Partial support for this work was provided by the National Science Foundation’s ADVANCE IT Program under Award HRD-1007978. Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.

WVU results compared to 13,634 tenured faculty nationwide and to the following five peer institutions: Kansas State University North Carolina State University Purdue University SUNY-Stony Brook University University of Tennessee 42% response rate versus 51% for peers. 27% of Associate professors completed the survey compared to 67% of Full professors. The rates at our peer institutions were 50% and 51% respectively.

Major Areas of Strength Promotion Process Clarity and reasonableness of expectations; culture Senior Leadership How decisions are made and communicated at the upper administrative levels Departmental Engagement Professional interaction with colleagues

Five Major Problem Areas: Mentoring Health and Retirement Benefits Interdisciplinary Work Support and rewards Department thru institutional levels Departmental Leadership Personal and Family Policies

Travel money to present papers or conduct research** Policies/practices that were identified as important and effective by our untenured faculty in the 2008-2009 survey: Travel money to present papers or conduct research** Written summary of periodic performance reviews** Periodic formal performance review Informal mentoring** Upper limit on teaching obligations # ** Indicates that at least 10 percent more females than males identified this policy/practice # Indicates that at least 10 percent more males than females identified this policy/practice

Spousal/partner hiring# Policies/practices that were identified as important and ineffective by male and female untenured faculty: Tuition waivers Childcare Formal mentoring** Spousal/partner hiring# Upper limit on committee work for tenure track** Modified duties for parental/family leave** Financial help with housing Professional help in obtaining external funding Paid/unpaid research leave** ** Indicates that at least 10 percent more females than males identified this policy/practice # Indicates that at least 10 percent more males than females identified this policy/practice

Actions Taken to Address Some of These Concerns: Promotion and Tenure: Promotion and tenure workshops for Chairs and faculty Meeting with University Deans to discuss recurring and new issues around promotion and tenure reviews

Actions Taken to Address Some of These Concerns: Research Support: Increased funding for faculty senate support for travel, research, and development Mentoring: Departmental mentoring plans Required for new positions In place for many others Sponsorship (External Mentoring/Networking) Program for under-represented faculty across campus Kerry Ann Rockquemore ran July 2013 workshop for administrators, deans, and chairs on Re-thinking Mentoring Maintaining/Adding Faculty Lines: 100 new lines committed and virtually any vacated position is approved for re-filling.

Actions Taken to Address Some of These Concerns: Work Life Satisfaction: Full time faculty effort defined (document) Parental work assignment procedure:PWAP (9 month tenure track faculty and TAPs) Alternative work assignment procedure Lactation procedure Policy 51: extending the tenure clock now linked to PWAP Faculty can reduce effort below full-time and retain tenure Phased-retirement program

Actions Taken to Address Some of These Concerns: Dual Career Initiatives: Dual Career Coordinator, Jenny Robbins, hired in Fall 2010 Second dual career specialist, Chris Staples, hired in Fall 2012 Dual career assistance extended to non-academic AND academic couples Assistance extended to 18 months Assistance offered to retain faculty