Non-tenure Track Faculty Research Articles

Best-Practice Strategies for Faculty Evaluations: A Focus on Pharmacy Departments or Divisions with Both Tenure and Nontenure-Track Faculty Members

There are unique challenges associated with the evaluation of faculty in pharmacy departments or divisions that have a mix of nontenure-track and tenure-track faculty members. Such evaluations are intended to provide feedback on performance and personal growth but have the potential to demotivate faculty and add to existing stress if improperly performed. The purpose of this commentary is to suggest best practices for department chairs involved in performing evaluations of faculty in pharmacy departments or divisions that have a mix of nontenure-track and tenure-track faculty members. The paper is intended to help ensure these evaluations not only capture the quality and quantity of each faculty member’s full range of activities and responsibilities but also are conducted in a supportive and constructive fashion. This commentary is targeted at new department chairs, new faculty members unfamiliar with academic evaluation processes, and departments contemplating changes in their existing evaluation procedures.

Mentoring Experiences of New Nontenured Faculty in Undergraduate Nursing: A Qualitative Study.

Mentoring is crucial for professional development and retention of newly hired nurse faculty, yet little is known about the actual mentoring experiences of clinical nurses in their first few years following transition into academic teaching. Individual semistructured interviews were conducted with 23 full-time nontenure-track faculty from 10 higher education institutions in seven states in the United States. All of the faculty were in the first 3 years of teaching in 4-year undergraduate nursing programs. Five themes emerged: (1) chaotic work environments characterized by unpredictable workloads, absence of reliable support, and inconsistent access to information; (2) a de facto do-it-yourself system in which nurses pieced together their own support; (3) reliance on personal social networks; (4) yearning for real mentorship; and (5) future plans about staying in the role. A gap exists between widely touted recommendations about mentoring and the reality of mentoring for newly hired nontenure-track faculty. [J Nurs Educ. 2024;63(8):525-532.].

Interprofessional reconstruction of a policy for academic advancement: The evolution and evaluation of scholarship for today, tomorrow, and beyond

Within higher education, scholarship is narrowly and inconsistently defined, limiting recognition of evolving faculty expectations, particularly for nursing faculty. At this academic medical center, a campus-wide, multi-school, academic advancement policy was achieved with a broader definition of scholarship that included: peer-reviewed publication of federally funded research, as well as innovation in curriculum development, teaching methodology, community engagement, safety and quality improvement, clinical practice, and health policy that would be applicable to tenure and non-tenure track faculty. The background, process, and outcomes of developing an expanded definition of scholarship that encompasses new and evolving areas of scholarship for a reconstructed academic personnel policy is presented. Beginning with a literature review and surveys of other schools' policies, we describe how a campus-wide working group ensured consensus and acceptance of the new policy. Upon approval of the reconstructed document, guidelines for implementation were widely disseminated through training workshops and discussions, integration into new faculty orientation, and faculty development programs. We share our process, outcomes, and lessons learned believing this information to be useful to other institutions engaged in review and revision of their promotion and tenure processes to align with the increasing expectations of nursing faculty of today and tomorrow.

Qualitative Analysis of Pre and Postpromotion/Tenure Review Processes Employed by US Pharmacy Schools

ObjectivePolicies related to prepromotion/tenure reviews and postpromotion/tenure reviews are critical to faculty advancement and retention. The objective of this study is to describe the utilization, timing, and application of such policies as described within promotion and/or tenure documents from US colleges/schools of pharmacy. MethodsPT documents were collected from internet searches and/or contact with administrators at each institution. Qualitative content analysis was used to systematically review policies related to pre and postpromotion/tenure reviews. Policies were reviewed for required vs optional status, timing, possible outcomes, and other characteristics. ResultsPT documents were analyzed from 121 (85%) colleges/schools. Of these, 26% included policies for prepromotion review of nontenure-track faculty, while 45% included pretenure reviews for tenure-track faculty. The majority of prereviews were required (65% and 91%, respectively) and conducted after 3 years in rank on average. Only 22 (18%) included postpromotion/tenure reviews, with most (17, 77%) conducting reviews after a prespecified time in advanced rank (mean 3.9 years). Potential negative consequences of postpromotion/tenure reviews were more frequently described than potential rewards. ConclusionThis analysis of promotion and/or tenure documents revealed that pre/posttenure reviews were more commonly employed than pre/postpromotion reviews. Documents most frequently described potential negative consequences that may result from unsatisfactory postpromotion/tenure reviews. Academic leaders should consider the implications of these trends within their own institutions and how their own policies may be improved to create clearly articulated, fair, and parallel processes for both tenure-track and nontenure-track faculty.

