1. 2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu>_______________________________ August 1, 2006, NSF, Arlington, VA A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu>_______________________________ August 1, 2006, NSF, Arlington, VA

2. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Content Content Recruitment processes Recruitment processes Hiring Hiring Retention processes Retention processes Measures of success Measures of success Content Content Recruitment processes Recruitment processes Hiring Hiring Retention processes Retention processes Measures of success Measures of success

3. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Recruitment processes Recruitment processes Recruitment of minority faculty is continuous:Part I Recruitment of minority faculty is continuous:Part I Identify minority potential faculty candidates as early as possible. Look broadly and frequently. Identify minority potential faculty candidates as early as possible. Look broadly and frequently. Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. Develop and nurture environment in which minorities are welcome. Develop and nurture environment in which minorities are welcome. Recruitment processes Recruitment processes Recruitment of minority faculty is continuous:Part I Recruitment of minority faculty is continuous:Part I Identify minority potential faculty candidates as early as possible. Look broadly and frequently. Identify minority potential faculty candidates as early as possible. Look broadly and frequently. Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. Develop and nurture environment in which minorities are welcome. Develop and nurture environment in which minorities are welcome.

4. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Recruitment processes Recruitment processes Recruitment of minority faculty is continuous:Part II Recruitment of minority faculty is continuous:Part II “Park Avenue” level interview “Park Avenue” level interview Institutional commitment Institutional commitment College/school commitment College/school commitment Department commitment Department commitment Shared Values Shared Values Research agenda: initial fit followed by divergence Research agenda: initial fit followed by divergence Teaching innovation Teaching innovation Leadership in professional service Leadership in professional service Candidate’s expectations v. Department’s expectations Candidate’s expectations v. Department’s expectations Recruitment processes Recruitment processes Recruitment of minority faculty is continuous:Part II Recruitment of minority faculty is continuous:Part II “Park Avenue” level interview “Park Avenue” level interview Institutional commitment Institutional commitment College/school commitment College/school commitment Department commitment Department commitment Shared Values Shared Values Research agenda: initial fit followed by divergence Research agenda: initial fit followed by divergence Teaching innovation Teaching innovation Leadership in professional service Leadership in professional service Candidate’s expectations v. Department’s expectations Candidate’s expectations v. Department’s expectations

5. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Hiring Hiring “CEO” level package “CEO” level package Research start-up resources Research start-up resources Transition into teaching Transition into teaching Full introduction to the local, national and international community Full introduction to the local, national and international community Home purchase assistance Home purchase assistance Mentoring committee Mentoring committee Review committee Review committee “The table is round.” “The table is round.” “The door is always open.” “The door is always open.” Candidate’s questions must be answered. Candidate’s questions must be answered. Hiring Hiring “CEO” level package “CEO” level package Research start-up resources Research start-up resources Transition into teaching Transition into teaching Full introduction to the local, national and international community Full introduction to the local, national and international community Home purchase assistance Home purchase assistance Mentoring committee Mentoring committee Review committee Review committee “The table is round.” “The table is round.” “The door is always open.” “The door is always open.” Candidate’s questions must be answered. Candidate’s questions must be answered.

6. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Retention processes Retention processes Mentoring -- continuous Mentoring -- continuous Reviews -- at lease two per year with Department Head and one with Dean Reviews -- at lease two per year with Department Head and one with Dean Select the best graduate students. Select the best graduate students. Enhanced visibility via critical committee assignment and performance on same. Enhanced visibility via critical committee assignment and performance on same. Firm but fair guidance. Firm but fair guidance. Allow for path corrections to advancement. Allow for path corrections to advancement. Retention processes Retention processes Mentoring -- continuous Mentoring -- continuous Reviews -- at lease two per year with Department Head and one with Dean Reviews -- at lease two per year with Department Head and one with Dean Select the best graduate students. Select the best graduate students. Enhanced visibility via critical committee assignment and performance on same. Enhanced visibility via critical committee assignment and performance on same. Firm but fair guidance. Firm but fair guidance. Allow for path corrections to advancement. Allow for path corrections to advancement.

7. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View Measures of success Measures of success Positive change within community in terms of commitment to minority faculty advancement. Positive change within community in terms of commitment to minority faculty advancement. Continuous improvement in processes and practices that support minority faculty advancement. Continuous improvement in processes and practices that support minority faculty advancement. More minority full professors More minority full professors More minority faculty leaders in research, teaching and professional service. More minority faculty leaders in research, teaching and professional service. Measures of success Measures of success Positive change within community in terms of commitment to minority faculty advancement. Positive change within community in terms of commitment to minority faculty advancement. Continuous improvement in processes and practices that support minority faculty advancement. Continuous improvement in processes and practices that support minority faculty advancement. More minority full professors More minority full professors More minority faculty leaders in research, teaching and professional service. More minority faculty leaders in research, teaching and professional service.