2006 Faculty WellBeing Survey: Salary and Benefits, WorkLife Balance, and Overall 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/

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Overview

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

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Survey Methods Response Rate

• Web-based
• Included 13 areas related to well-being
• including Salary Benefits
• _at_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

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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

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CompensationOverall Satisfaction

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

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SalaryCompetitiveness

• A sizable number of faculty cant 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).

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SalaryWidespread 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)

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SalaryRelatively good pay at NC Statestill
isnt 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)

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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.

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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

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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
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Sources of Stress

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

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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.

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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 N663
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.