exit interviews of separating faculty · of the 134 separating full-time faculty, 27 completed an...
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Office for Institutional Equity and Diversity
Exit Interviews of Separating Faculty October 1, 2013 – September 30, 2014
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NORTH CAROLINA STATE UNIVERSITY
Exit Interviews of Separating Faculty
October 1, 2013 – September 30, 2014
North Carolina State University Office for Institutional Equity and Diversity
231 Winslow Hall • Box 7530 Raleigh, NC 27695-7530
Phone: 919.515.3148 Fax: 919.513.1428 • TTY: 919.515.9617
oied.ncsu.edu/main/
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Table of Contents
SUMMARYREPORT..............................................................................................................................................4
FACULTYWHOSEPARATEDFROMNCSTATEBETWEENOCTOBER1,2013ANDSEPTEMBER30,2014..........................................4REASONSFACULTYSEPARATEFROMTHEUNIVERSITY...........................................................................................................6CLIMATEANDDIVERSITY.................................................................................................................................................9FUTUREEMPLOYER:ATTRACTIONFACTORS......................................................................................................................12CONSTRUCTIVESUGGESTIONSFORIMPROVINGEMPLOYMENTATNCSTATE...........................................................................13ADDITIONALCOMMENTS..............................................................................................................................................16SUMMARY–WOULDYOURECOMMENDEMPLOYMENTATNCSTATE?.................................................................................18
APPENDIX:EXITQUESTIONNAIRE,LETTERTOSEPARATINGFACULTY,ANDCONFIDENTIALITYSTATEMENT........21
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Summary Report
Faculty who separated from NC State between October 1, 2013 and September 30, 2014
Accordingtotheuniversity’sHumanResourcesInformationManagementSystem(HRIMS),atotalof134permanentfull-time(≥.75FTE)facultyseparatedfromNCStatefromOctober1,2013throughSeptember30,2014(Table1).Thisisalargeincreaseoverthepreviousyear.FromOctober2012throughSeptember2013only48facultyseparatedfromtheuniversity.Overhalfofthe2013-14separatingfaculty(51%)werenon-tenuretrackfaculty.Inaddition,18pre-tenurefacultyand47tenuredfacultyseparatedfromNCStateduringthistimeperiod.TheCollegeofHumanitiesandSocialSciences,theCollegeofAgricultureandLifeSciences,andtheCollegeofSciencesaccountedfor58%oftheexitingfaculty.
Table 1. Number of Separated Faculty by Tenure Status and Academic Unit for October 1, 2013 to September 30, 2014; Number of Survey Respondents
College/Academic Unit
Non-Tenure Track
Pre-Tenure
Tenured Total Separated Faculty
Respondents (Response Rate)
DASA 1 0 0 1 0CALS 4 6 13 23 6(26%)Design 1 0 1 2 0Education 7 1 5 13 6(46%)Engineering 5 1 6 12 0NaturalResources 3 0 4 7 3(43%)CHASS 23 3 7 33 7(21%)Sciences 12 4 6 22 4(18%)Textiles 4 1 2 7 3(43%)VeterinaryMedicine 3 1 3 7 5(71%)Management 6 1 0 7 0TotalFaculty 69 18 47 134 34
Ofthe134separatingfull-timefaculty,27completedanexitquestionnaireandsevencompletedanexitinterview,yieldingatotalresponserateof25%.Inaddition,7part-timefacultycompletedanexitquestionnaire.Theresponsesofpart-timefacultyarenotincludedinthisreport.
Twentyfive(38%)ofthefulltimetenuredandtenuretrackfacultywhoseparatedfromNCStatecompletedthesurvey,butonly13%(9/69)ofnon-tenuretrackexitingfacultydidso.ThecorrespondencebetweenHumanResources’listofseparatingfacultyandtherespondentstothissurveyisnotperfect,however.Ofthe25tenured/tenuretrackrespondents,3werenotinthelistprovidedbyHR,whichindicatesthateithertheirenddatewasnotactuallyinthespecifiedtimeframeortheywere
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notfulltimeemployeesatthetimetheyseparatedfromNCState,asmighthappenforfacultyonphasedretirement.Ofthe9non-tenuretrackrespondents,onewasnotinthelistofseparatingfacultyprovidedbyHR.
Womenandmenrespondedatsimilarrates(Table2).Whitefacultymadeup85%ofthesurveyrespondents,whichissomewhathigherthantheir78%shareoftheseparatingfaculty.TwoofthethreeseparatingBlackfacultycompletedtheexitsurvey,butnoneofthefourHispanicfacultydid.Asianfacultyrespondedatlowerratesthanallothergroupsoffaculty,exceptHispanicfaculty.
Table 2. Demographics of Separating Faculty and Exit Survey Respondents.
Demographic Group Number Separating
Number of Respondents
Response Rate
Gender Female 50 13 26%Male 84 21 25%
Race/Ethnicity
White,non-Hispanic 104 29 28%Asian 13 2 15%Black 3 2 67%Hispanicofanyrace 4 0 0AmericanIndian 0 0 0Other/Unknown 10 1 10%
Thelargestgroup,16or47%,ofrespondentswere60yearsorolder.Fiverespondentswereage50-59,sixwere40-49,andsevenwereinthe30-39agerange.Halfoffacultyaged60orolder(indicatedinredinFig.1)wereatNCStatemorethan25years,buthalfstayedatNCState20yearsorless.Lookingatrespondentsofallages,halfofallrespondents(17)wereemployedatNCStatetenyearsorless(Fig.1).Almostathirdofrespondents(32%)wereemployedatNCStateformorethan25years.
10 10 105 105 104 93 8 14 30 40 3 6 14 30 35 382 6 12 20 30 32 360 6 12 17 27 31 360-5 6-10 11-15 16-20 21-25 26-30 31-35 36-40
YearsofService
Figure 1. Stem and leaf diagram of number of years of service at NC State before separation (red indicates respondents 60 years or older).
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Reasons Faculty Separate from the University
Fortenuredandtenuretrackfaculty,retirementwasthereasoncitedmostoftenforseparationfromNCState(Table3).Otherthanretirement,themostcommonreasonswerepaydissatisfaction,qualityofsupervision,managementpractices,lackofteachingorresearchresourcesandlackofadvancementopportunities.Familyorpersonalneedsandatrailingspouseorpartnerwereeachcitedbytwoexitingtenuredortenuretrackfacultymembers.Othernegativereasonsgivenonceeachbytenured/tenuretrackfacultymemberswereworkload,isolation,chillyclimate,lackofrecognitionforwork,expectationsnotmet,dissatisfactionwithlocalcommunityandconflictwithotheremployees.Positiveorneutralreasonswereleavingtotakeabetterpositionandmovingfromthearea.
