Faculty Satisfaction Survey results
69
Results from St. Edward’s University Faculty Survey April 2016 Conducted by the St. Edward’s University Chapter of the American Association of University Professors October 25, 2016
Transcript of Faculty Satisfaction Survey results
Results from St. Edward’s University Faculty Survey
April 2016
Conducted by the St. Edward’s University Chapter of the American Association of
University Professors
October 25, 2016
INTRODUCTION
The St. Edward's University chapter of the American Association of University Professors
conducted an anonymous survey of faculty in April of 2016. The intention of the SEU AAUP was
to gather data on faculty’s perceptions of their experience as the University continues to develop as
an institution of higher learning; specifically, the survey is meant to recognize and enhance SEU’s
commitment to academic freedom and shared governance.
The survey had 200 faculty respondents: 96 on the tenure track, 74 non-tenure track or
contingent faculty (non-tenure track includes visiting, post docs, & full-time lecturers), five
“other,” and 25 not disclosed. The length of time respondents had been at SEU was divided into
three categories: 57 respondents with 0-4 years, 21 respondents with 5 to 7 years, 101 respondents
with 8 or more years with, and 21 respondents undisclosed.
As a community, the faculty is committed to help St. Edward’s University continue as a
premier institution of higher learning. To that end, the faculty support the St. Edward’s Mission by
teaching and mentoring students, providing service to the institution through leadership and
administrative roles, and sharing our gifts, energy, and time. However, faculty’s most significant
contribution to the St. Edward’s Mission is as educators. The survey was designed to elicit faculty
opinions on important issues to facilitate faculty inclusion as full-partners in shared governance. It
is in the spirit of facilitating open communication and contributing to shared governance that the
SEU chapter of the AAUP shares the results of the survey.
Note that many areas of the faculty survey were designed to correlate with St. Edward’s
University’s Operating Principles. Of the eight Operating Principles, the first two listed below are
especially relevant for the survey:
We work collaboratively to attain our goals.
We address concerns from a university-wide perspective, working together in the
most effective and efficient ways to generate solutions and make decisions that
benefit the university as a whole. We take our responsibilities to each other
seriously, sharing information and meeting deadlines; giving and receiving
constructive feedback for improving individuals, teams and processes; listening
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with open minds to each others' points of view; and providing personal support and
assistance to each other. We collaborate with friends in the larger community,
seeking their ideas and partnerships.
We have open communication across the university.
At St. Edward's open communication includes widely sharing information,
requesting appropriate information before making decisions, clearly describing
goals and decision-making processes, offering and accepting suggestions for
improvement, and being receptive to others' ideas and to the changes indicated by
our continuing assessment. We value open and direct communication, which is used
to inform, educate, and foster improvement. We work to create the trust that makes
open and direct communication possible.
We treat each other respectfully.
We are a continually developing organization.
We seek to understand and promote diversity.
We are good stewards of our organizational resources.
We each take responsibility for excellence.
We are dedicated to high standards of service.
In addition to the eight principles, the AAUP and the faculty share a strong commitment to
academic freedom and shared governance. As the university continues to grow, it is important that
St. Edward’s University not follow the recent trend in higher education to overlook or discount the
importance of our principles in face of economic concerns. The survey is the SEU AAUP’s attempt
to advance a conversation among the various university parties about upholding our agreed upon
principles. This survey reveals the common ground and diversity of SEU faculty perceptions,
which will help with future open discussions and honest exchanges of opinion.
SEU AAUP PAGE 2
EXECUTIVE SUMMARY
The survey had 200 faculty respondents: 96 on the tenure track, 74 non-tenure track or
contingent faculty (non-tenure track includes visiting, post docs, & full-time lecturers), five
“other,” and 25 not disclosed. The length of time respondents had been at SEU was divided into
three categories: 57 respondents with 0-4 years, 21 respondents with 5 to 7 years, 101 respondents
with 8 or more years with, and 21 respondents undisclosed. The high number of faculty not
answering these items can be explained by fear of retaliation from the administration if identified.
This fear was despite assurances that the data would not be available to administrators and was
collected on an off-campus server.
For the report, the forty-six survey items are divided into eight categories, making it easier
to summarize. The chart on the next page does an excellent job of identifying overall trends. The
eight categories are Job Satisfaction, Infrastructure, Peers, Resources, Teaching & Mentoring,
Management & Policies, Compensation, and Tenure & Promotion.
There were a wide range of opinions on individual items, which be explored in the report’s
“Analysis of Items.” However, note that the ratings decrease as length of service or rank increase.
In general, ratings in the first four categories––Job Satisfaction, Infrastructure, Peers, and
Resources––were more positive than negative. The ratings for Teaching & Mentoring are only
slightly negative. The ratings in the last four categories–– Management & Policies, Compensation,
and Tenure & Promotion––suggest these are areas with clear room for improvement.
The average of sixteen items into the category Management & Policies as displayed in the
chart provides a simplistic view and obscures the information of individual items. Because of this,
the sixteen individual items are discussed in more detail in the “Analysis of Items” section of the
report.
Compensation is an ongoing area of concern given the rising housing cost in the Austin
area. The salaries of assistant professors have been under targeted goals for over a decade.
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Tenure & Promotion has remained an ongoing struggle for several years, and the survey seemed to
reflect that frustration.
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E 5
Analysis of Items
For purposes of analysis, the survey has been divided into eight constructs: Job
Satisfaction, Peers, Infrastructure, Resources, Compensation, Management & Policies, Teaching
& Mentoring, and Tenure & Promotion. An examination of the individual items within these
constructs is helpful for understanding faculty opinions in order to define areas of interest, focus,
and concern. For ease of explanation and analysis, the strongly agree and agree answers have been
combined into an agree designation as have been the strongly disagree and disagree into a
disagree report designation. The mean and measures of central tendency are displayed in Appendix
A. The complete frequency data, except for the comments, appears in the tables in Appendix B.
Survey Constructs or Groupings
Job Satisfaction 1-5 Peers 6-10 Infrastructure 11-14 Resources 15-19 Compensation 20-23 Management and Policies 24-39 Teaching and Mentoring 40-43 Tenure and Promotion 44-46
Job Satisfaction Items 1-5
The Job Satisfaction construct consists of items numbers 1-5.
The first item, overall, I am satisfied with my job received agreement or strong agreement
by 71% of the respondents. This was consistent regardless of rank, but there was a dip to 54% for
faculty members who had been here for longer than eight years.
