Transcript Slide 1
A Path to Full Professor
Jan Twomey, PhD Professor Industrial and Manufacturing Engineering Wichita State University Wichita, KS
WHAT ARE THE GUIDELINES FOR PROMOTION TO FULL PROFESSOR?
WSU Policies and Procedures
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CHAPTER 4 / FACULTY APPOINTMENT, TENURE, PROMOTION, AND RESIGNATION 4.15 / Tenure and Promotion - Guidelines and Criteria
Professor: Evidence is normally expected of the following: (1) sustained effectiveness in teaching; (2) a record of substantial accomplishment in research, scholarship, or creative activities which has led to recognition in professional circles at the national level; and (3) demonstrated academic leadership in the form of service to the University and the profession. http://webs.wichita.edu/inaudit/ch4_15.htm
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Auburn University
3. Faculty Personnel Policies and Procedures
ACADEMIC RANKS AND PROMOTION
“Professor is a rank requiring professional peer-recognition of the individual as an authority in his or her field of specialization.” “A candidate for professor should have demonstrated significant involvement in the teaching, research/creative work, or the outreach functions of the University.” “He or she should also have participated in professional life and have
been actively involved in departmental, college or school, and University
affairs. “For this rank, it is essential that the candidate should have demonstrated
a marked degree of scholarship…”
“By means of such activity, a candidate for the University's highest academic rank should have a respected national reputation.” http://www.auburn.edu/academic/provost/handbook/
guidelines are intentionally murky?
A FEW THINGS THAT MAY HELP
Scholarship
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demonstrated a marked degree of scholarship…” “should have a respected national reputation”
– generally no one will tell you how many publications and how much $$ – influence and impact on the field • demonstrate by outside letters – larger, long term research programs
Leadership and Impact
Teaching and Education
“should have demonstrated significant involvement in the teaching”
– Continued effective classroom instruction and graduate MS and PhD students – Curriculum design and innovation – Interdisciplinary program development
Leadership and Impact
Service
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“have participated in professional life and have been actively involved in departmental, college
or school, and University affairs.” You are no longer protected Local – University, College, Department – Administrative roles, search committees, tenure and promotion, National – Professional society, Editorial boards – NSF Program Officer
Leadership and Impact
Path to Full Professor through NSF
– My reasons for choosing NSF and situation at the time – How to get into NSF and the responsibilities of a Program Officer – Barriers / Risks – Long term payoffs – Takeaways
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First Year Post Promotion Associate
NSF CAREER Award – Neural networks sparse data applied to manufacturing Teaching 2 courses/semester Some graduate students Completed A.D. Welliver Boeing Faculty Summer Fellow 2nd year in new home Single, no family
Low productivity, bored with research, and unengaged with students and in classroom “Jan, go to NSF!” Alice
August 2001-August 2004
Directorate for Engineering (ENG)
Emerging Frontiers in Research and Innovation (EFRI)
Sohi Rastegar
Engineering Education and Centers (EEC)
Allen Soyster
Office of the Assistant Director
Thomas Peterson, Assistant Director Michael Reischman, Deputy Assistant Director
Senior Advisor for Nanotechnology
Mihail Roco
Program Director for Diversity & Outreach
Omnia El-Hakim
Chemical, Bioengineering, Environmental, and Transport Systems (CBET)
John McGrath
Civil, Mechanical, and Manufacturing Innovation (CMMI)
Steven McKnight
Electrical, Communications, and Cyber Systems (ECCS)
Robert Trew
Industrial Innovation and Partnerships (IIP)
Kesh Narayanan Manufacturing Enterprise Systems
NSF Program Officer
Manufacturing Enterprise Systems, Division of Design, Manufacture and Industrial Innovation, Engineering Directorate, National Science Foundation, August 2001–August 2004.
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Proposal review and award management:
– Assumed leadership in launching, shaping, and managing the new Manufacturing Enterprise System’s program in design, manufacture, and industrial innovation. This included managing total grant budgets of $7– $10 million per year, organizing the peer review and recruiting panelists for several hundred proposals annually, and selecting and administering the 10%–20% of those individuals receiving research awards.
