President’s Forum

Quality of Life in the Workplace

January 17, 2008

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

Survey History Since 2001• First faculty culture survey 2001• Campus life assessment (VPHR) 2002• Faculty development focus2003• Employee opinion surveys 2005• Second faculty culture survey 2006• Diversity assessment (VPHR) 2006• Diversity survey (EVP Treasurer) 2006

Survey Participation Rates

• First faculty culture survey 51%• Campus life assessment (VPHR) 25%• Faculty development focus group

N=200• Employee opinion surveys 70%• Second faculty culture survey 40%• Diversity assessment (VPHR) 60%• Diversity survey (EVP Treasurer) 50%

Faculty and Staff Surveys Positive Trends

Overall Satisfaction• Purdue University staff report high

overall satisfaction with employment 72%• Purdue University 2006 faculty report

overall satisfaction 73%• By comparison, 2001 faculty survey

reported satisfaction at 60%• So, positive shift in faculty satisfaction

• Staff high praise for benefits 75%– Vacation time– Medical plans– Tuition reimbursement

• Faculty are also positive 84%– Retirement program– Medical

Benefits

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

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

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

What Faculty Like Most

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

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

Surveys Help Assess Change

2001 2006

Percent Difference

Teaching schedules 41% 58% 17%Course loads 19% 35% 16%Determining class size 15% 29% 14%Determining merit pay 25% 38% 13%Subjects taught 60% 73% 13%Selecting next head 50% 62% 12%Allocating resources 20% 30% 10%

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

Faculty and Staff Surveys Challenges

Now the ChallengesThe Mission of the Quality of Life in the Workplace “Tiger Team”

Quality 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.

Satisfaction with Compensation

• Staff satisfied with pay 25%– Small merit increases– Inequity across units– Salary compression

• Faculty satisfied with pay58%– Comparison with peer institutions– Salary compression

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

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

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

Where Do We Go From Here?

• Continue gathering feedback– Open Forum– Feedback forms– Blog– Postcards – Interviews with campus

groups– Town and gown

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

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)

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

To provide additional feedback, please visit the Comments & Feedback link at

http://www.purdue.edu/strategic_plan/2007-13/