The second item, My workload is reasonable found overall that 55% of the respondents
agreed or strongly agreed. The responses here differed by both rank and years of service. By rank,
professors responded positively at 54%, associate professors at 40%, assistant professors at 30%,
and adjuncts at 77%. Positive responses by length of service for the three categories––4 or less, 5
to 7, and 8 or over––decreased as time in service increased 72%, 62%, and 45%.
SEU AAUP PAGE 6
The third item, My colleagues have a positive attitude about the state of the university
found more differentiated responses with 40% disagreeing, 38% agreeing, and 20% neutral. It
further breaks down by rank and length of service. Agreement by professors at 28%, associate
professors at 25%, assistant professors at 35%, and adjuncts at 90%. Agreement by length of
service was at 61% for 4 or fewer years, 43% for 5 to 7 years, and 24% for 8 or more years. On its
face, these responses would suggest that people who are more informed because of length of
service and rank are less positive. Adjuncts, who are generally kept out of the loop, are less likely
to be aware of problems. This is an item that will need further discussions to solidify conclusions.
Item number four, If I had to do it all over again, I would still choose this university
provides a powerful upbeat of the faculty with 70% agree or strongly agreeing. The differences by
rank or length of service were relatively minor less than 10% from the 70%.
Item number five, I am currently looking for another position was agreed to by 24% of the
respondents. The biggest differences were the 10% of assistant professors and 35% of the adjuncts.
These differences are easily explained if one has just been through the struggle of finding a
position that is not something that one would want to do again so soon. For adjuncts, they are
expected to be looking for full-time employment at decent wages.
SEU AAUP PAGE 7
Peers Items 6-10
There were five items grouped under peers. These items were six through ten.
The sixth item stated, there is a high level of cooperation and collegiality among my peers. There was a high level of agreement with this statement across the board among all groups from 70% of adjuncts and 78% of professors.
The seventh item stated, different genders are fairly represented on the tenure-track faculty. This was agreed with by 45% of the faculty with 25% neutral and 15% not answered probably because of lack of awareness of the actual numbers. The high level of neutrals among adjuncts 31% and 28% not answered would support this interpretation because adjuncts would not normally be expected to have access to this kind of information.
The eighth item stated, different minorities are fairly represented on the tenure-track faculty. This was agreed with by 18% of the faculty, 42% disagreeing, and 40% either neutral or not answering. As with the previous item adjuncts and those with less than four years of service were more likely to choose neutral or not answering.
The ninth item stated, St. Edward’s University fosters collaboration among faculty. The responses were 61% agreement and only 18% disagreeing. There were only slight differences by rank and time in service.
The tenth item stated, St. Edward’s University supports networking with colleagues in other institutions. The agreements and disagreements were nearly evenly split at 32% and 29% with 42% neutral or not replying. This would seem to indicate that the question is unclear or unknown. Since newer faculty and adjuncts fell more heavily into this latter category, it would seem to support the idea that it was not well known.
SEU AAUP PAGE 8
Infrastructure Items 11-14
Item eleven states, St. Edward’s University provides me with adequate administrative staff to run my office. The responses indicate 39% agreement and 32% disagreement with 27% neutral or not replying. The neutral and not replying was 50% among adjuncts who may be unclear as to what to expect.
Item twelve states, St. Edward’s University has an excellent information technology infrastructure. This item had one of the highest agreement rates of the survey at 64%. This level was consistent across all rank and time in service categories except associate professors were even higher at 75% agreement.
Item thirteen states, Infrastructure and buildings are well maintained, and replaced or expanded when needed. Item thirteen was very similar to item twelve with high agreement of around 66%. It was consistent except for associate professors slightly higher at 75% and assistant professors slightly lower at 45%.
Item fourteen states, St. Edward’s University provides support for me to balance the needs of work and family. This item was lower than the previous two with 40% agreement and 35% non-agreement with 25% neutral or not replying. The analysis shows similar scores by rank except for assistant professors who scored at 30% agreement. The length of time at SEU analysis shows that those with four years or less were more satisfied at 52% than those eight or more years, which were at a 32% level. This is hard to tease out, but it may mean that the expectations and experiences of those who have been here longer have noticed a recent decline in emphasis here or the more long term faculty members remember the repeated requests for a childcare or school facilities for children of faculty and staff, which have fallen on deaf ears.
SEU AAUP PAGE 9
Resources: Items 15-19
Item fifteen states, the administration provides support and encouragement for my research
activities. The results indicate 40% agreement and 24% disagreement with 36% either neutral or
not answering. As one might expect there were differences by rank and length of service. Adjuncts
only reported 17% agreement because that is not usually their goal. Assistant and associate
professors reported 60% agreement and professors at 46%, which may reflect their career focus.
This focus is also reflected in the length of service, which showed a spike to 57% agreement from
those within the five-to-seven year category.
Item sixteen states, St. Edward’s University provides an adequate research funding
package for tenure track faculty members. This item reflects the perception of the research support
in general for tenure track faculty. There was 22% agreement and 30% disagreement with 48%
either neutral or not answering. Looked at by rank, there were widespread differences with 81% of
adjuncts either neutral or not answering. This was reflected also in the length of service with 75%
of four years or less recording either neutral or not answering. The five to seven years of service
group and the associate professor groups had the highest agreement at 43%.
Item seventeen states, St. Edward’s University provides access to all essential information
services and journals. There was considerable agreement on this item in general at 55% and by the
ranked faculty from 66% to 70%.
Item eighteen states, St. Edward’s University is moving away from being a teaching
institution to a research institution. There is 40% agreement and 30% disagreement. Ranked
faculty members agree at higher rates from 60% to 69% with adjuncts at 16% with 70% either
neutral or not answering.
Item nineteen states, the shift towards a research orientation lessens my time for teaching.
There is 47% agreement and 20% disagreement. This agreement was higher for those with 8 or
more years at 54% compared to 20% for four years or less.
SEU AAUP PAGE 10
Compensation: Items 20-23
Item twenty states, I believe that my annual salary is fair and competitive. There was high
disagreement on this item at 53% with only 26% agreeing. Professors had the highest agreement at
43%. Assistant and associate professors were both below 30% agreeing. Adjuncts had the lowest
level of agreement at 17% and 64% disagreeing.
Item twenty-one states, St. Edward’s University negotiates pay fairly. Forty-six percent
disagreed with this item and 19% agreed. This pattern was fairly consistent across all of the ranks
and the three lengths of service categories.
