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2011-2012 COACHE Faculty Job Satisfaction Survey: Non-Tenure Track Faculty

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?.

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2011-2012 COACHE Faculty Job Satisfaction Survey: Non-Tenure Track Faculty

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  1. 2011-2012 COACHEFaculty 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

  2. Why COACHE? • To systematically collect information from our faculty to help NC State assess (and improve!) the quality of work life • 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)

  3. When and Who? • 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)

  4. Response Rate

  5. 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.

  6. 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 (pre-tenure only) • Non-tenure track faculty • Overall & by gender, race/ethnicity, college • Compared to pre-tenure & tenured faculty

  7. Profile of non-tenure track faculty Survey respondents

  8. NTT Contracts • Type of Appointment • 41% Lecturer • 29% Teaching • 11% Research • 7% Clinical • 7% Extension • 5% Other • Length of Contract • 17% 2 semesters • 39% 1-2 years • 26% 3-4 years • 14% 5+ years • 5% Other • Appointment Renewability • 92% Fixed-term renewable • 1% Fixed-term nonrenewable • 5% Rolling • 3% Other

  9. Work Responsibilities • Primary Responsibility • 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

  10. Personal Life • Marital Status • 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

  11. Summary of results for non-tenure track faculty

  12. 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? • 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”

  13. Overall Dissatisfaction with NC State • Worst things about working at NC State? • 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? • 25% Improve salary/benefits • 20% Retire • 12% Improve prospects for promotion • 9% Work at an institution whose priorities match my own

  14. 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)

  15. Least Favorably Rated Aspects of Work(Average = 2.75 or lower) • Promotion • 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) • Department life • Dept addresses sub-standard performance (2.42) • Discussions of grad student learning (2.56) • Nature of Work • Availability of course release for research (2.73) • Mentoring • Mentoring of non-tenure track faculty in department (2.56) • Support for faculty to be good mentors (2.64) • Interdisciplinary Work • Interdisciplinary work is rewarded in merit (2.68) • Interdisciplinary work is rewarded in promotion (2.71) • Compensation/Benefits • Childcare (2.45) • Housing benefits (2.63) • Spousal/partner hiring programs (2.63) • Salary (2.65) • Health benefits for family (2.75)

  16. NTT vs Tenure Track Faculty(Pre-tenure/Tenured Combined) • NTT faculty gave notablymore favorable ratings than pre-tenure & tenured faculty for many (most) items, especially those related to…. • Nature of work: Support for research, teaching, etc. • Personal and family policies (including balance, flexible workload/duties,) • Health and retirement benefits • Leadership and governance

  17. NTTs vs Tenure Track Faculty cont.(Pre-Tenure & Tenured Combined) NTTs gave notably less favorable ratingsthan pre-tenure & tenured faculty for:* • Department life • 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) • Appreciation and recognition • Recognition for scholarship (3.16 vs 3.41) • Nature of work • Influence over focus of research (3.99 vs 4.34) • Collaboration • Opportunities for collaboration outside the institution (3.39 vs 3.86) • Mentoring • Effectiveness of mentoring from outside the institution (3.44 vs 3.70) * Items with at least a 0.25 difference

  18. Sharing the results / discussion

  19. Sharing the Results • Presentations to • 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)

  20. Issues of Concern(Provost/ Deans/Dept Heads/Senate) • Promotion: clarifying expectations and procedures • Salary and benefits • Department life/fit/interaction with colleagues

  21. Discussion • Questions? • Comments? • Discussion?

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