COACHE Faculty Survey
The Collaborative on Academic Careers in Higher Education (COACHE) survey was first administered at RIT in 2013 through the collaborative efforts of Academic Affairs, Human Resources, the Office of Diversity and Inclusion, Faculty Career Development, and the RIT AdvanceRIT project. The overall response rate was 51%. The response rates for women and faculty of color were 59% and 46%, respectively. The AdvanceRIT team members participated in webinars presented by COACHE in November 2016 to better understand the data and how to disseminate it effectively. Continued dialogue with COACHE has occurred over the past several years to strengthen and develop understanding of faculty data trends and implications.
Since then, the AdvanceRIT team, the COACHE Taskforce and the RIT Administration has continued to analyze, review, discuss, and present the data across campus. Data-informed discussions with deans, chairs and directors, associate deans, and the Academic Senate have occurred. College-level data is shared with individual colleges. AdvanceRIT analyzes the data, specifically focusing on subpopulations (hearing status, gender, and race). Surveys are conducted triennially (2013, 2016, 2019, etc.).
2019 COACHE Faculty Survey
RIT will be participating in the third cycle of COACHE in February 2019. Provost Granberg and the COACHE 2019 Task Force will be sending details to faculty in late January. Faculty participation in the survey is important -- based on initiatives resulting from data collected during the past two COACHE surveys, RIT has revised tenure and promotion policies, initiated workshops for tenure and promotion committees, and developed resources for candidates going through the evaluation process. Feedback also revealed the need for greater attention to faculty needs within senior administration and as a result, a new position was created for an Associate Provost for Faculty Affairs. Data collected from the 2019 survey will help us continue to identify areas of strength and areas of concern for RIT and give us the information necessary to work toward thoughtful, tangible solutions.
Exert above taken from the COACHE website
2016 COACHE Survey Results
Results from the 2016 COACHE faculty survey highlight faculty perspectives on institutional strengths, areas for improvement, and job satisfaction across twenty themed question categories. A total of 491 of 958 full-time faculty (pre-tenured, tenured, and non-tenure track) responded, including 198 of 338 women faculty (59%) and 292 of 619 men faculty (47%).
Data analysis included comparisons among campus groups by tenure status, rank, gender, and race (white faculty vs. faculty of color). Differences are reported by effect size: small (between 0.1 and 0.3), medium (between 0.3 and 0.5), and large (greater than 0.5). COACHE defines effect size as measuring differences between paired subgroups within a campus.
Compared with pre-tenured male faculty, pre-tenured female faculty gave lower mean ratings on several items related to the tenure process. These items are highlighted in the list and figure below.
- Large effect size by gender was found for female faculty on the following items: Clarity of Tenure Process, Clarity of Tenure Criteria, Clarity of Body of Evidence for Deciding Tenure, and Tenure Decisions Are Performance Based.
- Medium effect size by gender was found for female faculty on the following items: Clarity of Tenure Standards, Clarity of Whether I Will Achieve Tenure, Clarity of Expectations: Scholar, Clarity of Expectations: Broader Community, and Consistency of Messages About Tenure.
Although the effect sizes were small, female faculty gave lower mean ratings than male faculty on the following items related to promotion: Priorities Are Stated Consistently, Priorities Are Acted on Consistently, and Changed Priorities Negatively Affect My Work.
Read the 2016 RIT survey results for more information.
2013 COACHE Faculty Survey
Key Results by Hearing Status and by Gender/Ethnicity
The recruitment and management of talented faculty, as well as of their leadership and career development, are vital to a university's success. What are the best strategies to improve the effectiveness of each? Senior academic officers who lead the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education believe that sound data provides the foundation for a search for best practices. Since 2005, COACHE has surveyed faculty at over 200 colleges and universities. In the fall of 2012, RIT administered the COACHE Faculty Job Satisfaction Survey to its entire full-time faculty. This report highlights key differences in the satisfaction levls among RIT tenure-track faculty, when grouped by hearing status and by gender/ethnicity. Below is a list of key findings based on the faculty groupings with more detailed information following.
Significant differences by gender, hearing status, and ethnicity
Female faculty were less satisfied than male faculty in: Tenure Reasonableness. Male faculty were less satisfied than female faculty in: Mentoring (effectiveness of mentoring outside the department and institute, and importance of mentoring)
Hearing faculty were more satisfied than Deaf/HH faculty in: Nature of Work - Research, Health and Retirement Benefits, and Division Leadership. Deaf/HH faculty were more satisfied than hearing faculty in: Tenure Clarity and Promotion.
White faculty were less satisfied than all other ethnic groups in: Tenure Policy (clarity of process, criteria and standards) and Tenure Clarity (clarity of expectations - scholar)
Find more information on the survey at the following links:
2019 COACHE Task Force Members
- Magaret Bailey, Interim Director ADVANCE RIT and Professor, KGCOE
- Sharon Beckford-Foster, Chair and Associate Professor, CLA
- Anne Marie Canale, Faculty Development Research Consultant, Faculty Career Development/ILI
- Paul Craig, Department Head and Professor, COS
- Amy Galiana, Associate Director, Human Resources, *HR Liaison
- Joan Graham, Assistant Vice President, Institutional Research and Policy Studies, *Institutional Research Contact
- Neil Hair, Executive Director, Innovative Learning Institute and Associate Professor, SCB
- Cheryl Herdklotz, Faculty Development Research Consultant, Faculty Career Development/ILI
- Matt Lynn, Department Chair, NTID
- Heidi Nickisher, Academic Senate Chair and Principal Lecturer, CAD
- Tom Oh, Associate Professor, GCCIS
- Dawn Severson, Sr. Staff Assistant, ILI
- Maureen Valentine, CETEMS Interim Department Chair and Professor, *IRB Principal Investigator