University of Minnesota
Office of Human Resources
http://www.umn.edu/ohr
612-625-2016

University Climate

Overall Confidence

These graphs are based on responses to statements that assessed faculty's confidence in the directions their respective departments and the University are heading.

Overall, faculty members had moderate confidence in the direction their departments and the university are heading. Faculty at the Crookston campus had slightly lower confidence in the direction the university was heading and also had slightly lower confidence in the direction their department was heading as compared to the other campuses. Overall, between 2004 and 2006, there does appear to be slight increases in overall confidence related to the direction the University is heading, but slightly lower confidence in the direction one's department/unit is heading.

I have confidence in the direction the University is heading

I have confidence in the direction the University is heading.

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I have confidence in the direction the University is heading by Campus

I have confidence in the direction the University is heading by campus.

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I have confidence in the direction my department is heading

I have confidence in the direction my department is heading.

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I have confidence in the direction my department is heading by Campus

I have confidence in the direction my department is heading by campus.

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These graphs are based on responses to statements that assessed faculty awareness of their role in the University's mission, their clarity in what is expected of them at work, and their level of knowledge regarding the Strategic Positioning Process. About 77% of faculty members express some level of awareness of how their job contributes to the mission of the University. Moreover, about 79% of faculty members report clarity regarding what is expected from them at work. About 88% of faculty have some information regarding the Strategic Positioning Process.

I know how my job contributes to the mission of the University

I know how my job contributes to the mission of the University.

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I know what is expected of me at work

I know what is expected of me at work.

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How would you rate your level of knowledge about the Strategic Positioning Process and its ongoing work?

How would you rate your level of knowledge about the Strategic Positioning Process and its ongoing work?

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University Climate for Groups

Faculty responded to a set of questions that examined the climate for specific groups of employees at the university. Faculty perceived the university climate to be largely favorable for different employee groups. The university was considered to have a favorable or very favorable climate for people of color (38%), people from different cultural customs (44%), people with different religious beliefs (42%), people with disabilities (48%), GLBT employees (52%), older employees (41%), women (56%) and men (64%). These percentages are fairly similar across both the survey periods of 2004 and 2006. For each category, a portion of respondents reported that they had no response or a neutral opinion.

Despite these general positive or neutral perceptions, within each category some percentage of employees did report that the climate was unfavorable or very unfavorable for specific employee groups. These percentages for specific groups are indicated in parenthesis for: people of color (22%), people from different cultural customs (16%), people with different religious beliefs (13%), people with disabilities (13%), GLBT employees (7%), older employees (13%), women (15%) and men (4%).

University Climate for Groups

In addition to the overall ratings shown above, the pattern of results indicated that members of each group reported lower favorability for that group than non-group members. For example, women reported that the University climate for women was less favorable than men reported the University climate for women. Between the years 2004 and 2006, the university climate has remained fairly stable for each employee group.

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Direct Experiences of Discrimination, Harassment, and Hostility

In the past 6 months, have you been a target of discrimination, harassment or hostility on campus?

In the past 6 months, have you been a target of discrimination, harassment or hostility on campus?

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Who was the source of this discrimination, harassment or hostility?

Source Percentage
Faculty member in unit 5.6
Student 4.8
Supervisor in my unit 4.8
Other 2.1
Staff member in unit 1.0
Someone outside UMN 0.8
Employee not in unit 0.7
Unknown 0.7

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What did they do?

What did they do? Percentage
Said bad things about you 9.2
Did something to make you look bad 8.7
Other 6.1
Sabotaged your work 5.4
Lied to get you in trouble 2.8
Made an ethnic slur toward you 2.5
Threatened you 2.5
Made an obscene comment or gesture 2.1
Cursed at you 1.5

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What do you think this discrimination, harassment, or hostility was due to?

Reason Percentage
Other 8.1
My gender 6.9
My race/ ethnicity 3.5
My age 3.1
My sexual orientation 1.3
My cultural customs 1.3
My religion 1.2
My disability 0.3
My gender identity 0.2

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Workplace Misconduct

These charts are based on responses to statements that assessed workplace misconduct such as violation of law, workplace rules, or significant University policy.

