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COACHE: The Collaborative on Academic Careers in Higher Education An initiative to improve faculty recruitment, retention, and work/life quality Based.

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Presentation on theme: "COACHE: The Collaborative on Academic Careers in Higher Education An initiative to improve faculty recruitment, retention, and work/life quality Based."— Presentation transcript:

1 COACHE: The Collaborative on Academic Careers in Higher Education An initiative to improve faculty recruitment, retention, and work/life quality Based at the Harvard Graduate School of Education Tenure-Track Survey administered at Hamilton in and

2 Results N=16, response rate = 62% Peer group response rate = 83% Selected peers: Amherst, Bates, Bowdoin, Colgate, Wellesley

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5 Benchmarks with most improvement from and currently higher than peers: Tenure policies, clarity of tenure expectations. Benchmarks with lower results from and currently lower than peers: Nature of work: teaching. Items in this category include satisfaction with number, level, and content of courses; number and quality of students; and teaching support services.

6 Most frequently cited best aspects about working at your institution (Q44a) rankcategoryname Overall 1nature of the workquality of undergraduate students 2nature of the work support for research/creative work (e.g., leave) 3climate, culture and collegialitymy sense of "fit" here 4nature of the workacademic freedom Male 1nature of the workquality of undergraduate students 2nature of the work support for research/creative work (e.g., leave) 3external factorsgeographic location 3nature of the workmanageable pressure to perform Female 1nature of the workquality of undergraduate students 2climate, culture and collegialitymy sense of "fit" here 3nature of the workacademic freedom 4climate, culture and collegialityquality of colleagues

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8 Most frequently cited worst aspects about working at your institution (Q44b) rankcategoryname Overall 1policies and practices spousal/partner hiring program (or lack thereof) 2external factorsgeographic location 3climate, culture and collegialitylack of diversity 4nature of the workteaching load Male 1external factorsgeographic location 1climate, culture and collegialitylack of diversity 3nature of the workquality of graduate students 3external factorscost of living Female 1policies and practices spousal/partner hiring program (or lack thereof) 2external factorsgeographic location 3nature of the workteaching load 4climate, culture and collegialityabsence of others like me

9 Policies rated by faculty as important and effective This table shows, for each of 20 policies, 1) the number of faculty who provided a valid response for both the importance and the effectiveness questions (34a and 34b); and 2) the percent of your junior faculty who rated the policy as important or very important to their success, and effective or very effective. The policies and practices with the highest percent of faculty with this response pattern can be viewed as exemplars of successful policies at your institution. Policy/Practice Valid n Overall Paid or unpaid research leave1691% () Travel funds to present papers or conduct research1686% (1) Written summary of periodic performance reviews1581% (2) Stop-the-clock for parental or other family reasons976% (3) Modified duties for parental or other family reasons (e.g., course release)1070% (4) Periodic, formal performance reviews1465% (5*) Paid or unpaid personal leave965% (5*) Tuition waivers (e.g., for child, spouse/partner)964% (7) Informal mentoring1654% (8) An upper limit on teaching obligations1553% (9) Peer reviews of teaching or research/creative work1442% (10) An upper limit on committee assignments for tenure-track faculty1338% (11) Financial assistance with housing1136% (12) Childcare827% (13) Formal mentoring program1525% (14) Part-time tenure-track position524% (15) Professional assistance in obtaining externally funded grants923% (16) Elder care815% (17) Spousal/partner hiring program139% (18*) Professional assistance for improving teaching109% (18*)

10 Policies rated by faculty as important, but ineffective This table shows, for each of 20 policies, 1) the number of faculty who provided a valid response for both the importance and the effectiveness questions (34a and 34b); and 2) the percent of your junior faculty who rated the policy as important or very important to their success, but ineffective or very ineffective (or not offered) at your institution. The policies and practices with the highest percent of faculty with this response pattern should be targeted for improvement. Policy/Practice Valid n Overall Spousal/partner hiring program1377% () Financial assistance with housing1155% (1) Childcare841% (2) An upper limit on committee assignments for tenure-track faculty1331% (3) Professional assistance for improving teaching1027% (4) Modified duties for parental or other family reasons (e.g., course release)1022% (5) Elder care820% (6*) Paid or unpaid personal leave920% (6*) Part-time tenure-track position520% (6*) Peer reviews of teaching or research/creative work1419% (9*) Formal mentoring program1519% (9*) Professional assistance in obtaining externally funded grants918% (11) An upper limit on teaching obligations1516% (12*) Tuition waivers (e.g., for child, spouse/partner)916% (12*) Informal mentoring1612% (14) Stop-the-clock for parental or other family reasons99% (15*) Paid or unpaid research leave169% (15*) Periodic, formal performance reviews147% (17) Written summary of periodic performance reviews156% (18) Travel funds to present papers or conduct research160% (19)

11 Areas of Satisfaction Teaching: course loads, support services Committee assignments Spouse/partner hiring Work/Family: housing, child care Diversity Others? Areas of Concern Research support Tenure process Performance reviews


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