Faculty Climate Survey Report to the
Faculty Welfare Committee
November 6, 2013
Statistical Laboratory
Table of Contents
Introduction
Item Responses
Demographic Factors
Summaries of Individual Items
Relationship between Items and Demographic Variables
Long Form Response Discussion
Appendix 1. Faculty Climate Survey Item Summaries
Appendix 2. Rankings of Items by Mean Score
Appendix 3. Statistical Tests of Gender Effects and Faculty Rank Effects
for Each Item
Appendix 4. Two-way Tables and Graphs of Gender by Item for Items with
Significant Gender Effects
Appendix 5. Two-way Tables and Graphs of Gender by Item for Items with
Significant Faculty Rank Effects
Appendix 6. Two-way Tables and Graphs of Race/Ethnicity by Item for
Minority/Non-minority Items
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The Faculty Climate Survey was developed by the 2012-2013 Faculty Welfare
Committee (Prof. David Mott, Chair) and administered over the Internet by University
Technology Services. The Office of the Provost approved the survey and provided email
addresses of over 2000 faculty to UTS. Faculty completed the survey from April 2013
through June 2013 with 739 total responses.
Summaries for each item, including total responses, category percentages, means,
standard deviations, and one-standard deviation bars are provided as the default report
from UTS (Appendix 1). The default report also included all long-form responses
provided by faculty members to question prompts; these are excluded from this report
for confidentiality reasons. This report will include an exploratory analysis of the survey
item responses themselves, as well as a qualitative summary of the long form
responses. The focus in exploratory analysis will be on presenting the data in different
summary formats that could assist the Faculty Welfare Committee and other USC
organizations with developing priorities for their agenda.
Item Responses
Demographic factors
We will first discuss some of the numerical summaries taken directly from the UTS
report. In talking with various constituencies, there was some interest in reviewing
items by demographic categories, particularly gender, race/ethnicity, and faculty rank
(Tenured/Tenure Track/Non-tenure Track). Retired faculty (0.3% of respondents) are
excluded from the faculty rank category. Since Race/Ethnicity accepted only long-form
responses, a numerical summary was not presented in the UTS report; we compiled
categories for responses and present them in Figure 1 as a supplement to the other
demographic information available in the UTS report.
2
Figure 1. Race/Ethnicity
Respondents were almost evenly divided by gender. Of the three faculty ranks, slightly
under 50% of respondents identified themselves as tenured faculty. All categories for
these two variables are well-represented. In contrast, racial diversity was low, and over
250 respondents did not provide information on race. As a result, some descriptive
measures of items by race/ethnicity will be provided, but no testing of race/ethnicity
effects will be conducted.
Other demographic variables included College/School (38% of respondents were from
College of Arts and Sciences), Disability Status, and Years at USC; this report will not
analyze items by these variables.
Summaries of individual items
The UTS report included numerical statistics for each item, though these statistics
should be reviewed with caution since they are based upon an underlying numerical
scale that assigns values 1 through 6 to categories from, e.g., Strongly Disagree through
Strongly Agree. The mean can be useful for a quick perusal of items, but the underlying
percentages for each item category should be studied as well. Total responses vary
greatly across items, so do pay attention to abstentions (or missing response), which
appear in green in the UTS report.
Bear in mind that several of the items are reverse-coded, so that a low mean actually
corresponds to a favorable response. E.g., for 2.21--Faculty do not often report when
they see an instance of discrimination against or harassment of minorities—entries in
3
the lower response categories indicate that faculty report incidences of discrimination
and harassment, a favorable outcome. In such a situation, we can reverse the scores 1
through 6 (i.e., subtract each score from 7) so that high categories correspond to
favorable outcomes.
As an alternative to the item analysis in the UTS report, we have ordered the items
within each of the Overall Indicators from highest score to lowest score using the item
means; these rankings appear in Appendix 2. We consider that a high score indicates
support for current policy or conditions, while a low score indicates a request for
change. The reverse coding can cause confusion in this ranked list and others when
inspecting the sample mean of the item responses, but the principle has been
consistently applied.
Table 1 and Table 2 contain items with the least favorable rankings (a call for change)
and the most favorable rankings (support for current policy/conditions). Lower-ranked
items could be high-priority “action” items for the Faculty Welfare Committee and
others. Note that most of the items with the lowest rankings are drawn from Overall
Indicator 8—Technology, Infrastructure and Services. Several of these items are readily
anticipated (parking, tuition assistance, infrastructure condition, salary, travel funds, per
diem), while others would likely not make everyone’s a priori bottom 10 list (Campus
accessibility for those with disabilities, faculty involvement in selection of institutional
software).
4
Table 1. Items with least favorable ranking
Item Prompt
3.6
Mean
Rating
I would be interested in the university providing tuition assistance for
children of faculty to attend the university.
USC building conditions need improvement.
8.11
8.1
4.11
8.6
4.12
5.22
5.10
Faculty should be involved in selecting institution-wide software and
technology.
Graduate student stipends in my department/unit are adequate to attract
and retain quality graduate students.
Improvements in campus accessibility for persons with disabilities are
needed.
I receive reduced teaching and/or service responsibilities so that I may
build my research program.
I am satisfied with parking at USC.
8.4
4.83
2.66
4.29
2.80
2.90
The State of South Carolina’s travel per diem is sufficient for my needs.
8.13
3.02
I am satisfied with my salary.
3.1
3.12
I have sufficient funds for research travel.
4.6
3.40
Most of the favorable items are drawn from Overall Indicator 2—Unit Atmosphere, and
suggest at least a veneer of respect between colleagues, the unit chair and students,
though a couple of the items have relatively high variation (2.9 and 2.13), which
suggests that underlying factors may be important.
Table 2. Items with most favorable ranking
Item Prompt
Mean
Rating
I am treated with respect by department staff.
2.3
2.20
5
5.28
Discrimination against or harassment of minorities is
a problem in my department.
1.79
I respect my colleagues’ research.
2.7
5.18
I am treated with respect by my students.
2.8
5.14
I am treated with respect by my unit chair.
2.9
4.95
Sex discrimination or harassment is a problem in my department.
2.13
2.10
I am treated with respect by my colleagues
2.1
4.88
I have the opportunity to teach in my specialty
5.4
4.85
7.3
Department meetings and/or other required departmental activities
frequently occur outside the regular workday.
2.17
2.21
Faculty often do not report when they see an instance of discrimination
against or harassment of minorities.
2.21
Relationships between items and demographic variables
Gender and Faculty Rank
We explored all questions on the survey for gender and faculty rank differences. Rather
than an exhaustive presentation of two-way tables, we first screened all items for
significant gender and faculty rank effects. Both factors are considered nominal (rather
than ordinal) variables for this analysis, while our items are at least ordinal (we prefer to
treat them as ordinal rather than scalar). Measures of nominal-ordinal association are
relatively few, so we focus instead on results from ordinal logistic regression models.
We test a proportional odds model for each item as a function of Gender then Faculty
Rank; p-values for the score tests for these items appear in Appendix 3. In Attachment 4
and Attachment 5, we provide two-way tables and graphs for items with a p-value less
than .001 for Gender and Faculty Rank, respectively. Such a strict significance criterion
is used since so many items (87) are tested simultaneously for each factor. Even with
this strict rule, numerous items were significant for each factor. Brief comments
summarizing the patterns in these tables are included in Table 3 and Table 4.
Gender
Many of the patterns across significant items are similar, and item comments are
grouped into a standard set of comments (e.g., “Female faculty score lower”).
Whenever faculty differed on items by gender, female faculty always had less favorable
responses than male faculty. For a few of the significant items, we would see items with
two modes for one gender or both, suggesting a division of opinion within gender.
Seven of the significant items were related to department climate and three of those
6
were directly related to questions on gender differences (2.12, 2.13, 2.18). Two
addressed health care, with others related to research, safety, and family/work balance.
Faculty Rank
Numerous items were significant for Faculty Rank, generally reflecting a gulf between
Non-tenure Track faculty and Tenured/Tenure-track faculty. In almost all cases, this gulf
reflected greater dissatisfaction among Non-tenure Track faculty, with only a couple
exceptions. On 3.2 (benefits package), 3.4 (health care options for family/household),
and equipment and supplies for research (4.1), Non-tenure Track faculty had higher
proportions of responses at both extremes.
Tenured faculty were more likely to score lower (express dissatisfaction) than either
Tenure Track Faculty, Non-tenure Track faculty or both, on 1.3 (college/school academic
leadership), 1.4 (university academic leadership), 4.11 (graduate student stipend
adequacy), 4.12 (reduced teaching responsibilities for research), 8.3 (campus-wide
email), 8.9 (restrooms), 8.11 (building conditions), and 8.14 (UTS).
Tenure-track faculty scored lower than Tenured faculty on a range of items, including
3.4 (health care for family/household), 4.1 (equipment/supplies for research), 5.8 (IT for
teaching), and 6.2 (understanding of unit criteria for T&P). There were several other
items for which the disparities seemed more subtle; these are noted in the table.
On the other hand, Tenure-track faculty scored higher on 6.3 (feedback on progress
toward T&P), 6.4 (assistance to Tenure-track faculty) and 6.5 (mentoring by senior
colleague).
Race/Ethnicity
For item analysis, Race/Ethnicity was classified into four broad categories:
African/American, Caucasian, Other and Missing. We included Missing because so many
surveys included no response on this question. Other is a small and eclectic category
that includes other minorities (Asian, Hispanic) as well as multi-ethnic categories.
Responses for African/American and Other are quite small, and differences discussed
below should be interpreted cautiously. In Appendix 6, we included two-way tables of
Race/Ethnicity and the seven items (2.19-2.25) directly related to Minority/Nonminority disparities.
Some of the items look quite disparate, but this is often only a matter of degree. For
item 2.19 (Minority and non-minority faculty are treated equally), Caucasian and
Missing faculty have a large percentage of Strongly Disagree responses, but AfricanAmerican and Other faculty have a large percentage of Disagree responses. This same
pattern occurs for 2.24 (My department has made an effort to promote minority faculty
into leadership positions).
7
African-Americans have a high percentage of Strongly Disagree responses on items
addressing equivalent racial outcomes for retention (2.23) and peer-mentoring (2.25).
An even more marked difference occurs for the item on informal social networks within
the department (2.22); African-Americans feel that non-minority faculty are much more
likely to be included in such networks.
8
Table 3
Items with significant Gender effects
Item
Comments
2.2 I feel like a full and equal participant in the
problem-solving and decision-making in my
department.
2.10 Faculty meetings allow for all participants
to share their views.
2.11 Department/unit assignments are rotated
fairly to allow for participation of all faculty.
2.12 Male and female faculty are treated equally.
2.13 Sex discrimination or harassment is a
problem in my department.
2.18 Male faculty members receive more
effective peer mentoring than female faculty
members.
3.3 The university’s available health care options
meet my needs.
3.4 The university’s available health care options
meet the needs of my family/ household.
4.5 I have colleagues on campus who do similar
research.
5.1 I am satisfied with the classroom space
available to conduct my teaching.
6.3 I receive feedback on my progress toward
tenure/promotion.
7.1 In my department faculty may comfortably
raise personal and/or family responsibilities
when scheduling departmental obligations.
8.8 USC is a safe campus.
9
Female faculty score lower. Bimodal for both
genders.
Female faculty score lower.
Female faculty score lower.
Female faculty score lower. Bimodal for both
genders.
Female faculty score lower.
Greater percentage of female faculty at both
extremes.
Female faculty score lower. Very few “Strongly
Agree”.
Female faculty score much lower. Very few
“Strongly Agree”.
Female faculty score lower. Many “Strongly
Disagree”
Female faculty score lower. Bimodal for both
genders.
Many “Strongly Disagree”
Female faculty score lower, though their
percentage of “Strongly Agree” is higher
Very few “Strongly Agree”. Female faculty score
lower.
Table 4 Items with significant Faculty Rank effects
Item
Comments (NTT=Non-tenure track,
TT=Tenure track, T=Tenured)
1.3 How satisfied or dissatisfied are you, in
general, with the academic leadership at the
college/school level?
1.4 How satisfied or dissatisfied are you, in
general, with the academic leadership at the
university level?
2.10 Faculty meetings allow for all participants
to share their views.
2.11 Department/unit assignments are rotated
fairly to allow for participation of all faculty.
2.13 Sex discrimination or harassment is a
problem in my department.
3.2 I am satisfied with the university’s overall
benefits package.
3.4 The university’s available health care options
meet the needs of my family/ household.
4.1 I have the equipment and supplies that I need
to adequately conduct my research.
4.2 I am satisfied with the availability of core
facilities for my research.
4.3 I receive sufficient technical support for my
research equipment.
4.4 I am satisfied with the laboratory space
available to conduct my research.
4.5 I have colleagues on campus who do similar
research.
4.6 I have sufficient funds for research travel.
T score lower.
4.7 Interdisciplinary research is recognized and
rewarded in my department/unit.
4.9 I am satisfied with grant administration
provided by Sponsored Awards Management.
4.10 I am satisfied with grant opportunities
provided within the university.
4.11 Graduate student stipends in my
department/unit are adequate to attract and
retain quality graduate students.
4.12 I receive reduced teaching and/or service
responsibilities so that I may build my research
program.
5.5 I have sufficient teaching support (e.g., TA’s).
5.8 Information technology available for teaching
is adequate.
6.1 I am satisfied with the tenure/promotion
process overall.
6.2 I understand my unit criteria for achieving
tenure/promotion.
10
T score lower.
NTT have high percentage of “Strongly Disagree”.
NTT have high percentage of “Strongly Disagree”.
