Building a World-class faculty requires that the institution hire the best faculty that it can, grow the knowledge, skills and effectiveness of existing faculty, retain the best and eliminate poor performers who are unwilling to grow. By studying this article and its linked resources,
Month: January 2020
Fast Track Tenure Policy (Click for more information and to download.)
Provides sample policy to implement a fast-track tenure process which can be offered in place of appointment with tenure during the faculty search process.
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Peer-Reviewed Paper Published: Creating Congruence Between the Faculty Role and Institutional Expectations, Recognitions and Rewards
Institutional harmony and efficiency can be greatly enhanced by ensuring that institutional expectations of faculty (as defined by the faculty body) are overtly shared and clearly defined. They should also align with institutional reward (promotion, tenure and merit) and recognition systems (awards etc.).
Peer-Reviewed Paper Published: Strategically Managing Allocation of Faculty Lines and Types Across Departments and Colleges – A Risk Based Model
Read the complete article, comment, and share on social media at Strategically Managing Allocation of Faculty Lines and Types Across Departments and Colleges – A Risk Based Model
Ensuring that faculty resources are most effectively applied across the colleges and departments of the university is a very important responsibility of the Provost/VPAA.
It is common on job advertisements, especially for cabinet level positions and deans, for institutions to ask that candidates be both a servant leader and a visionary/entrepreneur. It seems to me that a person with a vision has ideas about where they want to take the institution.