1 2006 faculty well-being survey: reappointment, promotion & tenure & post-tenure review...
TRANSCRIPT
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2006 Faculty Well-Being Survey:
Reappointment, Promotion & Tenure&
Post-Tenure Review
Presentation for NC State Faculty SenateFebruary 27, 2007
Nancy Whelchel, PhDAssistant Director for Survey ResearchUniversity Planning and Analysishttp://www2.acs.ncsu.edu/UPA/survey/faculty/
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Survey Population & Response Rate
On campus tenure/non-tenure track faculty/lecturers (including dept heads, music, PE, FYC)
FTE .75 AY04-05 & AY05-06 Final population = 1,625 (No sampling) 69.7% response rate
– No significant differences in response rates among subgroups
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Statement of Mutual Expectations
10% faculty indicate no SME (not incl lecturers)
– By Rank• 12% Full Profs• 7% Assoc Profs• 9% Assist Profs• 56% Lecturers
– By Number of Years at NC State (not incl lecturers)• 12% >25 yrs • 14% 16-25 yrs• 10% 7-15 yrs• 8% < 7yrs
– By College(not incl lectures)• 18% CHASS• 13% CED, COE, PAMS
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Statement of Mutual Expectations
Among those w/ SMEs: SMEs are consistent w/
– Department vision (90% agree)
– Department standards for promotion (92% agree) (But junior faculty are less likely to think so…)
Annual Performance Review feedback IS based on SME (81% agree)
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Performance Reviews
Indication of no performance review– By Rank
• 6% Full Profs• 7% Assoc Profs• 8% Assist Profs• 6% Lecturers
– By Number of Years at NC State• 9% < 7yrs • 5% 7-15 yrs• 7% 16-25 yrs• 6% >25 yrs
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Performance Review & RPT
Faculty give positive ratings to:– Clarity of performance review standards and
procedures (77% and 85%)
– Clarity of RPT standards and procedures (80% and 83%)
– Clarity of Academic Tenure Policy (69%)
– Equity of RPT standards and procedures (77% and 85%)
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Performance Review & RPT
Procedures receive higher ratings than standards
Clarity receives higher ratings than equity Very strong relationship between clarity of
standards/procedures and perceptions of equity
High understanding = high perception of equity
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Performance Review & RPT
Consistently lower ratings given by:– Those without an SME or performance review– Those who’ve not participated in RPT process– Assistant professors– Women Assoc Profs– Women (excluding lecturers)
• Clarity of performance review standards
• Understanding of RPT procedures
• Equity of applying RPT standards
– (no differences by race/ethnicity)
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Performance Review Feedback
Overall faculty give positive ratings to feedback from their performance review– Highest ratings to being appropriately based on
SME (81% agree)
– Lowest rating to helping to understand performance relative to peers (55.5% agree)
– Relatively lower ratings given by• Assoc Profs• Female Assoc Profs • Male Full Profs
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Support & Rewards for 6 Realms of Faculty Responsibility
Overall faculty consistently more satisfied with rewards for each realm than with support/resources for the realm
Gap is especially large for “Discovery of Knowledge” 9% ‘strongly agree’ sufficient resources are provided
VS
33% ‘strongly agree’ excellent performance is rewarded
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Support & Rewards for 6 Realms of Faculty Responsibility
Consistent differences in ratings by rank– Assist Profs consistently more positive than
others about resources– Full Profs consistently least positive about
resources and most positive about rewards– Gender or racial/ethnic differences are rare
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National comparisons on Tenure: COACHE Survey (Collaborative on Academic Careers in Higher Education)
NC State rated in the top four among the 31 participating doctoral universities in the area of “tenure”
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COACHE Survey: Peer comparisons on tenure(Peers: Iowa State, Michigan State, Ohio State, Univ. Arizona, Univ. Minnesota)
NC State faculty gave significantly higher ratings than faculty at peer institutions to– Clarity of tenure process, criteria, and standards in
department– Body of evidence considered in decision– Own tenure prospects– Clarity of expectations as scholar, teacher, advisor – Reasonableness of expectations as scholar, teacher,
advisor, department colleague, service
NC State faculty had NO significantly lower ratings than peers on any tenure question
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COACHE Survey: Peer comparisons on tenure by race and gender
Significantly higher ratings than peers on most tenure items – NC State female faculty – NC State faculty of color
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HERI Faculty Survey (Higher Education Research Institute, UCLA)
HERI– 69% ‘strongly/somewhat agree’ (4-yr public univ)
“Criteria for advancement and promotion decisions are clear”
NC State– 80% ‘very/fairly well’ “How well do you understand your departments’ standards for
RPT?”
– 83% ‘very/fairly well’ “How well do you understand your departments’ procedures for
RPT?”
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The stressstress of RPT…
Top 5 sources of “a great deal” or “some” stress:
• Workload (73%)• Work/life balance (71%)• Research/publications demands (72%)• RPT (56%)• Committee work (50%)
RPT stress varies by• Rank• Gender• Rank * Gender
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Stress from RPT by rank * gender
27.3
7.9
39.7
46.1
42.4
29.0
25.0
9.2
36.4
39.5
46.6
35.3
32.2
39.8
21.2
23.8
0 20 40 60 80 100
Female
Male
Female
Male
Female
Male
Female
MaleLe
ctur
erA
ssis
tA
ssoc
Ful
l **
Percent of Respondents
Great deal Some
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Relationship between attitudes about RPT and stress
More positive evaluation of:– Clarity of performance evaluation standards & procedures– Clarity of RPT standards & procedures– Fairness of RPT standards & procedures– Resources & rewards for ‘discovery of knowledge’
Lower frequency of reported RPT stress(Especially for Assoc. Profs)
(w/ no variation by race or gender)
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Giving/receiving help in understanding RPT process
Frequency varies by rank– Assistant professors (25% ‘seldom’/’never’) – Assoc professors (16%)– Full professors (12%)
(No gender or race/ethnicity differences when control for lecturers)
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Relationship between attitudes about RPT and giving/receiving help understanding RPT
Assistant Profs’ positive evaluation of:– Clarity of performance evaluation standards & procedures– Clarity of RPT standards & procedures– Fairness of RPT standards & procedures– Resources & rewards for ‘discovery of knowledge’
Higher frequency of giving/receiving help understanding RPT process
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Post-Tenure Review: Experience and Awareness
Most tenured faculty now have experience with PTR– 72% Full Profs & 53% Assoc Profs had review– 68% Full Profs & 23% Assoc Profs served on review
committee
Reporting “insufficient experience” to express an opinion on PTR questions:– 19% - 24% Assoc Profs– 60% - 70% Assist Profs
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Post-Tenure Review: Satisfaction
70% of those with any PTR experience are either “satisfied” (57%) or “very satisfied” (13%) with the post-tenure review process
Satisfaction w/ clarity and fairness of standards and procedures varies by gender and rank– Men more satisfied than women– Full professors more satisfied than associate profs
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Using the results: Some suggestions
Celebrate – it’s going relatively well! (but remember there are areas to improve on…)
Clarify/strengthen SMEs & Annual Performance Reviews
Nuture junior faculty (clarity of standards/procedures is essential)
Get a better understanding of issues facing female Assoc Profs - - they are not happy with RPT!
Attempt to provide more resources for discovery of knowledge.