Lessons in Engaging Mid-Career Faculty
Panel discussion on mid-career faculty experiences after tenure, featuring insights from industry experts and research data. Explore challenges and rewards post-tenure and gain valuable perspectives on supporting mid-career educators.
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Presentation Transcript
WELCOME TO SUCCESS AFTER TENURE WELCOME TO SUCCESS AFTER TENURE Some logistical notes before we begin: Please activate your audio, but ensure that your line is muted Use the chat function to the righthand side of the screen to type and submit questions for the Q&A period later in this session. You may direct any questions to All Panelists This session will be recorded for future viewing
2 SUCCESS AFTER TENURE: LESSONS IN ENGAGING MID- CAREER FACULTY October 26, 2018
3 OVERVIEW OVERVIEW Introduction Vicki Baker R.I.T. Q&A COACHE data about the mid-career experience Perspectives from editing Success After Tenure Mid-career support at the Innovative Learning Institute Audience input, perspectives, additional questions
4 PANELISTS PANELISTS Vicki Baker, MBA, MS, PhD Todd Benson, PhD Anne Marie Canale, MS Cheryl Herdklotz, PhD Professor, Albion College Faculty Development Research Consultant, Rochester Institute of Technology Faculty Development Research Consultant, Rochester Institute of Technology Associate Director, Collaborative on Academic Careers in Higher Education
5 WHAT WE THINK LIFE AFTER TENURE WILL FEEL LIKE WHAT LIFE AFTER TENURE ACTUALLY FEELS LIKE
6 THE REWARDS FOR EARNING TENURE THE REWARDS FOR EARNING TENURE Teaching protections are lifted Service load increases Asked to serve as chair Mentoring disappears Grants are more competitive Family life/crisis intervenes New chair/dean moves goalposts to full Unclear path to promotion All of the above x2 for women, fac. of color All of the above x2 for women, fac. of color
7 COACHE DATA COACHE DATA Average age of faculty by rank and tenure status at 50 COACHE research universities n n 6,771 5,078 2,364 1,064 9,245 14,129 18,306 Median Median 48 44 53 60 38 48 60 Mean Mean 48.4 46.0 52.8 59.3 39.0 50.2 59.3 Non Tenure- Track Instructor/Lecturer Assistant Associate Full Assistant Associate Full Pre-tenure Tenured
8 COACHE DATA COACHE DATA The following data represent the opinions of over 5,000 Associate Professors in the rank for 6+ years 40% 45% Have No Plans Somewhat or Strongly Disagree to submit their dossier for promotion to full professor With the statement My department has a culture where associate professors are encouraged to work towards promotion to full.
Vicki Baker, MBA, MS, PhD Vicki Baker, MBA, MS, PhD -Why mid-career faculty -Motivation behind the edited volume -Organization of the edited volume -Key Trends/Takeaways
10 WHY MID WHY MID- -CAREER FACULTY CAREER FACULTY Limited research and practice devoted to mid-career faculty as compared to early career Researchers reveal that each career stage is unique; characterized by differing challenges and opportunities that require corresponding faculty development supports. Mid-career faculty today are arguably one of the first generations to directly experience dramatic shifts in faculty work rise in contingent work force, reduced resources, shifting notion of higher education as a public good (Lester and colleagues, Chapter 15)
11 MOTIVATION BEHIND THE MOTIVATION BEHIND THE EDITED VOLUME EDITED VOLUME Engaged in longitudinal faculty work in the GLCA; findings revealed a lack of resources and strategic efforts to support mid-career faculty Developed the Academic Leadership Institute (ALI) for mid-career faculty in the GLCA If we were engaged in this work, assumed others were too interested in learning what others were doing to support mid-career faculty
12 ORGANIZATION OF THE ORGANIZATION OF THE EDITED VOLUME EDITED VOLUME Engaged in thoughtful discussions with associate editors First, thought we would organize by institution type; decided against institution type as the organizational frame Opted to organize by theme: Leadership Development, Teaching and Learning, Scholarly Development, Special Topics Under each theme, a diversity of institution types, both domestic and abroad, are featured to illustrate that all institutions are in need of better support their mid-career faculties Chapters feature a diversity of institutional, disciplinary, center-based, and individual efforts to better support mid-career faculty
13 KEY TRENDS/TAKEAWAYS KEY TRENDS/TAKEAWAYS Intersection of individual and organization opportunity to be more deliberate and strategic by situating mid-career faculty development supports at this intersection National and institutional contexts matter must be accounted for when envisioning, developing, implementing and assessing the effectiveness of mid- career faculty development efforts. Earning tenure and promotion does not mean professional development opportunities are no longer needed; quite the contrary given the ways in which the professoriate evolves and expands at this career stage Collecting data, on a regular basis, and using that data to inform mid-career faculty development programming is crucial.