T score higher.
NTT higher at both extremes.
NTT higher at both extremes. TT score much
lower than T.
NTT higher at both extremes. TT score much
lower than T.
NTT have high percentage of “Strongly Disagree”.
TT score lower than T.
NTT have high percentage of “Strongly Disagree”.
TT score lower than T.
High percentage of “Strongly Disagree”.
NTT have high percentage of “Strongly Disagree”.
TT score somewhat lower than T.
NTT have high percentage of “Strongly Disagree”.
TT score somewhat lower than T.
NTT have high percentage of “Strongly Disagree”.
NTT, TT and T have high, but decreasing
percentages of “Strongly Disagree”.
NTT have high percentage of “Strongly Disagree”.
NTT have high percentage of “Strongly Disagree”.
T score lower than TT.
NTT have high percentage of “Strongly Disagree”.
T score lower than TT.
NTT have high percentage of “Strongly Disagree”.
TT score somewhat lower than T.
TT score lower than T and NTT.
NTT have high percentage of “Strongly Disagree”.
NTT have high percentage of “Strongly Disagree”.
TT score lower than T.
6.3 I receive feedback on my progress toward
tenure/promotion.
6.4 I am satisfied with assistance available to
pre-tenure/promotion faculty (e.g., workshops,
mentoring).
6.5 A senior colleague is available and helpful to
me as I work towards tenure/promotion.
6.6 I am satisfied with the post-tenure review
process overall.
7.4 Faculty without primary care responsibilities
are expected to accept more teaching and service
responsibilities outside the regular work day.
7.5 Faculty who have primary care
responsibilities are considered by the
department to be less committed to their careers.
8.3 The campus-wide email system meets my
needs.
8.9 The restrooms in the buildings in which I
work are clean and well kept.
8.11 USC building conditions need improvement.
8.14 University Technology Services serves the
needs of the faculty.
8.18 The Faculty Senate and other Universitywide faculty committees effectively represent the
faculty.
8.19 I am satisfied with the quality of support
from the Graduate School.
11
NTT and T have high percentage of “Strongly
Disagree”. TT score is high.
NTT and T have high percentage of “Strongly
Disagree”. TT score is high.
NTT and T have high percentage of “Strongly
Disagree”. TT score is high.
NTT and TT have high percentage of “Strongly
Disagree”. T scores higher than NTT and TT.
NTT has high percentage of “Strongly Disagree”.
Differences in percentages of low scores.
NTT has high percentage of “Strongly Disagree”.
Differences in percentages of low scores.
T score lower. NTT score higher.
T score lower.
T score higher than TT; TT score higher than
NTT.
T score lower than TT; TT score lower than NTT.
NTT has high percentage of “Strongly Disagree”.
TT score higher than T
NTT and T have high percentage of “Strongly
Disagree”. T score dispersed.
Table 5. Race/Ethnicity items (not tested for significance)
Item
2.19 Minority and non-minority faculty are
treated equally.
2.20 Discrimination against or harassment of
minorities is a problem in my department.
2.21 Faculty often do not report when they see
an instance of discrimination against or
harassment of minorities.
2.22 Non-minority faculty are more likely than
minority faculty to be involved in informal social
networks within the department.
2.23 My department has more difficulty retaining
minority faculty than non-minority faculty.
2.24 My department has made an effort to
promote minority faculty into leadership
positions.
2.25 Non-minority faculty members receive
more effective peer mentoring than minority
faculty members.
12
Comments
Caucasian and Missing faculty have large
proportion of Strongly Disagree responses;
African/American and Other faculty have a large
proportion of Disagree responses.
African/American faculty score much higher.
African/American faculty have large proportion
of Strongly Agree responses.
Caucasian and Missing faculty have large
proportion of Strongly Disagree responses;
African/American faculty have a large
proportion of Disagree responses.
African/American faculty have large proportion
of Strongly Agree responses.
Long Form Response Discussion
Written comments within each overall indicator were organized by themes. For each
overall indicator, we include a summary of the themes, along with a frequency table.
Comments for each overall indicator, organized by theme, are available as separate
documents.
Summary of Unit Atmosphere
The most frequently mentioned issues dealt with discrimination and bias. Respondents
commented that gender and race discrimination were problems within their
departments. Several stated that sexual orientation discrimination and discrimination
against those with disabilities are also issues. Diversity concerns were expressed as
well, with respondents noting that their departments have few minority or female
faculty. A few of the respondents suggested that a wider definition of minority was
needed, including Asian Americans in the distinction.
Problems with bullying were mentioned by several respondents. These individuals were
either victims of the bullying or witnessed others being bullied within their department.
The need for better leadership within the department and the graduate school was
expressed. A few respondents stated that their deans tend to abuse the power of the
position.
A few of the respondents mentioned the need for more support from the school or
university. A lack of communication between peers was mentioned, along with feelings
of division among faculty. The division existed between senior and junior faculty and
between minority and non-minority faculty. Several respondents expressed that their
working environment is hostile, and some feel a lack of respect from others within their
department. Several non-tenure track faculty members stated that they are being
marginalized by the department. They expressed a desire for better compensation and
more input into departmental decisions.
Unit Atmosphere
Themes
Abuse of Power
Bullying
Communication Issues
Definition of Minority
Disability/Sexual Orientation
Bias/Discrimination
Diversity Issues
Division Unity
Ethnicity/Gender/Race
Bias/Discrimination
13
Frequency
6
10
6
2
3
31
10
41
Hostile Atmosphere
Leadership Issues
Marginalization of Non-Tenure Track
Satisfactory
Respect Issues
Salary Issues
General Support Issues
Transparency Issues
Other
4
18
5
5
5
5
4
2
25
Other Unit Atmosphere Themes:
Age Discrimination, Appreciation Issues, Equal Opportunity Issues, Equal Treatment,
Expectations, Family Friendly Workplace, Hiring, Infrastructure, and Unit Size
Summary of Compensation
The majority of the respondents mentioned issues with salary inequity. A full professor
stated that the assistant professors he assisted in hiring were given salaries larger than
his salary. A female full professor commented that the salary of the lowest paid male
faculty in her department is higher than her salary. More mentioned that their salaries
have not changed since arriving at USC, or if their salaries have changed, it has only
been by a small percentage.
Another main issue discussed was health care benefits. Several respondents mentioned
the need for coverage of preventive care services. Others stated that deductibles are
too high and expressed a need for better coverage with lower premiums. The desire for
tuition assistance for children and spouses was also expressed often.
Compensation
Themes
12-month Compensation
Employee Benefits
Gym Membership
Health Care Benefits
Partner Benefits
Raises
Retirement Benefits
Salary Inequity
Tuition Assistance
Other
14
Frequency
3
11
2
58
7
27
16
76
41
10
Other Compensation Themes:
Department Awareness, Leave System, Parking, Phone Services, and Transparency
Summary of Research
Respondents expressed that their research productivity could be improved if the
following aspects are addressed: more attractive assistantships that will place the
department in a better position to recruit top graduate students, a reduction in teaching
load, and a need for better equipment, as they feel research capacity is harmed due to
the lack of core facilities and powerful computers.
Several of the respondents stated the need for a better, more efficient grant
management system. Some suggested that there are not enough grant/funding
opportunities for the faculty overall. A few respondents stated that there are
no/limited grants or funding opportunities available to non-tenure, part time or adjunct
faculty.
The suspicion of unfairness in grant funding and distribution among faculty was
mentioned. Concerns about insufficient travel funding which hinders research exposure
among peers and communication with other professors in similar fields were also
expressed. Several respondents reported the need for administrative support for grant
writing, which they believe will help improve the grant application process and alleviate
some of the pressure associated with the process.
Research
Themes
Adjunct Funding Support
Database Access
Equipment Needs
Funding Issues
Graduate Student Support
Grant Distribution
Grant Management
Grant Opportunity
IT Support
Library Resources
Opportunities
Sabbaticals
Issues with SAM Office
General Support Issues
Teaching Load
Teaching Requirements
Time
Travel Funding
15
Frequency
6
2
14
3
31
2
4
3
3
4
3
2
7
33
21
2
2
5
Other
20
Other Research Themes:
Collaboration, Grant Distribution, Improvement, Speed Grant Program, Student Health
Coverage and Working Environment
Summary of Teaching
The biggest concern for teaching dealt with the need for larger/more/better-equipped
classrooms. Respondents also mentioned that classroom technology needs to be
updated. Additionally, the desire for improvements to Blackboard and faster Wi-Fi
speed was expressed. A few respondents mentioned the need for more knowledgeable
IT staff and support from the IT department, especially for those who teach evening
classes.
Many mentioned the desire to have their teaching load reduced. They stated that
interaction with students and research productivity suffers due to teaching load.
Respondents mentioned the need for more faculty members in their department, while
some stated they could use more teaching assistants. Some commenters noted that
there are too many temporary faculty members in their department, and they feel as if
this compromises teaching quality.
Respondents stated that their departments value research and graduate teaching more
than undergraduate teaching, and they are concerned that this is detrimental to the
university’s reputation. Several respondents mentioned that the current system places
too much weight on teaching evaluations. They expressed that there appears to be a
correlation between the evaluation score and the easiness of the class.
Teaching
Themes
Add/Reduce Adjuncts
Better Buildings
Better Classrooms
Center for Teaching Excellence
Classroom Equipment
Evaluation System
IT Support
More Faculty
More Focus on Teaching
Teaching Load
Teaching Opportunities
Teaching Support
Other
16
Frequency
7
6
40
4
41
3
21
4
8
37
2
13
12
Other Teaching Themes:
Academic Standards, Class Size, Classroom Behavior, Issues with Office of Education
Technology, and Student Body Issues
Summary of Tenure Process
The majority of the comments dealt with the criteria for and subjectivity of the tenure
process. Some of the areas on which these respondents focused were the need for a
better organized review process, more customized forms, the excessive weight placed
on research as opposed to teaching, and the need to weigh service load accordingly.
Several respondents insisted that the process needs to be more objective and less
biased, suggesting that within the current process, department chairs have too much
authority and personal connections are often the basis upon which decisions are made.
A few stated that they feel the process should be more transparent and updates on the
status of the process should be given at every stage. Some feel that the process is too
tedious and imposes extra burdens on their service load.
Another major focus was on the need for better mentorship. Commenters stated they
received no mentoring from senior faculty or limited assistance from the department
chair.
Several of the respondents expressed the desire for promotion opportunity for nontenure track faculty, instructors, clinical faculty and research faculty. It was mentioned
that when these individuals realize there are no future promotion opportunities, they
feel demoralized.
Tenure Process
Themes
Criteria/Subjectivity Issues
Departmental Support
Less Tedious Process
Mentoring
Non-Tenure Issues
Satisfactory
Post-Tenure Review
Transparency
Other
Other Tenure Process Themes:
Opportunity for Expectations and Service Requirements
17
Frequency
35
3
7
24
29
5
16
3
10
Summary of Balancing Personal Life and Professional Life
Most of the responses centered on the notion that research and teaching
responsibilities infringed upon personal and family time. Some mentioned that their
research responsibilities are non-ending, requiring them to work evenings, weekends,
and holidays. A few respondents, many of whom are in performance-related fields,
mentioned that often their teaching obligations require them to work after normal
business hours.
Some respondents with children mention that they experienced issues related to
maternity leave or primary child care. The availability of on-campus childcare with much
shorter waiting periods was of great concern.
A few respondents mentioned that they are treated unfairly due to the fact that they do
not have children. They stated that they take on more responsibilities then those who
have children, and they feel that the department gives greater priority and more
advantages to employees with children.
Several respondents mentioned that they want more flexible schedules, while one
commenter mentioned that the faculty members in the department are given too much
freedom with some only coming to campus during lecture time.
Balancing Personal Life and Professional Life
Themes
Frequency
Satisfactory
6
Childcare
11
Issues for Employees with/without
7
Children
Family Friendly Workplace
11
Flexible Schedule
15
Gender Bias
2
Unsatisfactory
3
Obligations after Business Hours
5
Prenatal Issues
2
Professional Demands
7
Other
19
Other Balancing Personal Life and Professional Life Themes:
Abuse of Flexibility, Departmental Support, Eldercare, Inter-Departmental Socializing,
and Personal Leave
18
Summary of USC’s Technology, Infrastructure and Services
The most commonly mentioned theme dealt with issues concerning classroom buildings
and office space. Some topics discussed in these comments were the need for building
repairs, health concerns due to the age/condition of certain buildings, and the
inadequate number of offices for faculty.
Issues with information technology and the email system were mentioned often. Several
respondents mentioned the lack of IT support for their department, while other stated
that the IT staff was not knowledgeable enough to solve certain issues. Many of the
responses regarding the email system dealt with the spam filter and space limitations.
Parking was another issue mentioned often. Most parking comments focused on the
fee for parking garage spaces, the availability of non-garage spaces close to certain
buildings, and the fact that several lots are often reserved. Several respondents
expressed the need for increases in the travel per diem, with some suggesting that
instead of a set rate, the amount should be adjusted for the state to which one travels.
