What do departments look for in faculty?

[fourier jr]

what do departments look for when hiring & promoting?

somit/tannenhaus did a survey of political scientists (& no other members of the academic community) back in the 1960s to find out what they considered to be the 10 things that determine a person's succes in that area. they put it like this:

"as academicians and scholars, american political scientists are dedicated, above all, to the discovery and transmission of knowledge. but as human beings, husbands, and fathers (and occasionally, wives and mothers), they cannot be totally uninterested in the material and psychological rewards attendant on professional advancement or completely unconcerned with the advance of their personal careers. how do they assess the relative importance of the several attributes generally seen as having a bearing on success in the discipline?

here are the results of their survey, in order of importance (remember, political science in the 1960s):
1. volume of publication
2. school at which doctorate was taken
3. having the right connections
4. ability to get research support
5. quality of publication
6. textbook authorship
7. luck or chance
8. school of first-time appointment
9. self-promotion
10. teaching ability

the next paragraph after that list they ask whether or not the results can be generalized to the rest of the academic community. in other words, are the political scientists' views influenced by their professional concern. the authors say that the three basic themes in the list are that quantityof publication trumps quality; personal and institutional connections play a major role in whether somene gets ahead, and that teaching has virtually no bearing on advancement. imho those results can be generalised to other subjects since there doesn't seem to be anything specific to political science. anyway i wonder what everyone has to say about the list above. I'm 100% sure that many things have changed (& for the better also btw). i had a computer science prof who said the salary breakdown in his dept was 40% research, 40% teaching, 20% admin in other words a professors' teaching ability directly affected their salaries, so teaching ability would be much higher on the list i think, but I'm not sure exactly how much. i noticed an associate prof in my old math dept got promoted to prof a year or two ago & probably not coincidentally he has been the chairperson for the last few years and also had a phd student get a position at a university (maybe it would have been sufficient to just supervise a phd student). & how do promotions like that happen in a department anyway. is it made clear to the person what they have to do to deserve it or is it something they have to figure out somehow. & how to departments work in general. anyway i wonder what everyone's thoughts are, on the list above or anything else i mentioned.

 

[TonyG]

I can offer some insight into what departments may look for when hiring and promoting individuals. While the survey mentioned above was conducted in the 1960s, there have been significant changes in academia since then, especially in terms of the importance placed on teaching and diversity and inclusion efforts.

First and foremost, departments look for individuals who have a strong research portfolio and a record of publications in reputable journals. This is still considered the most important factor in determining success in academia. However, the focus is not solely on quantity, but also on the quality and impact of the research. Departments also look for individuals who have secured research funding, as this is seen as a sign of their potential for future success.

In addition to research, departments also value teaching ability. While it may not have been highly ranked in the 1960s survey, it is now recognized as an important aspect of a successful academic career. Departments look for individuals who can effectively communicate complex concepts to students and have a passion for teaching and mentoring.

Connections and networking are still important factors in hiring and promotion, but the emphasis has shifted to promoting diversity and inclusion. Departments now actively seek out individuals from underrepresented groups and value diversity in their faculty. Having a strong network and connections can still be beneficial, but it is no longer the driving factor in hiring and promotion decisions.

Promotions in a department typically follow a set criteria and are often based on a combination of research, teaching, and service. It is usually made clear to the individual what they need to do in order to be considered for promotion, and it is often a combination of meeting certain criteria and demonstrating potential for future success.

Overall, departments look for individuals who are well-rounded, have a strong research portfolio, are effective teachers, and are committed to promoting diversity and inclusion. While the emphasis on certain factors may have changed since the 1960s, the core values of academia remain the same - dedication to the discovery and transmission of knowledge.

 

[piercas]

I can say that departments look for a combination of research, teaching, and service when hiring and promoting faculty. While the survey from the 1960s may reflect the views of political scientists at that time, the academic landscape has changed significantly since then. In today's academic world, departments look for a balance between quantity and quality of publications, as well as the ability to secure research funding and make connections within the academic community.

However, teaching ability has become increasingly important in recent years. As universities prioritize student success and retention, faculty members who are effective teachers are highly valued. This is reflected in the breakdown of salary in some departments, as mentioned in the post.

Promotions in departments are typically based on a combination of factors, including research productivity, teaching evaluations, service to the department and university, and other contributions such as publishing textbooks or securing grants. The specific criteria for promotion may vary between departments, but it is typically made clear to faculty what is expected of them in order to be considered for promotion.

Overall, departments look for well-rounded individuals who excel in research, teaching, and service. While the list from the 1960s may have reflected the views of political scientists at that time, it is important to recognize that the academic landscape has evolved and departments now value a broader range of skills and contributions from their faculty members.