New Administrators Orientation | August 27, 2015

Recruiting, Retention, and Mentoring

of a Diverse Faculty

Steve Marcus

Department of Electrical and Computer EngineeringInstitute for Systems Research

Associate Provost for Faculty Affairs

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Nothing is More Important

• The faculty represent the future of the department for decades to come

• Your legacy, a place to really have long-term impact

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Recruiting

• This is how the department renews and improves itself

• Work with faculty to determine highest hiring priorities—replacement for a retiree? Hiring in a new area? Greatest department need for next 20-30 years?

• Appoint search committee carefully—critical!• Be proactive and use networks

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Recruiting a Diverse Faculty

• Recruit at professional conferences • Involvement in minority/women’s

networks• Minority postdocs and visiting faculty• Stay in touch with your undergrads• Build as broad a pool as possible

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Interviewing and Hiring

• Well-planned interview involving many faculty • Evaluate the candidate and sell the department

Mentoring, environment, community, support, family leave policies

• Make a good offer—ask for resources from the Dean, Provost, VP for Research! Be an advocate for the department: you

won’t get anything unless you ask!!

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Closing the Deal

• Multi-pronged approach Connections with URM group members Many faculty following up after offer given

Let the candidates know how much they are wanted and how supportive the community will be

Conversations with Chair and others may be important—understanding the issues of importance to candidate

Help with job for partners Higher Education Recruitment

Consortium (HERC)

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Retention and Promotion

• Orientation• Welcoming and supportive community• Mentoring—address APT issues up front• Annual reviews and feedback

Chair and mentors vigilant about potential issues Beware of too much service Keep eyes on the prize; stay focused Scholarship and funding Critical and honest feedback

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Mentoring and Environment

• New faculty: have invested money in them, search committee’s and faculty’s time help them in any way you can, NOT “sink or swim”

• Make sure about space, equipment, & support• You work for your faculty, make things possible for

those in the department• Minorities tend to be isolated• Have social events, assigning

a mentor is not enough

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Commitment & Leadership

• Leadership & commitment of Chair (and Dean) Commitment to building a sense of community Commitment to finding the best mentors and

setting expectations for mentoring Taking care in initial assignments not to

overwhelm new junior faculty: protect them Explaining processes and criteria for promotion

and tenure, contract renewal, merit raises

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Key Issues—Need for Mentoring

Time management (blocking off time to work) Hard to understand how quickly 5 years passes (to

have a sense of how long things take) Importance of outside (vs. inside) service & getting

known—when to say no, even to Chair Where to publish, being visible, grants Importance of having an independent research

program at UMD (balance own and team work) Solid, focused, rigorously

reviewed publication Evidence of quality, impact,

significance

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Multi-faceted Approach Integrate new faculty into the life of the department,

entire senior faculty’s responsibility Not just at 3rd year review Continuing until tenure and beyond: mentor Associate

Professors—now must offer this! Chair monitors mentoring process, vigilant in noticing

problems, works with mentors Consider choosing mentors in consultation with jr. fac. Tell junior faculty: if there are

problems of any type, let the Chair know

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Mentoring Be good listener and build trust, then give advice Show information on successful tenure cases Written feedback each yr., discussed w/senior

faculty Sense of belonging: your success is our success Multiple, outside dept. mentors if

interdisciplinary or joint appointment

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Mentoring (cont.)

Clear strategies for overcoming deficiencies Discussions of departmental politics and culture Nominate them for awards Help them to know the players in their field:

these can be letter writers Help them get funding Get involved in professional society activities Openness to personal issues of faculty

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

New APT Guidelines/Policy

Important to understand what has changed—come to workshops and Academic Leadership Forums on this and other topics

External letters, teaching portfolios, peer review of teaching, interdisciplinary research, mentoring Associate Professors, candidate notification, “star” appointments

OFF

ICE

OF

FACU

LTY

AFFA

IRS

New Administrators Orientation | August 27, 2015

Problems/Issues?

Feel free to contact me– marcus@umd.edu– x57589

OFF

ICE

OF

FACU

LTY

AFFA

IRS