USC's Technology, Infrastructure and Services
Themes
Frequency
Blackboard
5
Bookstore
18
Buildings and Classroom/Office Space
32
Data Security
3
Email System
16
Faculty Senate
6
Graduate School
12
IT Issues
25
Library
17
Parking
20
Per Diem
19
Resources/Services
5
Restrooms
9
Safety
9
Staff Support
10
General Support Issues
4
Other
23
19
Other USC’s Technology, Infrastructure and Services Themes:
Bullying, Campus Life, Custodial Services, Disability Services, Funding, Instructional
Support, Leadership, Software, and Tolerance
20
21
Appendix 1. Faculty Climate Survey Item Summaries
Faculty Senate
Faculty Wellfare Committee Survey ()
No. of responses = 739
O
Ovveerraalll iinnddiiccaattoorrss
1
2
Global Index
-
3
4
1. Overall Satisfaction with USC
-
1
2
3
4
2. Unit Atmosphere
-
1
2
3
3. Compensation
-
1
2
4. Research
-
1
5. Teaching
-
6. Tenure Process
5
6
+
av.=3.84
dev.=1.43
5
6
+
av.=4.22
dev.=1.4
4
5
6
+
av.=3.66
dev.=1.37
3
4
5
6
+
av.=3.84
dev.=1.47
2
3
4
5
6
+
av.=3.76
dev.=1.53
1
2
3
4
5
6
+
av.=4.02
dev.=1.47
-
1
2
3
4
5
6
+
av.=4.29
dev.=1.44
7. Balancing Personal Life and Professional Life
-
1
2
3
4
5
6
+
av.=2.88
dev.=1.37
8. Technology, Infrastructure and Services
-
1
2
3
4
5
6
+
av.=4.03
dev.=1.42
SSuurrvveeyy R
Reessuullttss
Legend
Question text
Relative Frequencies of answers
Std. Dev.
25%
Mean
0%
50%
0%
25%
Left pole
n=No. of responses
av.=Mean
dev.=Std. Dev.
ab.=Abstention
Right pole
1
2
3
Scale
4
5
Histogram
11.. O
Ovveerraalll SSaattiissffaaccttiioonn w
wiitthh U
USSC
C
1.1)
How satisfied or dissatisfied are you, in general, with
your position at USC?
2.7%
1
1.2)
How satisfied or dissatisfied are you, in general, with
the way your career has progressed at USC?
How satisfied or dissatisfied are you, in general, with
the academic leadership at the college/school level?
4.5%
45.9% 19.4%
2
3
4
5
Very Satisfied
n=737
av.=4.5
dev.=1.29
Very Satisfied
n=734
av.=4.4
dev.=1.34
Very Satisfied
n=731
av.=3.85
dev.=1.59
6
6.7% 12.4% 15.9% 42.2% 18.3%
2
3
4
5
6
11.2% 13.5% 12.7% 18.3% 29.7% 14.5%
Very Dissatisfied
1
06/20/2013
13%
Very Dissatisfied
1
1.3)
7.7% 11.3%
Very Dissatisfied
Class Climate evaluation
2
3
4
5
6
Page 22
1.4)
How satisfied or dissatisfied are you, in general, with
the academic leadership at the university level?
5.7% 10.8% 12.6% 21.4% 36.4% 13.1%
Very Dissatisfied
1
2
2.2%
4.8%
3
4
5
Very Satisfied
n=733
av.=4.11
dev.=1.4
Strongly Agree
n=736
av.=4.88
dev.=1.17
ab.=1
Strongly Agree
n=711
av.=4.18
dev.=1.61
ab.=23
Strongly Agree
n=724
av.=5.28
dev.=1
ab.=4
Strongly Agree
n=703
av.=2.91
dev.=1.52
ab.=30
Strongly Agree
n=716
av.=4.41
dev.=1.32
ab.=19
Strongly Agree
n=724
av.=2.7
dev.=1.55
ab.=12
Strongly Agree
n=714
av.=5.18
dev.=0.85
ab.=17
Strongly Agree
n=708
av.=5.14
dev.=0.94
ab.=27
Strongly Agree
n=697
av.=4.95
dev.=1.38
ab.=35
Strongly Agree
n=680
av.=4.49
dev.=1.54
ab.=50
Strongly Agree
n=637
av.=3.96
dev.=1.57
ab.=95
6
22.. U
Unniitt AAttm
moosspphheerree
2.1)
I am treated with respect by colleagues.
1
2.2)
2.3)
2.4)
2.5)
2.6)
2.7)
2.8)
2.9)
2.10)
I feel like a full and equal participant in the problemsolving and decision-making in my department.
I am treated with respect by department staff.
I feel excluded from informal networks in my
department.
Colleagues regularly solicit my opinion about workrelated matters (such as teaching, research, and
service).
I feel isolated in my department/unit.
I respect my colleagues’ research.
I am treated with respect by my students.
I am treated with respect by my unit chair.
Faculty meetings allow for all participants to share
their views.
Department/unit assignments are rotated fairly to
allow for participation of all faculty.
3
9.1% 12.2% 7.9%
1
2
3
4
16%
5
6
31.5% 23.2%
1.7%
1.1%
3.6%
4
5
6
5.9% 36.2% 51.5%
Strongly Disagree
1
2
17.4%
36%
3
4
5
6
10.8% 16.6% 12.9% 6.3%
Strongly Disagree
1
2
4.1%
7%
3
4
5
6
9.9% 22.1% 37.3% 19.7%
Strongly Disagree
1
2
27.6%
30%
3
4
5
6
8.1% 18.4% 10.4% 5.5%
Strongly Disagree
1
2
3
0.3%
1.3%
2.8%
4
5
6
9.8% 47.8% 38.1%
Strongly Disagree
1
2
3
1.1%
1.4%
3.2%
4
5
8.6% 47.6%
6
38%
Strongly Disagree
1
2
3
4.9%
4.3%
4.6%
4
5
6
9.3% 31.3% 45.6%
Strongly Disagree
1
2
7.1%
7.8%
3
4
5
8.8% 13.1% 32.2%
6
31%
Strongly Disagree
2
3
4
5
6
10.4% 12.6% 10.7% 18.4% 33.6% 14.4%
Strongly Disagree
1
06/20/2013
2
Strongly Disagree
1
2.11)
4.1% 13.3% 43.6% 32.1%
Strongly Disagree
Class Climate evaluation
2
3
4
5
6
Page 23
2.12)
Male and female faculty are treated equally.
5.9%
1
2.13)
Sex discrimination or harassment is a problem in my
department.
Faculty often do not report when they see an
instance of sex discrimination or harassment.
Male faculty members are more likely than female
faculty members to be involved in informal social
networks within the department.
2.17)
My department has more difficulty retaining female
faculty than male faculty.
My department has made an effort to promote
female faculty members into leadership positions.
2.19)
2.20)
Male faculty members receive more effective peer
mentoring than female faculty members.
Minority and non-minority faculty are treated equally.
Discrimination against or harassment of minorities is
a problem in my department.
Faculty often do not report when they see an
instance of discrimination against or harassment of
minorities.
Non-minority faculty are more likely than minority
faculty to be involved in informal social networks
within the department.
My department has more difficulty retaining minority
faculty than non-minority faculty.
2
3
2
3
2
3
32.3% 39.6% 8.5%
1
2
6
8%
5.6%
3.9%
4
5
4
6%
8%
3
5
6
8.5%
5.1%
5
6
7.8%
7.5%
4.3%
5
2
3
1
2
3
4
5
4.2%
6.2%
5.5%
4
5
Strongly Agree
n=626
av.=2.47
dev.=1.46
ab.=93
Strongly Agree
n=644
av.=2.32
dev.=1.41
ab.=79
Strongly Agree
n=650
av.=4.41
dev.=1.44
ab.=70
Strongly Agree
n=597
av.=2.44
dev.=1.48
ab.=122
Strongly Agree
n=614
av.=4.72
dev.=1.33
ab.=113
Strongly Agree
n=624
av.=1.79
dev.=1.08
ab.=98
Strongly Agree
n=442
av.=2.21
dev.=1.34
ab.=270
Strongly Agree
n=533
av.=2.46
dev.=1.4
ab.=185
Strongly Agree
n=557
av.=2.75
dev.=1.58
ab.=159
6
9.6% 45.8% 28.7%
2
3
4
5
6
49.4%
37%
5.4%
3.8%
2.6%
1.8%
Strongly Disagree
3
35.5% 38.9% 7.7%
4
5
6
8.1%
6.8%
2.9%
Strongly Disagree
3
4
5
26.6% 39.2% 11.6% 10.3% 8.4%
6
3.8%
Strongly Disagree
3
24.1% 35.7% 9.2%
4
9%
5
6
16.9% 5.2%
Strongly Disagree
Class Climate evaluation
n=471
av.=2.64
dev.=1.59
ab.=250
5.4%
1
2
Strongly Agree
6
Strongly Disagree
2
n=698
av.=2.1
dev.=1.39
ab.=28
8.6% 16.5% 37.8% 23.1%
31.5% 34.8% 10.4% 10.2% 7.7%
2
Strongly Agree
6
Strongly Disagree
2
n=707
av.=4.53
dev.=1.5
ab.=20
7%
4
4
Strongly Agree
6
Strongly Disagree
1
06/20/2013
5
Strongly Disagree
1
2.23)
4
28.6% 37.4% 11.2% 9.3%
1
2.22)
29%
Strongly Disagree
1
2.21)
3
28.5% 33.1% 8.5% 12.5% 10.4%
1
2.18)
7.1% 39.9%
Strongly Disagree
1
2.16)
2
43.3% 33.8% 5.4%
1
2.15)
9.3%
Strongly Disagree
1
2.14)
8.8%
Strongly Disagree
3
4
5
6
Page 24
2.24)
My department has made an effort to promote
minority faculty into leadership positions.
6.4% 11.9% 13.2% 18.5%
1
2.25)
Non-minority faculty members receive more effective
peer mentoring than minority faculty members.
35%
15%
Strongly Disagree
2
3
4
31.5% 39.5% 12.9% 7.7%
5
6
5.4%
3%
Strongly Disagree
1
2
3
4
5
6
13%
15.2%
24%
4.6%
Strongly Agree
n=514
av.=4.09
dev.=1.46
ab.=200
Strongly Agree
n=496
av.=2.25
dev.=1.29
ab.=213
Strongly Agree
n=736
av.=3.12
dev.=1.61
ab.=1
Strongly Agree
n=699
av.=3.45
dev.=1.54
ab.=32
Strongly Agree
n=681
av.=3.73
dev.=1.49
ab.=54
Strongly Agree
n=600
av.=3.6
dev.=1.55
ab.=134
Strongly Agree
n=689
av.=4.06
dev.=1.34
ab.=39
Strongly Agree
n=615
av.=5.22
dev.=1.29
ab.=117
Strongly Agree
n=603
av.=4.19
dev.=1.44
ab.=128
Strongly Agree
n=578
av.=4.06
dev.=1.48
ab.=154
Strongly Agree
n=507
av.=3.92
dev.=1.59
ab.=221
33.. C
Coom
mppeennssaattiioonn
3.1)
I am satisfied with my salary.
21.9% 21.2%
Strongly Disagree
1
3.2)
3.3)
3.4)
I am satisfied with the university’s overall benefits
package.
The university’s available health care options meet
my needs.
The university’s available health care options meet
the needs of my family/ household.
14%
3.6)
I am satisfied with the available retirement options at
the university.
I would be interested in the university providing
tuition assistance for children of faculty to attend the
university.
3
4
5
6
18.6% 15.5% 17.9% 28.5% 5.6%
Strongly Disagree
1
2
11%
14%
3
4
5
13.4% 20.3% 35.4%
6
6%
Strongly Disagree
1
2
3
14%
16.2%
11%
4
5
6
19.2% 34.5% 5.2%
Strongly Disagree
1
3.5)
2
2
3
4
5
6
5.8% 11.5% 10.9% 20.9% 44.3% 6.7%
Strongly Disagree
1
2
3
4
3.4%
4.4%
2.3%
7%
5
6
22.4% 60.5%
Strongly Disagree
1
2
3
4
5
6
44.. R
Reesseeaarrcchh
4.1)
I have the equipment and supplies that I need to
adequately conduct my research.
6.6% 11.1% 9.3% 15.6% 44.1% 13.3%
Strongly Disagree
1
4.2)
4.3)
I am satisfied with the availability of core facilities for
my research.
I receive sufficient technical support for my research
equipment.
3
8.1% 11.4% 11.6%
4
17%
5
6
39.3% 12.6%
Strongly Disagree
1
2
10.8%
15%
3
4
5
6
8.5% 14.8% 38.7% 12.2%
Strongly Disagree
1
06/20/2013
2
Class Climate evaluation
2
3
4
5
6
Page 25
4.4)
I am satisfied with the laboratory space available to
conduct my research.
15.5% 16.1% 9.5% 14.1% 33.9% 10.9%
Strongly Disagree
1
4.5)
I have colleagues on campus who do similar
research.
4.7)
I have sufficient funds for research travel.
Interdisciplinary research is recognized and
rewarded in my department/unit.
I am satisfied with my department/unit’s
administrative support to secure and maintain
grants.
4.10)
I am satisfied with grant administration provided by
Sponsored Awards Management.
I am satisfied with grant opportunities provided
within the university.
Graduate student stipends in my department/unit are
adequate to attract and retain quality graduate
students.
I receive reduced teaching and/or service
responsibilities so that I may build my research
program.