Item twenty-two states, the university follows the Faculty Compensation Committee’s
(FCC) recommendations for salary and benefits. There was 17% agreement and 26% disagreement
with 34% of respondents staying neutral and 22% not answering; this could indicate a lack of
certainty on the part of many faculty members as to the administration’s lack of response to the
FCC recommendations. Faculty who have been here for eight years or more only had a 10%
agreement with the statement.
Item twenty-three states, I am satisfied with my salary and benefits. There was a 52%
disagreement with this statement and a 28% agreement. There is a variation in the agreement levels
based on rank with the highest rank of professors being at 42% agreement dropping to 30% for
assistant professors and 14% for adjuncts. The categories by length of service varied from 21%
agreement for the four years or less group to 30% for eight years or more. The disagreement
responses were a fairly consistent 50% to 54% across all three categories.
SEU AAUP PAGE 11
Management and Policies: Items 24-39
Item twenty-four states, St. Edward’s University has effective and supportive leadership
that responds to input from the faculty. There were 42% of the respondents who disagreed with
that statement and only 31% agreed. By faculty rank, this was consistent except for associate
professors who were 50% disagreement and adjuncts that were at 19% disagreement and 44%
agreement. There were differences when looking at the issue from the length of service categories.
Agreement among faculty with 0 to 4 years of service was at 51% and 57% whereas, among
faculty members who have been here for eight years or more only 16% agreed and 58% disagreed.
Item twenty-five states, institution administrators are accessible and listen to faculty and
staff members. This was rather even at 38% disagreement and 35% agreement. There were
differences by rank and years at SEU. Lower ranking faculty and shorter-term faculty were more
likely to be in agreement at around 50%, but professors and faculty with 8 or more years of service
were in agreement around 20%. Sixty-one percent of professors and fifty-five percent of the
longer-term faculty were in disagreement.
Item twenty-six states, the administration is an appropriate size for this institution. Forty-
one percent disagreed and 28% agreed. Professors agreed at an 18% level and assistant professors
at a 50% level. The length of service category also reveals a difference of opinion in the 41% level
of agreement as faculty with eight or more years’ experience agreed at a 19% level and disagreed
at a 63% percent level.
Item twenty-seven states, St. Edward’s University provides adequate health care coverage
for my family and me. There was 51% agreement with 20% disagreement. The ranked faculty who
are eligible for health insurance ranged from 67% to 80% agreement, whereas only 6% of adjunct
faculty agreed.
Item twenty-eight states, Non-tenure track faculty are treated equitably. This statement was
agreed with by only 24% of the respondents and disagreed with by 49%. There was 46%
agreement by full-professors, 23% by associate professors, 16% by assistant professors, and 19%
by adjuncts. Nineteen percent of the faculty members who have been here longer than seven years
agree while 59% disagree.
SEU AAUP PAGE 12
Item twenty-nine states, I am satisfied with the system of shared governance at St.
Edward’s University. Overall, 25% agreed with this statement and 40% disagreed. Faculty
members with higher rank disagreed at a higher rate with professors disagreeing at a 64% level.
Faculty who had been here 8 years or more disagreed at 57% level.
Item thirty states, I am satisfied that the Board of Trustees understands the needs of the
faculty. This statement was agreed with by 16% of the respondents and disagreed with by 46%.
The disagreement level was highest among professors and those having been at St. Edward’s
University for eight years or more with both groups at 64%.
Item thirty-one states, I am satisfied with the level of communications between the Board of
Trustees and the faculty. This item was agreed with by 11% and disagreed with by 49%. Professors
agreed with at a 4% level and disagreed at a 68% level. Those faculty who had been here eight-
years or longer disagreed at a 66% level.
Item thirty-two states, The vice president for academic affairs (VPAA) values faculty
opinion. This was agreed with by 29% of the faculty and disagreed with by 35%. The disagreement
level rises with rank 50% for professors, 39% for associate professors, and 25% for assistant
professors. It also varies by length of time at SEU 46% of those here for eight years or more
disagreeing, those from five to seven 38%, and those four years or less 9%.
Item thirty-three states, The VPAA responds to inquiries in a timely manner. Overall, 37%
agreed and 19% disagreeing. There was more agreement at the lower ranks with assistants at 68%.
Item thirty-four states, The VPAA does everything possible to meet the needs of my School.
This item was agreed with by 23% of the respondents and disagreed with by 38%.
Item thirty-five states, I am satisfied with the leadership of the VPAA. This was agreed with
by 28% of the faculty responding and disagreed with by 35%. The responses to this had some
variation by rank and time in service. Professors agreed at 36% and disagreed at 50%. Associate
professors agreed at a 41% level and disagree at a 33% level. Assistant professors were fairly
evenly split at 45% agreement and 40% disagreement. Adjuncts agreed at a 13% level and
disagreed at a 22% level. Length of time showed with 49% disagreement for the eight and over
group and 11% for the four and under.
SEU AAUP PAGE 13
Item thirty-six states, The president values faculty opinion. This received 24% agreement
and 31% disagreement with the rest neutral or N/A. The agreement rates were consistent for the
ranked faculty, but 16% for adjuncts. The disagreement rates were higher for professors and
associate professors. Disagreement rates were elevated for faculty who have been here for eight
years or more.
Item thirty-seven states, The president responds to inquiries in a timely manner. This item
had 64% neutral or N/A which could indicate a lack of information. Agreement was at 18% and
disagreement at 17%.
Item thirty-eight states, The president does all he can to meet the needs of my School.
Agreement was at 19% and disagreement was at 27% with the rest neutral or N/A.
Item thirty-nine states, I am satisfied with the leadership of the president. Agreement was at
38% and disagreement was at 22% with the rest neutral or N/A.
SEU AAUP PAGE 14
Teaching and Mentoring: Items 40-43
Item forty states, St. Edward’s University provides adequate resources to support my
teaching and mentoring duties. This was agreed with by 50% of the respondents and disagreed
with by 32%. Rank did not make a significant difference, but there was a slight uptick in
dissatisfaction with longer-term faculty.
Item forty-one states, St. Edward’s University supports teaching and mentoring of junior
faculty. This was agreed with by 45% of the respondents and disagreed with by 26%. There was
very little variance based on rank or length of service.
Item forty-two states, the administration supports flexibility in balancing research,
teaching and mentoring duties. This was agreed with by 25% of the respondents and disagreed
with by 38%. This was fairly consistent across ranks, but there was a little more dissatisfaction
with longer-term faculty.
