Long-Term Goal 3: Committed Faculty and Staff. Recruit and support a diverse faculty and staff known for providing the highest quality educational opportunity, scholarship, and service
1. Data Sources for Measuring Achievement of Long-Term Goal 3
SIUE has three major sources of data regarding the commitment of faculty and staff, with a potential fourth source being developed. The first source is the UCLA survey of faculty that is conducted on a three-year cycle with data available starting in 1989. The second source is student perceptions from the NSSE study. The third source is from alumni perceptions through the baccalaureate follow-up surveys. The fourth source is the Faculty Survey of Student Engagement (FSSE), administered for the first time in Spring 2004. Various data from the first three sources are displayed in Appendix 3.
Goal 3 also speaks to supporting the faculty and staff and the diversity of the SIUE faculty and staff. The following data on these matters are also in Appendix 3: number of sabbaticals by year; faculty perceptions of satisfaction with salary, fringe benefits, and opportunities for scholarly pursuits; and, minority employees by job category.
2. Status in Achieving Long-Term Goal 3
The FY07 UCLA survey reports very positive perceptions on questions that relate to commitment. For example, in Fall 2007, 92% of faculty members at SIUE say that faculty members are committed to the welfare of SIUE, and 87% agree that faculty are committed to undergraduate education as SIUE's primary mission. In addition, SIUE faculty are more satisfied with salary, health benefits and retirement benefits than their colleagues at other four-year institutions. They are also more satisfied with opportunities for scholarly pursuits, teaching load, office/lab space, and professional and personal relationships with other faculty. African-Americans comprise 4.8% of total tenured/tenure-track faculty, which is a 1.1% decrease from one year ago.
As measured by the questions on the NSSE survey, faculty members at SIUE are perceived by students to be slightly more committed than those at other urban institutions. For example, in FY07, 78% of seniors and 71% of freshmen at SIUE said that faculty members are available, helpful, and sympathetic compared to 73% and 68%, respectively, at urban consortium institutions. The freshman percentage indicating “working with faculty on activities other than coursework often or very often” increased (from 8% to 13%), as did the percentage of seniors (from 16% to 21%), and both are above the urban consortium average.
On average, 88% of SIUE 2006 alumni participating in the baccalaureate follow-up surveys one year after graduation found SIUE faculty to be accessible outside of class and 80% said faculty are prompt in providing feedback. While there is no comparable statewide data for other Illinois metropolitan public universities, comparable faculty perceptions in the UCLA survey indicate that faculty believe they are more accessible (61%) than do their peers at public four-year institutions (59%).
Freshman students at SIUE generally rate staff commitment about the same or higher than freshmen at other urban coalition institutions participating in the NSSE study. For example, in FY07, 67% of freshmen at SIUE rated academic advisement as good or excellent compared with 68% at other urban coalition institutions; and 53% of freshmen at SIUE said administrative personnel and offices are helpful, considerate, and flexible compared to 49% in the peer group. Both the SIUE and urban consortium percentages for the latter comparison represent a slight increase over the previous year, with the SIUE percentage showing a greater increase (3% vs. 2%).
The perceptions of seniors are better than those in peer institutions. Seniors are more satisfied with advisement and scheduling compared to their peers in other institutions (62% vs. 59%), and they are more likely to say that administrative personnel and offices are helpful, considerate, and flexible (54% vs. 48%).
3. Highlights from FY08 in Pursuit of Long-Term Goal 3
Highlights from FY08 in pursuit of long-term goal 3 include:
4. Short-Term Goals and Plans
Fiscal Year 2009
During FY09, SIUE will focus on the following short-term goals and plans relative to Long-Term Goal 3.
a. Implement a 3.0% salary increase for faculty and unrepresented staff. (Represented staff is addressed through collective bargaining.)
Responsibility: Chancellor, Vice Chancellors, Director of Human Resources
Source of Funds: Income Fund: $938,000
Rationale: Appropriately paid faculty and staff are critical for attracting and retaining excellent employees.
b. Integrate the Teacher-Scholar Philosophy into campus culture.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Associate Provost for Academic Planning and Program Development, Associate Provost for Research and Dean of the Graduate School
Source of Funds: Existing staff time and budget
Rationale: Clear expectations of faculty roles are essential for University excellence in teaching, scholarship and service.
c. Develop and offer new and innovative Faculty Development Workshops in collaboration with academic units.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Assistant Provost for Faculty Development and Diversity
Source of Funds: Existing staff time and budget
Rationale: These workshops will target the professional development needs of specific groups such as junior faculty, senior faculty, chairs, and deans.
d. Implement a new faculty scholarship program: The Research Infrastructure, Capacity and Competitiveness Program.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Associate Provost for Research and Dean of the Graduate School
Source of Funds: Existing staff time and budget
Rationale: This program will address faculty needs for time, equipment, and multidisciplinary research.
e. Coordinate revision and update of the SIUE Faculty Handbook ensuring contemporary and relevant policies governing faculty development, performance, and evaluation.
Responsibility: Provost and Vice Chancellor for Academic Affairs, Assistant to the Provost for Policy and Communication
Source of Funds: Existing staff time and budget
Rationale: Many policy and procedure changes have been approved since the 2004 edition of the Faculty Handbook.
f. Continue plan to retain critical faculty and staff through salary equity.
Responsibility: Chancellor, Vice Chancellors, Director of Human Resources
Source of Funds: General Revenue and Income Fund
Rationale: An appropriately paid faculty and staff are critical to attract and retain excellent employees.
Fiscal Year 2010
During FY10, SIUE will focus on the following short-term goals and plans relative to Long-Term Goal 3.
a. Continue plan to retain critical faculty and staff through salary equity.
Responsibility: Chancellor, Vice Chancellors, Director of Human Resources
Source of Funds: General Revenue and Income Fund
Rationale: An appropriately paid faculty and staff are critical to attract and retain excellent employees.
b. Implement a 3.0% salary increase for faculty and unrepresented staff. (Represented staff is addressed through collective bargaining.)
Responsibility: Chancellor, Vice Chancellors, Director of Human Resources
Source of Funds: Income Fund
Rationale: Appropriately paid faculty and staff are critical for attracting and retaining excellent employees.
c. Initiate faculty/staff phase of capital campaign.
Responsibility: Vice Chancellor for University Relations
Source of funds: Existing staff time, campaign budget
Rationale: Enhance loyalty and commitment to SIUE.