• No results found

Indiana University-Purdue University Indianapolis

N/A
N/A
Protected

Academic year: 2021

Share "Indiana University-Purdue University Indianapolis"

Copied!
36
0
0

Loading.... (view fulltext now)

Full text

(1)
(2)

Indiana University-Purdue University Indianapolis

Faculty Work for the

21

st

Century

William M. Plater, Executive Vice Chancellor and Dean of the Faculties

Nancy Van Note Chism, Associate Vice Chancellor and Associate Dean of the Faculties

(3)

Indiana University-Purdue University Indianapolis

I. Diversity of Faculty

Appointments

(4)

Data on Faculty Appointments— Current Situation and Trends-1

• Percent of tenured or tenure track full-time faculty decreased from 57% in 1975 to 42% in 1995, to 35% in 2003 • Part-time faculty constituted 30% of

all faculty in 1979, 41% in 1995, 47% in 2003 (64% in public associate’s

degree colleges)

• Full-time non-tenure track were 13% of the faculty in 1975, 17% in 1995, and 19% in 2003

(5)

Data on Faculty Appointments— Current Situation and Trends-2

• White faculty in 2003 still constitute about 80% across all institutional types, down from 85% in 1998

• Women make up about 38% of all full-time faculty, 49% at community colleges; figures are about 47% for part-time faculty in both types

• Non-citizens are 8% of full-time faculty, 2% at community colleges and 11-14% at

doctoral universities

• Average age of faculty fairly constant over time and type of campus at 49

(6)

Present and Future Economics of Higher Ed

• Diminishing state and federal assistance • Increasing tuition and prospect of tuition

caps

• Competitiveness of salaries within the

marketplace and across institutional types • Need for flexibility with respect to faculty

composition as needs change

• Reducing labor costs essential through efficiency; e.g., use of lower-salaried faculty and instructional technology

(7)

External Factors Driving Change

• Mission of universities and need to respond (e.g., civic

engagement, economic development)

• Public perception of education as public good or private benefit

(8)

The Influence of Student Demographics

• Mix of net gens, neo-millennials, non-traditionals, previously

underrepresented, socioeconomic status

• Split focus of students, especially on commuter campuses

• Special needs of students and

(9)

The Technology Factor

• Ubiquitous learning options create opportunities for:

– World courses

– Team-based course development and delivery

– Enhanced research collaboration • Implication: Faculty

(10)

Faculty Pipeline

• Supply and demand—where to find specialized faculty in the future

• E.g., Engineers and scientists from abroad

• Faculty in professional schools— nursing, dentistry—where

professionals outside academia command much higher salaries

(11)

A Range of Salaried Titles Available: The Case of IUPUI

• Tenure track: Assistant, Associate, Full Professor (1,321)

• Clinical track: Assistant, Associate, Clinical Professor (518)

• Full-time non-tenure track:

Lecturer/Senior Lecturer, Research Scientist/Senior Research Scientist, Assistant/Associate, Research

Professor (389)

• Part-time, Adjunct, and Visiting modifiers applicable

(12)

A Range of Non-Salaried Titles: The Case of IUPUI

• Community Scholar, Community Associate, Visiting Community Associate

• International Scholar,

International Associate, Visiting International Associate

(13)

Appointment Categories at Other U. S. Institutions

• Types of appointments at community colleges and proprietary schools

• Appointments at four-year schools

– Institutions without tenure – Administrative faculty

(14)

Advantages of Diverse Categories

• Responsive to different needs • Allow administrative options

• Accommodate different types of credentials and expertise

• Integrate voluntary and paid faculty into common enterprise

(15)

Challenges of Diverse Categories

• Allow hierarchical, status-conscious distinctions

• Promote divided loyalties and internal rivalries

• Raise questions of legitimacy and privilege with respect to

governance and other aspects of faculty work

(16)

Tenure

• Traditional concept has diminishing merit

• New realities question its

feasibility with respect to cost and program flexibility of

institution

(17)

Summary

• Change provides opportunity for flexibility and vitality of

(18)

Indiana University-Purdue University Indianapolis

II. Disaggregating

Faculty Roles

(19)

Disaggregation Concept

• Jonathan Wergin: Department mix of teaching, research, and service need not be reflected equally in each

individual, but across collective according to talents and contexts

• James Bess: Within tasks that make up teaching, faculty have different

strengths and should employ them in team fashion

Wergin, J. F. (1994). Analyzing faculty workload. New Directions for

Institutional Research, 83. San Francisco: Jossey-Bass.

