
0%
7
1%
frequency: 39 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
ENGI / COMP SCI / MATH / STATS
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
2
40%
25
36%
398
35%
3
54%
5
21%
199
33%
2
19%
12
35%
301
45%
3
60%
33
46%
584
51%
3
46%
15
61%
311
52%
5
51%
19
55%
282
42%
0
0%
9
12%
111
10%
0
0%
2
8%
63
11%
2
21%
2
5%
57
8%
0
0%
3
4%
45
4%
0
0%
2
10%
20
3%
0
0%
1
2%
22
3%
0
0%
1
1%
10
1%
0
0%
0
0%
5
1%
1
9%
1
3%
6
1%
1
21%
24
34%
354
31%
2
35%
4
17%
172
29%
2
19%
10
31%
282
42%
4
79%
37
53%
577
50%
4
65%
16
64%
291
49%
7
72%
19
58%
297
45%
0
0%
6
8%
152
13%
0
0%
3
14%
85
14%
1
9%
3
9%
60
9%
0
0%
3
4%
46
4%
0
0%
1
5%
29
5%
0
0%
0
0%
19
3%
0
0%
1
1%
16
1%
0
0%
0
0%
17
3%
0
0%
1
3%
7
1%
2
41%
28
40%
524
46%
0
0%
2
9%
89
15%
2
16%
7
21%
326
49%
3
59%
28
40%
460
40%
0
0%
7
33%
174
30%
7
67%
12
36%
235
35%
0
0%
9
13%
105
9%
3
50%
11
50%
177
31%
1
9%
8
23%
78
12%
0
0%
4
6%
45
4%
3
50%
2
8%
79
14%
1
9%
6
18%
23
3%
0
0%
1
2%
10
1%
0
0%
0
0%
58
10%
0
0%
1
3%
5
1%
1
21%
19
26%
203
18%
0
0%
2
9%
96
16%
3
26%
12
36%
149
22%
4
79%
37
52%
558
49%
4
65%
17
69%
266
44%
6
55%
14
40%
304
46%
0
0%
13
18%
261
23%
1
20%
5
19%
133
22%
2
20%
3
9%
127
19%
0
0%
1
1%
107
9%
1
15%
1
4%
79
13%
0
0%
3
10%
66
10%
0
0%
2
3%
17
1%
0
0%
0
0%
24
4%
0
0%
2
5%
20
3%
5
100%
38
53%
567
49%
1
15%
15
63%
384
64%
7
59%
21
62%
507
76%
0
0%
26
37%
469
41%
5
85%
8
32%
190
32%
4
41%
11
32%
142
21%
0
0%
6
9%
80
7%
0
0%
0
0%
18
3%
0
0%
2
6%
15
2%
0
0%
0
0%
23
2%
0
0%
1
5%
4
1%
0
0%
0
0%
0
0%
0
0%
1
1%
8
1%
0
0%
0
0%
4
1%
0
0%
0
0%
2
0%
1
20%
25
36%
354
32%
0
0%
7
31%
250
43%
2
25%
11
31%
340
51%
2
41%
22
32%
435
39%
1
15%
13
53%
204
35%
4
38%
15
45%
210
32%
2
40%
11
16%
255
23%
5
85%
3
11%
99
17%
2
19%
7
21%
89
13%
0
0%
7
10%
63
6%
0
0%
1
5%
20
3%
2
19%
1
4%
16
2%
0
0%
4
6%
16
1%
0
0%
0
0%
13
2%
0
0%
0
0%
5
1%
1
19%
12
18%
190
17%
1
15%
2
9%
141
24%
3
33%
7
19%
190
29%
2
39%
18
26%
358
32%
1
11%
9
38%
174
30%
6
57%
12
35%
198
30%
2
42%
23
33%
417
38%
3
54%
11
48%
187
32%
1
9%
12
36%
197
30%
0
0%
13
19%
103
9%
1
20%
1
5%
52
9%
0
0%
1
3%
55
8%
0
0%
3
5%
44
4%
0
0%
0
0%
32
6%
0
0%
2
6%
16
2%
1
20%
23
33%
389
34%
2
35%
11
47%
269
45%
3
24%
14
43%
357
54%
4
80%
28
40%
549
48%
4
65%
10
40%
260
44%
7
67%
16
47%
242
37%
0
0%
13
18%
155
14%
0
0%
3
13%
51
9%
1
9%
3
10%
48
7%
0
0%
4
6%
40
4%
0
0%
0
0%
7
1%
0
0%
0
0%
9
1%
0
0%
2
3%
7
1%
0
0%
0
0%
7
1%
0
0%
0
0%
4
1%
2
38%
45
63%
644
56%
1
15%
12
51%
369
62%
3
34%
14
42%
415
63%
3
62%
22
31%
441
38%
5
85%
11
46%
207
35%
6
56%
18
55%
228
34%
0
0%
3
4%
43
4%
0
0%
1
3%
17
3%
1
9%
1
4%
18
3%
0
0%
1
1%
16
1%
0
0%
0
0%
1
0%
0
0%
0
0%
1
0%
0
0%
0
0%
1
0%
0
0%
0
0%
1
0%
0
0%
0
0%
0
0%
3
59%
20
29%
288
25%
2
35%
4
17%
161
27%
1
9%
10
31%
218
33%
2
41%
35
51%
625
55%
3
46%
14
57%
299
50%
8
91%
21
61%
333
50%
0
0%
10
14%
169
15%
0
0%
3
13%
82
14%
0
0%
2
6%
78
12%
0
0%
4
6%
44
4%
1
20%
3
13%
33
6%
0
0%
1
2%
27
4%
0
0%
0
0%
11
1%
0
0%
0
0%
19
3%
0
0%
0
0%
5
1%
1
20%
18
27%
311
28%
0
0%
2
8%
122
21%
2
27%
9
25%
203
31%
2
40%
19
28%
329
30%
1
11%
10
40%
151
26%
4
42%
5
14%
125
19%
2
41%
16
24%
252
23%
2
35%
8
35%
143
25%
1
10%
5
14%
157
24%
0
0%
7
10%
104
9%
3
54%
1
4%
59
10%
2
21%
6
18%
49
8%
0
0%
8
11%
112
10%
0
0%
3
13%
110
19%
0
0%
10
29%
112
17%
1
19%
23
34%
190
17%
0
0%
5
21%
85
14%
2
17%
6
17%
136
21%
0
0%
18
27%
257
23%
1
11%
5
19%
117
20%
4
42%
6
17%
144
22%
3
60%
18
27%
380
34%
0
0%
9
39%
160
27%
2
21%
9
27%
186
29%
0
0%
6
8%
159
14%
2
35%
4
17%
99
17%
2
21%
5
15%
82
13%
1
21%
3
4%
135
12%
3
54%
1
4%
125
21%
0
0%
8
25%
103
16%
0
0%
16
24%
316
29%
0
0%
2
9%
205
35%
2
27%
11
31%
262
40%
3
60%
24
35%
414
37%
3
46%
14
59%
198
34%
7
73%
12
34%
206
32%
1
19%
22
32%
239
22%
0
0%
4
19%
106
18%
0
0%
7
20%
108
17%
0
0%
3
4%
68
6%
2
35%
2
10%
25
4%
0
0%
1
3%
25
4%
1
21%
4
6%
69
6%
1
20%
1
3%
52
9%
0
0%
4
12%
47
7%
frequency: 40 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
ENGI / COMP SCI / MATH / STATS
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
1
21%
19
28%
341
31%
0
0%
3
13%
149
26%
4
46%
7
20%
185
28%
3
58%
19
28%
369
33%
1
11%
10
44%
165
28%
1
19%
7
20%
151
23%
1
21%
15
22%
215
19%
1
15%
5
23%
119
20%
2
24%
10
29%
171
26%
0
0%
6
8%
93
8%
2
35%
3
14%
49
8%
1
12%
6
17%
61
9%
0
0%
9
13%
98
9%
2
39%
1
5%
101
17%
0
0%
5
15%
81
13%
1
19%
N/A
N/A
29
7%
0
0%
N/A
N/A
16
8%
2
22%
N/A
N/A
42
15%
1
21%
N/A
N/A
81
21%
1
11%
N/A
N/A
49
23%
3
34%
N/A
N/A
65
24%
3
60%
N/A
N/A
165
42%
1
15%
N/A
N/A
67
31%
3
33%
N/A
N/A
94
34%
0
0%
N/A
N/A
79
20%
1
20%
N/A
N/A
43
20%
1
12%
N/A
N/A
38
14%
0
0%
N/A
N/A
39
10%
3
54%
N/A
N/A
38
18%
0
0%
N/A
N/A
36
13%
1
19%
N/A
N/A
126
32%
1
15%
N/A
N/A
70
32%
6
61%
N/A
N/A
104
37%
3
60%
N/A
N/A
141
35%
3
46%
N/A
N/A
75
35%
2
18%
N/A
N/A
80
29%
1
21%
N/A
N/A
89
22%
1
20%
N/A
N/A
40
18%
0
0%
N/A
N/A
55
20%
0
0%
N/A
N/A
24
6%
0
0%
N/A
N/A
17
8%
2
21%
N/A
N/A
20
7%
0
0%
N/A
N/A
19
5%
1
20%
N/A
N/A
15
7%
0
0%
N/A
N/A
19
7%
1
19%
N/A
N/A
87
22%
0
0%
N/A
N/A
46
22%
2
27%
N/A
N/A
73
26%
3
60%
N/A
N/A
165
42%
4
65%
N/A
N/A
95
45%
5
52%
N/A
N/A
112
41%
1
21%
N/A
N/A
110
28%
0
0%
N/A
N/A
41
19%
2
21%
N/A
N/A
60
22%
0
0%
N/A
N/A
20
5%
0
0%
N/A
N/A
14
6%
0
0%
N/A
N/A
19
7%
0
0%
N/A
N/A
13
3%
2
35%
N/A
N/A
17
8%
0
0%
N/A
N/A
12
4%
0
0%
N/A
N/A
16
4%
0
0%
N/A
N/A
16
8%
2
22%
N/A
N/A
42
15%
1
19%
N/A
N/A
56
15%
2
26%
N/A
N/A
29
14%
2
22%
N/A
N/A
45
16%
3
60%
N/A
N/A
182
48%
0
0%
N/A
N/A
78
37%
1
12%
N/A
N/A
106
39%
0
0%
N/A
N/A
74
20%
1
20%
N/A
N/A
41
19%
4
45%
N/A
N/A
50
18%
1
21%
N/A
N/A
50
13%
3
54%
N/A
N/A
45
22%
0
0%
N/A
N/A
32
12%
0
0%
0
0%
63
7%
1
19%
2
13%
33
8%
0
0%
2
7%
46
9%
1
19%
11
27%
238
28%
3
57%
7
46%
114
28%
5
52%
8
29%
156
29%
0
0%
11
26%
264
31%
1
24%
2
15%
109
27%
3
29%
7
26%
129
24%
2
42%
12
28%
166
19%
0
0%
3
20%
82
20%
1
9%
4
15%
112
21%
2
39%
8
19%
133
15%
0
0%
1
6%
70
17%
1
9%
7
24%
93
17%
1
19%
7
12%
160
15%
2
37%
3
13%
86
16%
2
23%
5
16%
111
18%
0
0%
25
42%
411
40%
2
38%
8
34%
191
35%
3
23%
10
35%
235
38%
0
0%
13
22%
277
27%
1
24%
10
44%
121
22%
4
37%
12
40%
134
22%
2
42%
10
17%
112
11%
0
0%
2
9%
77
14%
0
0%
1
3%
77
13%
2
39%
5
8%
75
7%
0
0%
0
0%
63
12%
2
17%
2
6%
56
9%
0
0%
13
20%
142
13%
2
30%
4
17%
88
15%
1
10%
4
11%
107
17%
3
59%
25
36%
472
44%
3
50%
11
44%
240
42%
5
59%
19
57%
267
42%
0
0%
13
19%
224
21%
1
20%
7
30%
134
23%
1
10%
3
9%
120
19%
2
41%
11
16%
158
15%
0
0%
2
10%
74
13%
2
21%
5
14%
106
17%
0
0%
6
9%
70
7%
0
0%
0
0%
38
7%
0
0%
3
8%
38
6%
0
0%
9
13%
114
11%
1
15%
2
8%
71
13%
1
11%
3
9%
104
17%
3
59%
31
45%
432
43%
4
65%
12
51%
216
39%
4
54%
18
55%
261
42%
1
21%
14
20%
258
25%
0
0%
9
36%
148
27%
1
11%
6
19%
114
18%
1
20%
9
13%
134
13%
1
20%
1
4%
81
15%
2
23%
3
9%
94
15%
0
0%
6
9%
77
8%
0
0%
0
0%
42
7%
0
0%
3
8%
46
7%
0
0%
4
7%
61
6%
N<5
N<5
0
0%
17
5%
1
9%
1
3%
51
8%
1
19%
15
26%
252
25%
N<5
N<5
3
19%
72
21%
1
7%
8
24%
160
26%
0
0%
12
20%
283
29%
N<5
N<5
8
50%
123
36%
4
39%
9
28%
156
26%
1
20%
9
15%
213
21%
N<5
N<5
5
31%
65
19%
1
9%
7
22%
136
22%
3
62%
19
32%
181
18%
N<5
N<5
0
0%
68
20%
4
36%
7
23%
101
17%
N<5
N<5
11
17%
104
11%
0
0%
1
5%
70
15%
1
9%
9
29%
66
12%
N<5
N<5
32
49%
371
38%
4
65%
13
57%
168
35%
5
52%
9
32%
205
37%
N<5
N<5
12
18%
321
33%
1
20%
3
15%
145
30%
1
12%
9
31%
187
34%
N<5
N<5
7
11%
122
13%
1
15%
5
24%
69
14%
3
26%
1
3%
69
12%
N<5
N<5
4
6%
57
6%
0
0%
0
0%
30
6%
0
0%
2
6%
27
5%
1
20%
12
18%
136
14%
0
0%
4
17%
183
31%
1
9%
4
13%
106
16%
0
0%
30
43%
342
35%
4
65%
9
39%
216
36%
5
46%
5
15%
242
37%
3
59%
13
19%
236
24%
1
20%
2
10%
73
12%
1
11%
8
24%
100
15%
0
0%
10
14%
165
17%
1
15%
7
27%
87
15%
4
34%
8
24%
125
19%
1
21%
4
6%
111
11%
0
0%
2
7%
33
6%
0
0%
8
25%
85
13%
N<5
N<5
0
0%
61
10%
N<5
N<5
1
6%
34
11%
0
0%
1
5%
42
11%
N<5
N<5
10
22%
137
23%
N<5
N<5
3
17%
60
19%
3
52%
3
19%
81
22%
N<5
N<5
15
33%
216
36%
N<5
N<5
4
22%
102
32%
2
34%
6
32%
90
25%
N<5
N<5
6
13%
90
15%
N<5
N<5
6
35%
61
20%
0
0%
4
21%
68
19%
N<5
N<5
15
33%
99
16%
N<5
N<5
3
20%
55
18%
1
14%
4
23%
86
23%
frequency: 41 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
ENGI / COMP SCI / MATH / STATS
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
N<5
N<5
4
12%
50
9%
N<5
N<5
1
8%
35
12%
2
31%
1
5%
40
12%
N<5
N<5
6
19%
112
21%
N<5
N<5
3
22%
62
22%
3
54%
8
41%
91
28%
N<5
N<5
13
40%
270
51%
N<5
N<5
7
59%
124
44%
0
0%
7
35%
128
39%
N<5
N<5
4
12%
43
8%
N<5
N<5
1
10%
32
11%
1
15%
3
15%
28
8%
N<5
N<5
5
16%
55
10%
N<5
N<5
0
0%
27
10%
0
0%
1
5%
43
13%
N<5
N<5
4
8%
120
14%
1
20%
2
9%
125
26%
1
11%
0
0%
49
11%
N<5
N<5
16
34%
326
37%
3
41%
5
26%
166
35%
4
46%
7
28%
124
27%
N<5
N<5
6
13%
244
28%
1
20%
3
15%
80
17%
0
0%
3
12%
89
19%
N<5
N<5
10
21%
112
13%
1
20%
7
32%
62
13%
3
42%
8
30%
106
23%
N<5
N<5
11
24%
85
10%
0
0%
4
18%
41
9%
0
0%
8
30%
97
21%
N<5
N<5
10
17%
211
20%
0
0%
1
4%
125
23%
0
0%
0
0%
110
19%
N<5
N<5
18
30%
435
42%
4
76%
8
34%
212
38%
5
52%
11
36%
223
38%
N<5
N<5
8
13%
179
17%
0
0%
10
40%
117
21%
2
19%
8
26%
93
16%
N<5
N<5
14
23%
122
12%
1
24%
4
18%
62
11%
2
19%
7
22%
98
17%
N<5
N<5
11
18%
95
9%
0
0%
1
4%
36
7%
1
10%
5
16%
62
11%
1
19%
7
13%
65
7%
0
0%
2
11%
43
9%
0
0%
3
9%
48
9%
2
41%
17
29%
296
33%
5
80%
6
33%
164
34%
5
59%
11
36%
198
36%
1
20%
13
22%
300
34%
0
0%
4
22%
144
30%
1
10%
12
39%
150
27%
1
21%
11
19%
141
16%
1
20%
5
23%
95
20%
2
21%
1
3%
95
17%
0
0%
10
17%
87
10%
0
0%
2
11%
40
8%
1
10%
4
12%
57
10%
N<5
N<5
2
7%
27
6%
N<5
N<5
2
13%
20
9%
N<5
N<5
2
17%
19
7%
N<5
N<5
2
6%
75
15%
N<5
N<5
3
19%
44
19%
N<5
N<5
1
13%
36
14%
N<5
N<5
9
32%
191
39%
N<5
N<5
8
53%
76
34%
N<5
N<5
4
35%
91
36%
N<5
N<5
4
15%
86
18%
N<5
N<5
2
15%
36
16%
N<5
N<5
2
17%
41
16%
N<5
N<5
11
40%
113
23%
N<5
N<5
0
0%
51
22%
N<5
N<5
2
17%
66
26%
N<5
N<5
0
0%
13
3%
N<5
N<5
0
0%
28
14%
N<5
N<5
0
0%
10
5%
N<5
N<5
4
10%
34
8%
N<5
N<5
0
0%
20
10%
N<5
N<5
0
0%
6
3%
N<5
N<5
7
18%
176
42%
N<5
N<5
4
41%
78
38%
N<5
N<5
7
63%
70
38%
N<5
N<5
13
32%
78
19%
N<5
N<5
2
20%
33
16%
N<5
N<5
3
29%
34
19%
N<5
N<5
16
41%
114
27%
N<5
N<5
4
39%
47
23%
N<5
N<5
1
8%
63
34%
N<5
N<5
1
6%
65
14%
N<5
N<5
0
0%
59
22%
0
0%
2
15%
57
21%
N<5
N<5
4
23%
157
33%
N<5
N<5
1
16%
74
27%
3
60%
4
32%
81
30%
N<5
N<5
8
46%
187
39%
N<5
N<5
3
45%
76
28%
2
40%
6
46%
88
32%
N<5
N<5
2
13%
28
6%
N<5
N<5
2
39%
28
10%
0
0%
1
7%
22
8%
N<5
N<5
2
11%
37
8%
N<5
N<5
0
0%
33
12%
0
0%
0
0%
25
9%
N<5
N<5
1
4%
33
6%
N<5
N<5
2
19%
22
9%
N<5
N<5
3
19%
19
7%
N<5
N<5
5
22%
118
22%
N<5
N<5
2
19%
43
18%
N<5
N<5
4
29%
42
16%
N<5
N<5
5
20%
167
31%
N<5
N<5
3
29%
81
33%
N<5
N<5
4
26%
87
33%
N<5
N<5
6
24%
108
20%
N<5
N<5
2
23%
29
12%
N<5
N<5
1
8%
39
15%
N<5
N<5
7
30%
121
22%
N<5
N<5
1
9%
68
28%
N<5
N<5
3
18%
75
29%
N<5
N<5
N/A
N/A
1
1%
N<5
N<5
N/A
N/A
1
3%
N<5
N<5
N/A
N/A
1
3%
N<5
N<5
N/A
N/A
7
9%
N<5
N<5
N/A
N/A
4
11%
N<5
N<5
N/A
N/A
3
9%
N<5
N<5
N/A
N/A
63
81%
N<5
N<5
N/A
N/A
21
64%
N<5
N<5
N/A
N/A
24
62%
N<5
N<5
N/A
N/A
3
4%
N<5
N<5
N/A
N/A
3
10%
N<5
N<5
N/A
N/A
5
12%
N<5
N<5
N/A
N/A
4
5%
N<5
N<5
N/A
N/A
4
11%
N<5
N<5
N/A
N/A
5
14%
N<5
N<5
N/A
N/A
16
9%
0
0%
N/A
N/A
10
9%
N<5
N<5
N/A
N/A
6
5%
N<5
N<5
N/A
N/A
58
32%
1
14%
N/A
N/A
42
36%
N<5
N<5
N/A
N/A
35
29%
N<5
N<5
N/A
N/A
45
25%
0
0%
N/A
N/A
24
20%
N<5
N<5
N/A
N/A
26
22%
N<5
N<5
N/A
N/A
28
16%
2
49%
N/A
N/A
19
16%
N<5
N<5
N/A
N/A
21
17%
N<5
N<5
N/A
N/A
33
18%
2
37%
N/A
N/A
23
19%
N<5
N<5
N/A
N/A
32
27%
N<5
N<5
N/A
N/A
11
8%
N<5
N<5
N/A
N/A
7
8%
N<5
N<5
N/A
N/A
8
9%
N<5
N<5
N/A
N/A
45
32%
N<5
N<5
N/A
N/A
22
27%
N<5
N<5
N/A
N/A
31
35%
N<5
N<5
N/A
N/A
56
40%
N<5
N<5
N/A
N/A
28
35%
N<5
N<5
N/A
N/A
21
24%
N<5
N<5
N/A
N/A
14
10%
N<5
N<5
N/A
N/A
12
15%
N<5
N<5
N/A
N/A
11
12%
N<5
N<5
N/A
N/A
15
11%
N<5
N<5
N/A
N/A
13
16%
N<5
N<5
N/A
N/A
17
20%
N<5
N<5
N/A
N/A
1
1%
N<5
N<5
N/A
N/A
2
5%
N<5
N<5
N/A
N/A
3
6%
N<5
N<5
N/A
N/A
10
14%
N<5
N<5
N/A
N/A
6
14%
N<5
N<5
N/A
N/A
7
15%
N<5
N<5
N/A
N/A
50
71%
N<5
N<5
N/A
N/A
26
61%
N<5
N<5
N/A
N/A
22
49%
N<5
N<5
N/A
N/A
5
8%
N<5
N<5
N/A
N/A
4
8%
N<5
N<5
N/A
N/A
5
11%
N<5
N<5
N/A
N/A
4
6%
N<5
N<5
N/A
N/A
5
11%
N<5
N<5
N/A
N/A
8
19%
N<5
N<5
4
10%
82
11%
N<5
N<5
3
19%
80
20%
1
10%
2
11%
49
12%
N<5
N<5
16
36%
214
29%
N<5
N<5
7
47%
117
29%
3
43%
5
31%
99
25%
N<5
N<5
9
20%
184
25%
N<5
N<5
4
27%
98
24%
1
11%
4
24%
72
18%
N<5
N<5
7
14%
138
19%
N<5
N<5
0
0%
61
15%
2
26%
4
22%
101
25%
N<5
N<5
9
20%
117
16%
N<5
N<5
1
7%
51
12%
1
11%
2
11%
78
19%
frequency: 42 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
ENGI / COMP SCI / MATH / STATS
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
0
0%
2
4%
62
8%
N<5
N<5
4
24%
53
13%
1
10%
1
5%
32
8%
1
21%
13
28%
183
24%
N<5
N<5
7
39%
113
27%
4
54%
7
38%
100
24%
1
21%
15
32%
219
29%
N<5
N<5
4
23%
123
29%
1
11%
5
27%
97
23%
2
39%
5
12%
161
21%
N<5
N<5
1
7%
74
18%
2
26%
3
15%
99
24%
1
19%
11
24%
130
17%
N<5
N<5
1
6%
54
13%
0
0%
3
15%
88
21%
N<5
N<5
17
32%
153
20%
N<5
N<5
8
47%
120
29%
2
23%
6
30%
104
24%
N<5
N<5
24
45%
252
33%
N<5
N<5
3
17%
120
29%
5
64%
6
33%
149
35%
N<5
N<5
5
10%
190
25%
N<5
N<5
5
29%
98
23%
0
0%
6
32%
83
19%
N<5
N<5
2
4%
86
11%
N<5
N<5
0
0%
48
11%
1
13%
1
5%
56
13%
N<5
N<5
5
10%
81
11%
N<5
N<5
1
6%
32
8%
0
0%
0
0%
37
9%
1
21%
15
28%
161
20%
N<5
N<5
7
42%
115
27%
2
23%
5
22%
103
23%
1
19%
25
47%
258
33%
N<5
N<5
6
35%
131
30%
5
64%
9
42%
155
35%
1
21%
7
13%
202
25%
N<5
N<5
3
17%
100
23%
0
0%
6
28%
95
21%
2
39%
2
4%
96
12%
N<5
N<5
0
0%
52
12%
1
13%
0
0%
51
11%
0
0%
4
8%
77
10%
N<5
N<5
1
6%
34
8%
0
0%
2
9%
43
10%
0
0%
N/A
N/A
162
33%
N<5
N<5
N/A
N/A
110
42%
4
42%
N/A
N/A
123
37%
2
40%
N/A
N/A
158
32%
N<5
N<5
N/A
N/A
80
30%
3
38%
N/A
N/A
95
29%
1
21%
N/A
N/A
92
19%
N<5
N<5
N/A
N/A
44
17%
1
10%
N/A
N/A
60
18%
1
20%
N/A
N/A
47
10%
N<5
N<5
N/A
N/A
15
6%
1
10%
N/A
N/A
36
11%
1
20%
N/A
N/A
33
7%
N<5
N<5
N/A
N/A
14
5%
0
0%
N/A
N/A
17
5%
0
0%
2
3%
183
16%
0
0%
2
8%
173
29%
1
8%
2
6%
51
8%
1
20%
23
33%
467
42%
6
100%
11
47%
225
38%
3
32%
17
49%
228
35%
1
21%
6
9%
169
15%
0
0%
2
9%
75
13%
2
26%
7
20%
97
15%
2
41%
17
24%
199
18%
0
0%
6
23%
86
14%
3
34%
6
17%
193
29%
1
19%
21
31%
102
9%
0
0%
3
13%
35
6%
0
0%
3
8%
90
14%
1
21%
3
5%
74
7%
1
20%
3
14%
94
16%
1
8%
2
6%
37
6%
0
0%
15
21%
361
32%
4
69%
14
59%
238
40%
2
24%
13
37%
207
31%
0
0%
15
22%
219
19%
1
11%
6
23%
105
18%
2
19%
4
12%
110
17%
3
59%
18
26%
313
28%
0
0%
0
0%
113
19%
5
50%
11
31%
203
31%
1
20%
18
26%
166
15%
0
0%
1
4%
43
7%
0
0%
5
14%
102
15%
0
0%
34
51%
386
37%
2
39%
10
46%
210
38%
5
57%
20
61%
264
42%
2
41%
20
31%
391
38%
3
61%
8
36%
188
34%
4
43%
7
22%
187
30%
1
19%
3
4%
113
11%
0
0%
2
9%
71
13%
0
0%
0
0%
66
11%
2
41%
5
8%
82
8%
0
0%
2
9%
56
10%
0
0%
3
9%
70
11%
0
0%
4
6%
61
6%
0
0%
0
0%
34
6%
0
0%
3
8%
35
6%
1
19%
16
23%
231
21%
2
35%
5
23%
160
27%
2
30%
11
32%
151
23%
0
0%
30
44%
381
34%
3
46%
6
27%
175
30%
2
26%
12
37%
191
29%
1
21%
9
13%
215
19%
1
20%
7
32%
102
17%
1
10%
2
6%
120
18%
2
39%
7
11%
171
15%
0
0%
3
13%
74
13%
3
34%
4
13%
116
18%
1
21%
7
10%
110
10%
0
0%
1
5%
72
12%
0
0%
4
11%
74
11%
1
19%
12
17%
250
23%
2
35%
5
22%
126
22%
3
30%
9
26%
133
21%
0
0%
19
28%
318
29%
4
65%
6
28%
148
26%
3
31%
8
24%
175
27%
1
21%
17
24%
233
21%
0
0%
5
24%
126
22%
2
19%
6
17%
110
17%
3
60%
11
16%
195
18%
0
0%
6
27%
87
15%
2
21%
8
23%
144
22%
0
0%
10
14%
112
10%
0
0%
0
0%
91
16%
0
0%
3
9%
81
13%
0
0%
N/A
N/A
71
19%
3
54%
N/A
N/A
66
30%
2
18%
N/A
N/A
61
22%
0
0%
N/A
N/A
139
36%
3
46%
N/A
N/A
73
33%
4
43%
N/A
N/A
88
32%
4
80%
N/A
N/A
94
25%
0
0%
N/A
N/A
43
20%
4
39%
N/A
N/A
56
20%
0
0%
N/A
N/A
47
12%
0
0%
N/A
N/A
24
11%
0
0%
N/A
N/A
43
16%
1
20%
N/A
N/A
31
8%
0
0%
N/A
N/A
12
5%
0
0%
N/A
N/A
28
10%
0
0%
16
23%
235
21%
3
54%
6
27%
151
26%
3
30%
10
32%
162
25%
2
38%
23
34%
359
32%
3
46%
6
28%
169
29%
3
31%
9
26%
198
30%
3
62%
14
20%
215
19%
0
0%
7
32%
111
19%
3
29%
6
18%
112
17%
0
0%
10
15%
205
18%
0
0%
3
13%
87
15%
1
10%
5
15%
111
17%
0
0%
6
9%
101
9%
0
0%
0
0%
62
11%
0
0%
3
10%
69
11%
0
0%
15
22%
227
21%
1
15%
8
39%
170
29%
3
31%
11
35%
174
27%
2
40%
29
44%
390
36%
5
85%
7
32%
205
35%
3
29%
11
34%
214
33%
1
20%
12
18%
290
26%
0
0%
5
25%
111
19%
4
39%
3
10%
136
21%
2
41%
8
12%
128
12%
0
0%
1
4%
59
10%
0
0%
6
19%
87
13%
0
0%
3
4%
61
6%
0
0%
0
0%
35
6%
0
0%
1
3%
37
6%
0
0%
22
32%
283
26%
2
35%
6
30%
185
33%
4
40%
10
31%
207
32%
4
80%
31
46%
428
39%
4
65%
10
51%
212
38%
4
41%
11
36%
240
37%
1
20%
8
12%
231
21%
0
0%
4
20%
90
16%
1
9%
6
19%
107
17%
0
0%
6
9%
107
10%
0
0%
0
0%
49
9%
1
10%
4
13%
66
10%
0
0%
0
0%
43
4%
0
0%
0
0%
29
5%
0
0%
0
0%
24
4%
frequency: 43 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
ENGI / COMP SCI / MATH / STATS
ACADEMIC AREA
BUSINESS
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Very satisfied
0
0%
21
32%
305
28%
1
15%
8
40%
200
35%
4
40%
8
27%
225
35%
Satisfied
2
40%
29
44%
410
38%
5
85%
9
45%
224
39%
4
41%
12
38%
229
36%
Neither satisfied nor dissatisfied
2
41%
9
14%
243
22%
0
0%
3
15%
84
15%
1
9%
8
25%
125
19%
Dissatisfied
1
20%
6
9%
100
9%
0
0%
0
0%
45
8%
1
10%
3
10%
44
7%
Very dissatisfied
0
0%
1
1%
29
3%
0
0%
0
0%
15
3%
0
0%
0
0%
18
3%
Very satisfied
1
21%
29
42%
313
28%
5
74%
9
42%
209
36%
2
27%
13
39%
228
35%
Satisfied
2
40%
25
37%
428
38%
2
26%
8
37%
189
32%
4
44%
8
25%
218
33%
Neither satisfied nor dissatisfied
0
0%
5
8%
174
16%
0
0%
2
11%
86
15%
2
19%
6
18%
79
12%
Dissatisfied
2
39%
6
9%
125
11%
0
0%
2
10%
62
11%
1
10%
2
5%
75
11%
Very dissatisfied
0
0%
3
4%
75
7%
0
0%
0
0%
42
7%
0
0%
4
13%
57
9%
Very satisfied
0
0%
10
14%
221
20%
3
54%
6
26%
148
25%
1
16%
10
32%
146
23%
Satisfied
0
0%
19
28%
346
32%
3
46%
6
27%
170
29%
3
29%
10
32%
193
30%
Neither satisfied nor dissatisfied
1
21%
12
18%
222
20%
0
0%
6
28%
105
18%
4
44%
5
16%
103
16%
Dissatisfied
3
59%
15
22%
183
17%
0
0%
3
14%
89
15%
1
10%
3
9%
121
19%
Very dissatisfied
1
20%
12
18%
116
11%
0
0%
1
5%
72
12%
0
0%
4
12%
82
13%
Very satisfied
1
20%
N/A
N/A
108
28%
2
35%
N/A
N/A
77
37%
4
47%
N/A
N/A
81
30%
Satisfied
1
21%
N/A
N/A
180
47%
4
65%
N/A
N/A
84
41%
3
32%
N/A
N/A
106
39%
Neither satisfied nor dissatisfied
1
21%
N/A
N/A
72
19%
0
0%
N/A
N/A
32
16%
2
21%
N/A
N/A
55
20%
Dissatisfied
2
38%
N/A
N/A
16
4%
0
0%
N/A
N/A
9
5%
0
0%
N/A
N/A
17
6%
Very dissatisfied
0
0%
N/A
N/A
7
2%
0
0%
N/A
N/A
4
2%
0
0%
N/A
N/A
11
4%
Very satisfied
N<5
N<5
N/A
N/A
67
18%
3
54%
N/A
N/A
62
31%
3
32%
N/A
N/A
76
28%
Satisfied
N<5
N<5
N/A
N/A
151
41%
2
26%
N/A
N/A
73
36%
6
68%
N/A
N/A
101
37%
Neither satisfied nor dissatisfied
N<5
N<5
N/A
N/A
104
28%
0
0%
N/A
N/A
50
25%
0
0%
N/A
N/A
61
22%
Dissatisfied
N<5
N<5
N/A
N/A
30
8%
1
20%
N/A
N/A
8
4%
0
0%
N/A
N/A
23
8%
Very dissatisfied
N<5
N<5
N/A
N/A
19
5%
0
0%
N/A
N/A
8
4%
0
0%
N/A
N/A
12
5%
Very satisfied
1
19%
N/A
N/A
86
22%
3
54%
N/A
N/A
67
32%
4
49%
N/A
N/A
86
31%
Satisfied
2
41%
N/A
N/A
180
47%
2
26%
N/A
N/A
80
38%
5
51%
N/A
N/A
107
39%
Neither satisfied nor dissatisfied
0
0%
N/A
N/A
74
19%
0
0%
N/A
N/A
40
19%
0
0%
N/A
N/A
43
16%
Dissatisfied
2
41%
N/A
N/A
25
7%
1
20%
N/A
N/A
8
4%
0
0%
N/A
N/A
26
9%
Very dissatisfied
0
0%
N/A
N/A
19
5%
0
0%
N/A
N/A
13
6%
0
0%
N/A
N/A
12
4%
Strongly agree
1
21%
N/A
N/A
233
40%
6
89%
N/A
N/A
162
53%
6
68%
N/A
N/A
155
40%
Somewhat agree
2
38%
N/A
N/A
204
35%
1
11%
N/A
N/A
103
34%
1
9%
N/A
N/A
146
38%
Neither agree nor disagree
1
21%
N/A
N/A
49
9%
0
0%
N/A
N/A
14
4%
2
24%
N/A
N/A
27
7%
Somewhat disagree
1
20%
N/A
N/A
60
10%
0
0%
N/A
N/A
20
6%
0
0%
N/A
N/A
36
9%
Strongly disagree
0
0%
N/A
N/A
31
5%
0
0%
N/A
N/A
8
3%
0
0%
N/A
N/A
22
6%
Very satisfied
1
21%
29
43%
320
29%
4
78%
5
22%
198
33%
4
45%
14
43%
209
32%
Satisfied
1
20%
23
34%
484
43%
1
22%
16
64%
243
41%
5
55%
11
31%
252
39%
Neither satisfied nor dissatisfied
2
40%
3
4%
148
13%
0
0%
2
9%
57
10%
0
0%
2
6%
85
13%
Dissatisfied
1
20%
8
12%
108
10%
0
0%
1
4%
68
11%
0
0%
3
8%
70
11%
Very dissatisfied
0
0%
5
7%
54
5%
0
0%
0
0%
28
5%
0
0%
4
12%
37
6%
Very satisfied
1
21%
15
22%
205
