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1
2006 Faculty Well-Being Survey:A Quick Look at
A Few Things that Matterto Faculty
Presentation for NC State University Board of TrusteesAcademic Affairs and Personnel CommitteeNovember 15, 2007
Nancy Whelchel, PhDAssistant Director for Survey ResearchUniversity Planning and Analysishttp://www2.acs.ncsu.edu/UPA/survey/faculty/
2
Overview
Sources of Stress Workload Research & Publication Demands Work/Life Balance Reappointment, Promotion & Tenure Salary & Benefits
3
Sources of Stress More than two-thirds of faculty say they experience ‘a great deal’ or ‘some’ stress from workload, research/publication demands, and work/life balance
16
16
24
24
34
34
37
34
39
32
35
37
38
36
0 10 20 30 40 50 60 70 80
Committee Work
Underprepared Students
RPT
Institutional Procedures
Work/Personal Life Balance
Research/Pub demands
Workload
Percent of Faculty Saying Experience Stress
A Great Deal Some
4
Sources of Stress (continued)
One-third or fewer faculty say they experience ‘a great deal’ or ‘some’ stress from relationships with college administration, faculty in their department, or with students
4
10
10
13
8
14
13
19
24
24
23
30
29
36
0 10 20 30 40 50 60
Relationships w/ Students
Relationships w/ Faculty in Dept
Relationships w/ Col Admin
Relationships w/ Dept Admin
Self-Assessment Activities
Program Assessment Reqs
Prof Dev Expectations
A Great Deal Some
5
Workload: # Hours Work Per Week NC State faculty report working an average of 55 hours per week 17% report working more than 60 hours per week
41 - 5034%51 - 60
38%
GT 6017%
LE 4011%
Mean = 55 hrs
Mode = 50 hrs
6
Workload: # Hours Work Per Week(by rank)
The number of hours work per week slightly increases after tenure
4
17
19
21
16
37
43
41
32
38
30
34
48
8
8
4
0% 20% 40% 60% 80% 100%
Lecturer
Asst Prof
Assoc Prof
Full Prof
Percent of Faculty Working N Hours Per Week
GT 60 hrs 51 - 60 hrs 41 - 50 hrs LE 40 hrs
7
Workload: # Hours Work Per Week(by rank/gender & race)
No significant gender differences in number of hours work, BUT– Female Assistant Professors are slightly more likely than
others to be working more than 60 hours per week– Female Associate Professors are slightly less likely than
others to be working more than 60 hours per week African Americans are more likely than others to be
working more than 60 hours per week
8
Workload: # Hours Work Per Week(by rank/gender)
18
24
21
16
21
23
42
34
41
43
41
38
36
38
30
33
34
38
4
4
8
8
4
2
0% 20% 40% 60% 80% 100%
Male
Female
Male
Female
Male
Female
Ass
tP
rof
Ass
ocP
rof
Full
Pro
f
Percent of Faculty Working N Hours Per Week
GT 60 hrs 51 - 60 hrs 41 - 50 hrs LE 40 hrs
9
Workload: Activities
Faculty workload includes a wide range of activities
10%
12%
34%
39%
80%
87%
88%
97%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Creative Art/Lit
Tech/Managerial Innovation
Admin Duties
Ext/Eng/Econ Dev
Advising Studs
Service Work
Resrch/Scholarly Actv
Teaching/Mentoring
% of Faculty Engaging in Activity
10
Workload: Activities
95% of faculty report that their work includes at least three of the following activities, with 40% participating in all four– Teaching/mentoring of students– Research/scholarly activities– Service work– Extension, engagement & economic development
11
Workload: Time on Activities This 95% of faculty* spend, on average, one-third of their time research/scholarly activities, and one-third on teaching/mentoring
1%
1%
6%
7%
7%
11%
34%
34%
0% 5% 10% 15% 20% 25% 30% 35% 40%
Creative Art/Lit
Tech/Mng Innovation
Admin Duties
Ext/Eng/Econ Dev
Advising Studs
Service Work
Teaching/Mentoring
Resrch/Scholarly Actv
Average % of Work Time Spent on Activity
*Based on faculty who engage in at least 3 of the following: teaching, research, service, extension/engagement/economic development.
