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,
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.).
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Peer-Reviewed Paper Published: Developing Equitable and Effective Faculty Teaching, Advising, Service and Research Workload Policy and Practices
The largest single expense at a university is faculty salaries. It is the responsibility of the administration to ensure that faculty human resources are managed well from fiscal, resource optimization, and faculty morale perspectives. To achieve this requires a clear definition,
Policy for allocating, managing approval of, and compensation for faculty course overloads.