“ Faculty Promotions in the 21 - PowerPoint Presentation

Slide1

“Faculty Promotions in the 21st Century”

UW ADVANCE

Winter Quarterly

Leadership

Workshop

February 25,

2015Slide2

AGENDA

10:30 – 10:40 Introductions and Welcome

10:40

–

11:30 Panel Speaker and Q&A

11:30 – 12:30 Small Group

Activity

12:30 – 12:35 Conclusion and Evaluations

12:35

– 1:00 Networking LunchSlide3

INTRODUCTIONS & wELCOMESlide4

Speakers

David Domke

- Professor & Chair, Communication

Alain

Gowing

– Professor & Chair, ClassicsSlide5

PANEL Speaker and Q&A Slide6

David Domke

Department of Communication

University of Washington

ADVANCE Workshop

February 25, 2015

Promotion and Tenure:

Some Thoughts

D.

DomkeSlide7

1. Create a schedule

Timeline of key items

Committee selection

Personal statement creation

Materials to committee

External letter requests

Committee completion

Full faculty evaluation

Value: Transparency

Value: Keeps chair organized

Value: Institutionalizes process

D.

DomkeSlide8

2. Be ahead of the curve

Do/request things earlier than needed

Candidate materials

Committee completions

External letter solicitations and requests

Full faculty evaluations

Chair letters to Deans

Value: A rushed schedule is a disaster

Value: Helps Chair guide rather than respond

Value: Shows candidate s/he is priority

D.

DomkeSlide9

3. Draw clear boundaries

Candidates, Faculty, Chairs do distinct things

Make sure everyone knows who “owns” what

Use each to guide each

Don’t do work that isn’t yours

Value: People need to make and live with choices

Value: Chair over-functioning is exhausting

Value: Faculty code is your ally

D.

DomkeSlide10

Promotion and TenureAlain Gowing

Department

of ClassicsSlide11

The Beginning (from Hire to Year 1)

Hire with an eye toward

tenurability

:

Research potential

Teaching (new classes/innovations and current curriculum?)

Potential for service (including perhaps becoming chair?)

C

ollegiality

Meet early in AQ of Y1 with new hire to discuss entire P&T process. Be clear and realistic about expectations (new hire may not be)Slide12

The Middle (Years 2-4)

Annual mandated review of faculty member (

fm

) by senior faculty: include frank discussion/review of progress.

Face-to-face report out of review to

fm

(

not

in email!):

be supportive and up front about any potential problems.LETTER for personnel file: Provide fm with letter detailing gist of both report out and review meeting. Make sure fm has read and understood the letter.Y2: prepare reappointment materials – tenure process ‘trial run.’Spring (or earlier) of Y4: meet with fm, review tenure process, provide written timeline. Discuss potential referees.As chair: take responsibility for communicating with fm – this means being familiar with fm’s research (read what they publish!), teaching, and service.Slide13

The End (Years 5 and 6)Meet early in Y5 to review process, progress, and timeline.

Be clear about deadlines (

fm’s

and yours!

)

By end of Y5 carefully appoint faculty committee

In SQ of Y5 or over summer/Sept. of Y6: be available to review personal statement, CV, research statement, etc.

Encourage review of these items

; be ready to provide templates.Remember AQ of Y6 may be stressful time for fmSlide14

Small group activitySlide15

P&T Sounding Boards

Get into groups of 4-5

Identify timekeeper for your group

Each person gets

10 minutes

to describe their department’s P&T process or offer a P&T issue they’d like feedback on.

After putting issue on the table,

specify what type of feedback wanted

.

Peers ask clarifying questions, reflect back, and offer feedback. Timekeeper give warning when 1 minute left.Make a contract at the end of your time to take action related to P&T and include timeframe.Slide16

Conclusion and evaluationsSlide17

Networking lunch