| Table | Table Title |
| Table 1 | Overall satisfaction with job at UO |
| Table 2 | Heard about the White Paper |
| Table 3 | Read the White Paper |
| Table 4 | Compensation should be raised to comparable universities |
| Table 5 | Faculty should receive regular cost-of-living raises |
| Table 6 | Faculty should be rewarded with merit increases |
| Table 7 | Merit increases should not come at the expense of others |
| Table 8 | Raises should go to those whose salaries are compressed |
| Table 9 | Raises should go to those whose salaries are inequitable |
| Table 10 | Raises should go to a majority of instructional faculty |
| Table 11 | Across-the-board cost-of-living raises |
| Table 12 | Merit increases based on faculty excellence |
| Table 13 | Preferential increases to redress salary compression |
| Table 14 | Preferential increases to redress other inequities |
| Table 15 | Creating minimum salary floors by rank and department |
| Table 16 | Most important criteria |
| Table 17 | Second most important criteria |
| Table 18 | Third most important criteria |
| Table 19 | Year first began employment at UO |
| Table 20 | School or college taught in |
| Table 21 | Tenured tenure-track or not in a tenure related position |
| Table 22 | Current academic rank |
| Table 23 | Holds a concurrant administrative appointment |
| Table 24 | Sex of respondent |
| Table 25 | Race or ethnicity of respondent |
| Table 26 | Returned Faculty Attitudes campus mail survey |