ANNE MARIE CANALE, MS & ANNE MARIE CANALE, MS & CHERYL HERDKLOTZ, PHD CHERYL HERDKLOTZ, PHD Lessons from the Innovative Learning Institute Faculty Development Center at the Rochester Institute of Technology
Organizational Development Functional Development Personal Development Professional & career advancement Unique programs for women, deaf and hard-of-hearing, AALANA faculty Well-being, work/life balance programs Family friendly policies such as dual career Leadership opportunities Involvement in governance Opportunities for fellowships, sabbaticals, etc. Mentoring opportunities Opportunities for technology training Teaching strategies Peer review/ assessment Curriculum design Instructional skills Interdisciplinary opportunities
16 LEADERSHIP DEVELOPMENT LEADERSHIP DEVELOPMENT ALD Resource Portal Academic Leadership Competency Model created and approved by leadership. Just-in-time training materials categorized by faculty, staff, student resources with relevant, easy access to forms Policy and governance collection 360 Leadership Inventory Assessment Partnership with State University of New York
17 LEADERSHIP DEVELOPMENT LEADERSHIP DEVELOPMENT Scholarships Cornell Faculty Leadership Development Workshop National Center for Faculty Development & Diversity (NCFDD) POD Leadership Development Institute (LDI) Grants Provost s Leadership Opportunity Grants (PLOG) Lecturers Professional Development (non-tenure track faculty
18 MENTORING MENTORING Mentoring for mid-career faculty Resources and networking opportunities as they continue building their mentoring constellation throughout their career Resources on being a mentor Panel So You Want to be a Mentor? Faculty Mentoring Mini-Grant Program Provost s Excellence in Mentoring Award
19 FUNCTIONAL DEVELOPMENT FUNCTIONAL DEVELOPMENT Teaching and Learning Services (TLS) Training on technologies Course design, classroom technology Experimentation with emerging modes and models Contributing to cutting-edge research and interdisciplinary collaboration Media production and captioning Individual consultations; web-based teaching and learning resources Classroom observations
20 PERSONAL DEVELOPMENT PERSONAL DEVELOPMENT Evolving your Career: Managing Transitions Mid-Tenure Review Panel Promotion Package Prep (P3) Promotion & Tenure Smarts CV, R sum , Portfolio Polishing Workshop
21 PERSONAL DEVELOPMENT PERSONAL DEVELOPMENT Research and Scholarship Support Pitching and Publishing Your Next (or First) Book Publish or Perish Symposium Guest authors and faculty development Faculty Writing Groups Individual writing sessions/retreats Goal setting Directed writing activities Individual consultations
22 RECOGNITION/SHOWCASE RECOGNITION/SHOWCASE Faculty Grants Showcase Opportunity to share with colleagues Orientation Presentations Senior faculty sharing experiences with new faculty Author Presentation RIT authors, special events Social, Networking Activities Coffee breaks, Power Reception
23 QUESTIONS? QUESTIONS?
24 CONNECT WITH COACHE CONNECT WITH COACHE If you would like access to additional resources, contact us: coache@gse.harvard.edu 20% OFF OF SUCCESS AFTER TENURE 617-495-5285 coache.gse.harvard.edu Code: TENURE Offer expires 12/31/19
