faculty survey highlights university council presentation lynn mccloskey edward s. macias april 7,...
TRANSCRIPT
Faculty Survey Highlights
University Council Presentation
Lynn McCloskeyEdward S. Macias
April 7, 2008
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Faculty Survey Highlights Report
• Survey Population & Response Rates
• Overall Satisfaction - by campus, track, gender
• Satisfaction with: – Salary & Start-up Funds
– Resources & Responsibilities
• Environment in Department or Unit
• Sources of Stress
• Workload
• Value of Possible Improvements
• What Drives Overall Satisfaction?
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Overall Satisfaction
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Overall Satisfaction Means
Mean, 3.84
Mean, 3.80
Mean, 3.98
Mean, 4.12
Mean, 4.07
Mean, 3.99
Mean, 4.00
1.00 2.00 3.00 4.00 5.00
Med Other
Med Research
Med Clinical
Medical Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
Very dissatisfied Very satisfied
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Men, 3.70
Men, 3.80
Men, 4.04
Men, 4.05
Men, 4.17
Men, 3.96
Women, 4.03
Women, 4.07
Women, 3.81
Women, 3.69
Women, 4.18
Women, 3.89
Women, 4.07
Men, 3.98
1.00 2.00 3.00 4.00 5.00
Med Other
Med Research
Med Clinical
Med Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
Overall Satisfaction by Gender
**sig. p=.05 - women lower
Very dissatisfied Very satisfied
**sig. p=.05 - women higher
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Satisfaction withSalary & Start-up funds
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Satisfaction with Salary
Very dissatisfied Very satisfied
Mean, 3.33
Mean, 3.23
Mean, 3.61
Mean, 2.98
Mean, 3.22
Mean, 3.81
Mean, 3.24
1.00 2.00 3.00 4.00 5.00
Med Other
Med Research
Med Clinical
Medical Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
No significant differences by gender
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Satisfaction with Start-up Funds
Very dissatisfied Very satisfied
Mean, 2.58
Mean, 2.96
Mean, 3.24
Mean, 3.24
Mean, 2.70
Mean, 3.84
Mean, 3.10
1.00 2.00 3.00 4.00 5.00
Med Other
Med Research
Med Clinical
Medical Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
No significant differences by gender
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Satisfaction with Other Aspects of Worklife
24 Items Ranked by Mean Level of Satisfaction
Danforth & Medical Combined
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Satisfaction with aspects of work life – gender differences
Ten/Trk Research Other Ten/Trk Research Clinical Other
Access to students for researchwomen lower
Lab or research spacewomen higher
women lower
Office spacewomen higher
Computing support staffwomen higher
Technical and research staffwomen lower
Clerical and admin staffwomen lower
Support for securing grantswomen lower
Other resources to support researchwomen lower
Quality of graduate studentswomen higher
Sense of contribution to disciplinewomen lower
Intellectual stimulation of your workwomen lower
Time available for scholarly workwomen lower
Danforth Medicalcomparison of means, sig. at p=.05
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Work Environmentin the Department
Survey asked to what extent one agrees or disagrees Scale 1-5: 1=Strongly disagree...5= Strongly agree
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
My department/ unit is a good fit for me. 4.01
I can navigate the unwritten rules [re how] to conduct oneself as a faculty member.
My colleagues value my research/ scholarship.
My department/ unit creates a welcoming environment for women faculty.
I am very interested in what others think about my department/ unit.
My chair/ director/ dean creates a collegial and supportive environment.
My unit is a place where faculty may comfortably raise personal or family responsibilities….
My department/ unit creates a welcoming environment for racial or ethnic minority faculty.
I am satisfied with opportunities to collaborate with faculty in my primary department/ unit.
I am satisfied with opportunities to collaborate with faculty in other units at WU. 3.79
Interdisciplinary research is recognized and rewarded by my department/ unit.
Interdisciplinary research is recognized and rewarded by my school.
My chair/ director/ dean helps me obtain the resources I need.