18%
2
39%
4
18%
123
21%
1
16%
9
26%
144
22%
Satisfied
2
41%
29
41%
504
45%
4
61%
15
63%
281
47%
6
63%
13
39%
298
46%
Neither satisfied nor dissatisfied
2
38%
11
16%
226
20%
0
0%
4
15%
96
16%
1
10%
5
14%
112
17%
Dissatisfied
0
0%
8
11%
126
11%
0
0%
1
4%
70
12%
1
10%
5
15%
76
12%
Very dissatisfied
0
0%
6
9%
53
5%
0
0%
0
0%
23
4%
0
0%
2
6%
22
3%
Chancellor
4
79%
1
2%
59
7%
4
69%
1
5%
30
6%
2
22%
1
3%
55
10%
President
0
0%
15
32%
154
19%
0
0%
6
33%
62
13%
0
0%
2
6%
89
16%
Vice President for Academic Affairs
0
0%
4
9%
71
9%
0
0%
2
12%
38
8%
1
11%
2
6%
48
9%
Academic Dean
0
0%
0
0%
36
4%
1
11%
1
6%
93
20%
1
11%
4
11%
32
6%
Provost
1
21%
27
57%
498
60%
1
20%
8
44%
234
50%
5
55%
25
73%
320
58%
Other
0
0%
0
0%
7
1%
0
0%
0
0%
7
2%
0
0%
0
0%
7
1%
Strongly agree
N<5
N<5
3
10%
106
16%
N<5
N<5
2
12%
84
23%
0
0%
3
10%
89
20%
Somewhat agree
N<5
N<5
5
17%
193
29%
N<5
N<5
3
23%
109
29%
2
23%
12
39%
142
32%
Neither agree nor disagree
N<5
N<5
9
28%
198
29%
N<5
N<5
7
50%
96
26%
4
52%
6
20%
102
23%
Somewhat disagree
N<5
N<5
7
22%
103
15%
N<5
N<5
1
7%
39
11%
1
13%
4
13%
64
14%
Strongly disagree
N<5
N<5
7
22%
77
11%
N<5
N<5
1
7%
40
11%
1
13%
6
19%
53
12%
For the rest of my career
0
0%
21
33%
175
18%
3
50%
2
10%
88
16%
2
21%
12
36%
129
21%
For the foreseeable future
3
62%
26
42%
424
42%
2
39%
11
58%
233
43%
5
51%
12
36%
238
39%
For no more than 5 years after earnin
0
0%
5
8%
108
11%
0
0%
1
5%
62
11%
1
10%
5
15%
104
17%
I haven't thought that far ahead
2
38%
10
17%
291
29%
1
11%
5
26%
161
30%
2
18%
4
13%
138
23%
Prefer to work at another academic in
N<5
N<5
N/A
N/A
29
79%
N<5
N<5
N/A
N/A
11
56%
N<5
N<5
N/A
N/A
18
52%
Prefer to work in private industry
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
0
0%
Prefer to work in government
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
0
0%
N<5
N<5
N/A
N/A
0
0%
Other
N<5
N<5
N/A
N/A
8
21%
N<5
N<5
N/A
N/A
9
44%
N<5
N<5
N/A
N/A
16
48%
frequency: 44 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
ACADEMIC AREA
BUSINESS
ENGI / COMP SCI / MATH / STATS
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
EDUCATION
Your institution All selected peers All comparables Your institution All selected peers All comparables Your institution All selected peers All comparables
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
Count
%
1
21%
32
47%
399
37%
6
100%
9
41%
246
43%
4
39%
15
44%
271
43%
1
21%
18
26%
372
35%
0
0%
9
41%
174
30%
4
40%
11
33%
213
33%
0
0%
8
12%
127
12%
0
0%
3
14%
64
11%
0
0%
3
9%
62
10%
2
38%
7
11%
93
9%
0
0%
0
0%
56
10%
2
21%
0
0%
56
9%
1
20%
3
4%
76
7%
0
0%
1
5%
30
5%
0
0%
5
15%
34
5%
N<5
N<5
33
49%
484
46%
6
89%
15
65%
260
46%
5
56%
16
47%
296
47%
N<5
N<5
25
37%
495
47%
1
11%
8
35%
264
47%
4
44%
14
42%
288
46%
N<5
1
2
2
0
0
N<5
21%
41%
38%
0%
0%
9
14
32
16
3
3
14%
21%
47%
24%
4%
4%
79
210
521
284
48
33
7%
19%
48%
26%
4%
3%
0
2
4
0
0
0
0%
31%
69%
0%
0%
0%
0
3
15
5
0
0
0%
13%
64%
22%
0%
0%
43
122
277
136
29
20
8%
21%
47%
23%
5%
4%
0
2
6
2
0
0
0%
17%
62%
21%
0%
0%
4
4
20
8
0
2
12%
11%
60%
23%
0%
5%
44
109
308
177
29
14
7%
17%
48%
28%
5%
2%
frequency: 45 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Very clear
0
0%
N<5
N<5
104
12%
Fairly clear
1
15%
N<5
N<5
416
50%
Neither clear nor unclear
2
30%
N<5
N<5
128
15%
Fairly unclear
3
44%
N<5
N<5
138
16%
Very unclear
1
11%
N<5
N<5
52
6%
Very clear
0
0%
N<5
N<5
98
12%
Fairly clear
2
30%
N<5
N<5
411
49%
Neither clear nor unclear
1
15%
N<5
N<5
152
18%
Fairly unclear
3
44%
N<5
N<5
121
14%
Very unclear
1
11%
N<5
N<5
57
7%
Very clear
0
0%
N<5
N<5
68
8%
Fairly clear
0
0%
N<5
N<5
334
40%
Neither clear nor unclear
1
15%
N<5
N<5
193
23%
Fairly unclear
5
74%
N<5
N<5
172
21%
Very unclear
1
11%
N<5
N<5
70
8%
Very clear
0
0%
N<5
N<5
90
11%
Fairly clear
1
15%
N<5
N<5
346
41%
Neither clear nor unclear
0
0%
N<5
N<5
182
22%
Fairly unclear
5
85%
N<5
N<5
158
19%
Very unclear
0
0%
N<5
N<5
58
7%
Very clear
0
0%
N<5
N<5
110
13%
Fairly clear
2
30%
N<5
N<5
326
39%
Neither clear nor unclear
2
30%
N<5
N<5
221
26%
Fairly unclear
3
41%
N<5
N<5
124
15%
Very unclear
0
0%
N<5
N<5
53
6%
Very clear
0
0%
N<5
N<5
176
21%
Fairly clear
0
0%
N<5
N<5
411
49%
Neither clear nor unclear
3
44%
N<5
N<5
113
13%
Fairly unclear
3
44%
N<5
N<5
114
14%
Very unclear
1
11%
N<5
N<5
27
3%
Very clear
0
0%
N<5
N<5
102
12%
Fairly clear
5
85%
N<5
N<5
379
46%
Neither clear nor unclear
0
0%
N<5
N<5
157
19%
Fairly unclear
1
15%
N<5
N<5
156
19%
Very unclear
0
0%
N<5
N<5
37
4%
Very clear
0
0%
N<5
N<5
69
9%
Fairly clear
4
70%
N<5
N<5
234
29%
Neither clear nor unclear
0
0%
N<5
N<5
229
29%
Fairly unclear
2
30%
N<5
N<5
200
25%
Very unclear
0
0%
N<5
N<5
68
8%
Very clear
0
0%
N<5
N<5
74
9%
Fairly clear
2
26%
N<5
N<5
253
31%
Neither clear nor unclear
2
30%
N<5
N<5
222
27%
Fairly unclear
3
44%
N<5
N<5
195
24%
Very unclear
0
0%
N<5
N<5
73
9%
Very clear
0
0%
N<5
N<5
51
6%
Fairly clear
4
59%
N<5
N<5
220
27%
Neither clear nor unclear
1
15%
N<5
N<5
231
29%
Fairly unclear
2
26%
N<5
N<5
212
26%
Very unclear
0
0%
N<5
N<5
96
12%
Very clear
0
0%
N<5
N<5
42
5%
Fairly clear
4
56%
N<5
N<5
192
24%
Neither clear nor unclear
1
15%
N<5
N<5
220
28%
Fairly unclear
2
30%
N<5
N<5
228
29%
Very unclear
0
0%
N<5
N<5
109
14%
Very reasonable
0
0%
N<5
N<5
165
20%
Fairly reasonable
1
15%
N<5
N<5
353
43%
Neither reasonable nor unreasonable
4
56%
N<5
N<5
200
24%
Fairly unreasonable
2
30%
N<5
N<5
88
11%
Very unreasonable
0
0%
N<5
N<5
22
3%
Very reasonable
0
0%
N<5
N<5
159
19%
Fairly reasonable
5
85%
N<5
N<5
343
42%
Neither reasonable nor unreasonable
0
0%
N<5
N<5
246
30%
Fairly unreasonable
1
15%
N<5
N<5
58
7%
Very unreasonable
0
0%
N<5
N<5
14
2%
frequency: 46 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Very reasonable
0
0%
N<5
N<5
111
14%
Fairly reasonable
4
70%
N<5
N<5
222
28%
Neither reasonable nor unreasonable
1
15%
N<5
N<5
394
50%
1
15%
N<5
N<5
42
5%
Fairly unreasonable
Very unreasonable
0
0%
N<5
N<5
15
2%
Very reasonable
0
0%
N<5
N<5
133
17%
Fairly reasonable
2
26%
N<5
N<5
223
28%
Neither reasonable nor unreasonable
3
44%
N<5
N<5
389
48%
Fairly unreasonable
2
30%
N<5
N<5
43
5%
Very unreasonable
0
0%
N<5
N<5
14
2%
Very reasonable
0
0%
N<5
N<5
87
11%
Fairly reasonable
3
44%
N<5
N<5
203
26%
Neither reasonable nor unreasonable
1
15%
N<5
N<5
449
57%
Fairly unreasonable
3
41%
N<5
N<5
38
5%
Very unreasonable
0
0%
N<5
N<5
14
2%
Very reasonable
0
0%
N<5
N<5
74
10%
Fairly reasonable
4
56%
N<5
N<5
191
25%
Neither reasonable nor unreasonable
3
44%
N<5
N<5
450
58%
0
0%
N<5
N<5
43
6%
Fairly unreasonable
0
0%
N<5
N<5
15
2%
Very unreasonable
0
0%
N<5
N<5
118
15%
Strongly agree
0
0%
N<5
N<5
241
30%
Somewhat agree
0
0%
N<5
N<5
100
12%
Neither agree nor disagree
4
59%
N<5
N<5
202
25%
Somewhat disagree
3
41%
N<5
N<5
153
19%
Strongly disagree
0
0%
N<5
N<5
231
29%
Strongly agree
0
0%
N<5
N<5
302
38%
Somewhat agree
3
52%
N<5
N<5
109
14%
Neither agree nor disagree
1
17%
N<5
N<5
97
12%
Somewhat disagree
2
30%
N<5
N<5
51
6%
Strongly disagree
1
15%
N<5
N<5
205
25%
Very satisfied
5
74%
N<5
N<5
421
51%
Satisfied
0
0%
N<5
N<5
71
9%
Neither satisfied nor dissatisfied
1
11%
N<5
N<5
106
13%
Dissatisfied
0
0%
N<5
N<5
20
2%
Very dissatisfied
0
0%
N/A
N/A
82
17%
Very satisfied
4
59%
N/A
N/A
226
46%
Satisfied
0
0%
N/A
N/A
64
13%
Neither satisfied nor dissatisfied
3
41%
N/A
N/A
95
19%
Dissatisfied
0
0%
N/A
N/A
23
5%
Very dissatisfied
2
30%
N<5
N<5
270
36%
Very satisfied
4
70%
N<5
N<5
343
46%
Satisfied
0
0%
N<5
N<5
77
10%
Neither satisfied nor dissatisfied
0
0%
N<5
N<5
53
7%
Dissatisfied
0
0%
N<5
N<5
10
1%
Very dissatisfied
2
30%
N<5
N<5
260
34%
Very satisfied
4
70%
N<5
N<5
311
41%
Satisfied
Neither satisfied nor dissatisfied
0
0%
N<5
N<5
104
14%
Dissatisfied
0
0%
N<5
N<5
55
7%
Very dissatisfied
0
0%
N<5
N<5
26
3%
Very satisfied
1
15%
N<5
N<5
281
38%
Satisfied
4
59%
N<5
N<5
263
35%
Neither satisfied nor dissatisfied
1
11%
N<5
N<5
103
14%
Dissatisfied
1
15%
N<5
N<5
69
9%
Very dissatisfied
0
0%
N<5
N<5
33
4%
Very satisfied
1
15%
N<5
N<5
373
50%
Satisfied
5
74%
N<5
N<5
265
35%
Neither satisfied nor dissatisfied
1
11%
N<5
N<5
68
9%
Dissatisfied
0
0%
N<5
N<5
30
4%
Very dissatisfied
0
0%
N<5
N<5
10
1%
Very satisfied
2
30%
N<5
N<5
262
34%
Satisfied
4
56%
N<5
N<5
327
43%
Neither satisfied nor dissatisfied
1
15%
N<5
N<5
102
13%
Dissatisfied
0
0%
N<5
N<5
44
6%
Very dissatisfied
0
0%
N<5
N<5
26
3%
frequency: 47 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
2
30%
N<5
N<5
130
27%
3
44%
N<5
N<5
209
43%
1
15%
N<5
N<5
92
19%
1
11%
N<5
N<5
47
10%
0
0%
N<5
N<5
12
2%
2
30%
N<5
N<5
219
29%
3
44%
N<5
N<5
353
46%
1
15%
N<5
N<5
104
14%
1
11%
N<5
N<5
76
10%
0
0%
N<5
N<5
10
1%
1
15%
N<5
N<5
146
18%
0
0%
N<5
N<5
259
31%
0
0%
N<5
N<5
82
10%
4
56%
N<5
N<5
231
28%
2
30%
N<5
N<5
107
13%
0
0%
N<5
N<5
66
8%
1
17%
N<5
N<5
240
30%
4
70%
N<5
N<5
203
25%
1
13%
N<5
N<5
195
24%
0
0%
N<5
N<5
94
12%
3
41%
N<5
N<5
422
51%
3
44%
N<5
N<5
251
31%
1
15%
N<5
N<5
83
10%
0
0%
N<5
N<5
52
6%
0
0%
N<5
N<5
12
1%
0
0%
N<5
N<5
223
27%
4
56%
N<5
N<5
309
38%
1
15%
N<5
N<5
103
13%
2
30%
N<5
N<5
128
16%
0
0%
N<5
N<5
56
7%
0
0%
N<5
N<5
84
11%
1
15%
N<5
N<5
212
28%
1
15%
N<5
N<5
191
25%
4
56%
N<5
N<5
165
22%
1
15%
N<5
N<5
98
13%
1
15%
N<5
N<5
165
20%
2
30%
N<5
N<5
263
32%
2
30%
N<5
N<5
102
12%
2
26%
N<5
N<5
201
24%
0
0%
N<5
N<5
89
11%
0
0%
N<5
N<5
120
15%
2
30%
N<5
N<5
283
35%
3
44%
N<5
N<5
161
20%
2
26%
N<5
N<5
170
21%
0
0%
N<5
N<5
76
9%
1
15%
N<5
N<5
109
14%
4
59%
N<5
N<5
322
42%
1
15%
N<5
N<5
205
27%
1
11%
N<5
N<5
88
12%
0
0%
N<5
N<5
37
5%
1
15%
N<5
N<5
163
20%
4
70%
N<5
N<5
343
42%
1
15%
N<5
N<5
147
18%
0
0%
N<5
N<5
111
14%
0
0%
N<5
N<5
46
6%
3
44%
N<5
N<5
338
41%
3
41%
N<5
N<5
327
40%
0
0%
N<5
N<5
113
14%
1
15%
N<5
N<5
38
5%
0
0%
N<5
N<5
10
1%
2
30%
N<5
N<5
406
49%
4
70%
N<5
N<5
331
40%
0
0%
N<5
N<5
60
7%
0
0%
N<5
N<5
17
2%
0
0%
N<5
N<5
7
1%
frequency: 48 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
1
15%
N<5
N<5
325
40%
5
85%
N<5
N<5
392
48%
0
0%
N<5
N<5
69
8%
0
0%
N<5
N<5
30
4%
0
0%
N<5
N<5
5
1%
2
26%
N<5
N<5
279
34%
5
74%
N<5
N<5
374
46%
0
0%
N<5
N<5
120
15%
0
0%
N<5
N<5
37
5%
0
0%
N<5
N<5
11
1%
2
26%
N<5
N<5
417
51%
4
59%
N<5
N<5
303
37%
1
15%
N<5
N<5
72
9%
0
0%
N<5
N<5
16
2%
0
0%
N<5
N<5
6
1%
2
26%
N<5
N<5
166
20%
4
59%
N<5
N<5
416
51%
0
0%
N<5
N<5
159
20%
0
0%
N<5
N<5
58
7%
1
15%
N<5
N<5
14
2%
2
26%
N<5
N<5
362
44%
5
74%
N<5
N<5
362
44%
0
0%
N<5
N<5
67
8%
0
0%
N<5
N<5
21
3%
0
0%
N<5
N<5
5
1%
2
26%
N<5
N<5
213
27%
3
44%
N<5
N<5
281
35%
1
15%
N<5
N<5
238
30%
0
0%
N<5
N<5
57
7%
1
15%
N<5
N<5
12
1%
2
26%
N<5
N<5
174
22%
3
44%
N<5
N<5
306
38%
1
15%
N<5
N<5
243
30%
1
15%
N<5
N<5
59
7%
0
0%
N<5
N<5
20
2%
1
11%
N<5
N<5
300
37%
6
89%
N<5
N<5
334
41%
0
0%
N<5
N<5
136
17%
0
0%
N<5
N<5
31
4%
0
0%
N<5
N<5
7
1%
4
56%
N<5
N<5
366
45%
3
44%
N<5
N<5
345
43%
0
0%
N<5
N<5
82
10%
0
0%
N<5
N<5
16
2%
0
0%
N<5
N<5
1
0%
1
15%
N<5
N<5
252
31%
4
56%
N<5
N<5
427
53%
1
15%
N<5
N<5
101
12%
1
15%
N<5
N<5
25
3%
0
0%
N<5
N<5
5
1%
0
0%
N<5
N<5
245
31%
0
0%
N<5
N<5
202
25%
4
56%
N<5
N<5
178
22%
0
0%
N<5
N<5
71
9%
3
44%
N<5
N<5
98
12%
1
15%
N<5
N<5
108
14%
2
26%
N<5
N<5
166
21%
1
15%
N<5
N<5
271
34%
0
0%
N<5
N<5
141
18%
3
44%
N<5
N<5
112
14%
3
41%
N<5
N<5
248
31%
2
30%
N<5
N<5
331
41%
1
15%
N<5
N<5
146
18%
1
15%
N<5
N<5
33
4%
0
0%
N<5
N<5
43
5%
frequency: 49 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
0
0%
N<5
N<5
174
22%
2
26%
N<5
N<5
239
30%
3
44%
N<5
N<5
222
28%
0
0%
N<5
N<5
76
9%
2
30%
N<5
N<5
86
11%
1
11%
N/A
N/A
38
10%
2
30%
N/A
N/A
112
31%
3
44%
N/A
N/A
138
38%
0
0%
N/A
N/A
49
13%
1
15%
N/A
N/A
28
8%
1
11%
N/A
N/A
109
30%
4
59%
N/A
N/A
142
39%
0
0%
N/A
N/A
76
21%
0
0%
N/A
N/A
19
5%
2
30%
N/A
N/A
19
5%
1
11%
N/A
N/A
57
16%
4
59%
N/A
N/A
176
49%
1
15%
N/A
N/A
98
27%
0
0%
N/A
N/A
22
6%
1
15%
N/A
N/A
8
2%
1
11%
N/A
N/A
31
9%
2
30%
N/A
N/A
69
19%
3
44%
N/A
N/A
168
47%
0
0%
N/A
N/A
59
17%
1
15%
N/A
N/A
32
9%
0
0%
N<5
N<5
53
8%
2
30%
N<5
N<5
172
27%
2
35%
N<5
N<5
147
23%
2
35%
N<5
N<5
144
23%
0
0%
N<5
N<5
121
19%
0
0%
N<5
N<5
134
18%
2
26%
N<5
N<5
279
37%
3
44%
N<5
N<5
163
22%
1
15%
N<5
N<5
109
15%
1
15%
N<5
N<5
62
8%
0
0%
N<5
N<5
95
13%
4
70%
N<5
N<5
318
42%
0
0%
N<5
N<5
152
20%
1
15%
N<5
N<5
110
15%
1
15%
N<5
N<5
76
10%
0
0%
N<5
N<5
77
11%
4
70%
N<5
N<5
265
38%
1
15%
N<5
N<5
171
25%
0
0%
N<5
N<5
98
14%
1
15%
N<5
N<5
80
12%
0
0%
N<5
N<5
54
8%
1
17%
N<5
N<5
200
29%
3
50%
N<5
N<5
152
22%
2
33%
N<5
N<5
145
21%
0
0%
N<5
N<5
142
21%
0
0%
N<5
N<5
53
8%
4
83%
N<5
N<5
247
39%
0
0%
N<5
N<5
219
34%
1
17%
N<5
N<5
76
12%
0
0%
N<5
N<5
41
6%
0
0%
N<5
N<5
112
16%
4
56%
N<5
N<5
259
38%
2
30%
N<5
N<5
122
18%
0
0%
N<5
N<5
113
17%
1
15%
N<5
N<5
75
11%
N<5
N<5
N<5
N<5
38
10%
N<5
N<5
N<5
N<5
79
20%
N<5
N<5
N<5
N<5
163
41%
N<5
N<5
N<5
N<5
56
14%
N<5
N<5
N<5
N<5
59
15%
frequency: 50 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34B9
policy/practice >
effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
1
21%
N<5
N<5
68
14%
3
58%
N<5
N<5
169
35%
1
21%
N<5
N<5
185
38%
0
0%
N<5
N<5
26
5%
0
0%
N<5
N<5
37
8%
N<5
N<5
N<5
N<5
60
11%
N<5
N<5
N<5
N<5
149
28%
N<5
N<5
N<5
N<5
162
31%
N<5
N<5
N<5
N<5
94
18%
N<5
N<5
N<5
N<5
66
12%
1
15%
N<5
N<5
80
14%
2
30%
N<5
N<5
222
38%
0
0%
N<5
N<5
154
26%
4
56%
N<5
N<5
78
13%
0
0%
N<5
N<5
55
9%
0
0%
N<5
N<5
55
9%
2
30%
N<5
N<5
205
33%
2
30%
N<5
N<5
195
31%
2
26%
N<5
N<5
102
16%
1
15%
N<5
N<5
69
11%
N<5
N<5
N<5
N<5
26
7%
N<5
N<5
N<5
N<5
63
18%
N<5
N<5
N<5
N<5
112
32%
N<5
N<5
N<5
N<5
61
17%
N<5
N<5
N<5
N<5
88
25%
N<5
N<5
N<5
N<5
26
10%
N<5
N<5
N<5
N<5
35
13%
N<5
N<5
N<5
N<5
114
42%
N<5
N<5
N<5
N<5
37
14%
N<5
N<5
N<5
N<5
57
21%
N<5
N<5
N<5
N<5
61
17%
N<5
N<5
N<5
N<5
112
32%
N<5
N<5
N<5
N<5
124
35%
N<5
N<5
N<5
N<5
31
9%
N<5
N<5
N<5
N<5
28
8%
N<5
N<5
N<5
N<5
40
12%
N<5
N<5
N<5
N<5
81
23%
N<5
N<5
N<5
N<5
119
34%
N<5
N<5
N<5
N<5
42
12%
N<5
N<5
N<5
N<5
65
19%
N<5
N<5
N/A
N/A
1
2%
N<5
N<5
N/A
N/A
7
10%
N<5
N<5
N/A
N/A
44
64%
N<5
N<5
N/A
N/A
6
9%
N<5
N<5
N/A
N/A
11
16%
N<5
N<5
N/A
N/A
17
10%
N<5
N<5
N/A
N/A
77
45%
N<5
N<5
N/A
N/A
32
19%
N<5
N<5
N/A
N/A
23
13%
N<5
N<5
N/A
N/A
21
13%
N<5
N<5
N/A
N/A
3
3%
N<5
N<5
N/A
N/A
35
32%
N<5
N<5
N/A
N/A
39
35%
N<5
N<5
N/A
N/A
22
20%
N<5
N<5
N/A
N/A
10
9%
N<5
N<5
N/A
N/A
1
2%
N<5
N<5
N/A
N/A
6
10%
N<5
N<5
N/A
N/A
37
59%
N<5
N<5
N/A
N/A
9
14%
N<5
N<5
N/A
N/A
9
15%
N<5
N<5
N<5
N<5
69
12%
N<5
N<5
N<5
N<5
171
31%
N<5
N<5
N<5
N<5
139
25%
N<5
N<5
N<5
N<5
115
21%
N<5
N<5
N<5
N<5
63
11%
frequency: 51 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q35B
policy/practice >
work/home
My institution does what it can to make
institution makes
raising children and the tenure-track
raising children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
description
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
N<5
N<5
N<5
N<5
57
10%
N<5
N<5
N<5
N<5
154
27%
N<5
N<5
N<5
N<5
147
26%
N<5
N<5
N<5
N<5
155
27%
N<5
N<5
N<5
N<5
65
11%
N<5
N<5
N<5
N<5
147
25%
N<5
N<5
N<5
N<5
195
33%
N<5
N<5
N<5
N<5
135
23%
N<5
N<5
N<5
N<5
73
12%
N<5
N<5
N<5
N<5
44
7%
N<5
N<5
N<5
N<5
135
22%
N<5
N<5
N<5
N<5
213
35%
N<5
N<5
N<5
N<5
132
22%
N<5
N<5
N<5
N<5
86
14%
N<5
N<5
N<5
N<5
41
7%
2
30%
N/A
N/A
151
36%
4
56%
N/A
N/A
154
37%
1
15%
N/A
N/A
53
13%
0
0%
N/A
N/A
42
10%
0
0%
N/A
N/A
13
3%
0
0%
N<5
N<5
115
14%
3
44%
N<5
N<5
336
42%
1
15%
N<5
N<5
121
15%
3
41%
N<5
N<5
171
21%
0
0%
N<5
N<5
58
7%
0
0%
N<5
N<5
65
8%
4
59%
N<5
N<5
271
34%
0
0%
N<5
N<5
126
16%
3
41%
N<5
N<5
230
29%
0
0%
N<5
N<5
109
14%
0
0%
N<5
N<5
330
43%
4
59%
N<5
N<5
238
31%
1
15%
N<5
N<5
81
11%
1
11%
N<5
N<5
67
9%
1
15%
N<5
N<5
45
6%
1
15%
N<5
N<5
198
25%
0
0%
N<5
N<5
268
34%
2
30%
N<5
N<5
107
13%
3
41%
N<5
N<5
141
18%
1
15%
N<5
N<5
82
10%
1
15%
N<5
N<5
238
30%
0
0%
N<5
N<5
252
32%
2
30%
N<5
N<5
109
14%
4
56%
N<5
N<5
129
16%
0
0%
N<5
N<5
62
8%
1
15%
N/A
N/A
90
25%
1
15%
N/A
N/A
138
38%
2
30%
N/A
N/A
66
18%
3
41%
N/A
N/A
52
14%
0
0%
N/A
N/A
16
4%
2
30%
N<5
N<5
230
29%
2
26%
N<5
N<5
254
32%
1
15%
N<5
N<5
134
17%
2
30%
N<5
N<5
127
16%
0
0%
N<5
N<5
52
7%
1
15%
N<5
N<5
206
26%
3
41%
N<5
N<5
254
32%
1
15%
N<5
N<5
200
25%
2
30%
N<5
N<5
91
12%
0
0%
N<5
N<5
37
5%
4
56%
N<5
N<5
233
30%
1
15%
N<5
N<5
337
43%
1
15%
N<5
N<5
134
17%
1
15%
N<5
N<5
56
7%
0
0%
N<5
N<5
18
2%
frequency: 52 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
Your institution All selected peers All comparables
response scale
Count
%
Count
%
Count
%
Very satisfied
2
30%
N<5
N<5
227
30%
Satisfied
3
41%
N<5
N<5
301
39%
Neither satisfied nor dissatisfied
2
30%
N<5
N<5
162
21%
Dissatisfied
0
0%
N<5
N<5
61
8%
Very dissatisfied
0
0%
N<5
N<5
18
2%
Very satisfied
4
56%
N<5
N<5
251
31%
Satisfied
1
15%
N<5
N<5
284
35%
Neither satisfied nor dissatisfied
0
0%
N<5
N<5
107
13%
Dissatisfied
2
30%
N<5
N<5
111
14%
Very dissatisfied
0
0%
N<5
N<5
48
6%
Very satisfied
1
15%
N<5
N<5
220
28%
Satisfied
2
30%
N<5
N<5
286
36%
Neither satisfied nor dissatisfied
2
30%
N<5
N<5
124
16%
Dissatisfied
2
26%
N<5
N<5
99
12%
Very dissatisfied
0
0%
N<5
N<5
67
8%
Very satisfied
2
30%
N/A
N/A
98
28%
Satisfied
1
15%
N/A
N/A
160
46%
Neither satisfied nor dissatisfied
3
44%
N/A
N/A
66
19%
Dissatisfied
1
11%
N/A
N/A
20
6%
Very dissatisfied
0
0%
N/A
N/A
3
1%
Very satisfied
2
30%
N/A
N/A
59
17%
Satisfied
4
59%
N/A
N/A
144
42%
Neither satisfied nor dissatisfied
0
0%
N/A
N/A
102
30%
Dissatisfied
1
11%
N/A
N/A
28
8%
Very dissatisfied
0
0%
N/A
N/A
6
2%
Very satisfied
1
15%
N/A
N/A
76
22%
Satisfied
3
44%
N/A
N/A
155
44%
Neither satisfied nor dissatisfied
1
15%
N/A
N/A
85
24%
Dissatisfied
2
26%
N/A
N/A
19
5%
Very dissatisfied
0
0%
N/A
N/A
17
5%
Strongly agree
2
26%
N/A
N/A
241
51%
Somewhat agree
3
44%
N/A
N/A
157
33%
Neither agree nor disagree
0
0%
N/A
N/A
35
7%
Somewhat disagree
2
30%
N/A
N/A
27
6%
Strongly disagree
0
0%
N/A
N/A
9
2%
Very satisfied
2
30%
N<5
N<5
250
31%
Satisfied
3
44%
N<5
N<5
339
42%
Neither satisfied nor dissatisfied
1
15%
N<5
N<5
92
12%
Dissatisfied
1
11%
N<5
N<5
92
11%
Very dissatisfied
0
0%
N<5
N<5
28
3%
Very satisfied
3
44%
N<5
N<5
162
20%
Satisfied
3
44%
N<5
N<5
422
53%
Neither satisfied nor dissatisfied
0
0%
N<5
N<5
119
15%
Dissatisfied
1
11%
N<5
N<5
69
9%
Very dissatisfied
0
0%
N<5
N<5
27
3%
Chancellor
3
41%
N<5
N<5
50
9%
President
0
0%
N<5
N<5
83
16%
Vice President for Academic Affairs
0
0%
N<5
N<5
35
7%
Academic Dean
0
0%
N<5
N<5
166
31%
Provost
4
59%
N<5
N<5
190
36%
Other
0
0%
N<5
N<5
10
2%
Strongly agree
1
13%
N<5
N<5
75
18%
Somewhat agree
2
35%
N<5
N<5
132
31%
Neither agree nor disagree
2
35%
N<5
N<5
123
29%
Somewhat disagree
1
17%
N<5
N<5
63
15%
Strongly disagree
0
0%
N<5
N<5
37
9%
For the rest of my career
4
70%
N<5
N<5
144
19%
For the foreseeable future
1
15%
N<5
N<5
360
48%
For no more than 5 years after earnin
0
0%
N<5
N<5
77
10%
I haven't thought that far ahead
1
15%
N<5
N<5
176
23%
Prefer to work at another academic in
N<5
N<5
N/A
N/A
17
53%
Prefer to work in private industry
N<5
N<5
N/A
N/A
1
3%
Prefer to work in government
N<5
N<5
N/A
N/A
0
0%
Other
N<5
N<5
N/A
N/A
14
44%
frequency: 53 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
ACADEMIC AREA
MED SCHOOLS / HEALTH PROF
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
Your institution All selected peers All comparables
Count
%
Count
%
Count
%
3
44%
N<5
N<5
312
40%
2
30%
N<5
N<5
275
35%
0
0%
N<5
N<5
82
10%
1
15%
N<5
N<5
72
9%
1
11%
N<5
N<5
47
6%
1
15%
N<5
N<5
357
46%
5
74%
N<5
N<5
365
47%
1
2
4
1
0
0
11%
30%
59%
11%
0%
0%
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
57
150
394
207
33
10
7%
19%
50%
26%
4%
1%
frequency: 54 of 63
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
Q19
tenure practices
overall
tenure process
I find the tenure process in my department
to be...
