Faculty Reports and Data
Year in Review 2020-2021
Our mission in Faculty Affairs is to cultivate and connect institutional structures for faculty advancement across the career lifespan in alignment with the overarching mission and role of the University of Arizona. We take an ecosystem equity approach across all system levels that considers: (1) recruitment, (2) professional advancement, (3) retention, and (4) policies. Our work is grounded in an affirming, transparent, and inclusive approach to supporting faculty. You can find more details and a full report of our team activities from fiscal year 2021 (July 1st, 2020 - June 30th, 2021) below:
Current Faculty Demographics Data
Click below to access Fall 2021 faculty census demographic data for each group:
Faculty Retention with Equity Lens: Five Year Review
This report presents a five-year summary of faculty hiring, departure, and retention data. An equity lens is used to examine data for differences by underrepresented minority (URM) groups, in order to better examine how trends may vary among faculty track, rank and by demographics. Hiring and retaining the best faculty is one of the highest priorities for the University of Arizona. Understanding faculty trends can provide important insights to help retain faculty and shed light on how the university is fulfilling its mission to educate and innovate. The goal of this report is to inform future practices and initiatives aimed to improve faculty retention.
UA Vitae Faculty Fellows
In Fall semester 2021, UA Vitae Faculty Fellows were charged with reviewing the current use and impact of UA Vitae. They engaged with key stakeholders who were identified as heavy users of UA Vitae to obtain feedback and then write reports of its usage and impact as well as make recommendations of its future implementation to the UA Vitae Faculty Affairs team.
UA Vitae is the University of Arizona’s online system for faculty annual reviews. It offers a venue for faculty to document their achievements in research, teaching, leadership, service, and outreach.
- UA Vitae Faculty Fellows Reports:
Faculty 2019-2020 Demographics and 9 Year Equity Gap Analysis Between Faculty and Students
This report describes faculty composition trends from 2019-2020 and includes a nine-year equity gap representation analysis for sex (male/female) and race/ethnicity. The purpose of this report is to understand the current demographics of faculty by identified equity features within higher education. In addition, we hope that this report will be used to inform and guide future hiring practices to increase diverse representation among faculty.
This report summarizes institutional data on full-time faculty at the University of Arizona to better understand faculty composition trends over time and in relation to student demographics. Faculty demographics are self-reported in UAccess Employee and collected during the annual fall workforce snapshot each academic year. Faculty can go into their personal information on UAccess Employee at any time to check or change their self-reported sex or race/ethnicity. Additional questions on this report can be sent to Faculty Affairs at firstname.lastname@example.org(link sends e-mail).
Faculty data come from the Faculty Affairs Dashboard in UAnalytics based on the workforce census snapshot taken in early October. Human Resources currently only includes male/female designation for sex; however, there are efforts underway to offer more inclusive categories to represent sex/gender identification. These counts may be larger than UAIR Interactive Fact Book figures which exclude continuing status faculty. Department heads are included in these counts, while faculty in primarily administrative roles are excluded.
2008-2020 Strategic Priorities Faculty Initiative (SPFI) Report
Since fiscal year 2009, the Strategic Priorities Faculty Initiative (SPFI) has provided temporary University financial support to academic departments enabling them to hire additional full-time, tenure-track faculty or continuing track academic professionals who enhance UArizona’s distinctive strengths in advancing Inclusive Excellence via equal opportunity, diversity, and inclusion as outlined in the University’s Purpose and Values. The focus of this program is to support hiring of new faculty who can help address the pressing issues in teaching, research and service that have been raised by the Black Lives Matter movement. Additionally, given the University of Arizona’s Hispanic Serving Institution designation, there is a need for more faculty whose work can increase capacity of the institution to serve Latinx students. Arizona has the highest percentage of Native Americans among all the U.S. states, students and faculty have been significantly underrepresented on campus and there is a need for greater attention to teaching, research and service that speaks to this community.
The first ever survey of active faculty hired through the SPFI program was conducted in Fall 2020. The survey was distributed to 44 active SPFI faculty. 31 faculty members completed the survey for a response rate of 70%. Faculty Affairs conducted a comprehensive analysis of the data derived from this survey and historical data from the SPFI program.
- Data demonstrates diversity in representation.
- Faculty demonstrate a clear progression in promotion and tenure.
- Faculty have received recognition and awards within the institution, nationally, and internationally.
- Faculty exceptional scholarship has been recognized through awards and funding.
