general faculty meeting robert e. palazzo acting provost april 4, 2007

General Faculty General Faculty MeetingMeeting

Robert E. Palazzo Robert E. Palazzo

Acting ProvostActing Provost

April 4, 2007April 4, 2007

April 4, 2007 General Faculty Meeting 2

Highest Priorities: Provost OfficeHighest Priorities: Provost Office

Faculty DevelopmentFaculty Development Undergraduate EducationUndergraduate Education Graduate Program DevelopmentGraduate Program Development Achieving DiversityAchieving Diversity


88,9

00

93,4

00

96,1

00

99,4

00

104,

600

106,

200

110,

800

5.10%8.10%

11.80%

17.70%

24.60%

19.50%

0

20,000

40,000

60,000

80,000

100,000

120,000

1999-2000 2000-2001 2001-2002 2002-2003 2003-2004 2004-2005 2005-2006

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Professor Cumulative Change

Source: Chronicle of Higher Education. Figures compiled by the AAUP.

1999-2000 through 2005-2006 Professor1999-2000 through 2005-2006 Professor

Rensselaer Faculty Salary TrendsRensselaer Faculty Salary Trends


61,3

00

65,7

00

67,7

00

72,4

00

76,2

00

77,8

00

82,0

00

7.20%

18.10%

24.30%

33.80%

10.40%

26.90%

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

1999-2000 2000-2001 2001-2002 2002-2003 2003-2004 2004-2005 2005-2006

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Associate Professor Cumulative Change


1999-2000 through 2005-2006 Associate Professor1999-2000 through 2005-2006 Associate Professor



55,8

00

57,9

00

62,7

00

64,5

00 69,4

00

69,0

00

71,0

00

3.80%

12.40%15.60%

24.40% 23.70%27.20%

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

1999-2000 2000-2001 2001-2002 2002-2003 2003-2004 2004-2005 2005-2006

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Assistant Professor Cumulative Change


1999-2000 through 2005-2006 Assistant Professor1999-2000 through 2005-2006 Assistant Professor



110,8

00

117,0

00

123,8

00

117,4

00

116,1

00

137,0

00

108,6

00

140,3

00

127,0

00

108,8

00

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

160,000


Compared to Selected Peer Institutions2005-2006 Professor



82,0

00

78,6

00

89,1

00

84,5

00

84,2

00

96,6

00

74,9

00

94,1

00

87,3

00

78,4

00

0

20,000

40,000

60,000

80,000

100,000

120,000


Compared to Selected Peer Institutions2005-2006 Associate Professor



71

,00

0

66

,00

0

80

,50

0

62

,70

0

76

,40

0

82

,90

0

73

,60

0

82

,70

0

76

,10

0

71

,00

0

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

80,000

90,000

Renss

elae

r

Bosto

n U

Carne

gie Mel

lon

Case

Wes

tern

Corne

ll (S

tate

)

Corne

ll (E

ndowed

)

Lehig

hM

ITRic

e

Roches

ter


Compared to Selected Peer Institutions2005-2006 Assistant Professor



110,

800

82,0

00

71,0

00

131,

292

84,4

19

71,8

77

4.3%

5.4%

2.9%

4.4%

3.5%

3.0%

0

20,000

40,000

60,000

80,000

100,000

120,000

140,000

Professor Associate Professor Assistant Professor

0.0%

1.0%

2.0%

3.0%

4.0%

5.0%

6.0%

Rensselaer Private Doctoral Institutions

RPI-1 Year Change Doctoral 1 Year Change


Compared to Private, Independent Doctoral InstitutionsCompared to Private, Independent Doctoral Institutions2005-20062005-2006



Female Faculty Salaries as a Percentage of Male Faculty SalariesRensselaer vs. Peer and Aspirant Institutions by Rank

91% 92%92%93%

88%

93%

50%

55%

60%

65%

70%

75%

80%

85%

90%

95%

100%

Professor Associate Professor Assistant Professor

Rank

Per

cent

age

Rensselaer

Peer and Aspirant Institutions

Source : Most currently compiled IPEDS Data - November 1, 2005 - Winter Collection



Rensselaer Female Faculty Salaries as a Percentage of Male Faculty Salaries by Rank