Q20
tenure practices
overall
tenure criteria
I find the tenure criteria (what things are
evaluated) in my department to be...
Q21
I find the tenure standards (the
tenure practices
tenure standards performance threshold) in my department
overall
to be...
Q22
tenure practices
overall
Q23
tenure practices
overall
Q24A
tenure
expectations:
clarity
A scholar - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > scholar
performance as:
Q24B
tenure
expectations:
clarity
A teacher - Is what's expected in order to
expectations >
earn tenure CLEAR to you regarding your
clarity > teacher
performance as:
Q24C
tenure
expectations:
clarity
An advisor to students - Is what's expected
expectations >
in order to earn tenure CLEAR to you
clarity > advisor
regarding your performance as:
Q24D
tenure
expectations:
clarity
expectations >
clarity >
colleague in
department
Q24E
tenure
expectations:
clarity
expectations > A campus citizen - Is what's expected in
clarity > campus order to earn tenure CLEAR to you
citizen
regarding your performance as:
Q24F
tenure
expectations:
clarity
A member of the broader community - Is
expectations >
what's expected in order to earn tenure
clarity > member
CLEAR to you regarding your performance
of community
as:
Q25A
tenure
expectations:
reasonableness
expectations > A scholar - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
regarding your performance as:
> scholar
Q25B
tenure
expectations:
reasonableness
expectations > A teacher - Is what's expected in order to
reasonableness earn tenure REASONABLE to you
> teacher
regarding your performance as:
tenure body of
evidence
description
I find the body of evidence that will be
considered in making my tenure decision
to be...
My sense of whether or not I will achieve
sense of
achieving tenure tenure is...
A colleague in your department - Is what's
expected in order to earn tenure CLEAR to
you regarding your performance as:
OVERALL
Prior
Current
response scale
Count
%
Count
Very clear
15
18%
8
Fairly clear
40
47%
41
Neither clear nor unclear
8
9%
2
Fairly unclear
17
19%
11
Very unclear
6
6%
8
Very clear
12
14%
9
Fairly clear
41
48%
34
Neither clear nor unclear
10
12%
8
Fairly unclear
16
19%
9
Very unclear
7
8%
10
Very clear
10
12%
4
Fairly clear
28
33%
27
Neither clear nor unclear
15
18%
14
Fairly unclear
22
26%
16
Very unclear
9
11%
9
Very clear
15
18%
5
Fairly clear
33
40%
31
Neither clear nor unclear
17
21%
14
Fairly unclear
15
17%
12
Very unclear
4
4%
8
Very clear
19
22%
19
Fairly clear
39
46%
32
Neither clear nor unclear
15
18%
10
Fairly unclear
9
11%
7
Very unclear
3
3%
1
Very clear
10
12%
9
Fairly clear
37
43%
34
Neither clear nor unclear
15
18%
9
Fairly unclear
21
24%
11
Very unclear
2
2%
8
Very clear
19
22%
19
Fairly clear
41
48%
32
Neither clear nor unclear
14
17%
8
Fairly unclear
11
13%
7
Very unclear
0
0%
3
Very clear
8
9%
13
Fairly clear
33
40%
32
Neither clear nor unclear
19
23%
8
Fairly unclear
15
18%
13
Very unclear
8
10%
4
Very clear
10
12%
10
Fairly clear
27
32%
29
Neither clear nor unclear
19
23%
11
Fairly unclear
19
22%
12
Very unclear
9
11%
7
Very clear
3
3%
8
Fairly clear
27
33%
39
Neither clear nor unclear
24
29%
7
Fairly unclear
14
17%
11
Very unclear
15
19%
5
Very clear
2
3%
8
Fairly clear
25
29%
29
Neither clear nor unclear
24
29%
13
Fairly unclear
21
24%
13
Very unclear
13
15%
7
Very reasonable
20
23%
27
Fairly reasonable
33
39%
25
Neither reasonable nor unreasonable
21
25%
6
Fairly unreasonable
10
11%
10
Very unreasonable
2
2%
2
Very reasonable
16
19%
30
Fairly reasonable
43
50%
23
Neither reasonable nor unreasonable
16
19%
6
Fairly unreasonable
10
12%
6
Very unreasonable
1
1%
3
MALES
Current
Prior
%
Count
%
Count
12%
8
21%
5
59%
23
59%
23
3%
2
6%
1
15%
4
11%
6
11%
1
3%
4
13%
5
12%
5
48%
21
53%
16
11%
6
14%
7
13%
6
15%
6
15%
2
6%
5
6%
5
12%
2
38%
15
39%
13
20%
9
23%
6
23%
7
18%
13
13%
3
9%
5
8%
9
24%
4
44%
15
38%
15
20%
11
28%
8
17%
4
9%
8
11%
0
0%
4
27%
12
30%
14
46%
20
50%
15
15%
7
17%
5
11%
1
3%
4
1%
0
0%
1
13%
3
9%
5
48%
20
51%
18
12%
9
24%
4
15%
5
14%
8
11%
1
3%
4
27%
8
20%
12
47%
20
51%
18
11%
7
17%
3
10%
5
12%
4
4%
0
0%
2
19%
1
3%
8
45%
17
44%
15
12%
9
24%
4
19%
7
18%
10
6%
4
11%
2
15%
4
9%
5
42%
15
39%
15
15%
10
26%
6
18%
6
14%
9
10%
4
11%
4
12%
0
0%
4
56%
14
36%
20
9%
12
31%
3
16%
8
21%
10
7%
4
12%
2
12%
1
3%
3
41%
9
24%
17
19%
15
38%
6
18%
9
23%
9
10%
5
12%
4
38%
12
30%
12
36%
15
37%
17
9%
10
26%
3
14%
2
6%
5
3%
0
0%
2
44%
7
18%
20
34%
19
49%
13
9%
11
27%
3
9%
2
6%
1
4%
0
0%
1
frequency: 55 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
14%
7
15%
3
58%
17
37%
19
3%
5
12%
1
16%
12
26%
4
10%
4
9%
4
14%
7
15%
4
41%
20
43%
18
17%
5
10%
1
15%
10
22%
3
14%
4
9%
5
6%
5
12%
2
33%
13
29%
14
15%
6
13%
8
33%
15
33%
3
13%
6
13%
4
11%
5
12%
1
37%
18
41%
16
20%
6
14%
6
21%
11
25%
3
10%
4
8%
4
35%
7
16%
5
39%
19
42%
17
13%
8
18%
5
11%
8
17%
3
3%
3
6%
0
14%
7
15%
4
45%
17
37%
17
11%
6
13%
4
20%
16
33%
3
10%
1
1%
4
31%
11
23%
7
46%
21
46%
14
9%
8
17%
4
10%
7
14%
3
5%
0
0%
1
21%
6
14%
5
38%
16
36%
17
10%
10
22%
4
26%
8
19%
3
5%
4
9%
2
14%
6
14%
5
38%
12
27%
14
15%
9
20%
5
23%
13
29%
3
10%
5
10%
3
11%
3
6%
4
51%
13
29%
19
7%
12
27%
4
26%
6
14%
1
5%
11
24%
3
9%
1
2%
5
43%
15
34%
12
14%
9
20%
8
23%
12
26%
3
10%
8
18%
3
31%
8
17%
15
43%
19
40%
8
8%
11
24%
3
14%
7
16%
5
5%
2
4%
0
52%
9
20%
10
34%
24
51%
10
9%
5
11%
3
3%
7
16%
5
3%
1
2%
2
WHITE FACULTY
Current
Prior
%
Count
%
Count
9%
13
19%
7
61%
32
47%
33
3%
6
9%
1
14%
14
20%
7
13%
4
6%
8
12%
9
13%
7
58%
35
51%
27
3%
7
11%
6
11%
13
19%
7
16%
4
6%
9
6%
8
12%
3
45%
24
35%
21
26%
12
17%
10
9%
18
26%
14
13%
6
9%
9
3%
13
19%
4
53%
27
40%
23
20%
12
18%
12
11%
13
19%
9
13%
3
4%
8
16%
15
22%
14
56%
33
47%
25
18%
11
16%
9
10%
7
10%
6
0%
3
4%
1
12%
8
12%
8
52%
33
47%
24
14%
11
16%
6
9%
17
24%
11
12%
1
2%
8
23%
13
19%
15
48%
36
52%
28
15%
10
14%
4
11%
10
15%
5
3%
0
0%
3
16%
7
10%
12
54%
26
38%
24
14%
16
24%
5
9%
12
18%
11
6%
6
9%
4
16%
8
12%
9
48%
22
32%
21
16%
16
23%
10
10%
16
23%
9
10%
7
10%
7
13%
2
3%
7
63%
21
31%
31
12%
22
33%
5
3%
11
16%
8
9%
12
17%
5
16%
2
3%
7
39%
18
26%
24
25%
21
30%
11
11%
16
24%
8
9%
12
18%
7
47%
18
25%
21
26%
25
35%
20
11%
18
25%
5
15%
9
13%
9
0%
1
1%
2
33%
14
20%
27
35%
34
49%
17
10%
12
18%
5
16%
9
13%
3
6%
0
0%
2
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
12%
2
15%
2
60%
8
47%
8
2%
2
11%
1
12%
3
17%
4
14%
1
9%
0
12%
2
15%
2
49%
6
37%
6
11%
3
17%
2
12%
3
16%
2
16%
2
15%
2
5%
2
11%
2
37%
4
24%
6
18%
3
21%
4
25%
4
23%
2
16%
3
21%
0
7%
2
11%
2
42%
6
40%
7
21%
5
35%
2
16%
1
10%
3
14%
1
5%
0
25%
3
22%
5
46%
6
38%
7
16%
4
25%
1
11%
2
15%
2
2%
0
0%
0
14%
2
15%
2
43%
4
26%
10
10%
4
27%
3
19%
4
28%
0
14%
1
4%
0
27%
5
32%
4
52%
5
31%
4
7%
5
30%
4
9%
1
6%
2
5%
0
0%
0
21%
1
4%
2
44%
7
46%
7
9%
3
20%
3
19%
3
17%
2
7%
2
13%
0
16%
1
10%
2
38%
5
36%
9
18%
4
23%
1
16%
3
18%
3
13%
2
13%
0
12%
1
5%
2
56%
6
38%
8
9%
2
11%
2
14%
4
24%
3
9%
4
23%
0
12%
0
0%
2
42%
7
44%
6
19%
4
22%
3
14%
4
27%
5
12%
1
6%
0
38%
2
15%
6
35%
9
53%
6
9%
4
23%
1
15%
1
5%
2
3%
1
5%
0
51%
2
15%
2
31%
9
53%
7
9%
3
22%
2
5%
1
5%
3
4%
1
5%
1
%
11%
56%
6%
27%
0%
17%
44%
12%
16%
11%
11%
45%
28%
16%
0%
11%
52%
17%
21%
0%
33%
46%
10%
11%
0%
11%
69%
21%
0%
0%
29%
28%
27%
16%
0%
11%
50%
23%
16%
0%
11%
61%
6%
23%
0%
11%
55%
12%
22%
0%
11%
39%
18%
32%
0%
39%
40%
10%
11%
0%
16%
47%
11%
21%
6%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q25C
tenure
expectations:
reasonableness
expectations > An advisor to students - Is what's expected
reasonableness in order to earn tenure REASONABLE to
> advisor
you regarding your performance as:
Q25D
tenure
expectations:
reasonableness
expectations >
reasonableness
> colleague in
department
Q25E
expectations > A campus citizen - Is what's expected in
tenure
reasonableness order to earn tenure REASONABLE to you
expectations:
reasonableness > campus citizen regarding your performance as:
Q25F
tenure
expectations:
reasonableness
expectations >
reasonableness
> member of
community
Q26
tenure practices
overall
consistent
messages about I have received consistent messages from
tenure from
senior colleagues about the requirements
tenured
for tenure.
colleagues
Q27A
tenure practices
overall
In my opinion, tenure decisions here are
tenure decisions
made primarily on performance-based
based on
criteria rather than on non-performance
performance
criteria.
Q28
nature of work
overall
The way you spend your time as a faculty
way you spend
member - Please indicate your level of
your time as a
satisfaction or dissatisfaction with the
faculty member
following:
Q28B
nature of work
overall
The number of hours you work as a faculty
number of hours
member in an average week - Please
you work as a
indicate your level of satisfaction or
faculty member
dissatisfaction with the following:
Q29A
nature of work >
teaching
The level of the courses you teach level of courses
Please indicate your level of satisfaction or
you teach
dissatisfaction with the following:
Q29B
nature of work >
teaching
number of
courses you
teach
The number of courses you teach - Please
indicate your level of satisfaction or
dissatisfaction with the following:
Q29C
nature of work >
teaching
degree of
influence over
which courses
you teach
The degree of influence you have over the
courses you teach - Please indicate your
level of satisfaction or dissatisfaction with
the following:
Q29D
nature of work >
teaching
discretion over
course content
The discretion you have over the content
of your courses you teach - Please indicate
your level of satisfaction or dissatisfaction
with the following:
Q29E
nature of work >
teaching
number of
students you
teach
The number of students you teach Please indicate your level of satisfaction or
dissatisfaction with the following:
A colleague in your department - Is what's
expected in order to earn tenure
REASONABLE to you regarding your
performance as:
A member of the broader community - Is
what's expected in order to earn tenure
REASONABLE to you regarding your
performance as:
OVERALL
Current
Prior
response scale
Count
%
Count
Very reasonable
11
13%
28
Fairly reasonable
27
32%
23
Neither reasonable nor unreasonable
38
46%
14
5
6%
4
Fairly unreasonable
Very unreasonable
2
2%
0
Very reasonable
15
18%
28
Fairly reasonable
21
25%
20
Neither reasonable nor unreasonable
38
45%
14
Fairly unreasonable
8
9%
3
Very unreasonable
2
3%
2
Very reasonable
4
5%
23
Fairly reasonable
27
32%
21
Neither reasonable nor unreasonable
44
53%
17
Fairly unreasonable
7
8%
6
Very unreasonable
2
2%
1
Very reasonable
4
5%
20
Fairly reasonable
19
22%
23
Neither reasonable nor unreasonable
52
61%
20
7
8%
3
Fairly unreasonable
3
4%
2
Very unreasonable
16
20%
7
Strongly agree
28
34%
10
Somewhat agree
3
4%
6
Neither agree nor disagree
16
20%
22
Somewhat disagree
20
24%
24
Strongly disagree
24
30%
17
Strongly agree
25
32%
20
Somewhat agree
10
12%
9
Neither agree nor disagree
12
15%
17
Somewhat disagree
8
10%
7
Strongly disagree
19
23%
17
Very satisfied
44
52%
33
Satisfied
8
9%
5
Neither satisfied nor dissatisfied
8
9%
14
Dissatisfied
5
6%
3
Very dissatisfied
16
18%
N/A
Very satisfied
34
40%
N/A
Satisfied
10
11%
N/A
Neither satisfied nor dissatisfied
19
23%
N/A
Dissatisfied
6
7%
N/A
Very dissatisfied
28
33%
36
Very satisfied
36
42%
19
Satisfied
10
12%
8
Neither satisfied nor dissatisfied
9
11%
7
Dissatisfied
2
2%
1
Very dissatisfied
20
24%
19
Very satisfied
30
36%
28
Satisfied
Neither satisfied nor dissatisfied
13
15%
7
Dissatisfied
18
21%
13
Very dissatisfied
3
4%
5
Very satisfied
39
47%
36
Satisfied
33
39%
22
Neither satisfied nor dissatisfied
3
4%
6
Dissatisfied
8
10%
5
Very dissatisfied
0
0%
2
Very satisfied
44
53%
49
Satisfied
29
35%
18
Neither satisfied nor dissatisfied
3
3%
2
Dissatisfied
8
9%
2
Very dissatisfied
0
0%
0
Very satisfied
26
31%
26
Satisfied
29
34%
27
Neither satisfied nor dissatisfied
16
19%
2
Dissatisfied
9
11%
12
Very dissatisfied
5
6%
5
MALES
Current
Prior
%
Count
%
Count
40%
5
12%
18
34%
13
33%
14
20%
19
49%
4
6%
2
6%
2
0%
0
0%
0
41%
7
19%
18
30%
12
30%
10
20%
18
46%
7
5%
1
3%
3
3%
1
3%
0
34%
1
3%
13
30%
15
40%
11
25%
20
52%
10
9%
2
6%
4
1%
0
0%
0
29%
2
6%
12
34%
7
18%
12
29%
26
67%
10
5%
2
5%
2
3%
1
3%
1
11%
9
24%
4
14%
18
46%
5
9%
1
3%
3
32%
5
12%
10
35%
6
15%
16
24%
13
32%
8
29%
14
35%
11
13%
5
12%
4
24%
5
12%
13
10%
4
9%
2
24%
11
30%
12
46%
20
52%
17
6%
3
8%
2
19%
2
6%
5
4%
1
3%
3
N/A
10
27%
N/A
N/A
16
43%
N/A
N/A
5
12%
N/A
N/A
4
11%
N/A
N/A
2
6%
N/A
51%
13
33%
21
27%
14
37%
10
11%
6
15%
4
9%
6
15%
4
1%
0
0%
0
27%
10
27%
7
39%
11
29%
15
10%
6
16%
5
18%
9
23%
9
7%
2
6%
3
51%
20
53%
18
31%
16
41%
13
8%
1
3%
2
7%
1
3%
5
3%
0
0%
1
70%
21
56%
29
25%
14
38%
7
3%
1
3%
2
3%
1
3%
1
0%
0
0%
0
36%
11
30%
17
37%
10
28%
12
2%
12
31%
2
18%
2
6%
5
7%
2
6%
4
frequency: 56 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
47%
6
14%
10
36%
14
32%
9
10%
19
43%
10
6%
3
6%
2
0%
2
4%
0
47%
8
18%
10
26%
9
21%
11
18%
20
45%
7
9%
6
14%
0
0%
1
2%
2
34%
3
6%
10
28%
12
26%
10
26%
25
55%
8
12%
4
10%
2
0%
2
4%
1
33%
2
4%
8
33%
12
26%
11
26%
26
56%
10
7%
5
10%
1
3%
2
4%
1
12%
7
16%
3
12%
10
22%
5
9%
2
4%
3
27%
12
26%
12
40%
14
31%
9
21%
12
29%
9
28%
11
29%
9
12%
5
13%
5
34%
8
19%
4
5%
4
11%
5
31%
8
18%
5
43%
24
53%
16
5%
5
10%
3
14%
5
12%
8
8%
4
8%
0
N/A
5
12%
N/A
N/A
18
39%
N/A
N/A
5
11%
N/A
N/A
15
32%
N/A
N/A
4
8%
N/A
53%
16
33%
15
26%
22
46%
9
11%
4
9%
3
10%
4
8%
3
0%
2
4%
1
19%
10
22%
12
39%
19
42%
12
13%
7
15%
2
22%
9
20%
4
8%
1
2%
2
46%
19
42%
18
33%
17
37%
8
6%
2
5%
3
12%
7
16%
0
3%
0
0%
1
74%
23
50%
20
18%
15
33%
10
5%
1
3%
0
3%
6
14%
1
0%
0
0%
0
43%
14
31%
9
31%
18
39%
14
4%
5
10%
0
13%
7
15%
8
10%
3
6%
1
WHITE FACULTY
Current
Prior
%
Count
%
Count
32%
11
16%
25
30%
22
33%
17
32%
28
42%
10
6%
4
6%
3
0%
2
3%
0
34%
14
20%
22
36%
16
24%
15
23%
30
43%
13
0%
7
10%
2
7%
2
3%
2
33%
3
5%
20
32%
22
32%
13
25%
36
53%
17
6%
5
7%
5
3%
2
3%
1
25%
4
6%
18
36%
14
20%
17
33%
43
62%
16
3%
5
7%
2
3%
3
4%
2
9%
13
19%
6
16%
22
33%
6
9%
2
3%
5
38%
13
19%
17
28%
17
25%
23
27%
19
30%
13
30%
18
29%
17
15%
7
12%
5
12%
11
18%
15
15%
7
12%
7
15%
15
22%
15
50%
36
52%
26
9%
6
9%
2
26%
7
11%
11
0%
4
6%
3
N/A
12
17%
N/A
N/A
28
41%
N/A
N/A
6
9%
N/A
N/A
17
24%
N/A
N/A
5
8%
N/A
49%
24
35%
32
29%
30
43%
15
11%
6
9%
4
9%
8
11%
5
3%
1
1%
1
37%
16
23%
15
39%
28
41%
23
6%
9
13%
3
12%
13
20%
11
6%
2
3%
5
58%
35
52%
30
28%
25
37%
18
11%
1
1%
2
0%
7
10%
4
3%
0
0%
2
64%
39
57%
43
33%
21
31%
11
0%
1
2%
1
3%
7
10%
2
0%
0
0%
0
27%
21
30%
23
46%
25
36%
20
0%
14
20%
0
24%
7
10%
11
3%
3
5%
4
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
46%
1
4%
2
30%
5
29%
7
18%
10
62%
4
5%
1
5%
2
0%
0
0%
0
41%
1
10%
6
28%
5
31%
6
24%
8
55%
1
4%
1
5%
2
4%
0
0%
0
36%
1
5%
4
23%
5
33%
8
30%
8
52%
1
9%
2
11%
2
2%
0
0%
0
33%
0
0%
2
31%
5
33%
6
29%
9
57%
4
4%
2
10%
2
4%
0
0%
0
11%
3
21%
2
11%
6
38%
4
9%
1
5%
2
30%
3
20%
6
40%
2
15%
2
23%
5
31%
4
30%
7
43%
3
9%
2
15%
4
26%
1
6%
2
12%
1
4%
0
26%
4
27%
2
47%
8
52%
6
3%
2
12%
3
19%
1
4%
3
5%
1
5%
0
N/A
4
23%
N/A
N/A
6
36%
N/A
N/A
3
20%
N/A
N/A
3
16%
N/A
N/A
1
5%
N/A
57%
4
27%
4
26%
6
36%
5
7%
3
21%
4
9%
2
10%
2
2%
1
5%
0
26%
4
27%
4
41%
2
14%
4
5%
4
25%
4
19%
5
29%
2
9%
1
6%
0
54%
4
27%
6
32%
8
48%
4
4%
2
15%
4
7%
2
10%
1
4%
0
0%
0
76%
5
32%
6
19%
9
54%
7
2%
1
9%
1
3%
1
5%
0
0%
0
0%
0
40%
5
32%
3
34%
4
25%
7
0%
3
17%
2
19%
2
15%
2
7%
2
10%
1
%
16%
46%
27%
11%
0%
44%
40%
6%
11%
0%
27%
57%
6%
11%
0%
16%
45%
28%
11%
0%
11%
28%
11%
39%
12%
29%
24%
31%
16%
0%
16%
45%
18%
21%
0%
N/A
N/A
N/A
N/A
N/A
29%
32%
27%
12%
0%
31%
29%
28%
12%
0%
39%
29%
27%
6%
0%
45%
49%
6%
0%
0%
22%
49%
11%
12%
6%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q29F
nature of work >
teaching
quality of
undergraduate
students
Q29G
nature of work >
teaching
quality of
graduate
students
Q30B
The amount of time you have to conduct
nature of work > amount of time to research/produce creative work - Please
conduct research indicate your level of satisfaction or
research
dissatisfaction with the following:
Q30C
nature of work >
research
Q30D
The influence you have over the focus of
influence over your research/creative work - Please
nature of work >
focus of research indicate your level of satisfaction or
research
dissatisfaction with the following:
The quality of undergraduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The quality of graduate students with
whom you interact - Please indicate your
level of satisfaction or dissatisfaction with
the following:
The amount of external funding you are
expectations for
expected to find - Please indicate your
finding external
level of satisfaction or dissatisfaction with
funding
the following:
The quality of facilities (i.e., office, labs,
classrooms) - Please indicate your level of
satisfaction or dissatisfaction with the
following:
Q31
nature of work
overall
quality of facilities
Q32
nature of work
overall
The amount of access you have to
amount of access Teaching Fellows, Graduate Assistants, et
to TA's, RA's, al. - Please indicate your level of
satisfaction or dissatisfaction with the
etc.
following:
Q33A
nature of work
overall
Clerical/administrative services - How
clerical/administr
satisfied are you with the quality of these
ative services
support services?