Salary Equity Review for Tenure / Tenure Eligible Faculty
The University of Arizona is deeply committed to paying comparable salaries for comparable work for all of its employees, regardless of gender, race and ethnicity. Accordingly, we have recently completed a comprehensive review of base salary among tenured and tenure-eligible (T/TE) faculty. To begin, we engaged an external law firm and further retained a nationally recognized labor economist to guide a legal review of compensation of T/TE faculty, from which no findings were found of systemic issues in compensation with respect to gender or race / ethnicity. Upon conclusion of that review we reviewed base salaries at the unit-level to ascertain through near-peer comparisons if there are instances of salary disparities that could not reasonably be attributed to performance or some other legitimate, non-discriminatory, factor. The near-peer comparison process revealed instances of correctable salary disparities which have been addressed by making adjustments in 12.1% of cases, totaling $885,659, equivalent to an approximate 0.5% increase in the total salary pool for this faculty population. The notices of salary adjustments were issued to affected faculty directly during the week of 9 March 2020. We are working towards similar reviews of salary among career track and continuing status faculty in the near future.
UA Vitae Faculty Activity Report 2020
UA Vitae is the University of Arizona’s online system for faculty annual reviews. It offers a convenient, user-friendly venue for faculty to document their achievements in research, teaching, leadership, service, and outreach. The data contained in this report only reflects faculty activities that have been entered into UA Vitae fields. If faculty activities have not been recorded in UA Vitae, or are only in a document uploaded as an attachment, that data can’t be shown in reports, and was not able to be counted for these purposes.
It is important to note that this factbook is more than a compilation of activities that University of Arizona faculty have entered into UA Vitae. It’s a representation of community enrichment, the teaching of thousands of students, life changing scientific research, and published creative works that have touched the hearts and minds of the world.
Joint Faculty and Heads Task Force on Salary Equity and Annual Performance Review of Faculty
In Spring 2020, two separate tasks forces, one comprised of faculty and one of heads were convened by The Office of the Provost by Dr. Andrea Romero, Vice Provost for Faculty Affairs. They were charged with reviewing both Salary Equity Review and the Faculty Annual Performance Review Policy at the University of Arizona. Both these groups met separately several times over spring semester.
While committees still see much work ahead as the they continue to work into 2021, several early conclusions and recommendations were reached collectively by the two task forces.
- Career-Track Faculty Department Heads Task Force Report
A Career-Track Faculty Task Force was charged by Dr. Andrea Romero, Vice Provost for Faculty Affairs to develop a list of Best Practices for career-track faculty at the University of Arizona.
- Senate ad hoc Committee on Career Track Faculty Research Report
The Senate ad hoc Committee on Career Track Faculty Research Report addresses these guiding questions:
1. Where are there opportunities to regularize and clarify the data in our systems regarding Career Track Faculty, so that we can better support our business processes, institutional culture, and the University’s core values?
2. What are the crucial areas in which the University can improve our communication, both internally and externally, about the contributions and conditions of employment of Career Track Faculty, especially with regard to opportunities to support some appropriate and equitable guidelines for supporting continuity of employment (i.e. via adoption, where feasible, of multiyear contracts).
Reporting on workforce race/ethnicity and new My UAccess Details dashboard
The 2020 workforce snapshot was taken on Thursday, October 1st, and is now available in UAccess Analytics and Interactive Fact Book (Workforce Demographics, Faculty Demographics, Faculty Tenure). In light of this update, we would like to share details about a new dashboard we have developed as well as some updates to reporting on workforce race/ethnicity.
In response to an evolving national and campus conversation about race and racial inequities in higher education, University Analytics and Institutional Research has taken on the challenge of thinking more deeply about the ethical impact of our work. As a result, UAIR participated in discussions around prioritizing the ethical and transparent use of data across UArizona that took place in the “Achieving Racial Equality in Research” working group assembled by Senior Vice President Cantwell. One outcome of these discussions is My UAccess Details, a new dashboard available in UAccess Analytics that will make it easier for individual University of Arizona employees to identify what personal information about them is stored in the UAccess Employee system and how to change or update it.
UAIR have also considered reporting structures for race/ethnicity and have decided to take the same approach for workforce as they did for students during the recent fall 2020 snapshot.
Please read the UAIR Memo - Workforce Census Data 2020 - for complete detail of this update.
