Provost
What Did Faculty Tell Us in 2024 Were the Best and Worst Aspects of Working at UVA?
(selected by 10% or more respondents)
Highlights from COACHE 2024
Purpose
The Faculty Job Satisfaction Survey provides actionable data about the conditions–the environment, policies and practices–that support faculty doing their best work. Find out more about survey topics and format on the COACHE website.
COACHE 2024 Demographics
All full-time salaried Tenure-line and Academic General Faculty who have worked at UVA for at least one year, except for the School of Medicine as well as senior academic administrators (deans and associate deans).
- Response rate in 2024: 44% (Peers 35%)
Box Left
Best Aspects of Working at UVA
- Quality of Colleagues
- Quality of Undergraduate Students
- Geographic Location
- Quality of Graduate Students
- Academic Freedom/ Support of Colleagues (tie)
Box Middle
Worst Aspects of Working at UVA
- Too Much Service/ Too Many Assignments
- Compensation
- Lack of Support for Research/Creative Work
- Cost of Living
Perceived Strengths and Weaknesses
Box Left
Areas of Strength
- Departmental Quality
- Facilities and Work Resources
- Senior Leadership
Box Middle
Opportunities for Improvement
- Mentoring
- Nature of Work: Service
- Personal and Family Policies
- Clarity of Tenure Expectations
How Did UVA Respond to the COACHE 2020 Results?
Box Left
- Engaged in a Strategic Research Infrastructure Initiative
- Developed the Shannon Center Mid-Career Fellows program
- Enhanced the Dual Career Program
- Began the Equitable Service Workload Initiative
- Launched University-wide faculty mentoring programs
- Conducted a faculty salary study
- Established numerous endowed professorships
- Expanding childcare services (ongoing)
Current Initiatives Related to Issues Identified in 2024 Survey
Box Left
- Strategic Research Infrastructure Initiative: Ongoing investments are being made in faculty hiring, in strengthening the Office of Sponsored Programs, and in research computing and data analytics through the research cores.
- Equitable Service Workload: Continue to support Schools in implementing evidence-based best practices for equitable service loads. Develop methods of tracking and measuring improvements.
- Expanded Mentoring Programs: Hire a Director of Mentoring to lead existing mentoring programs and develop new programs, especially for mid-career faculty across the University.
- Tenure and promotion policies: Finalize the institutional promotion and tenure policy for tenure-line faculty. Guide the Schools in updating their policies. Review and improve AGF policies.
- Community building and social support for faculty: In 2024, we launched the Center for Faculty Wellbeing and Development (Center FWD) to support faculty belonging and provide resources for faculty success. Continue to develop these programs.
- Enhance appreciation and recognition: Hire a Director of Faculty Awards and Recognition to support faculty competing for prestigious awards.
How to Get Involved
- Share your ideas through this form.
- Attend a University-level brainstorming session [registration link to come]
- Ask your department chair or dean how you can help drive local change
Box Left
Narrated Results Presentation
This presentation features an explanation of the survey and key findings, narrated by Vice Provost for Faculty Affairs Maïté Brandt-Pearce. The presentation is captioned. A PDF of the slides is also available. Contact Maïté Brandt-Pearce if you need this information in an accessible format.
Box Middle
COACHE 2024 Full Report
The COACHE 2024 report will launch in another tab and you will leave the provost’s website. To access the report's data in an accessible table format see the Means and Frequencies section of the report.
Contact Maïté Brandt-Pearce if you need this information in an another accessible format.