1 / 7

2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP

2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP. A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu> _______________________________ August 1, 2006, NSF, Arlington, VA.

carole
Download Presentation

2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu> _______________________________ August 1, 2006, NSF, Arlington, VA

  2. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Content • Recruitment processes • Hiring • Retention processes • Measures of success

  3. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Recruitment processes • Recruitment of minority faculty is continuous:Part I • Identify minority potential faculty candidates as early as possible. Look broadly and frequently. • Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. • Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. • Develop and nurture environment in which minorities are welcome.

  4. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Recruitment processes • Recruitment of minority faculty is continuous:Part II • “Park Avenue” level interview • Institutional commitment • College/school commitment • Department commitment • Shared Values • Research agenda: initial fit followed by divergence • Teaching innovation • Leadership in professional service • Candidate’s expectations v. Department’s expectations

  5. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Hiring • “CEO” level package • Research start-up resources • Transition into teaching • Full introduction to the local, national and international community • Home purchase assistance • Mentoring committee • Review committee • “The table is round.” • “The door is always open.” • Candidate’s questions must be answered.

  6. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Retention processes • Mentoring -- continuous • Reviews -- at lease two per year with Department Head and one with Dean • Select the best graduate students. • Enhanced visibility via critical committee assignment and performance on same. • Firm but fair guidance. • Allow for path corrections to advancement.

  7. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Measures of success • Positive change within community in terms of commitment to minority faculty advancement. • Continuous improvement in processes and practices that support minority faculty advancement. • More minority full professors • More minority faculty leaders in research, teaching and professional service.

More Related