2
1
2
3
4
5
n=584
av.=4.33
dev.=1.34
ab.=146
Strongly Agree
n=594
av.=3.4
dev.=1.63
ab.=137
Strongly Agree
n=612
av.=4.17
dev.=1.48
ab.=115
Strongly Agree
n=590
av.=3.64
dev.=1.62
ab.=136
Strongly Agree
n=514
av.=4.11
dev.=1.44
ab.=208
Strongly Agree
n=600
av.=4.05
dev.=1.39
ab.=125
Strongly Agree
n=589
av.=2.66
dev.=1.56
ab.=140
Strongly Agree
n=522
av.=2.8
dev.=1.72
ab.=205
Strongly Agree
n=677
av.=3.51
dev.=1.6
ab.=57
Strongly Agree
n=545
av.=4.28
dev.=1.31
ab.=174
Strongly Agree
n=691
av.=4.57
dev.=1.23
ab.=41
6
7.5%
9%
3
4
5
6
12.1% 18.8% 35.1% 17.5%
Strongly Disagree
2
3
4
5
6
15.3% 12.7% 14.4% 18.3% 28.6% 10.7%
Strongly Disagree
2
3
6.6% 11.5% 10.5%
4
20%
5
6
38.1% 13.2%
Strongly Disagree
1
2
7%
10%
3
4
5
6
12.2% 21.8% 39.5% 9.5%
Strongly Disagree
2
3
4
32.9% 21.6% 13.9% 12.2%
5
6
17%
2.4%
Strongly Disagree
1
4.12)
Strongly Agree
6
16.3% 20.7% 12.3% 16.2% 26.1% 8.4%
1
4.11)
5
Strongly Disagree
1
4.9)
4
n=304
av.=3.67
dev.=1.68
ab.=424
3.8% 11.3% 7.7% 17.5% 45.2% 14.6%
1
4.8)
3
Strongly Disagree
1
4.6)
2
Strongly Agree
2
3
4
33.3% 21.5% 8.8% 11.5%
5
6
18%
6.9%
Strongly Disagree
1
2
3
4
5
6
31%
7.2%
55.. TTeeaacchhiinngg
5.1)
5.2)
5.3)
I am satisfied with the classroom space available to
conduct my teaching.
The Center for Teaching Excellence serves the
needs of the faculty.
I am satisfied with my teaching responsibilities.
14.3% 19.2% 13.1% 15.1%
Strongly Disagree
1
2
5.7%
7.5%
4
5
6
7.3% 23.3% 44.4% 11.7%
Strongly Disagree
1
2
3.6%
6.2%
3
4
5
6
6.5% 12.4% 55.3% 15.9%
Strongly Disagree
1
06/20/2013
3
Class Climate evaluation
2
3
4
5
6
Page 26
5.4)
I have the opportunity to teach in my specialty.
3.2%
1
5.5)
I have sufficient teaching support (e.g., TA’s).
The use of temporary faculty to meet increasing
teaching demands is acceptable.
The classrooms in which I teach are clean and well
kept.
5.9)
Information technology available for teaching is
adequate.
My teaching load is reasonable.
2
3
4
5
Strongly Agree
n=688
av.=4.85
dev.=1.26
ab.=43
Strongly Agree
n=573
av.=3.42
dev.=1.66
ab.=153
Strongly Agree
n=649
av.=3.55
dev.=1.7
ab.=81
Strongly Agree
n=675
av.=3.65
dev.=1.54
ab.=58
Strongly Agree
n=677
av.=3.69
dev.=1.6
ab.=55
Strongly Agree
n=679
av.=4.52
dev.=1.32
ab.=51
Strongly Agree
n=596
av.=4.19
dev.=1.41
ab.=132
Strongly Agree
n=613
av.=4.76
dev.=1.24
ab.=114
Strongly Agree
n=501
av.=4.43
dev.=1.41
ab.=227
Strongly Agree
n=513
av.=4.18
dev.=1.38
ab.=212
Strongly Agree
n=469
av.=4.06
dev.=1.7
ab.=256
Strongly Agree
n=356
av.=3.91
dev.=1.51
ab.=367
6
2
3
4
5
6
17.6% 16.2% 10.3% 18.3% 24.5% 13.1%
Strongly Disagree
2
12.9% 13.9%
3
4
15%
20%
5
6
30.4% 7.9%
Strongly Disagree
1
5.8)
9.2% 46.2% 31.8%
16.6% 20.1% 13.4% 13.4% 27.2% 9.2%
1
5.7)
3.8%
Strongly Disagree
1
5.6)
5.8%
Strongly Disagree
2
3
4
5
6
15.1% 11.7% 12.9% 19.4% 31.5% 9.6%
Strongly Disagree
1
2
5.3%
5.6%
3
4
5
6
7.1% 14.4% 48.7% 18.9%
Strongly Disagree
1
2
3
4
5
6
66.. TTeennuurree PPrroocceessss
6.1)
6.2)
6.3)
I am satisfied with the tenure/promotion process
overall.
I understand my unit criteria for achieving tenure/
promotion.
I receive feedback on my progress toward tenure/
promotion.
6.9% 10.4% 8.6% 16.3% 47.1% 10.7%
Strongly Disagree
1
2
3.3%
5.5%
I am satisfied with assistance available to pretenure/promotion faculty (e.g., workshops,
mentoring).
A senior colleague is available and helpful to me as I
work towards tenure/promotion.
2
3
4
I am satisfied with the post-tenure review process
overall.
6.2%
7.6%
7.4%
14%
5
6
45.3% 19.6%
2
3
4
5
6
5.8% 10.7% 9.6% 18.3% 44.8% 10.7%
Strongly Disagree
13%
2
3
4
5
6
10.4% 9.4% 14.3% 30.7% 22.2%
Strongly Disagree
2
9.8% 13.2%
3
11%
4
5
6
16.6% 40.7% 8.7%
Strongly Disagree
1
06/20/2013
6
Strongly Disagree
1
6.6)
5
5.1% 10.1% 49.9% 26.1%
1
1
6.5)
4
Strongly Disagree
1
6.4)
3
Class Climate evaluation
2
3
4
5
6
Page 27
77.. BBaallaanncciinngg PPeerrssoonnaall LLiiffee aanndd PPrrooffeessssiioonnaall LLiiffee
7.1)
In my department faculty may comfortably raise
personal and/or family responsibilities when
scheduling departmental obligations.
4.2%
1
7.2)
It is difficult for faculty in my department to adjust
their work schedules for primary care
responsibilities.
Department meetings and/or other required
departmental activities frequently occur outside the
regular workday.
Faculty without primary care responsibilities are
expected to accept more teaching and service
responsibilities outside the regular work day.
Faculty who have primary care responsibilities are
considered by the department to be less committed
to their careers.
I often have conflicts between personal activities and
professional responsibilities.
2
3
2
3
35.9% 41.2% 7.2%
19.1%
4
5
2
3
25.4% 43.5% 10.2%
2
3
5
6
6.1%
5.3%
4.4%
4
5
6
9%
7.1%
4.9%
5
26.4% 40.3% 11.9% 10.4% 8.1%
3
4
5
Strongly Agree
n=623
av.=2.64
dev.=1.32
ab.=101
Strongly Agree
n=685
av.=2.17
dev.=1.35
ab.=44
Strongly Agree
n=591
av.=2.44
dev.=1.4
ab.=129
Strongly Agree
n=606
av.=2.42
dev.=1.35
ab.=116
Strongly Agree
n=668
av.=2.95
dev.=1.55
ab.=58
Strongly Agree
n=689
av.=4.83
dev.=1.07
ab.=31
Strongly Agree
n=722
av.=4.1
dev.=1.47
ab.=9
Strongly Agree
n=712
av.=4.16
dev.=1.48
ab.=21
Strongly Agree
n=710
av.=2.9
dev.=1.69
ab.=24
Strongly Agree
n=315
av.=3.84
dev.=1.63
ab.=404
6
3%
Strongly Disagree
2
n=671
av.=4.57
dev.=1.26
ab.=56
3.2%
4
4
Strongly Agree
6
Strongly Disagree
1
7.6)
48%
Strongly Disagree
1
7.5)
17.3%
16.7% 41.6% 18.1% 11.1% 9.3%
1
7.4)
6%
Strongly Disagree
1
7.3)
5.5%
Strongly Disagree
6
18.7% 32.5% 10.2% 19.6% 11.5% 7.5%
Strongly Disagree
1
2
0.7%
4.6%
3
4
5
6
44%
27.6%
88.. TTeecchhnnoollooggyy,, IInnffrraassttrruuccttuurree aanndd SSeerrvviicceess
8.1)
8.2)
8.3)
Faculty should be involved in selecting institutionwide software and technology.
I am satisfied with computer support in my unit.
The campus-wide email system meets my needs.
1
2
8.3%
10%
I am satisfied with parking at USC.
1
2
Handicapped parking at USC is sufficient.
8.7%
9.6%
5
6
11.1% 18.3% 39.2% 13.2%
3
4
5
6
8.7% 15.6% 44.8% 12.6%
2
3
4
5
6
29.2% 22.3% 9.9% 12.3% 20.8% 5.6%
Strongly Disagree
2
3
4
5
6
12.4% 15.2% 9.2% 14.3% 36.8% 12.1%
Strongly Disagree
1
06/20/2013
4
Strongly Disagree
1
8.5)
3
Strongly Disagree
1
8.4)
4.6% 18.4%
Strongly Disagree
Class Climate evaluation
2
3
4
5
6
Page 28
8.6)
Improvements in campus accessibility for persons
with disabilities are needed.
5%
1
8.7)
I feel safe in my workplace in terms of physical
safety and security.
4.3%
USC is a safe campus.
The restrooms in the buildings in which I work are
clean and well kept.
4.5%
8.11)
8.12)
My unit has adequate office space.
USC building conditions need improvement.
The clerical staff in my unit fulfills my support needs.
The State of South Carolina’s travel per diem is
sufficient for my needs.
8.15)
8.16)
8.17)
University Technology Services serves the needs of
the faculty.
Resources and services at the University Libraries
are satisfactory.
The electronic holdings at University Libraries are
sufficient for my research needs.
The Russell House bookstore fulfills my textbook
ordering needs.
3
4
Strongly Agree
n=727
av.=4.35
dev.=1.3
ab.=5
Strongly Agree
n=719
av.=3.99
dev.=1.25
ab.=12
Strongly Agree
n=730
av.=3.58
dev.=1.6
ab.=3
Strongly Agree
n=718
av.=3.32
dev.=1.61
ab.=12
Strongly Agree
n=713
av.=5.1
dev.=1.14
ab.=13
Strongly Agree
n=707
av.=4.33
dev.=1.44
ab.=18
Strongly Agree
n=633
av.=3.02
dev.=1.7
ab.=94
Strongly Agree
n=700
av.=3.77
dev.=1.47
ab.=29
Strongly Agree
n=699
av.=4.76
dev.=1.09
ab.=29
Strongly Agree
n=656
av.=4.41
dev.=1.32
ab.=73
Strongly Agree
n=565
av.=4.16
dev.=1.45
ab.=165
45.9% 13.8%
5
6
9.5% 17.2% 26.3% 36.4% 6.1%
2
3
4
5
6
2
3
4
5
6
17.7% 19.5% 15.3% 14.5% 26.3% 6.7%
1
2
1.8%
2.9%
3
4
5
6
3.8% 13.3% 31.4% 46.7%
Strongly Disagree
1
2
5.9%
9.2%
3
4
5
6
8.6% 18.5% 37.3% 20.4%
Strongly Disagree
2
3
4
5
6
28.3% 18.6% 11.8% 10.6% 25.8% 4.9%
Strongly Disagree
2
3
4
5
10.7% 11.6% 15.3% 21.7% 33.7%
6
7%
Strongly Disagree
1
2
3
2%
4%
5%
4
5
6
14.9% 52.9% 21.2%
Strongly Disagree
1
2
3
4.9%
6.7%
9%
4
5
6
16.8% 46.8% 15.9%
Strongly Disagree
1
2
8.3%
9%
3
4
9.2% 17.9%
5
6
43%
12.6%
Strongly Disagree
1
06/20/2013
2
n=421
av.=4.29
dev.=1.41
ab.=300
6
Strongly Disagree
1
8.14)
18%
5
Strongly Agree
14.8% 16.2% 12.7% 16.6% 31.9% 7.8%
1
8.13)
7.6% 10.5%
4
Strongly Disagree
1
8.10)
3
Strongly Disagree
1
8.9)
2
Strongly Disagree
1
8.8)
10.2% 8.8% 23.5% 32.3% 20.2%
Strongly Disagree
Class Climate evaluation
2
3
4
5
6
Page 29
8.18)
The Faculty Senate and other University-wide faculty
committees effectively represent the faculty.
8.9%
1
8.19)
I am satisfied with the quality of support from the
Graduate School.
8.6% 11.5% 25.4% 38.9% 6.8%
Strongly Disagree
2
3
4
5
Strongly Agree
n=619
av.=3.97
dev.=1.39
ab.=97
Strongly Agree
n=518
av.=3.57
dev.=1.44
ab.=203
24%
n=725
av.=3.26
dev.=2.36
6
12.2% 14.5% 13.3% 27.4% 29.2% 3.5%
Strongly Disagree
1
2
3
4
5
6
99.. D
Deem
mooggrraapphhiicc PPrrooffiillee aanndd PPoossiittiioonn IInnffoorrm
maattiioonn
9.1)
Position:
Professor
9.2)
Associate Professor
25.9%
Assistant Professor
19.7%
Instructor/Lecturer
8.3%
Adjunct Faculty
6.9%
Visiting Faculty
0.3%
Library Faculty
4.6%
Research Faculty
3.7%
Clinical Faculty
6.6%
College / School:
College of Arts and Sciences
College of Engineering and Computing
5.6%
College of Education
9.8%
College of Hospitality, Retail and Sport Management
3.6%
College of Mass Communication and Information Studies
3.9%
College of Nursing
2.7%
College of Pharmacy
2.1%
College of Social Work
3.8%
Moore School of Business
6.3%
The Graduate School
0.1%
Honors College
0.1%
School of Law
8.3%
School of Music
3.5%
Other
n=713
av.=6.05
dev.=5.46
2%
School of Medicine
Arnold School of Public Health
9.3)
35.5%
8%
4.6%
Tenure Track:
06/20/2013
Tenured
49.4%
Tenure Track
20.3%
Non-Tenure Track
30%
Retired
0.3%
Class Climate evaluation
n=714
av.=1.81
dev.=0.88
Page 30
9.4)
9.5)
9.7)
Years at USC:
0-5
32.2%
6-10
27.3%
11-15
14.8%
16-20
9.5%
21-25
6.4%
25+
9.8%
n=715
av.=2.6
dev.=1.62
Gender:
Male
49.3%
Female
50.7%
n=706
av.=1.51
dev.=0.5
Disability Status:
06/20/2013
Yes
2.9%
No
97.1%
Class Climate evaluation
n=700
av.=1.97
dev.=0.17
Page 31
Appendix 2. Rankings of Items by Mean Score
Rankings of Item by mean score (standard deviation in parentheses) within overall indicator categories. Reversecoded items should be subtracted from 7 to convert the scale
1. Overall Satisfaction with USC
1.1
1.3
1.4
1.2
How satisfied or dissatisfied are you, in general, with your position at
USC?
