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COACHE 2008 Results. Tenure Track Faculty Survey Spring 2008. Sample. Population: 241 Female: 79 Males: 162 Faculty of Color: 54 Sample: 159 (66%) Females: 52 (66%) Males: 107 (66%) Faculty of Color: 33 (61%). Themes. Tenure
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COACHE 2008 Results Tenure Track Faculty Survey Spring 2008
Sample • Population: 241 • Female: 79 • Males: 162 • Faculty of Color: 54 • Sample: 159 (66%) • Females: 52 (66%) • Males: 107 (66%) • Faculty of Color: 33 (61%)
Themes • Tenure • Nature of the Work • Policies and Practices • Climate, Culture, and Collegiality • Global Satisfaction
Peer Institutions • 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
Comparisons to Peers • Data is available related to how well we perform against peers in three areas • Overall • Gender • Race
Tenure: Where we are doing better than peers—in all groups • 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 worse than peers in all three 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 do worse for women only • 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—On campus • 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
Nature of the work—better than peers in all groups • Satisfaction with the quality of clerical/administrative services • Satisfaction with the quality of teaching services
Nature of the Work—where we do worse 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 • 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—University differences • 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
Policies and Practices—where we do better than peers in all groups • 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 worse than peers • 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 • 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—Internal differences • 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
Climate, Culture, and Collegiality—where we do better than peers in all groups • 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 worse in all groups • Satisfaction with the interest senior faculty take in their professional development
Climate, Culture, and CollegialityInconsistency within findings • 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 Collegiality—Internal Comparison • 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
Global Satisfaction– better than our peers in all groups • That the CAO at their institution seems to care about the quality of life for junior faculty
Global Satisfaction • 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.
Policies rated as important and effective at Clemson (Top 5) • 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 ineffective (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%)