Articulating your Scholarly Identity through a Strong Reappointment Promotion and Tenure Packet February 19 2018 The MSU Henry Center 1 Stephen Hsu Vice President for Research and Graduate Studies ID: 669277
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Thriving in the Tenure System I:Articulating your Scholarly Identity through a Strong Reappointment, Promotion and Tenure Packet
February 19, 2018The MSU Henry Center
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Stephen HsuVice President for Research and Graduate Studies
Thriving in the Tenure System I February 19, 20182Slide3
ProcessDepartment – college – university administrationMake your case: the file is "you" in the promotion process.
Make sure expectations are clear: Talk to your chair regularly!3Slide4
Promotion to tenureTeaching, research, serviceExternal funding
Co-authorship4Slide5
Promotion to full professorSustained scholarly output – no last-minute surge
Continued excellence in teaching and service5Slide6
Career strategiesBenchmarking: Have a plan!
MentoringSupport groups6Slide7
Finally: ENJOY!Don't forget what attracted you originallyto academic life – "the life of the mind" :-)
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Spartan Ideas (spartanideas.msu.edu)
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Spartan IdeasIf you wish to have the curators consider your personal blog for re-posting, please contact Steve Sowards, associate director of the Libraries
sowards@msu.eduIf you need help in starting your own independent blog, contact research@msu.edu
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We can help…The Office of the Vice President is tasked with increasing research fundingBut we also have a commitment to supporting all types of scholarship and
creative activity vprgs.msu.edu
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Thriving in the Tenure System I:
The Process and Some Key Issues
Theodore H. Curry II
Associate Provost and Associate Vice President
Academic Human Resources
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“To say that the faculty are the University may be trite, but it is nonetheless true. To me a university faculty member has always seemed to be among the most blessed of mankind. He is permitted to spend his time in the search of knowledge and in expounding the knowledge he possesses to the intellectual elite among the youth of the nation."
Walter H. Johns
The History of the University of Alberta, 1908-1969
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The MSU Philosophy
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The Annual Memorandum on “Appointment, Reappointment, Promotion and Tenure”
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Quotes (1 of 2) At MSU, faculty are expected to be both active scholars and student-focused, demonstrating substantial scholarship and ability to promote learning through our on-campus and off-campus education and research programs.
MSU must improve continuously. To do so requires that academic personnel decisions must result in a progressively stronger faculty – a faculty who meets continuously higher standards that assures enhanced quality within a national and international context … Individual personnel actions recommending tenure should result in the improvement of academic unit quality.15Slide16
Quotes (2 of 2) Assessment of faculty performance should recognize the importance of both teaching and research and their extension beyond the borders of the campus as part of the outreach dimension.
The achievement and performance level required must be competitive with faculties of leading research-intensive, land-grant universities of international scope. (comparison is important)16Slide17
Key Policy Issues (1 of 8)The norm – One 4 year and one 3 year probationary appointment for assistant professors
Associate professors may be hired with one probationary appointment, usually 2-4 years.Starting date of the “tenure clock” is August 16, regardless of when during the calendar year the appointment is effective.17Slide18
THE REVIEW PROCESS
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THE REVIEW PROCESS (Continued)
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Key Policies (2 of 8)2.“A recommendation for promotion from assistant professor to associate professor in the tenure system should be based on several years of sustained, outstanding achievements in education and scholarship across the mission, consistent with performance levels expected for promotion to associate professor at peer universities. A reasonably long period in rank before promotion is usually necessary to provide a basis in actual performance for predicting capacity to become an expert of national stature and long-term, high-quality professional achievement.”
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Key Policies (3 of 8)3. Extending the Tenure Clock
The tenure system probationary appointment for the next reappointment/promotion/tenure review is extended automatically for one year for the following reasons:Leaves of absence with or without pay that are one semester to twelve months. Changes in appointment to 50% time or less for one year. An extension recommended as an outcome of a hearing and/or appeal conducted pursuant to the Faculty Grievance Policy.
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Key Policies (4 of 8)3.Extending the Tenure Clock (cont’d)
The tenure system probationary appointment for the next reappointment/promotion/tenure review is extended automatically upon faculty request for one year for the birth or adoption of a child. Extensions for this reason are limited to two separate one-year extensions during the entire probationary period. The request for an automatic one-year extension for the birth or adoption of a child must be submitted within two years of the birth/adoption, but no later than the due date for the submission to the department/school of the dossier for the next reappointment/promotion/tenure review.
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Key Policies (5 of 8)Additional extensions of the probationary appointment may be requested from the University Committee on Faculty Tenure (UCFT) for reasons related to:
childbirth, adoption, the care of an ill and/or disabled child, spouse, or parent; personal illness; to receive prestigious awards, fellowships, and/or special assignment opportunities; orother such serious constraints.
