Overall satisfaction with job at the University of Oregon
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Average faculty compensation should be raised to comparable universities
Faculty should receive regular cost-of-living raises
Faculty who perform should be rewarded with periodic merit increases
Merit increases for some faculty should not come at the expense of others
Raises in compensation should go to those whose salaries are compressed
Raises in compensation should go to those whose salaries are inequitable
Raises should be distributed to a vast majority of instructional faculty
Across-the-board cost-of-living raises linked to Oregon's actual increases
Merit increases, based on faculty excellence in performing their duties
Preferential increases to redress salary compression
Preferential increases to redress other inequities
Creating minimum salary floors by rank and department
Most important criteria
Second most important criteria
Third most important criteria
Year first began employment at the U of O as faculty member
School or college taught in
Tenured, tenure-track, or not in a tenure related position
Current academic rank
Holds an administrative appointment concurrent with faculty appointment
Sex of respondent
Race or ethnicity of respondent
Returned Faculty Attitudes campus mail survey
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