University of North Texas Climate Survey

Task Force Members Mickey Abel, College of Visual Arts & Design Christy Crutsinger, Provost Office, Chair Tracy Everbach, Frank W. and Sue Mayborn School of Journalism Francisco Guzman, College of Business Warren Henry, College of Music Kuruvilla John, College of Engineering Linda Marshall, College of Arts & Sciences Mariela Nunez-Janes, College of Public Affairs and Community Service Mike Sayler, College of Education Sanjukta Pookulangara, College of Merchandising, Hospitality, and Tourism Mark Vosvick, Faculty Senate Angela Wilson, College of Arts & Sciences Jerry Wircenski, College of Information

The Survey Research Institute at Cornell University was contracted to administer the online survey. Survey was open between November 8, January 25, Initial invitation and three reminders were sent to participants. Incentives were offered to full-time faculty members in departments achieving 80% response rate.Methodology

For departments achieving an 80% response rate by December 14 th, the names of full-time faculty were entered into a drawing to win $ to apply toward faculty travel or other professional development activities. Total of 700 participants completed the survey out of 1059 with valid addresses, achieving a 66.10% response rate. Additionally, 60 participants started the survey and answered at least on question, but did not complete it.Methodology

Hiring Teaching Research Service Merit Promotion Workload Resources Mentoring Work/Family Balance Diversity Satisfaction Climate Survey Instrument

Response Rate by Rank

How satisfied were you with the following hiring factors?Hiring

Hiring Please rate your level of agreement about how faculty hiring is done in your department.

Teaching Please rate your level of agreement with each of the following statements about teaching in your department.

Research Think about the value of your own creativity/scholarship/research in your department. In comparison to your colleagues: How much does your department value your scholarship/research? Undervalued Very Highly Valued

Research How much do you agree with each of these statements? ITEM Assistant Professor Associate Professor Full Professor Lecturer Interdisciplinary creatively/scholarship/research is valued in my department Interdisciplinary creatively/scholarship/research is rewarded in my department *2.8* UNT provides the needed infrastructure for interdisciplinary work 2.5*2.3*2.4 I sometimes collaborated with members of my department My collaborations with people outside my department of the university are usually better than collaborations with department colleagues When people in the department are working on something related to my expertise, they ask for my input I find my research collaborations rewarding Range: (1= Strongly disagree, 4 = Strongly disagree) *significant at.05 level

Service In my department, committee assignments are made fairly. Range: (1 = Strongly disagree, 5 = Strongly agree) * significant at.05 level

Service Think about all of the service activities you actually do (100% of your service), including formal and recognized activities as well as informal activities. How much of your service is… Range: (1 = none of it, 4= all of it)** significant at.01 level * significant at.05 level

Merit Think about the feedback you receive from merit reviews. Is the evaluation you receive… Range: (1 = Never, 5 = Always) *significant at.01 level, ** significant at.05 level

Promotion Did you seriously consider going up “early” for tenure and promotion to associate professor?

Promotion How often do you receive feedback specific to promotion and tenure issues? * N = 149 valid casesMean = 2.78 Range: ( 1 = Never, 4 = More than once a year) * Assistant Professors were only respondents

Promotion Did you ever start the process for promotion, but not complete it to the final decision point? * N = 545 valid casesMean = 1.95 * Lecturers were not included

Promotion Did you go up for promotion, after withdrawing from the process or after being turned down at an earlier time? * N = 545 valid casesMean = 1.94 * Lecturers were not included

Promotion If so were you promoted at the time? * N = 35 valid casesMean = 1.09 * Lecturers were not included

Promotion How important is/was it to you to achieve the rank of full professor? Range: (1 = Not at all important, 4 = Very important) ** significant at.01 level

Promotion How much did the following factors affect your decision to apply for promotion to full professor at UNT? (Rank of Full Professor but not hired as Full Professor) ITEM Full Professor I believed I was ready3.8 A colleague thought I should 2.8 My chair thought I should 2.9 My dean thought I should 2.4 One of more people did not think I should 1.4 No one every talked to me about it 1.5 I needed to make a better salary 2.5 Range: (1 = None, 4 = Alot)

Promotion ITEM Associate Professor Full Professor Assistant Professor Associate Professor Lecturer Members of my department give me helpful advice **2.9** The tenure and promotion requirements are very clear **2.5** The tenure and promotion process is fair and consistent It is difficult to know exactly what I should be doing to be promoted I am reluctant to talk about controversial issues because it might affect my promotion *2.5* I am comfortable asking about performance expectations I feel like I have control over whether I will be promoted Good mentoring is critical to my being promoted Range: ( 1 = Strongly disagree; 4 = Strongly agree) **significant at.01 level, *.05 significant at.05 level Please address the following issues about tenure and promotion to Associate Professor / Full Professor.

Promotion Range: (1 = Very unlikely; 4 = Very likely) How likely are you to be promoted?

