Welcome to Today’s NACUBO Webcast

1. Welcome to Today’s NACUBO Webcast Our program will begin shortly with a brief introduction on how to use the desktop interface.

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7. Finding and Funding the Next Generation of Faculty: An Academic and Financial Partnership April 17, 2006

8. The Faculty of the Future Cathy A. Trower, Ph.D. Co-Principal Investigator and Research Associate Harvard University Graduate School of Education TIAA-CREF Institute Research Fellow

9. The Aging Professoriate • The mean age of full-time faculty at four-year colleges and universities in the U.S. is 55. • 46% of the tenured faculty are 55 and older. • 9.3% of the tenured faculty are 65 and older. • Most estimates suggest that most faculty will retire within 1-2 years of reaching age 65.

10. Gender by Employment Type, 2001

11. Employment Type by Gender, 2001

12. Gender and Rank, 2001

13. Race by Employment Type, 2001

14. Employment Type by Race, 2001

15. Race and Rank, 2001

16. Faculty Employment Trends

17. Security, status, prestige Green card; validation Legitimacy Deemed worthy by peers Academic freedom Socialized to it NTT = stigma No guarantee; like SSS Outmoded system A guillotine overhead Painful process, then what? No life for 6 years followed by stagnation Three full-time jobs for $40,000 Tenure Ambivalence

18. Secrecy = Quality Merit objective Competition good Research alone Narrow alleyways Research trumps all Life of the mind Autonomy Transparency = Equity Merit subjective Cooperation better Collaboration better Chaotic intersections Teaching/service matter Mind AND heart Collective responsibility The Great Divide

19. Issues and Challenges • Politics and infighting • Bar is higher • “They want everything; they should shut up and work.” • Junior faculty offers v. Senior faculty salaries • Brain drain outside the academy • Mentor v. Coddle

20. Strategic Faculty Planning • The Right Faculty • In the Right Positions • At the Right Time • At the Right Price Recruitment and Retention Issues, Implications, and Ramifications

21. Questions?

22. One System’s Challenges:Recruiting the Next GenerationOf Faculty at UNC Betsy E. Brown Associate VP, Academic Affairs University of North Carolina System

23. The University of North Carolina

24. The University of North Carolina • 16 institutions in 6 Carnegie 2000 classifications • 5 HBUs, 1 Historically Native American-Serving institution • 196,000 students (2005-06) • 10,460 FT, 905 PT Instructional Faculty (2004-05)

25. Projected Enrollment Growth2000-2010

26. Age Structure, UNC Tenure Stream Faculty, 1982-2000

27. Projected Annual Position RecruitmentFY 2001-02 – FY 2010-11

28. Projected and Actual Positions2001-2010 • 2001-2010 Projection: • Enrollment Growth 3,245 • Retirement/Resignations 7,108 Total new faculty FTE 10,353 • 2001-2003: Projected Actual Difference Enrollment 897 1,339 +442 Retir/Resig 1,910 1,744 -166 Total 2,807 3,083 +276

29. Faculty Recruitment Challenges: National Trends • Faculty are aging: less than 20% of faculty under age 40, almost 40% over age 55. (NCES 2002) • Doctoral degrees are increasing at a slow rate (1.9% in 2002-03); numbers are below 1973 levels in some fields. • US citizens received 63% of all doctorates in 2003; 26% of recipients were on temporary visas. • 55% of US citizens receiving doctoral degrees in 2003 with job commitments cited education as their intended employment sector. • 51% of doctorates in 2003 were awarded to women. (NSF 2003)

30. UNC PT/FT Non-Tenure-Track Faculty1900-2003

31. UNC Tenured/ Tenure-Track Faculty1990-2003

32. Campus Staffing Plans(2001) Recommendation of UNC NTT Faculty Committee: • Regular, comprehensive, reflective analyses of the numbers and roles of faculty--tenured and tenure-track, fixed-term and part-time. • Goal: To determine the appropriate mix of faculty necessary to achieve each institution’s mission and maintain its quality.

