CTAHR Faculty Orientation

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• CTAHR Faculty Orientation
• August 19, 2003
• University of Hawaii at Manoa
• Faculty Expectations,
• Tenure and Promotion, and Mentoring

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Investment in andReturn from New Faculty
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TP Guidelines and Expectations

• University
• Because the granting of tenure involves a
  long-term commitment of the Universitys
  resources, unless there is a clear case for
  tenure, the practice is not to recommend tenure.
• Greatest weight is given to accomplishments
  during the period since initial hire at UH and
  the pattern and rate of professional growth.
• The University must have a ... long-term need
  for the qualifications, expertise, and
  abilities of the applicant.
• Departmental
• Tenure is granted only to those whose record of
  scholarly achievement justifies the expectation
  that their lifelong retention will strongly
  benefit the overall ... goals of the department
  and college.
• Scholarly activity is understood to consist of
  'creative intellectual activity which is
  validated by peers and communicated.'

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Common Top-Tier Expectations for Tenure

• Instruction Carry fair share of load
  participate in curriculum development and
  introduce tone-setting courses advise and
  supervise/train students and others obtain
  positive student evaluations.
• Research Publish in quality peer-reviewed
  journals and/or obtain patents (based on research
  performed at UH) submit proposals to and garner
  funds (and overhead) from extramural sources
  through competitive means.
• Extension Develop, disseminate, and gain
  adoption by stakeholders of information and
  technologies integrate with research and
  training.
• Service Serve on departmental, college, and
  university committees. Provide service to
  professional and broader communities network.
• Recognition

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Tips

• Review and understand UH and Department TP
  criteria and procedures, and letter of offer.
• Frequently discuss responsibilities and
  expectations with DC, chair of DPC, chair of
  academic program(s), and college/county
  administrators.
• Use annual evaluations of probationary faculty as
  constructive and serious guidelines.
• Develop and routinely revisit specific annual and
  multi-year goals that exceed TP requirements.
• Maintain production lines for scholarly outputs
  conceptualization, under construction,
  submitted/under revision, accepted.
• Collaborate and lead strike proper balance
  between collaboration and the pursuit of focused,
  individual goals.
• Collect and maintain file of evidence of
  recognition and adoption.
• Behave professionally demonstrate collegiality,
  organization, responsiveness, promptness, ...

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Mentorship

• Ample evidence exists, indicating that junior
  faculty who enter into mentorships are more
  successful than those who do not.
• Potential Benefits of Mentoring
• Empowers faculty supports professional growth
  and renewal.
• Helps junior faculty adjust to new environment
  and become productive more quickly.
• Provides confidant for blunt discussions on
  difficulties and concerns.
• UHs Faculty Mentorship Program presently is in
  limbo.
• Food for Thought
• In-house versus external mentoring?
• Team mentoring has benefits.
• Clarify expectations purpose and goals, and
  time and guidance to be shared.
• Maintain trust and confidence.