My chair/ director/ dean articulates clear criteria for promotion and tenure.
I have a voice in the decision-making that affects the direction of my department/ unit.
When someone criticizes my department/ unit, it feels like a personal insult.
I feel that my department/ unit is adequately supported by the leadership of WU. 3.33
I have to work harder than some of my colleagues to be perceived as a legitimate scholar. 2.64
I feel excluded from an informal network in my department/ unit. 2.46
Environment in department or unit - ranked
Scale 1-5: 5=Strongly Agree
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Environment in department – gender differences
comparison of means, sig. at p=.05
Ten/Trk Research Other Ten/Trk Research Clinical Other
I am satisfied with opportunities to collaborate with faculty in my primary department/ unit.
women lower
My chair/ director/ dean articulates clear criteria for promotion and tenure.
women lower
I have a voice in the decision-making that affects the direction of my department/ unit.
women lower
women lower
I can navigate the unwritten rules concerning how one is to conduct oneself as a faculty member.
women lower
I feel excluded from an informal network in my department/ unit.
women higher
(negative)
I have to work harder than some of my colleagues to be perceived as a legitimate scholar.
women higher
(negative)
women higher
(negative)
I feel that my department/ unit is adequately supported by the leadership of WU.
women lower
My department/ unit creates a welcoming environment for women faculty.
women lower
women lower
My department/ unit creates a welcoming environment for racial or ethnic minority faculty.
women lower
women lower
women lower
Danforth MedicalAgreement with:
Danforth: 3 of 19 items Medical: 8 of 19 items
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Sources of Stress Work & Life Outside WU
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Sources of stress – gender differences
Ten/Trk Research Other Ten/Trk Research Clinical Other
Work related
Scholarly productivity:
women higher
(negative)
women higher
(negative)
Teaching responsibilities:
women higher
(negative)
Clinical revenues to support faculty salary: women lower
Personal and Family
Managing household responsibilities
women higher
(negative)
women higher
(negative)
women higher
(negative)
Being part of a dual-career couple
women higher
(negative)
women higher
(negative)
women higher
(negative)
Childcare
women higher
(negative)
women higher
(negative)
Cost of livingwomen lower
Your health
women higher
(negative)
Danforth Medical
comparison of means, sig. at p=.05
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Workload Details
Reasonableness of workload
Hours in a typical work week
How time spent
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Men, 3.33
Men, 3.59
Men, 3.53
Men, 3.44
Men, 3.30
Men, 3.50
Women, 3.19
Women, 3.32
Women, 3.57
Women, 3.66
Women, 3.46
Women, 3.67
Women, 3.68
Men, 3.19
1.00 2.00 3.00 4.00 5.00
Med Other
Med Research
Med Clinical
Med Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
Rate the reasonableness of your workload
Much too light Much too heavyAbout right
No statistically significant differences by gender
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Men, 53.1
Men, 62.0
Men, 61.9
Men, 42.8
Men, 54.2
Men, 57.5
Women, 50.9
Women, 50.9
Women, 55.2
Women, 57.1
Women, 46.0
Women, 52.3
Women, 55.7
Men, 56.4
0 10 20 30 40 50 60 70
Med Other
Med Research
Med Clinical
Med Ten/Trk
Danforth Other
Danforth Research
Danforth Ten/Trk
How many hours in typical work week?
**women lower (p=.05)
**women lower (p=.05)
**women lower (p=.05)
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
How time spent
What % of average work week do you spend on each of following:
– Teaching (including preparing for class…)
– Meeting or communicating with students outside of class
– Scholarship or conducting research
– Administrative responsibilities and committee work
– Clinical duties (Medical - patient related activities)
– Other
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
How time spent - gender differences• Women reported higher % for teaching in two groups:
– Danforth Ten/Trk: Women 36% vs Men 32%– Medical Clinical Track: Women 14% vs Men 10%
• Women reported different % for advising in three groups– Danforth Other: Women higher 17% vs Men 12%– Medical Ten/Trk: Women higher 12% vs Men 8%– Medical Other: Women lower 5% vs Men 7%
• Women reported lower % time for research in one group– Danforth Ten/Trk: Women 31% vs Men 35%
Only 6 of 39 comparisons showed difference by gender in how time spent.
