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

2. 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

3. 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

4. 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

5. 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

6. FY10 Tenure-Eligible Cohort
44 hires that year 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

7. 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%

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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