84%

94%

92%

88%

86%

92%

88%

80%

92%

89%

96%

93%93%91%91%

50%

55%

60%

65%

70%

75%

80%

85%

90%

95%

100%

02-03 03-04 04-05 05-06 06-07

Academic Year

Per

cent

age

Professor

Associate Professor

Assistant Professor



FY06 Research ExpendituresFY06 Research Expenditures

$0

$10

$20

$30

$40

$50

$60

$70

$80

FY00 FY01 FY02 FY03 FY04 FY05 FY06

Gen*NY*sis

Other

State

Corporate

Federal

Millions


FY06 Indirect Cost ReturnsFY06 Indirect Cost Returns

$0

$2

$4

$6

$8

$10

$12

$14

FY00 FY01 FY02 FY03 FY04 FY05 FY06

Other

State

Corporate

Federal

Millions


FY06 Research Expenditure DistributionFY06 Research Expenditure Distribution

298 faculty (80%) 298 faculty (80%) $15.00MM (25%)$15.00MM (25%)

74 faculty (20%)74 faculty (20%)$45.978MM (75%)$45.978MM (75%)

20% of the faculty produce 75% of research expenditures


ResearchResearchExpenditure ($K)Expenditure ($K) FY 2001FY 2001 FY 2002FY 2002 FY 2003FY 2003 FY 2004FY 2004 FY 2005FY 2005 FY 2006FY 2006

00 162162 177177 169169 163163 164164 173173

<50,000<50,000 5656 5353 6363 4646 4444 5151

50,000 - 99,99950,000 - 99,999 4949 5050 5050 4848 3636 2828

100,000 - 199,999100,000 - 199,999 5151 5353 5757 5050 5252 5656

200,000 - 499,999200,000 - 499,999 6464 4646 5252 6767 7575 5858

500,000 - 1,000,000500,000 - 1,000,000 66 1919 1616 2525 2222 2828

>1,000,000>1,000,000 55 1010 66 1717 88 55

Faculty Research Expenditure ProfileFaculty Research Expenditure Profile


Expand the Research EnterpriseExpand the Research Enterprise

GOAL: GOAL: Aggressively Recruit FacultyAggressively Recruit Faculty““To maintain stature as a world-class university, Rensselaer must fill a To maintain stature as a world-class university, Rensselaer must fill a

number of vacant leadership positions and recruit more tenured number of vacant leadership positions and recruit more tenured

and tenure-track facultyand tenure-track faculty.” .”

ActionsActions::– Develop 3 year recruitment plans for each schoolDevelop 3 year recruitment plans for each school

• PrioritiesPriorities• Constellations Constellations • Enhancement of Signature ThrustsEnhancement of Signature Thrusts• Recruitment of women and minoritiesRecruitment of women and minorities• Optimize use of endowment funds Optimize use of endowment funds • Focus on maintaining academic programs Focus on maintaining academic programs


25 23

42

20 2227

18

46

0

5

10

15

20

25

30

35

40

45

50

FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08*

T/ TT Hires

Rensselaer Tenure/Tenure Track Faculty HiresRensselaer Tenure/Tenure Track Faculty Hires

*projected


332 333 356 368 373 368 368394

1633

2729 33 37 37

2217

16 14 19 19 8

18

0

50

100

150

200

250

300

350

400

450

FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08*

Filled T/ TT Vacant T/ TT Vacant Constellations

Rensselaer Tenure/Tenure Track & Constellation FacultyRensselaer Tenure/Tenure Track & Constellation Faculty

*projected



Goal: Goal: Improve faculty developmentImprove faculty development ““Faculty mentoring plans must be developed by all schools for each Faculty mentoring plans must be developed by all schools for each

department and those involved in mentoring must be department and those involved in mentoring must be acknowledged, rewarded, and valued.”acknowledged, rewarded, and valued.”

