1. Partial support for this work was provided by the National Science Foundation’s ADVANCE IT Program under Award HRD 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.

2. 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.

3. 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

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

5. Travel money to present papers or conduct research**
Policies/practices that were identified as important and effective by our untenured faculty in the 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

6. 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

7. 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

8. 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.

9. 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

10. 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