1. President’s Forum Quality of Life in the Workplace January 17, 2008

2. Voice Periodic survey activity at Purdue has increased dramatically since 2001 These systematic efforts are appreciated by the various populations contacted Voice can enhance sense of community Asking for voice signifies care Care engenders mutual respect Respect drives positive change initiatives

3. Survey History Since 2001 First faculty culture survey2001 Campus life assessment (VPHR)2002 Faculty development focus2003 Employee opinion surveys2005 Second faculty culture survey2006 Diversity assessment (VPHR)2006 Diversity survey (EVP Treasurer)2006

4. Survey Participation Rates First faculty culture survey51% Campus life assessment (VPHR)25% Faculty development focus group N=200 Employee opinion surveys70% Second faculty culture survey40% Diversity assessment (VPHR)60% Diversity survey (EVP Treasurer)50%

5. Faculty and Staff Surveys Positive Trends

6. Overall Satisfaction Purdue University staff report high overall satisfaction with employment72% Purdue University 2006 faculty report overall satisfaction73% By comparison, 2001 faculty survey reported satisfaction at60% So, positive shift in faculty satisfaction

7. Staff high praise for benefits75% –Vacation time –Medical plans –Tuition reimbursement Faculty are also positive84% –Retirement program –Medical Benefits

8. Specific Staff Satisfactions Satisfaction with the work itself Co-worker performance/cooperation Physical working conditions Relatively high on supervisors Promotion of teamwork is valued Communication is good, but can be improved

9. Specific Faculty Satisfactions Prestige of unit Access to research facilities Teaching/research balance Reputation of Purdue from state to world Start-up packages Institutional support for teaching Support from unit head

10. What Staff Like Most Flexible schedules Flexible career paths Stability of the organization, job security Coworkers Opportunity to work with students Beautiful location Diverse employee and student population

11. What Faculty Like Most Collegiality Campus atmosphere, academic life Work environment Reputation Students Location Serving on the august University Senate

12. What Satisfies Most All Purdue pride Recreational facilities Counseling services Parking (even if not where they want it) Bus service Cultural activities That Purdue is asking their opinions

13. Surveys Help Assess Change

14. So What Are We Hearing? We are more than human resources We are more than human capital We are human beings With ideas, experience, and talents Who respond with voices framed by civility, thoughtfulness, and sincerity Even when we face challenges

15. Faculty and Staff Surveys Challenges

16. Now the Challenges The Mission of the Quality of Life in the Workplace “Tiger Team” Quality of life for faculty and staff is important for a number of reasons, most notably for recruitment, retention and health. An institution that properly recognizes the importance of quality of life during its growth and development and acts accordingly will benefit. While there are many benefits to living in the West Lafayette/Lafayette area and working for Purdue University, in this Strategic Plan we will make an organized effort to take a panoramic view of all of the factors that contribute to a high quality of life for employees.

17. Satisfaction with Compensation Staff satisfied with pay25% –Small merit increases –Inequity across units –Salary compression Faculty satisfied with pay58% –Comparison with peer institutions –Salary compression

18. Specific Staff Concerns Training/Development opportunities Clear pathways for advancement Flexible benefits Flexibility in working hours Changes in business operations Lack of communication Work area environment

19. Specific Faculty Concerns Lack of inclusiveness in setting university goals Child and elder care services Research/teaching balance Upgrade of research/teaching facilities Diversity/cultural sensitivity training Dual career issues Distributed opportunities for exercise and fitness

20. What Concerns Most All Stress Promotion/advancement opportunities Management training for faculty and staff supervisors Respect Open communication Appreciation for diversity High quality work environment

21. Where Do We Go From Here? Continue gathering feedback –Open Forum –Feedback forms –Blog –Postcards –Interviews with campus groups –Town and gown

22. QOL Areas of Investigation Compensation and benefits – equity and flexibility Faculty and staff professional development - education, incentive and opportunity Support for employee family responsibilities Health and fitness Cultural enhancement Diversity and the global community Voice – open communication and respect

23. Quality of life in the Workplace Team Guiding principles –To Advance Purdue to the Next Level Through Quality of Life Initiatives: –How do you attract good people? –How do you nurture the people who are now on campus? –How do you increase the productivity of staff and faculty? –How do you retain the people who will propel us to excellence? Team Members –Cynthia Stauffacher, Chair (Biological Sciences - Faculty) –Charles Santerre, Co-Chair (Foods and Nutrition - Faculty) –Klod Kokini (Engineering/Associate Dean/Mechanical Engineering - Faculty) –Carolyn Johnson (Diversity Resource Office - A/P Staff) –Leonard Seidel (Memorial Union – APSAC member) –Mallory Schaus (Exec. Dir. Programming/PSG – Engineering Student) –Danielle Sheese - (College of Pharmacy, Nursing and Health Sciences - CSSAC member)

24. Presentation Prepared by Cynthia Stauffacher serves as Chair of the Quality of Life Working Group William Harper served as Chair of the University Senate Faculty Affairs Committee at the time of the Faculty Survey Brenda Coulson served as project manager for EVPT Diversity Survey (2006) and Employee Opinion Surveys (2005) Carolyn Johnson Director of the Diversity Resource Office and member of Quality of Life Working Group

25. To provide additional feedback, please visit the Comments & Feedback link at http://www.purdue.edu/strategic_plan/2007-13/