COACHE 2008 ResultsTenure Track Faculty Survey

Spring 2008

Population: 241◦ Female: 79◦ Males: 162◦ Faculty of Color: 54

Sample: 159 (66%)◦ Females: 52 (66%)◦ Males: 107 (66%)◦ Faculty of Color: 33 (61%)

Sample

Tenure Nature of the Work Policies and Practices Climate, Culture, and Collegiality Global Satisfaction

Themes

Allowed to choose five peers from participating institutions.◦ North Carolina State University◦ UNC Chapel Hill◦ University of Virginia◦ Virginia Tech◦ University of South Carolina

Statistical Differences were calculated and are reported

Peer Institutions

Data is available related to how well we perform against peers in three areas◦ Overall◦ Gender◦ Race

Comparisons to Peers

Perception that tenure decisions are based primarily on performance

Clarity of the tenure process Clarity of the expectations of performance as a

teacher Clarity of the Body of evidence that will be considered

in making decisions about their own tenure Clarity of the standards for tenure Receiving consistent messages from senior colleagues

about the requirements for tenure Clarity of the expectations for performance as a

student advisor

Tenure: Where we are doing better than peers—in all groups

Reasonableness of the expectations for performance as a scholar

Reasonableness of the expectations for performance as a campus citizen

Clarity of the expectations as a community member

Tenure: Where we are doing worse than peers in all three groups

Clarity of the expectations for performance as a scholar Clarity of their own prospects for earning tenure Reasonableness of the expectations for performance as a

student advisor Reasonableness of expectations for performance as a

departmental colleague Reasonableness of the expectations for performance as a

community member Clarity of the expectations for performance as a department

colleague Clarity of the expectations for performance as a campus

citizen Clarity of the expectations for performance as a community

member

Tenure—Where we do worse for women only

Men do better than Women◦ Perception that tenure decisions are based

primarily on performance (this item ranks higher than peers by all groups)

◦ Reasonableness of the expectations for performance as a student advisor

Faculty of color do better than Whites◦ Clarity of the expectations for performance as a

teacher◦ Clarity of the expectations for performance as a

scholar

Tenure—On campus

Satisfaction with the quality of clerical/administrative services

Satisfaction with the quality of teaching services

Nature of the work—better than peers in all groups

Satisfaction with the number of courses they teach

Satisfaction with the quality of computing services

Satisfaction with the quality of graduate students with whom they interact

Nature of the Work—where we do worse than peers in all groups

Women and Faculty of Color were less satisfied than peers in the following◦ Influence they have over the focus of their research

Men and Faculty of Color were less satisfied than peers in the following◦ Amount of research funding they are expected to find

Men are less satisfied than at peer institutions◦ With the amount of time they have to conduct

research

Nature of the Work

Faculty of Color are more satisfied than at peer institutions with◦ The influence of the courses they teach◦ The level of the courses they teach ◦ The quality of the undergraduate students with

whom they interact◦ The quality of the facilities

Women are more satisfied than at peer institutions with◦ The level of courses they teach◦ The quality of the facilities

Nature of the Work

Male faculty rank the following higher than women on campus◦ Satisfaction with the influence they have over the

focus of their research◦ Satisfaction with the amount of time they have to

conduct research (even thought men rank this lower than at peer institutions)

Faculty of Color rank the following higher than whites on campus◦ Quality of clerical/administrative services◦ The way they spend their time as faculty◦ The quality of the facilities

Nature of the Work—University differences

Effectiveness of professional assistance for improved teaching

Departmental colleagues do what they can to make raising children and the tenure-track compatible

Effectiveness of periodic, formal performance reviews Effectiveness of the written summary of periodic

performance reviews The balance they are able to strike between

professional and personal time Professional assistance in obtaining externally funded

grants Effectiveness of financial assistance with housing

Policies and Practices—where we do better than peers in all groups

An upper limit on teaching obligations Informal mentoring Peer reviews of teaching and research Paid or unpaid research leave during the

probationary period Formal mentoring program Institution does what it can to make raising

children and the tenure-track compatible Childcare

Policies and Practices—where we do worse than peers

Faculty of Color rate the following higher than peers◦ Departmental colleagues do what they can to

make having children and the tenure-track compatible

◦ An upper limit on committee assignments Male faculty rate the following higher than

peers◦ Upper limit on committee assignments

Policies and Practices

Male faculty ranked items higher than female faculty on campus◦ Upper limit on committee assignments◦ Upper limit on teaching obligations◦ Institution does what it can to make having

children and the tenure-track compatible◦ Institution does what it can to make raising

children and the tenure-track compatible◦ Effectiveness of childcare

Policies and Practices—Internal differences

Female faculty ranked the following higher than male faculty◦ The effectiveness of stop-the-tenure-clock for

parental or other family reasons Faculty of color ranked the following higher

than white faculty◦ Effectiveness of periodic, formal performance

reviews◦ Effectiveness of written, periodic, formal

performance reviews

Policies and Practices—Internal differences

Satisfaction with the amount of personal interaction they have with junior colleagues in their departments

Satisfaction with the amount of professional interaction with junior colleagues in their department

Climate, Culture, and Collegiality—where we do better than peers in all groups

Satisfaction with the interest senior faculty take in their professional development

Climate, Culture, and Collegiality—where we do worse in all groups

Females do better than “overall” and “whites” compared to peers in the following◦ Fairness of their immediate supervisor’s evaluation of

their work Males and Faculty of Color do better than women

when compared to peers in ◦ How well they “fit” in their departments◦ The amount of personal interaction they have with

senior colleagues in their department Faculty of Color do better than females and

whites when compared with peers in◦ Satisfaction with the intellectual vitality of the senior

colleagues in their department

Climate, Culture, and CollegialityInconsistency within findings

Males are more satisfied than females in the following◦ Sense that they receive fair treatment from their

colleagues regardless of their own gender◦ Satisfaction with the amount of personal interaction

they have with senior colleagues in their department Faculty of Color are more satisfied than whites

with◦ Sense that they receive fair treatment from their

colleagues regardless of their own gender◦ Satisfaction with the intellectual vitality of the senior

colleagues in their department

Climate, Culture, and Collegiality—Internal Comparison

That the CAO at their institution seems to care about the quality of life for junior faculty

Global Satisfaction– better than our peers in all groups

Males, Females, and Faculty of Color ranked more positive than peers◦ Satisfaction with their departments as places to

work Females and Faculty of Color ranked more

positive than peers◦ Rating their institution as a place for junior faculty

to work

Global Satisfaction

Faculty of Color ranked Clemson higher than whites when compared to peers in ◦ Sense that if they had to do it over again, they

would accept their current position

Global Satisfaction

The only negative in this category was for men in the response “if they had to do it over again, they would accept their current position”

The Overall mean for this response was 3.94 on 5.0 scale. The score was not statistically different from peers overall.

Global Satisfaction

Periodic, formal performance reviews for junior faculty (62%)

Written summary of periodic performance reviews for junior faculty (60%)

Professional assistance for improving teaching (58%)

An upper limit on committee assignments for tenure-track faculty (52%)

An upper limit on teaching obligations (51%)

Policies rated as important and effective at Clemson (Top 5)

Childcare (67%) Paid or unpaid research leave during the

pre-tenure period (50%) Spousal/partner hiring program (38%) Professional assistance in obtaining

externally funded grants (43%) Stop-the-clock for parental or other family

reasons (33%)

Policies rated as important and ineffective (Top 5)