Transcript Slide 1

2011-2012 COACHE
Faculty Job Satisfaction Survey:
Non-Tenure Track Faculty
Non-Tenure Track Faculty Community Meeting
October 14, 2013
Nancy Whelchel, Associate Director for Survey Research
Betsy Brown, Vice Provost for Faculty Affairs
Why COACHE?
• To systematically collect information from our faculty to help NC State
assess (and improve!) the quality of work life
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Nature of work in research, teaching, and service
Resources to support faculty work
Tenure and promotion policies and practices
Leadership and governance
Department collegiality, quality, and engagement
Benefits, compensation, and work/life
Interdisciplinary work and collaboration
Mentoring
Appreciation and recognition
• Get peer comparisons [pre-tenured/tenured faculty only]
• Ongoing Assessment (participate every three years; next in AY14-15)
When and Who?
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October 2011 – January 2012
Population:
– Pre-tenure and tenured faculty
– Non-tenure track faculty (part of pilot study; no COACHE peer comparisons)
– Full-time
– Hired prior to July 1, 2011
– Not in terminal year after being denied tenure
Response rates
– Non-tenure track 46% (197 of 433)
– Pre-tenured 59% (145 of 247)
– Tenured 59% (655 or 1,115)
Response Rate
NC State Non-Tenure Track
Faculty
Overall
Gender
Male
Female
Race/Ethnicty
White
Faculty of Color
College/Division
Agriculture and Life Sciences
Design
Education
Engineering
Natural Resources
Humanities and Social Sciences
Physical and Mathematical Sciences
Textiles
Veterinary Medicine
Management
Division of Academic and Student
Affairs
Population
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433
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213
220
49%
51%
370
53
86%
12%
68
4
21
44
22
131
Respondents
Resp
Rate
N
197
%
48%
52%
44%
47%
89%
11%
47%
42%
16%
1%
5%
10%
5%
30%
94
103
197
175
22
197
32
2
9
14
10
69
16%
1%
6%
7%
5%
35%
47%
50%
43%
32%
46%
53%
44
10%
21
11%
48%
5
34
28
1%
8%
6%
0
14
14
0%
7%
7%
0%
41%
50%
31
7%
12
6%
39%
46%
Methods
• Items typically ask for ‘agreement’ or ‘satisfaction’ with a
particular statement or area of work
• Responses based on a 5-point scale
• Higher numbers represent more positive or favorable
opinions
• Reporting on average ratings
• “Notable difference” between groups exist when the
difference in averages rating is +/- 0.25.
Reports on Results
(See http://www2.acs.ncsu.edu/UPA/archives/survey/reports/coache/coache.ay11_12.toc.htm)
• Faculty overall (pre-tenure, tenured, non-tenure track)
• Pre-tenure & tenured faculty
– Overall & by gender, race/ethnicity, tenure status, rank
– Compared to COACHE peers
– Compared to results from previous COACHE surveys (pretenure only)
• Non-tenure track faculty
– Overall & by gender, race/ethnicity, college
– Compared to pre-tenure & tenured faculty
PROFILE OF NON-TENURE TRACK
FACULTY SURVEY RESPONDENTS
NTT Contracts
• Type of Appointment
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41% Lecturer
29% Teaching
11% Research
7% Clinical
7% Extension
5% Other
• Length of Contract
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17% 2 semesters
39% 1-2 years
26% 3-4 years
14% 5+ years
5% Other
• Appointment
Renewability
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92% Fixed-term renewable
1% Fixed-term nonrenewable
5% Rolling
3% Other
Work Responsibilities
• Primary Responsibility
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59% Mostly teaching
9% Mostly research
6% Mostly outreach
3% Mostly department/program
administration
– 3% Other
– 21% Equal amount of two or
more
• Administrative Service
– 72% None
– 28% Yes
• 49% Center/Program Director
• 10% Department Head/Chair,
Associate/Assistant Head/Chair
• 41% Other
Personal Life
• Marital Status
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13% Single
74% Married/Civil Union
4% Unmarried, living w/ partner
10% Divorced, separated, widowed
• Spouse/Partner Employment
Status
– 12% Not employed & not seeking
– 9% Not employed but seeking
employment
– 19% Employed at NCSU
– 60% Employed elsewhere
• Family Obligations
– 16% Infants, toddlers, or pre-school
age children who live with you at
least half the year
– 24% Elementary, middle, or high
school age children who live with
you at least half the year
– 7% Children 18 or over who live with
you at least half the year
– 14% Children away at college for
whom you are financially responsible
– 6% Elders for whom you are
providing ongoing care for more
than 3 hours a week
– 5% A disabled or ill family member
– 45% None of the above
SUMMARY OF RESULTS FOR NONTENURE TRACK FACULTY
Overall Satisfaction Working at NC State
• 92% would recommend their department as a place for NTTs to work
(44% ‘strongly’)
• 76% are satisfied with their department as a place to work (32% ‘very’)
• 72% are satisfied with NC State as a place to work (23% ‘very’)
• 72% agree they would choose to work at NC State if starting over (42%
‘strongly’)
• 70% intend to stay at NCSU for another ten years or more
• Best thing about working at NC State?