Non-tenuretrackfacultycitedsomereasonsthatwerenotfactorsfortenuredandtenuretrackfaculty:leavingtopursueanewlineofwork,beinglaidoff,anddiscontinuationoffunding.Incommonwithtenure-trackandtenuredfaculty,NTTfacultycitedmanagementpractices,lackofteachingandresearchresources,lackofadvancementopportunities,workloadandretirement.
Table 3. Reasons Cited for Why Faculty Separate from the University (Exit Interview Survey) (respondents supplied multiple answers)
Primary Reasons for Separation Total Non-Tenure Track Tenured/Tenure Track
Retirement 8 1 7Managementpractices 6 3 3Paydissatisfaction 4 4Lackofteaching/researchresources 4 1 3Qualityofsupervision 4 4Lackofadvancementopportunities 4 1 3Familyorpersonalneeds 3 1 2Secondcareer/newlineofwork 3 3 Workload 2 1 1Trailingspouseorpartner 2 2Isolation 1 1Betterposition 1 1Laidoff(RIF) 1 1 Discontinuationoffunding 1 1 Movingfromarea 1 1Chillyclimate 1 1Lackofrecognitionforwork 1 1Expectationsnotmet 1 1Dissatisfiedwithlocalcommunity 1 1Conflictwithotheremployees 1 1
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SixteentenuredandtenuretrackfacultyprovidedcommentsabouttheirtopreasonsforleavingNCState.Severalofthecommentsprovidedbytenuredandtenuretrackfacultydescribedissueswiththedepartmenthead,dean,oruniversityleadership.Includedwiththesereasonswerecommentsaboutlackofrecognition,aboutnotreceivingresources,andaboutdifficultiesexperiencedbyfemalefaculty.Thesecommentsfollow.
• Highteachingload,lackofrecognition,lackofsupportbythedepartmentandthecollege,lackoflabspaceinthebeginning.Myfirstlabwasinastorageroominanisolatedlocation.Femalestudentswereafraidtobethereafterhours.WouldtheyhavedonethatifIwerewhitemale?AfterbeingpromotedtoassociateprofessorIgetpaidlessthanassistantprofessors.Thebiggestthingwasthattheydidn’trespectmeasmuchastheydoothers.Thelaststrawwasreceivingnoreplyfromthedeanregardingmysabbaticalyearwhichhehadpromisedearlier.Ilosttrustinthisorganization.
• Departmenthead’sbehavior.ThedepartmentheadmadeoutlandishandtotallyfalseaccusationthatIwouldorganizethegraduatestudentstosuehimpersonallyifthedepartmentdidnotpaytheprofessionalsocietyaccreditationcosts.Ihaveanemaildocumentingthis.Thedepartmentheaddidnotbehaveinamannerexpectedofadepartmenthead.Whenbudgetsgettightandadministratorsshowdisrespecttofaculty,it’stimetogo.Iwantedtostaytwomoreyears,butIdon’twanttofinishmycareeratthisuniversity.
• Thedepartmentheadhasclosedmyprogram,whichoffereddoctoralandmastersdegreesandcertificates.Thedepartmentheadisrestructuringtheacademicofferings.Thereisnofacultyvoice.Restructuringshouldbefaculty-led.IamreallygladthatIhavelandedinagreatplace.Iwouldn’tleaveotherwise.
• Emphasisonconformityandhierarchicaltop-downorderingaroundwasbeyondtolerableforme.IbecameuncomfortablewiththeworkenvironmentwithinaboutthreeweeksintomytimehereatNCSUanddecidedIwishedtoleavethen.Inmylastjob,I’dhaveworkedforfree.Here,Iwouldn’tstayforamilliondollars.Itaughtmyfirstclassunderostensibletutelageofanotherfacultymember,lessexperiencedthanIwasatteachingthistypeofclass.Ibelievethiswasduetoageneralmistrust.Furthermore,theappearanceofmysyllabusisregulatedandcontrolled.IhadmorefreedomandtrustasagraduatestudentthanIdidhereasaprofessor(assistant).
• Becameclearthatwhilemyteachingwasvaluedinthecollege,myresearchandmyoutreacheffortswerenotreallyvalued.Ibecameabitdisillusionedwiththeleadership(particularlytheCollegeleadership).Ifeltburnedoutbeinga‘workhorse’–servingoncollegecommittees–withoutbeingrecognizedformyintellectualwork.Whenmyhusbandwasofferedanamazingopportunity,itseemedlikeagoodtimetomakeachange.ThismoveofferedmeanopportunitytostepbackandthinkmoreaboutwhatIreallywantinmycareer.It’shardforfemalefacultytonegotiateatwo-careermarriage/family.I‘fought’formycareerforoveradecadeandhadaverysupportivespousewhomovedthreetimesforme.But,afterawhileIstartedwondering:“WhatamIfightingfor?”ThereisaprettybigdisconnectbetweenthewaymyfieldviewsmeandthewaymyCollegeviewsme.Iamnotasqueakywheel.Idon’twanttohaveto‘fight’forresourcesandmakeabigstinkaboutmyneeds.ButIamrealizingthatmeansthat,inthiscollege,otherpeoplewhoarewillingtodothatgettheirneedsmet.
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• Ifounditchallengingtoidentifyinternalsourcesoffundingtosupportstudents,etc.Mostofmyprogramandstudentsarefederallyfunded,asidefrominitialstart-up.Iwasalsothelowestpaidfaculty(althoughIthinkIwasoneofthemostproductive).Thiswasfrustratingtome.
• Lackofcommitmentbyadministratorstoacademicexcellenceandtheirover-commitmentto“faddish”thingsthatsoundgoodtooutsiders
AnothercategorythatpushedtenuretrackandtenuredfacultytoleaveNCStateandpulledthemtowardotherinstitutionswasthelackofopportunityforadvancementhereortheofferofanattractivepositionelsewhere.
• Afterover17yearsofhardworkanddedicationtotheuniversity,itwasclearthatIhadhitaglassceiling.Mystellarevaluationsandworkethicwerenotenoughforthegoodoldboynetwork.
• Dissatisfactionwithadministrationandadministrativedecisionsatthecollegelevel.Whilethe42%raiseIreceivedwasverynice,thelackofanylong-termadvancementorleadershippotentialformeinthedepartmentandcollegewasthedecidingfactor.
• Iwillbechairofadepartment.• Mynewinstitutionoffersamorescientificallystimulatingenvironmentwithacultureof
exchangeandfaculty/studentswhoattendseminars.IbelievethatIwillhavemoreofasayinhowthedepartmentoperatesatmynewinstitution.
Lowpay,healthissuesforpartners,anddissatisfactionwithaspectsofworkatNCStateinfluencedfacultydecisionstoretire,aswellasthedesiretohavemoretimeforotherpursuits.Retiringfacultyprovidedthefollowingcomments.