Q33B
Research services - How satisfied are you
nature of work >
research services
with the quality of these support services?
research
Q33C
Teaching services - How satisfied are you
nature of work >
teaching services
with the quality of these support services?
teaching
Q33D
nature of work
overall
computing
services
Computing services - How satisfied are
you with the quality of these support
services?
Q34A1
Formal mentoring program for junior
policy/practice >
faculty - Please rate how important or
formal mentoring
importance >
unimportant you think each would be to
climate/culture
your success.
Q34A2
policy/practice >
importance >
climate/culture
informal
mentoring
Informal mentoring - Please rate how
important or unimportant you think each
would be to your success.
OVERALL
response scale
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Current
Prior
Count
%
Count
13
16%
10
33
38%
22
18
21%
11
19
23%
21
2
2%
8
13
20%
14
23
37%
13
15
24%
7
9
14%
8
3
4%
2
11
12%
1
12
14%
10
15
18%
6
29
34%
29
18
22%
26
3
4%
8
19
27%
12
30
42%
22
17
24%
11
3
4%
12
38
44%
42
33
39%
16
10
12%
5
1
1%
3
3
4%
2
17
21%
12
34
40%
18
11
13%
6
14
17%
17
8
9%
18
8
11%
4
19
25%
12
15
20%
17
20
27%
15
13
18%
16
30
35%
22
32
38%
21
12
14%
5
8
9%
16
4
5%
7
6
8%
6
28
34%
13
27
33%
18
18
22%
19
3
3%
13
10
11%
16
42
50%
30
24
29%
13
8
9%
9
1
1%
2
20
24%
20
31
36%
30
20
23%
10
10
12%
5
4
5%
6
18
21%
41
37
43%
20
22
26%
3
6
6%
4
3
4%
1
22
26%
45
47
55%
20
14
17%
3
1
1%
1
1
1%
0
MALES
Current
Prior
%
Count
%
Count
14%
9
22%
4
31%
13
33%
10
15%
5
14%
4
29%
11
30%
15
12%
0
0%
6
31%
5
18%
6
29%
8
30%
4
16%
9
32%
6
19%
5
17%
6
5%
1
3%
2
1%
6
16%
1
14%
7
18%
6
8%
9
24%
4
41%
12
31%
16
36%
5
12%
13
12%
1
3%
5
18%
8
26%
6
35%
15
47%
13
17%
7
21%
6
18%
1
3%
6
62%
21
56%
25
24%
12
32%
7
7%
2
6%
2
4%
0
0%
3
4%
2
6%
0
17%
8
23%
8
25%
14
38%
11
9%
6
18%
2
24%
3
9%
10
25%
5
13%
8
6%
3
10%
2
19%
8
26%
7
26%
7
21%
11
24%
7
22%
7
25%
7
21%
9
31%
15
40%
11
30%
16
42%
11
7%
5
12%
3
23%
1
3%
10
10%
1
3%
5
9%
4
10%
3
19%
14
38%
4
25%
13
34%
11
28%
7
18%
10
19%
0
0%
9
23%
3
9%
12
43%
19
49%
14
19%
14
36%
9
13%
2
6%
3
3%
0
0%
1
28%
11
29%
12
42%
12
32%
16
14%
9
23%
4
7%
4
10%
3
8%
2
6%
4
59%
5
14%
20
30%
13
32%
11
4%
14
35%
2
6%
4
9%
4
1%
3
9%
1
65%
7
18%
24
29%
23
60%
11
4%
7
18%
2
1%
1
3%
1
0%
0
0%
0
frequency: 57 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
10%
5
10%
6
26%
20
42%
11
11%
13
27%
6
37%
8
17%
6
16%
2
4%
2
24%
8
23%
8
18%
15
43%
8
25%
6
17%
1
24%
4
12%
2
8%
2
5%
0
3%
5
10%
0
15%
5
11%
4
10%
6
13%
2
39%
17
36%
13
33%
14
30%
13
14%
2
5%
3
18%
11
27%
5
36%
15
38%
10
16%
11
26%
5
16%
2
5%
6
67%
17
35%
17
20%
21
44%
9
5%
8
17%
3
8%
1
2%
0
0%
1
2%
2
21%
9
19%
4
29%
20
42%
6
4%
5
10%
5
25%
11
23%
7
21%
3
6%
9
5%
5
11%
2
20%
10
24%
5
30%
8
19%
6
19%
14
31%
9
25%
7
15%
7
27%
15
31%
11
28%
16
34%
10
8%
7
15%
2
25%
6
14%
6
13%
3
6%
2
9%
3
6%
3
12%
14
30%
9
30%
14
32%
6
26%
12
26%
9
24%
3
6%
4
31%
6
13%
4
36%
23
50%
15
23%
10
23%
4
8%
5
12%
6
3%
1
2%
1
31%
9
19%
8
40%
19
40%
14
10%
11
23%
6
8%
6
14%
2
10%
2
4%
2
53%
13
27%
21
29%
24
51%
10
5%
8
18%
1
11%
2
4%
0
3%
0
0%
0
64%
15
32%
21
28%
23
50%
9
5%
8
16%
1
3%
0
0%
0
0%
1
2%
0
WHITE FACULTY
Current
Prior
%
Count
%
Count
18%
13
19%
9
36%
27
39%
19
20%
13
19%
6
20%
15
22%
18
6%
1
1%
6
39%
11
22%
13
44%
22
43%
9
5%
11
21%
4
13%
6
11%
7
0%
2
4%
2
0%
10
14%
1
12%
9
13%
7
6%
10
14%
4
42%
24
35%
24
40%
17
24%
21
10%
2
3%
8
19%
17
29%
7
33%
23
41%
22
18%
13
23%
8
20%
2
3%
8
55%
33
48%
38
28%
24
35%
12
9%
7
10%
2
0%
1
1%
3
8%
3
5%
1
12%
14
21%
10
20%
28
41%
13
15%
7
11%
5
24%
11
16%
15
29%
8
11%
15
7%
7
12%
4
17%
15
24%
9
21%
12
20%
13
31%
16
26%
11
24%
11
18%
14
35%
24
36%
16
32%
24
35%
17
6%
9
14%
5
20%
7
10%
13
6%
4
6%
7
9%
6
8%
4
28%
23
35%
11
20%
22
33%
13
30%
13
20%
17
13%
2
3%
11
13%
7
11%
13
52%
37
54%
23
13%
17
25%
10
19%
6
9%
8
3%
1
1%
2
25%
18
27%
17
45%
21
31%
20
18%
15
23%
9
6%
9
14%
5
6%
4
6%
6
66%
15
21%
30
31%
29
41%
17
3%
18
26%
3
0%
6
8%
4
0%
2
3%
1
67%
16
23%
34
30%
39
56%
17
3%
12
18%
3
0%
1
2%
1
0%
1
1%
0
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
15%
0
0%
1
33%
6
37%
3
10%
5
32%
5
31%
4
26%
3
10%
1
5%
2
37%
1
13%
1
26%
1
9%
4
11%
4
39%
3
20%
3
30%
1
6%
1
8%
0
2%
1
6%
0
12%
3
20%
3
7%
5
32%
2
43%
5
31%
4
36%
2
10%
5
15%
1
6%
0
13%
2
16%
5
42%
7
45%
1
15%
4
26%
3
15%
1
7%
4
68%
4
27%
4
21%
9
53%
5
3%
3
19%
3
5%
0
0%
0
2%
0
0%
1
17%
3
21%
2
22%
6
35%
5
9%
4
22%
2
26%
3
22%
3
26%
0
0%
3
8%
1
7%
0
18%
4
28%
3
25%
3
19%
4
22%
4
32%
5
27%
2
14%
2
28%
5
32%
6
29%
8
48%
5
9%
2
15%
0
22%
1
4%
3
12%
0
0%
0
7%
1
4%
2
20%
4
27%
2
23%
5
31%
5
30%
5
32%
2
20%
1
5%
2
23%
2
15%
3
41%
5
32%
7
18%
7
42%
3
14%
2
11%
1
4%
0
0%
0
30%
1
9%
3
35%
10
60%
10
16%
4
27%
1
9%
1
4%
0
11%
0
0%
0
55%
3
21%
10
30%
8
50%
4
5%
4
23%
0
7%
0
0%
0
2%
1
6%
0
62%
6
36%
11
30%
8
50%
3
5%
2
13%
0
2%
0
0%
0
0%
0
0%
0
%
6%
22%
33%
22%
16%
9%
43%
33%
15%
0%
0%
21%
12%
30%
37%
0%
38%
7%
25%
30%
32%
36%
20%
0%
12%
16%
34%
11%
19%
21%
0%
23%
28%
33%
16%
44%
33%
0%
24%
0%
16%
17%
34%
17%
16%
22%
49%
22%
6%
0%
22%
71%
6%
0%
0%
74%
26%
0%
0%
0%
76%
24%
0%
0%
0%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A3
policy/practice >
importance >
tenure
Q34A4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - Please rate how
of performance
importance >
important or unimportant you think each
reviews
tenure
would be to your success.
Q34A5
policy/practice >
importance >
research
Q34A6
policy/practice >
importance >
teaching
professional
assistance for
improving
teaching
Q34A7
policy/practice >
importance >
research
travel funds
Travel funds to present papers or conduct
research - Please rate how important or
unimportant you think each would be to
your success.
Q34A8
policy/practice >
importance >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - Please rate how
important or unimportant you think each
would be to your success.
Q34A9
policy/practice >
importance >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - Very important- Please
rate how important or unimportant you
think each would be to your success.
Q34A1
0
policy/practice >
importance >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - Please rate how
important or unimportant you think each
would be to your success.
Q34A1
1
policy/practice >
importance >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations Please rate how important or unimportant
you think each would be to your success.
Q34A1
2
policy/practice >
importance >
climate/culture
Q34A1
3
policy/practice >
importance >
work/home
Q34A1
4
policy/practice >
importance >
compensation
Financial assistance with housing - Please
financial
assistance with rate how important or unimportant you
think each would be to your success.
housing
Q34A1
5
policy/practice >
importance >
work/home
stop-the-clock
Periodic, formal performance reviews for
periodic, formal
junior faculty - Pease rate how important or
performance
unimportant you think each would be to
reviews
your success.
Professional assistance in obtaining
professional
externally funded grants - Please rate how
assistance in
important or unimportant you think each
obtaining grants
would be to your success.
Professional assistance for improving
teaching - Please rate how important or
unimportant you think each would be to
your success.
Peer reviews of teaching or
peer reviews of
research/creative work - Please rate how
teaching or
important or unimportant you think each
research
would be to your success.
childcare
Childcare - Please rate how important or
unimportant you think each would be to
your success.
Stop-the-clock for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
OVERALL
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Current
Prior
Count
%
Count
26
32%
42
45
56%
20
5
7%
6
2
3%
0
2
2%
0
23
29%
42
46
57%
20
10
12%
6
1
1%
0
1
1%
0
18
22%
47
37
46%
18
16
20%
3
8
10%
1
2
2%
0
11
14%
24
48
57%
31
18
22%
9
3
4%
4
3
4%
0
47
56%
61
34
40%
6
2
3%
2
0
0%
0
1
1%
0
27
33%
46
32
39%
14
18
21%
8
3
4%
1
3
3%
1
22
26%
29
33
40%
16
21
26%
18
5
6%
5
2
2%
1
26
31%
42
49
59%
23
6
8%
3
2
2%
0
1
1%
1
38
46%
54
39
47%
13
4
5%
2
0
0%
1
1
1%
0
22
27%
34
43
53%
24
9
11%
5
6
8%
5
1
1%
1
20
25%
26
20
25%
8
22
28%
13
9
11%
5
9
12%
14
18
22%
14
15
18%
18
26
33%
15
12
15%
6
9
11%
14
24
30%
36
35
43%
18
12
14%
11
3
4%
1
6
8%
2
MALES
Current
Prior
%
Count
%
Count
61%
15
43%
22
30%
16
47%
13
9%
2
7%
3
0%
1
4%
0
0%
0
0%
0
61%
12
34%
21
30%
17
49%
14
9%
6
18%
3
0%
0
0%
0
0%
0
0%
0
68%
9
25%
23
26%
17
46%
11
4%
7
19%
3
1%
3
9%
1
0%
0
0%
0
35%
3
9%
10
45%
22
58%
18
14%
10
26%
5
6%
1
3%
4
0%
1
3%
0
89%
24
63%
34
8%
12
32%
4
3%
2
6%
0
0%
0
0%
0
0%
0
0%
0
66%
11
30%
22
20%
14
36%
10
11%
11
30%
4
1%
1
3%
1
1%
0
0%
1
42%
8
21%
14
23%
12
33%
9
27%
14
37%
11
7%
4
10%
3
1%
0
0%
1
61%
10
28%
21
34%
24
63%
14
4%
4
10%
2
0%
0
0%
0
1%
0
0%
1
78%
18
50%
26
18%
16
43%
9
3%
2
7%
2
1%
0
0%
1
0%
0
0%
0
49%
10
27%
17
35%
22
60%
13
7%
2
7%
3
7%
2
7%
4
1%
0
0%
1
40%
7
19%
13
11%
11
30%
7
20%
11
29%
7
8%
5
13%
4
21%
4
10%
5
21%
11
30%
12
27%
6
17%
9
23%
11
30%
9
9%
5
13%
2
20%
3
10%
5
54%
7
21%
21
26%
17
46%
10
16%
7
20%
7
1%
1
3%
0
3%
3
10%
0
frequency: 58 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
59%
11
24%
20
34%
29
64%
8
7%
3
6%
3
0%
1
2%
0
0%
2
4%
0
56%
11
25%
21
36%
29
63%
7
7%
4
8%
3
0%
1
2%
0
0%
1
2%
0
61%
9
19%
24
28%
21
46%
8
8%
9
20%
0
3%
5
10%
0
0%
2
4%
0
26%
8
17%
15
49%
26
57%
13
15%
8
18%
4
11%
2
4%
0
0%
2
4%
0
90%
23
50%
28
10%
22
48%
2
0%
0
0%
2
0%
0
0%
0
0%
1
2%
0
59%
16
35%
24
26%
18
41%
4
10%
6
14%
4
3%
2
4%
0
3%
3
6%
0
36%
14
31%
15
25%
21
47%
7
29%
8
17%
8
8%
1
2%
2
3%
2
4%
0
56%
15
33%
21
36%
25
55%
10
5%
3
6%
1
0%
2
4%
0
3%
1
2%
0
69%
20
43%
28
23%
23
50%
4
5%
2
4%
0
3%
0
0%
0
0%
1
2%
0
44%
12
27%
18
35%
21
48%
11
8%
7
15%
2
11%
4
9%
1
3%
1
2%
0
36%
13
30%
14
19%
9
21%
1
21%
12
27%
6
11%
4
9%
1
14%
6
13%
9
32%
7
16%
3
25%
8
19%
9
24%
16
35%
7
5%
8
17%
4
14%
6
13%
9
56%
17
38%
15
26%
18
41%
8
18%
5
10%
4
0%
2
4%
1
0%
3
6%
2
WHITE FACULTY
Current
Prior
%
Count
%
Count
65%
19
30%
31
25%
37
56%
20
11%
5
8%
4
0%
2
3%
0
0%
2
3%
0
68%
18
27%
31
21%
37
55%
20
11%
10
15%
4
0%
1
1%
0
0%
1
1%
0
76%
12
18%
35
24%
32
49%
16
0%
13
20%
3
0%
7
11%
1
0%
1
1%
0
47%
8
12%
16
41%
37
55%
27
12%
17
25%
8
0%
2
3%
4
0%
3
5%
0
88%
35
52%
48
6%
31
45%
5
6%
1
2%
2
0%
0
0%
0
0%
1
1%
0
75%
20
30%
33
12%
28
42%
13
12%
14
21%
7
0%
3
5%
1
0%
2
3%
1
49%
15
23%
20
21%
27
41%
13
24%
18
28%
17
6%
5
7%
5
0%
1
1%
1
66%
21
31%
29
31%
40
58%
22
3%
6
8%
3
0%
1
1%
0
0%
1
1%
1
88%
30
45%
41
12%
31
47%
12
0%
4
7%
1
0%
0
0%
1
0%
1
1%
0
56%
15
24%
25
35%
33
51%
19
6%
9
14%
5
3%
6
10%
5
0%
1
1%
1
45%
15
24%
20
3%
13
20%
6
19%
19
29%
10
5%
9
13%
3
28%
9
14%
14
9%
10
15%
9
28%
12
18%
12
21%
24
37%
13
13%
11
17%
6
28%
8
12%
14
50%
16
25%
29
26%
31
47%
13
14%
10
15%
9
3%
3
5%
1
6%
5
8%
2
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
57%
6
43%
11
36%
8
57%
1
7%
0
0%
2
0%
0
0%
0
0%
0
0%
0
57%
5
35%
11
36%
9
65%
1
7%
0
0%
2
0%
0
0%
0
0%
0
0%
0
64%
6
39%
12
29%
5
32%
2
5%
3
18%
0
2%
1
6%
0
0%
1
5%
0
28%
3
22%
9
50%
10
67%
4
14%
1
7%
2
7%
1
5%
0
0%
0
0%
0
88%
12
75%
13
9%
3
19%
1
4%
1
6%
0
0%
0
0%
0
0%
0
0%
0
61%
7
46%
13
23%
4
26%
1
12%
4
23%
1
2%
0
0%
0
2%
1
5%
0
36%
6
39%
9
23%
6
38%
3
30%
3
18%
2
9%
0
0%
0
2%
1
5%
0
54%
5
30%
13
39%
10
60%
2
5%
1
5%
0
0%
1
5%
0
2%
0
0%
0
75%
8
51%
13
21%
8
49%
1
2%
0
0%
1
2%
0
0%
0
0%
0
0%
0
46%
6
38%
9
34%
10
62%
6
9%
0
0%
0
9%
0
0%
0
2%
0
0%
0
38%
5
31%
7
11%
8
47%
2
19%
3
22%
3
6%
0
0%
2
26%
0
0%
0
17%
8
52%
5
22%
3
18%
6
24%
2
16%
3
11%
1
7%
0
26%
1
7%
0
55%
8
55%
7
24%
4
27%
5
16%
2
11%
2
2%
0
0%
0
4%
1
7%
0
%
78%
6%
16%
0%
0%
78%
6%
16%
0%
0%
83%
17%
0%
0%
0%
62%
28%
11%
0%
0%
94%
6%
0%
0%
0%
88%
6%
6%
0%
0%
66%
22%
12%
0%
0%
88%
12%
0%
0%
0%
88%
6%
6%
0%
0%
61%
39%
0%
0%
0%
49%
12%
23%
16%
0%
39%
43%
18%
0%
0%
50%
34%
16%
0%
0%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q34A1
6
policy/practice >
importance >
work/home
Q34A1
7
policy/practice >
importance >
work/home
elder care
Elder care - Please rate how important or
unimportant you think each would be to
your success.
Q34A1
8
policy/practice >
importance >
compensation
tuition waivers
Tuition waivers for dependent or spouse Please rate how important or unimportant
you think each would be to your success.
Q34A1
9
policy/practice >
importance >
work/home
modified duties
Modified duties for parental or other family
reasons - Please rate how important or
unimportant you think each would be to
your success.
Q34A2
0
policy/practice >
Part-time tenure-track position - Please
part-time tenureimportance >
rate how important or unimportant you
track position
work/home
think each would be to your success.
Q34B1
Formal mentoring program for junior
policy/practice >
effectiveness > formal mentoring faculty - How effective or ineffective for you
have been the following at your institution?
climate/culture
Q34B2
policy/practice >
effectiveness >
climate/culture
Q34B3
policy/practice >
effectiveness >
tenure
Q34B4
Written summary of periodic performance
policy/practice > written summary
reviews for junior faculty - How effective or
of performance
effectiveness >
ineffective for you have been the following
reviews
tenure
at your institution?
Q34B5
policy/practice >
effectiveness >
research
Q34B6
policy/practice >
effectiveness >
teaching
professional
assistance for
improving
teaching
Professional assistance for improving
teaching - How effective or ineffective for
you have been the following at your
institution?
Q34B7
policy/practice >
effectiveness >
research
travel funds
Travel funds to present papers or conduct
research - How effective or ineffective for
you have been the following at your
institution?
Q34B8
policy/practice >
effectiveness >
research
paid/unpaid
research leave
Paid or unpaid research leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Spousal/partner hiring program - Please
spousal/partner
rate how important or unimportant you
hiring program
think each would be to your success.
informal
mentoring
Informal mentoring - How effective or
ineffective for you have been the following
at your institution?
Periodic, formal performance reviews for
periodic, formal
junior faculty - How effective or ineffective
performance
for you have been the following at your
reviews
institution?
Professional assistance in obtaining
professional
externally funded grants - How effective or
assistance in
ineffective for you have been the following
obtaining grants
at your institution?
OVERALL
response scale
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very important
Important
Neither important nor unimportant
Unimportant
Very unimportant
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Current
Prior
Count
%
Count
24
31%
28
22
27%
13
14
18%
14
9
11%
0
10
13%
14
12
15%
N/A
20
25%
N/A
29
37%
N/A
9
11%
N/A
10
12%
N/A
26
32%
N/A
31
38%
N/A
11
13%
N/A
5
6%
N/A
8
10%
N/A
17
22%
N/A
42
52%
N/A
12
16%
N/A
1
1%
N/A
7
9%
N/A
7
9%
N/A
11
14%
N/A
31
40%
N/A
12
16%
N/A
16
21%
N/A
5
6%
12
25
32%
16
23
30%
5
18
23%
8
7
9%
17
11
15%
20
27
35%
27
20
26%
6
11
15%
10
8
10%
6
11
14%
17
38
50%
28
14
18%
7
10
14%
8
3
4%
6
9
12%
17
36
49%
25
15
19%
7
8
11%
9
7
10%
7
3
5%
2
7
11%
12
26
37%
16
21
30%
20
12
17%
15
4
5%
12
39
52%
21
21
28%
16
8
11%
11
3
4%
6
4
5%
21
43
52%
25
16
19%
4
10
12%
11
10
12%
7
0
0%
1
8
15%
1
21
41%
10
8
15%
6
16
30%
18
MALES
Current
Prior
%
Count
%
Count
41%
11
33%
18
19%
10
30%
9
21%
3
9%
6
0%
5
14%
0
20%
5
13%
5
N/A
5
15%
N/A
N/A
8
23%
N/A
N/A
11
32%
N/A
N/A
6
16%
N/A
N/A
5
14%
N/A
N/A
12
33%
N/A
N/A
17
47%
N/A
N/A
3
9%
N/A
N/A
0
0%
N/A
N/A
4
10%
N/A
N/A
6
17%
N/A
N/A
24
65%
N/A
N/A
3
9%
N/A
N/A
0
0%
N/A
N/A
4
10%
N/A
N/A
1
3%
N/A
N/A
3
10%
N/A
N/A
13
37%
N/A
N/A
8
23%
N/A
N/A
10
28%
N/A
20%
1
3%
5
28%
9
25%
3
8%
12
33%
4
14%
12
34%
7
30%
1
3%
13
29%
4
12%
9
39%
14
42%
13
9%
7
21%
5
14%
8
22%
6
8%
1
3%
5
26%
5
13%
7
43%
20
57%
14
11%
6
18%
5
12%
3
9%
7
9%
1
4%
4
26%
4
11%
9
39%
17
50%
11
10%
7
20%
4
14%
3
10%
6
10%
3
10%
6
2%
2
8%
2
18%
2
7%
4
25%
10
34%
10
31%
12
38%
11
23%
4
14%
11
18%
2
6%
8
32%
18
53%
8
25%
14
41%
8
16%
0
0%
7
9%
0
0%
4
31%
2
6%
9
37%
20
54%
17
6%
7
18%
1
16%
3
9%
5
10%
4
12%
5
3%
0
0%
1
2%
2
8%
0
28%
14
49%
7
17%
3
11%
2
50%
9
32%
11
frequency: 59 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
48%
13
29%
10
23%
11
25%
4
15%
11
25%
8
0%
4
9%
0
13%
6
13%
9
N/A
7
16%
N/A
N/A
12
26%
N/A
N/A
18
41%
N/A
N/A
3
6%
N/A
N/A
5
11%
N/A
N/A
14
32%
N/A
N/A
13
30%
N/A
N/A
7
17%
N/A
N/A
5
11%
N/A
N/A
5
11%
N/A
N/A
11
26%
N/A
N/A
18
42%
N/A
N/A
9
21%
N/A
N/A
1
2%
N/A
N/A
4
9%
N/A
N/A
6
14%
N/A
N/A
8
18%
N/A
N/A
18
42%
N/A
N/A
4
10%
N/A
N/A
7
15%
N/A
16%
4
9%
7
9%
16
38%
13
12%
11
27%
1
23%
5
13%
1
40%
6
13%
5
24%
7
16%
11
34%
13
30%
14
13%
13
30%
1
16%
4
9%
4
13%
7
15%
1
19%
6
15%
10
37%
18
44%
14
13%
8
18%
2
19%
7
18%
1
12%
2
5%
2
25%
5
13%
8
30%
19
48%
15
11%
8
19%
3
18%
5
11%
3
16%
4
9%
1
4%
1
2%
0
10%
5
14%
8
26%
15
40%
6
30%
9
24%
9
29%
7
20%
4
23%
2
5%
4
22%
20
52%
13
24%
6
16%
8
20%
8
21%
4
11%
3
7%
2
25%
2
4%
12
45%
23
50%
8
3%
9
20%
3
13%
7
14%
6
14%
5
12%
2
5%
0
0%
0
0%
5
22%
1
34%
7
31%
3
12%
5
20%
4
50%
6
27%
8
WHITE FACULTY
Current
Prior
%
Count
%
Count
32%
19
30%
21
13%
16
25%
9
27%
11
17%
12
0%
9
14%
0
28%
9
15%
14
N/A
7
11%
N/A
N/A
17
26%
N/A
N/A
24
36%
N/A
N/A
8
12%
N/A
N/A
10
15%
N/A
N/A
18
28%
N/A
N/A
25
38%
N/A
N/A
9
14%
N/A
N/A
5
7%
N/A
N/A
8
13%
N/A
N/A
9
14%
N/A
N/A
38
58%
N/A
N/A
10
15%
N/A
N/A
1
1%
N/A
N/A
7
11%
N/A
N/A
4
6%
N/A
N/A
8
13%
N/A
N/A
26
41%
N/A
N/A
10
16%
N/A
N/A
15
24%
N/A
25%
5
8%
9
50%
20
31%
12
4%
19
31%
4
4%
12
19%
7
18%
7
11%
16
36%
7
11%
16
45%
23
36%
18
3%
19
30%
6
13%
7
12%
10
3%
7
11%
5
34%
8
14%
11
49%
29
47%
26
8%
14
22%
5
3%
8
13%
7
6%
3
5%
3
28%
7
12%
13
50%
27
45%
21
10%
14
22%
6
9%
6
10%
7
3%
6
10%
5
0%
3
6%
0
30%
5
9%
7
23%
21
38%
9
33%
17
32%
20
14%
8
14%
14
12%
3
5%
7
44%
30
51%
16
25%
18
30%
14
12%
7
11%
10
6%
2
3%
5
38%
3
5%
17
26%
35
52%
20
9%
13
20%
4
20%
9
13%
10
6%
7
11%
5
0%
0
0%
1
5%
6
15%
0
19%
17
41%
8
25%
6
15%
4
51%
12
29%
18
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
38%
5
34%
8
16%
6
36%
4
21%
4
24%
3
0%
0
0%
0
25%
1
6%
0
N/A
5
34%
N/A
N/A
3
21%
N/A
N/A
6
39%
N/A
N/A
1
6%
N/A
N/A
0
0%
N/A
N/A
8
51%
N/A
N/A
6
38%
N/A
N/A
2
11%
N/A
N/A
0
0%
N/A
N/A
0
0%
N/A
N/A
8
54%
N/A
N/A
4
27%
N/A
N/A
3
18%
N/A
N/A
0
0%
N/A
N/A
0
0%
N/A
N/A
3
22%
N/A
N/A
3
20%
N/A
N/A
5
34%
N/A
N/A
3
17%
N/A
N/A
1
7%
N/A
19%
0
0%
3
25%
5
36%
5
8%
4
26%
1
15%
6
38%
2
33%
0
0%
2
29%
4
27%
4
33%
5
30%
9
11%
2
10%
0
18%
4
26%
0
9%
1
7%
1
21%
2
17%
6
51%
9
64%
2
9%
0
0%
2
13%
3
19%
1
6%
0
0%
3
25%
1
10%
4
40%
9
63%
5
12%
1
7%
1
14%
2
12%
2
10%
1
7%
2
0%
0
0%
2
14%
2
16%
5
18%
5
34%
7
40%
3
24%
0
28%
4
26%
1
13%
1
6%
5
31%
8
58%
5
27%
3
19%
2
19%
2
11%
1
10%
1
5%
1
30%
1
7%
5
36%
8
51%
6
7%
3
17%
0
18%
1
7%
1
9%
3
18%
2
3%
0
0%
0
0%
1
12%
1
26%
5
40%
2
13%
2
16%
2
58%
4
31%
1
%
54%
28%
18%
0%
0%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
27%
39%
7%
13%
14%
31%
63%
0%
0%
6%
44%
12%
16%
6%
22%
31%
35%
6%
16%
12%
11%
34%
50%
0%
6%
33%
39%
16%
6%
6%
33%
40%
0%
10%
16%
0%
13%
37%
38%
13%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
policy/practice >
Q34B9 effectiveness >
work/home
paid/unpaid
personal leave
Paid or unpaid personal leave during the
pre-tenure period - How effective or
ineffective for you have been the following
at your institution?
