President

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Presidents ForumQuality of Life in the
WorkplaceJanuary 17, 2008

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Voice

• Periodic survey activity at Purdue has increased
  dramatically since 2001
• These systematic efforts are appreciated by the
  various populations contacted
• Voice can enhance sense of community
• Asking for voice signifies care
• Care engenders mutual respect
• Respect drives positive change initiatives

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Survey History Since 2001

• First faculty culture survey 2001
• Campus life assessment (VPHR) 2002
• Faculty development focus 2003
• Employee opinion surveys 2005
• Second faculty culture survey 2006
• Diversity assessment (VPHR) 2006
• Diversity survey (EVP Treasurer) 2006

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Survey Participation Rates

• First faculty culture survey 51
• Campus life assessment (VPHR) 25
• Faculty development focus group
• N200
• Employee opinion surveys 70
• Second faculty culture survey 40
• Diversity assessment (VPHR) 60
• Diversity survey (EVP Treasurer) 50

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Faculty and Staff Surveys Positive Trends
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Overall Satisfaction

• Purdue University staff report high overall
  satisfaction with employment 72
• Purdue University 2006 faculty reportoverall
  satisfaction 73
• By comparison, 2001 faculty survey reported
  satisfaction at 60
• So, positive shift in faculty satisfaction

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Benefits

• Staff high praise for benefits 75
• Vacation time
• Medical plans
• Tuition reimbursement
• Faculty are also positive 84
• Retirement program
• Medical

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Specific Staff Satisfactions

• Satisfaction with the work itself
• Co-worker performance/cooperation
• Physical working conditions
• Relatively high on supervisors
• Promotion of teamwork is valued
• Communication is good, but can be improved

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Specific Faculty Satisfactions

• Prestige of unit
• Access to research facilities
• Teaching/research balance
• Reputation of Purdue from state to world
• Start-up packages
• Institutional support for teaching
• Support from unit head

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What Staff Like Most

• Flexible schedules
• Flexible career paths
• Stability of the organization, job security
• Coworkers
• Opportunity to work with students
• Beautiful location
• Diverse employee and student population

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What Faculty Like Most

• Collegiality
• Campus atmosphere, academic life
• Work environment
• Reputation
• Students
• Location
• Serving on the august University Senate

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What Satisfies Most All

• Purdue pride
• Recreational facilities
• Counseling services
• Parking (even if not where they want it)
• Bus service
• Cultural activities
• That Purdue is asking their opinions

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Surveys Help Assess Change

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So What Are We Hearing?

• We are more than human resources
• We are more than human capital
• We are human beings
• With ideas, experience, and talents
• Who respond with voices framed by civility,
  thoughtfulness, and sincerity
• Even when we face challenges

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Faculty and Staff Surveys Challenges
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Now the Challenges
The Mission of the Quality of Life in the
Workplace Tiger TeamQuality of life for
faculty and staff is important for a number of
reasons, most notably for recruitment, retention
and health. An institution that properly
recognizes the importance of quality of life
during its growth and development and acts
accordingly will benefit. While there are many
benefits to living in the West Lafayette/Lafayette
area and working for Purdue University, in this
Strategic Plan we will make an organized effort
to take a panoramic view of all of the factors
that contribute to a high quality of life for
employees.
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Satisfaction with Compensation

• Staff satisfied with pay 25
• Small merit increases
• Inequity across units
• Salary compression
• Faculty satisfied with pay 58
• Comparison with peer institutions
• Salary compression

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Specific Staff Concerns

• Training/Development opportunities
• Clear pathways for advancement
• Flexible benefits
• Flexibility in working hours
• Changes in business operations
• Lack of communication
• Work area environment

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Specific Faculty Concerns

• Lack of inclusiveness in setting university goals
• Child and elder care services
• Research/teaching balance
• Upgrade of research/teaching facilities
• Diversity/cultural sensitivity training
• Dual career issues
• Distributed opportunities for exercise and
  fitness

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What Concerns Most All

• Stress
• Promotion/advancement opportunities
• Management training for faculty and staff
  supervisors
• Respect
• Open communication
• Appreciation for diversity
• High quality work environment

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Where Do We Go From Here?

• Continue gathering feedback
• Open Forum
• Feedback forms
• Blog
• Postcards
• Interviews with campus groups
• Town and gown

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QOL Areas of Investigation

• Compensation and benefits equity and
  flexibility
• Faculty and staff professional development -
  education, incentive and opportunity
• Support for employee family responsibilities
• Health and fitness
• Cultural enhancement
• Diversity and the global community
• Voice open communication and respect

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Quality of life in the Workplace Team

• Guiding principles
• To Advance Purdue to the Next Level Through
  Quality of Life Initiatives
• How do you attract good people?
• How do you nurture the people who are now on
  campus?
• How do you increase the productivity of staff and
  faculty?
• How do you retain the people who will propel us
  to excellence?
• Team Members
• Cynthia Stauffacher, Chair (Biological Sciences -
  Faculty)
• Charles Santerre, Co-Chair (Foods and Nutrition -
  Faculty)
• Klod Kokini (Engineering/Associate
  Dean/Mechanical Engineering - Faculty)
• Carolyn Johnson (Diversity Resource Office - A/P
  Staff)
• Leonard Seidel (Memorial Union APSAC member)
• Mallory Schaus (Exec. Dir. Programming/PSG
  Engineering Student)
• Danielle Sheese - (College of Pharmacy, Nursing
  and Health Sciences - CSSAC member)

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Presentation Prepared by

• Cynthia Stauffacher serves as Chair of the
  Quality of Life Working Group
• William Harper served as Chair of the University
  Senate Faculty Affairs Committee at the time
  of the Faculty Survey
• Brenda Coulson served as project manager for EVPT
  Diversity Survey (2006) and Employee Opinion
  Surveys (2005)
• Carolyn Johnson Director of the Diversity
  Resource Office and member of Quality of Life
  Working Group

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To provide additional feedback, please visit the
Comments Feedback link at http//www.purdue.ed
u/strategic_plan/2007-13/