faculty survey highlights university council presentation lynn mccloskey edward s. macias april 7,...

Faculty Survey Highlights

University Council Presentation

Lynn McCloskeyEdward S. Macias

April 7, 2008

Faculty Survey Highlights Report

Track Faculty, Danforth & Medical Campuses


• Survey Population & Response Rates

• Overall Satisfaction - by campus, track, gender

• Satisfaction with: – Salary & Start-up Funds

– Resources & Responsibilities

• Environment in Department or Unit

• Sources of Stress

• Workload

• Value of Possible Improvements

• What Drives Overall Satisfaction?



Overall Satisfaction



Overall Satisfaction Means

Mean, 3.84

Mean, 3.80

Mean, 3.98

Mean, 4.12

Mean, 4.07

Mean, 3.99

Mean, 4.00

1.00 2.00 3.00 4.00 5.00

Med Other

Med Research

Med Clinical

Medical Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

Very dissatisfied Very satisfied



Men, 3.70

Men, 3.80

Men, 4.04

Men, 4.05

Men, 4.17

Men, 3.96

Women, 4.03

Women, 4.07

Women, 3.81

Women, 3.69

Women, 4.18

Women, 3.89

Women, 4.07

Men, 3.98

1.00 2.00 3.00 4.00 5.00

Med Other

Med Research

Med Clinical

Med Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

Overall Satisfaction by Gender

**sig. p=.05 - women lower


**sig. p=.05 - women higher



Satisfaction withSalary & Start-up funds



Satisfaction with Salary


Mean, 3.33

Mean, 3.23

Mean, 3.61

Mean, 2.98

Mean, 3.22

Mean, 3.81

Mean, 3.24

1.00 2.00 3.00 4.00 5.00

Med Other

Med Research

Med Clinical

Medical Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

No significant differences by gender



Satisfaction with Start-up Funds


Mean, 2.58

Mean, 2.96

Mean, 3.24

Mean, 3.24

Mean, 2.70

Mean, 3.84

Mean, 3.10

1.00 2.00 3.00 4.00 5.00

Med Other

Med Research

Med Clinical

Medical Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

No significant differences by gender



Satisfaction with Other Aspects of Worklife

24 Items Ranked by Mean Level of Satisfaction

Danforth & Medical Combined



Satisfaction with aspects of work life – gender differences

Ten/Trk Research Other Ten/Trk Research Clinical Other

Access to students for researchwomen lower

Lab or research spacewomen higher

women lower

Office spacewomen higher

Computing support staffwomen higher

Technical and research staffwomen lower

Clerical and admin staffwomen lower

Support for securing grantswomen lower

Other resources to support researchwomen lower

Quality of graduate studentswomen higher

Sense of contribution to disciplinewomen lower

Intellectual stimulation of your workwomen lower

Time available for scholarly workwomen lower

Danforth Medicalcomparison of means, sig. at p=.05



Work Environmentin the Department

Survey asked to what extent one agrees or disagrees Scale 1-5: 1=Strongly disagree...5= Strongly agree



My department/ unit is a good fit for me. 4.01

I can navigate the unwritten rules [re how] to conduct oneself as a faculty member.

My colleagues value my research/ scholarship.

My department/ unit creates a welcoming environment for women faculty.

I am very interested in what others think about my department/ unit.

My chair/ director/ dean creates a collegial and supportive environment.

My unit is a place where faculty may comfortably raise personal or family responsibilities….

My department/ unit creates a welcoming environment for racial or ethnic minority faculty.

I am satisfied with opportunities to collaborate with faculty in my primary department/ unit.

I am satisfied with opportunities to collaborate with faculty in other units at WU. 3.79

Interdisciplinary research is recognized and rewarded by my department/ unit.

Interdisciplinary research is recognized and rewarded by my school.

My chair/ director/ dean helps me obtain the resources I need.

My chair/ director/ dean articulates clear criteria for promotion and tenure.

I have a voice in the decision-making that affects the direction of my department/ unit.

When someone criticizes my department/ unit, it feels like a personal insult.

I feel that my department/ unit is adequately supported by the leadership of WU. 3.33

I have to work harder than some of my colleagues to be perceived as a legitimate scholar. 2.64

I feel excluded from an informal network in my department/ unit. 2.46

Environment in department or unit - ranked

Scale 1-5: 5=Strongly Agree



Environment in department – gender differences

comparison of means, sig. at p=.05


I am satisfied with opportunities to collaborate with faculty in my primary department/ unit.

women lower

My chair/ director/ dean articulates clear criteria for promotion and tenure.

women lower

I have a voice in the decision-making that affects the direction of my department/ unit.

women lower

women lower

I can navigate the unwritten rules concerning how one is to conduct oneself as a faculty member.

women lower

I feel excluded from an informal network in my department/ unit.

women higher

(negative)

I have to work harder than some of my colleagues to be perceived as a legitimate scholar.

women higher

(negative)

women higher

(negative)

I feel that my department/ unit is adequately supported by the leadership of WU.

women lower

My department/ unit creates a welcoming environment for women faculty.

women lower

women lower

My department/ unit creates a welcoming environment for racial or ethnic minority faculty.

women lower

women lower

women lower

Danforth MedicalAgreement with:

Danforth: 3 of 19 items Medical: 8 of 19 items



Sources of Stress Work & Life Outside WU



Sources of stress – gender differences


Work related

Scholarly productivity:

women higher

(negative)

women higher

(negative)

Teaching responsibilities:

women higher

(negative)

Clinical revenues to support faculty salary: women lower

Personal and Family

Managing household responsibilities

women higher

(negative)

women higher

(negative)

women higher

(negative)

Being part of a dual-career couple

women higher

(negative)

women higher

(negative)

women higher

(negative)

