Faculty Well-Being Survey: A Quick Look at A Few Things that Matter to Faculty Presentation for NC State University Board of Trustees Academic Affairs and Personnel Committee November 15, 2007 Nancy Whelchel, PhD Assistant Director for Survey Research University Planning and Analysis

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

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

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 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

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)

9 Workload : Activities Faculty workload includes a wide range of activities

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 *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 Workload and 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)

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 Demands and 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)

20 University Support for Work/Life Balance (by rank/gender)

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.

22 Work/Life Balance and 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)

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 Tenure and 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)

27 Compensation: Overall Satisfaction Slightly less than half of faculty agree that they are satisfied with their compensation (salary & benefits) at NC State.

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

30 Benefits: Competitiveness A majority of faculty believe the NC State voluntary benefits program is competitive, but that the state healthcare benefits are not

31 Compensation & Satisfaction at NC State Faculty who are satisfied with their compensation are more likely to be satisfied/engaged at NC State.