2. 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

3. The Survey Research Institute at Cornell University was contracted to administer the online survey. Survey was open between November 8, 2012 - January 25, 2013. Initial email invitation and three reminders were sent to participants. Incentives were offered to full-time faculty members in departments achieving 80% response rate.Methodology

4. For departments achieving an 80% response rate by December 14 th, the names of full-time faculty were entered into a drawing to win $250.00 to apply toward faculty travel or other professional development activities. Total of 700 participants completed the survey out of 1059 with valid email 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

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

6. Response Rate by Gender

7. How satisfied were you with the following hiring factors?Hiring

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

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

10. 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

11. Research How much do you agree with each of these statements?

12. Service In my department, committee assignments are made fairly. Range (1 = Strongly disagree, 5 = Strongly agree) ** significant at.01 level

13. 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 )

14. Merit Think about the feedback you receive from merit reviews. Is the evaluation you receive… Range (1 = Never, 5 = Always)

15. Promotion Associate ProfessorFull Professor MalesFemalesMalesFemales Members of my department give me helpful advice 3.23.12.52.6 The tenure and promotion requirements are very clear 2.82.72.42.3 The tenure and promotion process is fair and consistent 2.92.72.4 It is difficult to know exactly what I should be doing to be promoted 2.32.62.52.6 I am reluctant to talk about controversial issues because it might affect my promotion 3.03.12.4 I am comfortable asking about performance expectations 3.1 2.92.8 I feel like I have control over whether I will be promoted 2.82.62.42.2 Good mentoring is critical to my being promoted 3.13.32.63.1 Range ( 1 = Strongly disagree, 4 = Strongly agree) Please address the following issues about tenure and promotion to Associate Professor / Full Professor.

16. Promotion Range (1 = Very unlikely, 4 = Very likely) How likely are you to be promoted?

17. Workload Please choose the proportion of time you spent during the 2011-2012 academic year for each of the following. For new faculty, choose the proportion of time you spent working during the fall semester. ITEM Males Females Preparing to teach assigned courses, labs, etc.3.73.4** Teaching the assigned courses, labs, studies and communicating with those students 3.73.4** Teaching or mentoring students in any type of independent study, master theses or dissertations 3.33.4 Formally advising students 3.3 Advising or mentoring “extra” students who seek you out, not those assigned to you 3.73.6 Conducting your scholarly activities (i.e., research, composing, etc.) 3.03.5** Writing proposals (e.g., grants) to conduct your research/scholarship/creative activities 2.72.9* Providing peer reviewing (i.e., reviewing the scholarly or creative work of others) 2.73.3** External paid consulting 1.82.2** Mentoring other faculty 2.72.8 Committee, administrative, or governance work inside your department 3.3 Committee work at the college or university level 2.83.0 Outreach or community service 3.0 Advising or working with student organizations 2.82.6 Range (1 = much less than other people 5 = Much more than other people) ** significant at.01 level * significant at.05 level

18. Resources Range (1 = Very dissatisfied, 4 = Very satisfied) How satisfied are you with the distribution of the following in your department?

19. Mentoring How important is mentoring for each of the following areas? MalesFemales To learn how things are done at UNT3.13.3** To learn how to get along in your department of college 2.93.3** To improve teaching or manage students 3.13.2* To improve research or scholarly/artistic activities 3.23.3* To move into leadership positions2.83.2** Range ( 1 = None, 4 = A great deal) ** significant at.01 level; * significant at.05 level

20. Work/Family Balance MalesFemales Household responsibilities2.62.9** Childcare1.9 Caring for someone who is ill, disabled, aging or with special needs 1.8 Your health2.32.5* Cost of living2.7 Meeting work expectations3.03.2 ** The way your personal life and work interfere with each other 2.72.9** Having a successful academic/artistic career3.03.1 Your salary2.93.0 Faculty morale in your department2.8 Subtle discrimination1.92.4** 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.

21. Work/Family Balance MalesFemales Prospects for tenure 1.81.9 Prospects for promotion 2.22.7** Leadership opportunities 2.02.2** The amount of support in your work environment 2.52.7** Acceptance for people like you 2.02.2* The racial, ethnic or cultural climate at UNT 1.82.0** Opportunities to have a happy social life 2.12.3 Time to do your research/scholarship/creative activities 2.93.1** Time to spend with students 2.42.5 Time to spend with your spouse or significant other 2.7 Time to spend with your children or other family members 2.52.6* 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.

22. 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…

23. Satisfaction How likely would you be to…

24. Satisfaction How often have you…

25. 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

26. 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

27. 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