Faculty Well-Being Survey: Salary, Benefits, Work-Life Balance, and Satisfaction

1. 2006 Faculty Well-Being Survey: Salary and Benefits, Work-Life Balance, and Overall Satisfaction Presentation for the Human Resources Advisory Committee June 12, 2007 Nancy Whelchel, PhD Assistant Director for Survey Research University Planning and Analysis http://www2.acs.ncsu.edu/UPA/survey/faculty/

2. Overview • Brief overview of project • Satisfaction with overall compensation • Salary • Benefits • Work/Life balance • Open-end comments • Suggestions for improvements • Sources of concern

3. Survey Methods & Response Rate • Web-based • Included 13 areas related to ‘well-being’ • including ‘Salary & Benefits’ • @350 closed-end • 8 open-end • including one related to salary and benefits • Population N = 1,625 (no sampling) • On campus • Tenure/non-tenure track faculty/lecturers (including dept heads, music, PE, FYC, extension, clinical, research) • FTE .75 AY04-05 & AY05-06 • 69.7% response rate (N = 1,132) • No significant differences in response rate between subgroups

4. Survey Resultshttp://www2.acs.ncsu.edu/UPA/survey/faculty/ • Executive summary (overall results) • Research methods • Annotated questionnaire • Tables by: • Academic Profile (rank, tenure status, administrative experience) • Demographic Profile (gender, race/ethnicity, citizenship, age, # years at NC State) • College • Overall results • Tenure-track faculty only • Academic and demographic profiles • Select presentations & topical reports • Invitation for feedback

5. CompensationOverall Satisfaction • Slightly less than half of faculty agree that they are satisfied with their compensation (salary & benefits) at NC State.

6. SalaryCompetitiveness • A sizable number of faculty can’t compare their salaries to others…

7. SalaryCompetitiveness • Satisfaction with salary is lowest when compared to others outside the UNC system (among those with an opinion).

8. Salary:Widespread discontent? • 29% of all faculty disagree their salary is competitive with a total of 4 or 5 of the groups asked about. Most widespread disagreement: • By college • CHASS (47%), COM (32%), CED (28%), PAMS (26%), CALS (25%) • By gender • Women (33%) • By rank • Lecturer (51%), Assoc Prof (33%)

9. SalaryRelatively good pay at NC Statestill isn’t enough… 64% of faculty who agree that their salary is competitive in their department disagree that their salary is competitive within their discipline at comparable institutions in the US.

10. SalaryUnderstanding makes a difference… • An understanding of how salaries are determined increases the belief that raises are based on merit.

11. BenefitsThe Information is Out There… 93% of faculty say they have access to the information they need to understand the benefits available to them.

12. BenefitsSatisfaction • Faculty are more than twice as likely to be satisfied with the voluntary benefits program offered through NC State University than with the healthcare benefits offered through the state.

13. Compensation& Satisfaction at NC State • Faculty who are satisfied with their compensation are more likely than those who are dissatisfied to be satisfied/engaged at NC State.

14. Work/Life BalanceA good environment? • Three-fourths of faculty agree that their department (77%) and NC State (75%) provide an environment that enables them to successfully balance their work and personal life. Slightly less likely to agree: • Women • Dept environment: 71% agree • Univ environment: 68% agree • Assoc Profs • Dept environment: 73% agree • Univ environment: 65% agree

15. Work/Life BalanceSHHHHHHHH! 60% of faculty say they have “seldom” (30%) or “never” (30%) given or received help to/from a member of the faculty in their department with issues related to balancing work and personal life. (With essentially no variation among subgroups…)

16. Work/Life Balanceand Stress Almost three-fourths of faculty say that in the past couple of years the balance between work and personal life has caused them “a great deal” (34%) or “some” (37%) stress. (The second largest producer of stress…)

17. Work/Life Balanceand Stress • Even faculty who say that the environment enables them to balance work and personal life say they have experienced stress from work/life balance in the past couple of years.

18. Work/Life BalanceGender & Age • At every age women report more stress from work/life balance than do men. • Stress from work/life balance decreases with age for both women and men.

19. Work/Life BalanceGender & Rank • Gender differences in stress from work/life balance vary by rank. • Stress from work/life balance significantly decreases with rank for men, but not women • No gender difference among Assistant Professors

20. Management of Work-Related Demands • On a scale of “1” (“managing everything just fine” to “5” (“completely overwhelmed”) 36% of faculty gave themselves a “4” or “5” on their management of work-related demands over the past couple of years. Managing fine Overwhelmed

21. Sources of Stress • 94% of ‘overwhelmed’ (‘4’ or ‘5’) faculty said that work/life balance caused them ‘some’ or ‘a great deal’ of stress.

22. Sources of Stress (continued) • 27% of ‘overwhelmed’ (‘4’ or ‘5’) faculty said that their relationships with students caused them ‘some’ or ‘a great deal’ of stress.

23. Work/Life Balance Benefits • 90% or more of faculty think various benefits to support work/life balance are ‘very’ or ‘somewhat important.’

24. Work/Life Balance Benefits(by Gender) • Women are significantly more likely than men to see various work/life balance benefits as ‘very important.’

25. Most important changes to improve benefits (open end) • 50% of those offering a suggestion mentioned some improvement to healthcare benefits* *Total N=663

26. Most serious concernsworking at NC StateAn INITIAL look at open-end responses… • About 28% of faculty reported that issues related to compensation were among their more serious concerns in working at NC State.

27. Leaving NC State? • 80% of faculty have considered leaving NC State - - 32% ‘very seriously’ and 16% ‘somewhat seriously’. • The most common reasons cited for considering leaving are related to compensation.