• Readytonotbesoprofessionallyfocused.Impossibletoplan–knowingthatyou’llbeabletohiresomeoneisimpossible.Needtobeabletoplanoverthreetofiveyears.Theadministrationandcollegeshouldbeabletosolvethis.Theadministrationdoesnotfacilitateprogrammaticdevelopmentatthedepartmentlevel.Weshouldbeabletoachieveacertainlevelofmediumtermplanning.
• At68,IreachedapointatwhichSocialSecuritywouldpayasmuchasmysalaryatNCSU,whichhadn’tgoneupinabout5years.
• ForthelastfewyearsIhavebeengivinguppartofmysalaryinexchangeforteachingfewercourses.(Thisisabetterdealthanphasedretirement–losetenure,retirementplan,afraidwouldlosejob).Ilikedthisprogram,butthedeanthenshutdownthisprogrameffectiveJanuary1,2014.Iwouldotherwisehavestayedlonger.Thiswasmuchmorefaculty-friendlythanphasedretirement.Inphasedretirementitdependsondepartmentheadastowhetheryoucankeepyourofficeandwhattheconditionswillbe.Thedepartmentheaddoesn’tliketobechallenged.Atonepointtheheadwantedtogivemyofficetoajuniornewhire.Hewouldn’thaveaskedamantodothis.
• Norealchangeinpay.Wanttohavemoretime.Wanttotravelwhilestillable.At30yearsofservice,retirementincomeisnotreducedbyage.Idon’tneedtowork–wehavesavedawholelot.MywiferetiredinMarch.Shehashadhealthissues,sonowIamthinkingthattimeisfinite.
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• IfeltIwasnolongerabletoeffectivelyinfluencethechangesNCSUfacultyandstaffneededtoberecognizedforcommunityengagementscholarship.IwasatanagewhereIcouldretire,andmyhusbandhadsurgerythatrequiredmycareofhimforseveralmonths.IdecidedImaybeabletoworkforfacultyandstaffaswellascommunitypartnersaspresidentofanorganization.Ihopethisnon-profitcanhelpinfluenceimprovementinthecommunityengagementscholarshipcultureandbenefitourfacultyandstaffthroughthisorganization.
Onlytwonon-tenuretrackfacultyprovidedcommentsaboutreasonsforleaving.Thesecommentswereabout(1)“pursuinganewprofessionalchapter”,and(2)angeratthedean’slackofunderstandingandsupportforpeopleinthecollege.
Climate and Diversity
Seventyninepercent(27/34)ofdepartingfacultyreportedthattheyweretreatedfairlyandwithrespectatNCState(Table4).Threedidnotanswerbutdidprovidecommentsandfourrespondedthattheywerenottreatedfairly.Facultyofcolorweresignificantlylesslikelythanwhitefaculty(chi-squaretest,p-value=.05)tofeelthattheyweretreatedfairlyandwithrespect.Eightysixpercentofwhiterespondentsansweredthattheyweretreatedfairlyandwithrespect,butonly40%ofrespondentsofotherracesfeltthattheyweretreatedfairlyandwithrespect.Eightysixpercentofmenfeltthattheyweretreatedwithfairlyandwithrespect,whereas69%ofwomenfeltthisway.
Table 4. Responses to the Question “Were you treated fairly and with respect during your employment at NC State?”
Race/Ethnicity / Citizenship Gender Treated Fairly? White Other Female Male Yes 25 2 9 18No 2 2 2 2Other/Noanswer 2 1 2 1Surveyrespondentsprovidedthefollowingcommentsaboutfairtreatment.Commentsoffacultywhoresponded“Yes”,thattheyweretreatedfairlyandwithrespect(5/27respondentsprovidedcomments):
• Withfluctuations.• Absolutely!• Forthemostpart.• Overall,yes.Iwasgratefultobeatenuredfull-timeprofessorandfacultymembers.Ibelieve
everyonetriedtobefairwithonlyaveryfewexceptions.• Ihadlotsofsupportfrommydepartmentheadandcolleaguesfromotherdepartments.WhenI
wasfacedwithanothercompetitiveofferinaplacethatIreallywantedtobe,noretentionofferwasextendedandImadethedecisiontoleaveNCState.
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Commentsoffacultywhochecked“No”ordidnotcheckeither“Yes”or“No”reflectedconcernsregardingthestandingandtreatmentofnon-tenuretrackfacultycomparedtotenuredandtenuretrackfacultyandconcernsaboutracialandgenderdiscrimination(7/7respondentsprovidedcomments):
• Upuntilthelastyear,yes.• Imadethemrespectmeevenwhentheytriedtomistreatme.Iknewthepoliciesofthe
universityandwouldnotallowtheirunderhandedlackofprofessionalismprevail.Myentireexperiencewasnotlikethis.Onlythelastfewyears.Whenyouhireincompetentpeopleatdean’slevelpositionsunfortunatelytheirinsecuritiesaremanifestedoncompetentindividuals.
• Indicationsofrespect:(1)clearandaccuratecommunication;(2)treatallfacultyequally;(3)lettingusdoourjobsasfaculty,includingmakingprogramdecisions.Ididn’tfeellikeIwastreatedwithrespect.IhadtwodepartmentheadsthatIdidn’tfeelsupportedbyandonethatIdid.Ihadtwodeansthatsupportedmyworkandonethatdidn’t.
• MytimeatNCStateconvincedmethattherearetwoclassesofNCStateemployees–tenuretrackfacultyandeveryoneelse.IbroughtagreatdealofpracticalexperiencetoNCStateandoftentimes,evenwhenaskedfor,myobservations,ideas,andconcernswereoftenignoredbytenuretrackfacultyandtheyoftenendedupredoingthingsasIsuggestedinmyinitialcomments.
• IhavenodoubtthatIwasdiscriminatedagainstbecauseofmyraceandgender.• Iexperiencedfourincidentsindicatingsexism.Forexample,whenIbecamedirectorofa
program,thedepartmentheaddidn’twanttogivemereducedteachingthatwaspromised.• Respect,yes,butmypaywasnotcommensuratewiththequalityofscientificcontributionsthat
Imade.
WhenaskedaboutwhetherNCStatewelcomespeopleofdifferentraces,culturesandbeliefs,74%ofexitingfacultyrespondedyes(Table5).Again,thereisalargegapbetweenwhiterespondentsandothers.SeventyninepercentofwhiterespondentsfeltthatNCStatewelcomespeopleofdifferentracesculturesandbeliefs,butonly40%offacultyofcolorresponded“Yes”tothisquestion.Eightyonepercentofmenresponded“Yes”,butonly62%ofwomen.
Table 5. Responses to the Question “Do you feel that NC State welcomes people of different races, cultures, and beliefs?”
