One of the hallmarks of COACHE’s work is listening. Perhaps the clearest example of COACHE listening to its partners is the development of our COACHE Comparative Data for Deans, otherwise known as Deans’ Reports. These reports were built because of our partners’ feedback that drilling down and deploying data at a divisional level is an effective strategy to get even more valuable insights from their COACHE results. Here’s why:
by Kiernan Mathews, Todd Benson, Sara Polsky, and Lauren Scungio
Since 2005, the Collaborative on Academic Careers in Higher Education’s (COACHE) Faculty Job Satisfaction Survey has been systematically listening to faculty and, campus by campus, revealing inequities in the faculty experience. The survey results illuminate disparitiesin perceptions about the academic workplace betweenfaculty of different racial and ethnic backgrounds—andalso demonstrate, amid a nationwide conversation about inclusion,that white faculty’s perception of diversity and inclusion efforts on campus still outpaces genuine progress.
COACHE’s Faculty Job Satisfaction Survey provides academic affairs leaders with valuable information on their faculty’s experience in the workplace. The insights gained through the customized, adaptive report helps senior leaders identify areas of improvement and take meaningful action.
2018 here at the Collaborative brought with it growth far surpassing our faculty surveys. We collaborated with the Harvard Institutes for Higher Education (HIHE) to launch the first ever Seminar on Leadership of the Faculty, a three-day workshop for academic leadership. An introduction between Harvard Club of New York, HIHE, and COACHE partners at the CUNY system led to a $100,000 grant for CUNY to invest in developing diverse faculty leadership. Data from the Faculty Job Satisfaction Survey yielded an exploration of mid-career faculty, an going pursuit to prevent mid-career malaise and provide support. The Faculty Retention and Exit Survey revealed the risk that a “counteroffer culture” poses to faculties’ home institutions during salary negotiations. Finally, an overhaul of our data dissemination process has made it easier for researchers to access our data in order to implement institutional changes.
The 2016-17 academic year was a time of exponential growth here at the Collaborative. We welcomed our largest and most diverse cohort of Faculty Job Satisfaction partners to-date with over 60 higher education institutions -- public and private, two- and four-year -- joining our ranks. After a successful pilot, we nationally launched the the first ever multi-institutional study of Faculty Retention and Exit to 12 institutions in the spring and 22 in the fall. And to complement our survey offerings, we adapted our reporting platform to be more robust than ever.