FY16 Promotion and Tenure Debrief Jonathan Wickert, SVP and Provost Dawn Bratsch-Prince, Associate Provost May 4, 2016

Faculty Career Path Mid-career mentoring Early-career mentoring Emerging Leaders Academy Recruit Hire Third-year review Promotion and tenure review Promotion to professor review Named faculty appointment Distinguished, University, Morrill professor Administrative appointment AAU-class recognitions Post-tenure review Flexible faculty policies support Annual review Dual career support

Institutional P&T Decisions Action Yes No Promotion to Professor (Already Tenured) 31 2 Promotion to Associate Professor with Tenure 28 1 Total 59 3

Decisions by Gender and Ethnicity Reviewed Granted Ethnic Group M F White/Caucasian 25 17 24 Black/African-American 3 Asian-American 10 6 8 American Indian or Alaskan Native Latino/a-Hispanic 1 Native Hawaiian or other Pacific Total 39 23 36

General Observations Starts with high standards and due diligence at time of recruitment and hiring (e.g., postdoc experience) Preliminary review process continues to improve in rigor and quality of feedback given to candidates Appropriate use of flexible faculty policies Position responsibility statement as a guide for dossier preparation and review Greater communication at college level regarding P&T expectations

FY10 Tenure-Eligible Cohort 44 hires that year ... 14 with tenure … 30 tenure eligible Number % Tenured as of FY16 12 40% Future Review Date (Granted Extension of Probationary Period) 9 30% Contract Not Renewed 0% Left Iowa State without Tenure Negative Tenure Decision

Tracking Resignations Prior to Tenure Entry Year Entrants Left without Tenure % of total 2006 77 26 34% 2007 45 19 42% 2008 82 9 11% 2009 71 17 24% 2010 30 30%

Continuous Process Improvement Proactively address in your letters the negative votes and case weaknesses … your letters should be evaluative and not just citation of facts … comment on quality, external reputation, unique contribution to ISU Reference letters carry significant weight 6 From different institutions From peer or better universities 1 international and/or 1 from a major company or agency appropriate Bio-sketches less than one page Votes by faculty at or above proposed rank

Continuous Process Improvement Clearly articulate the timing of the case in your letter “This is an on-time mandatory case” “This case is one year early because …” “The timing of this case includes a one year extension” “This case for full professor is coming forward this year because …” Review dossiers at the department level (e.g., by faculty mentor) at the very beginning of process … be alert for and address exaggerations and other anomalies

Working with P&T Committees Deans and chairs meet with their P&T committees at beginning of process – provide charge, expectations, and timeline Discuss FH criteria for tenure and promotion Discuss department/college expectations for scholarship, teaching, extension/professional practice, service Meet with committee at conclusion of process to debrief and plan for next cycle

Helping New (and All!) Faculty Succeed New faculty orientation for TTE and NTE Equity advisers in each college SVPP office programs for early career faculty, chair development, ADVANCE, faculty awards Department climate enhancement program … 4 departments per year … culture and communication Partner accommodation … Greater Iowa Regional Higher Education Recruitment Consortium Tenure clock extension Faculty modified duties assignment Mentoring NTE advancement workshop Programming through VPR’s office and CELT

Partner Accommodation Program Improves Retention $13 million in cumulative central funding has supported 237 dual career couples since 2001 All colleges participate in the program and provide cost match Retention results: 73% of all faculty with partners supported by the program have remained at ISU

Tenure Clock Extension Policy Used for Work-Life Issues 189 faculty have used extensions since 2003 107 women (57%) … 82 men (43%) Extensions granted to faculty in all 7 colleges Top reasons for requesting an extension Arrival of a child (50%) Personal health (16%) Care of family member (13%) Other significant family life issues (3%) Of those receiving extensions 37% have been granted tenure 34% have tenure pending 24% have resigned

Supporting Associate Professors Promotion to professor not a right, rather an acknowledgement of demonstrated excellence Communicate expectations Discuss path to promotion at each annual performance evaluation meeting Typically 5-9 year time window … 7.4 years on average Encourage/provide mentoring of associate professors

SVPP Website Resources Guidelines for preliminary review, P&T, promotion to professor, post-tenure review College-specific templates Calendar of deadlines – fixed dates Model documents: Letter of offer PRS Action plans FPDA proposals, reports

Faculty Career Path Mid-career mentoring Early-career mentoring Emerging Leaders Academy Recruit Hire Third-year review Promotion and tenure review Promotion to professor review Named faculty appointment Distinguished, University, Morrill professor Administrative appointment AAU-class recognitions Post-tenure review Flexible faculty policies support Annual review Dual career support