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ALTACS AT UNC Survey Report 10 June 2014 HTTP://ALTAC.WEB.UNC.EDU/ - PowerPoint PPT Presentation

Jun 13, 2023 •105 likes •422 views

ALTACS AT UNC Survey Report 10 June 2014 HTTP://ALTAC.WEB.UNC.EDU/ DEMOGRAPHICS Altacs at a Glance SURVEY POPULATION 139 EPA Non-Faculty with PhDs/EdDs surveyed (excluding Research Associates and TT administrators) 109 responded

  1. ALTACS AT UNC Survey Report 10 June 2014 HTTP://ALTAC.WEB.UNC.EDU/

  2. DEMOGRAPHICS Altacs at a Glance

  3. SURVEY POPULATION ¡ 139 EPA Non-Faculty with PhDs/EdDs surveyed (excluding Research Associates and TT administrators) § 109 responded (78.4%) Distribution A Across t the he U University ( (N=109) 40% 37% 35% 30% 22% 22% 25% 19% 20% 15% 10% 5% 0% Provost, VC, Arts and Professional Other Chancellor Sciences Schools Offices

  4. MANY CHOSE TO BE ALTACS ¡ “My intent all along has been college administration rather than teaching or research. I earned my Ph.D. in order to be qualified for senior administrative positions. I did not land in administration because I could not find a job or get tenure as a faculty member.” ¡ “I never wanted to be a professor. Always wanted to do research and knew that there were some research-only jobs …, but didn't know much about them (or about how many were actually out there) until late in my grad student years when I started looking for what I was going to do next.” ¡ “Altac status has been a good career path for me, not always clear or secure, but I have had the freedom to make choices about my work that I would not have been able to make if I had been on a tenure track.”

  5. WOMEN ARE THE MAJORITY (60%) Gender D Distribution A Across t the he U University 25% Female 21% Male 20% 16% 16% 15% 13% 10% 9% 9% 10% 6% 5% 0% Provost, VC, Arts & Sciences Professional Other Chancellor Schools

  6. AGE DISTRIBUTION OF ALTACS 40% 35% 30% 25% 20% 15% 10% 5% 0% 20-29 30-39 40-49 50-59 60 & over Provost, VC, Chancellor Arts & Sciences Professional Schools Other

  7. SALARY DISTRIBUTION BY GENDER 25% 22% 20% 18% 15% 12% 10% 10% 10% 10% 6% 5% 5% 4% 4% 0% Under $50k $50k-$75k $75k-$100k $100k-$150k More than $150k Women Men

  8. SALARY BY DIVISION 12% 10% 8% 6% 4% 2% 0% Under $50k $50k-$75k $75k-$100k $100k-$150k More than $150k Provost, VC, Chancellor Arts & Sciences Professional Schools Other

  9. MEN TEND TO EARN MORE THAN WOMEN ¡ More than half of the survey respondents earn $50,000- $100,000 per year (FTE) § Arts and Sciences altacs are all paid under $100,000 § Altacs in the Professional schools are all paid more than $50k § Most of the altacs in the other two categories are paid over $100,000 ¡ Men tend to out earn women as the salary increases. ¡ Put another way, most of the high-earning altacs on campus are men, with a clustering of lower-earning women ($30- $75K), particularly in Arts and Sciences.

  10. TYPICAL PRIMARY RANK TITLES INCLUDE 30% 28% 26% 25% 20% 14% 15% 10% 5% 5% 3% 0% Other Director Associate Director Assistant Dean Associate Dean

  11. 39% HOLD A SECONDARY FACULTY APPOINTMENT* Secondary F Faculty R Rank T Titles Adjunct Assistant Professor 34.2% Adjunct Associate Professor 15.8% Lecturer 13.2% Adjunct Professor 10.5% Research Associate Professor 7.9% Clinical Instructor 5.3% Clinical Assistant Professor 5.3% Clinical Associate Professor 2.6% Research Assistant Professor 2.6% Adjunct Instructor 2.6% *8% unsuccessful in 0% 5% 10% 15% 20% 25% 30% 35% 40% obtaining appointment

  12. A CLOSER LOOK

  13. 64% SAID THEIR PhD WAS PREFERRED OR REQUIRED FOR JOB Do you think your Ph.D. brings direct or indirect benefits to your ability to conduct your current job? 100% 88% 90% 80% 70% 60% 50% 40% 30% 20% 10% 10% 1% 1% 0% Yes, definitely Yes, but the benefits Maybe No are modest or very indirect