Q34B1
0
policy/practice >
effectiveness >
tenure
upper limit on
committee
assignments
An upper limit on committee assignments
for tenure-track faculty - How effective or
ineffective for you have been the following
at your institution?
Q34B1
1
policy/practice >
effectiveness >
teaching
upper limit on
teaching
obligations
An upper limit on teaching obligations How effective or ineffective for you have
been the following at your institution?
Q34B1
2
policy/practice >
effectiveness >
climate/culture
Q34B1
3
policy/practice >
effectiveness >
work/home
Q34B1
4
policy/practice >
effectiveness >
compensation
financial
Financial assistance with housing - How
assistance with effective or ineffective for you have been
housing
the following at your institution?
Q34B1
5
policy/practice >
effectiveness >
work/home
stop-the-clock
Q34B1
6
policy/practice >
effectiveness >
work/home
Q34B1
7
policy/practice >
effectiveness >
work/home
elder care
Elder care - How effective or ineffective for
you have been the following at your
institution?
Q34B1
8
policy/practice >
effectiveness >
compensation
tuition waivers
Tuition waivers - How effective or
ineffective for you have been the following
at your institution?
Q34B1
9
policy/practice >
effectiveness >
work/home
modified duties
for parental or
other family
reasons
Modified duties for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Q34B2
0
Part-time tenure-track position - How
policy/practice >
part-time tenureeffective or ineffective for you have been
effectiveness >
track position
the following at your institution?
work/home
Q35A
policy/practice >
work/home
Peer reviews of teaching or
peer reviews of
research/creative work - How effective or
teaching or
ineffective for you have been the following
research
at your institution?
childcare
Childcare - How effective or ineffective for
you have been the following at your
institution?
Stop-the-clock for parental or other family
reasons - How effective or ineffective for
you have been the following at your
institution?
Spousal/partner hiring program - How
spousal/partner
effective or ineffective for you have been
hiring program
the following at your institution?
My institution does what it can to make
institution makes
having children and the tenure-track
having children
compatible - Please indicate your level of
and tenure-track
agreement or disagreement with the
compatible
following statements:
OVERALL
response scale
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Very effective
Effective
Neither effective nor ineffective
Ineffective
Very ineffective
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Current
Prior
Count
%
Count
4
7%
1
16
31%
3
20
39%
9
7
14%
5
4
8%
13
3
6%
7
19
33%
15
11
18%
8
15
26%
10
10
17%
14
5
7%
14
26
36%
15
15
21%
11
20
27%
6
7
9%
10
4
6%
12
26
33%
26
24
30%
11
15
19%
8
10
12%
9
0
0%
0
2
7%
0
12
41%
9
6
20%
1
9
32%
17
0
0%
0
0
0%
0
7
45%
11
3
17%
2
6
39%
16
4
10%
3
16
43%
2
10
27%
13
4
11%
0
4
10%
8
0
0%
2
2
6%
3
12
38%
10
5
17%
5
12
39%
14
0
0%
N/A
3
22%
N/A
7
52%
N/A
2
16%
N/A
1
10%
N/A
0
0%
N/A
4
16%
N/A
2
7%
N/A
9
37%
N/A
10
41%
N/A
1
3%
N/A
10
32%
N/A
13
40%
N/A
6
17%
N/A
3
8%
N/A
0
0%
N/A
4
29%
N/A
9
66%
N/A
1
5%
N/A
0
0%
N/A
6
11%
3
19
35%
7
4
7%
7
13
24%
9
12
23%
12
CHANGE OVER TIME
FEMALES
MALES
%
3%
9%
30%
17%
41%
13%
29%
15%
18%
26%
25%
27%
19%
11%
18%
18%
40%
17%
12%
13%
0%
0%
35%
3%
62%
0%
0%
40%
6%
55%
11%
9%
50%
0%
29%
7%
8%
29%
14%
41%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
7%
18%
20%
23%
32%
frequency: 60 of 63
Current
Prior
Count
%
Count
0
0%
0
6
24%
2
14
59%
6
2
8%
2
2
10%
8
2
8%
4
12
38%
9
7
23%
7
7
20%
6
3
11%
6
2
7%
7
13
37%
8
8
24%
8
9
26%
4
2
6%
6
2
5%
6
11
29%
12
13
35%
8
8
22%
6
3
9%
6
0
0%
0
1
7%
0
11
60%
6
2
13%
0
4
20%
9
0
0%
0
0
0%
0
4
36%
6
1
12%
1
5
52%
11
0
0%
1
7
51%
2
5
34%
9
1
9%
0
1
7%
3
0
0%
2
1
6%
1
6
36%
6
4
20%
3
7
39%
7
0
0%
N/A
0
0%
N/A
3
58%
N/A
1
21%
N/A
1
21%
N/A
0
0%
N/A
2
18%
N/A
0
0%
N/A
7
54%
N/A
4
29%
N/A
0
0%
N/A
6
34%
N/A
8
45%
N/A
4
21%
N/A
0
0%
N/A
0
0%
N/A
2
28%
N/A
5
72%
N/A
0
0%
N/A
0
0%
N/A
3
14%
3
10
39%
3
1
5%
4
7
29%
6
3
13%
6
%
0%
11%
34%
13%
42%
12%
29%
22%
19%
18%
21%
23%
23%
13%
19%
16%
31%
22%
16%
15%
0%
0%
41%
0%
59%
0%
0%
36%
5%
60%
7%
10%
64%
0%
19%
8%
5%
32%
16%
39%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
13%
13%
20%
26%
28%
Current
Prior
Count
%
Count
4
14%
1
10
38%
1
5
21%
3
5
21%
3
2
7%
5
1
4%
3
7
26%
6
4
13%
1
9
33%
4
6
24%
8
3
7%
7
13
35%
8
7
18%
3
11
28%
2
5
12%
4
3
6%
6
15
36%
15
11
26%
3
7
17%
2
6
15%
3
0
0%
0
1
7%
0
1
7%
3
3
33%
1
5
53%
8
0
0%
0
0
0%
0
4
59%
5
1
25%
1
1
16%
5
4
15%
2
9
38%
1
5
24%
4
3
11%
0
3
12%
5
0
0%
1
1
6%
2
5
41%
4
2
14%
2
5
39%
7
0
0%
N/A
3
41%
N/A
3
48%
N/A
1
11%
N/A
0
0%
N/A
0
0%
N/A
2
13%
N/A
2
13%
N/A
2
20%
N/A
7
54%
N/A
1
6%
N/A
4
30%
N/A
5
35%
N/A
2
12%
N/A
3
17%
N/A
0
0%
N/A
2
29%
N/A
4
59%
N/A
1
12%
N/A
0
0%
N/A
3
9%
0
9
31%
4
3
9%
3
6
21%
3
9
31%
6
%
8%
7%
23%
23%
39%
13%
28%
4%
17%
38%
30%
32%
12%
8%
17%
22%
51%
10%
7%
10%
0%
0%
25%
7%
68%
0%
0%
46%
8%
46%
17%
8%
33%
0%
42%
6%
13%
25%
13%
44%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
0%
24%
19%
19%
38%
WHITE FACULTY
Current
Prior
Count
%
Count
3
7%
1
12
31%
2
17
43%
7
4
10%
3
3
9%
12
3
7%
6
14
31%
10
10
22%
8
10
22%
5
8
18%
12
3
5%
9
21
37%
15
13
23%
10
15
25%
5
6
10%
8
2
3%
7
20
32%
20
21
33%
10
13
20%
8
8
13%
8
0
0%
0
1
6%
0
6
30%
8
4
22%
0
8
42%
14
0
0%
0
0
0%
0
6
58%
10
1
11%
0
3
31%
12
3
10%
3
11
40%
1
8
29%
12
3
11%
0
3
10%
7
0
0%
1
0
0%
2
7
35%
10
5
22%
5
9
43%
12
0
0%
N/A
3
29%
N/A
4
45%
N/A
1
13%
N/A
1
13%
N/A
0
0%
N/A
2
11%
N/A
1
5%
N/A
6
30%
N/A
10
53%
N/A
1
4%
N/A
9
32%
N/A
10
37%
N/A
6
21%
N/A
2
7%
N/A
0
0%
N/A
2
29%
N/A
5
71%
N/A
0
0%
N/A
0
0%
N/A
4
11%
2
12
32%
6
3
8%
6
11
27%
9
9
22%
10
FACULTY OF COLOR
%
4%
8%
28%
12%
48%
15%
24%
20%
12%
29%
19%
32%
21%
11%
17%
13%
38%
19%
15%
15%
0%
0%
36%
0%
64%
0%
0%
45%
0%
55%
13%
4%
52%
0%
30%
3%
7%
33%
17%
40%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
6%
18%
18%
27%
30%
Current
Prior
Count
%
Count
1
6%
0
3
31%
1
3
25%
2
3
30%
2
1
7%
1
0
0%
1
5
41%
5
1
5%
0
5
41%
5
2
13%
2
2
12%
5
5
33%
1
2
16%
1
5
33%
2
1
6%
2
3
16%
5
6
38%
7
3
18%
2
3
16%
0
2
11%
1
0
0%
0
1
8%
0
6
66%
2
1
18%
1
1
8%
3
0
0%
0
0
0%
0
1
14%
2
1
30%
2
3
56%
4
1
8%
N<5
4
51%
N<5
2
20%
N<5
1
9%
N<5
1
11%
N<5
0
0%
N<5
2
17%
N<5
4
43%
N<5
1
8%
N<5
3
32%
N<5
N<5
N<5
N/A
N<5
N<5
N/A
N<5
N<5
N/A
N<5
N<5
N/A
N<5
N<5
N/A
0
0%
N/A
2
29%
N/A
1
12%
N/A
3
58%
N/A
0
0%
N/A
0
0%
N/A
2
30%
N/A
3
58%
N/A
0
0%
N/A
1
12%
N/A
0
0%
N/A
2
28%
N/A
4
60%
N/A
1
12%
N/A
0
0%
N/A
2
12%
1
6
43%
1
1
5%
2
2
17%
0
3
24%
2
%
0%
13%
37%
38%
13%
6%
41%
0%
36%
17%
49%
7%
8%
14%
21%
37%
46%
11%
0%
6%
0%
0%
27%
15%
58%
0%
0%
21%
24%
55%
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N<5
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
15%
15%
27%
0%
43%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q35B
My institution does what it can to make
institution makes
raising children and the tenure-track
policy/practice > raising children
compatible - Please indicate your level of
work/home
and tenure-track
agreement or disagreement with the
compatible
following statements:
Q35C
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make having children and the
having children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35D
policy/practice >
work/home
My departmental colleagues do what they
colleagues make
can to make raising children and the
raising children
tenure-track compatible - Please indicate
and tenure-track
your level of agreement or disagreement
compatible
with the following statements:
Q35E
colleagues are
policy/practice >
respectful of
work/home
efforts to balance
work/home
My colleagues are respectful of my efforts
to balance work and home responsibilities Please indicate your level of agreement
with the following statements:
Q36
policy/practice >
compensation
How satisfied or dissatisfied are you with
your compensation (that is, your salary and
benefits)?
Q37
ability to balance
How satisfied or dissatisfied are you with
policy/practice >
between
the balance between professional time and
work/home
professional and
personal or family time?
personal time
compensation
fairness of
immediate
supervisor's
evaluations
The fairness with which your immediate
supervisor evaluates your work - Please
indicate your level of satisfaction or
dissatisfaction with the following aspects of
your workplace:
Q38A
climate, culture,
collegiality
Q38B
The interest tenured faculty take in your
interest tenured
professional development - Please indicate
climate, culture,
faculty take in
your level of satisfaction or dissatisfaction
collegiality
your professional
with the following aspects of your
development
workplace:
Q38C
climate, culture,
collegiality
Your opportunities to collaborate with
opportunities to
tenured faculty - Please indicate your level
collaborate with
of satisfaction or dissatisfaction with the
tenured faculty
following aspects of your workplace:
Q38D
climate, culture,
collegiality
value faculty in
your department
place on your
work
The value faculty in your department place
on your work - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39A
climate, culture,
collegiality
amount of
professional
interaction with
tenured
colleagues
The amount of professional interaction you
have with tenuredcolleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39B
climate, culture,
collegiality
amount of
personal
interaction with
tenured
colleagues
The amount of personal interaction you
have with tenured colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q39C
climate, culture,
collegiality
amount of
professional
interaction with
pre-tenure
colleagues
The amount of professional interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
OVERALL
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Very satisfied
Satisfied
Neither satisfied nor dissatisfied
Dissatisfied
Very dissatisfied
Current
Prior
Count
%
Count
6
10%
4
17
30%
6
7
13%
9
16
28%
6
10
19%
13
18
30%
10
26
44%
20
8
13%
12
2
3%
2
5
9%
4
16
28%
9
25
43%
23
7
11%
13
5
9%
1
5
9%
5
23
32%
N/A
31
42%
N/A
7
10%
N/A
6
8%
N/A
6
8%
N/A
4
5%
4
21
26%
16
17
21%
8
24
30%
24
15
18%
17
3
4%
7
24
30%
20
21
26%
10
25
31%
20
8
10%
11
25
33%
34
35
46%
18
7
9%
2
4
6%
6
5
6%
4
18
23%
19
23
29%
20
19
24%
7
15
19%
13
5
6%
8
18
23%
16
25
33%
13
16
20%
17
12
16%
10
6
7%
5
18
23%
N/A
19
25%
N/A
26
34%
N/A
10
13%
N/A
5
6%
N/A
21
27%
19
26
34%
19
20
26%
10
6
8%
11
5
6%
5
19
24%
26
32
40%
18
21
27%
12
5
6%
7
2
2%
4
21
27%
26
39
49%
26
13
17%
9
4
5%
0
2
2%
2
MALES
Current
Prior
%
Count
%
Count
10%
2
9%
4
16%
10
37%
2
24%
5
18%
5
15%
6
24%
4
34%
3
12%
7
20%
11
40%
8
42%
11
40%
13
26%
6
20%
8
4%
0
0%
0
8%
0
0%
1
17%
10
37%
8
45%
10
37%
15
26%
5
17%
7
2%
2
8%
0
9%
0
0%
1
N/A
10
32%
N/A
N/A
17
51%
N/A
N/A
3
10%
N/A
N/A
1
3%
N/A
N/A
1
4%
N/A
6%
1
3%
2
23%
10
26%
9
12%
8
21%
4
35%
9
23%
11
25%
10
26%
11
10%
2
6%
5
30%
12
31%
14
14%
12
31%
6
29%
10
27%
6
16%
2
6%
7
53%
13
34%
18
29%
19
50%
12
4%
4
11%
0
9%
1
3%
4
6%
1
3%
1
29%
8
21%
12
30%
13
34%
13
10%
12
33%
2
19%
4
10%
6
11%
1
3%
4
26%
10
28%
7
22%
12
32%
6
28%
9
25%
11
16%
3
9%
6
8%
2
6%
4
N/A
7
18%
N/A
N/A
9
22%
N/A
N/A
16
41%
N/A
N/A
6
15%
N/A
N/A
1
3%
N/A
30%
11
28%
9
30%
13
33%
10
16%
11
30%
7
16%
2
6%
7
8%
1
2%
3
39%
12
31%
12
27%
14
36%
12
18%
10
28%
5
10%
2
5%
3
6%
0
0%
4
41%
9
25%
11
41%
19
49%
18
15%
8
21%
5
0%
1
3%
0
3%
1
2%
1
frequency: 61 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
17%
4
12%
0
9%
7
23%
4
24%
3
9%
4
18%
10
32%
2
32%
7
24%
6
26%
6
21%
2
44%
15
49%
8
27%
2
6%
4
0%
2
6%
2
3%
5
18%
3
26%
6
20%
1
49%
15
47%
8
23%
2
6%
6
0%
3
9%
1
3%
5
18%
4
N/A
13
32%
N/A
N/A
14
35%
N/A
N/A
4
9%
N/A
N/A
5
12%
N/A
N/A
5
11%
N/A
5%
2
6%
2
25%
11
26%
7
10%
9
21%
4
30%
16
37%
13
30%
5
11%
6
13%
1
2%
2
37%
13
30%
7
17%
10
22%
3
15%
15
34%
14
18%
5
13%
4
52%
12
32%
16
34%
17
43%
7
0%
3
7%
2
11%
3
9%
2
3%
4
10%
3
32%
10
24%
8
34%
10
24%
8
5%
6
15%
5
18%
11
27%
7
10%
4
9%
4
21%
8
19%
9
17%
14
34%
8
33%
6
15%
6
17%
9
23%
4
11%
4
9%
1
N/A
11
27%
N/A
N/A
11
27%
N/A
N/A
11
26%
N/A
N/A
4
11%
N/A
N/A
4
9%
N/A
25%
11
26%
10
27%
14
34%
10
20%
9
22%
3
19%
4
9%
4
8%
4
9%
2
33%
7
18%
14
33%
18
44%
6
15%
11
27%
7
8%
3
7%
4
11%
2
4%
0
33%
11
28%
15
51%
20
49%
8
13%
5
14%
5
0%
3
7%
0
2%
1
2%
1
WHITE FACULTY
Current
Prior
%
Count
%
Count
0%
4
10%
3
27%
10
23%
4
24%
6
13%
8
12%
15
35%
6
37%
8
19%
11
10%
13
29%
9
40%
19
43%
19
23%
6
13%
8
10%
2
4%
2
16%
5
11%
3
5%
12
27%
8
40%
18
40%
20
31%
6
13%
9
5%
4
9%
1
19%
5
11%
4
N/A
21
36%
N/A
N/A
22
37%
N/A
N/A
6
11%
N/A
N/A
5
8%
N/A
N/A
5
9%
N/A
6%
2
3%
4
21%
19
29%
15
13%
13
20%
5
41%
19
29%
17
18%
12
18%
15
6%
1
2%
7
22%
21
32%
17
11%
16
25%
5
47%
20
32%
17
14%
6
9%
9
53%
20
33%
28
22%
31
50%
14
8%
4
6%
1
6%
2
3%
4
10%
5
8%
4
25%
14
22%
16
25%
19
31%
18
15%
13
21%
3
21%
14
22%
10
13%
3
4%
7
31%
13
21%
14
28%
23
37%
12
22%
12
19%
13
15%
10
16%
7
3%
4
7%
4
N/A
15
25%
N/A
N/A
18
28%
N/A
N/A
18
29%
N/A
N/A
7
12%
N/A
N/A
4
6%
N/A
37%
18
29%
15
33%
22
35%
14
10%
15
24%
8
13%
5
8%
9
7%
3
4%
5
45%
17
26%
20
20%
25
39%
14
22%
18
28%
10
12%
3
4%
6
0%
1
1%
3
51%
17
27%
21
28%
32
51%
21
17%
11
17%
8
0%
2
3%
0
3%
1
1%
1
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
9%
2
12%
1
12%
7
48%
2
25%
2
12%
2
19%
1
10%
0
34%
3
18%
2
22%
5
32%
1
46%
7
49%
2
20%
2
14%
4
5%
0
0%
0
7%
1
5%
1
19%
5
32%
1
48%
7
49%
3
21%
1
7%
4
2%
1
7%
0
9%
1
5%
1
N/A
3
18%
N/A
N/A
9
63%
N/A
N/A
1
7%
N/A
N/A
1
7%
N/A
N/A
1
5%
N/A
7%
1
10%
0
27%
1
10%
2
9%
4
27%
3
30%
5
35%
7
27%
3
18%
2
13%
2
11%
0
31%
3
21%
4
9%
5
30%
5
31%
4
27%
3
16%
2
11%
2
56%
5
33%
6
27%
5
31%
5
2%
3
19%
1
8%
2
17%
2
8%
0
0%
0
30%
4
26%
4
33%
3
22%
3
6%
5
36%
4
19%
1
5%
3
13%
2
12%
1
28%
5
33%
2
24%
2
15%
2
26%
4
23%
5
14%
3
18%
3
8%
2
11%
1
N/A
2
16%
N/A
N/A
1
10%
N/A
N/A
8
53%
N/A
N/A
3
17%
N/A
N/A
1
5%
N/A
29%
3
21%
5
28%
4
28%
5
16%
5
34%
2
18%
1
7%
2
10%
2
11%
0
38%
2
16%
6
27%
7
44%
4
19%
3
23%
2
11%
2
12%
1
6%
1
5%
1
41%
4
25%
6
41%
6
40%
5
16%
3
18%
2
0%
2
12%
0
2%
1
6%
1
%
12%
33%
22%
0%
34%
11%
22%
57%
0%
11%
9%
34%
48%
0%
9%
N/A
N/A
N/A
N/A
N/A
0%
11%
22%
51%
16%
0%
27%
32%
24%
16%
41%
35%
11%
13%
0%
27%
18%
26%
23%
6%
18%
14%
36%
25%
7%
N/A
N/A
N/A
N/A
N/A
33%
39%
16%
12%
0%
43%
28%
17%
6%
6%
42%
39%
12%
0%
6%
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
name
description
Q39D
climate, culture,
collegiality
amount of
personal
interaction with
pre-tenure
colleagues
Q40
climate, culture,
collegiality
How well you fit (e.g., your sense of
belonging, your comfort level) in your
how well you fit department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
Q41
climate, culture,
collegiality
The intellectual vitality of the tenured
intellectual vitality colleagues in your department - Please
indicate your level of satisfaction or
of tenured
dissatisfaction with the following aspects of
colleagues
your workplace:
Q41A
climate, culture,
collegiality
intellectual vitality
The intellectual vitality of pre-tenure faculty
of pre-tenure
in your department
colleagues
Q41B
climate, culture,
collegiality
participation in
governance of
institution
Opportunities for participation, appropriate
to your rank, in the governance of your
institution
Q41C
climate, culture,
collegiality
participation in
governance of
department
Opportunities for participation, appropriate
to your rank, in the governance of your
department
Q42
climate, culture,
collegiality
on the whole,
institution is
collegial
On the whole, my institution is collegial Please indicate your level of agreement or
disagreement with the following
statements.
Q45A
global
satisfaction
Q45B
global
satisfaction
institution as a
place to work
Q46A
global
satisfaction
chief academic Who serves as the chief academic officer
officer
at your institution?
Q46B
global
satisfaction
The person who serves as the chief
CAO cares about
academic officer at my institution seems to
quality of life for
care about the quality of life for junior
pre-tenure faculty
faculty.
Q47
global
satisfaction
Q47B
global
satisfaction
The amount of personal interaction you
have with pre-tenure colleagues in your
department - Please indicate your level of
satisfaction or dissatisfaction with the
following aspects of your workplace:
All things considered, how satisfied or
department as a
dissatisfied are you with your department
place to work
as a place to work?
how long will
remain at
institution
All things considered, how satisfied or
dissatisfied are you with your institution as
a place to work?
Assuming you achieve tenure, how long do
you plan to remain at your institution?
why you plan to Why do you plan to remain at your
remain no more institution for no more than five years after
earning tenure?
than 5 years
OVERALL
Current
Prior
response scale
Count
%
Count
Very satisfied
24
30%
32
Satisfied
33
41%
18
Neither satisfied nor dissatisfied
17
22%
11
Dissatisfied
5
6%
3
Very dissatisfied
1
1%
2
Very satisfied
35
44%
37
Satisfied
26
34%
10
Neither satisfied nor dissatisfied
7
9%
6
Dissatisfied
7
8%
10
Very dissatisfied
4
5%
6
Very satisfied
17
22%
20
Satisfied
24
30%
17
Neither satisfied nor dissatisfied
18
23%
8
Dissatisfied
13
17%
12
Very dissatisfied
7
8%
11
Very satisfied
26
32%
N/A
Satisfied
33
42%
N/A
Neither satisfied nor dissatisfied
12
15%
N/A
Dissatisfied
7
8%
N/A
Very dissatisfied
2
3%
N/A
Very satisfied
22
29%
N/A
Satisfied
33
43%
N/A
Neither satisfied nor dissatisfied
13
18%
N/A
Dissatisfied
6
8%
N/A
Very dissatisfied
1
1%
N/A
Very satisfied
24
31%
N/A
Satisfied
35
44%
N/A
Neither satisfied nor dissatisfied
9
12%
N/A
Dissatisfied
8
10%
N/A
Very dissatisfied
3
3%
N/A
Strongly agree
34
44%
N/A
Somewhat agree
28
36%
N/A
Neither agree nor disagree
6
8%
N/A
Somewhat disagree
7
9%
N/A
Strongly disagree
3
4%
N<5
Very satisfied
29
37%
29
Satisfied
32
41%
21
Neither satisfied nor dissatisfied
8
10%
5
Dissatisfied
6
7%
8
Very dissatisfied
3
4%
4
Very satisfied
19
24%
13
Satisfied
30
38%
36
Neither satisfied nor dissatisfied
19
24%
6
Dissatisfied
6
8%
9
Very dissatisfied
5
6%
3
Chancellor
30
41%
5
President
0
0%
6
Vice President for Academic Affairs
3
4%
1
Academic Dean
2
3%
6
Provost
38
51%
41
Other
0
0%
0
Strongly agree
5
9%
10
Somewhat agree
13
23%
17
Neither agree nor disagree
16
29%
12
Somewhat disagree
15
26%
5
Strongly disagree
7
12%
7
For the rest of my career
19
25%
13
For the foreseeable future
36
48%
25
For no more than 5 years after earnin
11
14%
9
I haven't thought that far ahead
10
13%
14
Prefer to work at another academic in
6
52%
N/A
Prefer to work in private industry
0
0%
N/A
Prefer to work in government
0
0%
N/A
Other
5
48%
N/A
MALES
Current
Prior
%
Count
%
Count
48%
11
28%
15
28%
16
43%
12
16%
9
24%
3
4%
2
6%
3
3%
0
0%
1
54%
18
47%
20
14%
14
36%
7
9%
4
11%
2
15%
1
3%
5
9%
1
3%
3
30%
11
28%
11
25%
9
24%
7
12%
9
24%
6
17%
8
21%
7
16%
1
3%
6
N/A
9
25%
N/A
N/A
20
52%
N/A
N/A
3
9%
N/A
N/A
4
11%
N/A
N/A
1
3%
N/A
N/A
11
31%
N/A
N/A
14
37%
N/A
N/A
7
19%
N/A
N/A
5
13%
N/A
N/A
0
0%
N/A
N/A
13
33%
N/A
N/A
17
45%
N/A
N/A
4
10%
N/A
N/A
4
12%
N/A
N/A
0
0%
N/A
N/A
17
44%
N/A
N/A
14
38%
N/A
N/A
3
9%
N/A
N/A
2
6%
N/A
N<5
1
3%
N<5
43%
14
37%
17
31%
16
43%
13
7%
4
11%
2
12%
2
6%
2
6%
1
3%
3
20%
9
24%
8
54%
15
41%
16
9%
8
20%
4
13%
5
12%
7
4%
1
3%
1
9%
15
42%
5
10%
0
0%
5
2%
1
3%
1
11%
0
0%
4
69%
19
54%
19
0%
0
0%
0
19%
2
8%
7
34%
6
22%
9
23%
9
34%
5
10%
7
27%
4
13%
2
8%
6
21%
6
16%
6
41%
22
61%
15
15%
6
17%
7
23%
2
6%
5
N/A
4
60%
N/A
N/A
0
0%
N/A
N/A
0
0%
N/A
N/A
2
40%
N/A
frequency: 62 of 63
CHANGE OVER TIME
FEMALES
Current
Prior
%
Count
%
Count
44%
13
32%
17
36%
16
40%
6
9%
8
20%
8
9%
3
6%
0
2%
1
2%
1
54%
17
41%
17
19%
13
31%
3
5%
3
7%
4
15%
6
14%
5
8%
3
7%
3
29%
7
16%
10
19%
15
35%
10
17%
9
22%
1
19%
5
13%
5
16%
5
13%
5
N/A
16
39%
N/A
N/A
14
33%
N/A
N/A
8
20%
N/A
N/A
2
6%
N/A
N/A
1
2%
N/A
N/A
11
28%
N/A
N/A
19
49%
N/A
N/A
6
17%
N/A
N/A
1
4%
N/A
N/A
1
2%
N/A
N/A
12
28%
N/A
N/A
18
43%
N/A
N/A
6
14%
N/A
N/A
4
8%
N/A
N/A
3
6%
N/A
N/A
18
44%
N/A
N/A
14
33%
N/A
N/A
3
7%
N/A
N/A
5
11%
N/A
N<5
2
5%
N<5
46%
15
38%
13
34%
16
40%
9
5%
4
9%
3
7%
3
8%
6
8%
2
5%
1
23%
10
24%
5
43%
14
36%
20
12%
11
27%
2
19%
2
4%
2
3%
4
9%
2
15%
15
40%
0
14%
0
0%
1
3%
2
5%
0
13%
2
6%
2
55%
19
49%
22
0%
0
0%
0
23%
3
10%
2
30%
7
25%
8
17%
7
24%
7
12%
8
25%
1
18%
5
16%
1
18%
13
32%
7
45%
14
36%
10
21%
5
11%
2
17%
8
20%
8
N/A
2
41%
N/A
N/A
0
0%
N/A
N/A
0
0%
N/A
N/A
3
59%
N/A
WHITE FACULTY
Current
Prior
%
Count
%
Count
53%
20
31%
27
19%
27
43%
14
25%
13
20%
8
0%
3
5%
3
3%
1
1%
1
54%
29
46%
30
9%
21
33%
8
13%
4
7%
2
15%
6
9%
8
9%
3
5%
6
32%
14
21%
17
32%
20
32%
12
5%
15
23%
4
16%
10
15%
11
16%
6
9%
10
N/A
22
34%
N/A
N/A
27
42%
N/A
N/A
11
17%
N/A
N/A
2
3%
N/A
N/A
2
3%
N/A
N/A
18
29%
N/A
N/A
27
44%
N/A
N/A
11
17%
N/A
N/A
5
8%
N/A
N/A
1
2%
N/A
N/A
20
31%
N/A
N/A
27
43%
N/A
N/A
9
15%
N/A
N/A
5
8%
N/A
N/A
2
3%
N/A
N/A
29
46%
N/A
N/A
21
33%
N/A
N/A
5
8%
N/A
N/A
5
8%
N/A
N<5
3
5%
N<5
41%
23
37%
24
28%
29
47%
16
9%
4
6%
3
19%
3
5%
7
3%
3
5%
4
16%
14
22%
11
66%
26
41%
27
6%
15
24%
4
6%
5
7%
9
6%
4
6%
3
0%
25
41%
3
4%
0
0%
5
0%
3
5%
1
8%
1
2%
5
88%
32
52%
33
0%
0
0%
0
13%
2
5%
7
42%
11
25%
13
35%
12
26%
8
5%
15
32%
5
5%
6
13%
6
25%
16
26%
13
37%
29
46%
17
7%
10
16%
8
30%
8
12%
10
N/A
6
56%
N/A
N/A
0
0%
N/A
N/A
0
0%
N/A
N/A
4
44%
N/A
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
52%
4
25%
5
26%
5
35%
5
15%
4
29%
3
6%
2
11%
0
2%
0
0%
1
56%
6
36%
6
15%
5
35%
2
4%
3
18%
4
14%
1
7%
2
11%
1
5%
0
31%
4
25%
4
22%
3
22%
5
7%
4
24%
4
20%
4
24%
1
19%
1
5%
1
N/A
4
25%
N/A
N/A
6
40%
N/A
N/A
1
7%
N/A
N/A
4
29%
N/A
N/A
0
0%
N/A
N/A
4
30%
N/A
N/A
6
40%
N/A
N/A
3
19%
N/A
N/A
1
10%
N/A
N/A
0
0%
N/A
N/A
4
28%
N/A
N/A
8
49%
N/A
N/A
0
0%
N/A
N/A
3
18%
N/A
N/A
1
5%
N/A
N/A
6
36%
N/A
N/A
7
46%
N/A
N/A
1
7%
N/A
N/A
2
12%
N/A
N<5
0
0%
N<5
45%
6
39%
5
29%
3
19%
5
5%
4
25%
2
13%
2
17%
2
7%
0
0%
0
20%
5
34%
2
51%
4
27%
9
7%
4
23%
2
16%
2
10%
0
5%
1
5%
0
6%
5
41%
2
10%
0
0%
1
2%
0
0%
0
10%
1
12%
2
71%
6
48%
8
0%
0
0%
0
18%
3
31%
3
33%
2
17%
5
20%
4
42%
4
13%
0
0%
0
15%
1
10%
1
27%
2
20%
0
35%
7
56%
8
17%
1
6%
1
21%
2
18%
4
N/A
N<5
N<5
N/A
N/A
N<5
N<5
N/A
N/A
N<5
N<5
N/A
N/A
N<5
N<5
N/A
%
35%
35%
24%
0%
6%
44%
12%
28%
16%
0%
27%
34%
27%
6%
6%
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N<5
35%
40%
13%
11%
0%
18%
65%
17%
0%
0%
19%
7%
0%
12%
63%
0%
24%
37%
32%
0%
7%
0%
63%
7%
31%
N/A
N/A
N/A
N/A
FREQUENCY DISTRIBUTIONS
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
item
theme
Q48
global
satisfaction
Q49
global
satisfaction
Q50
global
satisfaction
name
description
would again
If I could do it over, I would again choose
choose to work at
to to work at this institution.