How satisfied or dissatisfied are you, in general, with the way your career
has progressed at USC?
How satisfied or dissatisfied are you, in general, with the academic
leadership at the university level?
How satisfied or dissatisfied are you, in general, with the academic
leadership at the college/school level?
4.50 (1.3)
4.40 (1.3)
4.11 (1.4)
3.85 (1.6)
2. Unit Atmosphere
2.3
2.20
2.7
2.8
2.9
2.13
2.1
2.21
2.25
2.19
2.16
2.18
2.22
2.15
2.12
2.10
2.5
2.17
2.14
2.6
I am treated with respect by department staff.
Discrimination against or harassment of minorities is
a problem in my department.
I respect my colleagues’ research.
I am treated with respect by my students.
I am treated with respect by my unit chair.
Sex discrimination or harassment is a problem in my department.
I am treated with respect by colleagues.
Faculty often do not report when they see an instance of discrimination
against or harassment of minorities.
Non-minority faculty members receive more effective peer mentoring
than minority faculty members.
Minority and non-minority faculty are treated equally.
My department has more difficulty retaining female faculty than male
faculty.
Male faculty members receive more effective peer mentoring than
female faculty members.
Non-minority faculty are more likely than minority faculty to be involved
in informal social networks within the department.
Male faculty members are more likely than female. faculty members to
be involved in informal social networks within the department.
Male and female faculty are treated equally.
Faculty meetings allow for all participants to share their views
Colleagues regularly solicit my opinion about work related matters (such
as teaching, research, and service).
My department has made an effort to promote female faculty members
into leadership positions.
Faculty often do not report when they see an instance of sex
discrimination or harassment.
I feel isolated in my department/unit.
1.79 (1.1)
1.79 (1.1)
5.18 (0.9)
5.14 (0.9)
5.14 (1.4)
2.10 (1.4)
4.88 (1.2)
2.21 (1.3)
2.25 (1.3)
4.72 (1.3)
2.32 (1.4)
2.44 (1.5)
2.46 (1.4)
2.47 (1.5)
4.53 (1.5)
4.49 (1.5)
4.41 (1.3)
4.41 (1.4)
2.64 (1.6)
2.70 (1.6)
32
2.23
2.4
2.2
2.24
2.11
My department has more difficulty retaining minority faculty than nonminority faculty.
I feel like a full and equal participant in the problem solving and decisionmaking in my department.
I feel excluded from informal networks in my department.
My department has made an effort to promote minority faculty into
leadership positions.
Department/unit assignments are rotated fairly to allow for participation
of all faculty.
2.75 (1.6)
4.18 (1.6)
2.91 (1.5)
4.09 (1.5)
3.96 (1.6)
3. Compensation
3.5
3.3
3.4
3.2
3.1
3.6
I am satisfied with the available retirement options at the university.
The university’s available health care options meet my needs.
The university’s available health care options meet the needs of my
family/ household.
I am satisfied with the university’s overall benefits package.
I am satisfied with my salary.
I would be interested in the university providing tuition assistance for
children of faculty to attend the university.
4.06 (1.3)
3.73 (1.5)
3.60 (1.6)
3.45 (1.5)
3.12 (1.6)
5.22 (1.3)
4. Research
4.5
4.1
4.7
4.9
4.2
4.10
4.3
4.4
4.8
4.6
4.12
4.11
I have colleagues on campus who do similar research.
I have the equipment and supplies that I need to adequately conduct my
research.
Interdisciplinary research is recognized and rewarded in my
department/unit.
I am satisfied with grant administration provided by Sponsored Awards
Management.
I am satisfied with the availability of core facilities for my research.
I am satisfied with grant opportunities provided within the university.
I receive sufficient technical support for my research equipment.
I am satisfied with the laboratory space available to conduct my research.
I am satisfied with my department/unit’s administrative support to secure
and maintain grants.
I have sufficient funds for research travel.
I receive reduced teaching and/or service responsibilities so that I may
build my research program.
Graduate student stipends in my department/unit are adequate to attract
and retain quality graduate students.
4.33 (1.3)
4.19 (1.4)
4.17 (1.5)
4.11 (1.4)
4.06 (1.5)
4.05 (1.4)
3.92 (1.6)
3.67 (1.7)
3.64 (1.6)
3.40 (1.6)
2.80 (1.7)
2.66 (1.6)
5. Teaching
5.4
5.3
5.9
5.2
5.8
5.7
I have the opportunity to teach in my specialty.
I am satisfied with my teaching responsibilities.
My teaching load is reasonable.
The Center for Teaching Excellence serves the needs of the faculty.
Information technology available for teaching is adequate.
The classrooms in which I teach are clean and well kept
4.85 (1.3)
4.57 (1.3)
4.52 (1.3)
4.28 (1.3)
3.69 (1.6)
3.65 (1.5)
33
5.6
5.1
5.5
The use of temporary faculty to meet increasing teaching demands is
acceptable.
I am satisfied with the classroom space available to conduct my teaching.
I have sufficient teaching support (e.g., TA’s).
3.55 (1.7)
3.51 (1.6)
3.42 (1.7)
6. Tenure Process
6.2
6.3
6.1
6.4
6.5
6.6
I understand my unit criteria for achieving tenure/promotion.
I receive feedback on my progress toward tenure/promotion.
I am satisfied with the tenure/promotion process overall.
I am satisfied with assistance available to pretenure/promotion faculty
(e.g., workshops,mentoring).
A senior colleague is available and helpful to me as I work towards
tenure/promotion.
I am satisfied with the post-tenure review process overall.
4.76 (1.2)
4.43 (1.4)
4.19 (1.4)
4.18 (1.4)
4.06 (1.7)
3.91 (1.5)
7. Balancing Personal Life and Professional Life
7.3
7.5
7.1
7.4
7.2
7.6
Department meetings and/or other required departmental activities
frequently occur outside the regular workday.
Faculty who have primary care responsibilities are considered by the
department to be less committed to their careers.
In my department faculty may comfortably raise personal and/or family
responsibilities when scheduling departmental obligations.
Faculty without primary care responsibilities are expected to accept more
teaching and service responsibilities outside the regular work day.
It is difficult for faculty in my department to adjust their work schedules
for primary care responsibilities.
I often have conflicts between personal activities and professional
responsibilities.
2.17 (1.4)
2.42 (1.4)
4.57 (1.3)
2.44 (1.4)
2.64 (1.3)
2.95 (1.6)
8. Technology, Infrastructure and Services
8.15
8.16
8.7
8.12
8.17
8.3
8.2
8.8
8.18
8.5
8.14
8.9
8.19
8.10
8.13
Resources and services at the University Libraries are satisfactory.
The electronic holdings at University Libraries are sufficient for my
research needs.
I feel safe in my workplace in terms of physical safety and security.
The clerical staff in my unit fulfills my support needs.
The Russell House bookstore fulfills my textbook ordering needs.
The campus-wide email system meets my needs.
I am satisfied with computer support in my unit.
USC is a safe campus.
The Faculty Senate and other University-wide faculty committees
effectively represent the faculty.
Handicapped parking at USC is sufficient.
University Technology Services serves the needs of the faculty.
The restrooms in the buildings in which I work are clean and well kept.
I am satisfied with the quality of support from the Graduate School.
My unit has adequate office space.
The State of South Carolina’s travel per diem is sufficient for my needs.
4.76 (1.1)
4.41 (1.3)
4.35 (1.3)
4.33 (1.4)
4.16 (1.5)
4.16 (1.5)
4.10 (1.5)
3.99 (1.3)
3.97 (1.4)
3.84 (1.6)
3.77 (1.5)
3.58 (1.6)
3.57 (1.4)
3.32 (1.6)
3.02 (1.7)
34
8.4
8.6
8.1
8.11
I am satisfied with parking at USC.
Improvements in campus accessibility for persons with disabilities are
needed.
Faculty should be involved in selecting institution wide software and
technology.
USC building conditions need improvement.
2.90 (1.7)
4.29 (1.4)
4.83 (1.1)
5.10 (1.1)
35
Appendix 3. Statistical Tests of Gender Effects and Faculty Rank Effects for Each Item
Table A3.1. Gender Effects
Item
Score p-value
95% Confidence
Bounds
1.1 How satisfied or dissatisfied are you,
in general, with your position at USC?
1.2 How satisfied or dissatisfied are you,
in general, with the way your career has
progressed at USC?
1.3 How satisfied or dissatisfied are you,
in general, with the academic leadership
at the college/school level?
1.4 How satisfied or dissatisfied are you,
in general, with the academic leadership
at the university level?
0.9535
2.1 I am treated with respect by
colleagues
2.2 I feel like a full and equal participant
in the problem-solving and decisionmaking in my department.
2.3 I am treated with respect by
department staff.
2.4 I feel excluded from informal
networks in my department.
2.5 Colleagues regularly solicit my
opinion about work-related matters
(such as teaching, research, and service).
2.6 I feel isolated in my department/unit.
2.7 I respect my colleagues’ research.
2.8 I am treated with respect by my
students.
2.9 I am treated with respect by my unit
chair.
2.10 Faculty meetings allow for all
participants to share their views.
2.11 Department/unit assignments are
rotated fairly to allow for participation of
all faculty.
2.12 Male and female faculty are treated
equally.
2.13 Sex discrimination or harassment is
a problem in my department.
2.14 Faculty often do not report when
they see an instance of sex discrimination
or harassment.
2.15 Male faculty members are more
likely than female faculty members to be
involved in informal social networks
within the department.
2.16 My department has more difficulty
retaining female faculty than male faculty.
2.17 My department has made an effort to
promote female faculty members into
leadership positions.
2.18 Male faculty members receive more
effective peer mentoring than female
faculty members.
0.0012
(1.197,2.072)
<0.0001
(1.395,2.375)
0.0011
(1.209,2.149)
0.0614
0.0060
(0.530,0.899)
0.0148
0.2358
0.0086
(1.095,1.867)
0.0162
0.2439
0.0095
(1.094,1.912)
0.0147
<0.0001
(1.629,2.792)
<0.0001
(1.408,2.391)
<0.0001
(2.232,3.916)
<0.0001
(0.415,0.721)
0.2136
0.0064
(0.527,0.899)
0.1038
0.0078
(1.100,1.875)
<0.0001
(0.415,0.710)
36
2.19 Minority and non-minority faculty
are treated equally.
2.20 Discrimination against or
harassment of minorities is a problem in
my department.
2.21 Faculty often do not report when
they see an instance of discrimination
against or harassment of minorities.
2.22 Non-minority faculty are more likely
than minority faculty to be involved in
informal social networks within the
department.
2.23 My department has more difficulty
retaining minority faculty than nonminority faculty.
2.24 My department has made an effort to
promote minority faculty into leadership
positions.
2.25 Non-minority faculty members
receive more effective peer mentoring
than minority faculty members.
0.0086
(1.098,1.881)
0.0013
(0.482,0.837)
3.1 I am satisfied with my salary.
3.2 I am satisfied with the university’s
overall benefits package.
3.3 The university’s available health care
options meet my needs.
3.4 The university’s available health care
options meet the needs of my family/
household.
3.5 I am satisfied with the available
retirement options at the university.
3.6 I would be interested in the university
providing tuition assistance for children
of faculty to attend the university.
0.1457
0.2876
4.1 I have the equipment and supplies
that I need to adequately conduct my
research.
4.2 I am satisfied with the availability of
core facilities for my research.
4.3 I receive sufficient technical support
for my research equipment.
4.4 I am satisfied with the laboratory
space available to conduct my research.
4.5 I have colleagues on campus who do
similar research.
4.6 I have sufficient funds for research
travel
4.7 Interdisciplinary research is
recognized and rewarded in my
department/unit.
4.8 I am satisfied with my
department/unit’s administrative
support to secure and maintain grants.
4.9 I am satisfied with grant
administration provided by Sponsored
Awards Management.
4.10 I am satisfied with grant
opportunities provided within the
university.
0.6281
0.2531
0.0499
0.8061
0.0739
0.0003
(1.252,2.123)
<0.0001
(1.505,2.554)
0.9106
0.6466
0.2903
0.0019
(1.167,1.987)
0.0011
(1.191,2.019)
0.0017
(1.172,1.994)
<0.0001
(1.457,2.610)
0.0892
0.0995
0.3573
0.0902
0.0515
37
4.11 Graduate student stipends in my
department/unit are adequate to attract
and retain quality graduate students.
4.12 I receive reduced teaching and/or
service responsibilities so that I may
build my research program.
