Studying the transition between Associate and Full Professor for STEM Faculty: Preliminary Results* Dana M. Britton Professor of Sociology Kansas State University Presented at the Second Big 12 Conference on Faculty Diversity, Lawrence, Kansas, April 25-26, 2010
17
Embed
Studying the transition between Associate and Full Professor for STEM Faculty: Preliminary Results* Dana M. Britton Professor of Sociology Kansas State.
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Studying the transition between Associate and Full Professor for STEM Faculty: Preliminary Results*
Dana M. BrittonProfessor of Sociology
Kansas State University
Presented at the Second Big 12 Conference on Faculty
Diversity, Lawrence, Kansas, April 25-26, 2010
Funding note *This research is funded a National Science
Foundation Award: ADVANCE Partnerships for Adaptation,
Implementation, and Dissemination (PAID) Award: PROMOTE - Improving the promotion to full
processes at western public universities, Principal investigators Kimberly A. Sullivan, Ann Austin, Beth A. Montelone, Dana M. Britton, Cynthia Zoski. NSF
Award #: HRD-0820273. The views in this presentation are those of the
author alone.
Gendering the academy
Background and context Gendering through policy – tenure and
promotion documents Barriers to promotion for all faculty Gendered barriers – work/family Preliminary implications
New Mexico State University, Utah State University, North Dakota State University, University of Kansas, Kansas State University, University of Mississippi, University of Nebraska-Lincoln, Oregon State University, University of Idaho, Washington State University
Tenure and promotion documents
Omission or obfuscation For promotion to full professor: Distinguished reputation in [discipline], such
that he or she would be invited to join our faculty at the rank of Full Professor (Department A).
Requirements deliberately unclear
No exact quotas or guidelines can exist and a combination of objective and subjective elements will enter into a final decision in the evaluation process. Decisions on acceptable performance levels must contain the individual judgments of the faculty and the administrators involved in the decision (Department B).
Standards for full professor
Promotion to Professor is based on attainment of sustained excellence in the assigned responsibilities of the faculty member and recognition of excellence by all appropriate constituencies (Department C).
Most common = National and International reputation, leadership
Expectations for promotion from associate professor to professor are considerably higher [than those for tenure], including leadership in scholarly research and/or instructional activities, and strong professional recognition at the national and international levels (Department D).
Effects of vague standards
Make the informal culture very important Allows a wide range of subjectivity Makes recourse nearly impossible
Barriers for all faculty
Junior administrative roles Other service – though this can be double-
edged Heavy teaching responsibilities (or a focus on
pedagogy) Health issues Non standard academic appointments
Gendered barriers
Work/family Academic women with children more likely to
be primary caregivers, spend more hours Women full professors are often primary
breadwinners The salience of gender in faculty work
Preliminary Implications
Transparency in policies would help, but is not a panacea
Work/family balance issues remain very important for women faculty, regardless of rank
Culture issues are much harder to tackle - but department climates are particularly crucial