Actions: Actions: – Deans to develop mentoring plansDeans to develop mentoring plans

• Work through departmentsWork through departments– Recognize and reward mentoring as a service Recognize and reward mentoring as a service – Encourage sabbatical leaves as part of mentoring Encourage sabbatical leaves as part of mentoring

plans for faculty developmentplans for faculty development


0

5,000,000

10,000,000

15,000,000

20,000,000

25,000,000

1 2 3 4 5 6 7

19/2000

13/2001

22/2002

13/2003

8/2004

7/2005

No. of faculty w/research, Year hired

Tota

l R

esearc

h E

xp

en

dit

ure

($K

)

2/2006

New Faculty Productivity – Total Expenditures FY2000-2006New Faculty Productivity – Total Expenditures FY2000-2006



Goal: Goal: Retaining the best facultyRetaining the best faculty“Rensselaer will be challenged to retain their best and brightest.”

Actions:Actions:– Provide the best intellectual environmentProvide the best intellectual environment– Provide the best infrastructureProvide the best infrastructure

• Consider Core infrastructure platform needsConsider Core infrastructure platform needs– Work with HR through “the employer of choice” initiatives Work with HR through “the employer of choice” initiatives

• maintain current <4% turnovermaintain current <4% turnover• monitor salaries, benefits, personal rewards annuallymonitor salaries, benefits, personal rewards annually• compare to peer and aspirant institutions compare to peer and aspirant institutions

– Educate Department Heads on strategiesEducate Department Heads on strategies• Establish protocols and response tactics Establish protocols and response tactics



Goal: Goal: Improve Faculty EvaluationImprove Faculty Evaluation

Actions:Actions:– Review performance analysis methods for each Review performance analysis methods for each

schoolschool• Assure meeting annual expectationsAssure meeting annual expectations

– Allow “formal” mechanism to shift faculty Allow “formal” mechanism to shift faculty responsibilities as a function of career change responsibilities as a function of career change

• From research to teaching expectations upon From research to teaching expectations upon loss of researchloss of research• Review loading annuallyReview loading annually

– Include evaluation of space to assure optimal useInclude evaluation of space to assure optimal use



Goal: Goal: Improve impact of sabbatical leavesImprove impact of sabbatical leaves““Appropriate use of sabbatical leave is a key component of faculty development.”Appropriate use of sabbatical leave is a key component of faculty development.”

Actions:Actions:– Review sabbatical leave policiesReview sabbatical leave policies– Strengthen expectations for sabbatical outcomesStrengthen expectations for sabbatical outcomes

• Presentation on campusPresentation on campus• Publications, new proposals, displayed worksPublications, new proposals, displayed works• Tie expectations to merit evaluationsTie expectations to merit evaluations

– Encourage sabbatical leave soon after promotionEncourage sabbatical leave soon after promotion– Include sabbatical leave as part of the mentoring Include sabbatical leave as part of the mentoring

plan for facultyplan for faculty


Undergraduate EducationUndergraduate Education

Goal: Strengthen undergraduate programsGoal: Strengthen undergraduate programs ““Recruitment of undergraduate students will require strong cooperation between Recruitment of undergraduate students will require strong cooperation between

all academic units and the VP-Enrollment.”all academic units and the VP-Enrollment.”

Actions:Actions: – Focus on Recruitment and YieldFocus on Recruitment and Yield

• Academic partnering with VP-enrollment Academic partnering with VP-enrollment • Seek to balance distribution of enrollment Seek to balance distribution of enrollment

across schools and departmentsacross schools and departments– Engage Department Heads in recruitment Engage Department Heads in recruitment

process process • Assure optimal yield of accepted students per Assure optimal yield of accepted students per

department annually department annually


Rensselaer Polytechnic Institute – Number of Freshman ApplicationsRensselaer Polytechnic Institute – Number of Freshman Applications

5,479 5,542 5,480 5,252 5,406 5,574

6,875

10,134

0

2,000

4,000

6,000

8,000

10,000

12,000

2000 2001 2002 2003 2004 2005 2006 2007

Fall 2000 through Fall 2007*


Freshman Applications for Selected Peer/Aspirant Institutions Freshman Applications for Selected Peer/Aspirant Institutions

6,875

28,098

18,864

11,37412,245

10,134

0

5,000

10,000

15,000

20,000

25,000

30,000

Rensselaer Cornell Carnegie MIT U-Rochester Rensselaer2007

Fall 2006 entering cohort (source: IPEDS)Fall 2006 entering cohort (source: IPEDS)


Enhance EducationEnhance Education

Goal: Goal: Improve student recognition in national Improve student recognition in national award competitionsaward competitions