0.2481
5.1 I am satisfied with the classroom
space available to conduct my teaching.
5.2 The Center for Teaching Excellence
serves the needs of the faculty.
5.3 I am satisfied with my teaching
responsibilities.
5.4 I have the opportunity to teach in my
specialty.
5.5 I have sufficient teaching support
(e.g., TA’s).
5.6 The use of temporary faculty to meet
increasing teaching demands is
acceptable.
5.7 The classrooms in which I teach are
clean and well kept.
5.8 Information technology available for
teaching is adequate.
5.9 My teaching load is reasonable.
0.0008
6.1 I am satisfied with the
tenure/promotion process overall.
6.2 I understand my unit criteria for
achieving tenure/promotion.
6.3 I receive feedback on my progress
toward tenure/promotion.
6.4 I am satisfied with assistance
available to pre-tenure/promotion
faculty (e.g., workshops, mentoring).
6.5 A senior colleague is available and
helpful to me as I work towards
tenure/promotion.
6.6 I am satisfied with the post-tenure
review process overall.
0.1693
7.1 In my department faculty may
comfortably raise personal and/or family
responsibilities when scheduling
departmental obligations.
7.2 It is difficult for faculty in my
department to adjust their work
schedules for primary care
responsibilities.
7.3 Department meetings and/or other
required departmental activities
frequently occur outside the regular
workday.
7.4 Faculty without primary care
responsibilities are expected to accept
more teaching and service
responsibilities outside the regular work
day.
7.5 Faculty who have primary care
responsibilities are considered by the
department to be less committed to their
<0.0001
0.0185
(1.207,2.050)
0.2128
0.0032
(0.510,0.873)
0.0209
0.1505
0.0248
0.4734
0.2934
0.2164
0.0013
(1.185,2.026)
0.0005
(1.234,2.125)
0.0241
0.0433
0.9668
(1.763,3.122)
0.1405
0.6154
0.2003
0.0763
38
careers.
7.6 I often have conflicts between
personal activities and professional
responsibilities.
8.1 Faculty should be involved in
selecting institution-wide software and
technology.
8.2 I am satisfied with computer support
in my unit.
8.3 The campus-wide email system meets
my needs.
8.4 I am satisfied with parking at USC.
8.5 Handicapped parking at USC is
sufficient.
8.6 Improvements in campus accessibility
for persons with disabilities are needed.
8.7 I feel safe in my workplace in terms of
physical safety and security.
8.8 USC is a safe campus.
8.9 The restrooms in the buildings in
which I work are clean and well kept.
8.10 My unit has adequate office space.
8.11 USC building conditions need
improvement.
8.12 The clerical staff in my unit fulfills
my support needs.
8.13 The State of South Carolina’s travel
per diem is sufficient for my needs.
8.14 University Technology Services
serves the needs of the faculty.
8.15 Resources and services at the
University Libraries are satisfactory.
8.16 The electronic holdings at University
Libraries are sufficient for my research
needs.
8.17 The Russell House bookstore fulfills
my textbook ordering needs.
8.18 The Faculty Senate and other
University-wide faculty committees
effectively represent the faculty.
8.19 I am satisfied with the quality of
support from the Graduate School.
0.5124
0.5918
0.0673
0.4530
0.0165
0.0239
0.0525
0.0117
<0.0001
0.0014
(1.384,2.402)
(1.184,2.025)
0.8512
0.5720
0.4650
0.3950
0.2754
0.0684
0.0035
(0.498,0.872)
0.0353
0.8515
0.7530
39
Table A3.2. Faculty Rank Effects
Item
1.1 How satisfied or dissatisfied are you, in general,
with your position at USC?
1.2 How satisfied or dissatisfied are you, in general,
with the way your career has progressed at USC?
1.3 How satisfied or dissatisfied are you, in general,
with the academic leadership at the college/school
level?
1.4 How satisfied or dissatisfied are you, in general,
with the academic leadership at the university level?
2.1 I am treated with respect by colleagues
2.2 I feel like a full and equal participant in the
problem-solving and decision-making in my
department.
2.3 I am treated with respect by department staff.
2.4 I feel excluded from informal networks in my
department.
2.5 Colleagues regularly solicit my opinion about
work-related matters (such as teaching, research,
and service).
2.6 I feel isolated in my department/unit.
2.7 I respect my colleagues’ research.
2.8 I am treated with respect by my students.
2.9 I am treated with respect by my unit chair.
2.10 Faculty meetings allow for all participants to
share their views.
2.11 Department/unit assignments are rotated fairly
to allow for participation of all faculty.
2.12 Male and female faculty are treated equally.
2.13 Sex discrimination or harassment is a problem
in my department.
2.14 Faculty often do not report when they see an
instance of sex discrimination or harassment.
2.15 Male faculty members are more likely than
female faculty members to be involved in informal
social networks within the department.
2.16 My department has more difficulty retaining
female faculty than male faculty.
2.17 My department has made an effort to promote
female faculty members into leadership positions.
2.18 Male faculty members receive more effective
peer mentoring than female faculty members.
2.19 Minority and non-minority faculty are treated
equally.
2.20 Discrimination against or harassment of
minorities is a problem in my department.
2.21 Faculty often do not report when they see an
instance of discrimination against or harassment of
minorities.
2.22 Non-minority faculty are more likely than
minority faculty to be involved in informal social
networks within the department.
2.23 My department has more difficulty retaining
minority faculty than non-minority faculty.
2.24 My department has made an effort to promote
minority faculty into leadership positions.
Score p-value
0.1569
0.5513
0.0002
<0.0001
0.0511
0.0011
0.9745
0.4225
0.0103
0.9057
0.7217
0.0015
0.2013
<0.0001
<0.0001
0.4399
0.0001
0.0013
0.0479
0.0017
0.0315
0.0034
0.1557
0.3824
0.0172
0.7148
0.0164
0.8269
40
2.25 Non-minority faculty members receive more
effective peer mentoring than minority faculty
members.
0.2006
3.1 I am satisfied with my salary.
3.2 I am satisfied with the university’s overall
benefits package.
3.3 The university’s available health care options
meet my needs.
3.4 The university’s available health care options
meet the needs of my family/ household.
3.5 I am satisfied with the available retirement
options at the university.
3.6 I would be interested in the university providing
tuition assistance for children of faculty to attend the
university.
0.0063
<0.0001
4.1 I have the equipment and supplies that I need to
adequately conduct my research.
4.2 I am satisfied with the availability of core
facilities for my research.
4.3 I receive sufficient technical support for my
research equipment.
4.4 I am satisfied with the laboratory space available
to conduct my research.
4.5 I have colleagues on campus who do similar
research.
4.6 I have sufficient funds for research travel
4.7 Interdisciplinary research is recognized and
rewarded in my department/unit.
4.8 I am satisfied with my department/unit’s
administrative support to secure and maintain
grants.
4.9 I am satisfied with grant administration provided
by Sponsored Awards Management.
4.10 I am satisfied with grant opportunities provided
within the university.
4.11 Graduate student stipends in my
department/unit are adequate to attract and retain
quality graduate students.
4.12 I receive reduced teaching and/or service
responsibilities so that I may build my research
program.
<0.0001
5.1 I am satisfied with the classroom space available
to conduct my teaching.
5.2 The Center for Teaching Excellence serves the
needs of the faculty.
5.3 I am satisfied with my teaching responsibilities.
5.4 I have the opportunity to teach in my specialty.
5.5 I have sufficient teaching support (e.g., TA’s).
5.6 The use of temporary faculty to meet increasing
teaching demands is acceptable.
5.7 The classrooms in which I teach are clean and
well kept.
5.8 Information technology available for teaching is
adequate.
5.9 My teaching load is reasonable.
0.3143
6.1 I am satisfied with the tenure/promotion process
overall.
<0.0001
<0.0001
0.0904
0.9885
<0.0001
<0.0001
0.0004
<0.0001
<0.0001
<0.0001
0.0072
<0.0001
<0.0001
<0.0001
<0.0001
0.0831
0.7563
0.1526
<0.0001
0.1384
0.1195
<0.0001
0.3421
<0.0001
41
6.2 I understand my unit criteria for achieving
tenure/promotion.
6.3 I receive feedback on my progress toward
tenure/promotion.
6.4 I am satisfied with assistance available to pretenure/promotion faculty (e.g., workshops,
mentoring).
6.5 A senior colleague is available and helpful to me
as I work towards tenure/promotion.
6.6 I am satisfied with the post-tenure review
process overall.
<0.0001
7.1 In my department faculty may comfortably raise
personal and/or family responsibilities when
scheduling departmental obligations.
7.2 It is difficult for faculty in my department to
adjust their work schedules for primary care
responsibilities.
7.3 Department meetings and/or other required
departmental activities frequently occur outside the
regular workday.
7.4 Faculty without primary care responsibilities are
expected to accept more teaching and service
responsibilities outside the regular work day.
7.5 Faculty who have primary care responsibilities
are considered by the department to be less
committed to their careers.
7.6 I often have conflicts between personal activities
and professional responsibilities.
0.0659
8.1 Faculty should be involved in selecting
institution-wide software and technology.
8.2 I am satisfied with computer support in my unit.
8.3 The campus-wide email system meets my needs.
8.4 I am satisfied with parking at USC.
8.5 Handicapped parking at USC is sufficient.
8.6 Improvements in campus accessibility for
persons with disabilities are needed.
8.7 I feel safe in my workplace in terms of physical
safety and security.
8.8 USC is a safe campus.
8.9 The restrooms in the buildings in which I work
are clean and well kept.
8.10 My unit has adequate office space.
8.11 USC building conditions need improvement.
8.12 The clerical staff in my unit fulfills my support
needs.
8.13 The State of South Carolina’s travel per diem is
sufficient for my needs.
8.14 University Technology Services serves the needs
of the faculty.
8.15 Resources and services at the University
Libraries are satisfactory.
8.16 The electronic holdings at University Libraries
are sufficient for my research needs.
8.17 The Russell House bookstore fulfills my
textbook ordering needs.
8.18 The Faculty Senate and other University-wide
faculty committees effectively represent the faculty.
8.19 I am satisfied with the quality of support from
the Graduate School.
0.0777
<0.0001
<0.0001
<0.0001
<0.0001
0.0435
0.1045
0.0001
0.0002
0.0211
0.0050
<0.0001
0.4527
0.0015
0.3472
0.1619
0.1916
<0.0001
0.6665
<0.0001
0.0033
0.0918
<0.0001
0.8467
0.0151
0.3042
<0.0001
0.0002
42
09:56
Wednesday, March 05, 2014
43
Appendix 4. Two-way tables and graphs of Gender by Item for Items with Significant Gender Effects
I feel like a full and equal participant in the problem-solving and decision-making in my
department.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Male
6
1.74
20
5.81
39
11.34
18
5.23
53
15.41
110
31.98
98
28.49
344
Female
17
4.76
40
11.20
41
11.48
34
9.52
57
15.97
106
29.69
62
17.37
357
Total
23
60
80
52
110
216
160
701
Total
43
09:56
Wednesday, March 05, 2014
44
Faculty meetings allow for all participants to share their views.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Male
8
2.32
13
3.77
25
7.25
20
5.80
39
11.30
121
35.07
119
34.49
345
Female
40
11.30
30
8.47
25
7.06
37
10.45
46
12.99
91
25.71
85
24.01
354
Total
48
43
50
57
85
212
204
699
44
09:56
Wednesday, March 05, 2014
45
Department/unit assignments are rotated fairly to allow for participation of all
faculty.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Male
26
7.56
29
8.43
33
9.59
25
7.27
66
19.19
111
32.27
54
15.70
344
Female
65
18.26
32
8.99
44
12.36
38
10.67
46
12.92
96
26.97
35
9.83
356
Total
91
61
77
63
112
207
89
700
09:56
Wednesday, March 05, 2014
46
Male and female faculty are treated equally.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Male
7
2.03
4
1.16
19
5.51
21
6.09
18
5.22
143
41.45
133
38.55
345
Female
11
3.13
33
9.38
41
11.65
41
11.65
30
8.52
129
36.65
67
19.03
352
Total
18
37
60
62
48
272
200
697
Total
46
09:56
Wednesday, March 05, 2014
47
Sex discrimination or harassment is a problem in my department.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Male
12
3.47
174
50.29
104
30.06
14
4.05
20
5.78
15
4.34
7
2.02
346
Female
13
3.70
120
34.19
124
35.33
22
6.27
34
9.69
22
6.27
16
4.56
351
Total
25
294
228
36
54
37
23
697
09:56
Wednesday, March 05, 2014
48
Male faculty members receive more effective peer mentoring than female faculty members
.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Male
52
15.12
119
34.59
117
34.01
24
6.98
15
4.36
14
4.07
3
0.87
344
Female
68
19.65
62
17.92
81
23.41
35
10.12
45
13.01
29
8.38
26
7.51
346
Total
120
181
198
59
60
43
29
690
Total
09:56
Wednesday, March 05, 2014
49
The university’s available health care options meet my needs.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Male
15
4.31
28
8.05
43
12.36
47
13.51
63
18.10
135
38.79
17
4.89
348
Female
39
10.96
43
12.08
50
14.04
40
11.24
69
19.38
94
26.40
21
5.90
356
Total
54
71
93
87
132
229
38
704
Total
09:56
Wednesday, March 05, 2014
50
The university’s available health care options meet the needs of my family/ household
.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Male
37
10.66
34
9.80
46
13.26
40
11.53
56
16.14
121
34.87
13
3.75
347
Female
89
25.00
47
13.20
49
13.76
23
6.46
56
15.73
75
21.07
17
4.78
356
Total
126
81
95
63
112
196
30
703
09:56
Wednesday, March 05, 2014
51
I have colleagues on campus who do similar research.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Male
52
15.03
14
4.05
33
9.54
24
6.94
48
13.87
134
38.73
41
11.85
346
Female
87
24.58
6
1.69
28
7.91
21
5.93
49
13.84
122
34.46
41
11.58
354
Total
139
20
61
45
97
256
82
700
09:56
Wednesday, March 05, 2014
52
I am satisfied with the classroom space available to conduct my teaching.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Male
22
6.36
38
10.98
68
19.65
41
11.85
46
13.29
113
32.66
18
5.20
346
Female
35
9.80
51
14.29
55
15.41
44
12.32
55
15.41
87
24.37
30
8.40
357
Total
57
89
123
85
101
200
48
703
09:56
Wednesday, March 05, 2014
53
I receive feedback on my progress toward tenure/promotion.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Male
112
32.37
14
4.05
15
4.34
21
6.07
30
8.67
108
31.21
46
13.29
346
Female
110
31.16
17
4.82
20
5.67
12
3.40
38
10.76
108
30.59
48
13.60
353
Total
222
31
35
33
68
216
94
699
09:56
Wednesday, March 05, 2014
54
In my department faculty may comfortably raise personal and/or family
responsibilities when scheduling departmental obligations.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Male
23
6.71
9
2.62
12
3.50
18
5.25
50
14.58
Female
31
8.76
17
4.80
23
6.50
17
4.80
62
17.51
Total
54
26
35
35
112
In my department faculty may comfortably
raise personal and/or family
responsibilities when
scheduling departmental obligations.