Item forty-three states, Adjunct faculty are treated fairly and professionally. This was
agreed with by only 29% of the respondents and disagreed with by 47%. Rank did make a
difference with disagreement higher for assistant professors. The group with the least disagreement
was surprisingly adjunct faculty. This may reflect how they are treated as individuals, but there
was a slight uptick in dissatisfaction with longer-term faculty
SEU AAUP PAGE 15
Tenure and Promotion: Items 44-46
The item, The tenure and promotion application process is clearly described to Faculty,
received the ratings agree or strongly agree by 23% of the respondents. The rates of agreement
differed by rank, professors at 19%, Associate Professors at 29%, Assistant Professors at 30% and
non-tenure track faculty at 54%. This pattern suggests that the faculty who have completed at least
one application for promotion or tenure largely disagree that the process is clearly explained. The
pattern of responses by length of service indicate that familiarity with the application process
differs by years of service, with 4 or less years at 19%, 5 to 7 years at 30%, and 8 or more years at
22%. Those in the mid-range (5 to 7 years) may be most familiar with the application process as
this the time period in which faculty are first eligible to apply for promotion and tenure.
The second item, The standards for tenure/promotion are fairly applied across Schools
received the ratings Agree of Strongly Agree by 15% of the respondents. The rates of agreement
differed by somewhat rank, professors at 26%, Associate Professors at 19%, Assistant Professors at
20% and non-tenure track faculty at 27%. These rates indicate that most faculty, regardless of rank,
do not believe the standards across Schools are fairly applied. The pattern of responses by length of
service differs by years of service, with 4 or fewer years at 14%, 5 to 7 years at 30%, and 8 or more
years at 13%. Those in the mid-range (5 to 7 years) view the standards as fairly applied at double
the rate of the early career and seasoned faculty members. Again, most faculty do not perceive the
standards as being fairly applied across Schools.
The third item, Raises for promotion are adequate received the ratings Agree or Strongly
Agree by 16% of the respondents. The rates of agreement increase by rank, professors at 22%,
Associate Professors at 21%, Assistant Professors at 15% and non-tenure track faculty at 19%.
These rates indicate that most faculty, regardless of rank, do not agree that raises for promotion are
adequate. The pattern of responses by length of service differs by years of service, with 4 or less
years at 7%, 5 to 7 years at 25%, and 8 or more years at 17%. Again, most faculty do not perceive
the raises for promotion are adequate. However, the mid-career faculty (5 to 7 years) perceived
promotion raises as adequate much more than early-career faculty, who may not have applied for
promotion yet, and full professors, who are not eligible for promotion.
SEU AAUP PAGE 16
Conclusion and Next Steps
American universities are under siege from external actors with ill formed opinions about
the nature of a university. However, the dilemmas faced by St. Edward’s University––the Board,
the Administration, and the Faculty––can be dealt with collectively.
The current report identifies areas of faculty consensus and disagreement that can be used
for in depth conversations, budgeting, strategic planning, and campus master planning. These
areas include faculty perceptions about:
1. problems with shared governance,
2. tenure & promotion process
3. compensation
4. management and policies
5. teaching and mentoring,
6. resources,
7. peers,
8. excellent infrastructure, and
9. high job satisfaction
It would seem that we can make the biggest gains by focusing on the first four. Again,
these are some areas that can provide a basis for paying it forward by identifying areas for
continuous improvement.
This report of faculty’s views provides metrics with which to focus and prioritize the
University’s next strategic plan. A similar survey should be run periodically to measure our
progress. The SEU-AAUP and all faculty members look forward to the dialogs and
conversations that will surely come. This report provides a place from which to begin again.
APPENDICES
SEU AAUP PAGE 18
Valid Missing
Satisfied with job 198 2 3.8232 4.0000 4.00
Workload reasonable 199 1 3.2814 4.0000 4.00
Positive colleagues 199 1 2.9598 3.0000 2.00
Do it again 197 3 3.8883 4.0000 5.00
Currently looking 198 2 2.3838 2.0000 1.00
Collegiality peers 197 3 3.7563 4.0000 4.00
Gender fairly represented 198 2 2.9545 3.0000 4.00
Minorities fairly represented 198 2 2.2222 2.0000 2.00a
SEU fosters collaboration among faculty 198 2 3.5404 4.0000 4.00
SEU fosters networking other schools 197 3 2.8376 3.0000 3.00
SEU provides me adequate admin staff 197 3 2.5330 2.0000 4.00
Excellent IT Infrastructure 198 2 3.6616 4.0000 4.00
Well maintained infrastrucure 198 2 3.6061 4.0000 4.00
SEU supports balance with family 198 2 2.8131 3.0000 4.00
SEU supports research 199 1 2.6935 3.0000 4.00
SEU provides adequate research funding 199 1 2.0603 2.0000 0.00
SEU provides access to essential journals 197 3 3.3756 4.0000 4.00
Moving away from teaching to research 198 2 3.0202 3.0000 3.00
Shift towards research lessen my time for teaching 199 1 2.9095 3.0000 4.00a
Annual salary is fair and competitive 199 1 2.5075 2.0000 2.00
SEU negotiates pay fairly 198 2 2.1667 2.0000 1.00
SEU follows the Faculty Compensation Committee's recommendations on salary and benefits 199 1 2.1759 3.0000 3.00
I am satisfied with salary and benefits 199 1 2.5980 2.0000 2.00
Effective & supportive leadership that responds to input from faculty 198 2 2.7374 3.0000 3.00
Administrators are accessible and listen to faculty and staff 198 2 2.8030 3.0000 3.00
Administration is appropriate size for institution 199 1 2.5276 3.0000 3.00
SEU provides adequate health care coverage for my family and me 197 3 2.7766 4.0000 4.00
Non-tenure track faculty are treated equitably 197 3 2.4670 2.0000 2.00
Satisfied with system of shared governance 199 1 2.5930 3.0000 3.00
Trustees understand the needs of faculty 199 1 2.1407 2.0000 3.00
Satisfied with level of communications between trustees and faculty 198 2 1.9949 2.0000 1.00
VPAA values faculty opinion 199 1 2.5477 3.0000 3.00
VPAA responds to inquiries in a timely manner 197 3 2.7056 3.0000 3.00