Applicant qualifications and characteristics in STEM faculty hiring: an analysis of faculty and administrator perspectives

BackgroundThe lack of racial diversity in science, technology, engineering, and mathematics (STEM) disciplines is perhaps one of the most challenging issues in the United States higher education system. The issue is not only concerning diverse students, but also diverse faculty members. One important contributing factor is the faculty hiring process. To make progress toward equity in hiring decisions, it is necessary to better understand how applicants are considered and evaluated. In this paper, we describe and present our study based on a survey of current STEM faculty members and administrators who examined applicant qualifications and characteristics in STEM faculty hiring decisions.ResultsThere are three key findings of the present research. First, we found that faculty members placed different levels of importance on characteristics and qualifications for tenure track hiring and non-tenure track hiring. For example, items related to research were more important when evaluating tenure track applicants, whereas items related to teaching and diversity were more important when evaluating non-tenure track applicants. Second, faculty members’ institutional classification, position, and personal identities (e.g., gender, race/ethnicity) had an impact on their evaluation criteria. For instance, we found men considered some diversity-related items more important than women. Third, faculty members rated the importance of qualifications with diversity, equity, and inclusion (DEI)-related constructs significantly lower than qualifications that did not specify DEI-related constructs, and this trend held for both tenure track and non-tenure track faculty hiring.ConclusionsThis study was an attempt to address the issue of diversity in STEM faculty hiring at institutions of higher education by examining how applicant characteristics are considered and evaluated in faculty hiring practices. Emphasizing research reputation and postdoctoral reputation while neglecting institutional diversity and equitable and inclusive teaching, research, and service stunt progress toward racial diversity because biases—both implicit and explicit, both positive and negative—still exist. Our results were consistent with research on bias in recruitment, revealing that affinity bias, confirmation bias, and halo bias exist in the faculty hiring process. These biases contribute to inequities in hiring, and need to be addressed before we can reach, sustain, and grow desired levels of diversity.

Barriers to Nontenure Track Faculty Scholarship in a Research-Intensive University.

Assistant Program Director, Nurse-Midwifery/Women's Health Nurse Practitioner and Women's Health Nurse Practitioner Programs (Ms Bradford), and Professor, Director, DNP Graduate Studies (Dr Slota), Georgetown University School of Nursing, Washington, District of Columbia. Correspondence: Ms Bradford, Georgetown University School of Nursing, 3700 Reservoir Rd NW, St. Mary's Hall, Washington, DC 20057 ([email protected]). The authors gratefully acknowledge the contribution of Dr Nancy Crowell for quantitative analyses and the contribution of Dr Diana Burden in the conception and implementation of the study. The authors declare no conflicts of interest. Supplemental digital content is available for this article. Direct URL citation appears in the printed text and is provided in the HTML and PDF versions of this article on the journal's website (www.nurseeducatoronline.com). Accepted for publication: April 28, 2023 Early Access: May 25, 2023

The Five Most Important Lessons I Learned Along the Path to Clinical Professor

Data from the Academy indicate that non-tenure track (NTT) faculty are not ascending academic ranks to the same extent as tenured/tenure-track faculty. The reasons for this are likely multifactorial but may include a lack of direction, purpose, and resources. While there is more than one way to arrive at a particular destination in academia, it seems wise to listen and learn from those who have traveled the path. In this Commentary, which is directed to new and mid-career NTT faculty, I discuss the five most important lessons I learned along the path to becoming a clinical professor. This includes the importance of humility and serving others, setting goals (and advocating for the time you need to reach them), working smart (not simply hard), taking an active role in advancing the profession, and finally, taking time away from work and seeking alternative work arrangements that promote work-life balance.

Lessons From Three Institutional Winners of the Delphi Award Supporting Nontenure-Track Faculty on Campus

In Short The Delphi Project on the Changing Faculty and Student Success is a national effort to better support the professoriate. In 2018, The Delphi Project launched an award for campuses that had made significant efforts to better support their nontenure-track faculty, including exploring and implementing new faculty models that lead to more secure and professional faculty positions. This article summarizes insight from winners at three institutions from varying sectors in higher education who have received the award.

Reflecting on Two Years of Pandemic: What Should We Keep and What Should We Leave behind?

