Mid-Career Planning & Post-Tenure Mentoring Patrick M. Scanlon Professor and Director School of Communication

What we’ll cover Challenges for associate professors Promotion criteria at RIT Planning for promotion (or not) ▫Matching objectives with promotion criteria ▫Selecting mentors ▫Coming up with a plan This material is based upon work supported by the National Science Foundation under Grant No Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.

Challenges for associate professors

COACHE survey of job satisfaction In 25 categories, associate professors were less satisfied, at statistically significant margins, than both assistant and full professors. Jaschik, S. (2012, June 4). Unhappy associate professors. Inside Higher Education.

Time spent on service Assistant AssociateFull Jaschik, S. (2012, June 4). Unhappy associate professors. Inside Higher Education.

Mentoring Assistant AssociateFull Jaschik, S. (2012, June 4). Unhappy associate professors. Inside Higher Education.

Women and promotion Women in the US ▫are 25% of full professors ▫are 10% less likely to be promoted ▫take on average 1 to 3 years longer Misra, J., Lundquist, J. H., Holmes, E., & Agiomavritis, S. (2011). The ivory ceiling of service work. Academe, 97(1),

Associates benefit from Reduced service Transparency and clarity of promotion criteria Career planning/mentoring Flexible paths to promotion?

Promotion Criteria at RIT

RIT Policy E6.0, “Faculty Rank and Promotion” Since receiving tenure and promotion from Assistant Professor to Associate Professor, candidates shall be judged in terms of whether they have an established record that indicates continued growth, development and accomplishment in teaching; research, scholarship or creative work; and service including leadership, as described in E4.0 Faculty Employment Policies. Candidates for promotion shall be judged in terms of whether they have a record that is deemed excellent overall.

RIT Policy E6.0, “Faculty Rank and Promotion” Since receiving tenure and promotion from Assistant Professor to Associate Professor, candidates shall be judged in terms of whether they have an established record that indicates continued growth, development and accomplishment in teaching; research, scholarship or creative work; and service including leadership, as described in E4.0 Faculty Employment Policies. Candidates for promotion shall be judged in terms of whether they have a record that is deemed excellent overall.

RIT Policy E6.0, “Faculty Rank and Promotion” Since receiving tenure and promotion from Assistant Professor to Associate Professor, candidates shall be judged in terms of whether they have an established record that indicates continued growth, development and accomplishment in teaching; research, scholarship or creative work; and service including leadership, as described in E4.0 Faculty Employment Policies. Candidates for promotion shall be judged in terms of whether they have a record that is deemed excellent overall.

Jeremy Haefner, “Thoughts on Promotion” … there may be some exceptional cases that simply do not fit these expectations yet clearly make a compelling case for promotion. As a result, we should be flexible in our interpretation of these expectations so that these exceptional cases are not casualties of strict bureaucracy. (emphasis added)

Concerning flexible criteria for promotion Reimagining Promotion to Full Professor A white paper: rit.edu/cla/posttenurementoring under “Resources”

Planning for Promotion

What do you want people to say at your retirement party?

Planning for promotion 1.Determine post-tenure career goals 2.Align goals with promotion criteria 3.Write a mid-career plan 4.Team with mentors 5.Finalize the plan 6.Implement the plan

Determine post-tenure career goals Is promotion for you? Where will you focus your energies in each of the three categories? Set time objectives: a book published by a certain year, for example.

Align goals with promotion criteria Match your goals in each of the categories to your department and college criteria. What about flexible pathways?

Write a mid-career plan

Team with mentors Look for a manageable number of mentors from within and outside your department. Perhaps have an external mentor for scholarship, and an internal mentor for service and navigating the promotion process. A teaching mentor could come from anywhere. Consider peer mentors, as well.

Finalize the plan Work with your chair Confirm objectives Establish impact measures Set milestones

Implement the plan Revise periodically