The Work Environment for Tenured/ Tenure Track Faculty at the University of Maryland

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1 The Work Environment for Tenured/ Tenure Track Faculty at the University of Maryland ADVANCE Research and Evalua9on: BSOS Report KerryAnn O Meara Associate Professor, Higher Educa9on Co- PI UM ADVANCE Corbin M. Campbell Research Assistant

2 What are the work environment experiences of UM T/TT faculty? Organiza9onal Commitment Sa9sfac9on with Department and UM Climate for Diversity Work- Life Climate & Policies Career Advancement Opportuni9es Evalua9on & Management of Responsibili9es Recogni9on Leadership Opportuni9es Informa9on, Communica9on, & Decision- Making Faculty Learning Professional Networks & Collegiality Perceived Produc9vity How do they differ by Gender, Race, and Rank? 2

3 Research Method Survey Development Based on conceptual framework and review of the literature Sent to experts for review of construct and content validity Small pilot for review of response process validity Survey Administra9on Spring, 2011, the link to the online UM Work Environment Survey (UMWES) was sent via to all full- 9me faculty. The UMWES will be repeated again in spring, 2013 and spring, Survey Analysis for this report Descrip9ve analyses T- tests & Chi- Squared (p<.05) for differences by gender Only pa^erns of differences are reported here 3

4 Overall Tenured/ Tenure- Track Response Rates Overall, 32% of full- 9me tenure track faculty in fall of 2010 responded to the survey. Respondents were: 43% female and 57% male (women overrepresented) 0% American Indian, 9% Asian American, 3% Black/African American, 5% Hispanic, 3% Interna9onal, 78% White, <1% Mul9racial, and 3% had unreported race (Hispanic and White overrepresented, Asian American and African American underrepresented) 24% Assistant Professors, 32% Associate Professors, and 44% Full Professors (representa9ve by rank of tenure track faculty in fall of 2010) 4

5 BSOS Tenured/ TT Response Rates There were 51 Tenured/TT BSOS Respondents to the survey (approximately 29% of Tenured/TT BSOS faculty in fall of 2010). Of the BSOS tenured/ tenure track respondents: 59% female and 41% male 10% were faculty of color, 88% were White Faculty and 2% were Interna9onal faculty 29% Assistant Professors, 24% Associate Professors, and 47% Full Professors 5

6 Limita9ons Possible response biases Measures percep9ons only Mainly descrip9ve analyses Most ques9ons aimed at unit level Few facili9es ques9ons Capture a snapshot of people and 9me spring 2011 experiences, fall 2010 faculty Could not run college level analyses by race or rank due to N 6

7 Summary Sa7sfac7on: Sa9sfac9on with overall experience at UMD (55%) & their unit (65%). Diversity: Majority felt that diversity is important for UM (89%) and units work hard to create diverse representa9on (94%)* Advancement: Most par9cipants perceived clear requirements (77%) and fair processes * (84%) for tenure. 7

8 Summary Autonomy & Shared Governance: 94% felt in charge of their research. 81% agree that major decisions are made with adequate input from faculty. * Professional Network: Most respondents perceive their professional network was helpful in a number of areas. 98% agree they support junior colleagues 8

9 Summary In most areas, BSOS respondents were about the same as UMD respondents No aspects where BSOS compared less favorably to UMD respondents overall. Certain areas BSOS respondents rated as more favorable than all UMD respondents: Transparency very prominent Fairness of advancement process S9ll work to be done Grant support, research administra9on, Access to TAs/ RAs Work- life climate 9

10 Organiza9onal Commitment 26% of BSOS par9cipants stated they were likely to leave the university in the next two years (vs. 31% for all UMD respondents). 91% of BSOS par9cipants had seen at least one faculty in their unit leave in last 3 yrs (v. 87% for UMD); 39% of BSOS respondents had had an outside offer while at UM (compared to 41% for all UMD). Most frequent reason for wan9ng to leave UMD is for a higher salary (58%), for a more pres9gious ins9tu9on or department (33%) or for be^er work- life balance (33%). 10

11 Top Reasons for Intending to Leave BSOS All UMD All UMD Women UMD FOC Higher Salary (58%) Higher Salary (57%) Higher Salary (57%) Higher Salary (61%) Departmental/ Ins9tu9onal Pres9ge (33%) Departmental/ Ins9tu9onal Pres9ge (41%) Departmental/ Ins9tu9onal Pres9ge (38%) Departmental/ Ins9tu9onal Pres9ge (48%) Lack of Collegiality (19%), Work- life balance (33%) Lack of Collegiality (24%) Lack of Collegiality (26%) Spousal Career Opportuni9es (19%), To be closer to family (19%) More desirable loca9on (25%), Poor likelihood of tenure or contract renewal (25%) Work- life balance (22%) Work- life balance (23%) 11 10/

12 Sa9sfac9on: Resources & Condi9ons at UMD Survey Item BSOS % Sa9sfied/ Very Sa9sfied The amount of autonomy I have in my role as a faculty member here* 87 The diversity on campus 70 My overall experience working in my unit 65 My unit s na9onal reputa9on 66 My overall experience working at UM 55 The University s na9onal reputa9on 56 The quality of the graduate students 55 The support of colleagues here 57 The University s loca9on 53 12