In Short The pandemic helped to reveal issues campuses should address, including inequities (e.g., lack of support for nontenure-track faculty) that campuses may not be focusing on due to being reactive to the crisis. Reflection on how the last 2 years shaped campuses can lead to campuses learning that they can change patterns of inequity that the pandemic revealed. Key areas of consideration include the value of faculty roles; importance of professional development; expanding responsibility for diversity, equity, and inclusion work to more groups on campus; increasing hybrid work; enhancing online learning and student support; addressing mental health issues; and attending to the emotional labor burden of faculty and staff of color.

Evaluating the Oregon Experiential Learning Model: Findings from Clients, Students, and Alumni

Experiential learning has long been integral to planning education. For decades, the University of Oregon has offered a unique experiential model involving paying clients supported by nontenure track faculty. We utilize surveys and interviews to evaluate nine years of course delivery in relation to learning outcomes, work quality, and lessons learned. We found the model provides thorough professional training and excellent products due largely to client engagement and staffing support, but ongoing challenges include collaborative work programs, team dynamics, and integrating equity and inclusion. This model requires client and university investment, and we highlight transferable lessons for developing experiential learning programs.

Rank and Tenure Amongst Faculty at Academic Medical Centers: A Study of More Than 50 Years of Gender Disparities.

To investigate progress toward gender equality in academic medicine through a longitudinal analysis of gender parity among faculty at medical schools. The authors conducted a retrospective analysis of Association of American Medical Colleges Faculty Roster data on gender, tenure status, and academic rank of faculty in basic science (BSc) and clinical science (CSc) departments from 1966 to 2019. They expressed data as whole numbers and percent female. A trend analysis projected time to gender parity across rank and tenure categories, and cross-tabulation analysis revealed the relative odds of females being in a rank and tenure position relative to males. A 12-fold increase in the number of faculty occurred from 1966 to 2019, driven largely by increases in non-tenure track faculty. Female tenured and tenure track numbers increased at consistent rates (121 and 174 per year; P < .001). Female non-tenure track rates mirrored those for males, both changing in 2000. Odds ratios in 2019 for BSc and CSc females to be in tenure track versus non-tenure track positions compared with males were 0.83/0.98 and to be tenured were 0.63/0.44. Odds ratios in 2019 for BSc and CSc females to be full professors versus assistant or associate professors compared with males were 0.55/0.42. BSc assistant and associate professor percent female rates increased linearly from 1966 to 2019, while full professor rates increased in 1986. Transition points between periods of linear change were seen later in CSc departments (1977, 1980, 1985, 1994). Best fit line models indicated gender parity will be reached for BSc/CSc faculty in 2034/2023, 2047/2033, and 2065/2053 for assistant, associate, and full professors, respectively. These findings suggest large historical changes in medical school expansion, medical education, and economics have shifted gender curves at all academic ranks. To achieve gender parity, additional national changes are needed.

Engaging Design Thinking in Professional Bureaucracies: Improving Equity for Non-Tenure Track Faculty in Higher Education

Engaging Design Thinking in Professional Bureaucracies: Improving Equity for Non-Tenure Track Faculty in Higher Education

Leveling the Playing Field

Despite the numerous benefits of formal mentorship for all faculty, it remains underutilized within the academy. Specifically, this lack of critical support leaves historically marginalized groups, particularly women, underrepresented minorities, as well as part-time, intermittent, adjunct, or non-tenure track faculty, to struggle with navigating the challenging climate of higher education. To counter these inherent power differentials, this article asserts that formal mentorship is the responsibility of social work educators. This article presents a conceptual framework that integrates Relational Cultural Theory (RCT), the National Association of Social Work (NASW) Code of Ethics’ core values, and the Council on Social Work Education’s (CSWE) Educational Policy and Accreditation Standards (EPAS) as a mechanism to support faculty through formal mentorship practices. This article advocates for an amendment to the EPAS to include formal faculty mentorship within accredited programs.

Perception and Conceptualization of the Land-Grant Mission at a Land-Grant Institution

While the three-part mission of the land-grant university has been a pivotal component of agriculture and natural resources in the U.S., the land-grant mission is not always well understood by all audiences, including faculty members who are the key deliverers of the land-grant mission. As such, it is important to understand how faculty members view the land-grant brand identity. A series of focus groups were conducted with tenure and non-tenure track faculty members at [university]. Faculty members’ perceptions of the university’s brand came out in four themes: overall description of the brand identity, connections to [City], university values, and increased emphasis on research. How faculty members conceptualized the land-grant mission presented two themes: aware but uninformed about the land-grant mission (subthemes: concerns about public awareness and stakeholder priorities, and unawareness of Extension) and having varying definitions of the land-grant mission (subthemes: land-grant is about the land, the land-grant mission is for more than agriculture, the land-grant is successful when serving the state, the land-grant mission is intended to improve society, and the land-grant mission is delivering equal opportunity education). Recommendations for universities included providing faculty members with a full understanding of the land-grant missions and ensuring students are taught about the land-grant mission. Future research was recommended to assess perceptions of faculty members at other land-grant universities and perceptions of non-faculty audiences such as students and external stakeholders. A quantitative survey was also recommended to provide a more generalizable view of faculty perceptions of the brand of land-grant universities.