(20)

Positives of Role Disaggregation

• Differentiating roles according to talents, preferences, contexts

leads to productivity and career satisfaction

• Teams usually generate more robust products than individuals • Differentiation makes adaptation

(21)

Negatives of Role Disaggregation

• Can lead to status differences when one function is valued more highly (teaching vs. research faculty)

• Takes coordination to unite efforts when segmented responsibilities are assigned

• Is not the present norm—makes faculty work more public and

(22)

Outsourcing Academic Work

• Examples

– E-Lilly’s “Bounty Chemistry” – For profit tutoring services • Advantages

– Convenience, efficiency, price • Disadvantage

(23)

Indiana University-Purdue University Indianapolis

III. Faculty

Collaboration

(24)

Teams: IUPUI examples

• Freshman Seminar Teams

– Faculty, Student Mentor, Advisor, Librarian

• Themed Learning Community Teams

– Faculty across disciplines

• Course Development Teams

– Faculty, Instructional Designer, Technology Specialist, Librarian, Copyright Specialist, Assessment

(25)

Interdisciplinarity

• Faculty work must span disciplinary boundaries

– Complex nature of scholarly questions

– Expense of equipment and specialization of knowledge

(26)

Working across Physical and Institutional Boundaries

• Faculty work is enriched by collaborations

– Inside one university

– Across universities/community colleges/private sector in U. S. – Across nations

(27)

The Complete Scholar*

• “Complete Scholar” versus “Diversified Scholars”

• Preserving best aspects of tradition and meeting future social and economic needs

* Rice, R. E. (1996). Making a place for the new American

scholar. AAHE New Pathways Series. Sterling, VA:

(28)

The Contrast in Concepts

Complete Scholar Diversified Roles

Prestige Economy Market Economy

Collaboration and Networking Complete across Career Permeable Structure

(29)

Indiana University-Purdue University Indianapolis

IV. Flexibility within

Faculty Career Paths

(30)

Permeability of Institution

• Movement from university to corporate, public, and other environments

• Changing degrees of time and commitment

• Ownership of intellectual property

(31)

Examples of Career Flexibility

• Time to tenure adjustments • Job sharing

• Career interruption

• Dual appointments with private sector

(32)

Moving among Classifications and Differentiated Roles

• Changing terms of appointments to suit context and professional needs

• Changing ways in which time is allocated according to changing needs of faculty member or

(33)

Quality of Life

• Stress

• Overload

(34)

Support for Renewal and Adaptation

• Reflective practice

• Community of practice

• Professional development as a taken-for-granted need and

(35)

Individual and Institutional Renewal

• Other options beyond the “sabbatical?”

• Matching faculty capacity and interest to changing mission— responsibilities of an institution

(36)

Closing Thought

• For our institutions to retain

competitive edge, the nature of faculty work, composition of

faculty, and support for faculty must be continually reexamined and readjusted

References

Related documents

 July 2001-Present: Full Time Faculty  Fall 1998 – Spring 2000: Full Time Faculty  Fall 1997 - Temporary Part Time Faculty  Fall 1996 - Temporary Part Time Faculty

This portion should not be less than one thirtieth1/3, and should not exceed ten parts 1/3(of thirty) of the whole Qur’an, because Allah's Messenger (saws) said: {anyone who

This means that beneficiaries are even less able to abandon trust property than trustees, who at least cannot be forced to take up the role. However, rather than see- ing

Appraisal Cycles Part-time Faculty Full-time Non-tenured and Non- tenure Track Faculty on One-year Contract Full-time Non-tenured and Non- tenure Track Faculty on Two-year

The field of application of Glysofor EVO L is heating and cooling systems, heat pumps, or other water circuits susceptible to frost.. It was specially developed for application areas

Further, for all forms of assistance, SBA is authorized to make all investigations necessary to ensure that a person has not engaged in acts that violate or will violate or the

Discovery Search Bar on main page (23) eJournal Finder to find a journal (30) Interlibrary Loan for books (26) Interlibrary Loan for articles (30) Book Chapter PDF

We sought to explore knowledge about CVD risk in both children and parents, and attitudes toward physical activity and diet in both the children and parents, includ- ing