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2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP

2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP. A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu> _______________________________ August 1, 2006, NSF, Arlington, VA.

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2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP

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  1. 2006 NSF MINORITY FACULTY DEVELOPMENT WORKSHOP A Department Head’s Perspective on Minority Faculty Advancement Wes Harris Head, Dept. of Aeronautics and Astronautics, MIT <weslhar@mit.edu> _______________________________ August 1, 2006, NSF, Arlington, VA

  2. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Content • Recruitment processes • Hiring • Retention processes • Measures of success

  3. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Recruitment processes • Recruitment of minority faculty is continuous:Part I • Identify minority potential faculty candidates as early as possible. Look broadly and frequently. • Develop and nurture “win-win” relationships with PhD supervisors of minority graduate students. • Criteria for successful career established and shared with minority potential faculty candidate during her/his PhD education and training.Same criteria shared with all stakeholders. • Develop and nurture environment in which minorities are welcome.

  4. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Recruitment processes • Recruitment of minority faculty is continuous:Part II • “Park Avenue” level interview • Institutional commitment • College/school commitment • Department commitment • Shared Values • Research agenda: initial fit followed by divergence • Teaching innovation • Leadership in professional service • Candidate’s expectations v. Department’s expectations

  5. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Hiring • “CEO” level package • Research start-up resources • Transition into teaching • Full introduction to the local, national and international community • Home purchase assistance • Mentoring committee • Review committee • “The table is round.” • “The door is always open.” • Candidate’s questions must be answered.

  6. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Retention processes • Mentoring -- continuous • Reviews -- at lease two per year with Department Head and one with Dean • Select the best graduate students. • Enhanced visibility via critical committee assignment and performance on same. • Firm but fair guidance. • Allow for path corrections to advancement.

  7. 2006 NSF Minority Faculty Development Workshop -- The Dept Head View • Measures of success • Positive change within community in terms of commitment to minority faculty advancement. • Continuous improvement in processes and practices that support minority faculty advancement. • More minority full professors • More minority faculty leaders in research, teaching and professional service.

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