Set national research agenda:
– Assumed a co-leadership role (with D. Durham of NSF) to set an agenda for a research focus in benign manufacturing and technology for a sustainable environment. This involved making technical presentations in a variety of venues, planning and managing national and international workshops, and building partnerships with the National Academies of Engineering, the National Institute for Standards and Technology, and the Environmental Protection Agency.
Outreach to universities, other federal agencies and international research agencies
NSF Program Officer
Typically what NSF looks for
• • • • • • History of NSF funding Insight into where research should be headed Linkages with other NSF programs Network of researchers Excellent communication skills Women and minorities
• • • • Several types of appointments but
IPA
is the best; – Unlimited travel budget plus money to go back to your institution to keep your research going 2 year appointments, option to stay for 3 Salaries are negotiable plus extra for living expenses Get an apartment or rent a home
Logistics
Typically who goes to NSF and why?
• Mostly Full Professors entering the next stage of their academic careers in administration – Chairs looking for dean positions – Full professors looking for chair or chaired professorships – Some looking for new institutions with improved status • Less often Associate Professors motivated by a variety of reasons
Take advantage of every opportunity to learn and discover new area for research
Barriers/Risks
Right time in your life and academic career?
Women Program Officers with kids, husbands, significant others, 2 career families.
(No examples of families with kids of HS age) • IPA do a lot of travel – (more difficult if you do have a family)
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Risks for Associate Professors
Right time in your life and academic career?
2-3years away from University – Difficult keep research going, writing papers, working with students Return to your academic institution – Start over, recruit students, get new funding, loose lab space Time toward promotion? How does university view time at NSF?
Misconception – automatically big NSF $$$
Delayed promotion to Full Professor by 3 years
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Long Term Payoff
New broader research direction in Sustainable Engineered Systems
Green Manufacturing
• Machine-
level lci
• Wind
generator materials lci Aviation
• Cost-effective recycling • Communication and sustainability
Green Wind
• Grid improvement • Reliability • Manufacturing • Sustainability elements
Healthcare
• Life Cycle Inventory of Imaging, Diagnosis and Treatment • VA, KU Medical, Wesley
Education
• Fall and Spring sustainability Courses • Bloomfield Foundation Award • Sustainability Lab
Long Term Payoff
• • • • • Large research program funded by DOE – 11 faculty, number of post docs and students NSF funding – 2 awards, some workshops Research addresses national priorities Large diverse network of collaborators and colleagues Many new opportunities for leadership in research – Bern Sustainability Initiative – 2 Global Workshops on Sustainable Manufacturing
Long Term Payoff
• • Leadership Roles in COE and University – – COE strategic Planning Committee, Leader Research Thrust in Sustainability, Leader – Development of (multi-discipline, multi-college) Bioengineering Program, Co-leader – Head of T&P Committee for College Member of Kansas NSF EPSCoR Strategic Planning Committee
2009 Full Professor
Potential Pitfalls
• • • • Bias against research/work – Women in STEM – K through 12 – Undergraduate curriculum and education Service with no leadership responsibilities Too much service Thinking like an Assistant Professor
CLOSING REMARKS
Gender Schemas
“Implicit hypotheses about women and men do not allow us to give women the same credit for their achievements that we give men.”
Over time the disadvantage accumulates
Valian (1998) Why So Slow? The Advancement of Women. Cambridge: MIT Press
• • • • 2004-2005 survey of faculty and academic departments in six science and engineering disciplines Indications that focused efforts having had some positive impacts Women still under represented Didn’t ask a key question http://www.nap.edu/catalog/12062.html
Gender Differences at Critical Transitions in the Careers of Science, Engineering and Mathematics Faculty
Committee on Gender Differences in the Careers of Science, Engineering, and Mathematics Faculty; Committee on Women in Science, Engineering, and Medicine; National Research Council (2009)
Dr. Alice Smith
Key People
Dr. Zulma Toro-Ramos Professor and Chair
Department of Industrial & Systems Engineering – Advisor, mentor, colleague, good friend
Dean College of Engineering
Wichita Sate University – Dean, advisor
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NETWORKS/PROMOTION of WOMEN
• NSF
(10 US women) COLLEAGUES
• 7 from the Region – Libya, Lebanon, Jordan, Saudi Arabia, Morocco • the rests from Egypt – universities, research centers