2010 UK@Work Survey Results
Overall, faculty and staff are satisfied with coming to UK for employment. Staff, in particular, are more likely to stay at UK until retirement, while only 27% of faculty are actively searching for a new position elsewhere. Faculty and staff express commitment to UK’s strategic mission, although faculty’s confidence in UK’s direction has declined since 2005-06.
The majority of faculty are satisfied with their workloads while staff are satisfied with their jobs. Both feel respected by their superiors, colleagues, coworkers and students. They are satisfied with their quality of life and find increased support for their work-life responsibilities. However, both faculty and staff experience high degrees of “burn-out” and feel poorly compensated. Levels of burn-out, as well as commitment, correlate with position and job classification. For example, among faculty, associate professors are the most burned out; executive/administrative staff are the most committed but also the most burned out among staff. Tenured associate professors and full professors are less committed to UK than non-tenured assistant professors.
Faculty believe that there is little trust at UK and have little confidence that UK leaders understand their concerns. While staff feel respected, they do not feel particularly valued.
Faculty and staff also agree that multiculturalism is a central part of UK’s mission, but perceptions of disparate treatment vary according to race, position and job classification. For example, a significant number of black faculty and staff feel that UK is not inclusive and perceive more disparate treatment. Service/Maintenance and skilled crafts staff members perceive more disparate treatment than other classifications of staff.
To provide continual improvement for engagement and productivity, faculty needs include more technical staff support, more influence in key departmental decisions, more interaction with faculty from other departments and more resources for telecommuting. Both faculty and staff would like extended paid leave beyond FMLA qualifying events and greater assistance with child care.
The second UK@Work work-life survey has provided us with a progress report in key areas of the work environment and culture, work-life effectiveness and employee engagement. As indicated by this report, improvements in key areas are evident, but there is much more that UK can do to further advance work-life as a driver for employee attraction, engagement and retention. Given the strengths and challenges presented in this report, UK Work-Life will engage in a collaborative process to engage relevant groups in identifying new initiatives to further work-life as an employee recruitment, retention and engagement tool. The process should result in a series of specific recommendations originating from employee groups charged with these responsibilities. These recommendations will further enhance the university’s diverse work-life culture, further strengthening its position as an employer of choice.
Acknowledge and support my desire to live a balanced life and watch me soar.
- Faculty Member, 2010 UK@Work Survey
UK@Work Survey 2010 Report
- Who Took the Survey
- Faculty Recruitment and Retention
- Faculty Major Scales of Interest
- Faculty Commitment, Workload, Resources & Trust
- Faculty Perceptions
- Staff Major Scales of Interest
- Staff Satisfaction & Advancement
- Staff Perceptions
- Household & Dependent Care Status
- Most Valued Work-Life Programs
- Strengths, Areas of Opportunity, Issues for Consideration
- Next Steps
- Concluding Remarks