Race / Ethnicity / Citizenship Gender NC State is welcoming? White Other Female Male Yes 23 2 8 17No 4 2 3 3Other/Noanswer 2 1 2 1TherespondentsprovidedthefollowingcommentsaboutwhetherNCStatewelcomesdiversity.
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Facultywhoresponded“Yes”displayedawidespectrumofexperienceandvalues(5/25respondentsprovidedcomments):
• Oftentimesthisresultsingettingpeoplethatarenotthebestqualifiedandthiscausestheoverallprogramandexperienceofthestudentstosuffer.
• Earlieron(alongtimeago)Iwasn’tsosureaboutwelcomeforJewishpeople.• InmyworldatNCSUpeopleembracedsexualorientation,gender,race,allkindsofdiversity.I
alsobelievetherearepocketswherethat’snottrue.• However,thereisstillalackofgenderequityinmanytoplevelpositions.• YesIdo,Ireallydo.Ourdepartmentwentoutofourwaytobeinclusive.Thismakesforabetter
educationforthestudents.
Facultywhoresponded“No”ordidnotcheckeither“Yes”or“No”broughtupissuesforGLBTfaculty,particularlysame-sexcouples,concernsaboutthelackofhiringfacultyofcolor,andlackofaccountabilityforNCState’sclimatefordiversityinthecollegesanddepartments(8/9respondentsprovidedcomments).
• RaleighisnotfriendlytoGLBTcouples.NCStateisnotunwelcoming.Nodepartmentinourdisciplineiswelcomingtowomen.Verycompetitiveandmaledominated.Womenarenotwelcomedinthefield.
• Itvariessomuchbyunit.Mydepartmentdoesn’tdoanybetterorworsethananydepartmentthatseesitasanimportantvalue.Peoplearehavingtroubleunderstandingandthereisfearoftheunknownregardingsexualidentityandsexualorientation.Majoruniversitiestendtobemoreopenandaccepting.
• ByvirtueofbeinginNC,mysamesexpartnercouldnotberecognizedbythestate.• Thereisalotoflipserviceandnotaction.Asanalumni,thelast4-5yearsofmytenurethere
wasverydisheartening.Multiplepeoplepromotedwithnosearches(allwhite).Peopleofcolorinsearchesjusttosaytheyhaveaminorityapplicantwithnointentionofhiringthatperson.Diversitymeasuresnon-existentintheuniversitystrategicplan.
• ThestatisticsshowalackofAfricanAmericanfaculty.• Ibelievethedesireisthere,buttheeffortneedstobemadetorecruitfromoutsidetheregion.I
knowafewyearsagotherewasaworkshopinvitingpost-docsoradvancedgraduatestudentstovisitNCSUanddepartmentsthatbestfittheirinterests.Iamnotsureiffollowupwasdonewiththeseexcellentstudents,butthatwouldhavebeenagreatstart.
• Ithinkthereisamixedmessagethroughouttheuniversity.OntheonehandtheEOIprogramisamazingandtherearemanywaysinwhichtheinstitutionistryingtomakeachange.Ontheotherhand,therearesomanyvestigesofoppression(dysconsciousracism)inthemindsoffaculty…itpermeatesthecollege…andtherelationshipsstudentsofcolorhavewithfaculty.
• Ihavetwoanswers:yesandno.ObviouslyNCSUpaysattentiontodiversity.However,itdoesn’tmatteriftheCollegeordepartmentscrewsup.Theuniversityisnotproactive.Hastoeducatethedeananddepartmentheadproperlysothattheyknowtheimportanceofdiversity.
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Future Employer: Attraction Factors
Thirteenrespondentsindicatedthattheyweremovingtoapositionatanotherinstitutionofhighereducation.Threerespondentsaremovingtoprivateindustryandthreetoprivateconsultingorself-employment.TworespondentsindicatedthattheyplantostartphasedretirementatNCState.
Separatingfacultywereasked“Whatmakesyourfutureemployer/positionmoreattractivethanyourcurrentposition?Theresponsesfellintoafewmajorcategories:(1)betterpayand/orbenefits;(2)moreresourcesandscholarlyopportunities,opportunitiesforchallengesandprofessionaladvancement;(3)qualityoflifeandlocation;(4)opportunitytocontributetosociety;and(5)supportforspouseorpartner’scareer.Therespondents’commentsaregroupedinthesecategoriesbelow.
Betterpayand/orbenefits
• Salary,benefits,possibilityforraises,merit-basedpay.• Highercompensation(a42%raiseoverwhatIwasmakingatNCSU).Betterlong-term
professionalgrowthandleadershippotential.StronginstitutionalsupportfortheworkthatIdo.• Opportunity.Pay!• Higherpay,moreopportunitiesforinternaluniversityandstatefundingsupport.Location.• Higherpay,betterlocation,moreflexibility,familialreasons,greaterwork/lifebalance,different
sociopoliticalenvironment,morediversity.
Moreresourcesandscholarlyopportunities,opportunitiesforchallengesandprofessionaladvancement,feelvalued
• Newinstitutionoffersamorescientificallystimulatingenvironmentwithacultureofexchangeandfaculty/studentswhoattendseminars.IbelievethatIwillhavemoreofasayinhowthedepartmentoperatesatmynewinstitution.ThereareanumberofcolleaguesandscientistsfromotherdisciplineswithwhomIcancollaborate.MyNCSUdepartmentdidnotconsiderhiringanyonerelatedtomyresearcharea.Annualraisesarestandardatmynewinstitution.
• Itisalargeprogramwitha25-yearhistoryandalotofresourcesandveryactivefaculty.• Commitmenttoprovidingtheresourcesandtimeneededformetomeetmyresearch/teaching
goals.• Promotiontoprofessor.Challengeofbeingadepartmentchair.Moreexternalfunding
opportunities.• Valuingmyexperienceandcommitmenttosuccesstotheacademy.• Self-directed.Meaningful.Morethannominalremuneration.
Qualityoflife,location(andpay,again)
• Location.• Yearoffforwriting.• Salary,qualityoflife(Iwillnotbeoncall,writingasmanylectures,writinganygrants,etc.)• Flexibility.Payismuchbetter.
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Opportunitytomakechange,contributetosociety
• Helpnon-profitsinjectsomeresearchresultsintotheiroperations.• Iwillbeabletoinfluencechangesintheenvironmentandcultureofuniversitiesand
communitiestomakeitmorelikelythatfacultyandstaffwillberewardedwhentheyaddressdifficultsocietalissuescrossingdisciplineswhileworkingwithcommunitymembersasequals.
