2015-2016 COACHE Faculty Survey
Collaborative on Academic Careers in Higher Education
The COACHE survey was administered at RIT 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.
Since then, the AdvanceRIT team, the COACHE Taskforce and the RIT Administration have been reviewing and presenting the data across campus. Interactive discussions with deans, chairs and directors, associate deans, and the Academic Senate have been underway. College-level data is also being shared with individual colleges at scheduled meetings. AdvanceRIT and Faculty Associates are currently analyzing the data, specifically focusing on subpopulations (hearing status, gender, and ethnicity)
2015-2016 Additional Information
COACHE Task Force
- Stephen Aldersley, Associate VP for Academic Affairs, NTID
- Robert Barbato, Saunders College of Business
- Paul Craig, Head of the School of Chemistry & Materials Science
- Amy Galiana, Human Resources
- Joan Graham, Institutional Research
- Paul Craig, College of Science
- Maureen Valentine, AdvanceRIT co-PI, Co-Chair
- Teresa Wolcott, College of Applied Science & Technology
2012 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 provide 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 levels 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)