VPAA does everything possible meet needs of my School 198 2 2.4040 3.0000 3.00
Satisfied with leadership of the VPAA 198 2 2.5051 3.0000 3.00
President values faculty opinion 198 2 2.5101 3.0000 3.00
President responds in a timely manner 196 4 2.3112 3.0000 3.00
President does all that he can meet needs of my School 197 3 2.3959 3.0000 3.00
Satisfied with leadship of president 199 1 2.8342 3.0000 3.00
SEU provides adequate resources for teaching and mentoring 198 2 3.1111 4.0000 4.00
SEU supports teaching and mentoring of junior faculty 199 1 2.9347 3.0000 4.00
SEU supports flexibility in balancing research, teaching, and mentoring duties 198 2 2.4394 2.5000 3.00
Adjunct faculty are treated fairly and professionally 198 2 2.6465 2.5000 2.00
Tenure and promotion application process is clearly described to Faculty 197 3 2.3046 2.0000 3.00
Standards for tenure/promotion are fairly applied across schools 195 5 2.0615 2.0000 3.00
Raises for promotion are adequate 198 2 1.9596 2.0000 1.00
a. Multiple modes exist. The smallest value is shown
Statistics
N
Mean Median Mode
SEU AAUP PAGE 19
Freq
uenc
Appendix B: Frequencies 2016 Faculty Satisfaction Survey
1. Satisfied with job
Satisfied with job
Frequency
Percent
Valid Percent
Cumulative Percent
Valid Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
6 33
18
74
67
198
2
200
3.0 16.5
9.0
37.0
33.5
99.0
1.0
100.0
3.0 16.7
9.1
37.4
33.8
100.0
3.0 19.7
28.8
66.2
100.0
Satisfied with job
80
60
40
20
0 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 20
Freq
uenc
2. Workload reasonable
Workload reasonable
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
2
20
44
23
74
36
199
1 200
1.0
10.0
22.0
11.5
37.0
18.0
99.5
.5
100.0
1.0
10.1
22.1
11.6
37.2
18.1
100.0
1.0
11.1
33.2
44.7
81.9
100.0
Workload reasonable
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 21
Freq
uenc
3. Positive colleagues
Positive colleagues
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
3
22
59
38
50
27
199
1 200
1.5
11.0
29.5
19.0
25.0
13.5
99.5
.5
100.0
1.5
11.1
29.6
19.1
25.1
13.6
100.0
1.5
12.6
42.2
61.3
86.4
100.0
Positive colleagues
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 22
Freq
uenc
4. Do it Again
Do it again
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
1
6
22
30
64
74
197
3 200
.5
3.0
11.0
15.0
32.0
37.0
98.5
1.5
100.0
.5
3.0
11.2
15.2
32.5
37.6
100.0
.5
3.6
14.7
29.9
62.4
100.0
Do it again
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 23
Freq
uenc
5. Currently looking
Currently looking
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
11 53
52
35
25
22
198
2 200
5.5 26.5
26.0
17.5
12.5
11.0
99.0
1.0
100.0
5.6 26.8
26.3
17.7
12.6
11.1
100.0
5.6 32.3
58.6
76.3
88.9
100.0
Currently looking
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 24
Freq
uenc
6. Collegiality peers
Collegiality peers
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
3
4
26
25
86
53
197
3 200
1.5
2.0
13.0
12.5
43.0
26.5
98.5
1.5
100.0
1.5
2.0
13.2
12.7
43.7
26.9
100.0
1.5
3.6
16.8
29.4
73.1
100.0
Collegiality peers
100
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 25
Freq
uenc
7. Gender Fairly Represented Gender fairly represented
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
29 8
22
49
64
26
198
2
200
14.5 4.0
11.0
24.5
32.0
13.0
99.0
1.0
100.0
14.6 4.0
11.1
24.7
32.3
13.1
100.0
14.6 18.7
29.8
54.5
86.9
100.0
Gender fairly represented
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 26
Freq
uenc
8. Minorities fairly represented
Minorities fairly represented
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
27
30
53
53
30
5
198
2 200
13.5
15.0
26.5
26.5
15.0
2.5
99.0
1.0
100.0
13.6
15.2
26.8
26.8
15.2
2.5
100.0
13.6
28.8
55.6
82.3
97.5
100.0
Minorities fairly represented
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 27
Freq
uenc
9. SEU fosters collaboration among faculty
SEU fosters collaboration among faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
2
12
24
38
83
39
198
2 200
1.0
6.0
12.0
19.0
41.5
19.5
99.0
1.0
100.0
1.0
6.1
12.1
19.2
41.9
19.7
100.0
1.0
7.1
19.2
38.4
80.3
100.0
SEU fosters collaboration among faculty
100
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 28
Freq
uenc
10. SEU fosters networking other schools
SEU fosters networking other schools
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
18 14
36
65
42
22
197
3
200
9.0 7.0
18.0
32.5
21.0
11.0
98.5
1.5
100.0
9.1 7.1
18.3
33.0
21.3
11.2
100.0
9.1 16.2
34.5
67.5
88.8
100.0
SEU fosters networking other schools
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 29
Freq
uenc
11. SEU provides me adequate admin staff
SEU provides me adequate admin staff
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
33
24
42
21
57
20
197
3
200
16.5
12.0
21.0
10.5
28.5
10.0
98.5
1.5
100.0
16.8
12.2
21.3
10.7
28.9
10.2
100.0
16.8
28.9
50.3
60.9
89.8
100.0
SEU provides me adequate admin staff
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 30
Freq
uenc
12. Excellent IT Infrastructure
Excellent IT Infrastructure
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
3
6
26
36
76
51
198
2 200
1.5
3.0
13.0
18.0
38.0
25.5
99.0
1.0
100.0
1.5
3.0
13.1
18.2
38.4
25.8
100.0
1.5
4.5
17.7
35.9
74.2
100.0
Excellent IT Infrastructure
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 31
Freq
uenc
13. Well maintained infrastructure
Well maintained infrastrucure
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
2
11
26
28
88
43
198
2
200
1.0
5.5
13.0
14.0
44.0
21.5
99.0
1.0
100.0
1.0
5.6
13.1
14.1
44.4
21.7
100.0
1.0
6.6
19.7
33.8
78.3
100.0
Well maintained infrastrucure
100
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 32
Freq
uenc
14. SEU supports balance with family
SEU supports balance with family
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
13
27
43
36
59
20
198
2 200
6.5
13.5
21.5
18.0
29.5
10.0
99.0
1.0
100.0
6.6
13.6
21.7
18.2
29.8
10.1
100.0
6.6
20.2
41.9
60.1
89.9
100.0
SEU supports balance with family
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 33
Freq
uenc
15. SEU supports research
SEU supports research
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
34 23
25
37
48
32
199
1
200
17.0 11.5
12.5
18.5
24.0
16.0
99.5
.5
100.0
17.1 11.6
12.6
18.6
24.1
16.1
100.0
17.1 28.6
41.2
59.8
83.9
100.0
SEU supports research
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 34
Freq
uenc
16. SEU provides adequate research funding
SEU provides adequate research funding
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
54
28
31
42
26
18
199
