WSU SAMPLE All full-time tenured and tenure-track faculty All campuses Response rate: 57.6 % (N=603) At least 50 % response rate in all colleges.

WSU SAMPLE All full-time tenured and tenure-track

faculty

All campuses

Response rate: 57.6 % (N=603)

At least 50 % response rate in all colleges except Vet School (46.8% response rate)

Respondents tended to be slightly more junior (32% respondents untenured vs. 29%) and slightly more female (38% vs.35%) than population

Racial and ethnic background American Indian or Native Alaskan Asian, Asian American or Pacific Islander White (non-Hispanic) Black or African-American Hispanic or Latino Multiracial Other

1.3%11.8%81.7% .6% 3.0% .9% .7%

International Faculty 11.9%Female 38.3%Gay, lesbian, bisexual or transgendered 3.5%Have children Pre-school or younger children at home School-age children at home Children in collegeOther dependents requiring care at homeHave spouse or partner Spouse or partner employed full-time at WSU Spouse or partner employed part-time at WSU Spouse or partner employed full-time elsewhere Spouse or partner employed part-time elsewhere Spouse or partner not employed

72.4%20.5%30.5%20.3%13.9%84.9%24.0% 7.4% 19.1%14.9%19.5%

WHO WE ARE: CHARACTERISTICS OF RESPONDENTS

MEASURES: SATISFACTION WITH NATURE OF WORK

(All items 1-5, with high scores indicating higher satisfaction)

Overall Number of hours you work Way you spend your time Quality of facilities Access to graduate students (RAs,TAs) Clerical services Computing services

Teaching Level of courses Number of courses Degree of influence over courses Discretion over course content Number of students Quality of undergraduates Quality of graduate students

Research Amount of time for research Amount of external funding you are

expected to find Influence you have over research

focus

MEASURES: DEPARTMENTAL CLIMATE Value other faculty place on your work.

Amount of professional interaction with tenured faculty/untenured faculty.

Amount of personal interaction with tenured faculty/untenured faculty.

Your sense of “fit.” Intellectual vitality of tenured/untenured

faculty. Opportunities for participation in

governance in department/institution. On the whole, institution is collegial.

MEASURES: WORK-FAMILY

Satisfaction with work-family balance Colleagues respectful of my efforts

to balance Departmental colleagues supportive Institution supportive

MEASURES: GLOBAL SATISFACTION

All things considered, am satisfied with my department.

All things considered, am satisfied with my institution.

Would recommend department to pre-tenure faculty.

If could do over, would choose to work at this institution .

NATURE OF WORK

CLIMATE, GLOBAL SATISFACTION, AND WORK-LIFE SATISFACTION

WORK-LIFE SUPPORT

NATURE OF WORK: STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN

GROUPS

Men significantly higher than women in their satisfaction with….

The number of hours you work as a faculty member in an average week

The way you spend your time as a faculty member The amount of access you have to graduate students

(TAs and RAs) Clerical services

The degree of influence you have over the courses you teach

The discretion you have over the content of your courses

The amount of time to conduct research

White faculty significantly higher than faculty of color in their satisfaction with…

The quality of facilities The amount of time to conduct

research

CLIMATE: STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN GROUPS

Men significantly higher than women in their satisfaction with….

The value faculty in your department place on your work

How well you fit (e.g., your sense of belonging, your comfort level) in your department

White faculty significantly higher than faculty of color in their satisfaction with…

The intellectual vitality of pre-tenured faculty in your department

All Women Men Faculty of Color

Whites

Travel funds 1 1 1 1 1

Paid /unpaid research leave 2 2 3 3 2

Formal performance reviews 3 4 2 2 3

Written summary of reviews 4 5 4 4 5

Informal mentoring 5 3 7 6 4

Assistance with grants 6 6 6 9 6

Peer reviews of teaching 7 9 5 5 7

Tuition waivers 8 12 8 10 9

Paid /unpaid personal leave 9 7 10 12 8

Partner accommodation 10 11 9 7 10

Modified duties 11 10 11 8 12

Formal mentoring 12 8 13 13 11

Teaching assistance 13 14 12 11 13

Childcare 14 13 14 14 14

NATURE OF WORK BY RANK

CLIMATE, GLOBAL SATISFACTION, WORK-LIFE SATISFACTION BY RANK

NATURE OF WORK: OVERALL

NATURE OF WORK: TEACHING

NATURE OF WORK: RESEARCH

NATURE OF WORK: COMPOSITES

CLIMATE BY COLLEGE

GLOBAL SATISFACTION

GLOBAL SATISFACTION

SUMMING UP Departmental life is generally viewed positively by

faculty. But faculty are less positive about elements of their

work – particularly their overall working conditions and research.

Views of institution are more negative than views of departments.

Women are less satisfied with WSU as a place to work than men.

Both genders believe that their departmental colleagues are supportive of their work-family needs, but that the institution could be doing more.

Associate professors have more negative views of almost all aspects of work than either assistant or full professors.

Are college-level variations in several areas.

SMALL GROUP EXERCISE Based on what you heard today, what

ideas from other COACHE institutions have the most merit and relevance to WSU?

What does WSU’s data tell us about our particular areas of strength and weakness ?

What changes do you see as most essential in terms of making WSU a better place for faculty to thrive and succeed?

What are some barriers to change at WSU? How could these barriers be overcome?