Managing Promotion Timelines

Anita L. Allen, JD, PhDVice Provost for Faculty

Henry R. Silverman Professor of Law and Philosophy

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Goals

• Describe tenure and promotion timelines• Provide background on characteristics of

Penn faculty• Provide retention through promotion data• Offer advice on how to approach tenure and promotion process

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Introduction to Portfolio of VP Faculty

1. Faculty Actions: Appointments, Promotion and Tenure

2. Faculty Retention and Satisfaction

3. Salary Equity

4. Faculty Diversity and Leadership Development

5. Work-life, Benefits and Salaries, Faculty Retirement

6. Faculty Governance and Senate

7. Resolving Faculty Issues, Grievances, Misconduct

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23%

14%

28%

35%TenureCEAssociatedAcad Supp

Composition of Penn’s Faculty

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Composition of Academic Staff (2014)

Associated Faculty,1,986, 27%[Acad. Clin.

ResearchPracticeAdjunctClinicalWistar]

Academic Support Staff, 2,476, 35%

[LecturerSr. Lect.

Instructor,Res. Assoc.]

Clinician Edu-cator Track,962,

14%[Medicine

VetDental

Nursing]

Tenured and Tenure-Track,

1,607, 24%

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Gender Diversity of Standing Faculty

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32%

68%

FemaleMale

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80.3%

3.7%1.6%

0.6%0.1%

13.7%

White Black Hispanic Multi-Race Native Asian

Race/Ethnicity Diversity of Penn’s Standing Faculty

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Timeline for 7-Year Tenure Track

Year 7

Terminal Year or Promotion

Mandatory Review

Year 6

Administrative Preparation for

Mandatory Review

2015-16 2016-17 2017-18 2018-19 2019-20 2020-21 2021-22

Reappointment Year 3 or 4

Appointment Starts

Year 5Year 1

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Timeline for 10-Year C-E or Tenure Track

Year 10

Terminal Year or Promotion

Administrative Preparation for

Mandatory ReviewYear 8

Mandatory Review

Year 9

1st Reappointment Review

Year 3 or 4

Appointment StartsYear 1

2nd

Reappointment Review

Year 6 or 7

Effective Year 4 or 5

Effective Year 7 or 8

2015-16 2016-17 2017-18 2018-19 2019-20 2020-21 2021-22 2022-23 2023-24 2024-25

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Standing Faculty Retention through Promotion Rates, 1998-2005 Cohort

Non-Minori URM Asian Minority 0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%

45.1%48.1% 46.7% 47.1%

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CE Faculty Retention Through Promotion Rates, 1998-2005 Cohort

Non-Minor URM Asian0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%

35.0%40.0%

31.3%

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Retention Through Promotion: Gender Differences

• University: Women 44.1%, Men 46.5%• CE: Women 34.8%, Men 34.6%• Men over Women in PSOM, Wharton• Women over Men in SAS and SEAS

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Women Retained Through Promotion Less Often than Men

• After four years, 20% of standing faculty cohort have left their positions, ~5% more women than men

• After 7 years, 40% of cohort have left, 1% more women than men

• After 10 years, 55% have left, ~2% more women than men

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Some Advice

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Know What is Expected

Work Product• Peer-reviewed articles• Single-authored books w/university or

academic presses• Grants• Grants Applications• Clinical Care, Procedures• Edited books• Substantial chapters/papers in peer edited

books• Translations• Compositions• Textbooks• Law journals (Law and Wharton Legal

Studies)• Scholarly Abstracts (SEAS)• Portfolios; Exhibitions (Design)

Other Work Product• Op-Eds• Blogs• Book reviews• Encyclopedia entries• Reports • White Papers• Patents

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Reappointment: Take it Seriously

Occurs during year 3 or 4 to assess:1. Publication Record2. Teaching 3. Progress on Grants4. Visibility5. ServiceMeet with your Department Chair or Dean and Mentors to assess your progress, areas of concern or weakness, and areas of strength. An advisory plan should be followed.

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Utilize Extensions for which You Qualify

• Extensions– Up to 3,one year

extensions allowed for new children; care-giving of others; own illness; catastrophe

• Reduction-in-duties– Whole years only for up

to six years; Up to 50% each year

Both require official notification by faculty member and PSCS approval.

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Understand the Appointments and Promotions Process

Departments (9 Schools)

Schools’Personnel Committees& Dean

Provost’s Staff Conference (PSC). Meetings scheduled bi-weekly.Chair: Provost Membership: 8 Deans (4 Standing, 4 Rotating); and 4 Vice ProvostsJurisdiction: New Appointments (TT; CE; Research); Promotions to Associate or Full (TT; CE; Research)PSC members read each dossier; advise Provost. Provost decides cases, subject to approval of Trustees

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Know Components of Strong Dossier

1. Letters: Deans, Chairs, and Personnel, Reading, Teaching Committees; Optional solicited letters from Penn faculty

2. Outside Letters from (Pre-Approved) Consultants 3. Personal Statement*4. Current CV*5. Teaching Chronicle*

a. Objective Evaluation

6. Grants, if Applicable* 7. Table showing distribution of Standing Faculty in the Department

by rank and tenure status8. Other: e.g., list of top journals in fields

*Candidate prepares

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Service

• Assistant Professors should focus on teaching, scholarship and publishing.

• Service responsibilities (with the possible exception of those that increase visibility among the academic community) should not compete with teaching, scholarship and publishing and certain roles, such as UG Chair, Grad. Chair or Program Director should approached with caution.

• Service may enhance or support a case for tenure but much more emphasis, especially in challenging cases, is placed on scholarship and teaching.

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Promotion to Full Professor

• Promotion to Full is an Expectation for all Eligible Faculty

• “One Bite” Rule Does Not Apply

• Potential Stumbling Blocks– National /International

Stature Unclear – Teaching Issues Unresolved– Service/Collegiality Issues

Unresolved

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End