  14. TOP 7 REPORTED BENEFITS OF PhD TO JOB / UNIT skills, training, and experience 55% understanding of academic enterprise 42% direct content / domain knowledge 24% credibility and credentials 23% critical thinking, problem solving, analytical skills 15% verbal and written communication skills 14% ability to get and manage grants 13% 0% 10% 20% 30% 40% 50% 60%

  15. BENEFITS OF PhD FOR THE JOB ¡ “When working with Graduate students, postdocs, research associates and their faculty mentors and supervisors, it is important to understand the ‘business’ of the academic and research enterprise and what is required for achievement in academia.” ¡ “Being considered a peer is essential in establishing a deep and extensive network with other faculty.” ¡ “I also think that having a Ph.D. intimidates some; I believe I have been overlooked or denied positions because of my Ph.D. (‘over qualified’ ‘won’t stay long’, etc.)”

  16. 73% ENGAGED IN PROFESSIONAL, SERVICE, PEDAGOGICAL AND/OR SCHOLARLY ACTIVITIES Research, publishing 62% Teaching, training, professional development 45% Conference presentations, public talks 27% Committee work 27% Advising and mentoring 19% Consulting 16% Participating in peer review 15% Grant writing 14% Project management, programming 9% Community outreach, engagement 7% 0% 10% 20% 30% 40% 50% 60% 70%

  17. 64% INTERESTED IN ENGAGING IN SCHOLARLY ACTIVITIES ¡ 16% noted the need for flexible time, time off, or sabbatical time to pursue scholarly activities § “I am struggling to make this a priority, so I think my answer is more about what I am hoping and trying to do. I am hoping to do research … I am also hoping to do research on the outcomes and success measures of our program.” 48.4% Teach 34.4% Research/Publish 14.1% Remain active in field 9.4% Collaborate with scholars 9.4% Mentor/work with students 7.8% Field-related travel 7.8% Obtain a faculty appointment 4.7% Leadership development 0% 10% 20% 30% 40% 50% 60%

  18. LIMITED RECOGNITION / SUPPORT FOR SCHOLARLY CONTRIBUTIONS Supervisor A Attitudes supported / encouraged 48% expected / required 21% viewed as benefiting the department 9% freedom / autonomy 6% flexible / accommodating 6% funding / resources provided 5% must do on own time 18% no funding or resources 12% ignored / not recognized 11% not supported 9% not seen as relevant 5% Positive 0% 10% 20% 30% 40% 50% 60% Negative

  19. SUPERVISOR SUPPORT FOR SCHOLARLY ACTIVITIES ¡ “I am given full freedom by my supervisor to engage in these activities, as she knows that I will be judicious about finding the right balance. She understands that it connects our office with the larger campus in deep and meaningful ways. Oddly enough, the department in which I teach is more or less dismissive of my contributions to its curriculum. I’ve never quite been able to fathom that…” ¡ “I am autonomous in my work and thus, contributions outside my funded projects are entirely voluntary. Ironically, my ‘outside’ work has led to grant funding more often than my funded research efforts. My supervisor is supportive of my work.”

  20. LIMITED RECOGNITION / SUPPORT FOR SCHOLARLY CONTRIBUTIONS ¡ “My scholarship is what I do ‘on the side’ ‘in my spare time.’ It is not a formal part of my job description but is important to me professionally. I’ve asked for research assistants and have been denied by supervisors since my scholarship does not directly relate to my primary job responsibilities, even though I proposed viable mechanisms to incorporate undergraduate and graduate student research assistants to help move along my research, this assistance was not approved. Also, I cannot write for funding to support my research like a typical faculty member. No travel assistance is provided either for presenting at conferences.” ¡ “The activities are supported in the sense that I regularly get funding from my department to underwrite professional travel and ongoing participation in my professional organizations (which also benefits my work for the department), and in the sense that I have the freedom to manage my own time and make space for these activities. They are not supported in the sense that I get no recognition in my annual reviews for these activities and there is no prospect of a raise, or any form of advancement in this job as a result of those activities. My supervisor hardly even asks about them and shows no interest in talking to me about them. This is dispiriting.”

  21. 47% REPORT FACING BARRIERS TO ENGAGING IN PROFESSIONAL ACTIVITIES Lack of time 72% Lack of access to university rescources 51% Lack of job-related reward 43% Lack of funding from home department 43% Job configuration prevents 40% Inability to secure departmental support 28% Lack of respect 28% Lack of awareness of resources 23% Lack of access to resources 21% Unsupportive supervisor 21% Lack of opportunities within discipline 15% 0% 10% 20% 30% 40% 50% 60% 70% 80%

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