this institution
OVERALL
response scale
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
Strongly disagree
would
Strongly recommend dept
If a candidate for a tenure-track faculty
recommend
position asked you about your department Recommend with reservations
department as a
as a place to work, would you:
Not recommend dept
place to work
Great
Good
overall rating of How do you rate your institution as a place
So-so
for junior faculty to work?
institution
Bad
Awful
Current
Prior
Count
%
Count
33
42%
30
19
25%
24
11
14%
6
9
11%
3
7
9%
7
CHANGE OVER TIME
FEMALES
MALES
Current
Prior
%
Count
%
Count
43%
16
43%
16
35%
9
25%
14
9%
7
18%
4
4%
4
11%
2
10%
1
3%
1
Current
Prior
%
Count
%
Count
43%
16
41%
13
38%
10
25%
10
12%
4
9%
2
5%
5
11%
1
3%
5
14%
6
WHITE FACULTY
Current
Prior
%
Count
%
Count
43%
27
42%
25
31%
16
25%
18
6%
9
14%
3
3%
6
10%
3
18%
6
9%
6
FACULTY OF COLOR
Current
Prior
%
Count
%
Count
46%
6
41%
4
32%
3
24%
6
5%
2
13%
3
5%
3
18%
0
11%
1
5%
1
%
29%
43%
22%
0%
6%
37
50%
34
52%
19
51%
19
53%
19
48%
14
50%
30
50%
27
54%
7
48%
6
45%
34
45%
26
41%
17
46%
15
42%
17
45%
11
39%
27
45%
19
37%
7
47%
8
55%
4
14
42
15
3
3
5%
19%
54%
19%
4%
4%
5
14
31
17
4
2
7%
21%
46%
25%
6%
3%
1
7
20
7
2
1
3%
18%
53%
20%
6%
3%
2
8
15
10
3
0
5%
23%
41%
28%
8%
0%
3
8
22
7
1
2
7%
19%
56%
18%
2%
5%
3
6
16
7
1
2
10%
18%
51%
21%
3%
6%
3
10
37
9
3
3
5%
15%
59%
15%
5%
5%
5
12
22
15
4
2
10%
22%
40%
27%
7%
4%
1
5
5
5
0
0
5%
32%
34%
35%
0%
0%
0
2
10
2
0
0
0%
16%
67%
16%
0%
0%
frequency: 63 of 63
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Policies and Practices: Details
POLICIES AND PRACTICES: DETAIL
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Q34A. Regardless of whether the following policies and practices currently apply to your institution, please rate how important or
unimportant you think each would be to your success.
Q34B. Please rate how effective or ineffective each policy has been at your institution.
The following five tables show (overall and grouped by gender and race), for each of 20 policies: The number of respondents at your institution who provided a
valid response for both the importance and the effectiveness questions (Column A); the percent of respondents who rated the policy as important or very
importan t to their success, but ineffective or very ineffective (or not offered ) (Column B); important or very important to their success, and effective or very
effective (Column C); unimportant (or neither important nor unimportant), regardless of their rating of effectiveness (Column D); and not offered on their
campus, regardless of their rating of importance (Column E).
Policy/Practice
A
B
OVERALL
C
Valid
responses
(n)
Important
+
Ineffective*
Important
+
Effective**
D
Neutral
or
Unimportant
***
E
Not offered
Tuition waivers (e.g., for child, spouse/partner)
53
80% (1)
7%
13%
53%
Spousal/partner hiring program
47
59% (2)
4%
37%
33%
Childcare
56
53% (3)
1%
45%
48%
An upper limit on committee assignments for tenure-track faculty
72
53% (3)
31%
16%
19%
Elder care
40
52% (5)
7%
41%
68%
Financial assistance with housing
54
51% (6)
0%
49%
70%
Paid or unpaid research leave
65
48% (7)
12%
40%
20%
Professional assistance in obtaining externally funded grants
70
42% (8)
15%
42%
1%
An upper limit on teaching obligations
80
41% (9)
39%
21%
9%
Modified duties for parental or other family reasons (e.g., course release)
46
40% (10)
22%
37%
29%
Stop-the-clock for parental or other family reasons
45
28% (11)
39%
32%
15%
Peer reviews of teaching or research/creative work
80
25% (12)
37%
38%
0%
Paid or unpaid personal leave
55
25% (12)
32%
42%
9%
Travel funds to present papers or conduct research
83
24% (14)
57%
19%
0%
Informal mentoring
79
22% (15)
48%
31%
1%
Formal mentoring program
81
21% (16)
31%
48%
4%
Part-time tenure-track position
43
21% (16)
7%
72%
68%
Written summary of periodic performance reviews
75
17% (18)
60%
22%
0%
Periodic, formal performance reviews
76
17% (18)
59%
25%
0%
Professional assistance for improving teaching
75
14% (20)
46%
40%
1%
* important (4 or 5 on question 34a) but not effective (1 or 2 on question 34b) or not offered.
** important (4 or 5 on question 34a) and effective (4 or 5 on question 34b).
*** neutral (3 on question 34a and 34b) or unimportant (1 or 2 on question 34a).
policydetail: 1 of 3
POLICIES AND PRACTICES: DETAIL
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Q34A. Regardless of whether the following policies and practices currently apply to your institution, please rate how important or
unimportant you think each would be to your success.
Q34B. Please rate how effective or ineffective each policy has been at your institution.
The following five tables show (overall and grouped by gender and race), for each of 20 policies: The number of respondents at your institution who provided a
valid response for both the importance and the effectiveness questions (Column A); the percent of respondents who rated the policy as important or very
importan t to their success, but ineffective or very ineffective (or not offered ) (Column B); important or very important to their success, and effective or very
effective (Column C); unimportant (or neither important nor unimportant), regardless of their rating of effectiveness (Column D); and not offered on their
campus, regardless of their rating of importance (Column E).
Policy/Practice
A
B
MALE
C
Valid
responses
(n)
Important
+
Ineffective*
Important
+
Effective**
D
Neutral
or
Unimportant
***
E
Not offered
Tuition waivers (e.g., for child, spouse/partner)
22
82% (1)
9%
10%
Financial assistance with housing
22
57% (2)
0%
43%
50%
60%
Spousal/partner hiring program
19
54% (3)
5%
41%
15%
Elder care
15
46% (4)
0%
54%
66%
Professional assistance in obtaining externally funded grants
27
45% (5)
15%
40%
0%
Paid or unpaid research leave
28
38% (6)
8%
54%
10%
Childcare
22
37% (7)
0%
63%
27%
An upper limit on committee assignments for tenure-track faculty
30
36% (8)
43%
21%
7%
An upper limit on teaching obligations
31
35% (9)
42%
23%
3%
Modified duties for parental or other family reasons (e.g., course release)
19
31% (10)
27%
42%
20%
Peer reviews of teaching or research/creative work
32
28% (11)
31%
41%
0%
Stop-the-clock for parental or other family reasons
14
27% (12)
36%
37%
14%
0%
Travel funds to present papers or conduct research
32
21% (13)
60%
18%
Formal mentoring program
32
21% (13)
18%
61%
3%
Informal mentoring
30
19% (15)
54%
27%
0%
Paid or unpaid personal leave
23
16% (16)
17%
67%
9%
Written summary of periodic performance reviews
30
16% (16)
60%
24%
0%
Periodic, formal performance reviews
30
13% (18)
63%
25%
0%
Part-time tenure-track position
16
0% (19)
12%
88%
59%
Professional assistance for improving teaching
30
0% (19)
45%
55%
0%
A
B
FEMALE
C
E
Valid
responses
(n)
Important
+
Ineffective*
Important
+
Effective**
D
Neutral
or
Unimportant
***
Policy/Practice
Not offered
Tuition waivers (e.g., for child, spouse/partner)
31
78% (1)
6%
16%
56%
An upper limit on committee assignments for tenure-track faculty
42
68% (2)
21%
11%
29%
Childcare
34
67% (3)
2%
30%
66%
Spousal/partner hiring program
28
64% (4)
3%
33%
48%
Paid or unpaid research leave
37
58% (5)
16%
27%
30%
Elder care
25
57% (6)
13%
31%
69%
Modified duties for parental or other family reasons (e.g., course release)
27
48% (7)
18%
33%
38%
Financial assistance with housing
32
45% (8)
0%
55%
79%
13%
An upper limit on teaching obligations
49
45% (8)
36%
18%
Professional assistance in obtaining externally funded grants
43
40% (10)
16%
44%
2%
Part-time tenure-track position
27
37% (11)
4%
59%
75%
Paid or unpaid personal leave
32
34% (12)
47%
19%
9%
Stop-the-clock for parental or other family reasons
31
29% (13)
41%
30%
15%
Professional assistance for improving teaching
45
27% (14)
46%
27%
2%
Travel funds to present papers or conduct research
51
26% (15)
54%
20%
0%
Peer reviews of teaching or research/creative work
48
23% (16)
42%
35%
0%
Informal mentoring
49
23% (16)
43%
33%
2%
Formal mentoring program
49
21% (18)
42%
37%
4%
Periodic, formal performance reviews
46
20% (19)
55%
25%
0%
Written summary of periodic performance reviews
45
18% (20)
61%
21%
0%
* important (4 or 5 on question 34a) but not effective (1 or 2 on question 34b) or not offered.
** important (4 or 5 on question 34a) and effective (4 or 5 on question 34b).
*** neutral (3 on question 34a and 34b) or unimportant (1 or 2 on question 34a).
policydetail: 2 of 3
POLICIES AND PRACTICES: DETAIL
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Q34A. Regardless of whether the following policies and practices currently apply to your institution, please rate how important or
unimportant you think each would be to your success.
Q34B. Please rate how effective or ineffective each policy has been at your institution.
The following five tables show (overall and grouped by gender and race), for each of 20 policies: The number of respondents at your institution who provided a
valid response for both the importance and the effectiveness questions (Column A); the percent of respondents who rated the policy as important or very
importan t to their success, but ineffective or very ineffective (or not offered ) (Column B); important or very important to their success, and effective or very
effective (Column C); unimportant (or neither important nor unimportant), regardless of their rating of effectiveness (Column D); and not offered on their
campus, regardless of their rating of importance (Column E).
A
Policy/Practice
Valid
responses
(n)
WHITE, NON-HISPANIC FACULTY
B
C
D
Neutral
Important
Important
or
+
+
Unimportant
Effective**
Ineffective*
***
E
Not offered
Tuition waivers (e.g., for child, spouse/partner)
42
81% (1)
5%
14%
57%
Spousal/partner hiring program
32
62% (2)
0%
38%
38%
Childcare
40
54% (3)
0%
46%
52%
An upper limit on committee assignments for tenure-track faculty
56
53% (4)
30%
17%
22%
Elder care
29
51% (5)
9%
40%
68%
Paid or unpaid research leave
49
49% (6)
12%
39%
21%
Financial assistance with housing
38
43% (7)
0%
57%
72%
Professional assistance in obtaining externally funded grants
52
43% (7)
15%
42%
0%
An upper limit on teaching obligations
62
41% (9)
37%
22%
11%
Modified duties for parental or other family reasons (e.g., course release)
35
39% (10)
23%
38%
27%
Stop-the-clock for parental or other family reasons
31
26% (11)
38%
36%
10%
Peer reviews of teaching or research/creative work
61
25% (12)
33%
43%
0%
Travel funds to present papers or conduct research
65
24% (13)
56%
20%
0%
Informal mentoring
61
22% (14)
46%
32%
1%
Paid or unpaid personal leave
41
21% (15)
32%
47%
10%
Formal mentoring program
63
20% (16)
30%
50%
5%
Part-time tenure-track position
31
20% (16)
7%
73%
77%
Written summary of periodic performance reviews
58
17% (18)
57%
26%
0%
Periodic, formal performance reviews
59
16% (19)
53%
31%
0%
Professional assistance for improving teaching
58
14% (20)
43%
43%
2%
A
B
FACULTY OF COLOR
C
E
Valid
responses
(n)
Important
+
Ineffective*
D
Neutral
or
Unimportant
***
Financial assistance with housing
16
76% (1)
0%
24%
Tuition waivers (e.g., for child, spouse/partner)
11
74% (2)
19%
8%
36%
Elder care
11
57% (3)
0%
43%
66%
Policy/Practice
Important
+
Effective**
Not offered
62%
Childcare
16
53% (4)
5%
41%
37%
Spousal/partner hiring program
15
51% (5)
14%
35%
19%
An upper limit on committee assignments for tenure-track faculty
16
51% (5)
38%
11%
6%
Paid or unpaid research leave
16
45% (7)
10%
45%
17%
Modified duties for parental or other family reasons (e.g., course release)
11
45% (7)
19%
36%
38%
Paid or unpaid personal leave
14
41% (9)
35%
24%
6%
Professional assistance in obtaining externally funded grants
18
40% (10)
15%
45%
5%
An upper limit on teaching obligations
18
39% (11)
45%
16%
0%
Stop-the-clock for parental or other family reasons
14
36% (12)
43%
22%
28%
Peer reviews of teaching or research/creative work
19
27% (13)
54%
18%
0%
Travel funds to present papers or conduct research
18
25% (14)
58%
17%
0%
Formal mentoring program
18
24% (15)
36%
39%
0%
Part-time tenure-track position
12
22% (16)
9%
69%
39%
Informal mentoring
18
19% (17)
57%
24%
0%
Written summary of periodic performance reviews
17
19% (17)
74%
7%
0%
Periodic, formal performance reviews
17
19% (17)
81%
0%
0%
Professional assistance for improving teaching
17
16% (20)
58%
26%
0%
* important (4 or 5 on question 34a) but not effective (1 or 2 on question 34b) or not offered.
** important (4 or 5 on question 34a) and effective (4 or 5 on question 34b).
*** neutral (3 on question 34a and 34b) or unimportant (1 or 2 on question 34a).
policydetail: 3 of 3
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Responses to Open-ended Questions
The Collaborative on Academic Careers in Higher Education
Open-ended responses
Some COACHE survey questions offered an opportunity for faculty to accompany certain responses with
explanations in their own words. Following are the comments provided by respondents at your institution.
27b. On what are tenure decisions in your department primarily based?
Subjects responding "Somewhat disagree" or "Strongly disagree" to Question 27a ("From what I can gather, tenure
decisions here are based primarily on performance rather than on politics, relationships, or demographics.") were
asked this follow-up question.
At the University level, there are tenure decisions made based on politics, and in the department, hiring
decisions are made based on marital status.
Do you get along with the other faculty members? Do you have a champion among senior faculty? Does the
senior faculty like you?
friendships, politics
gender; philosophical alignment with senior faculty
I truly have no idea...no consistency noted to date.
In my position the department is [small and] with a Chair (who hired me and supports me) being forced out
(a clear division between faculty and without the dean's support). In regards to this political nightmare it has
been communicated to me that my primary responsibilities put me in a position which is closer to that of a
graduate assistant. I am to 'cow tow' to the Full Professor's whims and am not to do anything which might
take focus from [the full professor's] inclinations and agendas. I am being evaluated (and this is in writing)
that my primary evaluation criteria will be based on how I am able to get along with the full professor. What
makes this a challenge is that both [of us] have similar pedagogy. When I teach elements of the material I am
responsible for, [the full professor] feels threatened and undercuts my effectiveness by public ridicule and reteaching the lesson in a 'watered down' fashion which the students are more comfortable with in this
program. The Chair wishes me to raise the standard of the training and therefore my conflict is deciding (as a
matter of survival as opposed to a matter of academic pursuit) whose agenda should I follow to assure a
successful tenure track. I deal with politics rather than the goals of either my teaching or scholarship.
It is some of the department members. They go by a great big bias as to if they like you or not and that is
greatly decided on who you are friends with. Some people in this department actually hate others guts and
association with these is reason for them to try to foil your tenure plans. These people who are already tenured
say terrible things about each other. I feel I am going to make it ok but what a lesson in human behavior. I
try to stay out of the bad stuff but it bits me sometimes no matter what I do. This is only a small minority
however.
University of North Carolina at Wilmington
My dept, like many, have political picking-orders that must be negotiated by non-tenured faculty. A single
member of the senior members can derail your tenure application due to the vague nature of its writings.
How is a pattern of research established? Who determines that pattern and how do you ensure that it is
applied fairly without it being specifically written? How do you determine the efficacy of teaching? Do you
weight students' perception of teaching more than peers?
opinions about research based on their past experience and interest areas what constitutes as 'service' in terms
of committee work or actual involvement in community
Personal relationships, demographics, cowardice
politics- getting along with others
time at institution, how well a person is known, collegiality
Who you associate closely.
44a. Please check the two (and only two) best aspects about working at your institution.
Subjects responding "Other" were asked to specify.
Spousal hire (not a program)
44b. Please check the two (and only two) worst aspects about working at your institution.
Subjects responding "Other" were asked to specify.
A few not Ok people that down rate everyone.
dealing with problem students
Failure to follow university regulations
Health Care Benefits
Lack of support for spouse/kids to attend at no charge.
no spousal hire policy
Salary
46a. Who serves as the chief academic officer at your institution?
Subjects responding "Other" were asked to specify.
[No responses]
University of North Carolina at Wilmington
47b. Why do you plan to remain at your institution for no more than five years after earning tenure?
Subjects responding "For no more than 5 years after earning tenure" to Question 47a (“Assuming you achieve
tenure, how long do you plan to remain at your institution?”) and who responded “Other” here were asked to specify
their reasons.
finances will have stabilized by then
Low salary
No spousal-hire policy
Prefer to be able to support children and family
Retirement
51. Please use the space below to tell us the number one thing that you, personally, feel your institution
could do to improve the workplace.
Address compensation issues
Assist with grants and research
Better communication.
Bring salaries up to cost of living.
childcare
Clarify scholarship requirements for tenure that are program specific.
Clearer criteria of evaluation at all levels.
Compensation
concentrate on recruiting and retaining intellectually talented undergraduate students
diversity
Do not place a brand new tenure-track faculty member into an administrative position with no support.
Establish higher standards for the academic performance of students.
facility upgrade
Family health care, every month I need to pay 10% of my salary to cover my family's health insurance, which
covers 70% of my family's medical. In other words, Me and my family could not afford to see a doctor.
University of North Carolina at Wilmington
Figure out what it is; a teaching institution or a research one 'wanna-be'. Right now, it's pretending to be the
first while forcing us to work like the second. If it wants to be the second, then pay us the salary that goes
with it.
Find more money to support travel for tenure-track faculty.
Find more on-campus jobs for students so they would not have to work 2 off-campus jobs in order to attend
school.
Fund research.
Hire good teachers and let them teach. There is too much micro-managing, load inequity, and committee
and survey work.
I really like the leaders of this institution. They are really solid. There needs to be some sensitivity training
between the members in my area. The fighting and trying to do the other one 'professionally in' is too much.
The administration already knows this. The department Chair has had to come to several meetings just to
settle certain tenured people down in my area as they get so hateful to one another that it is hard to do work.
Some members will not talk with certain others except if it is business oriented. This environment has caused
me a great deal of anxiety. The Department chairs, now two of them, have addressed it but it just keeps going
and frankly I do not think that anyone will solve it as it is too ingrained in the individuals. I am gong to saty
out of it but it has caused much anxiety on my part.
Improve consistency of communication between Administration and our department.
Improve the balance between teaching and research. The teaching level is too high to accomplish the level of
research expected.
Increase access to journals and other research materials.
increase opportunities and recognition of grant work.
Increase resources to help junior faculty establish research programs
Increase salaries and diversity on campus
Increase salaries; offer childcare
Increase Salary, Offer Tuition Reimbursement for Spouse and Children
Increasing pressure to teach courses online - with larger and larger numbers of students - takes away from
academic quality and enjoyment of teaching.
It's a toss up between higher salaries and reasonable time off for maternity leave.
Less emphasis on research. We are a teaching institution and should play to that strength.
Make the campus more diverse and active
University of North Carolina at Wilmington
more and better lab space and facilities for research.
More direct correspondence between amount of work accomplished and salary.
More time to develop diversity goals.
My institution requires that faculty teach 3/3 load; receive highly satisfactory student evaluations, publish
(preferably single author) in peer review at least annually (preferably more); carry a significant (i.e., multiple
commitments) service and community outreach/engagement load. We instituted a family leave program for
non leave earning faculty one year ago. The expectations are increasing, the support (research, teaching)exists
but is inadequate considering the demands to perform - in all areas simultaneously.
Offer education tuition free to spouses/kids.
Our school had greatly improved in the past few months. The previous three years have been very difficult.
pre-tenure research leave or course reduction
pretty good!
provide $ for research, writing, and travel.
provide better salary for faculty and graduate students
Provide childcare.
provide competitive start-up funds
Provide for a stronger mentoring system which would aid Junior faculty in strategies on how to better handle
the political windfall from Senior faculty who are driven by their own agendas as opposed to finding ways to
help tenure track faculty to find ownership and develop their independence as academics in order to add to
the quality of the department, college and university community.
Provide tuition for spouses & dependents
reduce teaching load.
Re-organize and re-staff student support services (i.e., dean of students office, disability services, counseling
center, etc.)
research funds
Strong leadership from the provost down to the dept heads would drastically improve the work life on my
campus. The connection between the faculty and the direction of the univ is missing. Faculty need to be
apart of this process, which can be facilitated by the by in from all levels of leadership. E.g., the chancellor
wants to increase research funding, but the dean states privately to faculty it won't happen. No buy-in by the
dean.
University of North Carolina at Wilmington
support for research with funds and grad assts
Supporting research
Teaching Load
The institution finally has informed faculty of its parental leave option now it needs to encourage a spousalhire or spousal upgrade policy if administration wishes to keep its best faculty.
Treat all academic departments equitably with respect to teaching load, travel funds, and support for
teaching/research.
While I value my institution and believe it to be a great place to work, I am concerned that the institution
does not have a culture that considers the needs of faculty with children. We have no child care facilities, no
program in place to help faculty members find child care, and no family friendly leave or tenure policies.
COACHE
Tenure-Track Faculty Job Satisfaction Survey
Appendices
The Collaborative on Academic Careers in Higher Education
APPENDIX A. PARTICIPATING INSTITUTIONS
The following table lists the institutions (with type and cohort) whose results comprise the COACHE dataset.
Your report’s “all comparables” data include those institutions of your type, i.e., college or university, as
marked below.
Institution
Amherst College
Appalachian State University
Arizona State University
Auburn University
Ball State University
Barnard College
Bates College
Boston University
Bowdoin College
Brown University
California Polytechnic State University at San Obispo
California State Polytechnic University at Pomona
California State University at Fullerton
California State University at Long Beach
California State University at San Bernardino
California State University at San Marcos
Carleton College
Case Western Reserve University
Christopher Newport University
Clemson University
Colgate University
College of Holy Cross
College of St. Benedict/St. John's University
College of Wooster
Connecticut College
Dartmouth College
Davidson College
Denison University
DePauw University
Drexel University
Duke University
Type
College
University
University
University
University
College
College
University
College
University
University
University
University
University
University
University
College
University
University
University
College
College
College
College
College
University
College
College
College
University
University
Cohort
2006-2007
2008-2009
2005-2006
2008-2009
2007-2008
2005-2006
2008-2009
2006-2007
2006-2007
2005-2006
2006-2007
2006-2007
2006-2007
2006-2007
2006-2007
2006-2007
2006-2007
2005-2006
2008-2009
2007-2008
2007-2008
2006-2007
2008-2009
2006-2007
2006-2007
2008-2009
2005-2006
2005-2006
2008-2009
2006-2007
2006-2007
Appendix A: Participating institutions
Institution
East Carolina University
Elizabeth City State University
Fayetteville State University
Goucher College
Hamilton College
Hampshire College
Harvard University
Hendrix College
Hobart and William Smith Colleges
Indiana University
Iowa State University
Ithaca College
James Madison University
Kansas State University
Kenyon College
Lafayette College
Lehigh University
Loyola College in Maryland
Loyola Marymount University
Macalester College
Michigan State University
Missouri University of Science & Technology
Montana State University
Montclair State University
North Carolina A&T State University
North Carolina Central University
North Carolina State University
North Dakota State University
Northeastern University
Oberlin College
Occidental College
Ohio State University
Ohio University
Pacific Lutheran University
Queens College
Richard Stockton College of New Jersey
Rowan University
Saint Olaf College
Skidmore College
Type
University
College
University
College
College
College
University
College
College
University
University
College
University
University
College
College
University
University
University
College
University
University
University
University
University
University
University
University
University
College
College
University
University
College
University
College
University
College
College
Cohort
2008-2009
2008-2009
2008-2009
2005-2006
2008-2009
2005-2006
2005-2006
2007-2008
2006-2007
2005-2006
2005-2006
2007-2008
2008-2009
2008-2009
2008-2009
2008-2009
2007-2008
2008-2009
2008-2009
2008-2009
2005-2006
2008-2009
2008-2009
2007-2008
2008-2009
2008-2009
2008-2009
2006-2007
2008-2009
2007-2008
2008-2009
2005-2006
2006-2007
2007-2008
2007-2008
2005-2006
2008-2009
2007-2008
2006-2007
A-2
Appendix A: Participating institutions
Institution
Sonoma State University
Stanford University
Susquehanna University
Syracuse University
Texas Tech University
Trinity College
Tufts University
Tulane University
University at Albany - State University of New York
University at Buffalo - State University of New York
University of Alabama at Tuscaloosa
University of Arizona
University of Chicago
University of Cincinnati
University of Connecticut
University of Illinois at Urbana-Champaign
University of Iowa
University of Kansas
University of Kentucky
University of Massachusetts at Amherst
University of Memphis
University of Michigan - Flint
University of Minnesota
University of Missouri - Columbia
University of Missouri - Kansas City
University of Missouri - St. Louis
University of North Carolina at Asheville
University of North Carolina at Chapel Hill
University of North Carolina at Charlotte
University of North Carolina at Greensboro
University of North Carolina at Pembroke
University of North Carolina at Wilmington
University of North Texas
University of Notre Dame
University of Puget Sound
University of Richmond
University of South Carolina
University of Tennessee
University of Toronto
Type
University
University
College
University
University
College
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
University
College
University
University
University
University
University
University
University
College
College
University
University
University
Cohort
2006-2007
2005-2006
2007-2008
2005-2006
2005-2006
2006-2007
2008-2009
2008-2009
2005-2006
2005-2006
2007-2008
2005-2006
2008-2009
2006-2007
2006-2007
2008-2009
2007-2008
2008-2009
2008-2009
2007-2008
2005-2006
2008-2009
2005-2006
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2008-2009
2006-2007
2008-2009
2006-2007
2007-2008
2006-2007
2007-2008
A-3
Appendix A: Participating institutions
Institution
University of Virginia
University of Wyoming
Virginia Commonwealth University
Virginia Polytechnic Institute and State University
Wabash College
Washington State University
Wellesley College
Wesleyan University
West Virginia University
Western Carolina University
Wheaton College (MA)
Whitman College
Winston-Salem State University
Type
University
University
University
University
College
University
College
College
University
University
College
College
University
Cohort
2008-2009
2007-2008
2008-2009
2006-2007
2005-2006
2006-2007
2007-2008
2008-2009
2008-2009
2008-2009
2008-2009
2007-2008
2008-2009
A-4
The Collaborative on Academic Careers in Higher Education
APPENDIX B. SURVEY INSTRUMENT
I. DEMOGRAPHIC BACKGROUND
0. Do you have tenure?
1 ○ Yes
[SCREEN OUT]
0 ○ No
[CONTINUE]
1. Are you employed in a full-time position on the tenure-track?
1 ○ Yes
[CONTINUE]
0 ○ No
[SCREEN OUT]
2. Please provide the FULL name of the institution where you are employed.
[TEXT-REQUIRED]
3. What is the highest degree you have earned?
3 ○ Doctorate (Ph.D., J.D., M.D. etc.)
