Download - CRA-W Promotion & Tenure Dilma Da Silva, Texas A&M University Kathryn S McKinley, Microsoft Research
CRA-W Promotion & Tenure
Dilma Da Silva, Texas A&M University
Kathryn S McKinley, Microsoft Research
The next hour of your life
• A bit about me• 15 minutes on tenure• A bit about Dilma• 15 minutes on promotion in research labs• 15 minutes partner exercise• 10 Q&A
Kathryn McKinleyPrincipal Researcher, Microsoft
Endowed Professor, UT AustinTenured at UMassACM Fellow, IEEE Fellow18 PhD studentsTestified to Congress
Uncertain<T> programming with estimatesImmix Garbage CollectionDaCapo BenchmarksCross system boundariesSoftware for Heterogeneous Hardware
Better systemsProgrammable, correct, fast, secure, energy efficient
Energy
+
The Academic “Ladder”
Postdoc 1-2 yearsAssistant Professor ~6 years
Associate ProfessorProfessor
Chaired Professor Department Head Associate Dean
Dean . . .
tenure
Tenure Criteria
Research
Teaching
Service
Quality and quantity is institution specific
Read tenure CV of successful faculty
Learn the influential faculty (chair, etc.)
Ask them for feedback every year
Tenure Process
Yearly department evaluationsMid-tenure review
CVResearch, teaching, & service statementsTeaching evaluations External letters
Tenure packetCVResearch, teaching, & service statementsTeaching evaluations External letters (typically 8-12)
Research
Move the needle
Work on important problem(s)
create or borrow a theme: self managing home, private web,
accurate search, energy efficiency, programmable, etc.
Enough funding & students to do it
industry funding demonstrates near term important
test out students before committing
Collaborate when the solution requires technical skills you want
write at least one paper before applying for joint funding
Publish in top venues – quality over quantity
Be “a goto person” in your theme – research leadership
publish, PCs, organize a workshop, tutorial, attend, questions, give talks
Research RelationshipsResearch is a social process
Students
build your own group culture
training great students
vs doing great work
Collaborators
multiply your research, learn new skills
Community
develop relationships and improve your community
Teaching
Teaching – hard work & rewarding Enjoy it – immediate feedbackTeaching plan – what, when, how NEGOTIATION
• Match your expertise & needs to the department’s needs
Before tenure• Limit number of different courses, so you can teach well• No one cares how many times you taught course X, just that
you did it well when you did teach it• Take available teaching release, e.g., maternity leave, new
faculty, mini-sabbatical
Teaching – hard work & rewarding Execution for good student evaluations
• Prepared for every class: topic, learn, extra, how it fits in• On time, end on time; course structure; stay on schedule• Quizzes, structuring of assignments, tests, drop deadline• Peer tutoring matching to help top & bottom of class
Teaching gives back • Technical material you want at your finger tips• Attracting, evaluating, and training graduate students• Inspire the next generation
But in R1 institutions, teaching alone wont get you tenure
Service
Service
Department & UniversityWhat matters to you, important to department, strategicBuild relationships with your colleagues, harder to fire you if they like youUnderstand department values
DisciplineBefore tenure, only do research enhancing serviceSay YES to
program committees of top venues, your area specific venue, NSF grant reviewing, research visioning activities
Say NO to treasurer, local arrangements, poster chair, etc.
Quality and reliability are more important than quantity
Dilma Da Silva, Texas A&M
Operating Systems in large scale that transparently adapt to workloadcloud computing mobile cloud computing operating systems
• Ford Motor Company Design Professor and Department Head, 8/25/14 – present• Principal Engineer & Manager, Qualcomm Research Silicon Valley 8/12 – 8/14• Research Staff Member & Manager, IBM TJ Watson Research Center, 1/07-7/12
• Also PI on Exascale Ireland Group 2/10 – 7/12• Assistant Professor, University of Sao Paulo, 07/07 – 09/00
Industry (Research) Promotions
• Usually not as defined as a tenure track promotion path; often not as stressful
• Find out from early on• What is available ? (tracks, ladders)• What do you want at this stage ? • What behavior and attitude got it around you?• Who can help? Timelines?• HR-speak of responsibilities & expectations• Impact on salary, bonuses, opportunities
Tracks:Technical, Managerial, Hybrid
• Initial steps are usually the same for all• Fundamentally involve ever-greater
scope• technically more challenging projects• requiring the cooperation of more people,
components, and organizations• of greater importance to your organization
• All require visibility, interpersonal skills, and established record of success
Key growth areasInnovation: relevance
Execution: deliver, ship, fix, solve, do!
Strategic thinking: execution will take only so far
Leadership: does not require authority
• Almost always pays off:• being the GO-TO-PERSON for something relevant
with broad appeal … better if not owned• “T” profile (breadth with demonstrated depth)• grow into the next role and then get the title
• This DOES NOT mean the title is given to you as recognition of how awesome you are, how much you work, etc
Keep in mind• “out of the box” options are possible and often attractive
• Lateral moves can be fun• Exploring other fields expands our knowledge and may create
opportunities• Promotion through new employer can work, but make sure you don’t
focus on short term gains too much
• Take charge of your career• But learn as much as possible from other people’s path• Be careful with your “brand”: too much focus on being promoted may
not help• Make sure you take promotions that you want• Manage fear. Manage competition• Excel on articulating what you do for the organization• Ask for more visibility. Ask for broader scope. Ask for more
responsibility. Ask for money. Articulate what you give.• Assess happiness.
Find a partner
What’s the weakest part of your promotion case?
What should you about it?
Partner Exercise
Questions?
Next Steps
CRA-W wants to change the face of computing
What does CRA-W do?Individual & Group Research Mentoring
Undergrads Undergraduate Research Experiences
Undergrads Distinguished lecture role models
Grad Cohort group mentoring of graduate students
Grad Students Discipline Specific Research workshops
PhD Researchers group mentoring early & mid career @ CMW, CAPP, Grace Hopper & Tapia
Graduate StudentsUndergraduates
Academic careers
Industry/government labs
600+ students & PhDs a year
25
Does it work?
Compares program participants to non-participants
✔Yes!
Private Foundation
University Departments
www.cra-w.org www.cdc.org
Thank you & thanks to our sponsors