Supportforspouse/partner’scareer
• Offeredadual-careerhire.• Mywiferetiredthereayearago.NCStatecouldnotincreasehersalary,butthenewinstitution
couldincreasehersalary,essentiallydoublinghersalary.IfeelthatwhenIdoretireI’llbeinaplacethatrespectsmyworkandcontributions.
Constructive Suggestions for Improving Employment at NC State
WheninvitedtoprovideconstructivesuggestionsforimprovingemploymentatNCState,severalfacultyprovidedsuggestionsforfacultydevelopment.Trainingandevaluatingdepartmentheadsanddeanswasthetopicofalargenumberofsuggestions,alongwithotherissuesrelatedtomanagementofthecolleges.Somefacultymadesuggestionsaboutfacultydiversityanddualcareerissues.Therewerealsomanycommentsaboutuniversityadministrationandscarcityofresources.Twentythreerespondentsprovidedsuggestions(somerespondentsprovidedsuggestionsthatappearundermorethanonecategory).
Suggestionsregardingfacultydevelopment
• Withinthecollege,amoreformally-structuredtrainingprogramfornewlyemployedfaculty(granted,thingsmayhavechangedsinceIwashired,butIwasgivenminimalintroductionastohowthecollegeworksforfacultymembers).
• Constructatrainingprogramthatgivesclearinstructiontoincomingpersonnelthatdetailshowadvancementsoccur,requiredqualifications,andpaperwork.
• Ithinkfacultyshouldbeencouraged,rewardedtoparticipateintheEOIprogram.AndISTRONGLYencourageyoutocontinuetoinvestintheOfficeofFacultyDevelopment.Iparticipatedinatleastoneprogramayearandalwaysfoundtheminvaluable.
• Interdisciplinaryfacultyarepulledinalotofdirectionsandtenuredecisionsarefraught.• Insomedepartmentsitiseasiertogettenurethantobepromotedtofull.Itshouldbetheother
wayaround.
Commentsrelatedtotrainingandevaluatingsupervisorsanddepartmentorcollegemanagement.
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• Preparedepartmentheadswitheducationonsupervision,ethics,metricsforallrealmsofscholarship,andcreatedepartmentculturesthatarelesspersonalitydrivenbythedepartmenthead.SomeNCSUnationallyrecognizedcommunityengagementscholarshavebeensanctionedbyonedepartmenthead,supportedandrewardedbythenextdepartmenthead,andsanctionedbythecurrentdepartmenthead.Clearercompetenciesfordepartmentheadsthatareevaluatedandobservedbysuperiorswouldbeagoodstartforsupportoffacultyandstaffworkingonimportantlearning,discovery,andengagementissues.
• Ithinkdepartmentchairsanddeansshouldbeencouragedtolooksystematicallyattheirrecognitionstructures.Whyaretheyalwaysnominatingthesamepeople?
• Whenbudgetsgettight,thereneedstobemorediscussion.Departmentheadscan’tjustsay“There’snomoney.Ican’thelpyou.”ThiswillbeincreasinglymoreimportantinthenextfewyearswiththeNClegislature.Whentherearebudgetcuts,theheadisentrustedtomakethem.Mustdoitwithrespectandinconsultationwiththefaculty.
• Universitysupervision:Recognizeproblemswithdeansordepartmentheadsearlyenough,beforetheygettooserious.Myfacultycolleaguesandindustrypartnersmetwithandemailedtheprovostandchancellorbecausetheywereupset.Whydidn’ttheuniversitydosomethingtostopthewrongdoingbeforethat?Itismoreimportanttopreventdamagethantocontrolitafterwards.Preventdeansmisusingpowerandfunds.Whoissupervisingorauditingthedeans?Thereisnowaytocontactthedean.Weneedaleader,notamarketer.
• Trustpeople.Thiswasnofun.IwouldsayitwastheworstjobI’veeverhad.I’veactuallyhadpeoplesay:“Idon’ttrustanyone”onmultipleoccasionsandindifferentcontexts,anditwentunchallenged.Perhapsit’sculturalhere;Idon’tknow.Iwouldsaythatasfarasresearch,myjobatNCSUhinderedmorethanhelpedme.MuchofwhatIwasexpectedtododetractedfromthatfocus(3committees,sometimestwomeetingsperweek,writinggrantsforothersoutofconstructedobligation).HadIbeencompletelyfreetopursuemyownagenda,IwouldhavepublishedmorethanIhave(althoughIhavemetmySMErequirements).Mygoalsarenotcareer-focused;theyaretocontributetothefield.Thisjobgotinthewayofthatandwasunpleasantaswell.
• Deansanddepartmentheadshavetoomuchpower.Turnteachingandprogramsbacktofaculty.Havethecouragetoleadandcreatecitizensandnotjustworkers.Especiallyalandgrantinstitutionshouldbeaplacethatservesthegreatercommunitygood,notprivateenterprise.Iencouragedeansanddepartmentheadstocontinuetoinvestinfaculty.Whenthathappeneditwasthebestfeelingofbeingvalued,Iwasmostproductive,wonawards.Theremaybetimeswhenadministratorsdon’tknowwhattosayorwanttowaituntilthingsaredecided,butitissoimportanttobeperceivedastransparent.
• Encourageandrewardcollectiveefforttoimprovethewelfareofthedepartment.Thereshouldbemorefacultygovernance,astrongerfacultygoverningbodyatthecollegelevelwithstrongerfacultysay.
• Whyisdepartmentheadsuchahardjob?Itcouldbeeasierifbudgetingmethods,procedures,travelforms,etc.didn’tchangesooften.Shouldberoutinized,standardizedsothatthedepartmentheaddoesn’thavetohandlesomuchofthis.Ittakestwoyearstolearnthehead
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job.Leavesomediscretionaryfundsindepartmentheads’hands.Fundsfromdistanceeducationshouldgotodepartments.
Commentsrelatedtodiversityanddualcareerissues:
• Youcannotkeepdoingthesamethingwiththesameresults.ThecommitmentofcreatingadiverseworkforceatNCStatemustbeinfusedfromtoptobottomandeverywhereinbetween.Makeitprioritywithrealexamples.
• (1)AfricanAmericanfaculty,(2)payraises,(3)spousalbenefits.• Bebetterwithdualcareerhires.• Forprofessionalcouples,thereshouldbeformalizedassistanceforthespouseandfamily
members.Thiswouldhelpusattracttopcandidatesandkeepthem.Thiswouldrequirecontinuouslisteningtofacultyonissuesofvaluetothefacultyandstaff.
Commentsrelatedtouniversityadministration,values,direction:
• Payattentiontohistory.It’snotallaboutrankings.Thinkabouttheimplicationsofdecisions.• Ouruniversityshouldcontinuetoworkonstrengtheningthesixrealmsofscholarshipand
changingtheculturewithindepartments.Inventorsmaynotattainscholarshipcreditfortheirwork,eveninouruniversity.Inmyworkinthearea,youngerfacultywhohavebeenengagedthroughservicelearningandwanttomakesocietalchanges,theyalsoseekrecognitionfortheircommunityengagementscholarship,technology,inventions,patents,copyrights,creativityinalldisciplines.