“A hallmark of a leading university is the success of its undergraduates in leadership competitions…”

Actions:Actions:– With VP-Student Life and the VP-Enrollment determine best practicesWith VP-Student Life and the VP-Enrollment determine best practices

• recruitment, development, preparing applications, and preparation for recruitment, development, preparing applications, and preparation for final phases of competitionsfinal phases of competitions

– Design a mentoring program Design a mentoring program • Early identification of candidates in the freshman and sophomore yearEarly identification of candidates in the freshman and sophomore year• Groom through to final competitionsGroom through to final competitions

– Establish target list of competitions Establish target list of competitions • Inform students during freshman year to bring talent forwardInform students during freshman year to bring talent forward

– Organize annual workshops Organize annual workshops • Inform students of opportunitiesInform students of opportunities• Engage past award and scholarship winners Engage past award and scholarship winners

– Continue current success in Goldwater competitionsContinue current success in Goldwater competitions– Expand goals to other competitions including Rhodes, Marshal, Truman, Expand goals to other competitions including Rhodes, Marshal, Truman,

other…other…


Enhance EducationEnhance Education

Goal: Enhance the quality and number of Ph.D. graduate Goal: Enhance the quality and number of Ph.D. graduate studentsstudents

“Achievement of the goals of the Rensselaer plan will require an increase in the quality and number of graduate students.”

Graduate Students 1228 (11/06)Graduate Students 1228 (11/06) 75% Ph.D. (goal 80%)75% Ph.D. (goal 80%)

530 Institutional support530 Institutional support 381 External support381 External support

Actions:Actions:– Focus on domestic recruitmentFocus on domestic recruitment

• Identify faculty leaders Identify faculty leaders • Prepare competitive graduate training grants Prepare competitive graduate training grants • Work with VP-enrollment to improve recruitment Work with VP-enrollment to improve recruitment

processprocess• Identify funds to bring all accepted students to campus Identify funds to bring all accepted students to campus

(100K this year)(100K this year)• Engage graduate students in recruitingEngage graduate students in recruiting


Achieve DiversityAchieve Diversity

Goal: Goal: Achieve Diversity-FacultyAchieve Diversity-Faculty“Rensselaer must establish a culture that values diversity to not only reflect the

society which it serves but to also remain competitive in the future.”

Actions:Actions:– Establish Monthly Provost-Women Faculty MeetingEstablish Monthly Provost-Women Faculty Meeting

• Define issuesDefine issues– Establish Monthly Provost-Minority Faculty MeetingEstablish Monthly Provost-Minority Faculty Meeting

• Define IssuesDefine Issues– Consider a Center for Women Studies Consider a Center for Women Studies

• Assist in recruitment and career development of faculty, Assist in recruitment and career development of faculty, graduate students, and undergraduate students.graduate students, and undergraduate students.

– Hold meetings of national experts on diversity to raise awarenessHold meetings of national experts on diversity to raise awareness• RAMP-UP RAMP-UP

– Recruit women or minorities into Constellations Recruit women or minorities into Constellations – Recruit women and minorities into administrative posts Recruit women and minorities into administrative posts

• Department Heads and other Department Heads and other


Achieve DiversityAchieve Diversity

Goal: Goal: Achieve Diversity-StudentsAchieve Diversity-Students “Rensselaer must establish a culture that values diversity to not only reflect the

society which it serves but to also remain competitive in the future.”

Actions:Actions:– Continue Howard Hughes Undergraduate Minority Scholars Continue Howard Hughes Undergraduate Minority Scholars

Program Program • Develop pipelines for diverse graduate student Develop pipelines for diverse graduate student

recruitmentrecruitment• HBCUs, Puerto Rico, and other universitiesHBCUs, Puerto Rico, and other universities

• Use program template to develop other programsUse program template to develop other programs• Identify faculty leaders to develop additional programs Identify faculty leaders to develop additional programs

• submit proposals to federal agencies for sustainabilitysubmit proposals to federal agencies for sustainability


Discussion!Discussion!

general faculty meeting robert e. palazzo acting provost april 4, 2007

Documents

faculty development

general faculty meetingrobert

tenuretrack faculty

chronicle of higher

research enterprisegoal

selected peer institutions

reward mentoring

mentoring planswork