2. WSU SAMPLE  All full-time tenured and tenure-track faculty  All campuses  Response rate: 57.6 % (N=603)  At least 50 % response rate in all colleges except Vet School (46.8% response rate)  Respondents tended to be slightly more junior (32% respondents untenured vs. 29%) and slightly more female (38% vs.35%) than population

3. Racial and ethnic background American Indian or Native Alaskan Asian, Asian American or Pacific Islander White (non-Hispanic) Black or African-American Hispanic or Latino Multiracial Other 1.3% 11.8% 81.7%.6% 3.0%.9%.7% International Faculty11.9% Female38.3% Gay, lesbian, bisexual or transgendered 3.5% Have children Pre-school or younger children at home School-age children at home Children in college Other dependents requiring care at home Have spouse or partner Spouse or partner employed full-time at WSU Spouse or partner employed part-time at WSU Spouse or partner employed full-time elsewhere Spouse or partner employed part-time elsewhere Spouse or partner not employed 72.4% 20.5% 30.5% 20.3% 13.9% 84.9% 24.0% 7.4% 19.1% 14.9% 19.5% WHO WE ARE: CHARACTERISTICS OF RESPONDENTS

4. MEASURES: SATISFACTION WITH NATURE OF WORK (All items 1-5, with high scores indicating higher satisfaction) Overall  Number of hours you work  Way you spend your time  Quality of facilities  Access to graduate students (RAs,TAs)  Clerical services  Computing services

5. Teaching  Level of courses  Number of courses  Degree of influence over courses  Discretion over course content  Number of students  Quality of undergraduates  Quality of graduate students

6. Research  Amount of time for research  Amount of external funding you are expected to find  Influence you have over research focus

7. MEASURES: DEPARTMENTAL CLIMATE  Value other faculty place on your work.  Amount of professional interaction with tenured faculty/untenured faculty.  Amount of personal interaction with tenured faculty/untenured faculty.  Your sense of “fit.”  Intellectual vitality of tenured/untenured faculty.  Opportunities for participation in governance in department/institution.  On the whole, institution is collegial.

8. MEASURES: WORK-FAMILY  Satisfaction with work-family balance  Colleagues respectful of my efforts to balance  Departmental colleagues supportive  Institution supportive

9. MEASURES: GLOBAL SATISFACTION  All things considered, am satisfied with my department.  All things considered, am satisfied with my institution.  Would recommend department to pre- tenure faculty.  If could do over, would choose to work at this institution.

10. NATURE OF WORK

11. CLIMATE, GLOBAL SATISFACTION, AND WORK-LIFE SATISFACTION

12. WORK-LIFE SUPPORT

13. NATURE OF WORK: STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN GROUPS Men significantly higher than women in their satisfaction with….  The number of hours you work as a faculty member in an average week  The way you spend your time as a faculty member  The amount of access you have to graduate students (TAs and RAs)  Clerical services  The degree of influence you have over the courses you teach  The discretion you have over the content of your courses  The amount of time to conduct research

14. White faculty significantly higher than faculty of color in their satisfaction with…  The quality of facilities  The amount of time to conduct research

15. CLIMATE: STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN GROUPS Men significantly higher than women in their satisfaction with….  The value faculty in your department place on your work  How well you fit (e.g., your sense of belonging, your comfort level) in your department White faculty significantly higher than faculty of color in their satisfaction with…  The intellectual vitality of pre-tenured faculty in your department

16. AllWomenMen Faculty of Color Whites Travel funds 1 1 1 1 1 Paid /unpaid r esearch leave 2 2 3 3 2 Formal performance reviews 3 4 2 2 3 Written summary of reviews 4 5 4 4 5 Informal mentoring 5 3 7 6 4 Assistance with grants 6 6 6 9 6 Peer reviews of teaching 7 9 5 5 7 Tuition waivers 812 810 9 Paid /unpaid personal leave 9 71012 8 Partner accommodation1011 9 710 Modified duties111011 812 Formal mentoring12 813 11 Teaching assistance131412 1113 Childcare141314

17. NATURE OF WORK BY RANK

18. CLIMATE, GLOBAL SATISFACTION, WORK-LIFE SATISFACTION BY RANK

19. NATURE OF WORK: OVERALL

20. NATURE OF WORK: TEACHING

21. NATURE OF WORK: RESEARCH

22. NATURE OF WORK: COMPOSITES

23. CLIMATE BY COLLEGE

24. GLOBAL SATISFACTION

26. SUMMING UP  Departmental life is generally viewed positively by faculty.  But faculty are less positive about elements of their work – particularly their overall working conditions and research.  Views of institution are more negative than views of departments.  Women are less satisfied with WSU as a place to work than men.  Both genders believe that their departmental colleagues are supportive of their work-family needs, but that the institution could be doing more.  Associate professors have more negative views of almost all aspects of work than either assistant or full professors.  Are college-level variations in several areas.

27. SMALL GROUP EXERCISE  Based on what you heard today, what ideas from other COACHE institutions have the most merit and relevance to WSU?  What does WSU’s data tell us about our particular areas of strength and weakness ?  What changes do you see as most essential in terms of making WSU a better place for faculty to thrive and succeed?  What are some barriers to change at WSU?  How could these barriers be overcome?