COVID-19 Check-In Survey Report: Faculty and Instructors Spring 2021
In response to the COVID-19 global pandemic, the University of Arizona asked faculty and instructors to move all teaching to remote learning in March 2020. From the Spring of 2020 through the Spring of 2021, faculty and instructors continued with remote instruction and took on additional unexpected tasks with remote instruction, as well as atypical contexts for their research and service. To understand the ongoing impact of the pandemic context on faculty and instructors’ activity and attitudes, a survey was distributed each semester, Spring 2020, Fall 2020 and Spring 2021, by the Office of the Provost to all faculty and Spring 2021 instructors. Qualitative and quantitative survey questions were adapted from a national survey on remote teaching, as well as including items developed specific to COVID-19 work experiences.
The Spring 2021 survey was completed by 735 faculty and instructors. Participants represented the following faculty tracks: tenure-track (33.6%), career-track (20.6%), adjunct/visiting (4.1%), continuing status (3.8%), graduate students (0.1%), and staff (0.4%). 37.4% of respondents did not indicate their employment category (see Table 1). Qualitative responses were coded for themes separately by two individuals and then examined for consistency. Quotes were chosen that represent the message of the themes and are included interspersed with quantitative findings.
COVID-19 Check-In Survey Report: Faculty and Instructors Fall 2020
In response to the COVID-19 global pandemic, the University of Arizona asked faculty and instructors to move all teaching to remote learning in March 2020. In the Fall of 2020, faculty and instructors continued with remote instruction and took on additional unexpected tasks with remote instruction, as well as atypical contexts for their research and service. In order to understand the impact of the pandemic context on faculty and instructors’ activity a survey was distributed by the Office of the Provost during the first week of November 2020 to all faculty and Fall 2020 instructors. Both qualitative and quantitative survey questions were adapted from a national survey on remote teaching, as well as including items developed specific to COVID-19 work experiences.
922 faculty and instructors participated in the survey with questions about COVID-19 teaching and their work experiences. Participants represented tenure-track (40%), career-track (22.5%), adjunct/visiting (6%), continuing status (7.4%), graduate students (0.8%), and staff (1.7%). 21.6% of respondents did not indicate their employment category.
COVID-19 Check-In Survey Report: Faculty and Instructors Spring 2020
In response to the COVID-19 global pandemic, the University of Arizona asked faculty and instructors to move all teaching to remote learning in March 2020. Faculty and instructors were given only a brief period to adapt their classes, and were asked to work from home. In order to understand the impact of the pandemic context on faculty and instructors’ activity a survey was distributed by the Office of the Provost during the last week of April 2020 to all faculty and Spring 2020 instructors. Both qualitative and quantitative survey questions were adapted from a national survey on remote teaching, as well as including items developed specific to COVID-19 work experiences.
1,885 faculty and instructors participated in the survey with questions about COVID-19 teaching and their work experiences. Participants represented tenure-track (40%), career-track (23%), adjunct/visiting (7%), continuing status (0.7%), graduate students (4%), and staff (2%). 23.3% of respondents did not indicate their employment category.
Financial Sustainability Taskforce
The University of Arizona has deployed the Financial Sustainability Taskforce in response to the evolving crisis with COVID-19, with diverse and wide-ranging input from across the UArizona campus community. The Taskforce continues to determine the effects of COVID-19 on various aspects of the university operations, and make recommendations to the UArizona president for actions that will ensure the university is able to Finance the Mission for the near and long term.
The Taskforce has gathered some resources and information that may be of assistance to our community in better understanding our position and the efforts being undertaken to support the University. In the Box folder, find data on tuition, faculty, and Athletics; the presentation materials from the Division & College Town Halls; and other information.
Access the Financial Sustainability Taskforce Box Materials. These resources require NetID login to access the Box folder.
Our Best Work Environment Strategic Plan Initiative
- Praxis Workshops Executive Summary Spring 2019
In the spring of 2019, Our Best Work Environment (OBWE) Strategic Plan Implementation Initiative 5.1A held 19 Praxis workshops with 247 faculty and staff in attendance. The process was informed by the Effective Academic Governance report derived from the Harvard COACHE survey (Wellundemo & Mathews, 2015). The objective of the Spring 2019 Praxis Workshops was to unpack the findings of the Occupational Health Index (OHI) Survey administered to faculty and staff in Fall 2018 (n =4,209, 33% response rate).
The workshops sought to build consensus around action areas to create our best work environment. Action steps were identified that could be implemented at the unit level as well as recommendations for leaders related to community involvement, communication, and ideas to break down silos and bring the university community together.
- Our Best Work Environment Speaker Series
We are honored to provide a Speaker Series on Our Best Work Environment for all faculty and staff. This website has more information and direct links to register to the series. All are welcome!