2 ○ Master’s
1 ○ Bachelor’s
4 ○ Associate’s
5 ○ Other
98 ○ Decline to answer
5. Did you hold a postdoctoral appointment?
1 ○ Yes
0 ○ No
98 ○ Decline to answer
6a. Is this your first tenure-track appointment?
1 ○ Yes
0 ○ No
98 ○ Decline to answer
[SKIP TO Q7]
[CONTINUE]
[SKIP TO Q7]
6b. How many years on the tenure track did you complete elsewhere?
1 ○ 1 year or less
2 ○ 2 years
3 ○ 3 years
4 ○ 4 years
5 ○ 5 or more years
6 ○ Full tenure
98 ○ Decline to answer
6d. Did your current faculty appointment begin with credit for prior service elsewhere?
1 ○ Yes
[CONTINUE]
0 ○ No
[SKIP TO Q7]
98 ○ Decline to answer
[SKIP TO Q7]
6e. How many years of credit for prior service did you receive?
1 ○ 1 year or less
Appendix B: Survey instrument
2
3
4
5
98
○ 2 years
○ 3 years
○ 4 years
○ 5 or more years
○ Decline to answer
7. Please indicate the year in which your current faculty appointment began:
[PULL DOWN MENU]
8. What is your rank?
4 ○ Professor (or “Full Professor”)
3 ○ Associate Professor
2 ○ Assistant Professor
1 ○ Instructor/Lecturer
5 ○ Other
9. Do you hold a joint appointment (formal responsibilities in more than one department)?
1 ○ Yes
0 ○ No
98 ○ Decline to answer
10. Name the department(s) or division(s) in which you hold formal responsibilities.
If you hold a joint appointment, respond to the survey questions about your primary department or
division. (If only one of your departments is your tenure home, then please choose that department as
your primary department.). If your formal responsibilities are evenly split, please choose one
department as your primary:
Primary
Secondary
[TEXT- REQUIRED]
[TEXT – NOT REQUIRED]
98 □ Decline to answer
11. What is your race? (Please check all that apply.)
0 □ American Indian or Native Alaskan:
A person having origins in any of the original peoples of North and South America
(including Central America).
1
□ Asian, Asian-American, or Pacific Islander:
A person having origins in any of the original peoples of the Far East, Pacific Islands,
Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China,
Guam, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, and Samoa.
2 □ White (non-Hispanic):
A person having origins in any of the original peoples of Europe, the Middle East, or
North Africa.
3 □ Black or African-American
A person having origins in any of the black racial groups of Africa.
4 □ Hispanic or Latino:
A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish
culture or origin.
5 □ Other
6 □ Multiracial
98 □ Decline to answer [NO OTHER SELECTION VALID]
B-2
Appendix B: Survey instrument
IF COUNTRY = 0
12. What is your citizenship status?
1 ○ U.S. citizen
0 ○ Non-U.S. citizen
98 ○ Decline to answer
IF COUNTRY = 1
12. Are you a Canadian citizen?
2 ○ Yes
3 ○ No
98 ○ Decline to answer
13. What is your gender?
0 ○ Male
1 ○ Female
98 ○ Decline to answer
Q13b. Do you identify as a member of the gay, lesbian, bisexual, transgendered (GLBT) community?
1 ○ Yes
0 ○ No
98 ○ Decline to answer
14. In what year were you born?
[PULL DOWN MENU]
98 Decline to answer
15. What is your annual salary?
[PULL DOWN MENU] :
1
2
3
4
5
7
8
9
98
○ Less than $30,000
○ $30,000 to $44,999
○ $45,000 to $59,999
○ $60,000 to $74,999
○ $75,000 to $89,999
○ $90,000 to $104,999
○ $105,000 to $119,999
○ $120,000 or above
○ Decline to answer
Q16. Do you have any children or other dependents?
1 ○ Yes
[CONTINUE to Q16a1]
0 ○ No
[SKIP to Q17]
98 ○ Decline to answer
[SKIP to Q17]
Q16a1. How many children who are infants, toddlers, or pre-school age live with you at home?
0 ○ None
1 ○1
2 ○2
3 ○3
4 ○4
5 ○ 5 or more
98 ○ Decline to answer
B-3
Appendix B: Survey instrument
Q16a2. How many children in elementary, middle, or high school live with you at home?
0 ○ None
1 ○1
2 ○2
3 ○3
4 ○4
5 ○ 5 or more
98 ○ Decline to answer
Q16a3. How many children currently in college do you have?
0 ○ None
1 ○1
2 ○2
3 ○3
4 ○4
5 ○ 5 or more
98 ○ Decline to answer
16b. How many other dependents (e.g., an adult who requires your care) live with you at home?
[PULL DOWN MENU]
17. Which statement most clearly describes your household’s employment situation?
0 ○ I do not have a spouse/partner.
[SKIP TO Q19]
1 ○ My spouse/partner is not employed.
[SKIP TO Q19]
2 ○ My spouse/partner is employed full-time at this institution. [CONTINUE]
3 ○ My spouse/partner is employed full-time elsewhere.
[CONTINUE]
4 ○ My spouse/partner is employed part-time at this institution. [CONTINUE]
5 ○ My spouse/partner is employed part-time elsewhere.
[CONTINUE]
98 ○ Decline to answer
[SKIP TO Q19]
18. Do you and your spouse reside in separate communities for work reasons?
1 ○ Yes
0 ○ No
98 ○ Decline to answer
B-4
Appendix B: Survey instrument
II. TENURE & PROMOTION
This set of items addresses various aspects surrounding tenure in your department.
19. I find the tenure
process in my
department to be…
20. I find the tenure
criteria (what things
are evaluated) in my
department to be…
21. I find the tenure
standards (the
performance
threshold) in my
department to be…
22. I find the body of
evidence that will be
considered in making
my tenure decision to
be…
23. My sense of
whether or not I will
achieve tenure is…
5
Very
clear
4
Fairly
clear
3
Neither
clear
nor unclear
2
Fairly
unclear
1
Very
unclear
98
Decline to
answer
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
The following pairs of questions ask you to identify the clarity and the reasonableness of various
aspects of tenure.
Please answer both questions. If you choose not to answer these questions, please select "This criterion
does not apply to me (not applicable)" or "Decline to answer" below.
24a. Is what’s expected in order to earn tenure clear to you regarding your performance as: a scholar
(e.g., research and creative work)?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25a. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: a
scholar (e.g., research and creative work)?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
B-5
Appendix B: Survey instrument
24b. Is what’s expected in order to earn tenure clear to you regarding your performance as: a teacher?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25b. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: a
teacher?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
24c. Is what’s expected in order to earn tenure clear to you regarding your performance as: an advisor
to students?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25c. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: an
advisor to students?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
24d. Is what’s expected in order to earn tenure clear to you regarding your performance as: a colleague
in your department?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25d. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: a
colleague in your department?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
B-6
Appendix B: Survey instrument
24e. Is what’s expected in order to earn tenure clear to you regarding your performance as: a campus
citizen?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25e. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: a
campus citizen?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
24f. Is what’s expected in order to earn tenure clear to you regarding your performance as: a member of
the broader community (e.g., outreach)?
5
Very
clear
4
Fairly
clear
3
Neither clear
nor unclear
2
Fairly
unclear
1
Very
unclear
○
○
○
○
○
25f. Is what’s expected in order to earn tenure reasonable to you regarding your performance as: a
member of the broader community (e.g., outreach)?
5
Very
reasonable
4
Fairly
reasonable
3
Neither
reasonable nor
unreasonable
2
Fairly
unreasonable
○
○
○
○
9 □ This criterion does not apply to me (not applicable).
98 □ Decline to answer
1
Very
unreasonable
○
[RECORD N/A FOR BOTH]
[RECORD DECLINE FOR BOTH]
Please indicate whether you agree or disagree with each of the following statements:
26. I have received consistent messages from tenured faculty about the requirements for tenure.
9
Not applicable/
I don’t know
○
5
Strongly agree
4
Somewhat
agree
3
Neither agree nor
disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
27a. In my opinion, tenure decisions here are made primarily on performance-based criteria (e.g.,
research/creative work, teaching, and/or service) rather than on non-performance-based criteria (e.g.,
politics, relationships, and/or demographics).
5
Strongly agree
4
Somewhat
agree
3
Neither agree nor
disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
○
[SKIP TO
Q28]
[SKIP TO
Q28]
[SKIP TO
Q28]
[SKIP TO
Q28]
[CONTINUE]
[CONTINUE]
[SKIP TO
Q28]
9
Not applicable/
I don’t know
B-7
Appendix B: Survey instrument
27b. In your opinion, on what non-performance-based criteria are tenure decisions in your department
primarily made?
[TEXT – REQUIRED]
□ Decline to answer
[TEXT FIELD NOT REQUIRED]
B-8
Appendix B: Survey instrument
III. THE NATURE OF YOUR WORK
The next set of items explores your day-to-day activities as a faculty member.
Please indicate your level of satisfaction or dissatisfaction with the following aspects of your
work:
28. The way you
spend your time
as a faculty
member
28b. The number
of hours you work
as a faculty
member in an
average week
29a. The level of
the courses you
teach
29b. The number
of courses you
teach
29c. The degree of
influence you have
over the courses
you teach
29d. The
discretion you
have over the
content of the
courses you teach
29e. The number
of students you
teach
29f. The quality of
undergraduate
students with
whom you interact
9
Not
applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither
satisfied nor
dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
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○
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IF VERSION = COLLEGE, SKIP TO 30b
29g. The quality of
graduate students
with whom you
interact.
30b. The amount
of time you have
to conduct
research/produce
creative work
30c. The amount
of external funding
you are expected
to find
○
○
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B-9
Appendix B: Survey instrument
[CONTINUE ON SAME PAGE AS PREVIOUS]
30d. The influence
you have over the
focus of your
research/creative
work
31. The quality of
facilities (i.e.,
office, labs,
classrooms)
32. The amount of
access you have
to Teaching
Fellows, Graduate
Assistants, et al.
9
Not
applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither
satisfied nor
dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
○
○
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33. How satisfied are you with the quality of these support services?
33a. Clerical/
administrative
services
33b. Research
services
33c. Teaching
services
33d. Computing
services
9
Not
applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither
satisfied nor
dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
○
○
○
○
○
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B-10
Appendix B: Survey instrument
IV. POLICIES AND PRACTICES
This set of questions addresses faculty policies and practices common at colleges and universities.
Please rate how important or unimportant the following policies and practices would be to your
success, regardless of whether they currently apply to your institution, then rate how effective or
ineffective each has been at your institution. For each item, please mark the appropriate column.
POLICY/PRACTICE:
1. Formal mentoring program (e.g., assigned mentors, matching)
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
2. Informal mentoring
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-11
Appendix B: Survey instrument
3. Periodic, formal performance reviews
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
4. Written summary of periodic performance reviews
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-12
Appendix B: Survey instrument
5. Professional assistance in obtaining externally funded grants
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
6. Professional assistance for improving teaching
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-13
Appendix B: Survey instrument
7. Travel funds to present papers or conduct research
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
8. Paid or unpaid research leave
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-14
Appendix B: Survey instrument
9. Paid or unpaid personal leave
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
10. An upper limit on committee assignments for tenure-track faculty
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-15
Appendix B: Survey instrument
11. An upper limit on teaching obligations
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
12. Peer reviews of teaching or research/creative work
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-16
Appendix B: Survey instrument
13. Childcare
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
14. Financial assistance with housing
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-17
Appendix B: Survey instrument
15. Stop-the-clock for parental or other family reasons
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
16. Spousal/partner hiring program
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-18
Appendix B: Survey instrument
17. Elder care
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
18. Tuition waivers (e.g., for child, spouse/partner)
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-19
Appendix B: Survey instrument
19. Modified duties for parental or other family reasons (e.g., course release)
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
20. Part-time tenure-track position
34a. Importance or unimportance of policy to your success:
5
Very
important
4
Important
3
Neither
important nor
unimportant
2
Unimportant
1
Very
unimportant
○
○
○
○
○
34b. Effectiveness or ineffectiveness of policy at your institution:
5
Very
effective
4
Effective
3
Neither
effective nor
ineffective
2
Ineffective
1
Very
Ineffective
8
Not offered at
my institution
9
I don’t know/
Not applicable
○
○
○
○
○
○
○
98
□ Decline to answer [NO OTHER SELECTION VALID]
B-20
Appendix B: Survey instrument
Please indicate your level of agreement or disagreement with the following statements:
9
Not
applicable/ I
don’t know
5
Strongly
agree
4
Somewhat
agree
3
Neither
agree nor
disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
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35a. My institution
does what it can to
make having
children and the
tenure-track
compatible.
35b. My institution
does what it can to
make raising
children and the
tenure-track
compatible.
35c. My
departmental
colleagues do
what they can to
make having
children and the
tenure-track
compatible.
35d. My
departmental
colleagues do
what they can to
make raising
children and the
tenure-track
compatible.
35e. My
colleagues are
respectful of my
efforts to balance
work and home
responsibilities.
36. How satisfied or dissatisfied are you with your compensation (that is, your salary and benefits)?
9
Not applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither satisfied
nor dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
37. How satisfied or dissatisfied are you with the balance between your professional time and your
personal or family time?
9
Not applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither satisfied
nor dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
B-21
Appendix B: Survey instrument
V. Climate, Culture and Collegiality
This set of questions addresses the climate, culture and collegiality of your workplace.
Please indicate your level of satisfaction or dissatisfaction with the following aspects of your
workplace:
38a. The fairness
with which your
immediate
supervisor
evaluates your
work
38b. The interest
tenured faculty
take in your
professional
development
38c. Your
opportunities to
collaborate with
tenured faculty
38d. The value
faculty in your
department place
on your work
39a. The amount
of professional
interaction you
have with tenured
faculty in your
department
39b. The amount
of personal
interaction you
have with tenured
faculty in your
department
39c. The amount
of professional
interaction you
have with pretenure faculty in
your department
39d. The amount
of personal
interaction you
have with pretenure faculty in
your department
9
Not
applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither
satisfied nor
dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
○
○
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○
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B-22
Appendix B: Survey instrument
[CONTINUE ON SAME PAGE AS PREVIOUS]
40. How well you
“fit” (e.g., your
sense of
belonging, your
comfort level) in
your department
41. The
intellectual vitality
of the tenured
faculty in your
department
41a. The
intellectual vitality
of pre-tenure
faculty in your
department
41b.
Opportunities for
participation,
appropriate to
your rank, in the
governance of
your institution
9
Not
applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither
satisfied nor
dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
○
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○
○
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○
IF VERSION = COLLEGE, SKIP TO 42
41c.
Opportunities for
participation,
appropriate to
your rank, in the
governance of
your department
○
○
○
○
Please indicate your level of agreement or disagreement with the following statement:
42. On the whole,
my institution is
collegial.
9
Not
applicable/ I
don’t know
5
Strongly
agree
4
Somewhat
agree
3
Neither
agree nor
disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
○
B-23
Appendix B: Survey instrument
VI. GLOBAL SATISFACTION
Finally, we ask you to make some overall assessments about your department and your
institution as a place to work.
44a. Please check the two (and only two) best aspects about working at your institution.
1. Quality of colleagues
17. Presence of others like me.
2. Support of colleagues
18. My sense of “fit” here.
3. Opportunities to collaborate with colleagues
19. Protections from service/assignments
4. Quality of graduate students
20. Commute
5. Quality of undergraduate students
21. Cost of living
6. Quality of facilities
22. Research/creative work requirements for tenure
7. Support for research/creative work (e.g., leave)
23. Teaching load
8. Support for teaching
24. Tenure requirements in general
9. Support for professional development
25. Tenure criteria clarity
10. Assistance for grant proposals
26. Tenure process clarity
11. Childcare policies/practices
27. Manageable pressure to perform
12. Availability/quality of childcare facilities
28. Academic freedom
13. Spousal/partner hiring program
94. Other (Please specify):
[TEXT- REQUIRED if checking “Other”]
14. Compensation
95. Other (Please specify):
[TEXT- REQUIRED if checking “Other”]
15. Geographic location
99. There are no positive aspects.
16. Diversity
98. Decline to answer
B-24
Appendix B: Survey instrument
44b. Please check the two (and only two) worst aspects about working at your institution.
1. Quality of colleagues
17. Absence of others like me.
2. Support of colleagues
18. My lack of “fit” here.
3. Opportunities to collaborate with colleagues
19. Too much service / too many assignments
4. Quality of graduate students
20. Commute
5. Quality of undergraduate students
21. Cost of living
6. Quality of facilities
22. Research/creative work requirements for tenure
7. Lack of support for research/creative work (e.g.,
leave)
23. Teaching load
24. Tenure requirements in general
8. Lack of support for teaching
25. Tenure criteria clarity
9. Lack of support for professional development
26. Tenure process clarity
10. Lack of assistance for grant proposals
27. Unrelenting pressure to perform
11. Childcare policies/practices (or lack thereof)
28. Academic freedom
12 Availability/quality of childcare facilities
94. Other (Please specify):
[TEXT- REQUIRED if checking “Other”]
95. Other (Please specify):
[TEXT- REQUIRED if checking “Other”]
13. Spousal/partner hiring program (or lack thereof)
14. Compensation
98. There are no negative aspects.
15. Geographic location
99. Decline to answer
16. Lack of diversity
B-25
Appendix B: Survey instrument
45a. All things considered, how satisfied or dissatisfied are you with your department as a place to work?
9
Not applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither satisfied
nor dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
45b. All things considered, how satisfied or dissatisfied are you with your institution as a place to work?
9
Not applicable/ I
don’t know
5
Very
Satisfied
4
Satisfied
3
Neither satisfied
nor dissatisfied
2
Dissatisfied
1
Very
dissatisfied
98
Decline to
answer
○
○
○
○
○
○
○
46a. Who serves as the chief academic officer at your institution?
(An institution’s ‘chief academic officer’ typically reports to the President or Chancellor and oversees all
educational affairs and activities, including research and academic personnel.)
5
6
4
3
2
1
9
98
○ President
○ Chancellor
○ Vice President for Academic Affairs
○ Academic Dean
○ Provost
○ Other (Please specify):
○ I don’t know.
○ Decline to answer
[CONTINUE]
[CONTINUE]
[CONTINUE]
[CONTINUE]
[CONTINUE]
[CONTINUE]
[SKIP TO Q47]
[SKIP TO Q47]
Please indicate your level of agreement or disagreement with the following statement:
46b. The person who serves as the chief academic officer at my institution seems to care about the
quality of life for pre-tenure faculty.
9
Not applicable/ I
don’t know
5
Strongly agree
4
Somewhat
agree
3
Neither agree
nor disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
○
47. Assuming you achieve tenure, how long do you plan to remain at your institution?
4 ○ For the rest of my career
[SKIP TO Q48]
3 ○ For the foreseeable future
[SKIP TO Q48]
2 ○ For no more than 5 years after earning tenure
[CONTINUE TO Q47b]
1 ○ I haven’t thought that far ahead
[SKIP TO Q48]
9 ○ Not applicable
[SKIP TO Q48]
98 ○ Decline to answer
[SKIP TO Q48]
47b. Why do you plan to remain at your institution for no more than five years after earning tenure?
1 ○ Prefer to work at another academic institution
2 ○ Prefer to work in private industry
3 ○ Prefer to work in government
[TEXT- REQUIRED if checking “Other”]
4 ○ Other (Please explain:)
98 ○ Decline to answer
B-26
Appendix B: Survey instrument
Please indicate your level of agreement or disagreement with the following statement:
48. If I could do it over, I would again choose to work at this institution.
9
Not applicable/ I
don’t know
5
Strongly agree
4
Somewhat
agree
3
Neither agree
nor disagree
2
Somewhat
disagree
1
Strongly
disagree
98
Decline to
answer
○
○
○
○
○
○
○
49. If a candidate for a tenure-track (pre-tenure) faculty position asked you about your department as a
place to work, would you:
2 ○ Strongly recommend your department as a place to work
1 ○ Recommend your department with reservations
0 ○ Not recommend your department as a place to work
98 ○ Decline to answer
50. How do you rate your institution as a place for tenure-track (pre-tenure) faculty to work?
5 ○ Great
4 ○ Good
3 ○ So-so
2 ○ Bad
1 ○ Awful
51. Please use the space below to tell us the number one thing that you, personally, feel your institution
could do to improve the workplace.
[TEXT- REQUIRED]
□ Decline to answer
B-27
The Collaborative on Academic Careers in Higher Education
APPENDIX C. SUGGESTIONS FOR ACTION
COACHE member colleges and universities have found various ways—many proven, others novel—to get
the most out of their investments in the Collaborative. Based on their experiences, we have compiled the
following example actions for your consideration as you prepare your institution’s response to the COACHE
survey.
Dissemination of Results
•
Share your COACHE highlights with all or some combination of the following groups:
- Pre-tenure faculty, tenured faculty, and the faculty senate
- Deans and department chairs
- Senior administrators in academic affairs, human resources, institutional research
- President/Chancellor and Board of Trustees/Regents
- Search committees
- Other campus-wide committees (e.g., Promotion & Tenure, Status of Women, Diversity)
- Grant-seekers (e.g., NSF ADVANCE)
•
Hold workshops and forums with these constituents, together or apart, to discuss possible actions in
response to your COACHE findings. (COACHE staff are available to facilitate such events.) For
example, pre-tenure faculty could meet as a group, with no others present, to address major findings and
to recommend changes in policy and practice.
•
Ask questions to organize and catalyze the conversations around COACHE. For example:
- What confirmed (or defied) conventional wisdom?
- What are the surprises? Disparities? Lessons? Implications?
- Do the experiences of pre-tenure faculty here differ materially from their counterparts at peer
institutions? By benchmark? If you have these data, by gender, race/ethnicity, or academic area?
- If we were going to take two or three actions to demonstrate that faculty contributions to this
survey made a difference, what would we do?
•
Identify aspects of the report that could be used to bolster recruitment of new faculty.
•
Disclose some or all of your results on your web site. Many colleges and universities have found this to be
an appropriate way to highlight institutional strengths, and demonstrate their commitment to improving
quality in those areas of concern.
•
Organize a meeting and debriefing among the academic leaders of the peer institutions that you have
selected. Discuss best practices and common problems.
•
Most importantly, follow through on the plans that result from these activities. Hold administrators and
committees accountable to measurable outcomes, such as improved recruiting or retention metrics or
improved ratings on various COACHE themes.
Appendix C: Suggestions for action
Tenure Clarity
Start early
• Transparency of expectations begins in the interview process and ought to be reinforced throughout
the tenure track.
•
Emphasize that your institution hires pre-tenure faculty because you believe they will succeed in
getting to tenure.
•
Suggest to new faculty: “The minute you leave faculty orientation, start your dossier.”
•
Draft a “statement of mutual expectations” with each faculty member by no later than the end of the
first year.
Provide workshops for pre-tenure faculty
• Organize periodic workshops for tenure-track faculty hosted by the provost to provide an in-depth
explanation of the institution’s tenure process and criteria. Invite deans and current and former chairs
of the Tenure & Promotion Committees. Follow the meeting with break-out sessions led by
experienced tenured faculty from different academic disciplines, who have served on the appointment
and promotions advisory board or committee, and who are equipped to give their pre-tenure
colleagues advice about how to navigate the process. One institution runs a program called “Survive
and Thrive in (our institution’s) Tenure System,” which walks participants through the process and
suggests ways to track and document their accomplishments. The morning concludes with an hour
during which assistant professors ask questions and raise concerns with a panel of chairs and tenured
faculty.
•
Host smaller workshops on guidelines for drafting CVs and promotion and tenure dossiers.
•
Host workshops on matters of relevance and anxiety to faculty, e.g., Achieving Tenure, Getting
Grants, Starting a Lab, Giving Feedback to Students, Time Management, When and How to Ask for
Help/Mentoring.
Engage leadership
• Suggest that chairs invite their pre-tenure faculty to lunch individually or together to informal
brown-bag lunches to create open forums where they are encouraged to ask questions regarding the
tenure process.
•
Ask questions of your chairs and faculty to determine whether your departments (and/or institution)
are primarily oral cultures or written ones. If the former, challenge them to become the latter.
•
Have the chair of the Tenure and Promotions Committee meet with pre-tenure faculty at the
beginning of the tenure review year.
•
Require a “pattern of administration” for new deans and chairs: a detailed plan for approaching their
new roles. A “POA” contains teaching, research, and service expectations for all faculty in the
department or school. It also details a process for buying out teaching, for equitable assignment of
C-2
Appendix C: Suggestions for action
classes and service, and for identifying constituents on various committees (e.g., curriculum
committee).
•
At regular intervals, conduct an “academic program review” for each department: a self-study
financed by the college to bring in five eminent scholars in the field to review the program. Not a
judgment, but a process by which the members of the department can clarify their department’s
identity and together establish goals for the long-term. Make it completely transparent and datadriven, and include the provost, vice/associate provosts, dean, undergraduate dean. The process will
include a thorough examination of the “pattern of administration,” and is one way that ineffective
chairs are identified in as impersonal a way as possible.
•
Provide chairs with examples of “good” (explicit) and “bad” (vague) annual review letters, and with
lists of common problems.
•
Organize a task force to improve the institution’s tenure process. Consider recognizing service to
community, leadership of programs that enhance diversity and training of faculty, as well as
innovations that improve access and equity in the academy.
Be explicit
• Require departments to distribute explicit policy/guidelines for tenuring faculty, particularly for those
with joint appointments.
•
Pair your university-wide policy (developed by the Provost’s Office) with secondary policies that
explain the tenure expectations at each of the schools within the institution.
•
Use explicit language in the faculty handbook regarding the criteria for evaluation. For example, one
university handbook states that “teaching excellence is the sine qua non for retention and
advancement,” and that “nothing can extenuate poor teaching.” This handbook specifies five essential
elements of effective teaching, five for scholarship, and eight for service.
•
Provide a web site with policies, time lines, flow charts, coversheets, and checklists. Include, visible to
all faculty, guidelines for faculty, deans, chairs, the tenure & promotion committee, and search
committees. However, always beware of too much information—periodically compile, compress, and
synthesize.
•
Keep a “core dossier” maintained by the provost’s office. It should be a shared template outlining
what will be measured. If collegiality, for example, is important to your institution’s mission, it would
be in the core dossier. Allow for minor local variations according to discipline—but this document is
where the institutional priorities for tenure are codified.
•
Provide each faculty member access to his/her electronic dossier as an “organic,” evolving document.
Conduct performance reviews
• Have consistent, thorough performance reviews against specific criteria during pre-tenure faculty
members’ second, fourth, and sixth years and abbreviated reviews in years three and five. For all
reviews, provide written summaries.
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Appendix C: Suggestions for action
Nature of the Work: Research and Teaching
Provide orientation and workshops
• Consider making your new faculty orientation program a three day event. Use the first day to focus
on introducing new faculty to the structure and functions of the university, the second day to offer
sessions on teaching and learning, and the third day to discuss research and scholarship.
•
Host seminars on lab management for all tenure-track faculty who need it. New faculty will be more
effective teachers and researchers if they receive training on how to manage their labs.
Foster a supportive culture for excellence in research
• Invite accomplished scholars in the specialty area of a pre-tenure faculty member to spend a day or
two on campus to discuss his or her research and give feedback.
•
Provide annual grant-writing workshops and encourage departments to hold more localized grantwriting study sessions. One institution calls its grant-writing workshop “Principal Investigator 101”
and targets post-doctoral students and pre-tenure faculty.
•
Send regular emails that outline available grants and provide information on how to apply for them.
These are more effective when they are sent from the chair or dean.
•
Encourage new faculty to apply for awards, RFPs, and grants. Offer to read manuscripts and research
proposals. Petition publishers and presses on behalf of their work.
Foster a supportive culture for excellence in teaching
• Create a “Center for Teaching and Learning” to help faculty improve their instructional skills. Some
institutions use interactive theatre to portray the complexities and challenges of academic situations.
Faculty can either be actors or members of the audience. Following each sketch the audience can ask
questions of the actors. A professional facilitator guides the discussion providing expertise and
research-based information in the process.
•
Assist new faculty with core courses by sharing course notes. Also, help new faculty by reviewing
their exams for the appropriate level of difficulty.
•
Offer to observe a class, or two (outside of any sort of formal review process) to give feedback and tips
to new faculty.
•
Allow new faculty to observe one of your classes and discuss pedagogy options and choices.
Provide monetary support
• Assess the research and teaching assistance provided by graduate students. Increase funding in this
area if necessary.
•
Create a “Faculty Travel Fund” to encourage travel for professional and scholarly purposes by
members of the faculty who have no other source of funds. Full-time, voting members of the faculty
C-4
Appendix C: Suggestions for action
are eligible each fiscal year for reimbursement from this Fund for one trip related to professorial
activities.
•
If feasible, grant an annual stipend of several thousand dollars to faculty to spend at their discretion
in support of their research programs.
•
Offer your faculty “Say Yes” funds (e.g., small sums of money raised through outside donors) which
allows chairs to support pre-tenure colleagues’ professional development and research needs.
Be transparent
• Encourage chairs to hold discussions with all faculty around how teaching assignments are made.
Keep it transparent and equitable (load/level).
