QUESTIONNAIRE ON MINORITY FACULTY RECRUITING Instructions: 1. Please use #2 pencil only for responses on the optical-scan sheet. 2. For purposes of this Survey, the definition of minority is not to be equated with blacks only. It includes women, foreign-born, Hispanics, American Indians, and Orientals/Asians, etc. To draw your attention, the words minority and minorities are underlined throughout this questionnaire. Our control group is U.S.-born, white-male, faculty member. Please identify yourself in items 49-52 regarding sex, race, birth and status. This information will aid us in analyzing various categories. 5. We encourage you to submit specific co on minority faculty recruiting/ sheet. Your contributions can AGREE UNCERTAIN DISAGREE I was particularly attracted to ECU because of: 1. Job opening for myself and/or spouse 2. Competitive salary - History of growth at ECU . Emphasis on teaching rather than on research at ECU » Availability of Program I wanted to develop and contribute to - Seriousness of purpose expressed by members of the search committee 3 4 5 6 7 - Affordable housing 8. Geographic location of Greenville 9. Small town 10. Less crime As regards the status of Minority faculty at ECU ids 12. Ets 14. We need minority faculty at ECU as models for the students and peers for the community. We do not need minority faculty to more adequately reflect the fd demographic balance at the state and national level. We need minority faculty at ECU because we cannot afford to ignore this valuable talent in an increasingly competitive world. The present ECU office responsible for administering the equal opportunity program should be restructured and upgraded. There is subtle race/sex bias that come into play in decisions pertaining to retentions, granting tenures, raises and promotions at the: LG. 16. 17. 18. Vice Chancellor's level] Dean's level Chair's level Personnel Committee level] I would encourage friends and professional associates who are members of minority 19. 20. rae 22; eS. groups to seek positions at ECU: Because there is no institutional bias here. Because the atmosphere is tolerable. Provided departments with bias are avoided. Provided there is an understanding of research demands and salary limitations. No. I don't want my friends and colleagues to be disappointed by administrators and search committees who are not sensitive to minority hiring at present. No. Members of minority groups accepting positions at ECU would face the general negativism toward minorities in the community and the restricted social outlets. Rate the degree to which you feel accepted and respected as a member of the faculty and community by the following groups (items 25-29): TOTALLY ACCEPTED UNCERTAIN POORLY NOT ACCEPTED ACCEPTED ACCEPTED l 4 5 25. Students 26. Faculty/Staff 27. Administrators 28. University community 29. Community at large For personal contributions and self-rating, the scale is: EXCELLENT GOOD UNCERTAIN POOR VERY POOR l 2 3 = 5 30. As a member of the university community, I rate myself... 31. As a member of the community at large, I rate myself . . ECU should concentrate its efforts on some of the following suggestions. Order of my priority is: HIGHEST HIGH UNCERTAIN LOW LOWEST PRIORITY PRIORITY PRIORITY PRIORITY 1 2 4 5 32. Vigorously recruit/retain/graduate more minority students. 33. Allot new teaching slots tied to recruiting minority faculty. 34. Increase personal contacts with minorities at professional meetings and work through various regional/national networks. 35. Conduct sensitivity workshops to remove misconceptions of faculty and department heads regarding the hiring of minorities in their departments. ECU should address special concerns of minority faculty regarding housing. Administration should vigorously monitor activities relating to recruitment/retraining minority faculty at department/unit level. Scale for questions 38-45 js: STRONGLY AGREE UNCERTAIN DISAGREE STRONGLY AGREE DISAGREE 1 5 Our Chancellor should emphasize that: 38. For faculty recruitment/retaining purposes the definition of minority is not to be equated with blacks only. It should in addition include women, foreign-born, Hispanics, American Indians, and Orientals/Asians, etc. 39. Unit heads are expected to increase minority faculty percentage, in their units. 40. Special effort be made by units to encourage qualified minority faculty to come to ECU. 41. Special efforts be made to fill administrative positions/appointments in various units and faculty senate, by minority faculty. 42. The selection committee at the unit level should always include women/black/foreign born/other minority groups from inside or outside the department. ECU should have written policies at the department/unit level to: 43. Vigorously recruit/retain minority faculty and monitor all such ® activities. 44. Deal with any acts of discrimination in recruitment, retention and advancement in salary/rank etc. 45. Encourage and institute mentorship programs for minority faculty. 46. Administrative structure: Choose only one of the following five statements: 1. There should be a new university-wide Faculty Senate Committee to help different department/units recruit minority faculty. There should be a new university-wide administrative committee appointed by the Chancellor to help different departments/units recruit minority faculty. There should be a new administrator with separate budget for solely helping and coordinating different departments/units recruit minority faculty. I do not agree with any of above three statements. I am in favor of retaining the status quo. 47, Personne] committee activities regarding position vacancie presently include communicating th Ss in my unit networks. rough formal/informa] minority Uncertain Identification: 49. Sex: Female 50. Place of Birth: BA | Outside U. S, 51. Race: 1. White 92. Primary Status: 1. Faculty Chairperson/Head of Unit Others a ay 2. Black 3. Others a 4, 3. Administrator Please send the answer Sheet and your comments by october 8 to: Faculty Senate Office 142 Raw] Annex