role of chairs and deans during the tenure-track process theme = “onboarding faculty” webster:...

Role of Chairs and DeansDuring the Tenure-Track Process

Theme = “Onboarding faculty”

Webster: “un-bearding”?“in-breeding”?

Opposite = “off-boarding ”

Collins: “induction and assimilation of new employee into company and organization”

NOT “Waterboarding”

Preparing Faculty for SuccessMentor

Listen

Guide

Feedback: formal (annual) informal (keep records if appropriate)

Laurier: 2 stage process Provisional: 2 years Candidacy: 3 years

} Collegiality

New Faculty Member:

Orientation

Available resources:- teaching support- access to Dean, Chair, peers

Make clear what are the expectations- reinforce periodically

Engage in life of department- seek their input

Evaluation:

Teaching

Scholarship

Service } Make sure written feedback is detailed and explicit

Teaching:Case Study: “Fred”

strong research profile

Fred –

committed teacher ……..but- poor scores- student comments

- developing negative reputation, confrontational

Chair, Dean, Peer mentoring (classroom) modified approach

Scholarship:

Parameters: productivity quality quantity graduate education (students)

Scholarship:Case Study: “Dianne”

strong pedigree

struggled to get funding – lost confidence

lack of peer-reviewed publications- working on “big one”

Chair: Good teacher reduced load strategy to succeed- papers/grants- picking up more teaching again

Service:Case Study: “Dave”

position co-sponsored by outside agency

difficulty in working relationship- politics

“Dave” felt squeezed- concerned about influence of third party on career development

Service:

Chair – detailed records, written

clarify/reassure – nature of relationship- input into T & P – not determinative

demonstrates Chair doing everything possible to resolve concerns

Summary:• Make expectations clear without being prescriptive

• Provide pro-active mentoring

• Engage range of university services as needed

• Document actions expected on both sides if there are issues to resolve

• Avoid being adversarial

• Provide clear, explicit feedback throughout performance evaluation and tenure processes

Summary:

Colleague who will contribute effectively for 30+ years

Things to consider:

Need to ensure tenure decision consistent with performance reviews

Annual performance review – currently Dean only

External referees for tenure - advisory not determinative