Mason COACHE Faculty Engagement Initiative
Since 2018, Mason has been working on the COACHE Faculty Engagement Initiative to use the Faculty Satisfaction Survey to assess specific areas relevant to the work lives of instructional/research faculty. The Mason COACHE Leadership Team, comprised faculty and campus leaders, oversees the Harvard COACHE partnership and serves as liaisons to the broader campus community.
The Faculty Satisfaction Survey was administered in spring 2019 to all tenure-line and full-time term faculty. The Mason COACHE Leadership Team received the institutional summary report with aggregate findings in summer 2019. After reviewing the data and creating an Executive Summary, the leadership team actively shared results with the community and engaged faculty and academic leadership in the interpretation of the findings. Additionally, the leadership team collected data from various subgroups of faculty (e.g., pre-tenure faculty, associate professors, term faculty, faculty from underrepresented minorities, and faculty with interdisciplinary research and scholarly interests) and created Summary Reports containing trends and action plans that could be implemented across the Mason community to address areas for growth identified by our COACHE findings.
The Faculty Satisfaction Survey will be administered again in the spring of 2022 to assess the impact of the actions we have taken thus far, as well as to learn more about current and emerging issues that are being experienced by Mason full-time faculty.
Why should I Complete a COACHE Faculty Job Satisfaction Survey?
Mason needs to know what you think of your work experience - the level of support you are receiving at work, the reasonableness of your workload and performance expectations, the clarity of promotion criteria and processes, the collegiality of your department, and more. Without this information, it is difficult to identify our areas of strength as well as areas that can and should be improved.
Our strong response rate in spring 2019 (63%) not only gave us confidence in the findings, but also served as a call to action to make improvements in a number of areas. For example, senior leadership continues to prioritize salary and compensation; has created information pages for reappointment, renewal, promotion, and tenure for tenure-line and term faculty; has invested in resources that will strengthen mentoring and mentoring support; has expanded strategies for faculty recognition and appreciation; and has sought feedback from academic leadership in developing guidance for the hiring, promotion, and tenure of faculty with interdisciplinary interests.
Because this survey directly addresses issues that can impact policies and strategic planning, it is imperative that you make your views known. We have to know how faculty are experiencing their work lives here at Mason in order to facilitate their success. Moreover, we cannot meet our institutional goals and aspirations for student success without continuing to support and invest in our faculty.
The 2019 COACHE Survey has shown us that this data can be influential in shaping efforts that focus on improving our support for faculty. Mason invested in this partnership and paid to participate in the survey because we will continue to use the information to strengthen faculty well-being and success. Your answers to the questions in the survey will pinpoint areas that deserve recognition and those that need immediate attention. Because COACHE is a national survey, your answers identify areas that are particularly important to Mason in the context of nationwide results.
Participate in the 2022 Survey and make your voice heard!
Survey Administration and Data
COACHE collects data confidentially, only using identities to send reminders to non-respondents, which are not revealed to Mason. Data was analyzed by the COACHE team at Harvard, and the Mason COACHE Leadership Team received the institutional summary report with aggregate findings in summer 2019. The Office of Institutional Effectiveness and Planning (OIEP) leadership are data administrators for this project at Mason and received the data in de-identified form. These records are held in OIEP and no one in a supervisory or evaluative capacity has access to individual responses. OIEP leadership can do analysis of the individual-level data, but only aggregate results are shared with administrators and faculty, and only when there is a sufficient number (at least five) of responses to protect the anonymity of respondents. The de-identified data could be used for future research without additional consent from participants. For information on Mason IRB credentials, please reference IRBNet: 1364078-1.
COACHE Leadership Team Roster
|Kim Eby (co-chair)||Faculty Affairs and Development||keby1|
|Supriya Baily (co-chair)||College of Education and Human Development||sbaily1|
|Kate Astor||Human Resources and Payroll||kastor|
|John Dooris||Institutional Effectiveness and Planning||jdooris|
|Lila Fleming||College of Health and Human Services||lflemin1|
|Cameron Harris||School of Business||charris|
|Jaime Lester||College of Humanities and Social Sciences||jlester2|
|Alexandra Masterson||College of Science||amaster2|
|Brian Platt||College of Humanities and Social Sciences||bplatt1|
|Milagros Rivera||Faculty Affairs and Development||mriver4|
|Solon Simmons||Jimmy and Rosalynn Carter School for Peace and Conflict Resolution||ssimmon5|
|Ariela Sofer||Volgenau School of Engineering||asofer|
|Jennifer Victor||Schar School of Policy and Government||jvictor3|
|Chris diTeresi||Office of Research Integrity and Assurance||cditeres|