The purpose of this quantitative cross-sectional survey study was to examine the relationships among demographic characteristics, campus climate perceptions, and retention plans of faculty of color at selected community colleges in the North Atlantic Region of the United States. Data were collected using an online survey "Faculty Retention Questionnaire" from three community colleges. The questionnaire includes 31 items with a Likert-type scale, multiple choice, and three open-ended questions related to employment values and intent for faculty of multiple groups, particularly faculty of color, to stay in their current positions. The sample included 333 community college faculty members. The study presented an understanding of how faculty of color view their work environment and how the work environment ultimately influences faculty members' retention plans. In this study, age group, ethnicity (faculty of color or not), faculty relationships with students, and faculty personal satisfaction best predict the employment continuation plans of faculty at community colleges in the North Atlantic Region. Community college faculty identified several factors that may influence separation from their institution. These factors included salary level, job security, tenure track position, opportunities for advancement, and geographical locations. Factors such as visa or sponsorship and partner or spouse employment opportunities had very little influence on decision making. Faculty members of color were significantly different from their counterparts on campus climate and satisfaction, and role clarity; however, faculty of color were not significantly different from their counterparts on relationships with students. In terms of personal satisfaction, faculty of color on average reported scores 0.03 points lower on the Likert-type scale than their White counterparts. Tenured faculty scored higher than their counterparts on role clarity and relationships with students. However, when comparing the categories of campus climate satisfaction and personal satisfaction, tenured faculty typically scored lower than adjunct faculty. No statistically significant differences were present between the scores of tenured or tenure-track faculty and adjunct faculty on campus climate satisfaction, relationships with students, and role clarity. A significant difference was present between the scores of tenured and tenured-track faculty and their White counterparts in terms of personal satisfaction. On average, younger faculty scored higher than their older counterparts across all four categories. For example, younger faculty reported mean scores in each category (campus climate satisfaction, relationships with students, role clarity, and personal satisfaction) of at least 0.1 points higher on the Likert-type scale than faculty who are at least 50 years old. A significant difference was present between the scores of older and younger faculty in the categories of role clarity and personal satisfaction. However, older faculty scored similarly to their younger counterparts in terms of campus climate satisfaction and relationships with students. In this study, age group (younger versus older), ethnicity (faculty of color or not), faculty relationships with students, and faculty personal satisfaction best predict their employment continuation plans at community colleges in the North Atlantic Region. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]