Recommendations from the 2020 survey

The actionable recommendations developed from the 2020 COACHE Faculty Satisfaction Survey are below. These recommendations were addressed at the school and university levels with action plans developed and followed by each school. Progress against these recommendations will be measured against the results of the 2023 COACHE Faculty Satisfaction Survey.

Research Development and Support

  • Account for and measure interdisciplinary work, both within schools/colleges and across schools and colleges.
  • Convene conversations to shape-specific norms.
  • Develop more resources for supporting research for graduate student.
  • Develop a creative mix of internal and external funds to support faculty research.

Research Administration (RAS)

  • Evaluate processes for pre- and post-award support in RAS.
  • Develop a pipeline to support recruitment, development, and retention of RAS staff.
  • Evaluate compensation of RAS staff.


  • Encourage teaching innovation while supporting consistency across departments.
  • Include university-wide and school-specific DEI efforts for faculty development.


  • Make faculty service contributions more visible.
  • Balance representation of women and HUGS in service assignments.
  • Empower faculty to say “no.”
  • Elevate recognition for service commitments.
  • Incentivize significant service responsibilities.

Resources and Support

  • Review faculty policies for consistency and equity across schools.
  • Identify possible revisions to the university’s faculty handbook.
  • Systematically engage faculty, especially women and HUGS faculty, in discussions about benefits that matter the most.
  • Develop related policies to support consistency for CRT faculty across schools, including “attending faculty meetings, determining departmental policies and procedures, and participating in hiring decisions.” (also Class and Labor II #42)

Salary and Compensation

  • Conduct pay-equity studies, and audit related processes to ensure they are clear and fair.
  • Mentor department chairs and deans on best practices to support faculty retention.
  • Develop additional incentives beyond salary to support faculty retention.

Tenure and Promotion

  • Charge units with clarifying tenure and promotion standards.
  • Offer more workshops preparing for tenure and promotion processes, including the university process.
  • Provide more support where needed for promotion to full professor.
  • Clarify what is “promotable” service.
  • Clarify evidence for teaching excellence.
  • Include teaching excellence as requirement for promotion to full professor.
  • Develop rubrics for valuing team science and interdisciplinary work.
  • Develop guidance for managing COI for external letters.

Clinical, Research, and Teaching (CRT) Faculty and Promotion

  • Expand CRT support through the Office of Faculty Affairs.
  • Specifically evaluate CRT faculty satisfaction with promotion processes.
  • Develop university-wide definitions and policies to standardize CRT roles, responsibilities, evaluation, and opportunities.
  • Engage CRT faculty in shared governance at all levels.
  • Ensure CRT faculty have professional development opportunities.

Mentoring and CRT Faculty

  • Implement TFE recommendations to “Ensure that CFDE has the expertise, authority, and resources to assist schools and colleges in the implementation of mentoring programs.”
  • Support schools and departments in establishing mentoring structures for CRT faculty that resemble those for tenure-track faculty.

Appreciation, Recognition, and Belonging

  • Link appreciation and recognition initiatives with university-wide and school-specific DEI efforts.
  • Support belonging in every unit of relationship at the university.