• Bureaucracy:needtogiveconsistentadvicebetweenunits.Needtoexplainmorecompletely.HR.Needtoknowallthedetails,givedeadlines,consequences,givemorecompleteinformation.
• Administration:lackofleadershipatalllevels.Administratorsdon’twantanyonetochallengethemorrocktheboat.Thisisaveryhierarchicalinstitution.Theadministrationcan’tselltheirideas,wherewearegoingandwhy.Administratorswholietofaculty.
• Treatemployeesasiftheymatter,reducethenumberofadministratorsandputmoreeffortintorewardingpeoplewhoperformteaching,serviceandresearch,whichshouldbethecoregoalsofNCState.
• DiminishourrelianceonNTTfaculty.Integrationintothedepartmentandmonitoringarepoor.• Getridofexcessredtapeandpaperwork!Emphasizecreativity,notbeancounting.Reward
teachinggreater–thedisseminationofinformationshouldbeequaltothecreationofnewinformation.
Commentsrelatedtoretentionoffers:
• Attheveryleastencouragedeanstomakeitafeasibleoptiontoconsiderstayinginone’scurrentpositionbyprovidingareasonableretentionpackage.Whenthereisabsolutelynocounter-offerextended,thentheemployeewilloftenmakethedecisiontoleave.
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• Don’twaituntilthereisacompetitiveofferbeforeprovidingadditionalresources.Paybasedonperformance.
Commentsrelatedtocompensation,resources,theeconomyandtheNClegislature:
• UpperNCSUAdministrationneedstoworkaLOTharderwiththeNCstatelegislatureonexplainingtheneedsoftheuniversityandfacultyiftheywanttoremainatoprankedinstitution.ThecurrentpaththeStateofNChasthehighereducationsystemonisnotencouraging.Fundingandraisesarecriticaltoattractandkeepqualityfaculty.
• Aseveryoneknows,thelackofstatefundingiscausingmajorchanges.Forreallystrongjuniorfaculty(obtainingmultiplegrants,awards,highprofilepublications,…)toreceiveonemodestraiseinfiveyears,tome,isunacceptable.Whyshouldabrandnewhirebemakingmorethanatenuretrackfacultywhohasprovenhim/herselfoverseveralyears?
• Payforfacultyandstaffisaproblemwhentherearenoraises.Manyofourbestleavebecauseofthelackoffinancialsupportintermsofpayanddepartmentsupport.
• Peopleshouldgetraisesevenintimesoflowinflation.Inequalityofsalarybetweenfacultyandadministratorsshouldbedecreased.Healthinsuranceshouldbebetter.Peopleshouldgetaparkingpermitwithemploymenthere.Retireesshouldgettuitionwaivers.Whenadministratorsgobacktofacultytheykeepthehighsalary.Salaryvariabilitywithindepartmentshasastrangedistribution,compressedatthebottom.
• Iftheeconomywerebetter,thingswouldbebetter.Resourceshavebeencuttothebone.Makesitalmostimpossibletodoyourjob.Ihavepaidforsuppliesandresourcesforstudentsoutofmyownpocket(thousandsofdollars).
• Tohavemorefacultyperstudent.Hardtodoaqualityjob.Numberofstudentsinthecollegehasdoubled.Everyoneinthedepartmentisdoingtwojobs.
Additional Comments
Afteralltheotherquestions,therespondentswereaskediftheyhadanyfurthercomments.Thirteenprovidedadditionalcomments.SeveralfacultyexpressedgreatappreciationfortheirtimeatNCState.
• Inmanywaysit’saquiteprivilegedjob,whichIhaveappreciated.IhavebeenabletodobothorganizationalandintellectualworkthatIhavewantedtodo.
• NCStateisagreatplacetoworkandIhavethoroughlyenjoyedmytenyearshere.Theclimatewithinthecollegeischanging,withmorespecialistsbeingdrawntothefinancialandlifestylebenefitsoftheprivatesector,andthecollegeneedstodoabetterjobofhangingontoyoungjuniorfaculty–manyofushaveleftinrecentmonths,andthatisgoingtoputthecollegeinatoughspotinthenext10+years.Salaryincreasesarenecessary,howeverIknowthereisnowaytheycancompetewiththeprivatesector(whichareatleast2-3timeshigher)–otherideasforretentionneedtobedeveloped.
• IamverypleasedtohavetheprivilegetoworkwiththeoutstandingnationallyandgloballyrecognizedfacultyandstaffatNCSU.Iwasveryproudtobepartofaleadingedgeuniversityincommunityengagementandscholarship.IhopethatnowthattheeconomyisbetterNCSUwill
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againbeseenasanationalleadersupportingfacultyandstaffwhoundertakethedifficultworkoflearningwithcommunities,engagingourstudentswithprioritycommunityissues,discoveringnewpractices,andthenworkingwithcommunitiesasequalpartnerswhileimplementingthebestsolutions.Ihavemanylong-standingfriendsandcolleaguesatNCSUandcontinuetosupporttheirpassions,disciplines,issues,andmutuallybeneficialcommunitypartnerships.
• IthinkNCSUisafantasticuniversity.EnjoyedmytimeheretotallyeventhoughIwasworkingsevendaysaweek.Hasgreatfacilitiesandopportunitiesforstudents.
• IverymuchlikeNCSUandthedepartment.BotharegrowinginstatureandIsincerelyhopethatthistrendcontinues.
• Ihavetrulyenjoyedmy12.5yearsatNCSUandwillmaintainstrongcollaborationsandtiestotheuniversity.
• Icouldhavestayedheremywholecareerifithadn’tbeenforclosingtheprogram.
SomerespondentstookthisopportunitytodiscussNCStatecultureandtheirfitwiththeuniversity:
• IhaveappreciatedtheopportunitytotryanewpositionatNCSU.Itwasnotagoodfitforme.
• TheuniversityisaverydifferentplacethanwhenIstarted.Pressuretosecuregrantsandfundingisverygreat,particularlyforyoungfaculty.Theyardstickforadvancementseemstobedirectlyrelatedtohowmuchgrantorindustrymoneyonecansecureandnotnecessarilyscholarship.
• Ididn’tthinkI’dbeleavinghereasadisappointed,disgruntledemployee.Myimpressionoftheuniversityhasgonefromneutraltoslightlynegative.
