Hiring, Promotions, and Career Advancement

Slides for a discussion on hiring, promotions, and career advancement on the New Faculty Symposium held at ICSE 2019, in Montréal, Canada.

This presentation emphasizes that for career advancement in academia the key thing is to focus on what you want (your mission) and how you want to achieve this (your strategy), and then align it with your institution's mission and strategy.

The slides mostly served to support discussion: The initial set of questions raised by starting faculty is listed on slide 2 -- the main recommendation is on slide 10:

- You have a clear, future-oriented, mission
- Your strategy offers a compelling way to achieve that mission
- Your past performance demonstrates your strategy execution ability

- Your mission directly helps the university to achieve its mission
- Your university’s strategy helps you execute your strategy
- Your strategy strengthens the university’s strategy

- You offer an inspirational, personal story how all this fits together

https://2019.icse-conferences.org/details/icse-2019-New-Faculty-Symposium/7/Hiring-promotion-and-career-advancement

Transcript

1. “Hiring, Promotions, and Career Advancement” ICSE 2019 New Faculty Symposium Arie van Deursen, TU Delft Image: Montreal, wikipedia
2. Initial Set of Questions 1. What are the criteria and what is the weight for each criterion? 2. How do you know you're spending time on the "right stuff", i.e., the stuff that leads to tenure? 3. How to get tenure with having a life? (R1. More relaxed university). 4. How am I going to be compared with people in the same department working on other field? 5. How should 'successes' be balanced before/after reappointment? For example, if I get 3 grants before 3rd year review, but 0 after, is this a bad sign for my tenure case? 6. What are the requirements for early tenure vs. tenure on the standard clock? Are they different? 7. Does department chair play a more important role in tenure promotion? 8. What are 'red flags' in letters from the community, and how do I avoid them? 9. What if I have a silent enemy in the research world, or someone who thinks I'm an imposter, and they end up writing a tenure letter? 10. What are the strategies of finding people to write tenure promotion letters?
3. Management Team (faculty) Supervisory Board Executive Board Promotions Committee Career path & steps: Being hired Tenure Track (5+1 yrs) • Mid term TT (2.5 yrs) • End term TT (< 5 yrs) Associate prof Full prof Management Team (dept) Ministry of Education
4. Career Advancement = Leadership Growth
5. What is your mission?
6. What is your strategy to realize your mission?
7. What is your university’s mission?
8. What is your university’s strategy?
9. How well-aligned are mission and strategy of you and your university?
10. Career Advancement I (> 99% weight) • You have a clear, future-oriented, mission • Your strategy offers a compelling way to achieve that mission • Your past performance demonstrates your strategy execution ability • Your mission directly helps the university to achieve its mission • Your university’s strategy helps you execute your strategy • Your strategy strengthens the university’s strategy • You offer an inspirational, personal story how all this fits together
11. Career Advancement II (< 1% weight) • Understand university’s official career policies • Part of the university’s strategy • Serve to realize their mission • Understand how your inspirational story enables the committee • To tick certain boxes • To overcome missing ticks since • your contribution to the university’s mission is evident • they are a consequence of your successful strategy
12. The Questions 1. What are the criteria and what is the weight for each criterion? 2. How do you know you're spending time on the "right stuff", i.e., the stuff that leads to tenure? 3. How to get tenure with having a life? (R1. More relaxed university). 4. How am I going to be compared with people in the same department working on other field? 5. How should 'successes' be balanced before/after reappointment? For example, if I get 3 grants before 3rd year review, but 0 after, is this a bad sign for my tenure case? 6. What are the requirements for early tenure vs. tenure on the standard clock? Are they different? 7. Does department chair play a more important role in tenure promotion? 8. What are 'red flags' in letters from the community, and how do I avoid them? 9. What if I have a silent enemy in the research world, or someone who thinks I'm an imposter, and they end up writing a tenure letter? 10. What are the strategies of finding people to write tenure promotion letters?
13. How well-aligned are mission and strategy of you and your university?