- Explain how and why the available budget for hiring faculty positions can vary throughout and between years.
- Explain the impact of having a high number of adjuncts, or many faculty working overloads, can have on a department and how measuring this can help determine changing the number of full-time positions is justified.
- Explain how departmental course scheduling efficiency can be measured and factors that affect this measure, including how course caps are set.
- Make a case to automatic fund and schedule additional sections of courses experiencing student demand, in efficiently scheduled departments.
- Determine the breakeven enrollment number for courses beyond which it is profitable for an additional section to run.
- Develop a free market-based model for faculty hiring in which adjuncts/overloads initially absorb demand and are then converted to full-time positions.
- Develop a growth-rate based assignment of faculty appointment types within departments to manage risk.
- Develop guidelines for the appointment rank of new faculty based on strategically targeted distributions.
- Explain how accreditation standards may affect faculty hiring.
- Develop a spreadsheet-based model for predicting and prioritizing allocation of new and vacant faculty lines to departments across the university.
- Explain the constraints and the factors which must be considered when making faculty line allocation decisions.
- Develop a plan and a transparent process for making decisions on line allocation that is based on data but balanced by considerations of human impact.
Article: Strategically Managing Allocation of Faculty Lines and Types Across Departments and Colleges – A Risk Based Model by Graham is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
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