The report is based on responses to a questionnaire sent to all UWP faculty, academic staff, and classified staff employees during the spring of 2001. The questionnaire asked employees for indications of the level of satisfaction/dissatisfaction experienced regarding 42 specific aspects of being employed at UWP. We examined how the entire employee population evaluated the various aspects related to employment, whether women or racial/ethnic minorities evaluated any of the aspects differently than did men or white respondents, and whether people within the three broad employment categories of faculty, academic staff, and classified staff responded differently.
Employees expressed high satisfaction on 25 of the 42 items. Items receiving high satisfaction scores included those asking about diversity and toleration, local opportunities for activities, sense of support for family, security and acceptance, and relations with others at work.
Ten of the 42 items received relatively high dissatisfaction scores, including those concerning opportunities, equitable pay and fair treatment and being held to similar standards, and involvement in and openness of decision making processes. Also included were items indicating a lack of openness and ability to be involved in decision making, a lack of a supportive environment for singles in the small town setting of Platteville, and the high level of taxation in Wisconsin.
Finally, “closeness geographically to family” was on both lists for high satisfaction and for high dissatisfaction, implying that relatively few experience that issue in a neutral way.
Only 20 respondents identified themselves as belonging to a racial minority and 280 respondents indicated that they were Caucasian. Overall, the data paint a picture reflecting much similarity and little difference. Minority members indicated greater satisfaction on only one item, work load expectations. Minorities indicated dissatisfaction, while majority members indicated satisfaction on three items involving opportunities and family closeness. Both groups expressed overall satisfaction with the university’s encouragement of service to the community, but the minorities were less satisfied. Minority and majority respondents both expressed dissatisfaction regarding pay levels and high taxation, with the minorities being significantly more dissatisfied.
Women and men each made up about half of the respondents. Women expressed significantly greater satisfaction on three items involving staffing, training, and closeness to family. Women were less satisfied than men, though still overall satisfied, concerning treatment of women. Women were not satisfied, while men were close to neutral regarding the environment for singles and opportunities for promotion.
Significant differences emerged on 11 items. Overall, the most interesting items may be those on which one group was troubled and the other two were not. For academic staff, that would be stability and security of employment. For the classified, those would include lack of input through governance or other representation and local cost of living. For the faculty, those would include open acceptance of cultural diversity, experience of racial tolerance on campus, and closeness geographically to family.