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Key Policies (6 of 8)Note: Receipt of an automatic extension for any of the reasons above does not preclude consideration for reappointment or promotion with tenure at the normal time. However, if the extension for the first probationary appointment is waived by the faculty member, the extension does not carry over to the second probationary appointment. In addition, a faculty member is bound to the outcome of the reappointment review if unsuccessful.
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Key Policies (7 of 8)4. Criteria and procedures must be examined locally.
Get copies of standards, procedures, etc.Review college and/or unit mentoring policyJoint appointmentsReview Multiple Appointment MemorandumAnnual performance reviews
Conferring with peer advisory committee before a recommendation is forwarded
Points of Distinction provides a framework for outreach
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Key Policies (8 of 8)5. Evaluation of teaching, research/creative activities, and service
6. External letters of reference7. College-level committee8. Role of central administration9. Form D
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WorkLife@msu.edu
11. Resources/checklist – “Reappointment, Promotion and Tenure Toolkit – A Resource for Tenure System Faculty at Michigan State University”, developed with our NSF Advance Grant
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Rule #1
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University Level Peer Review Committee for Tenure
Role in the ProcessKathy Petroni
Deloitte/Michael Licata Professor of Accounting
Associate Dean for Undergraduate Programs in the Broad College of Business
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Committee Make-up12 faculty members
“all distinguished”
one from most colleges
4 Subgroups
My
group:
Members from: Business
, Social Science, Natural Science
We
reviewed: Business
, Com Arts, Education, James Madison, Law, and Social Science
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Materials Reviewed
All Material provided by the Dean to the Provost Form D (includes faculty advisory votes)
Annual Performance Reviews
External Letters and related information
Subcommittee Discussion
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Representative of SubgroupJoins the meeting with
College Dean (Associate Dean may also attend)
Associate
Provost for Academic Human Resources
Vice
President for Research and Graduate Studies
Each candidate is discussed
Subgroup’s thoughts are shared
only advisory
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Our RoleSeek to have a progressively stronger facultySeek to maintain integrity of the process
Independent Faculty Review Faculty voice outside a candidate’s community Objective
Impact
not
likely on any one candidate
over time?
Learn
what an amazing faculty we have
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“Documentation”Punya Mishra
Professor and Associate Dean of Scholarship & ResearchMary Lou Fulton Teacher’s College at
Arizona State University
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Video of Documentation by Dr. Punya Mishra
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Break 10:05 a.m. – 10:15 a.m. 35Slide36
Preparing Your Documentation: The Reflective Essay and Common Mistakes on Form DJuli Wade
Academic Advancement Network36Slide37
Major Components of Packet
Reflective EssayForm DCVPublications, Creative Works
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Reflective Essay – It Should:
Describe how you contribute to the missions of MSU and society more broadly; impact and broader context should be explained
Highlight scholarship, research, and creative activities; what you have done and where you are going
M
ake a cohesive trajectory clear
Tell a story about your vision
and
progress
toward
it
Be a polished document that includes some specific examples
Communicate at a level appropriate for knowledgeable people who are not in your discipline
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Reflective Essay – It Should Not:Simply summarize what is in CV or Form D (or be a list of what you’ve accomplished)
Use a lot of jargon39Slide40
Reflective Essay – Questions to Ask Yourself:Why
do you do what you do? And why does it matter to people other than you?What do you want to be known for, and why?
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Reflective Essays – General Advice:Get information from senior colleagues and
unit leaders about the culture in your department and college regarding style and content of the documentHighlight (and strive for) integration across
your duties; focus on
scholarship while making clear how all aspects (teaching, research, creative activities, service) impact each
other
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Form D – Basic Documentation (1 of 3)Undergraduate and Graduate Instruction
List of courses taught, including number of students in themNon-Credit InstructionAcademic Advising (UG advising by faculty only in some units)Instructional Works (publications, presentations, etc. with teaching focus)
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Form D – Basic Documentation (2 of 3)Research and Creative Activities
List of items producedQuantity of items across categoriesNumber of grants (details are listed at end of document)ServiceS
cholarly and professional organizations
University
Broader community
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Form D – Basic Documentation (3 of 3)Evidence of Other Scholarship
Impact of and attention to any work that is not specifically associated with teaching, service, research or creative activitiesIntegration across Multiple MissionsOther Awards/Evidence
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Form D – Common Mistakes to AvoidEntering the wrong duty period on page 1
Typos, sloppy languageNot answering all of the questions45Slide46
Questions
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Panel DiscussionRaymond Brock, University distinguished Professor, Physics and Astronomy; Past Member, College of Natural Science Reappointment, Promotion and Tenure Committee
Brendan Cantwell, Associate Professor, Educational Administration
Lucinda Davenport,
Chair, Journalism
LaShawn
Harris,
Associate Professor,
History
Leo Kempel
, Dean, College of Engineering
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Thank you. Please visit the resource webpage of the Academic Advancement Network website
at: http://bit.ly/ThrivingInTheTenureSystem
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