Chattanooga, September 23, 2025
News Summary
The University of Tennessee at Chattanooga has reported a faculty and staff turnover rate of 16%, significantly exceeding the acceptable limit of 10%. Issues such as low salaries, inadequate work-life balance, and heavy workloads have been cited as contributing factors to this trend. Following discussions during the Faculty Senate meeting, it became clear that the turnover rates may affect the quality of education provided to students. As faculty seek better opportunities elsewhere, university administrators are urged to address compensation and support for staff.
Chattanooga – The University of Tennessee at Chattanooga (UTC) has reported a concerning faculty and staff turnover rate of 16% from 2018 to 2023. This information was presented by Human Resources Assistant Vice-Chancellor Laure Pou during the Faculty Senate meeting held on November 16. A turnover rate of 10% or less is generally considered acceptable for universities, indicating that UTC’s rate considerably surpasses industry standards.
Although the specific reasons for this turnover have not been clearly identified, factors may include retirements, non-renewal of contracts, and individuals seeking positions at other institutions. Faculty members have highlighted multiple contributing issues such as low salaries, inadequate work-life balance, and overwhelming work demands.
According to Donald Reising, president of the Faculty Senate and a professor at UTC, elevated turnover levels can significantly affect student education, particularly when faculty roles remain vacant. He also noted that UTC’s human resources department may lack sufficient data from exit interviews, making it challenging to understand the turnover’s driving factors.
An anonymous faculty member shared that they are working over 40 hours a week, including weekends, while juggling personal commitments. Expectations for faculty workload include teaching three classes per semester, developing a research portfolio, applying for grants, and fulfilling mandatory service hours through committee work.
Many faculty members express dissatisfaction regarding their compensation, which they believe is insufficient given the rising living costs in the area, especially concerning the median home price in Chattanooga. Provost Jerod Hale recognized that UTC’s teaching workloads align with those of other regional comprehensive universities. However, some faculty members remain unconvinced that the institution is doing enough to support its personnel.
The university noted that an influx of new faculty in 2019 was indicative of the struggles to retain staff amidst rapid growth. Additionally, Hale remarked that labor shortages in campus-affiliated businesses also play a role in the current competitive job environment, further intensifying faculty turnover.
Despite recent salary adjustments for specific staff positions, many faculty members feel these modifications do not adequately address the overarching issue of compensation. Dr. Ethan Mills, a tenured associate professor, pointed out that while faculty are expected to undertake an increasing amount of work, recent cost-of-living raises have not adequately kept pace with inflation.
At UTC, the starting salary for professors holding a PhD is reported at $80,352, significantly lower than the average of $105,104 at the University of Tennessee at Knoxville. The cost of living in Chattanooga is approximately 5% higher than the national average, which is particularly burdensome due to mounting housing expenses.
In her report, Professor Dawn Ford suggested that improving faculty communication and recognition initiatives could promote a better work-life balance and enhance overall morale among staff. While some recognition efforts have emerged, Mills noted that they often do not correspond to substantial pay increases, leaving faculty feeling underappreciated despite positive acknowledgment.
Conclusion
The rising turnover rates at UTC highlight pressing issues surrounding faculty retention, with factors such as workload, compensation, and job satisfaction being addressed by various members of the university community. As institutions strive to offer a conducive environment for both teaching and learning, the implications of faculty turnover on student education continue to be a subject of concern.
FAQs
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Key Features
| Feature | Detail |
|---|---|
| Turnover Rate | 16% from 2018 to 2023 |
| Acceptable Turnover Rate | 10% or less |
| Starting Salary for Professors with PhD | $80,352 |
| Average Salary at UT Knoxville | $105,104 |
| Cost of Living Increase in Chattanooga | 5% higher than the national average |
Deeper Dive: News & Info About This Topic
HERE Resources
Additional Resources
- UTC Echo: Faculty Turnover at UTC
- Knox News: University of Tennessee Salaries
- Nooga Today: Chattanooga’s James A. Henry Building
- Wikipedia: Faculty Turnover
- Google Search: University of Tennessee Chattanooga
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