1 200
27.0
14.0
15.5
21.0
13.0
9.0
99.5
.5
100.0
27.1
14.1
15.6
21.1
13.1
9.0
100.0
27.1
41.2
56.8
77.9
91.0
100.0
SEU provides adequate research funding
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 35
Freq
uenc
17. SEU provides access to essential journals
SEU provides access to essential journals
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
8
14
20
44
76
35
197
3 200
4.0
7.0
10.0
22.0
38.0
17.5
98.5
1.5
100.0
4.1
7.1
10.2
22.3
38.6
17.8
100.0
4.1
11.2
21.3
43.7
82.2
100.0
SEU provides access to essential journals
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 36
Freq
uenc
18. Moving away from teaching to research
Moving away from teaching to research
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
13 18
41
46
40
40
198
2
200
6.5 9.0
20.5
23.0
20.0
20.0
99.0
1.0
100.0
6.6 9.1
20.7
23.2
20.2
20.2
100.0
6.6 15.7
36.4
59.6
79.8
100.0
Moving away from teaching to research
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 37
Freq
uenc
19. Shift towards research lessen my time for teaching
Shift towards research lessen my time for teaching
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
35
15
24
31
47
47
199
1 200
17.5
7.5
12.0
15.5
23.5
23.5
99.5
.5
100.0
17.6
7.5
12.1
15.6
23.6
23.6
100.0
17.6
25.1
37.2
52.8
76.4
100.0
Shift towards research lessen my time for teaching
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 38
Freq
uenc
20. Annual salary is fair and competitive
Annual salary is fair and competitive
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
4
43
64
37
38
13
199
1 200
2.0
21.5
32.0
18.5
19.0
6.5
99.5
.5
100.0
2.0
21.6
32.2
18.6
19.1
6.5
100.0
2.0
23.6
55.8
74.4
93.5
100.0
Annual salary is fair and competitive
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 39
Freq
uenc
21. SEU negotiates pay fairly
SEU negotiates pay fairly
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
23 48
44
46
30
7
198
2 200
11.5 24.0
22.0
23.0
15.0
3.5
99.0
1.0
100.0
11.6 24.2
22.2
23.2
15.2
3.5
100.0
11.6 35.9
58.1
81.3
96.5
100.0
SEU negotiates pay fairly
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 40
Freq
uenc
22. SEU follows the Faculty Compensation Committee's recommendations on salary and benefits
SEU follows the Faculty Compensation Committee's recommendations on salary and
benefits
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
44
25
28
67
24
11
199
1 200
22.0
12.5
14.0
33.5
12.0
5.5
99.5
.5
100.0
22.1
12.6
14.1
33.7
12.1
5.5
100.0
22.1
34.7
48.7
82.4
94.5
100.0
SEU follows the Faculty Compensation Committee's recommendations on salary and benefits
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 41
Freq
uenc
23. I am satisfied with salary and benefits
I am satisfied with salary and benefits
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
3
40
63
36
42
15
199
1 200
1.5
20.0
31.5
18.0
21.0
7.5
99.5
.5
100.0
1.5
20.1
31.7
18.1
21.1
7.5
100.0
1.5
21.6
53.3
71.4
92.5
100.0
I am satisfied with salary and benefits
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 42
Freq
uenc
24. Effective & supportive leadership that responds to input from faculty
Effective & supportive leadership that responds to input from faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
5
41
42
46
41
23
198
2 200
2.5
20.5
21.0
23.0
20.5
11.5
99.0
1.0
100.0
2.5
20.7
21.2
23.2
20.7
11.6
100.0
2.5
23.2
44.4
67.7
88.4
100.0
Effective & supportive leadership that responds to input from faculty
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 43
Freq
uenc
25. Administrators are accessible and listen to faculty and staff
Administrators are accessible and listen to faculty and staff
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
6 39
37
47
44
25
198
2 200
3.0 19.5
18.5
23.5
22.0
12.5
99.0
1.0
100.0
3.0 19.7
18.7
23.7
22.2
12.6
100.0
3.0 22.7
41.4
65.2
87.4
100.0
Administrators are accessible and listen to faculty and staff
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 44
Freq
uenc
26. Administration is appropriate size for institution
Administration is appropriate size for institution
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
14
43
40
46
38
18
199
1 200
7.0
21.5
20.0
23.0
19.0
9.0
99.5
.5
100.0
7.0
21.6
20.1
23.1
19.1
9.0
100.0
7.0
28.6
48.7
71.9
91.0
100.0
Administration is appropriate size for institution
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 45
Freq
uenc
27. SEU provides adequate health care coverage for my family and me
SEU provides adequate health care coverage for my family and me
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
37 26
13
20
70
31
197
3 200
18.5 13.0
6.5
10.0
35.0
15.5
98.5
1.5
100.0
18.8 13.2
6.6
10.2
35.5
15.7
100.0
18.8 32.0
38.6
48.7
84.3
100.0
SEU provides adequate health care coverage for my family and me
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 46
Freq
uenc
28. Non-tenure track faculty are treated equitably
Non-tenure track faculty are treated equitably
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
10
44
52
43
31
17
197
3 200
5.0
22.0
26.0
21.5
15.5
8.5
98.5
1.5
100.0
5.1
22.3
26.4
21.8
15.7
8.6
100.0
5.1
27.4
53.8
75.6
91.4
100.0
Non-tenure track faculty are treated equitably
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 47
Freq
uenc
29. Satisfied with system of shared governance
Satisfied with system of shared governance
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
14
30
49
56
30
20
199
1 200
7.0
15.0
24.5
28.0
15.0
10.0
99.5
.5
100.0
7.0
15.1
24.6
28.1
15.1
10.1
100.0
7.0
22.1
46.7
74.9
89.9
100.0
Satisfied with system of shared governance
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 48
Freq
uenc
30. Trustees understand the needs of faculty
Trustees understand the needs of faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
25
48
44
50
20
12
199
1 200
12.5
24.0
22.0
25.0
10.0
6.0
99.5
.5
100.0
12.6
24.1
22.1
25.1
10.1
6.0
100.0
12.6
36.7
58.8
83.9
94.0
100.0
Trustees understand the needs of faculty
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 49
Freq
uenc
31. Satisfied with level of communications between trustees and faculty
Satisfied with level of communications between trustees and faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
28
52
45
51
10
12
198
2 200
14.0
26.0
22.5
25.5
5.0
6.0
99.0
1.0
100.0
14.1
26.3
22.7
25.8
5.1
6.1
100.0
14.1
40.4
63.1
88.9
93.9
100.0
Satisfied with level of communications between trustees and faculty
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 50
Freq
uenc
32. VPAA values faculty opinion
