Exit Interviews of Separating Faculty · Of the 134 separating full-time faculty, 27 completed an exit questionnaire and seven completed an exit interview, yielding a total response

NCStateUniversity| 1

Office for Institutional Equity and Diversity

Exit Interviews of Separating Faculty October 1, 2013 – September 30, 2014


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/


Table of Contents

SUMMARYREPORT..............................................................................................................................................4

FACULTYWHOSEPARATEDFROMNCSTATEBETWEENOCTOBER1,2013ANDSEPTEMBER30,2014..........................................4REASONSFACULTYSEPARATEFROMTHEUNIVERSITY...........................................................................................................6CLIMATEANDDIVERSITY.................................................................................................................................................9FUTUREEMPLOYER:ATTRACTIONFACTORS......................................................................................................................12CONSTRUCTIVESUGGESTIONSFORIMPROVINGEMPLOYMENTATNCSTATE...........................................................................13ADDITIONALCOMMENTS..............................................................................................................................................16SUMMARY–WOULDYOURECOMMENDEMPLOYMENTATNCSTATE?.................................................................................18

APPENDIX:EXITQUESTIONNAIRE,LETTERTOSEPARATINGFACULTY,ANDCONFIDENTIALITYSTATEMENT........21


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


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).


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


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.


• 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.


• 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.


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.


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.


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.


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.


• 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


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.


• 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


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


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.


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.


Abouthalf(13/23)whorespondedthattheywouldrecommendNCStateasaplaceofemploymentdidnotelaborate,butafewaddedverypositivecomments:

• Yes.NowtheagedistributionisgoodandI’vehadahappylifehereandfeellikeIcancontributealot.

• Yes.IdobelievethatoutofthefourlandgrantinstitutionsthatIhaveworkedat(firstasaPhDstudentandlaterasfaculty),NCSUisthemostcommittedtomeetingitsmissionofservingthepeopleofthestate.IalwaysfeltvaluedfortheworkIdidattheinstitutionlevel.IwasaparticipantintheEDGESprogram(whichwasamazingandworthinvestinginrunningeverycoupleofyears)andasaCommunityEngagedFellow.

• Yes,I’vealreadyrecommendedtoseveralcolleaguesthattheyconsiderapplyingformyoldpositionatNCSU.Itreallyisagreatplacetobe.


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


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...



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



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



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:



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?



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:



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.



Submit Form

Clear Form

Documents

Exit Interviews of Separating Faculty · Of the 134 separating full-time faculty, 27 completed an exit questionnaire and seven completed an exit interview, yielding a total response