Comparison of means, sig. at p=.05
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Highlights of Workload Items• Overall view of workload is between
“about right” & “heavy”
• A few gender differences, but more similarity than difference
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Policies & Practices to Improve Faculty Worklife
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
What policies would improve faculty worklife at WU?
Scale: 1=Detrimental; 2=Of little or no value; 3=Of some value; 4=Of great value; 5=Essential
Written expectations for tenure and promotion in all units 3.71
On-site or more near-site childcare options 3.49
Subsidies or grants for childcare 3.34
Extended tenure-clock policies 3.27
Enhanced information about resources and admin procedures 3.26
More assistance with employment for spouse/ partner 3.22
More short term teaching relief for primary care givers 3.16
More opportunities for social interaction with other faculty 3.12
Ranked by mean response
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Value of possible improvements – gender differences
Women gave stronger endorsement for all items
Ten/Trk Research Other Ten/Trk Research Clinical Other
Enhanced information about resources and administrative procedures
women higher
women higher
women higher
women higher
Written expectations for tenure and promotion in all units
women higher
women higher
women higher
More opportunities for social interaction with other faculty
women higher
women higher
On-site or more near-site childcare optionswomen higher
women higher
women higher
women higher
women higher
Subsidies or grants for childcarewomen higher
women higher
women higher
women higher
More short term teaching relief for primary care giverswomen higher
women higher
women higher
women higher
women higher
Extended tenure-clock policieswomen higher
women higher
women higher
women higher
women higher
More assistance with employment for spouse/ partnerwomen higher
women higher
women higher
Danforth MedicalHow valuable would this be:
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
What drives overall satisfaction?
Built regression models to find thevariables that are the strongest predictors
Goal: to answer what’s most important
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Strongest Predictors of Overall Satisfaction
Danforth Campus– My unit is a good fit for me (.33)– Satisfaction with salary (.31)– Access to students for research (.20)
Medical Campus– My unit is a good fit for me (.25)– Satisfaction with salary (.17)– Sense of contributing to advancement of my discipline (.13)
***statistically significant at p=.001
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Strongest predictor: “My department/unit is a good fit for me.”
What items are associated with good fit?
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Top 10 items associated with good fitFor both Danforth & Medical Faculty
• Chair creates a collegial and supportive environment
• I have a voice in the decision-making that affects the direction of my department
• My chair helps me obtain the resources I need
• Faculty may comfortably raise personal or family responsibilities
• I am satisfied with opportunities to collaborate with faculty in my department
• I can navigate the unwritten rules…as a faculty member
• My chair articulates clear criteria for promotion & tenure
• Interdisciplinary research is recognized & rewarded by my department*
• My colleagues value my research/ scholarship
• My department creates a welcoming environment for women faculty
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
SummarySATISFACTION• Most faculty on both campuses are generally or very satisfied
• Few gender differences
ENVIRONMENT IN DEPARTMENT/ UNIT• Generally rated high; some gender differences • Importance of environment in defining good fit
STRESS• Women report higher stress in connection with academic & personal
responsibilities
POSSIBLE OPTIONS• Women place more value on suggested improvements
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Summary
STRONGEST SATISFACTION PREDICTORS• Good fit• Satisfaction with salary• Students & resources to support research
Faculty Survey Highlights Report
Track Faculty, Danforth & Medical Campuses
Questions/ comments?
Statistical analysis for this report was provided by Tao Zhang, Research Analyst. The analytical methodology for determining the strongest predictors of satisfaction
was designed by Professor Ed Spitznagel, Department of Mathematics.
For additional information, contact Lynn McCloskey: [email protected]