Career Success After Tenure

1. Career Success After Tenure Kathryn S McKinley,Microsoft Co-Chair CRA Women

2. CRA-W Computer Research Association Committee on the Status of Women in Computing Research Mission increase the participation and success of women in computing research www.cra-w.org

3. Industry/government Graduate Students Undergraduates Academic careers What does CRA-W do?Individual & Group Research Mentoring Undergrads: UndergraduateResearch Experiences Undergrads: Distinguished lecture role models Grad Cohort: group mentoring of grad students Grad Students: Discipline Specific Research workshops PhD Researchers: group mentoring of early & mid career @ CMW, CAPP, Hopper & Tapia 600+ students and PhD researchers a year www.cra-w.org

4. Kathryn McKinleyPrincipal Research, Microsoft Professor@ UT Austin & UMass ACM Fellow, IEEE Fellow 17 PhD students Testified to Congress Software for future hardware fast, portable, secure, error tolerant, energy efficient Elements of my Post Tenure Success 1. Initiated DaCapo multi-institution grant 2. Member of TRIPS project 3. Led “Best of PLDI, 20 years” from SIGPLAN EC Energy

5. What are we doing? • Your success at the next level • 15 minutes of practical advice • Make a plan • 30 minutes in 3 person groups • 6 min (2 each), what got you tenure? • 8 min each • 2 min, what’s next for you? • 6 min, group discusses strategies for succeeding @ what’s next • 30 sec report outs (1) Name (2) What’s next? (3) Best strategy

6. Lots of Paths to Success & Full Professor • You have tenure! Celebrate, you rock! • What’s next? • Follow your own path • but we all know the basics: • Leadership in Research • Excellence in Teaching • Visibility of Service Make it the best job in the world …Do what you love and love what you do!

7. Promotion to Associate vs. Promotion to Full Professor … take advantage of the freedom… mitigate the risks Find your passion! (if you haven’t already) • Solving societal problems?make the world a better place! • Curriculum innovation?improve student lives! • Science policy outreach?tell the public how important we are! External visibility and leadership are critical

8. Local Expectations What’s important at your institution? • Balancewhat “counts”? • research • teaching • service • Study recent cases (successful and unsuccessful) ⚠ caution: criteria change ⚠ • Serve on academic personnel committee • You still need senior and peer mentors • find an advocate!

9. Outstanding Teaching Carve out a leadership role Don’t just keep teaching the same thing • same course • same way, same content Innovate a course that need it • Curriculum reform is essential • our field changes rapidly • But… be strategic • limit new preps • choose a course where you make a difference Be visible … be present! it gets boringfor everyone!

10. Research Maturity Choose important, challenging problems Publish in top venues Fund your research through variety of sources • need continuous funding in a changing world • explore options other than NSF Balance a coherent research portfolio • continue successful directions • innovate, choose some new area • consider high-impact, potentially high-risk areas • start a new collaboration (without $$ first) • explore interdisciplinary work

11. Research Leadership Lead visible research efforts • Collaborative grants, [new] workshops, Say yes to important (not all) research service • program committees, grant review panels • editorial boards, ACM/CRA committees • mentor junior faculty in your discipline Make your research visible • cultivate senior research leaders • give great talks at workshops, Universities, companies, labs • go to YOUR conference every year • place your students well – their success is yours! Do an excellent job, Be visible … Be present!

12. Service is Leadership, Recognition, Impact • Government • Professional &Research Community • University • Department impacts leadership visibility impacts leadership local collegiality } } choose a focus/theme for your service

13. Somebody“should” Choose Service that Matters! Hiring Faculty Eval Journal Editor SIG Board CRA Women Admissions Curriculum Reform Time Space UndergradMentoring Career Benefit Note: your institution may differ

14. Promotion to Full: When? Roughly six years, no fixed clock • Typically self initiated: 4 years is fast, 8 is slow • some data shows women take longer Plan your case before going forward • After 2 or 3 years, are you on track? • find your advocates • Someone likes your work, you got tenure • Meet every year with the chair & 1 or 2 senior colleagues • email CV before meeting • Solicit input from senior external discipline leaders • Study recent successful cases • Perfect web page, CV, all the time! • Record all talks, courses, students, etc. when you say yes If the answer is not now, ask about weakness

15. Procedures @UT Austin Yearly review Full timeframe is ~6 years, but self initiated! • acceleration & deferment both frequent Same process, but higher standards • established outstanding research leader • PI of large grant, PC Chair, best paper, awards, etc. • Famous external letters: Fellows, Turing Award, .. • extensive curriculum vitae • teaching evaluations • personal statements • Department → Chair → Dean →CAP →Provost

16. Make a Plan 30 minutes in 3 person groups • 6 min (2 each), what got you tenure? • 8 min each • 2 min, what’s next for you? • 6 min, group discusses strategies for succeeding @ what’s next 30 second report out each person • Name & institution • What’s next? • Best strategy

17. 30 seconds each • Name & institution • What’s next? • Best strategy Report Outs

18. The best job in the world! • Do what you love and love what you do! • Maintain a positive attitude • learn from your mistakes, there will be many! • don’t lose heart or face if denied • all your efforts at your institution increases your marketability • Maintain perspective • make sure you enjoy your job!

19. CRA-W Wants Your Feedback • Please give us your feedback about this session and any other CRA-W mentoring sessions you attend! • http://alturl.com/z4gp9