| Overall Rating | Reporter - expired |
|---|---|
| Overall Score | |
| Liaison | Jessica Bast |
| Submission Date | April 5, 2012 |
| Executive Letter | Download |
North Carolina State University
PAE-7: Measuring Campus Diversity Culture
| Status | Score | Responsible Party |
|---|---|---|
|
Reporter |
Marcia
Gumpertz Assistant Vice Provost for Faculty and Staff Diversity Diversity and Inclusion |
Has the institution assessed attitudes about diversity and equity on campus in a way that meets the criteria for this credit?:
A brief description of the assessment(s):
Students
Student Campus Climate Survey (2010): Separate questionnaires were administered to undergraduate and graduate students. They included sections on the role of diversity in higher education, the campus climate, the frequency of diversity interactions on campus, participation in diversity-related activities, the impact of campus diversity, demographic diversity at NC State, and demographics. The Student Campus Climate Survey is scheduled to be administered again in 2015.
Additionally, NC State assesses the culture of diversity in the Undergraduate Experiences, Satisfaction, and Attitudes survey (2009-10 results: http://oied.ncsu.edu/oied/diversity/fact_book_2010/experience.php)
Faculty
NC State participates in the Collaborative on Academic Careers in Higher Education (COACHE) Survey, through the Harvard Graduate School of Education. COACHE surveys pre-tenure and tenured faculty about information such as nature of the work, resources and support, interdisciplinary work, collaboration, mentoring, tenure and promotion, institutional governance and leadership, engagement, work and personal life balance, climate, culture and collegiality, appreciation and recognition, recruitment and retention, and global satisfaction. The survey gathers data to help university’s answer three sets of questions:
• How do faculty of different career stages experience academic work life at my institution? How do their experiences compare to those of faculty at peer institutions?
• Do their experiences differ by rank, gender, or race/ethnicity?
• What policies or practices are associated with high levels of faculty satisfaction and vitality?
(Information from COACHE at the Harvard Graduate School of Education, http://isites.harvard.edu/icb/icb.do?keyword=coache&pageid=icb.page307142)
The COACHE survey was last administered in 2009 and is scheduled to be administered again in 2012.
Staff
Staff Well-Being Survey (2008): The survey population included all permanent and time-limited, non-probationary,
benefits-eligible SPA and EPA professional staff (excluding instructional and upper-level administration, e.g. vice chancellors, vice provosts, deans). It included questions on overall satisfaction and engagement, work
activities, professional support, professional development, work relationships, work-life issues,
management/leadership, performance evaluation, Staff Senate and grievance procedures, pay and compensation,
vision and direction, diversity and multiculturalism, and campus infrastructure. The results were analyzed by
race/ethnicity, gender, and other characteristics. The Staff Well-Being Survey is scheduled to be administered again in 2013.
Additionally, NC State assesses the culture of diversity during exist interviews of EPA staff and separating faculty (http://oied.ncsu.edu/oied/reports.php).
Year the assessment was last administered:
A brief description of how the results of the assessment(s) are used in shaping policy, programs, and initiatives:
Students
The results of the student Campus Climate Survey are used by the Administrative Advisory Committee on University Values and Ethics in their review of the Student Code of conduct, their development of a set of university values and ethical principles, and their efforts to encourage engagement with the values among campus community members (http://www.provost.ncsu.edu/governance/admin-advisory-committees/values-ethics-council/2011-2012/).
Faculty
The COACHE survey results are reported to the Provost, Deans, and Department Heads. Results are additionally used in a workshop series for department heads about building an inclusive climate supportive for diverse faculty. Previous to using COACHE, NC State administered a Faculty Well-Being Survey. Its results were used by the Task Force on Women Faculty to prepare a National Science Foundation grant proposal that funded a Developing Diverse Departments project. The aim of this project is to increase the number of women and faculty of color in leadership roles in disciplines in which they are under-represented, and to improve the climate for women and minority faculty. The results of this survey were also instrumental in establishing the Office of Faculty Development and the university Faculty Well-Being Administrative Advisory Committee.
Staff
The results of the Staff Well-Being Survey underlie the work of the Task Force on Staff Diversity, which is in
the process of implementing recommendations to enhance the climate for staff in all job categories throughout the
university.
The website URL where information about the assessment(s) is available:
Data source(s) and notes about the submission:
Survey tools are administered on difference cycles. Below is the last time data was collected for each of the survey tools mentioned:
2010 Student Campus Climate Survey
2009 COACHE
2008 Staff Well-Being Survey
Survey tools are administered on difference cycles. Below is the last time data was collected for each of the survey tools mentioned:
2010 Student Campus Climate Survey
2009 COACHE
2008 Staff Well-Being Survey
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.