Agree
Strongly
Agree
Male
176
51.31
55
16.03
343
Female
133
37.57
71
20.06
354
Total
309
126
697
Total
09:56
Wednesday, March 05, 2014
55
USC is a safe campus.
Strongly
Somewhat
Somewhat
Strongly
Disagree Disagree Disagree Neutral
Agree
Agree
Agree
Total
Male
6
1.74
11
3.19
30
8.70
50
14.49
80
23.19
142
41.16
26
7.54
345
Female
4
1.13
19
5.35
37
10.42
69
19.44
97
27.32
113
31.83
16
4.51
355
Total
10
30
67
119
177
255
42
700
Appendix 5. Two-way tables and graphs of Faculty Rank by Item for Items with Significant Gender Effects
How satisfied or dissatisfied are you with the academic leadership at the college/school level?
Disatisfied
Somewhat
Disatisfied
Neutral
Somewhat
Satisfied
Satisfied
Strongly
Satisfied
Tenured
57
16.29
52
14.86
43
12.29
62
17.71
94
26.86
42
12.00
350
Tenure Track
8
5.52
16
11.03
27
18.62
27
18.62
44
30.34
23
15.86
145
Non-Tenure Track
14
6.70
26
12.44
18
8.61
43
20.57
71
33.97
37
17.70
209
Total
79
94
88
132
209
102
704
Total
56
How satisfied or dissatisfied are you with the academic leadership at the university level?
Somewhat
Disatisfied Disatisfied
Neutral
Somewhat
Satisfied
Satisfied
Strongly
Satisfied
Total
Tenured
29
8.26
47
13.39
47
13.39
81
23.08
111
31.62
36
10.26
351
Tenure Track
3
2.11
13
9.15
19
13.38
26
18.31
57
40.14
24
16.90
142
Non-Tenure
Track
9
4.23
16
7.51
21
9.86
47
22.07
87
40.85
33
15.49
213
Total
41
76
87
154
255
93
706
Faculty meetings allow for all participants to share their views.
Tenured
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
3
26
28
23
43
0.86
7.45
8.02
6.59
12.32
Agree
126
36.10
Strongly
Agree
100
28.65
Total
349
Tenure Track
0
0.00
8
5.56
9
6.25
12
8.33
20
13.89
47
32.64
48
33.33
144
Non-Tenure
Track
42
19.91
11
5.21
15
7.11
22
10.43
23
10.90
41
19.43
57
27.01
211
Total
45
45
52
57
86
214
205
704
09:56
Wednesday, March 05, 2014
59
Department/unit assignments are rotated fairly to allow for participation of all faculty.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
9
2.57
42
12.00
44
12.57
34
9.71
60
17.14
114
32.57
47
13.43
350
Tenure Track
15
10.56
8
5.63
15
10.56
12
8.45
27
19.01
47
33.10
18
12.68
142
Non-Tenure
Track
65
30.52
14
6.57
19
8.92
18
8.45
29
13.62
44
20.66
24
11.27
213
Total
89
64
78
64
116
205
89
705
Total
09:56
Wednesday, March 05, 2014
60
Sex discrimination or harassment is a problem in my department.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
9
2.59
126
36.31
121
34.87
18
5.19
34
9.80
21
6.05
18
5.19
347
Tenure Track
4
2.76
63
43.45
48
33.10
9
6.21
13
8.97
6
4.14
2
1.38
145
Non-Tenure
Track
11
5.24
105
50.00
61
29.05
9
4.29
8
3.81
11
5.24
5
2.38
210
Total
24
294
230
36
55
38
25
702
09:56
Wednesday, March 05, 2014
61
I am satisfied with the university’s overall benefits package.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
0
0.00
51
14.57
74
21.14
64
18.29
59
16.86
88
25.14
14
4.00
350
Tenure Track
0
0.00
32
22.22
30
20.83
25
17.36
26
18.06
29
20.14
2
1.39
144
Non-Tenure
Track
28
13.21
13
6.13
20
9.43
17
8.02
37
17.45
77
36.32
20
9.43
212
Total
28
96
124
106
122
194
36
706
09:56
Wednesday, March 05, 2014
62
The university’s available health care options meet my needs.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
5
1.42
32
9.09
49
13.92
55
15.63
63
17.90
134
38.07
14
3.98
352
Tenure Track
1
0.69
31
21.38
29
20.00
23
15.86
28
19.31
32
22.07
1
0.69
145
Non-Tenure Track
40
18.78
11
5.16
13
6.10
13
6.10
42
19.72
71
33.33
23
10.80
213
Total
46
74
91
91
133
237
38
710
09:56
Wednesday, March 05, 2014
63
The university’s available health care options meet the needs of my family/ household.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
39
11.11
37
10.54
49
13.96
42
11.97
58
16.52
114
32.48
12
3.42
351
Tenure Track
28
19.31
32
22.07
28
19.31
14
9.66
21
14.48
21
14.48
1
0.69
145
Non-Tenure
Track
57
26.76
13
6.10
17
7.98
10
4.69
34
15.96
66
30.99
16
7.51
213
Total
124
82
94
66
113
201
29
709
09:56
Wednesday, March 05, 2014
64
I have the equipment and supplies that I need to adequately conduct my research.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
19
5.44
24
6.88
37
10.60
30
8.60
45
12.89
149
42.69
45
12.89
349
Tenure Track
10
6.90
6
4.14
16
11.03
8
5.52
27
18.62
59
40.69
19
13.10
145
Non-Tenure
Track
88
41.12
10
4.67
12
5.61
14
6.54
18
8.41
56
26.17
16
7.48
214
Total
117
40
65
52
90
264
80
708
09:56
Wednesday, March 05, 2014
65
I am satisfied with the availability of core facilities for my research.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
26
7.41
27
7.69
31
8.83
40
11.40
52
14.81
131
37.32
44
12.54
351
Tenure Track
15
10.34
12
8.28
18
12.41
16
11.03
24
16.55
49
33.79
11
7.59
145
Non-Tenure Track
101
47.20
6
2.80
15
7.01
9
4.21
21
9.81
44
20.56
18
8.41
214
Total
142
45
64
65
97
224
73
710
65
09:56
Wednesday, March 05, 2014
66
I receive sufficient technical support for my research equipment.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
57
16.33
40
11.46
42
12.03
24
6.88
36
10.32
115
32.95
35
10.03
349
Tenure Track
32
22.22
8
5.56
17
11.81
13
9.03
25
17.36
38
26.39
11
7.64
144
Non-Tenure
Track
120
56.07
6
2.80
15
7.01
3
1.40
14
6.54
40
18.69
16
7.48
214
Total
209
54
74
40
75
193
62
707
09:56
Wednesday, March 05, 2014
67
I am satisfied with the laboratory space available to conduct my research.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
179
51.14
26
7.43
24
6.86
20
5.71
19
5.43
65
18.57
17
4.86
350
Tenure Track
79
55.63
11
7.75
8
5.63
8
5.63
13
9.15
17
11.97
6
4.23
142
Non-Tenure
Track
150
70.09
9
4.21
14
6.54
1
0.47
10
4.67
20
9.35
10
4.67
214
Total
408
46
46
29
42
102
33
706
09:56
Wednesday, March 05, 2014
68
I have colleagues on campus who do similar research.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
21
5.98
14
3.99
32
9.12
26
7.41
53
15.10
159
45.30
46
13.11
351
Tenure Track
14
9.79
3
2.10
21
14.69
12
8.39
29
20.28
43
30.07
21
14.69
143
Non-Tenure Track
100
46.73
4
1.87
10
4.67
7
3.27
19
8.88
58
27.10
16
7.48
214
Total
135
21
63
45
101
260
83
708
Total
09:56
Wednesday, March 05, 2014
69
I have sufficient funds for research travel.
Strongly
Somewhat
Somewhat
Strongly
Disagree Disagree Disagree Neutral
Agree
Agree
Agree
Total
Tenured
19
5.41
56
15.95
65
18.52
37
10.54
49
13.96
99
28.21
26
7.41
351
Tenure Track
7
4.83
21
14.48
35
24.14
18
12.41
25
17.24
23
15.86
16
11.03
145
Non-Tenure
Track
100
47.17
18
8.49
18
8.49
17
8.02
21
9.91
31
14.62
7
3.30
212
Total
126
95
118
72
95
153
49
708
09:56
Wednesday, March 05, 2014
70
Interdisciplinary research is recognized and rewarded in my department/unit.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
20
5.73
31
8.88
33
9.46
38
10.89
61
17.48
112
32.09
54
15.47
349
Tenure Track
12
8.39
5
3.50
9
6.29
22
15.38
25
17.48
44
30.77
26
18.18
143
Non-Tenure
Track
73
34.43
9
4.25
10
4.72
14
6.60
25
11.79
56
26.42
25
11.79
212
Total
105
45
52
74
111
212
105
704
09:56
Wednesday, March 05, 2014
71
I am satisfied with grant administration provided by Sponsored Awards Management.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
46
13.26
27
7.78
40
11.53
29
8.36
62
17.87
104
29.97
39
11.24
347
Tenure Track
37
26.06
4
2.82
12
8.45
9
6.34
20
14.08
44
30.99
16
11.27
142
Non-Tenure
Track
111
52.61
3
1.42
5
2.37
15
7.11
20
9.48
45
21.33
12
5.69
211
Total
194
34
57
53
102
193
67
700
09:56
Wednesday, March 05, 2014
72
I am satisfied with grant opportunities provided within the university.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
24
6.90
29
8.33
40
11.49
34
9.77
66
18.97
126
36.21
29
8.33
348
Tenure Track
9
6.34
4
2.82
8
5.63
17
11.97
34
23.94
53
37.32
17
11.97
142
Non-Tenure Track
83
39.15
8
3.77
8
3.77
19
8.96
29
13.68
54
25.47
11
5.19
212
Total
116
41
56
70
129
233
57
702
09:56
Wednesday, March 05, 2014
73
Graduate student stipends in my department/unit are adequate to
attract and retain quality graduate students.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Tenured
24
6.86
115
32.86
81
23.14
48
13.71
Tenure Track
18
12.68
42
29.58
21
14.79
16
11.27
Non-Tenure
Track
93
43.66
33
15.49
16
7.51
16
7.51
Total
135
190
118
80
Graduate student stipends in my department/unit are adequate to
attract and retain quality graduate students.
Somewhat
Agree
Agree
Strongly
Agree
Tenured
36
10.29
41
11.71
5
1.43
350
Tenure Track
19
13.38
20
14.08
6
4.23
142
Non-Tenure
Track
15
7.04
37
17.37
3
1.41
213
Total
70
98
14
705
Total
09:56
Wednesday, March 05, 2014
74
I receive reduced teaching and/or service responsibilities so that I may build my research program.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
41
11.75
109
31.23
76
21.78
24
6.88
34
9.74
45
12.89
20
5.73
349
Tenure Track
20
14.08
37
26.06
16
11.27
9
6.34
17
11.97
31
21.83
12
8.45
142
Non-Tenure
Track
132
62.26
24
11.32
16
7.55
10
4.72
9
4.25
17
8.02
4
1.89
212
Total
193
170
108
43
60
93
36
703
Total
09:56
Wednesday, March 05, 2014
75
I have sufficient teaching support (e.g., TA).
