1. Faculty Exchange Program
Nicole Boyson
Lori Gardinier
Carolyn Lee-Parsons Carla Mattos
Jade Zee

2. What is it?
Job Swap program: A faculty member at NU swaps job with an employee at a partner institution
The motivation of the exchange program is to enable Northeastern to maintain its brand and its edge in experiential learning & practice-oriented education & use-inspired research & as leader in coop.  

3. Vision: Future Faculty of 2025
“How can we develop our faculty, both interdisciplinary and non-traditional, to reach their highest potential?”
“Future faculty must embody Northeastern’s goal of discovery and innovation freed of traditional limits.”
“…will include faculty with split appointments across academia and other sectors.”
What could the faculty of the future look like?

4. Faculty Exchange Program
Academic and industry partnership to solve society’s challenges
Redefine
Develop
Innovate research and education models

5. Who does it? Northeastern Partner institutions
Faculty at all levels and colleges
Tenured, tenure-track, full-time non-tenure
Partner institutions
Industry, non-governmental organizations, and governmental organizations
Existing co-op relationships and other established collaborators

6. Benefits to faculty and institutional partners
Expand and strengthen external relationships with institutional partners - potential for research collaborations and funding
Enhance Northeastern’s reputation as a leader in experiential, collaborative research and education
Invigorate careers with new experiences
Recruitment and retention tool for incoming faculty

7. Benefits to students
Engage directly with industry leaders in a classroom setting
NEU instruction that links research and practice
Innovative and cutting edge education that is relevant to current industry practice
Interact with prospective employers

8. How do I apply?
Joint application process detailing:
goals of the exchange, roles, tasks, and an on-ramping strategy
expected outcomes for both faculty and institutional partner
Salaries and benefits continue to be paid by own institution
Dedicated selection committee comprised of faculty, administrators, and external collaborators

9. Challenges Ensure that the exchange is considered ”scholarly enough”
Establish a mechanism to safeguard evaluations including promotion, merit, and tenure
”Cultural” differences between sectors
Decrease barriers in smaller departments and academic programs comprised of fewer core faculty members

10. Costs
Time and personnel to review applications and administer the program
Funds to maintain core course offerings vacated by faculty on the exchange
Necessity for specialized expertise regarding intellectual property

11. Conclusion
Faculty Exchange Program will allow Northeastern faculty and partner institutions to exchange roles
All faculty will be encouraged and eligible to participate
Will boost future interdisciplinary work
Will enhance Northeastern’s reputation within the Boston community and beyond

12. Questions?

14. Case study (faculty exchange)
Mike Pollastri of the Chemistry department took over the project of a GSK scientist on maternity leave
4-month project but recommends at least 6 months
Mike was immersed in the culture of GSK, including involvement in all project discussion meetings
He directly observed differences in the approach between Pfizer (his prior employer) and GSK, which he then passed along to his research group
May lead to additional research collaborations and possible PhD degree track at Northeastern with GSK employees

15. Case study (industry exchange)
Steve Lustig (new faculty member in Chemical Engineering): while at Dupont, collaborated with faculty at University of Delaware & served as adjunct faculty.
Areas that industry seeks to collaborate with universities:
- Subcontracts to access specific equipment, tools, & expertise that the company needs
Certification or training of best employees to stay ahead of the curve; preferred means for gaining new expertise than hiring new PhDs (due to the socialization period).

16. Case study (industry exchange)
Benjamin Harris works at Raytheon & is pursuing his PhD at Northeastern through a competitive PhD Fellowship.  
The fellowship pays 50% of his salary at Raytheon for 4 years while he is a full-time PhD student.  When Ben completes his PhD, he will return to Raytheon & complete 3 years of service.  
This is part of Raytheon's plan to infuse new talent in the company & to prepare a steady pipeline of engineers and scientists.

17. Existing Models of Non-tenure Track Full-time Faculty at Other Institutions:
Motivation for other models: Purpose of tenure is to attract talent because of the job security it offers. These non-tenure full time faculty models offer security without tenure.
Commonality: 1 to 3 yr contracts with longer contracts for vetted faculty
Examples
Florida Gulf Coast U (1997) Florida Polytechnic U (2012)
Opened in 2007; Private, undergraduate institution
51 full-time faculty,
200 professional faculty who work in industry & also teach