1. Managing Promotion Timelines Anita L. Allen, JD, PhD Vice Provost for Faculty Henry R. Silverman Professor of Law and Philosophy

2. Goals Describe tenure and promotion timelines Provide background on characteristics of Penn faculty Provide retention through promotion data Offer advice on how to approach tenure and promotion process Faculty Affairs2

3. Introduction to Portfolio of VP Faculty Introduction to Portfolio of VP Faculty 1.Faculty Actions: Appointments, Promotion and Tenure 2.Faculty Retention and Satisfaction 3.Salary Equity 4. Faculty Diversity and Leadership Development 5.Work-life, Benefits and Salaries, Faculty Retirement 6.Faculty Governance and Senate 7.Resolving Faculty Issues, Grievances, Misconduct Faculty Affairs3

4. 4 Composition of Penn’s Faculty

5. Composition of Academic Staff (2014) Faculty Affairs5

6. Gender Diversity of Standing Faculty Faculty Affairs 6

7. 7 Race/Ethnicity Diversity of Penn’s Standing Faculty

8. Timeline for 7-Year Tenure Track Faculty Affairs8 Year 7 Terminal Year or Promotion Mandatory Review Year 6 Administrative Preparation for Mandatory Review Reappointment Year 3 or 4 Appointment Starts Year 5 Year 1

9. Timeline for 10-Year C-E or Tenure Track Faculty Affairs9 Year 10 Terminal Year or Promotion Administrative Preparation for Mandatory Review Year 8 Mandatory Review Year 9 1 st Reappointment Review Year 3 or 4 Appointment Starts Year 1 2 nd Reappointment Review Year 6 or 7 Effective Year 4 or 5 Effective Year 7 or 8 2015-16 2016-172017-18 2018-192019-20 2020-21 2021-22 2022-23 2023-24 2024-25

10. Faculty Affairs10 Standing Faculty Retention through Promotion Rates, 1998-2005 Cohort

11. Faculty Affairs11 CE Faculty Retention Through Promotion Rates, 1998-2005 Cohort

12. Retention Through Promotion: Gender Differences University: Women 44.1%, Men 46.5% CE: Women 34.8%, Men 34.6% Men over Women in PSOM, Wharton Women over Men in SAS and SEAS Faculty Affairs 12

13. Women Retained Through Promotion Less Often than Men After four years, 20% of standing faculty cohort have left their positions, ~5% more women than men After 7 years, 40% of cohort have left, 1% more women than men After 10 years, 55% have left, ~2% more women than men Faculty Affairs13

14. Faculty Affairs14 Some Advice

15. Know What is Expected Know What is Expected Work Product Peer-reviewed articles Single-authored books w/university or academic presses Grants Grants Applications Clinical Care, Procedures Edited books Substantial chapters/papers in peer edited books Translations Compositions Textbooks Law journals (Law and Wharton Legal Studies) Scholarly Abstracts (SEAS) Portfolios; Exhibitions (Design) Other Work Product Op-Eds Blogs Book reviews Encyclopedia entries Reports White Papers Patents Faculty Affairs15

16. Reappointment: Take it Seriously Faculty Affairs16 Occurs during year 3 or 4 to assess Occurs during year 3 or 4 to assess: 1.Publication Record 2.Teaching 3.Progress on Grants 4.Visibility 5.Service Meet with your Department Chair or Dean and Mentors to assess your progress, areas of concern or weakness, and areas of strength. An advisory plan should be followed.

17. Utilize Extensions for which You Qualify Utilize Extensions for which You Qualify Extensions Extensions – Up to 3,one year extensions allowed for new children; care- giving of others; own illness; catastrophe Reduction-in-duties Reduction-in-duties – Whole years only for up to six years; Up to 50% each year Faculty Affairs17 Both require official notification by faculty member and PSCS approval.

18. Understand the Appointments and Promotions Process Faculty Affairs18 Departments (9 Schools) Schools’ Personnel Committees &Dean Provost’s Staff Conference (PSC). Provost’s Staff Conference (PSC). Meetings scheduled bi- weekly. Chair: Provost Membership: 8 Deans (4 Standing, 4 Rotating); and 4 Vice Provosts Jurisdiction: New Appointments (TT; CE; Research); Promotions to Associate or Full (TT; CE; Research) PSC members read each dossier; advise Provost. Provost decides cases, subject to approval of Trustees

19. Components of Strong Dossier Know Components of Strong Dossier 1.Letters: Deans, Chairs, and Personnel, Reading, Teaching Committees; Optional solicited letters from Penn faculty 2.Outside Letters from (Pre-Approved) Consultants 3.Personal Statement* 4. Current CV* 5.Teaching Chronicle* a.Objective Evaluation 6.Grants, if Applicable* 7. Table showing distribution of Standing Faculty in the Department by rank and tenure status 8. Other: e.g., list of top journals in fields Candidate prepares *Candidate prepares Faculty Affairs19

20. Service Assistant Professors should focus on teaching, scholarship and publishing. Assistant Professors should focus on teaching, scholarship and publishing. Service responsibilities (with the possible exception of those that increase visibility among the academic community) should not compete with teaching, scholarship and publishing and certain roles, such as UG Chair, Grad. Chair or Program Director should approached with caution. Service responsibilities (with the possible exception of those that increase visibility among the academic community) should not compete with teaching, scholarship and publishing and certain roles, such as UG Chair, Grad. Chair or Program Director should approached with caution. Service may enhance or support a case for tenure but much more emphasis, especially in challenging cases, is placed on scholarship and teaching. Service may enhance or support a case for tenure but much more emphasis, especially in challenging cases, is placed on scholarship and teaching. Faculty Affairs20

21. Promotion to Full Professor Promotion to Full is an Expectation for all Eligible Faculty “One Bite” Rule Does Not Apply Potential Stumbling Blocks – National /International Stature Unclear – Teaching Issues Unresolved – Service/Collegiality Issues Unresolved Faculty Affairs21

22. End Faculty Affairs22