Posted by Lina Neto on November 18, 200 at 10:28:52:
> For those of you working toward tenure --
>what specific sorts of support would be most useful?
>How can those of us past the tenure hurdle better
>assist you in achieving a balance that's appropriate and sane
>-- and will still qualify you for tenure?
A right to say no? Sure!
That's what I have been doing… sometimes!
Let me tell you my experience, and then comment on what I would
suggest we all need -- both tenure-track and "judging" faculty.
Brace yourselves for what will be a VERY LONG description of my
points of view….
I started my position as Associate Professor at Cal Poly in
September 98. Thus, I am just starting my 3rd year, and you
may say I am new, young, and haven't much experience. Well,
we all have to start somewhere, and nowhere better than where
there's a helping hand around the corner, right? I had a few
helping hands, and I had some past experience that I used every
step of the way.
I had a rough time initially. I came to a department that did
not have to deal with tenure-track faculty for sometime, that
had gone through some troubled times with previous women faculty
and were unsure of what to expect. And so was I, coming from
an European University, where research was more or as important
as teaching, and having to adapt my knowledge to a new
environment. Before I came to Cal Poly I saw great changes
in departments in my previous assignments. I had seen women
striving in engineering departments, predominantly man-driven,
and changing the course of things. I was involved in such
changes, and want to continue that involvement in my new
working place. Such changes, especially in engineering, are
only possible with hard work, acceptance of work beyond the
normal assignments, lots of creativity and an environment that
will accept at least part of that creative input.
As I mentioned before, my department was not ready for the RTP
process, as weren't the candidates (there were two of us at the
time, now we're three). I was given contradictory information
on what was expected from me and how I was supposed to achieve
the goals that I had to make for myself. The worst part was
that since I came onboard with two years of credited service,
I had to achieve in 3 years which usually takes 5 years under
"normal" tenure-track circumstances. My colleagues in my
department tried to be helpful the way they knew best, but
I got some absurd suggestions at times. Such as when one or
two of my peers suggested that I should write a book as my
Professional Development Plan to achieve tenure. Something
impossible to do in 3 years, when you have a heavy teaching
load as we do at Cal Poly! Such a suggestion may have
seemed "achievable" by a naïve person, had I not talked with
other colleagues. It was a good thing that I was not shy,
and in desperation (there's no other word for my feelings at
the time) I looked for help and mentoring in other people,
at various levels. That's when doors started to open, hands
started to reach me and I found my way through. I am proud
of saying that I think I achieved stability in my work, both
emotionally and professionally. Until you are emotionally
comfortable with your professional world, everything will
seem a hurdle too high to jump. Once you feel secure of
yourself and know where to go for answers when you have
questions, you'll realize obstacles are like mirages. Once
you'll identify the real problems, you can figure out the
solutions for each case. Going through tenure is just that!
And not being afraid of saying "no" from time to time!
My advice for tenure-track faculty would be:
- Do not allow yourself to get terribly frustrated.
Going through the tenure process is like a
roller-coaster, with ups and downs. Just make sure
that the downs are not too low and do not demoralize
you to a point of hating what you're doing.
- Sometimes you have to fight for the right of saying no.
As long as you justify properly your reasons, and do
not show arrogance towards those you need to discuss
such matters, you will be ok.
- Make sure that when you feel bad about something or
someone, go and talk to that person about what is
troubling you. Try to compromise.
- When dealing with the DRTP or any time during the
RTP process, you have rights that you must be aware of.
Try to be knowledgeable about your rights are as well
as your duties. Speak frankly with your DRTPC
(Department RTP Committee) and understand what is
expected from you.
- I also strongly suggest that you talk to other
tenure-track faculty at your College level and find
out policies and requirements in other departments.
Exchanging information at that level will give a very
good idea of what it's expected from you at College
level.
- Do not be shy and ask the same questions at University
level (still RTP). What does the university expect
from you? If possible, talk to people in RTP Committees.
- Of course your department is the first and probably
the most important nucleus/step in the RTP process.
But there has been times when decisions have been
overturned because there were different levels of
expectations at different levels.
- I always talk to people at different levels, write
some keynotes on what is expected from me at
Departmental, College and University level, and try
to fulfill those requirements. You must plan ahead
how you will contribute at these three levels during
your tenure-track time, and how much effort, percentage
needs to be assigned to each part. Of course time will
tell you in which direction your natural skills are
leading you, and once that feeling grows on you,
follow your path and things will naturally fall
into place.
- Above all, when you feel lost, DO NOT close yourself
in your own office hoping for better days. There are
many of us on campus that are willing to give you a
helping hand, or ears… Remember that talking to other
people, not only you may get a good advice (if it's not
good you can always ignore it…). Above all, talking
aloud and hearing your own thoughts will help you
identify the mirage and bring down the hurdle.
My advice for "judging" faculty (those that are
tenure and are in RTP Committees) would be:
- Try to remember your tenure-track times. It may
have been a long time ago, or not so long. But do
you still remember the shivers that you had once in
a while? The insecurities?
- You brought this new person onboard because in your
department's judgment this person would be an asset
to the future of your department, bringing new energy
and ideas.
