President’s Forum
Quality of Life
in the Workplace
January 17, 2008
Voice
• Periodic survey activity at Purdue has
increased dramatically since 2001
• These systematic efforts are appreciated
by the various populations contacted
• Voice can enhance sense of community
• Asking for voice signifies care
• Care engenders mutual respect
• Respect drives positive change initiatives
Survey History Since 2001
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First faculty culture survey
Campus life assessment (VPHR)
Faculty development focus
Employee opinion surveys
Second faculty culture survey
Diversity assessment (VPHR)
Diversity survey (EVP Treasurer)
2001
2002
2003
2005
2006
2006
2006
Survey Participation Rates
• First faculty culture survey
• Campus life assessment (VPHR)
• Faculty development focus group
N=200
• Employee opinion surveys
• Second faculty culture survey
• Diversity assessment (VPHR)
• Diversity survey (EVP Treasurer)
51%
25%
70%
40%
60%
50%
Faculty and Staff Surveys
Positive Trends
Overall Satisfaction
• Purdue University staff report high
overall satisfaction with employment
• Purdue University 2006 faculty report
overall satisfaction
• By comparison, 2001 faculty survey
reported satisfaction at
• So, positive shift in faculty satisfaction
72%
73%
60%
Benefits
• Staff high praise for benefits
75%
– Vacation time
– Medical plans
– Tuition reimbursement
• Faculty are also positive
– Retirement program
– Medical
84%
Specific Staff Satisfactions
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Satisfaction with the work itself
Co-worker performance/cooperation
Physical working conditions
Relatively high on supervisors
Promotion of teamwork is valued
Communication is good, but can be
improved
Specific Faculty Satisfactions
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Prestige of unit
Access to research facilities
Teaching/research balance
Reputation of Purdue from state to world
Start-up packages
Institutional support for teaching
Support from unit head
What Staff Like Most
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Flexible schedules
Flexible career paths
Stability of the organization, job security
Coworkers
Opportunity to work with students
Beautiful location
Diverse employee and student population
What Faculty Like Most
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Collegiality
Campus atmosphere, academic life
Work environment
Reputation
Students
Location
Serving on the august University Senate
What Satisfies Most All
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Purdue pride
Recreational facilities
Counseling services
Parking (even if not where they want it)
Bus service
Cultural activities
That Purdue is asking their opinions
Surveys Help Assess Change
Teaching schedules
Course loads
Determining class size
Determining merit pay
Subjects taught
Selecting next head
Allocating resources
2001
2006
Percent
Difference
41%
19%
15%
25%
60%
50%
20%
58%
35%
29%
38%
73%
62%
30%
17%
16%
14%
13%
13%
12%
10%
So What Are We Hearing?
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We are more than human resources
We are more than human capital
We are human beings
With ideas, experience, and talents
Who respond with voices framed by
civility, thoughtfulness, and sincerity
• Even when we face challenges
Faculty and Staff Surveys
Challenges
Now the Challenges
The Mission of the Quality of Life in the Workplace “Tiger Team”
Quality of life for faculty and staff is important for a number of
reasons, most notably for recruitment, retention and health. An
institution that properly recognizes the importance of quality of
life during its growth and development and acts accordingly will
benefit. While there are many benefits to living in the West
Lafayette/Lafayette area and working for Purdue University, in
this Strategic Plan we will make an organized effort to take a
panoramic view of all of the factors that contribute to a high
quality of life for employees.
Satisfaction with Compensation
• Staff satisfied with pay
25%
– Small merit increases
– Inequity across units
– Salary compression
• Faculty satisfied with pay
– Comparison with peer institutions
– Salary compression
58%
Specific Staff Concerns
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Training/Development opportunities
Clear pathways for advancement
Flexible benefits
Flexibility in working hours
Changes in business operations
Lack of communication
Work area environment
Specific Faculty Concerns
• Lack of inclusiveness in setting
university goals
• Child and elder care services
• Research/teaching balance
• Upgrade of research/teaching facilities
• Diversity/cultural sensitivity training
• Dual career issues
• Distributed opportunities for exercise
and fitness
What Concerns Most All
• Stress
• Promotion/advancement opportunities
• Management training for faculty and staff
supervisors
• Respect
• Open communication
• Appreciation for diversity
• High quality work environment
Where Do We Go From Here?
• Continue gathering feedback
– Open Forum
– Feedback forms
– Blog
– Postcards
– Interviews with campus
groups
– Town and gown
QOL Areas of Investigation
• Compensation and benefits – equity and
flexibility
• Faculty and staff professional development education, incentive and opportunity
• Support for employee family responsibilities
• Health and fitness
• Cultural enhancement
• Diversity and the global community
• Voice – open communication and respect
Quality of life in the Workplace Team
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Guiding principles
– To Advance Purdue to the Next Level Through Quality of Life Initiatives:
– How do you attract good people?
– How do you nurture the people who are now on campus?
– How do you increase the productivity of staff and faculty?
– How do you retain the people who will propel us to excellence?
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Team Members
– Cynthia Stauffacher, Chair (Biological Sciences - Faculty)
– Charles Santerre, Co-Chair (Foods and Nutrition - Faculty)
– Klod Kokini (Engineering/Associate Dean/Mechanical Engineering Faculty)
– Carolyn Johnson (Diversity Resource Office - A/P Staff)
– Leonard Seidel (Memorial Union – APSAC member)
– Mallory Schaus (Exec. Dir. Programming/PSG – Engineering Student)
– Danielle Sheese - (College of Pharmacy, Nursing and Health Sciences CSSAC member)
Presentation Prepared by
• Cynthia Stauffacher serves as Chair of the Quality of Life Working
Group
• William Harper served as Chair of the University Senate Faculty Affairs
Committee at the time of the Faculty Survey
• Brenda Coulson served as project manager for EVPT Diversity Survey
(2006) and Employee Opinion Surveys (2005)
• Carolyn Johnson Director of the Diversity Resource Office and member
of Quality of Life Working Group
To provide additional feedback, please visit the
Comments & Feedback link at
http://www.purdue.edu/strategic_plan/2007-13/