• Thereisaculturefortenuretrackfacultythatsaysyouneedtobecareful,notsayanything.Iwasloyal,dedicated,passionate,butbyworkinghard,thathurtme.Mysabbaticalwasnotapprovedbecause(a)I’magoodteacherandtheyneedpeopletoteach,and(b)I’magoodresearcherandfund-raiserandtheyareafraidIwon’tbringinfunds/overheadwhileIamaway.Iwon’tletthisslowdownmycareer.Iwillfindanotherplacetogoandworkhard.Fairness:Ayoungerassistantprofessorsgetsbetterpayandisnowintheirsecondsabbaticalyear.Otherfacultyarelookingfornewjobs.Thesearegoodpeople.Iwanttohighlightthepeopleinthedepartment.Theyareamazingpeople.Mentorshipiscrucial.Iwouldnothavesurvivedwithouttwomentors.Notalotofpeopleleavebecauseoftheuniversity.Theyleavebecauseofthedepartment.
• Iwasthere30years,Iwasproductive,notadullardandnooneaskedmyopiniononwhatwasgood,whatwasbad,howwecouldimprove.TenmilesdowntheroadisoneofthebestplacestoworkinAmerica–SAS.JimGoodnightstateshismostimportantresourceishispeople;howcanhemakehisworkplacebetterforthemsotheywillbehappierandmoreproductive?Whenthathappenshewinstoo.AtNCSUIneverfelttheytriedtomakemyworkplacebetter,moreproductive,happier.Ourcabinetneverinvitedseniorfacultyinforbrainstorming.Thecabinet
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wasisolatedanddirectedtopdown.Whenaskedtoexplainhowthenewbudgetforincreasedstudentenrollmentwouldbedistributedthedeanwascarefullyevasive.Iamgladtoleave.
ThisquestionyieldedseveralsuggestedwaystoimprovetheexperienceoffacultyatthetimeofseparatingfromtheuniversityandcommentsabouttheprocessofseparatingfromNCState.
• Focusgroupsofretiringfacultywouldbeinteresting.• Retirementseminarswereuseful.ThebenefitspersonIworkedwithwasveryhelpful.Wasalso
attunedtothepsychologicalside.• Itwasanightmaretryingtoretire(HR,StateHealthPlan,MedicarepartB).Youhavetogeta
formtherefortheemployertofillout.Wheycouldn’tthepersongiveyoutheformorinformationaboutwheretogettheform.IntheretirementprocessIgotinconsistentadviceandunderexplainedinformation.
• ItwouldbehelpfultohaveHRproactivelysendexitingfacultyinformation,links,andachecklistofinstructions.TheexitsurveyMarciaGumpertzsenttomewastheonlyemailIgotregardingleaving.
• Itwouldbenicetohavetheoptiontobuyourusedcomputerequipment.• Whenfacultygivenotice,departmentheadsshouldnotrescindtravelauthorization.• Itseemslikeyouneedtodigtofindoutwhatyouneedtodotogetemeritusstatus,
continuationofhealthbenefits,emailcontinuance.Theinformationsheetdescribeswhatyoucando,butnothowtoexercisetheoptions(e.g.,howdoyougetaWolfpackOneCard).Wecoulduseaninstructionsheetforobtainingretireehealthinsurance.It’snotone-stopshoppingandnotcompletelystraightforward.LookattheHRwebsiteforemployeeexitsurveyandmakesuretheFacultyDiversitysiteforthefacultyexitsurveyandtheHRsiteareclearandmeshwell.
• HRhelpedmealottoclarifyandgavehelpfulinformation.
WhenrespondentswereaskedwhethertheyhavecompletedtheSeparationClearanceChecklistandtheAssetTrackingFormavailableontheHumanResourceswebsite,23responded“No”,eightresponded“Yes”andthreedidnotrespond.FourindicatedthattheyhavemetwithJoeWilliamsorsomeoneinHR,twoindicatedthattheyhaven’theardofaSeparationClearanceChecklistoranAssetTrackingForm.
Summary – Would You Recommend Employment at NC State?
AbouttwothirdsofseparatingfacultywouldrecommendemploymentintheirdepartmentoratNCStatetoafriendorcolleague.Twentythreerespondents(68%)answered“Yes”tothisquestion,eightanswered“No”,andthreedidnotanswer“Yes”or“No”.
OneworryingfindingisthatthreeofthefiveseparatingfacultyofcolorwhorespondedwouldnotrecommendNCStateasaplaceofemployment.
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TherespondentswhowouldnotrecommendNCStatecitedfinancialinsecurity,thepoliticalclimateinNorthCarolina,andfeelingsofunfairtreatmentduetoraceand/orgenderasreasons.Sevenprovidedcomments:
• No.Thecurrentclimateoffinancialuncertainty,increasingjobinsecurity(atwillclauses)andadministratorsthatarebossesratherthancolleagues,alongwiththetypicalbelow-businessstandardsofwagescausemetowonderwhyanyonewouldjoinacademiatoday.
• No.Iwouldnotrecommendittomostpeople.Currently,theemphasisappearstoonlybeongraduateeducation.
• No.Notinmydepartment.• No.Therearefewopportunitiesfornewhiresinmydepartment.• No.Giventhepoliticalclimateandthefear(budget,threatoflayoffs,horribleinsurance,
competitionforlimitedresources,etc.)thatthisimposeson(andconsequentlyfrom)directorsoftheuniversity,IwouldnotrecommendNCStateasaplaceofemploymentnotNCasaplacetolive.Iamunwillingtolivehere.AsnearasIcantell,theplaceistryingtodestroyitself.…Iwillnotputmykidsinschoolhere.Furthermore,Icannotrecommend(K-12)teachingasaviablecareerpathinthisstate.
• No.Iwould,iftheywerewhitemale.• No.Itsaddensmebutno…unbelievablein2014.Iusetothinkitwasunconsciousbias
withthethingsIwasobserving.Notanymore…it’sblatant.SeveralofthosewhorespondedthattheywouldrecommendemploymentatNCStatedidvoicesomeconcernsaboutcollegeleadership,opportunitiesforspousesandpartners,andthelevelofresourcesforresearchandteaching.
• Yes,butonlyifthedeanofthecollegeleavesorstepsdown.• Yes,butIwouldbehonestaboutmyexperience.• Yes,aslongastheydonothaveaspouse/partner.NCSUhas,tomyknowledge,a
horriblerecordwithdualcareerhiresandspousalaccommodations.• Yes,butprospectiveemployeewouldhavetobemindfulofresourcesflowingtotheir
unit.• Yes,Iwould,however,warnthemaboutdecliningacademicandresearchsupport.I
thinkthisperceptionofdecliningsupportmaybelimitedtomycollege.Iamnotsure.• Yes.Iwouldmayberecommend.• Yes,butIwouldadvisethemtheywillnotreceiveevenremotelyclosetothesame
salaryastheywouldinprivatepractice.