33. Campus Staffing Plans(2001) Considerations: • How many faculty employed in each type of appointment • How appointments are arrayed among programs, departments, colleges and the institution as a whole • How faculty responsibilities in teaching, research and service are being met at the levels and quality dictated by the institution’s mission • How the proportion of appointments is changing • How future staffing will be affected by changes within the institution, department, discipline • How staffing needs should be reflected in strategic and resource planning

34. UNC Responses to Recruitment and Retention Challenges Research on Mid- and Late Career Faculty: • Phased Retirement Program • 25-30% of tenured faculty retirees each year • 93% satisfied with program & would enter again • Survey of Senior Faculty (age 50+) • Collaboration with ANAC and Univ. of Minnesota • Funded by TIAA-CREF Institute and UNC-OP • Motivations: intellectual stimulation, contributions to students, discipline, institution • Concerns: health care benefits, relationship to institution in retirement

35. UNC Responses to Recruitment and Retention Challenges Research on Early-Career Faculty: • Structured interviews with tenure-track and recently tenured UNC faculty. • Participation by UNC campuses in COACHE survey of tenure-track faculty members (Harvard Graduate School of Education): • Tenure, Work and Workload, Professional Development and Support, Climate • Research funded by TIAA-CREF Institute, UNC-OP, and UNC campuses

36. UNC Responses to Recruitment and Retention Challenges • Increased management flexibility for campuses in hiring and compensation (including review of policies) • Policy on sick and disability leave for faculty • Policies on stopping the tenure clock • Guidelines for faculty reassigned time (sabbaticals) • Request to pilot UNC healthcare plan outside the state health insurance program

37. UNC Responses to Recruitment and Retention Challenges • Planned Task Force on Work-Life Issues (2006) • Improved campus exit interviews and tracking of departing faculty • Peer comparisons, salary and benefits • “Best practices” for orienting and retaining early-career faculty • Leadership development for department chairs/deans

38. Questions?

39. The Next Generation of Faculty: A Small College’s Perspective Harold Hewitt, Jr. VP for Administration and Finance Occidental College

40. Occidental College • Independent, highly selective liberal arts college in Los Angeles, California • Mission-based commitment to diversity • Ranked #41 out of the top 50 in US News’ 2006 college rankings; # 7 in Diversity • 1800 students, 37% students of color • Median SAT of Fall ’05 1st yr enrolled students: 1300 • $305 million endowment/$64 million annual budget

41. Occidental’s Faculty • 121 TT full time, 27 full time non TT, and 25 FTE part time, 10.1 to 1 Stu/Fac • 21% of TT are between 51 and 55 yrs • 17% of TT are between 56 and 60 yrs • 12% of TT are between 61 and 65 yrs • 50% of TT faculty are projected to retire over the next 15 years

42. Occidental: Age and Gender of TT Faculty

43. Occidental: Ethnicity of TT Faculty 71.9% 16.5% 11.6%

44. Occidental: Ethnicity and Rank of TT Faculty 21.2% 36.7% 37.5%

45. Occidental: FT vs. PT Employment Trends

46. Salary Compression at Occidental

47. Campus Staffing Plans Recommendations of Senior Administration: • Maintain commitment to FT TT Faculty Positions • Reduce % of part time faculty • Increase FT TT faculty • Continue commitment to diversity in faculty recruitment • Address retiring faculty concerns – health care • Develop plans to manage impact of retiring cohort • Short-term impacts: training and support • Long-term impacts: process of tenure and promotion

48. Addressing the needs of new faculty members • Support for research and renewal • 1 term sabbatical following 6 terms (1995-96) • Transparency and the tenure process • Revisions to Faculty Handbook • The housing issue • The 2005 Occidental College Master Plan • Salary compression

49. Eng. & Comp Lit – 93 Politics – 62 Psych – 15 Sociology - 162 History – 87 Math – 135 Rel. Studies – 112 Education - 21 Recent experiences: # of Qualified Applicants for 8 FT TT faculty searches - Fall 2006 Occidental successfully recruited the department’s first or second choice candidate in each of these searches

50. Projected Annual Recruitment vs. Level Recruitment