Strongly
Somewhat
Somewhat
Strongly
Disagree Disagree Disagree Neutral
Agree
Agree
Agree
Total
Tenured
43
12.43
52
15.03
57
16.47
40
11.56
43
12.43
79
22.83
32
9.25
346
Tenure Track
28
19.58
19
13.29
24
16.78
18
12.59
21
14.69
27
18.88
6
4.20
143
Non-Tenure
Track
80
37.74
22
10.38
23
10.85
18
8.49
12
5.66
43
20.28
14
6.60
212
Total
151
93
104
76
76
149
52
701
09:56
Wednesday, March 05, 2014
76
Information technology available for teaching is adequate.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
19
5.44
61
17.48
45
12.89
43
12.32
66
18.91
95
27.22
20
5.73
349
Tenure Track
14
9.72
22
15.28
17
11.81
21
14.58
30
20.83
26
18.06
14
9.72
144
Non-Tenure Track
21
9.81
17
7.94
14
6.54
18
8.41
30
14.02
86
40.19
28
13.08
214
Total
54
100
76
82
126
207
62
707
09:56
Wednesday, March 05, 2014
77
I am satisfied with the tenure/promotion process overall.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
4
1.14
18
5.13
29
8.26
19
5.41
54
15.38
180
51.28
47
13.39
351
Tenure Track
6
4.20
7
4.90
7
4.90
14
9.79
24
16.78
70
48.95
15
10.49
143
Non-Tenure Track
114
53.77
14
6.60
21
9.91
16
7.55
17
8.02
29
13.68
1
0.47
212
Total
124
39
57
49
95
279
63
706
Total
09:56
Wednesday, March 05, 2014
78
I understand my unit criteria for achieving tenure/promotion.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
4
1.15
5
1.43
6
1.72
7
2.01
23
6.59
188
53.87
116
33.24
349
Tenure Track
0
0.00
4
2.78
7
4.86
14
9.72
21
14.58
70
48.61
28
19.44
144
Non-Tenure
Track
100
47.17
10
4.72
18
8.49
8
3.77
17
8.02
45
21.23
14
6.60
212
Total
104
19
31
29
61
303
158
705
09:56
Wednesday, March 05, 2014
79
I receive feedback on my progress toward tenure/promotion.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
92
26.21
14
3.99
10
2.85
15
4.27
30
8.55
133
37.89
57
16.24
351
Tenure Track
1
0.69
3
2.08
5
3.47
8
5.56
29
20.14
65
45.14
33
22.92
144
Non-Tenure Track
124
58.49
14
6.60
19
8.96
11
5.19
11
5.19
26
12.26
7
3.30
212
Total
217
31
34
34
70
224
97
707
09:56
Wednesday, March 05, 2014
80
I am satisfied with assistance available to pretenure/promotion faculty (e.g., workshops,mentoring).
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
71
20.34
12
3.44
18
5.16
21
6.02
52
14.90
145
41.55
30
8.60
349
Tenure Track
1
0.69
10
6.94
17
11.81
11
7.64
27
18.75
56
38.89
22
15.28
144
Non-Tenure
Track
130
61.61
8
3.79
17
8.06
16
7.58
13
6.16
26
12.32
1
0.47
211
Total
202
30
52
48
92
227
53
704
Total
09:56
Wednesday, March 05, 2014
81
A senior colleague is available and helpful to me as I work towards tenure/promotion.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
116
33.33
29
8.33
24
6.90
20
5.75
25
7.18
79
22.70
55
15.80
348
Tenure Track
0
0.00
13
9.03
10
6.94
15
10.42
23
15.97
42
29.17
41
28.47
144
Non-Tenure
Track
129
60.85
17
8.02
12
5.66
8
3.77
19
8.96
20
9.43
7
3.30
212
Total
245
59
46
43
67
141
103
704
09:56
Wednesday, March 05, 2014
82
I am satisfied with the post-tenure review process overall.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
49
14.08
26
7.47
36
10.34
33
9.48
53
15.23
124
35.63
27
7.76
348
Tenure Track
121
84.03
2
1.39
4
2.78
1
0.69
2
1.39
12
8.33
2
1.39
144
Non-Tenure Track
185
88.10
6
2.86
3
1.43
5
2.38
3
1.43
7
3.33
1
0.48
210
Total
355
34
43
39
58
143
30
702
09:56
Wednesday, March 05, 2014
83
Faculty without primary care responsibilities are expected to accept more
teaching and service responsibilities outside the regular work day.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Tenured
32
9.22
82
23.63
131
37.75
35
10.09
Tenure Track
24
17.14
37
26.43
49
35.00
6
4.29
Non-Tenure
Track
66
31.43
28
13.33
68
32.38
18
8.57
Total
122
147
248
59
Faculty without primary care responsibilities are expected to accept more
teaching and service responsibilities outside the regular work day.
Somewhat Agree
Agree
Strongly Agree
Total
Tenured
31
8.93
22
6.34
14
4.03
347
Tenure Track
9
6.43
8
5.71
7
5.00
140
Non-Tenure
Track
10
4.76
12
5.71
8
3.81
210
Total
50
42
29
697
09:56
Wednesday, March 05, 2014
84
Faculty who have primary care responsibilities are considered by
the department to be less committed to their careers.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Tenured
32
9.22
82
23.63
129
37.18
42
12.10
Tenure Track
16
11.35
41
29.08
43
30.50
16
11.35
Non-Tenure
Track
62
29.38
34
16.11
69
32.70
11
5.21
Total
110
157
241
69
Faculty who have primary care responsibilities are considered by
the department to be less committed to their careers.
Somewhat
Agree
Agree
Strongly
Agree
Tenured
28
8.07
27
7.78
7
2.02
347
Tenure Track
14
9.93
7
4.96
4
2.84
141
Non-Tenure
Track
17
8.06
14
6.64
4
1.90
211
Total
59
48
15
699
Total
09:56
Wednesday, March 05, 2014
85
The campus-wide email system meets my needs.
Strongly
Somewhat
Somewhat
Strongly
Disagree Disagree Disagree Neutral
Agree
Agree
Agree
Total
Tenured
9
2.56
48
13.64
35
9.94
37
10.51
53
15.06
134
38.07
36
10.23
352
Tenure Track
3
2.10
6
4.20
15
10.49
14
9.79
31
21.68
56
39.16
18
12.59
143
Non-Tenure
Track
8
3.74
6
2.80
14
6.54
9
4.21
25
11.68
123
57.48
29
13.55
214
Total
20
60
64
60
109
313
83
709
09:56
Wednesday, March 05, 2014
86
The restrooms in the buildings in which I work are clean and well kept.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
0
0.00
62
17.66
64
18.23
51
14.53
65
18.52
92
26.21
17
4.84
351
Tenure Track
0
0.00
14
9.72
25
17.36
16
11.11
24
16.67
55
38.19
10
6.94
144
Non-Tenure Track
2
0.93
26
12.15
27
12.62
22
10.28
31
14.49
77
35.98
29
13.55
214
Total
2
102
116
89
120
224
56
709
09:56
Wednesday, March 05, 2014
87
USC building conditions need improvement.
Strongly
Somewhat
Somewhat
Strongly
Disagree Disagree Disagree Neutral
Agree
Agree
Agree
Total
Tenured
1
0.29
4
1.15
4
1.15
12
3.45
34
9.77
118
33.91
175
50.29
348
Tenure Track
1
0.71
3
2.13
3
2.13
3
2.13
22
15.60
40
28.37
69
48.94
141
Non-Tenure
Track
11
5.19
5
2.36
13
6.13
12
5.66
36
16.98
57
26.89
78
36.79
212
Total
13
12
20
27
92
215
322
701
09:56
Wednesday, March 05, 2014
88
University Technology Services serves the needs of the faculty.
Strongly
Somewhat
Somewhat
Disagree Disagree Disagree Neutral
Agree
Agree
Strongly
Agree
Total
Tenured
8
2.29
54
15.47
47
13.47
59
16.91
82
23.50
86
24.64
13
3.72
349
Tenure Track
4
2.80
14
9.79
17
11.89
23
16.08
23
16.08
46
32.17
16
11.19
143
Non-Tenure Track
17
7.98
5
2.35
13
6.10
21
9.86
41
19.25
99
46.48
17
7.98
213
Total
29
73
77
103
146
231
46
705
09:56
Wednesday, March 05, 2014
89
The Faculty Senate and other University-wide faculty committees effectively represent the faculty.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Tenured
14
4.02
39
11.21
31
8.91
40
11.49
81
23.28
124
35.63
19
5.46
348
Tenure Track
12
8.51
3
2.13
7
4.96
16
11.35
33
23.40
58
41.13
12
8.51
141
Non-Tenure
Track
63
30.73
11
5.37
10
4.88
15
7.32
39
19.02
59
28.78
8
3.90
205
Total
89
53
48
71
153
241
39
694
Total
09:56
Wednesday, March 05, 2014
90
I am satisfied with the quality of support from the Graduate School.
Strongly
Somewhat
Disagree Disagree Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
Tenured
51
14.70
46
13.26
50
14.41
44
12.68
78
22.48
70
20.17
8
2.31
347
Tenure Track
47
33.33
6
4.26
10
7.09
13
9.22
32
22.70
31
21.99
2
1.42
141
Non-Tenure Track
100
47.39
8
3.79
12
5.69
11
5.21
26
12.32
47
22.27
7
3.32
211
Total
198
60
72
68
136
148
17
699
Appendix 6. Two-way tables and graphs of Race/Ethnicty by Item for Minority/Non-minority Items
Minority and non-minority faculty are treated equally.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
African-American
1
5.26
3
15.79
1
5.26
3
15.79
2
10.53
6
31.58
3
15.79
19
Caucasian
68
15.81
8
1.86
19
4.42
18
4.19
31
7.21
172
40.00
114
26.51
430
Missing
43
17.77
10
4.13
15
6.20
12
4.96
25
10.33
87
35.95
50
20.66
242
Other
1
2.78
5
13.89
3
8.33
1
2.78
1
2.78
16
44.44
9
25.00
36
Total
113
26
38
34
59
281
176
727
Total
91
Discrimination against or harassment of minorities is a problem in my department.
Strongly
Somewhat
Disagree Disagree Disagree
African-
Neutral
Somewhat
Agree
Agree
Strongly
Agree
Total
4
21.05
5
26.32
5
26.32
2
10.53
1
5.26
2
10.53
0
0.00
19
Caucasian
59
13.92
189
44.58
135
31.84
19
4.48
13
3.07
5
1.18
4
0.94
424
Missing
35
14.34
98
40.16
78
31.97
12
4.92
7
2.87
7
2.87
7
2.87
244
Other
0
0.00
16
45.71
13
37.14
1
2.86
3
8.57
2
5.71
0
0.00
35
Total
98
308
231
34
24
16
11
722
American
92
Faculty often do not report when they see an instance of discrimination
against or harassment of minorities.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
8
42.11
2
10.53
4
21.05
1
5.26
2
10.53
Caucasian
165
39.19
94
22.33
102
24.23
25
5.94
16
3.80
Missing
91
38.56
50
21.19
57
24.15
8
3.39
15
6.36
Other
6
16.67
11
30.56
9
25.00
0
0.00
3
8.33
Total
270
157
172
34
36
AfricanAmerican
Faculty often do not report when they see an
instance of discrimination against or
harassment of minorities.
Agree
Strongly
Agree
AfricanAmerican
2
10.53
0
0.00
19
Caucasian
14
3.33
5
1.19
421
Missing
8
3.39
7
2.97
236
Other
6
16.67
1
2.78
36
Total
30
13
712
Total
93
Non-minority faculty are more likely than minority faculty to be involved in
informal social networks within the department.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
AfricanAmerican
3
15.79
2
10.53
4
21.05
1
5.26
1
5.26
Caucasian
109
25.59
86
20.19
140
32.86
37
8.69
31
7.28
Missing
71
29.71
46
19.25
54
22.59
20
8.37
19
7.95
Other
2
5.88
8
23.53
11
32.35
4
11.76
4
11.76
Total
185
142
209
62
55
Non-minority faculty are more likely than minority
faculty to be involved in informal social
networks within the department.
Agree
Strongly
Agree
AfricanAmerican
5
26.32
3
15.79
19
Caucasian
17
3.99
6
1.41
426
Missing
20
8.37
9
3.77
239
Other
3
8.82
2
5.88
34
Total
45
20
718
Total
94
95
My department has more difficulty retaining minority faculty than non-minority faculty.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
3
15.79
3
15.79
5
26.32
0
0.00
1
5.26
3
15.79
4
21.05
19
Caucasian
96
22.48
79
18.50
125
29.27
32
7.49
30
7.03
57
13.35
8
1.87
427
Missing
58
24.68
43
18.30
57
24.26
16
6.81
16
6.81
28
11.91
17
7.23
235
Other
2
5.71
9
25.71
12
34.29
3
8.57
3
8.57
6
17.14
0
0.00
35
Total
159
134
199
51
50
94
29
716
AfricanAmerican
Total
96
My department has made an effort to promote minority faculty into leadership positions.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
1
5.26
5
26.32
2
10.53
1
5.26
1
5.26
7
36.84
2
10.53
19
Caucasian
124
29.18
11
2.59
39
9.18
36
8.47
63
14.82
108
25.41
44
10.35
425
Missing
73
30.93
14
5.93
16
6.78
26
11.02
28
11.86
52
22.03
27
11.44
236
Other
2
5.88
3
8.82
4
11.76
5
14.71
3
8.82
13
38.24
4
11.76
34
Total
200
33
61
68
95
180
77
714
AfricanAmerican
Total
97
Non-minority faculty members receive more effective peer mentoring than minority faculty members.
Strongly
Disagree
Disagree
Somewhat
Disagree
Neutral
Somewhat
Agree
Agree
Strongly
Agree
4
21.05
5
26.32
5
26.32
0
0.00
1
5.26
1
5.26
3
15.79
19
Caucasian
129
30.57
97
22.99
125
29.62
37
8.77
18
4.27
12
2.84
4
0.95
422
Missing
76
32.48
46
19.66
55
23.50
24
10.26
15
6.41
12
5.13
6
2.56
234
Other
4
11.76
8
23.53
11
32.35
3
8.82
4
11.76
2
5.88
2
5.88
34
Total
213
156
196
64
38
27
15
709
AfricanAmerican
Total
98