12
Workload: Time on Activities(by gender/rank)
Compared to their male counterparts…
Female Assistant Professors spend
more time on– Teaching/mentoring
students
less time on– Research & scholarly
activities– Extension & engagement
activities
Female Associate Professors spend
more time on– Teaching/mentoring
student– Service work
less time on– Research & scholarly
activities
13
Workload:A Note about Administrative Duties
About two-thirds of faculty (not including lecturers) do not spend any time on college/department administration
Overall, the one-third of faculty who spend time on college/department administration spend an average of only 2% of their time on such duties
About one-fourth of Full Professors spend 25% or more of their time on college/department administrative duties
14
Workloadand Stress
Stress related to workload is higher among :– Assistant professors– Women at every rank (especially female Full and Associate
Professors)• Over half of female full and associate professors say their
workload causes them “a great deal” of stress
15
Workload and Stress(by rank/gender)
3425
4543
3754
3251
2643
3448
3732
3631
0 20 40 60 80 100
MaleFemale
MaleFemale
MaleFemale
MaleFemale
Lect
urer
Ass
tP
rof
Ass
ocP
rof
Full
Pro
f
Percent Experiencing Stress from Workload
Great deal Some
16
Research/Publication:Resources & Support
One-third or more faculty give low ratings to numerous types of resources & support that could impact success with research/publications– Pre- and post-award support from the college and from the
university for grant/contract-related activities – University provision of resources to support faculty success with
discovery of knowledge– Availability of up-to-date equipment – Access to graduate research assistants – Clerical/administrative support in department– Technical assistance – Department head and college providing resources needed to do
your job
17
Research/Publication Demandsand Stress
Stress related to research/publication demands is higher among:– Those less satisfied with various resources and support
measures to assist with scholarly activities– Assistant professors– Women at every rank (especially female Associate
Professors)– African Americans at every rank
18
Support for Work/Life Balance
Three-fourths of faculty agree that their department and NC State provide an environment that enables them to successfully balance their work and personal life– Less likely to agree:
• Associate Professors• Women at every rank (especially female Associate & Assistant
Professors)
19
Department Support for Work/Life Balance(by rank/gender)
97
277
2045
1215
1826
1622
1418
0 10 20 30 40 50
MaleFemale
MaleFemale
MaleFemale
MaleFemale
Lect
urer
Ass
tP
rof
Ass
ocP
rof
Full
Pro
f
Percent Disagreeing
Strongly Disagree Disagree
20
University Support for Work/Life Balance(by rank/gender)
633
97
1745
121617
2620
3717
23
0 10 20 30 40 50 60
MaleFemale
MaleFemale
MaleFemale
MaleFemale
Lect
urer
Ass
tP
rof
Ass
ocP
rof
Full
Pro
f
Percent Disagreeing
Strongly Disagree Disagree
21
Support for Work/Life Balance:Does it Help with Stress?
The majority of faculty who say that the environment enables them to balance work and personal life say they have experienced ‘some’ or ‘a great deal’ of stress from work/life balance in the past couple of years.
36%
5%
37%
6%
64%
95%
63%
94%
0% 20% 40% 60% 80% 100%
Agree(N=772)
Disagree(N=226)
Agree(N=743)
Disagree(N=250)
Dep
t Env
irEn
able
sW
ork/
Life
Bala
nce
Uni
v E
nvir
Enab
les
Wor
k/Li
feBa
lanc
e
% Experiencing Stress from Work/Life Balance
None/Little Some/A Great Deal
22
Work/Life Balanceand Stress
Stress from work/life balance significantly decreases with rank for men, but not for women
At every rank women are more likely than men to experience ‘a great deal’ of stress from work/life balance
Male and female Assistant Professors are equally likely to report at least “some” stress from work/life balance
23
Work/Life Balance and Stress(by rank/gender)
2826
4350
3652
2841
3146
4134
3830
3536
0 20 40 60 80 100
MaleFemale
MaleFemale
MaleFemale
MaleFemale
Lect
urerA
ssis
tAss
ocFu
ll
Percent Experiencing Stress from Work/Life Balance
Great deal Some
24
Reappointment, Promotion, & Tenure
Three-fourths or more faculty give positive ratings to:– Clarity of performance review standards and procedures – Clarity of department RPT standards and procedures – Equity of department RPT standards and procedures
– Lower ratings given by- Assistant Professors- Women (especially Associate Professors)
25
Reappointment, Promotion, and Tenureand Stress
Stress from RPT decreases with rank for both men and women
At every rank, women are more likely than men to experience at least “some” stress from RPT
Female Full and Associate Professors are much more likely than their male counterparts to experience “a great deal of stress” from RPT
RPT stress is higher among those who give lower ratings to the clarity and equity of RPT standards and procedures
26
RPT and Stress(by rank/ gender)
2124
4645
2943
926
3739
3642
4034
2422
0 20 40 60 80 100
MaleFemale
MaleFemale
MaleFemale
MaleFemale
Lect
urer
Ass
tP
rof
Ass
ocP
rof
Full
Pro
f
Percent Saying Experience Stress from RPT
Great deal Some
27
Compensation: Overall Satisfaction
Slightly less than half of faculty agree that they are satisfied with their compensation (salary & benefits) at NC State.
Strongly Agree4%
Agree43%
Disagree38%
Strongly Disagree
15%
28
Compensation: Overall Satisfaction
Dissatisfaction with compensation is generally consistent across all groups Least likely to be satisfied with overall compensation
– Associate Professors, followed by Full Professors– Female Associate Professors
• 76% of female Associate Professors are dissatisfied with their compensation (compared to next most dissatisfied group, male associate professors, with 57% dissatisfied)
29
Salary: Competitiveness
Satisfaction with salary is lowest when compared to that of faculty in disciplines at comparable institutions outside the UNC system
15
9
8
6
5
49
42
32
29
20
23
32
33
38
39
21
16
26
28
36
0% 20% 40% 60% 80% 100%
Other faculty in department
Other faculty in college
Other faculty at NC State
Other faculty in discipline in UNC
Other faculty in discipline atcomparable institution
Agreement that Salary is Competitive
Strongly Agree Agree Disagree Strongly Disagree
30
Benefits: Competitiveness
A majority of faculty believe the NC State voluntary benefits program is competitive, but that the state healthcare benefits are not
5
7
7
25
48
62
32
24
20
38
12
21
0% 20% 40% 60% 80% 100%
Healthcare benefits
Retirementcontributions
Voluntary benefitsprogram
Satisfied with Benefits
Strongly agree Agree Disagree Strongly disagree
31
Compensation& Satisfaction at NC State
Faculty who are satisfied with their compensation are more likely to be satisfied/engaged at NC State.
Among Agreers (N=551)
I am satisfied with my compensation (salary & benefits) at NC State
Among Disagreers (N = 488)
92% Would recommend department as good place to work 75%
90% Is satisfied with NC State overall 67%
79% Have NOT seriously considered leaving academe 67%
53% Have NOT seriously considered leaving NC State 28%