A majority of faculty (85%) indicated that they had not experienced any significant misconduct within their departments in the last year. Nevertheless, about 15% of faculty did experience such problems.

Of those who reported experiencing workplace problems, 60% stated that they or someone else reported these problems to the University. About 32% of the problems were not reported. Of the faculty who reported these problems, 22% indicated that the University took appropriate corrective actions, and a majority of 63% stated otherwise.

I have experienced or observed a significant misconduct (e.g., violation of law, workplace rules, or significant University policy) in my unit/department within the last twelve months

I have experienced or observed a significant misconduct (e.g., violation of law, workplace rules, or significant University policy) in my unit/department within the last twelve months

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If Yes, if the misconduct was not known by responsible University officials, did you or someone else report it to the University officials or the University's confidential reporting service?

If Yes, if the misconduct was not known by responsible University officials, did you or some lese report it to the University officials or the University's confidential reporting service?

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If Yes, do you believe responsible University officials took appropriate corrective action?

If Yes, do you believe responsible University officials took appropriate corrective action?

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Resolution of Workplace Problems

In addition to questions about specific workplace events, faculty were asked about their perceptions of the University's mechanisms for dealing with workplace problems, such as the University's confidential reporting line for dealing with workplace problems. 59% of faculty members reported that they knew where to seek help for resolving workplace problems, but 20% reported that they did not. 24% of faculty members indicated that they did not believe that they would be protected from retaliation if they reported a suspected behavior compared to 50% of faculty who did not express such beliefs. A majority of faculty members (57%) reported that the University leadership demonstrated integrity and ethical behavior, while 24% indicated otherwise.

I know where to report violations of policy (such as the University's confidential reporting line)

I know where to report violations of policy (such as the University's confidential reporting line)

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I believe I would be protected from retaliation if I report a suspected violation

I believe I would be protected from retaliation if I report a suspected violation

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University leadership demonstrates integrity and ethical behavior

University leadership demonstrates integrity and ethical behavior

University Of Minnesota Characteristics

A set of questions asked faculty to respond to different characteristics of the University. This was designed to assess the perceived strengths and development areas for the University, and also serve as an indication of the University's culture. The results indicate that faculty members observe the University to be encouraging of research, high quality work, and teaching, among other dimensions. However, the University is reported to be low on its ability to encourage risk taking among employees, providing rewards and recognition for achievement, and in promoting a sense of a common University community. This is consistent with 36% of faculty members reporting that they most identify with their department or unit compared to 9% who identified with the University. The main reasons why faculty work at the University are the work tasks (66%), living in the community (57%), and their coworkers (54%).

University of Minnesota Characteristics Mean
Encourages excellence in research 4.1
Encourages high quality work 3.7
Operates with integrity and complies with ethical practices 3.6
Encourages excellence in teaching 3.6
Encourages mutual respect among all in the University community 3.5
Encourages innovation 3.5
Encourages continuous improvement 3.5
Encourages excellence in public outreach 3.4
Encourages individuals to be results oriented 3.4
Encourages high quality service 3.3
Promotes diversity of ideas, experiences, and people 3.3
Encourages collaboration and a team orientation 3.2
Shows a willingness to adapt and change 3.2
Provides rewards and recognition for achievement 3.1
Promotes a sense of a common University community 2.8
Encourages risk taking among employees 2.5

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The area with which you identify the most

Area Percentage
My department or unit 36.1
My discipline 24.7
My college 9.9
My occupation 9.8
University of Minnesota 9.1
My campus 7.8
Other 2.7

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What is (are) the reason(s) you work at the University of Minnesota?

Reason Percentage
Enjoy my work tasks 66.3
Enjoy living in this community 57.4
Enjoy working with my coworkers 54.1
Good benefits 48.5
Job security 43.9
Enjoy the work environment 39.1
Believe in the U's mission 38.8
Feel loyalty to the U 24.7
Good pay 24.0
Enjoy working for my supervisor 21.9
Lack of job alternatives 16.1
Other 10.9