VPAA values faculty opinion
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
21
40
29
51
34
24
199
1 200
10.5
20.0
14.5
25.5
17.0
12.0
99.5
.5
100.0
10.6
20.1
14.6
25.6
17.1
12.1
100.0
10.6
30.7
45.2
70.9
87.9
100.0
VPAA values faculty opinion
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 51
Freq
uenc
33. VPAA responds to inquiries in a timely manner
VPAA responds to inquiries in a timely manner
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
32
26
12
55
42
30
197
3
200
16.0
13.0
6.0
27.5
21.0
15.0
98.5
1.5
100.0
16.2
13.2
6.1
27.9
21.3
15.2
100.0
16.2
29.4
35.5
63.5
84.8
100.0
VPAA responds to inquiries in a timely manner
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 52
Freq
uenc
34. VPAA does everything possible meet needs of my School
VPAA does everything possible meet needs of my School
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
23 41
34
54
25
21
198
2
200
11.5 20.5
17.0
27.0
12.5
10.5
99.0
1.0
100.0
11.6 20.7
17.2
27.3
12.6
10.6
100.0
11.6 32.3
49.5
76.8
89.4
100.0
VPAA does everything possible meet needs of my School
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 53
Freq
uenc
35. Satisfied with leadership of the VPAA
Satisfied with leadership of the VPAA
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
22
42
28
51
30
25
198
2 200
11.0
21.0
14.0
25.5
15.0
12.5
99.0
1.0
100.0
11.1
21.2
14.1
25.8
15.2
12.6
100.0
11.1
32.3
46.5
72.2
87.4
100.0
Satisfied with leadership of the VPAA
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 54
Freq
uenc
36. President values faculty opinion
President values faculty opinion
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
22
37
25
66
28
20
198
2 200
11.0
18.5
12.5
33.0
14.0
10.0
99.0
1.0
100.0
11.1
18.7
12.6
33.3
14.1
10.1
100.0
11.1
29.8
42.4
75.8
89.9
100.0
President values faculty opinion
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 55
Freq
uenc
37. President responds in a timely manner
President responds in a timely manner
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
46
21
12
80
17
20
196
4 200
23.0
10.5
6.0
40.0
8.5
10.0
98.0
2.0
100.0
23.5
10.7
6.1
40.8
8.7
10.2
100.0
23.5
34.2
40.3
81.1
89.8
100.0
President responds in a timely manner
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 56
Freq
uenc
38. President does all that he can meet needs of my School
President does all that he can meet needs of my School
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
29
34
21
75
19
19
197
3 200
14.5
17.0
10.5
37.5
9.5
9.5
98.5
1.5
100.0
14.7
17.3
10.7
38.1
9.6
9.6
100.0
14.7
32.0
42.6
80.7
90.4
100.0
President does all that he can meet needs of my School
80
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 57
Freq
uenc
39. Satisfied with leadship of president
Satisfied with leadship of president
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
20
28
15
61
52
23
199
1 200
10.0
14.0
7.5
30.5
26.0
11.5
99.5
.5
100.0
10.1
14.1
7.5
30.7
26.1
11.6
100.0
10.1
24.1
31.7
62.3
88.4
100.0
Satisfied with leadship of president
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 58
Freq
uenc
40. SEU provides adequate resources for teaching and mentoring
SEU provides adequate resources for teaching and mentoring
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00
Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
7
24
40
27
69
31
198
2 200
3.5
12.0
20.0
13.5
34.5
15.5
99.0
1.0
100.0
3.5
12.1
20.2
13.6
34.8
15.7
100.0
3.5
15.7
35.9
49.5
84.3
100.0
SEU provides adequate resources for teaching and mentoring
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 59
Freq
uenc
41. SEU supports teaching and mentoring of junior faculty
SEU supports teaching and mentoring of junior faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
19
24
28
37
62
29
199
1
200
9.5
12.0
14.0
18.5
31.0
14.5
99.5
.5
100.0
9.5
12.1
14.1
18.6
31.2
14.6
100.0
9.5
21.6
35.7
54.3
85.4
100.0
SEU supports teaching and mentoring of junior faculty
60
40
20
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 60
Freq
uenc
42. SEU supports flexibility in balancing research, teaching, and mentoring duties
SEU supports flexibility in balancing research, teaching, and mentoring duties
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
23 34
42
50
30
19
198
2
200
11.5 17.0
21.0
25.0
15.0
9.5
99.0
1.0
100.0
11.6 17.2
21.2
25.3
15.2
9.6
100.0
11.6 28.8
50.0
75.3
90.4
100.0
SEU supports flexibility in balancing research, teaching, and mentoring duties
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 61
Freq
uenc
43. Adjunct faculty are treated fairly and professionally
Adjunct faculty are treated fairly and professionally
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Total
Missing System
Total
4
42
53
42
35
22
198
2 200
2.0
21.0
26.5
21.0
17.5
11.0
99.0
1.0
100.0
2.0
21.2
26.8
21.2
17.7
11.1
100.0
2.0
23.2
50.0
71.2
88.9
100.0
Adjunct faculty are treated fairly and professionally
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 62
Freq
uenc
44. Tenure and promotion application process is clearly described to Faculty
Tenure and promotion application process is clearly described to Faculty
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
35 29
36
50
32
15
197
3
200
17.5 14.5
18.0
25.0
16.0
7.5
98.5
1.5
100.0
17.8 14.7
18.3
25.4
16.2
7.6
100.0
17.8 32.5
50.8
76.1
92.4
100.0
Tenure and promotion application process is clearly described to Faculty
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 63
Freq
uenc
45. Standards for tenure/promotion are fairly applied across schools
Standards for tenure/promotion are fairly applied across schools
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree Neutral
Agree
Strongly Agree
Total
Missing System
Total
37 40
31
57
21
9
195
5 200
18.5 20.0
15.5
28.5
10.5
4.5
97.5
2.5
100.0
19.0 20.5
15.9
29.2
10.8
4.6
100.0
19.0 39.5
55.4
84.6
95.4
100.0
Standards for tenure/promotion are fairly applied across schools
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 64
Freq
uenc
46. Raises for promotion are adequate
Raises for promotion are adequate
Frequency
Percent
Valid Percent
Cumulative Percent
Valid .00 Strongly Disagree
Disagree
Neutral Agree
Strongly Agree
Total
Missing System
Total
32 51
46
37
26
6
198
2
200
16.0 25.5
23.0
18.5
13.0
3.0
99.0
1.0
100.0
16.2 25.8
23.2
18.7
13.1
3.0
100.0
16.2 41.9
65.2
83.8
97.0
100.0
Raises for promotion are adequate
60
50
40
30
20
10
0 .00
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
SEU AAUP PAGE 65
APPENDIX C
Please add any additional comments.