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40% “Geographic location”
28% “Quality of colleagues”
18% “Academic freedom”
16% “Support of colleagues”
13% “My sense of fit here”
10% “Quality of undergraduate students”
Overall Dissatisfaction with NC State
• Worst things about working at NC State?
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49% “Compensation”
12% “Teaching load”
10% “Lack of support for professional development”
9% “Lack of support for teaching”
9% “Quality of facilities”
(9% “There are no negative aspects”)
• Reasons for leaving?
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25% Improve salary/benefits
20% Retire
12% Improve prospects for promotion
9% Work at an institution whose priorities match my own
Most Favorably Rated Aspects of Work
(Average = 4.0 or higher)
• Nature of Work
– Discretion over courses content (4.30)
– Time spent on teaching (4.24)
• Resources
– Library resources (4.30)
• Mentoring
– Importance of mentoring w/in the department (4.33)
– Being a mentor is fulfilling (4.06)
Least Favorably Rated Aspects of Work
(Average = 2.75 or lower)
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Promotion
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Dept addresses sub-standard
performance (2.42)
Discussions of grad student learning (2.56)
Nature of Work
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Availability of course release for research
(2.73)
Mentoring
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Mentoring of non-tenure track faculty in
department (2.56)
Support for faculty to be good mentors
(2.64)
Interdisciplinary Work
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Department life
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Clarity of NTT promotion process (2.58)
Clarity of NTT promotion standards (2.59)
Clarity of NTT promotion criteria (2.64)
Clarity of body of evidence for promotion
for NTTs (2.69)
Clarity of whether will be promoted (2.69)
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Interdisciplinary work is rewarded in merit
(2.68)
Interdisciplinary work is rewarded in
promotion (2.71)
Compensation/Benefits
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Childcare (2.45)
Housing benefits (2.63)
Spousal/partner hiring programs (2.63)
Salary (2.65)
Health benefits for family (2.75)
NTT vs Tenure Track Faculty
(Pre-tenure/Tenured Combined)
• NTT faculty gave notably more favorable ratings than pre-tenure &
tenured faculty for many (most) items, especially those related to….
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Nature of work: Support for research, teaching, etc.
Personal and family policies (including balance, flexible workload/duties,)
Health and retirement benefits
Leadership and governance
NTTs vs Tenure Track Faculty cont.
(Pre-Tenure & Tenured Combined)
NTTs gave notably less favorable ratings than
pre-tenure & tenured faculty for:*
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Department life
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Discussions of graduate student learning (2.56 vs 3.59)
Discussions of current research methods (2.93 vs 3.40)
Amount of professional interaction with tenured faculty
(3.36 vs 3.76)
How well you fit (3.28 vs 3.67)
Teaching effectiveness of tenured faculty (3.37 vs 3.76)
Amount of professional interaction with pre-tenure
faculty (3.43 vs 3.82)
Department addresses sub-standard performance (2.42
vs 2.79)
Amount of person interaction have w/ pre-tenure faculty
(3.34 vs 3.64)
Teaching effectiveness of pre-tenure faculty (3.67 vs
3.96)
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Appreciation and recognition
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Nature of work
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Influence over focus of research (3.99 vs 4.34)
Collaboration
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Recognition for scholarship (3.16 vs 3.41)
Opportunities for collaboration outside the
institution (3.39 vs 3.86)
Mentoring
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Effectiveness of mentoring from outside the
institution (3.44 vs 3.70)
* Items with at least a 0.25 difference
SHARING THE RESULTS /
DISCUSSION
Sharing the Results
• Presentations to
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Provost
Vice Provosts
Deans’ Council
Faculty Senate
Faculty Well Being Administrative Advisory Committee
Lifelong Faculty Involvement Standing Committee
University Diversity Advisory Committee
NTT Community Group
Department Heads (Workshop on Department Climate)
Associate Professors Community Group (upcoming)
– Others as requested
• Reports posted to UPA website
• Bulletin article (January 3, 2013)
Issues of Concern
(Provost/ Deans/Dept Heads/Senate)
• Promotion: clarifying expectations and procedures
• Salary and benefits
• Department life/fit/interaction with colleagues
Discussion
• Questions?
• Comments?
• Discussion?