Childcare

women higher

(negative)

women higher

(negative)

Cost of livingwomen lower

Your health

women higher

(negative)

Danforth Medical

comparison of means, sig. at p=.05



Workload Details

Reasonableness of workload

Hours in a typical work week

How time spent



Men, 3.33

Men, 3.59

Men, 3.53

Men, 3.44

Men, 3.30

Men, 3.50

Women, 3.19

Women, 3.32

Women, 3.57

Women, 3.66

Women, 3.46

Women, 3.67

Women, 3.68

Men, 3.19

1.00 2.00 3.00 4.00 5.00

Med Other

Med Research

Med Clinical

Med Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

Rate the reasonableness of your workload

Much too light Much too heavyAbout right

No statistically significant differences by gender



Men, 53.1

Men, 62.0

Men, 61.9

Men, 42.8

Men, 54.2

Men, 57.5

Women, 50.9

Women, 50.9

Women, 55.2

Women, 57.1

Women, 46.0

Women, 52.3

Women, 55.7

Men, 56.4

0 10 20 30 40 50 60 70

Med Other

Med Research

Med Clinical

Med Ten/Trk

Danforth Other

Danforth Research

Danforth Ten/Trk

How many hours in typical work week?

**women lower (p=.05)





How time spent

What % of average work week do you spend on each of following:

– Teaching (including preparing for class…)

– Meeting or communicating with students outside of class

– Scholarship or conducting research

– Administrative responsibilities and committee work

– Clinical duties (Medical - patient related activities)

– Other



How time spent - gender differences• Women reported higher % for teaching in two groups:

– Danforth Ten/Trk: Women 36% vs Men 32%– Medical Clinical Track: Women 14% vs Men 10%

• Women reported different % for advising in three groups– Danforth Other: Women higher 17% vs Men 12%– Medical Ten/Trk: Women higher 12% vs Men 8%– Medical Other: Women lower 5% vs Men 7%

• Women reported lower % time for research in one group– Danforth Ten/Trk: Women 31% vs Men 35%

Only 6 of 39 comparisons showed difference by gender in how time spent.

Comparison of means, sig. at p=.05



Highlights of Workload Items• Overall view of workload is between

“about right” & “heavy”

• A few gender differences, but more similarity than difference



Policies & Practices to Improve Faculty Worklife



What policies would improve faculty worklife at WU?

Scale: 1=Detrimental; 2=Of little or no value; 3=Of some value; 4=Of great value; 5=Essential

Written expectations for tenure and promotion in all units 3.71

On-site or more near-site childcare options 3.49

Subsidies or grants for childcare 3.34

Extended tenure-clock policies 3.27

Enhanced information about resources and admin procedures 3.26

More assistance with employment for spouse/ partner 3.22

More short term teaching relief for primary care givers 3.16

More opportunities for social interaction with other faculty 3.12

Ranked by mean response



Value of possible improvements – gender differences

Women gave stronger endorsement for all items


Enhanced information about resources and administrative procedures

women higher

women higher

women higher

women higher

Written expectations for tenure and promotion in all units

women higher

women higher

women higher

More opportunities for social interaction with other faculty

women higher

women higher

On-site or more near-site childcare optionswomen higher

women higher

women higher

women higher

women higher

Subsidies or grants for childcarewomen higher

women higher

women higher

women higher

More short term teaching relief for primary care giverswomen higher

women higher

women higher

women higher

women higher

Extended tenure-clock policieswomen higher

women higher

women higher

women higher

women higher

More assistance with employment for spouse/ partnerwomen higher

women higher

women higher

Danforth MedicalHow valuable would this be:



What drives overall satisfaction?

Built regression models to find thevariables that are the strongest predictors

Goal: to answer what’s most important



Strongest Predictors of Overall Satisfaction

Danforth Campus– My unit is a good fit for me (.33)– Satisfaction with salary (.31)– Access to students for research (.20)

Medical Campus– My unit is a good fit for me (.25)– Satisfaction with salary (.17)– Sense of contributing to advancement of my discipline (.13)

***statistically significant at p=.001



Strongest predictor: “My department/unit is a good fit for me.”

What items are associated with good fit?



Top 10 items associated with good fitFor both Danforth & Medical Faculty

• Chair creates a collegial and supportive environment

• I have a voice in the decision-making that affects the direction of my department

• My chair helps me obtain the resources I need

• Faculty may comfortably raise personal or family responsibilities

• I am satisfied with opportunities to collaborate with faculty in my department

• I can navigate the unwritten rules…as a faculty member

• My chair articulates clear criteria for promotion & tenure

• Interdisciplinary research is recognized & rewarded by my department*

• My colleagues value my research/ scholarship

• My department creates a welcoming environment for women faculty



SummarySATISFACTION• Most faculty on both campuses are generally or very satisfied

• Few gender differences

ENVIRONMENT IN DEPARTMENT/ UNIT• Generally rated high; some gender differences • Importance of environment in defining good fit

STRESS• Women report higher stress in connection with academic & personal

responsibilities

POSSIBLE OPTIONS• Women place more value on suggested improvements



Summary

STRONGEST SATISFACTION PREDICTORS• Good fit• Satisfaction with salary• Students & resources to support research



Questions/ comments?

Statistical analysis for this report was provided by Tao Zhang, Research Analyst. The analytical methodology for determining the strongest predictors of satisfaction

was designed by Professor Ed Spitznagel, Department of Mathematics.

For additional information, contact Lynn McCloskey: [email protected]

faculty survey highlights university council presentation lynn mccloskey edward s. macias april 7,...

Documents

women faculty

faculty member

ethnic minority faculty

primary department unit

chair director dean

welcoming environment

interdisciplinary research

supportive environment