•
Use explicit language regarding the expected teaching load of pre-tenure faculty. At one institution,
the Provost’s Office provided a clear upper limit on teaching by publishing a range in their faculty
handbook.
•
Be explicit and tell faculty when they should hold off on developing new courses and to focus on
research.
Other ideas
• Consider permitting pre-tenure faculty to take a full-year sabbatical leave at half pay or a semester at
full pay.
•
Create an “Excellence in Diversity Fellows Program” that offers minority tenure-track faculty support
for teaching, research and publishing, and networking opportunities.
•
Foster a commitment to interdisciplinary research through cross-departmental faculty seminars and
working groups that provide opportunities for faculty to collaborate on research projects.
•
Appoint ad hoc advisory committees to meet every six months with pre-tenure faculty. Each
committee should have two tenured faculty members, one to focus on teaching and the other on
research.
•
Consider scaling back the teaching load of pre-tenure faculty during their first year.
institutions offer one semester free of teaching while others offer two.
Some
C-5
Appendix C: Suggestions for action
Work/Family Integration
Flexible work arrangements and scheduling
• Create a “flexible work arrangements policy” or “workload relief plan” that helps pre-tenure faculty
when confronted with family-related issues such as an ill child, parent, or spouse/partner, to scale
back (instead of taking full, unpaid leave) for a semester. Renewal should be allowed for up to three
years but only when it does not infringe on the department’s ability to carry out its mission.
•
Consider changing the time of regular departmental meetings if they are conducted later in the day.
Faculty with children appreciate late-afternoon flexibility with their schedules.
Stop-the-clock and parental leave
• Make your stop-the-clock policy automatic for birth mothers and primary caregivers. Paid parental
leave should also be automatic upon notification of the birth or adoption of a child. Streamline stopthe-clock and parental leave policies so that they complement each other and reduce paperwork.
•
Implement a “Parental Leave Policy” that provides funding for up to 12 weeks of leave for new
mothers and four weeks for new fathers and adoptive parents.
•
Expand your stop-the-clock policy to include eldercare or other dependent care responsibilities.
•
Use explicit language regarding your stop-the-clock and personal leave policies.
•
Reinforce with oral and written communication that, other things being equal, time spent on a
personal leave of absence, of any duration, shall not affect an individual's promotion, tenure status, or
eligibility for sabbatical leave.
Spousal/Partner hiring
• Consider spousal hiring arrangements with local institutions. These mutually beneficial
collaborations help faculty and institutions negotiate dual-career challenges.
•
Consider subscribing to your regional chapter of the Higher Education Recruitment Consortium
(HERC), an organization that provides resources to assist the spouses and partners of faculty in
finding local employment and information on opportunities for dual-career academics, thus aiding in
its member institutions’ ability to recruit and retain faculty.
Childcare/Eldercare
• Assess the effectiveness of your childcare offerings by surveying faculty with children under the age of
10. You may also hire an outside consultant to assess the childcare needs of faculty, staff, and
students, and develop ways in which your institution might respond to those needs.
•
Implement an emergency back-up childcare program that provides last-minute assistance for faculty
who need it. “Parents in a Pinch” is an example that offers early evening babysitters for up to three
children at a time in campus offices and classrooms.
C-6
Appendix C: Suggestions for action
•
Create a web site dedicated specifically to childcare and eldercare needs. This can be a useful space to
grow parent and babysitter networks, recommend care providers, and disseminate important contact
information.
•
If you do not provide it already, consider offering on-campus childcare. If this is not feasible, contact
local providers and secure additional childcare slots for your faculty.
•
Institute a subsidy grant program to assist faculty with the costs of childcare. For example, one
institution grants $5,000 a year to qualified faculty with children under 10 years of age.
•
Offer dependent-care funding for faculty that are traveling for work and either need to arrange local
care for their dependents or take dependents with them. Institutions typically offer qualifying faculty
$500 to $1,000 annually.
•
Assist faculty that adopt a child by implementing an adoption reimbursement program. For
example, one institution provides a maximum of $10,000 per a year for up to two adoptions for
faculty who adopt children under the age of 18. Qualifying expenses include adoption agency fees,
court fees, medical fees for the child (not covered by insurance), immigration fees, and temporary
foster care charges provided before the child is brought home.
Other ideas
• Conduct workshops for department chairs that develop a better understanding of faculty member
work/family issues and encourage more consistent policy implementation.
•
Publish a family-oriented brochure outlining the programs, policies, and resources that your
institution offers to support faculty who balance the demands of academe and family life.
•
Initiate a tuition grant program that helps faculty pay for their child’s undergraduate college
education. For example, one institution offers to pay the lesser amount between half of their current
tuition or the cost of attendance at another institution.
•
Help to facilitate faculty home ownership by offering/building on-campus housing available for
purchase.
C-7
Appendix C: Suggestions for action
Climate, Culture and Collegiality
Foster collaboration
• Consider distributing career development awards that tenure-track faculty can use to build bridges
with mentors at other institutions and to start collaborative projects with tenured faculty elsewhere.
•
Hold colloquia that allow faculty to share their research with departmental colleagues, other
interested faculty, and graduate students.
•
Provide opportunities for faculty to collaborate on research projects by offering cross-departmental
faculty seminars and working groups.
•
Offer to share your equipment and supplies with faculty who may benefit from having access to
them.
•
Pair each new faculty member with a tenured colleague to team-teach a course during their first year
on campus.
•
Form a “WAG” or “Writing Accountability Group” made of pre-tenure and tenured faculty who set
deadlines for each other and review each other’s work.
Foster networking, community, and mentoring
Foster networking and community
• Organize a “Pre-Tenure Faculty Caucus” to provide pre-tenure faculty with the opportunity to
network with tenured faculty.
•
Organize departmental faculty retreats where pre-tenure faculty introduce themselves and their work
to the entire department. These offsite retreats help build a sense of intellectual and social
community.
•
Create a “New Faculty Institute” where pre-tenure faculty meet six to seven times during the first
academic year to address different issues and topics (such as annual performance evaluations,
promotion and tenure, etc.). The Institute provides new faculty with opportunities to learn from
tenured faculty and to network with one another during the course of the academic year.
•
Expand the number of social gatherings that you offer for new faculty by encouraging collaborative
ventures between the Office of Faculty Development and academic departments. These events give
new and early career faculty the opportunity to meet new colleagues, network, and explore the
campus. One institution created an event called “Third Thursdays for Faculty.” On the third
Thursday of every month, pre-tenure and tenured faculty from various disciplines meet in a social
setting on campus.
Foster mentoring
• Consider forming a group-based mentoring program. For example, one institution calls their
program "Parallel Paths" and has volunteer mentors meet with groups of pre-tenure faculty once a
month to explore and discuss a variety of faculty issues.
C-8
Appendix C: Suggestions for action
•
Promote high quality mentoring with an “Excellence in Mentoring” award of $5,000 annually as an
incentive. Such awards can bring faculty mentors public recognition and peer acknowledgment.
•
Match pre-tenure faculty who want a mentor with volunteer tenured faculty outside of their
department. One institution calls these tenured faculty “culture mentors” because they allow pretenure faculty to engage in safe and open dialogue regarding departmental norms.
Encourage dialogue and candor
• Create “open forum” discussions where pre-tenure faculty are encouraged to ask questions regarding
institutional policy and practice. At one institution, department chairs invite pre-tenure faculty to
“open forum” lunches both individually and as a group.
•
Foster a culture of informal mentoring where tenure-track faculty feel comfortable approaching a
tenured colleague or department chair with questions about the tenure process, for help with a grant
proposal, or for advice on where to publish.
•
Schedule monthly brown-bag lunches where a tenure-track faculty member is encouraged to present
his or her current research to departmental colleagues.
•
Encourage pre-tenure faculty to form an “Untenured Faculty Organization” or “UFO” which brings
early-career faculty together from across campus to share experiences and discuss issues.
Focus on climate and diversity
• Conduct a campus climate survey across the institution as a follow-up to the sentiments expressed by
pre-tenure faculty in the COACHE data.
•
Create a “Faculty Development and Diversity Fund” where departments apply for the funding of
programs that demonstrably advance diversity.
•
Promote awareness of gender issues by centralizing resources and offering programs through a
“Women’s Center.” One institution states that their Women’s Center “is committed to creating a
welcoming environment that encourages diversity of perspective, experience, and values.” These
centers create a more inclusive and appreciative culture by supporting female contributions that
“challenge, motivate, and inspire.”
•
Distribute explicit materials in support of faculty diversity on campus. For example, one institution
created “Building on Excellence: Guide to Recruiting and Retaining an Excellent and Diverse
Faculty.” Encourage your deans to hold their department chairs accountable by requesting an annual
report of actions taken to improve faculty diversity and evaluating how well the chairs are meeting
certain diversity objectives during performance reviews.
•
Offer post-doctoral programs for minority and female academics as a means of addressing the lack of
women and under-represented minority faculty in certain fields.
C-9
Appendix C: Suggestions for action
Build a culture of support
• Challenge your department chairs and tenured faculty to stop by the offices of pre-tenure faculty to
chat with them in a personal, face-to-face manner.
•
Emphasize that hiring a pre-tenure faculty member is an investment of departmental resources and
that for the health and wellbeing of the department, everyone has a stake in that person’s success.
•
Encourage each department to create a list of the 10 practices everyone must abide by. When
tenured faculty engage in behaviors that are inconsistent with departmental principles, pre-tenure
faculty can challenge and identify them without risking their chances for promotion and tenure.
C-10
Responses to Custom Questions
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Overall
item
1
2
3
4
theme
UNC Custom
UNC Custom
UNC Custom
UNC Custom
question
There is good communication between my department
administration and junior faculty.
My department does a good job resolving internal conflicts.
My department values the contributions of faculty from
historically underrepresented groups in the department (e.g.,
women or men, ethnic minority faculty).
My department is supportive of family leave for faculty
members in the department.
response scale
Gender
Count Valid %
Male
Count Valid %
11
37%
Race / Ethnicity
Female
Count Valid %
20
53%
White Faculty
Faculty of Color
Count Valid % Count Valid %
26
5
49%
33%
14
7
26%
47%
Strongly agree
31
46%
Somewhat agree
21
31%
13
43%
8
Neither agree nor disagree
6
9%
3
10%
3
8%
5
9%
1
7%
Somewhat disagree
4
6%
2
7%
2
5%
3
6%
1
7%
21%
6
9%
1
3%
5
13%
5
9%
1
7%
Valid responses
68
100%
30
100%
38
100%
53
100%
15
100%
Invalid or missing responses
18
4
14
14
4
Total
Strongly agree
86
17
25%
34
7
23%
52
10
27%
67
14
27%
19
3
20%
Somewhat agree
15
22%
6
20%
9
24%
12
23%
3
20%
Neither agree nor disagree
11
16%
4
13%
7
19%
8
15%
3
20%
Somewhat disagree
11
16%
7
23%
4
11%
7
13%
4
27%
Strongly disagree
13
19%
6
20%
7
19%
11
21%
2
13%
Valid responses
67
100%
30
100%
37
100%
52
100%
15
100%
Invalid or missing responses
19
4
15
15
4
Total
86
33%
Strongly disagree
Strongly agree
27
42%
34
11
41%
52
16
43%
67
22
45%
19
5
Somewhat agree
17
27%
8
30%
9
24%
14
29%
3
20%
Neither agree nor disagree
8
13%
3
11%
5
14%
5
10%
3
20%
Somewhat disagree
7
11%
3
11%
4
11%
4
8%
3
20%
Strongly disagree
5
8%
2
7%
3
8%
4
8%
1
7%
Valid responses
64
100%
27
100%
37
100%
49
100%
15
100%
Invalid or missing responses
22
7
15
18
4
Total
Strongly agree
86
25
45%
34
8
36%
52
17
52%
67
19
45%
19
6
46%
Somewhat agree
17
31%
8
36%
9
27%
14
33%
3
23%
Neither agree nor disagree
7
13%
5
23%
2
6%
5
12%
2
15%
Somewhat disagree
3
5%
1
5%
2
6%
1
2%
2
15%
Strongly disagree
3
5%
0
0%
3
9%
3
7%
0
0%
Valid responses
55
100%
22
100%
33
100%
42
100%
13
100%
Invalid or missing responses
31
12
19
25
6
Total
86
34
52
67
19
Responses to Custom Questions
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Overall
item
theme
question
response scale
6
UNC Custom
UNC Custom
My department mentoring program is effective.
The annual review process in my department is effective at
providing information important to me for continual
professional development.
8
UNC Custom
UNC Custom
White Faculty
Faculty of Color
Count Valid % Count Valid %
14
5
27%
33%
13
3
25%
20%
19
29%
Somewhat agree
16
24%
7
25%
9
8
12%
6
21%
2
5%
7
14%
1
7%
16
24%
9
32%
7
18%
10
20%
6
40%
Somewhat disagree
24%
7
11%
2
7%
5
13%
7
14%
0
0%
Valid responses
66
100%
28
100%
38
100%
51
100%
15
100%
Invalid or missing responses
20
6
14
16
4
Total
Strongly agree
86
18
26%
34
6
21%
52
12
31%
67
14
27%
19
4
25%
Somewhat agree
29
43%
14
48%
15
38%
23
44%
6
38%
7
Strongly disagree
10%
4
14%
3
8%
5
10%
2
13%
10
15%
4
14%
6
15%
6
12%
4
25%
4
6%
1
3%
3
8%
4
8%
0
0%
Valid responses
68
100%
29
100%
39
100%
52
100%
16
100%
Invalid or missing responses
18
5
13
15
3
Total
86
20%
52
11
29%
67
12
23%
19
5
31%
43%
14
37%
23
44%
4
25%
Neither agree nor disagree
Somewhat disagree
Strongly disagree
Strongly agree
17
25%
34
6
Somewhat agree
27
40%
13
7
10%
4
13%
3
8%
4
8%
3
19%
13
19%
7
23%
6
16%
9
17%
4
25%
4
6%
0
0%
4
11%
4
8%
0
0%
Valid responses
68
100%
30
100%
38
100%
52
100%
16
100%
Invalid or missing responses
18
4
14
15
3
Total
Strongly agree
86
10
14%
34
5
17%
52
5
13%
67
6
11%
19
4
25%
Somewhat agree
16
23%
6
20%
10
26%
11
21%
5
31%
Neither agree nor disagree
10
Neither agree nor disagree
7
Count Valid %
Race / Ethnicity
Female
Count Valid %
15
39%
Strongly agree
Neither agree nor disagree
5
Gender
Male
Count Valid %
4
14%
The standards by which I am evaluated are consistent with the Somewhat disagree
demands placed by my department on my professional time. Strongly disagree
14%
6
20%
4
10%
9
17%
1
6%
16
23%
6
20%
10
26%
13
25%
3
19%
17
25%
7
23%
10
26%
14
26%
3
19%
Valid responses
69
100%
30
100%
39
100%
53
100%
16
100%
Invalid or missing responses
17
4
13
14
3
Total
86
34
52
67
19
The course-level student teaching evaluations at my institution Somewhat disagree
provide a meaningful evaluation of my teaching performance. Strongly disagree
Responses to Custom Questions
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Overall
item
9
10
theme
UNC Custom
UNC Custom
question
On a scale of 1 to 5, where 1 equals “people who take leave
(medical, disability or family) are resented by their
colleagues” and 5 equals “colleagues recognize and
support the need for leave,” where would you say your
department colleagues fall?
On a scale of 1 to 5, where 1 equals “straightforward
research with ‘guaranteed’ results” and 5 equals
“complex research with risk of failure,” what type of
scholarship do you think is most likely to be recognized and
rewarded in your department?
response scale
Gender
Count Valid %
Male
Count Valid %
12
43%
Race / Ethnicity
Female
Count Valid %
17
46%
White Faculty
Faculty of Color
Count Valid % Count Valid %
21
8
43%
50%
13
2
27%
13%
5
29
45%
4
15
23%
5
18%
10
27%
3
13
20%
9
32%
4
11%
10
20%
3
2
5
8%
1
133%
4
11%
4
8%
1
6%
1
3
5%
1
56%
2
5%
1
2%
2
13%
Valid responses
65
100%
28
282%
37
100%
49
100%
16
100%
Invalid or missing responses
21
Total
86
1
5
4
3
2
1
Valid responses
Invalid or missing responses
Total
7
21
18
12
59
27
86
6
2%
12%
36%
31%
20%
100%
34
0
1
10
10
6
27
7
34
15
0%
4%
37%
37%
22%
100%
52
1
6
11
8
6
32
20
52
18
3%
19%
34%
25%
19%
100%
67
1
7
14
12
9
43
24
67
19%
3
2%
16%
33%
28%
21%
100%
19
0
0
7
6
3
16
3
19
0%
0%
44%
38%
19%
100%
Responses to Custom Questions
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Strongly agree
Somewhat agree
Neither agree nor disagree
Somewhat disagree
1. There is good communication between my department
administration and junior faculty.
0%
20%
40%
60%
80%
4. My department is supportive of family leave for faculty
members in the department.
100%
0%
Overall
Overall
Male
Male
Female
Female
White Faculty
White Faculty
Faculty of Color
Faculty of Color
2. My department does a good job resolving internal conflicts.
0%
20%
40%
60%
80%
Strongly disagree
20%
40%
60%
80%
100%
5. My department mentoring program is effective.
100%
Overall
0%
20%
40%
60%
80%
100%
Overall
Male
Male
Female
Female
White Faculty
White Faculty
Faculty of Color
Faculty of Color
6. The annual review process in my department is effective at providing
information important to me for continual prof. dev.
3. My department values the contributions of faculty from historically
underrepresented groups in the department.
0%
20%
40%
60%
80%
100%
0%
Overall
Overall
Male
Male
Female
Female
White Faculty
White Faculty
Faculty of Color
Faculty of Color
20%
40%
60%
80%
100%
Responses to Custom Questions
University of North Carolina at Wilmington
The Collaborative on Academic Careers in Higher Education
Tenure-Track Faculty Job Satisfaction Survey
Survey Administration 2008-09
Strongly agree
Somewhat agree
Neither agree nor disagree
20%
40%
60%
80%
Strongly disagree
8. The course-level student teaching evaluations at my institution provide
a meaningful evaluation of my teaching performance.
7. The standards by which I am evaluated are consistent with the
demands placed by my department on my professional time.
0%
Somewhat disagree
0%
100%
20%
40%
60%
80%
100%
Overall
Overall
Male
Male
Female
Female
White Faculty
White Faculty
Faculty of Color
Faculty of Color
5
4
3
2
9. On a scale of 1 to 5, where 1 equals “people who take leave (medical,
disability or family) are resented by their colleagues” and 5 equals
“colleagues recognize and support the need for leave,” where would you
say your department colleagues fall?
0%
20%
40%
60%
80%
1
10. On a scale of 1 to 5, where 1 equals “straightforward research with
‘guaranteed’ results” and 5 equals “complex research with risk of failure,”
what type of scholarship do you think is most likely to be recognized and
rewarded in your department?
100%
0%
Overall
Overall
Male
Male
Female
Female
White Faculty
White Faculty
Faculty of Color
Faculty of Color
20%
40%
60%
80%
100%
The Collaborative on Academic Careers in Higher Education
APPENDIX D: RESULTS OF CUSTOM QUESTIONS
The University of North Carolina System requested that we append to the core COACHE survey some openended questions of its own design. Following are the comments provided by respondents at your institution.
11.
What are the top two factors that positively affect your ability to effectively carry out your
responsibilities at the university?
1) Support of colleagues 2) Positive working relationships with students.
1. Internal Support to provide tools to complete tasks is good.
advances to perform research
2. Relatively up on the technological
A 3 course teaching load and encouraging feedback from my peers.
Academic freedom, the freedom to research in my area of interest
Access to graduate assistants for grading Reasonable requirements for tenure
Administration leaves me alone, students aren't demanding
Administrators at department and school level considerate in scheduling.
department
Collegial atmosphere of
an effective departmental chair facilities support
Certain very good colleagues and some eager students.
Clear communication of line of responsibilities. Support from our new Interim Department Chair.
colleagues who understand and appreciate my research
an extremely supportive department chair
Collegial Environment Good support system
collegiality
collegiality in the department energy and commitment shown by other faculty in the department
collegiality of colleagues in the department collegiality of colleagues outside the department
Collegiality, enjoyment of teaching responsibilities
Department Chair Flexible Work hours
departmental support
Results of custom questions
Faculty have an appreciation for the skills I have to offer and there are numerous opportunities for these skills
to be applied in both class room and lab.
fair and specific feedback from immediate supervisor; collegiality at the department
family support and colleague support
family support and motivation for my projects
financial resources
freedom
freedom to work at home to reduce distractions lower teaching load
good colleagues travel
My ability to produce grounded research
My department has provided significant support for my research.
My department head is supportive.
Networking with a receptive departmental chair and other administrators across campus.
people are very helpful
Personal space, library support staff
Quality childcare Competent staff/ tech support etc
reasonable expectations; harmony in the dept. and the university more generally (good admin at all or most
levels)
Reasonable teaching load. Reasonable research expectations.
Reductions in teaching load and money for research related projects and/or travel.
Support by colleagues Determination
Support for my work at all levels of university
support for research support from senior professors
support of chair and support of some other faculty members
Support of colleagues Excellent students
supportive colleagues high quality students
D-2
Results of custom questions
teaching for 2008-2009 a 2/2 load having summer and winter break to research and write
teaching, schedule
The freedom I have when planning classes (Most) of my colleagues' willingness to help each other out.
the great collegiality of my department and the cohesiveness of my lab
The support of my department chair and others' willingness to answer questions.
time and cooperation
university support for new faculty
Very good interactions with the chair of my department; support from colleagues for my research pursuits.
12.
What are the top two factors that negatively affect your ability to effectively carry out your
responsibilities at the university?
1) Unclear expectations for research (tenure). 2) Lack of familial support (spousal hire/childcare)
1. Slow to react
2. Non Response from certain administrators
A few rather difficult senior colleagues The university's laissez-faire (in practice) policy on plagiarism. I do
not feel fully supported in this matter. Some universities have policies that are much clearer and much more
rigorous.
Academic standards are too low for undergraduates. Lack of faculty mentoring.
advising
balance between home and work class bigotry
centralization of computing resources too many committee assignments
Certain very negative colleagues with power and incoming students with serious deficiencies.
compensation teaching load
Department administration changes/transition and internal structure uncertainty.
Departmental leadership, program leadership
Facilities and IT support/flexibility
Faculty are reluctant to allow me the time necessary or the contact with students in order to facilitate the
process training I have to offer. When time is allotted, Senior faculty will intervene and dilute the pedagogy
D-3
Results of custom questions
and confuse the student by obscuring the bounders between the acting teacher and the voice and movement
instructor.
Fighting between department members Lack of communication ability of one or two faculty members
funding for research and lack of adequate salary
General Workload
high teaching load inefficient committee meetings
Increases in teaching load and frequent, unnecessary meetings.
Lack of access to research journals Lack of access to graduate assistants for research
lack of childcare and lack of research funding
Lack of childcare on campus
lack of funding and lack of leave
lack of research money, pre-tenure leave to complete first book
lack of research support for untenured faculty
Lack of technology systems integration Red tape
lack of time
Lack of time and too many responsibilities that do no contribute to teaching, research and service.
low start-up funding teaching load
marginally talented students in my survey courses
shrinking travel and library budgets
No access to technology for research, teaching or service. I'm amazed that I can do any of them well at all.
None
None
None so far
None that I can think of.
Poor intellectual environment, terrible research support (e.g. leaves)
resources
D-4
Results of custom questions
salary student support
Salary level and no tuition reimbursement for spouse/children
No child care
Spouse living 2 1/2 hours away teaching online
Student's personal problems that interfere with academic progress and performance.
teaching load, lack of research support/leave
The amount of time spent on service has taken over my university responsibilities; teaching, which is
announced as the main focus at this university, has become a low(er) priority owing to the amount of time
that I spend on service.
Time
Too heavy of a teaching load and inconsistent support given to different academic departments.
Too many committee and advising assignments as a beginning professor which prevent the ability to work on
teaching and research.
Too many meetings and immature students.
too many students too many meetings
too much service and too many preparations for teaching
too much service commitments
unclear expectations too many meetings commitments at the university other than teaching
undergrad students lack motivations to learn; limited resources for research (e.g., funding and library)
unfairness
worries about money; problems being an international faculty member
worry about childcare financial stress
13.
What are the two professional activities that your department values most in terms of rewards
and recognition?
1) Teaching 2) Publishing
1. Research
2. Teaching
1. attending conference; 2. service to the department
D-5
Results of custom questions
course development teaching
exhibitions and student-involved projects
Grants/external funding. Student evaluations.
I am not sure what the dept values. This is an on-going battle with the chair and senior members. Neither
are willing to state what the values are in the dept. E.g., research and scholarly products are to be valued
(supposedly) but during evaluations a person with one article is rated the same as a person with five articles for
that year.
I am too new, so I do not know.
I don't know.
Musical performances (recitals, recordings) and fund-raising.
My department values research (books and journal articles)
none
not sure
publication and research
publication of at least one book before tenure
effective teaching
publications recognition from the community
publications teaching
publications and grants
Publications and grants
Publications and national/international conference presentations.
publications and research
Publications, service
publications; invited presentation
publishing a book, publishing articles
Publishing and presenting
publishing and publishing (and teaching)
D-6
Results of custom questions
Quality Publications Research Grants
quality teaching service to our local community
research
research research
research service
research teaching
Research teaching
research publications
research that results in publications teaching undergraduates
research, teaching
Service Teaching
spot scores number of pubs
Student evaluations publications
teaching
Teaching Publications
teaching publications
Teaching Research
Teaching and outreach
Teaching and publications in refereed journals
teaching and research
teaching and research
Teaching and research
Teaching and scholarship
Teaching evaluations Service
teaching research
D-7
Results of custom questions
teaching, research papers/grants
That is unclear. Professional work in the area is frowned upon and time spent on production is not counted
as viable contributions to either the University or my tenure.
Writing and teaching
14.
What are the two professional activities that your department values least in terms of rewards
and recognition?
1) Service to institution 2) Service to community
1. deep research; 2. publication
1. non-traditional activities
2. NA
Advising Professional meeting attendance
Advising and committee service
Again, it is not known to junior faculty members. Senior members and the chair are hesitant to share this
critical type of information.
Art historical scholarship and publication
Attendance at University meetings Committee involvement
committee work advising
committee work service to professional organizations
community service departmental service
Community service/outreach
don't know
I am too new, so I do not know.
I don't know, but I wish I did.
I don't really know how to answer this question
Innovative instruction. Cross-department activities.
None
None
D-8
Results of custom questions
None
Not really sure
Not sure
Performance in the community (and building that relationship) and working with other colleagues.
professional service
Research
research
Research Professional activities outside of the university (reviewing etc)
research (true recognition)
Scholarly research and quality student advising.
scholarship of teaching and challenging the status quo
Service
Service
Service
service creative works
service outreach
service (committee work) student advising
service and community outreach
service to scientific societies
Service, community engagement
Service. And service.
student mentoring
Teaching and completion of assigned committee tasks/responsibilities
teaching and service
Vanity projects and not being collegial
D-9
Results of custom questions
15.
Briefly describe one issue relating to your faculty life that was not sufficiently covered in this
survey.
1. Competitiveness and sophomoric behavior towards other faculty and administrators
campus diversity and inclusion
Can't think of any
Checks and balance concerning Junior faculty being 'Bullied' by Senior Faculty. For example; Does your
'Chair' provide mediation between Senior and Junior Faculty which allows for academic freedom to be shared
equitably amongst your department?
colleague relationships
cost of living/ salary ratio; more health coverage questions; how to keep faculty
Deceptive practices among colleagues
graduate assistants
housing is a huge issue especially for single income faculty
How to handle situations were certain faculty simply hate each other and try to do the other one in and how
to stay out of these conflicts that have been gong on for years before I came here.
I am unaware of any issue.
I am very happy at this institution and would like to finish my career here. However, the question of spousal
hire might force me to look elsewhere.
I feel like you covered almost everything
I think UNCW makes a great effort to assist pre-tenure faculty in assimilating to the university culture.
If UNCW would like to keep its young faculty it MUST offer salaries that are on par with the cost of living in
Wilmington and MUST offer tuition remission. It is IMPOSSIBLE to live in the city on the salaries paid,
and IMPOSSIBLE to afford college for children.
In all, we are expected to attend too many meetings. Given the availability of web based forums and the
reduced availability of parking on campus, institutions need to move towards using web based mediums for
meetings.
Incompetent administrators. We have recently hired five (1 Provost, 3 associate Provosts, 1 Dean) - all from
less complex Universities and positions at those institutions that did not qualify them for their positions here.
The faculty resisted these hires. These individuals have been effective only at interfering with the ability of
D-10
Results of custom questions
faculty to gain resources, manage teaching loads, compete for external funding and engage in the region. And
3 of the five are rude, mean and generally unprofessional.
international faculty (ie non US citizens) face additional financial and logistical worries above getting tenure
(i.e. getting tenure is only good if you can also get a green card - permanent residency)
Lack of effectiveness of student support services
low salaries and unfair distribution of raises
None
None
None
None
None
Racism and sexism in the workplace (guess what--there's lots of both here!)
service responsibilities and initiatives
Teaching assignments may include online teaching and travel to extension campus.
Teaching' online courses is an increasing burden that goes unrecognized for its additional workload on a
faculty member.
The COMBINATION of research expectations and teaching load expectations. Some universities emphasize
research and have low teaching loads, others have high teaching expectations and low expectations in research
- we have high expectations in both.
The university offers several workshops and programs for tenure-track professors, but I cannot ever attend
them due to the excessive assignments I have been given in my first two years.
The ways in which the department and university make in NO WAY support research and writing, but have a
pretty extensive research and publication expectation.
There seems to be a large gap (or an uneven link) between work efforts and accomplishments, on the one
hand, and recognition for these achievements, on the other. Much of this seems to be either unclear,
arbitrary, or unaddressed.
This university uses 'diversity' as a buzzword, but it seems to devalue the importance of a diverse faculty and
student body.
total absence of child care
unclear expectations
D-11
Results of custom questions
What steps (if any) are being taken to make post-tenure review an effective process. Once tenured/promoted,
many faculty members seem to maintain the 'status quo' and do not pay attention to post-tenure review,
mentoring junior faculty, or their own professional development.
You rolled salary and benefits into a single category. While the salary is fine, the benefits are not. These
should be separate questions.
D-12
The Collaborative on Academic Careers in Higher Education
Harvard Graduate School of Education
8 Story Street, 5th Floor
Cambridge, MA 02138
Phone: 617.496.9344 or 617.496.9348
coache@gse.harvard.edu
http://www.coache.org