Workload Please choose the proportion of time you spent during the academic year for each of the following. For new faculty, choose the proportion of time you spent working during the fall semester. ITEM Assistant Professor Associate Professor Full Professor Lecturer Preparing to teach assigned courses, labs, etc.3.6**3.3** 3.8** Teaching the assigned courses, labs, studies and communicating with those students 3.6**3.4**3.3**3.9** Teaching or mentoring students in any type of independent study, master theses or dissertations 3.4**3.6**3.5**2.8** Formally advising students 3.0**3.4** 3.2 Advising or mentoring “extra” students who seek you out, not those assigned to you Conducting your scholarly activities (i.e., research, composing, etc.) 3.6**3.5** 2.3** Writing proposals (e.g., grants) to conduct your research/scholarship/creative activities 3.4**3.0**2.9**1.9** Providing peer reviewing (i.e., reviewing the scholarly or creative work of others) 3.2** 3.5**1.8** External paid consulting Mentoring other faculty 1.8**3.0**3.4**2.4** Committee, administrative, or governance work inside your department 2.8**3.6** 3.1** Committee work at the college or university level 2.3**3.2**3.3**2.6** Outreach or community service 2.7**3.0*3.1**3.2** Advising or working with student organizations 2.5**2.7**2.5**3.2** Range: (1 = Much less than other people, 5 = Much more than other people) ** significant at.01 level * significant at.05 level

Resources Range: (1 = Very dissatisfied, 4 = Very satisfied) * significant at.01 level, **significant at.05 level How satisfied are you with the distribution of the following in your department?

Mentoring How important is mentoring for each of the following areas? ITEM Assistant Professor Associate Professor Full ProfessorLecturer To learn how things are done at UNT 3.3**3.1**3.0**3.4** To learn how to get along in your department of college 3.2**3.12.9**3.1* To improve teaching or manage students 3.1**3.0**3.1**3.4** To improve research or scholarly/artistic activities To move into leadership positions2.9**3.0*2.8**3.2** Range: ( 1 = None, 4 = A great deal) ** significant at.01 level; * significant at.05 level

Work/Family Balance ITEM Assistant Professor Associate Professor Full Professor Lecturer Household responsibilities2.8** 2.5**2.9** Childcare2.1*2.0**1.6**1.8* Caring for someone who is ill, disabled, aging or with special needs 1.6*1.9* Your health Cost of living2.8** 2.4**2.9** Meeting work expectations3.4**3.1**2.9** 3.1** The way your personal life and work interfere with each other 2.9** 2.6**2.7 Having a successful academic/artistic career3.4**3.1**2.8**2.9** Your salary3.0**3.1**2.6**3.1** Faculty morale in your department2.6**3.0**2.82.7* Subtle discrimination2.1*2.4**2.0**2.1* Range: ( 1 = None; 4 = A great deal) ** significant at.01 level; * significant at.05 level The following are possible sources of stress for faculty. Rate the amount of stress you feel about each one.

Work/Family Balance ITEM Assistant Professor Associate Professor Full Professor Lecturer Prospects for tenure 3.1**1.6**1.1**1.8** Prospects for promotion 3.0**2.8**1.2**2.6** Leadership opportunities 2.1**2.2**1.8**2.3** The amount of support in your work environment 2.6**2.7**2.3**2.5* Acceptance for people like you 2.2**2.11.9**2.0 The racial, ethnic or cultural climate at UNT 2.1**2.0**1.7** Opportunities to have a happy social life 2.4** 2.0**2.1** Time to do your research/scholarship/creative activities 3.3** 2.9**2.5** Time to spend with students 2.5* 2.3*2.4 Time to spend with your spouse or significant other Time to spend with your children or other family members **2.4**2.5 Range: ( 1 = None; 4 = A great deal) ** significant at.01 level; * significant at.05 level The following are possible sources of stress for faculty. Rate the amount of stress you feel about each one.

Diversity Try not to think about a specific individual, just give your general sense of how comfortable a new faculty member would be in your department if she or he were…

Satisfaction How likely would you be to…

Satisfaction How often have you…

The following questions refers to the climate at UNT for faculty who are members of underrepresented groups, including underrepresentation based on race, sexual orientation, gender, religion, etc. Please indicate if you agree or disagree with each statement. Climate Range ( 1 = Strongly disagree, 4 = Strongly agree) ** significant at.01 level; * significant at.05 level

Open-ended Responses Hiring Offers (N=513) Hiring Practices (N=278) Teaching (N=274) Research (N=178) Service (N=218) Merit (N=239) Promotion (N=254) Workload (N=159) Resources (N=169) Mentoring (N=189) Work/Family Balance(N=147) Diversity (N=133) Satisfaction (N=172) Climate/Fairness (N=118) Total Responses: 3,041

Dissemination of Results Ideas for Dissemination of Results Provost Council Advance Grant Initiative Team Opportunity Task Force Ad-hoc Committee for Development of New Faculty Evaluation, Promotion & Tenure Policy Committee Faculty Senate Executive Committee Faculty Senate Faculty Mentor Committee Committee on the Status of Women Committee on the Status of LGBT Faculty Committee on the Status of People of Color