1. Dean Shreiber is doing an excellent job of moving MSB toward AACSB accreditation. As Dr. Martin stated at a previous meeting, this is the 'gold standard' and our students deserve this. Great job everyone: Dr. Martin, thank you for your leadership; Dr. Boyd, thank you for your leadership.
2. I find this survey incredibly biased. An undergraduate student could easily discern the biased nature of the questions - so it is a bit insulting to distribute this survey to faculty under the guise of a "faculty satisfaction survey". This is a blatant attempt to insult Dr. Martin and Dr. Mary Boyd. Please don't use the terms "the President of the University" or "the VPAA" - these are PEOPLE, not merely offices. Shame on whoever is trying to create and perpetuate an atmosphere of divisiveness at SEU (and, I'm NOT speaking about the administration!).
3. Have experienced the university re: changes in diversity and growth spurts while being mission-focused
4. I appreciate this opportunity to provide some feedback to the administration, IN the twelve years I have taught at St. Edward's, it is the first time I have had such an opportunity. Given that I am an adjunct, I am most concerned with the exploitation of and limitations placed on adjunct faculty. It seems a self-defeating strategy. The university would benefit from rewarding excellent work and loyalty on the part of adjuncts, as their continuing to teach at the school is in the school's long term best interest, If we adjuncts were truly transient, given that more than adjuncts make up more than half the faculty, what kind of university would it be if no one taught for more than a couple of years? How could students rely on their professors to be available to write recommendations, to confer with, to develop relationships with? Just this past semester I wrote eleven recommendation letters. Adjuncts teach the bulk of the introductory courses. We are the school's front line, and we play a huge role in the students' most important first impressions and decisions about whether this is the right school for them. So shouldn't the school foster a relationship with the adjuncts that encourages their loyalty?
5. I would like to see greater transparency in average salary amounts by rank and by school, and more clarity regarding the relation between promotion and salary raises.
6. Overall, I'm satisfied with my position at SEU. My biggest challenge is my workload--attempting to balance teaching, service and research along with other responsibilities off campus. I applaud recent efforts to allocate time for research (SPICE) and feel supported in both my teaching and research endeavors (even if not compensated as much as I'd like). Thanks for this survey.
7. Please, would you be a trendsetter in improving your treatment of adjuncts? Better still, hire some of us on the tenure track or offer health care and faculty development funds if we teach more than two classes per semester. I love what I do but it is increasingly more humiliating to have a PhD and make $16,000 per year and keep a positive attitude towards St. Ed's.
8. Pay raise now!
APPENDIX C
9. "Behavioral" above is misspelled. The TA who put this page together should be docked a day's pay
10. I am thrilled and honored to work at St. Edward's, and therefore passionate about bettering the acting/dance facilities, as well as making adjunct pay equal to that of adjunct pay at other central Texas universities.
11. Despite the obvious bias to the questions, thanks for the opportunity to express my satisfaction. Compared to friends at other institutions, St Ed's is great.
12. To continue teaching here, I have been using my savings because of the cost of living in Austin. I've come to a point where funding my job with my savings is no longer possible and I am looking for another occupation. Working for a school that has gone from being a community which valued everyone to an institution that seems to value only the bottom line and how many checks it can get on national rankings has become soul crushing.
13. Why is "Education" not an option on #50? 14. Thank you for access to CTE and all the wonderful resources! 15. Why isn't satisfaction with faculty leadership included in this survey? There are a
lot of faculty members who have superiority complexes on this campus. Get over yourselves, colleagues, we all drink from the same well! Leading the senate and/or the FEC does NOT give you the right to be an asshole.
16. Great job, Dean Nancy. You took on a difficult position and are leading with excellence as we strive for AACSB accreditation.
17. why is "Education" not included in the Schools? 18. Can you not spell Behavioral? Why is there no School of Education? That pretty
much says it all. SOE is the step child of SEU; ironic since the Holy Cross brothers are teachers by trade.
19. There is no support for professional development and for research. 20. The MAPS program is a joke - we are a university of humans and it's the human
interaction the makes students want to stay here. Get rid of it. 21. So happy to be at St. Edward's! 22. I think we are very fortunate to have our leadership 23. I will never again attend a president/faculty small group session with George
Martin. I found him to be unnecessarily defensive, condescending, and argumentative. The last session I attended was a complete waste of my precious time. Dr. Martin spent 20 minutes reiterating what he's said in speeches before. I left thinking "this guy is not at all interested in my opinion, perspective, or suggestions."
24. The survey appears to be open to anyone, and can be filled out multiple times by a single person. The results can't be reliable.
25. I am very satisfied. I'm happy to work at St. Edward's. I think the VPAA is very responsive and has done incredible things to provide more resources to support faculty needs since her brief time being here.
26. I think that most faculty dissatisfaction, where it exists, is a result more of lack of information/backchanneling/rumors/transparency problems than any sort of real conflict between schools or between the faculty and the administration. St. Ed's is a rumor-heavy place--and the rumors are almost always false. Overall, this is a good place to work. Now pay the adjuncts better, give them appropriate office
APPENDIX C
space, or stop hiring adjuncts and shrink the size of the university's offerings. Persisting in present fashion re: the adjuncts may be what other schools do, but that does not make it right.
27. Behavioral is spelled incorrectly in number 50. 28. Great school and students. 29. I believe that administration, especially the president and vpaa are out of touch
with the needs of the university and how to align with the disruptors facing higher education
30. Our University is at a major inflection point and needs to utilize the goodwill and expertise of its faculty to move forward by incorporating faculty into the decision processes. Our University is sans faculty governance and operates with a top down command and control "management" approach which reflects a complete lack of trust by our current administration in the many excellent faculty and staff who toil daily to make our University a better place for our students.
31. My school is not listed in 50 above. 32. Chairs need more release time to do their job properly, including mentoring junior
faculty. 33. Education left off schools. 34. This used to be a great place to work. 35. I teach in the School of Education, which is not on question 50. 36. I teach primarily in CULF 37. The place stinks. It was never perfect, no workplace is. But the last few years
have seen a markedly downward spiral in respect for our traditions and the folks who have been here awhile. Yikes.