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Abouthalf(13/23)whorespondedthattheywouldrecommendNCStateasaplaceofemploymentdidnotelaborate,butafewaddedverypositivecomments:
• Yes.NowtheagedistributionisgoodandI’vehadahappylifehereandfeellikeIcancontributealot.
• Yes.IdobelievethatoutofthefourlandgrantinstitutionsthatIhaveworkedat(firstasaPhDstudentandlaterasfaculty),NCSUisthemostcommittedtomeetingitsmissionofservingthepeopleofthestate.IalwaysfeltvaluedfortheworkIdidattheinstitutionlevel.IwasaparticipantintheEDGESprogram(whichwasamazingandworthinvestinginrunningeverycoupleofyears)andasaCommunityEngagedFellow.
• Yes,I’vealreadyrecommendedtoseveralcolleaguesthattheyconsiderapplyingformyoldpositionatNCSU.Itreallyisagreatplacetobe.
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Appendix: Exit Questionnaire, Letter to Separating Faculty, and Confidentiality Statement
Separatingfacultymaytaketheexitsurveyonlineatoied.ncsu.edu/faculty/faculty-exit-survey/.Thiswebsite,reproducedbelow,containsalettertotheseparatingfaculty,aconfidentialitystatement,andtheexitquestionnaire.
Faculty Exit Survey
Dear Colleague: On behalf of North Carolina State University, I want to thank you for the contributions you made
during your employment with the University. As you leave the University, we ask that you participate
in our confidential faculty exit survey. Please take the Faculty Exit Survey.
The University wants to better understand what faculty value most in their workplace and why they
leave. We would appreciate your honest responses to all of the questions on this form, but you may
choose to respond to only some if you wish. You are not required to complete this questionnaire and
it will not affect your employment record in any way.
The information you furnish is confidential and will be used in summary form as a means to identify
patterns or trends in the work environment at the University.
This survey should take no more than 10 minutes to complete. If you prefer to share this information
with someone in person, please contact Marcia Gumpertz, Assistant Vice Provost for Faculty
Diversity, at [email protected] or (919) 515-7826. Thank you for completing the survey and we
wish you every success in the future.
Joanne G. Woodard
Vice Provost for Institutional Equity & Diversity
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Please note that this form is for faculty only. Other departing EPA and SPA personnel, please see
the Exit Interview Questionnaire for SPA/EPA Professionals.
Privacy and Confidentiality Statement
We are interested in identifying opportunities to improve the work environment at NC State. Please respond to each of the following questions
with honesty and candor. Summaries of exit questionnaire responses are collated annually and submitted to the appropriate Dean's or Vice
Chancellor's office to determine factors that contribute to turnover. Your feedback is greatly appreciated and all responses will remain
anonymous. All responses, including any personal information you provide, will be kept strictly confidential. Your input will only be used in
combination with the responses of others participating in the survey. Your individual responses are not shown to anyone.
Exit Questionnaire
1. Last
Name:
(optional)
2. First
Name:
(optional)
3.
Classificati
on:
Non-Tenure Track Faculty
Tenured/Tenure-Track Faculty
4. Current
Rank/Title:
Full-time Part-time
5.
Department
:
6.
College/Di
vision:
Select one...
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Privacy and Confidentiality Statement
7. Date of
separation: (Please use MM/DD/YYYY format.)
8. NCSU
length of
service: years, months
9. Which factors attracted you to NC State? (Check all that apply.)
A. Interesting position
B. Opportunities for training, advancement, career growth
C. Benefits
D. Academic environment
E. Pay
F. Quality of life
G. Job security
H. Other (please list):
10. What did you enjoy most about your job at NC State? (Check all that apply.)
A. Pay
B. Working hours
C. Coworkers
D. Convenient location
E. Benefits
F. Challenging work
G. Quality of supervision
H. Training/educational opportunities
I. Opportunities for advancement
J. Recognition of work
K. Work environment
L. Parking
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Privacy and Confidentiality Statement
M. Employer/employee communications
N. Other (please list):
11. What did you enjoy least about your job at NC State? (Check all that apply.)
A. Pay
B. Management practices
C. Coworkers
D. Convenient location
E. Benefits
F. Lack of challenging work
G. Quality of supervision
H. Training/educational opportunities
I. Opportunities for advancement
J. Recognition of work
K. Work environment
L. Parking
M. Other (please list):
12. Primary reasons for leaving NC State: (Check all that apply.)
A. Career change
B. Personal health issues
C. Lack of recognition for work
D. Lack of advancement opportunities
E. Laid off (RIF)
F. Anticipated denial of tenure
G. Maternity leave
H. "Chilly" climate
I. Expectations were not met
J. Family or personal needs
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Privacy and Confidentiality Statement
K. Moving from area
L. To further education
M. Discontinuation of funding
N. Trailing spouse/partner
O. Retirement
P. Management practices
Q. Non-renewal of contract/position
R. Dissatisfied with local community
S. Pay dissatisfaction
T. Quality of supervision
U. Workload or work hours
V. Dissatisfaction with benefits
W. Conflict with other employees
X. Lack of teaching/research resources
Y. Red tape and bureaucracy
Z. Other (please list):
13. Which one factor noted in item 10 was most important in your decision to leave? (Please list only one.)
Comments, if any:
14. Did you receive a written performance appraisal annually during your most recent position at the University?
Yes No
Please explain:
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Privacy and Confidentiality Statement
15. Were you treated fairly and with respect during your employment at NC State?
Yes No
Please explain.
16. Do you feel that NC State welcomes people of different races, cultures, and beliefs?
Yes No
Please explain.
17. Would you recommend employment in your department or at NC State to a friend or colleague?
Yes No
Please explain.
18. What constructive suggestions do you have for improving employment at NC State?
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Privacy and Confidentiality Statement
19. Your future employer:
A. Private employment (e.g. business, industry).
Name & location:
B. Self-employment
C. Local government
D. State government
E. Federal government
F. Not-for-profit agency
G. Other university/college
Name & location:
H. Other (please list):
20. What makes your future employer/position more attractive than your current position?
21. Did you have an exit interview with the Office for Institutional Equity & Diversity?
Yes No
If yes, please enter the date of your interview with OIED (mm/dd/yyyy):
22. Have you completed the Separation Clearance Checklist and the Asset Tracking Form available on the Human Resources website?
Yes No
Comments:
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Privacy and Confidentiality Statement
23. Any further comments you would like to add:
Demographic Data
Gender: Female Male
Race:
American Indian/Alaskan Native
Asian /Pacific Islander
Black
Hispanic
White
Other
Age Group:
Under 30
30-39
40-49
50-59
60+
Submit Your Survey
Thank you for your employment at NC State University and for completing this survey.
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Privacy and Confidentiality Statement
Submit Form
Clear Form