- Being "nice" to the new tenure-track faculty during
(only) the first week or month of their time at Cal Poly
will not be enough. If you want this person to develop
her/his skills to the benefit of the department, you
have to show them some sense of direction. A path that
leads to achievable goals and learning how to deal with
the ups and downs of the politics of the academic world,
as well as the more down-to-Earth faculty duties and job
related tasks.
- Do not wait until you see a troubled tenure-track
faculty to knock at their door and offer your help.
Tenure-track faculty need your help everyday, every
week, the whole time. They need the little white stones
left behind by you to show them one possible way out of
trouble leading to your open door. Sometimes
tenure-track faculty need to be told of their risky
decisions, before they go into trouble. It's your duty
to do so.
- Departments that did not have tenure-track appointments
for some time should make themselves knowledgeable of
the RTP process ahead of time, and discuss procedures
and criteria with their tenure-track faculty. I also
strongly advise DRTPCs to discuss in detail what they
expect from the candidates in their department, before
discussing these with the candidates. I know of very
embarrassing situations, when DRTPC members started
discussing their different views on expectations in
front of the tenure-track professor, leaving the
candidate extremely confused. This results many times
in candidates seeking answers to what should have been
a departmental affair, from higher level RTPC or people,
which becomes at times very embarrassing for the
department itself.
- When you find flaws in your department's RTP procedures
and criteria document, discuss them with everybody in
the department (including the tenure-track faculty,
since it's their right to be involved in the process),
find solutions and always try to improve it. That
document should be the most important piece of
information telling the candidate how to write their
RTP package every year, giving them a sense of direction
when they are confused and to which both parties can
refer to. If anything goes wrong with any candidate,
both the department or the candidate might refer to the
DRTP document as a legal document. A flawless document
protects both parties involved in the process.
- Above all, guide the tenure-track faculty because they
are not only your peers, chosen by you, but they will be
in most cases the future of your department. You want
to leave a legacy that everybody will look up to as an
example for other departments. In order to have that,
you need to pass your knowledge to the new, in-training
faculty.
I feel like I could go forever onthis subject. I don't
really have a unique answer to Sara's comments though.
1) Do I know what is expected of me to get tenure?
2) Am I engaging in the correct "mix" of activities to
achieve tenure?
3) Which is harder, getting tenure or promotion?
What I told you is the way I see it as a whole. Personally,
I know what is expected from me to get tenure. I talked to
many people and followed many of the rules that I mentioned
above. Slowly, without being arrogant and "pushy", I think that
I contributed to opening some eyes in my department, change a
few things which I hope will give a sense of direction in my
department and help the candidates that will come after me.
They will definately have my hand to show them part of the way,
and my door will be invitingly open to have others discuss they
different views on these issues. I know that I am engaging in
the correct "mix" of activities to achieve tenure. I talk to
many people at different levels and it seems that I am
contributing reasonably at departmental, college and university
level, considering my personal skills constraints, of course.
Sara's third question is the one I really cannot answer, not
even at a personal level. But I can comment, right?
From talking to other people and the many stories I know
from all over campus, I would say that when you are an
Assistant Professor, getting promotion to Associate Professor
has not been in the past a difficult process. I do not know
of problematic stories. Also, if they existed, since you
apply for this (usually, under normal circumstances) at the
end of your 4th approbatory year, it is a good indication on
whether your work towards tenure is being driven in the right
direction. If there are problems, they should be identified
then. My case will be the opposite. Since I will be up to
tenure at the end of my 3rd year at Cal Poly, which is counted
as if it was my 5th approbatory year, I go through the tenure
process before promotion to Full Professor. I think that if
I do not have any problems with my tenure process, I would
expect not having problems with my promotion the following
year either, because promotion will be covered by 80% of the
work I am doing towards tenure already. it is important however
to read carefully the criteria defined in your DRTP doc.
If there would be cases of eventual problems with promotion,
I would see them in other way, which will not be my case,
since I am on a totally different "time-frame", "level", or
whatever we may call it.
Let's assume an Assistant Professor on tenure-track. At the
end of the 4th year, that person is up to promotion to Associate
Professor. At the end of the 5th year, that person is up to
tenure. Let's assume that there are no problems and that
person became a tenured Associate Professor. Three years
later, after getting tenure, that person is up to promotion
again, to Full Professor. Under normal circumstances, that
person kept the rhythm, was kept well-informed on the process
and was working towards this new challenge. However, it
happens that in several cases the tenured Associate Professor
slowed down on work, and does not have a strong case to apply
for promotion. It is her/his choice to just pass the
opportunity and s/he can do it as many times as s/he wants.
That's the only case I might think promotion would be harder
to achieve than tenure… But, Sara, this is a personal
reasoning and since I have no experience in this area,
and only know of one case (recent, in my own department)
this is the only comment I can make. I don't know if it will
help, or if it answers your question though!
And after this LONG LONG personal view, I summarize with
an advise to all other tenure-track faculty that managed
to read this to the end. Say "no" many times. You need
to define to yourself and your peers your contribution
according to your skills and capabilities. Do your best,
and you'll do just fine. My Dean, Dr. Hohmann, told me
not long ago: "Lina, I really appreciate your work.
But make sure that you don't burn yourself now because
we need you to keep the pace for a long time". I pass his
words of wisdom to you all.
Lina Neto
Civil Eng.
faneto@csupomona.edu
Extension 2647