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 respective directions their departments and the University are heading.

Overall, faculty members had moderate confidence in the direction their respective departments and also the university were 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 departments were heading as compared to the other campuses. Overall, between 2006 and 2008, there does appear to be an increase in overall confidence related to the direction the University is heading and increases in overall confidence in the direction the 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 and their clarity in what is expected of them at work. About 85% of faculty members expressed some level of agreement about their awareness of how their job contributes to the mission of the University. Moreover, about 84% of faculty members convey their clarity regarding what is expected from them at work.

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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Direct Experiences of Discrimination, Harassment, and Hostility

These charts are based on responses to statements that assessed acts of discrimination, harassment, and hostility, and the source of, type of and reasons for these actions.

For many of the items, a majority of faculty (57-97% depending on item) had never experienced these behaviors during the previous year. When individuals did report these behaviors, it was likely to be experienced fairly infrequently. Saying something bad about the individual (43%) or doing something to make the individual look bad (30%) were the most common acts reported. Those who reported experiencing such incidents indicated that faculty members within their unit (34%) were the mostly likely sources of perpetrating acts of discrimination, harassment, or hostility. A sizable number (12%) also reported students to be the sources of such acts. Individuals reported that they believed that these acts were most likely to be undertaken due to their gender (11%), other (6%), or age (5%).

Over the past year during your work at the University, please indicate how often someone has directed the following behaviors toward you personally.

Behavior Never 1 or 2 times a year 3 or 4 times a year About once a month Once a week or more
Said bad things about you
56.8
27.0
8.6
5.2
2.4
Did something to make you look bad
69.2
19.6
7.5
2.8
1.1
Made sexist remarks
79.5
13.8
4.3
1.9
0.5
Sabotaged your work
81.7
11.1
4.4
1.9
.9
Lied to get you in trouble
87.0
9.1
2.2
1.1
0.7
Cursed at you
90.9
6.7
1.5
0.5
0.2
Made an obscene comment or gesture in front of you
91.6
5.2
1.6
0.8
0.7
Made an ethnic, racial, religious or offensive slur toward you
92.7
5.2
1.6
0.8
0.7
Threatened you
93.2
5.6
0.7
0.2
0.3
Gave you unwanted sexual attention             
96.7
2.5
0.7
0.1
0.1

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Who is most frequently the source of these behaviors?

Source Percentage endorsing
Faculty
34%
Unknown
14%
Other
13%
Student
12%
Admin
11%
Staff
7%
Employee other unit
7%
Someone outside the University of MN
2%

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Do you think these behaviors are ever due to any of your personal characteristics?

No (75.3%)
Yes (24.7%)

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If yes, what do you think this discrimination, harassment, or hostility was due to?

Reason Percentage
My gender
11%
Other
6%
My age
5%
My race/ ethnicity
3%
My cultural customs
2%
My religion
1.5%
My sexual orientation
1%
My disability
0.5%
My gender identity
0.3%

Note: Multiple options could be selected by each respondent.

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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 employees (91%) indicated that they had not experienced or observed any significant misconduct such as violation of law or workplace rules within their departments in the last year. Nevertheless, about 9% of employees did experience such problems.

Of those who reported experiencing workplace problems, 59% stated that they or someone else reported these problems to the University. Of the employees who reported these problems, 16% indicated that the University took appropriate corrective actions, while the majority of 59% 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 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 someone else report it to the University officials or the University's confidential reporting service?8

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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. A majority (66%) of faculty members reported that they knew where to seek help for resolving workplace problems, but 13% reported that they did not and 21% reported they were uncertain. Nineteen percent of faculty members indicated that they did not believe that they would be protected from retaliation if they reported a suspected behavior compared to 52% of employees who reported they would be protected. A majority of faculty members (59%) reported that the University leadership demonstrated integrity and ethical behavior, while 19% 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

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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 employees to respond to different characteristics of the University. This was designed to assess the perceived strengths and development areas for the University, and also to serve as an indication of the University’s culture. The results indicate that faculty members observe the University to be encouraging of operating with integrity and respect, perform high quality work and high quality service among other dimensions. However, the University is reported to be low on its ability to adapt to change, take risks and promote a sense of a common University community. This perception that a common University community is not promoted is consistent with the small number of faculty (11.3%) whose primary identification is with the University. Most faculty members report that they most identify with their department or unit (38.4%) or discipline (26.9%). The main reasons why employees work at the University are the work tasks (24.7%), living in the community (22.2%), and their coworkers (22%).

In my current work setting, I am supported in efforts to… Mean*
Operate with integrity and comply with ethical practices
4.2
Demonstrate respect toward individuals in the University community
4.1
Perform high quality work
4.0
Provide high quality service
3.9
Be results oriented
3.9
Promote efforts that work towards the good of society
3.9
Promote diversity of ideas, experiences, and people
3.8
Be innovative
3.8
Be collaborative and have a team orientation
3.7
Adapt and change
3.7
Take risks
3.3
Promote a sense of a common University community
3.2

*Items are scored on a 1 (strongly disagree) to 5 (strongly agree) scale.

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The area with which you identify the most

Area Percentage
My department or unit
38.4%
My discipline
26.9%
The University of Minnesota
11.3%
My occupation
9.1%
My college
7.3%
My campus
4.1%
Other
2.9%

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

Reason Percentage
Enjoy my work tasks
24.7%
Enjoy living in this community
22.2%
Enjoy working with my coworkers/colleagues
22%
Good benefits
18.9%
Enjoy the work environment at the U
17.1%
Believe in the University’s mission
14%
Job security
13.6%
Feel loyalty to the U
10%
Enjoy working for my responsible administrator/department chair
9.7%
Good pay
8.9%
Lack of job alternatives
5.3%
Other
3.4%

Note: Multiple reasons were selected by respondents