13 Sa9sfac9on: Resources & Condi9ons at UMD % BSOS Survey Item Sa9sfied/ Very Sa9sfied The sense of fit between my values and those of my unit 57 The quality of the undergraduate students 45 Clerical/administra9ve support 40 The amount of 9me I spend on research versus teaching and service 34 Assistance with research administra9on in your unit 34 The transparency of decision- making within my unit* (v. 37% UMD) 64 Amount of access to TAs, RAs 38 Professional assistance for improving teaching 38 Expecta9ons for commi^ee service 33 My salary and benefits 30 Assistance with finding grants 19 13

14 Diversity and Fair Treatment The majority of BSOS respondents perceive that : Diversity is important for UMD (89% for BSOS v. 80% for UMD) Units work hard to create diverse representa9on* (94% for BSOS and 79% for UMD) Female faculty*and faculty of color receive fair treatment (53% and 59%, respec9vely, for BSOS v. 60% and 57% for UMD). 26% of BSOS faculty agree that they have experienced discrimina9on (v. 23% for UMD). 14

15 48% of BSOS respondents were sa9sfied with their unit s culture for work- life balance (v. 42% for UMD) 29% agreed that the university does what it can to make family life and the tenure track compa9ble (v. 25% for UMD). 31% agreed that there are role- models for work- life balance (v. 30% for UMD). Similar to UMD respondents, BSOS rated many of UMD s policies and programs for work- life balance as valuable, but few took advantage of these programs and many had not heard of the programs. Work- Life Climate The environment that you need to work 100 hours per week is defla8ng and demoralizing for those who want children. 15

16 Work- Life Climate In my unit it is generally understood that people need to make work their top priority (BSOS 54% and UMD 55%). Campus childcare is the program I would focus on...the program does not start un8l the child turns 2 - what is the faculty member supposed to do before then? 16

17 Promotion and Tenure 77% of BSOS respondents reported clear requirements and 84% fair processes* for tenure. 59% of BSOS respondents perceived clear requirements for promo9on to Full Professor (v. 52% for UMD). 74% of BSOS respondents believe the process for advancing to Full Professor is fair (vs. 59% for UMD) Yet, 44% of BSOS respondents had concerns about their own advancement (v. 41% of UMD). 17

18 Evalua9on of Teaching, Research, & Crea9ve Work About half or more agreed that their unit supports: Effec9ve teaching (52% BSOS v. 45% UMD) Interdisciplinary scholarship (61% BSOS v. 44% UMD) Engaged scholarship (50% BSOS v. 40% UMD) Cuong edge research (46% BSOS v. 37% UMD) Collabora9ve research* (71% BSOS v. 49% UMD) The coun8ng mentality where people are reduced to a simple metric without any considera8on of impact, crea8vity, relevancy, complexity [is highly problema8c] We are way behind the 8mes in what cons8tutes research in my unit. Senior colleagues seem stuck to old ways that are not reflec8ve of [current] ways of doing research... This does not s8mulate crea8vity and taking risks. 18

19 Information, Communication, Decision- Making A majority of BSOS par9cipants felt open to share their opinions (69%) and major decisions are made with adequate input of faculty* (81% v. 54% UMD). About half of BSOS par9cipants agreed that their unit was transparent in terms of: Informa9on sharing (49% v. 35% for UMD) Resource alloca9on* (43% v. 32% for UMD) Salary increases* (49% v. 31% for UMD). 19

20 Professional Growth Learning 69% of BSOS respondents reported learning a great deal regarding their research. 49% reported that their unit provides an environment that s9mulates their academic learning. 55% reported that their unit has financially supported their learning.* Networks 60% of BSOS respondents said that their network was mainly off campus 98% try to support junior colleagues 69% sa9sfied with collegiality in unit Yet. 31% have been effec9vely mentored by someone in their unit 24% feel isolated in their department 37% are sa9sfied with amount of interac9on with senior colleagues at UM 20

21 Differences by Gender While three items showed significant differences by gender (see report), no pa^erns of differences emerged. This is unusual compared to other colleges and UMD overall 21

22 UMD v. COACHE Findings Likely to leave (next 2 years- UMD; next 5 years- COACHE) UMD COACHE Al Ranks TT Assoc Full 31% 14% 19% 27% Sa9sfac9on with ins9tu9on 60% 66% 58% 63% Sa9sfac9on with department 61% 74% 66% 65% Sa9sfac9on with compensa9on 30% 52% 29% 44% Sa9sfac9on with work- life balance 42% 39% 50% 65% Agreement that the ins9tu9on does what it can to make family obliga9ons and faculty life compa9ble 25% 38% 25% 29% Clear requirements for tenure or promo9on 68%/52% 53% 63% 86% 10/ All data for comparisons from Public Research Universi9es TT = 11,550 faculty; Assoc and Full = 1675 faculty 22

23 Discussion Points S9ll work to be done Work- life climate: Need for change in expecta9ons and norms for balance of work and life (as well as daycare) More support in iden9fying research funding opportuni9es and preparing grants Review service and professional expecta9ons of female faculty (survey results on following slide) Comments on challenges? What changes can BSOS introduce to improve work environment in the next 3-5 years? What mechanisms are in place to train faculty mentors and monitor the effec9veness of mentors? What steps can be taken to retain faculty? Outside offer always necessary? 23

24 Discussion Points Women Men Survey Item* p- value M SD M SD I feel in control of my par7cipa7on in service ac7vi7es (the amount and level of par7cipa7on) <.05 A diversified faculty is important for UM s academic excellence <.05 Informa7on is available to understand my rela7ve standing among my peers <.05 Table 15. Survey items that showed statistically significant differences in BSOS responses by gender. Notes: Coding: Strongly Agree = 5; Strongly Disagree = 1 24 Because of small N (Men=21; Women=30), caution should be used when interpreting these results.

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