coache survey results
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COACHE Survey Results. Faculty of Arts & Science. The COACHE Survey. C ollaborative o n A cademic C areers in H igher E ducation Online survey to assess faculty perceptions on career satisfaction Look at differences in experience by rank and gender - PowerPoint PPT PresentationTRANSCRIPT
COACHE Survey Results
Faculty of Arts & Science
March 28, 2014
The COACHE Survey
• Collaborative on Academic Careers in Higher Education
• Online survey to assess faculty perceptions on career
satisfaction
• Look at differences in experience by rank and gender
• Identify impact of policies and processes on satisfaction
• Assess performance against cohort and select peer institutions
Survey Themes
Nature of Work (Research, Teaching, Service) Collaboration & Interdisciplinary Work Departmental Culture Tenure, Promotion & Mentoring Policies & Benefits Leadership
Other Institutions
81 participating institutions Peer Institutions
– University of North Carolina – Chapel Hill– University of Virginia– University of California – Davis– Indiana University – Bloomington– State University of New York – Stony Brook
Highlights
• Overall Satisfaction
• Leadership
• Departmental Culture
• Areas for Improvement
Overall Satisfaction
Soc Sci n=80
Phys Sci n=52
Math & Comp Sci n=26
Humanities n=103
Bio Sci n=27
A&S n=299
80.0%
80.9%
68.1%
78.2%
70.4%
77.2%
Soc Sci n=80
Phys Sci n=52
Math & Comp Sci n=26
Humanities n=103
Bio Sci n=27
A&S n=299
75.7%
83.6%
66.7%
76.7%
88.8%
77.8%
Arts & Science: 95.3%
Arts & Science: 93.6%
Leadership
Communication of Priorities
Social Sciences
Physical Sciences
Math & Computer Science
Humanities
Biological Sciences
A&S
64.9%
61.0%
78.3%
55.4%
56.0%
60.8%
46.5%
34.7%
36.3%
26.7%
22.2%
33.3%
DeanChair
Stated Priorities
Social Sciences
Physical Sciences
Math & Computer Science
Humanities
Biological Sciences
A&S
64.9%
50.0%
73.9%
53.6%
56.0%
57.8%
45.6%
33.3%
36.3%
30.0%
30.7%
35.3%
DeanChair
Ensuring opportunities for faculty to have input into local policy decisions
Chair
Dean
65.6%
28.1%
58.5%
26.7%
69.5%
30.4%
53.0%
22.3%
52.0%
22.2%
58.4%
25.5%
62%
36% U of TA&SBiological SciencesHumanitiesMath & Computer SciencePhysical SciencesSocial Sciences
Pace of Decision Making
Chair
Dean
71.9%
45.6%
56.1%
43.5%
73.9%
31.8%
56.6%
31.4%
60.0%
23.1%
62.0%
36.7%
64%
46% U of TA&SBiological SciencesHumanitiesMath & Computer SciencePhysical SciencesSocial Sciences
Department Culture
Soc Sci
Phys Sci
Math & Comp Sci
Humanities
Bio Sci
A&S
80%
84%
71%
80%
89%
80%
50.1% Arts & Science
Pre-Tenure FacultyArts & Science: 87.5%
Tenured FacultyArts & Science: 78.9%
Clarity of expectations: Scholar & Teacher
Tenure decisions are performance-based
Consistency of messages
about tenure
Clarity of Tenure Standards
in Department
86.0%
85.4%
68.3%
62.8%
81.9%
80.8%
56.3%
56.2%
U of T Arts & Science
2007 U of T=53.4%
A&S 76%
A&S 20%
A&S 11%
A&S 83%
Areas for Improvement
Department culture encourages promotion
Clarity of the time frame for promotion
My sense of whether I will be promoted
66.8%
53.7%
40.5%
64.3%
51.7%
40.6%
Arts & Science U of T
Good Practices – Promotion Set up regular meetings with associate professors approaching promotion. Provide opportunities to discuss the tenure/promotion process with
recently tenured/promoted faculty. Provide feedback to associate professors considering promotion in relation
to expectations around teaching and research achievement. Make sample dossiers available. Be aware of the workload that is placed on associate professors – ensure
that they’re not being buried with service, mentoring responsibilities, student advising or leadership/administrative duties that may actually get in the way of their continued trajectory to full professor.
Encourage pre-tenure and tenured faculty to attend the sessions provided by the Office of the Vice Provost, Faculty and Academic Life http://www.faculty.utoronto.ca/events/
Soc Sci
Phys Sci
Math & Comp Sci
Humanities
Bio Sci
A&S
25.9%
11.1%
10%
15.4%
50.0%
20.0%
Effectiveness of mentoring within department
Effective mentoring of pre-tenure faculty
Effective mentoring of associate faculty
Being a mentor is fulfilling
Importance of mentoring within department
62.1%
54.2%
18.9%
81.7%
83.1%
60.4%
55.8%
21.8%
78.9%
77.1%
Arts & Science U of T
Good Practices – Mentoring Work with the Office of the Vice Provost, Faculty and Academic Life to
establish and evaluate a mentoring program. Provide mentors for both pre-tenure and tenured faculty. Just because a
faculty member gets tenure and is promoted to the associate rank does not mean that s/he no longer needs or wants a mentor.
Don’t make assumptions about what type of mentoring faculty will want (or if they will want it at all). Mentoring should be tailored to individual needs.
Develop written guidelines for both mentors and mentees. Consider some alternative types of mentoring – peer mentoring, group
mentoring, collaborative support models. If you’re in a small department or division, consider building networks
beyond the department or division, particularly in order to support underrepresented faculty to find a mentor with a similar background.
If possible, provide some kind of reward to those who act as mentors.
53.4%
50.7%52.6%
60.1%
59.3%
48.8%
58.9%
61.7%
Next Steps
Resources for Chairs
COACHE results with: – Questions for Discussion and– Good Practices– http://www.faculty.utoronto.ca/reports/coache-201
2/resources/ Can provide department presentations upon
request Suggestion box:
http://www.faculty.utoronto.ca/communications/comments/
Questions?