Evaluation of a Fourth-Year Student Pharmacist Research Process at a Community Teaching Health System

Objective. To evaluate a process developed to support research by fourth-year student pharmacists enrolled in an advanced pharmacy practice experience at a health system affiliated with a school of pharmacy.Methods. In 2017, clinical, non-tenure track faculty transitioned from facilitating a fourth-year research elective to implementing a new student research process that matches students to research preceptors at the beginning of the academic year and provides training and resources to them throughout the year. This pre-post study evaluated student pharmacist research participation, dissemination, and placement into a residency or job position at the time of graduation, and then compared data for the three years before the new process was implemented to data for the three years after implementation.Results. Thirty-three fourth-year students assigned to the health system graduated from 2015 to 2017, and 31 graduated from 2018 to 2020. The percentage of students in each cohort who completed research projects increased significantly (48.5% vs 87.1%), the number of projects increased significantly (18 vs 35), the number of presentations increased significantly (29 vs 63), and the number of publications increased significantly (9 vs 20). The percentage of research students who pursued postgraduate training increased (68.8% vs 96.3%), as did their rate of placement into training programs (81.8% vs 92.3%). Of those students who did not participate in research, the percent who pursued training also increased (17.6% vs 75%), but the rate of placement remained the same (66.7%).Conclusion. Matching fourth-year student pharmacists to research preceptors at the beginning of the academic year and providing them with training and resources throughout the year was associated with increased research productivity.

Continuing the Development of Science Communication Skills in Early Career Scientists: Challenges and Rewards During COVID-19.

Continuing the Development of Science Communication Skills in Early Career Scientists: Challenges and Rewards During COVID-19.

January 2022 Placement Ads

January 2022 Placement Ads

Advancing clinical scholarship among non-tenure track faculty: A faculty scholarship program.

• A dedicated program to support non-tenure track faculty facilitates scholarship initiatives. • Fostering and supporting non-tenure track scholarship is critical for advancing knowledge, strengthening student educational programs, as well as facilitating the promotion and retention of nurse clinician educators.

Impact of working conditions on faculty teaching:

The following exploration examined the impact of working conditions on faculty teaching for full-time faculty and non-tenure track faculty within an academic department at a large Midwestern university to determine whether employment status and working conditions potentially impacted student learning outcomes. Questions asked of participating faculty focused on factors related to, or influencing, teaching that may improve or hinder student learning. Factors such as available resources, interaction with department administrators and other faculty, job satisfaction, work-life integration, and mentorship were explored through written surveys and one-on-one interviews. Twelve faculty, out of a target population of 33, provided insight as to concerns or issues they felt impeded or supported teaching efforts. Although the exploration contained a small sample size, department administrators implemented changes to address faculty concerns to reduce “disconnects” and issues mentioned by faculty members. Primary changes occurred around part time faculty input on curriculum development and interactions with department administrators and full time faculty. While still ongoing, initial feedback is positive and indicates faculty are adapting to the changes. Further work is necessary to examine individual feelings of worth and value, as well as exploring actual student learning outcomes across courses.

Changes to MSW Faculty Workload Resulting From COVID-19: An Issue of Equity

ABSTRACT As a result of the health and safety concerns associated with the COVID-19 pandemic, in Spring 2020 social work programs nationwide were required to make significant shifts in their instructional methods and field placements. These changes often resulted in faculty members taking on new or additional responsibilities related to teaching and field. This work explores the experiences of full time faculty members from the 18 accredited Masters of Social Work (MSW) programs in Texas. Sixty faculty members completed an online survey about changes to their teaching and field related responsibilities during COVID-19. Results indicate that non-tenure track faculty were most acutely impacted by these changes, leading to significant increases in both teaching and field responsibilities relative to their tenure track peers. Additionally, faculty working at private institutions reported less of an impact on their workload than those working at public institutions. These results underscore the importance of supporting non-tenure track faculty, who are often women and from racial/ethnic groups historically underrepresented in academia, who are afforded less job security and employment related benefits, as they continue to take on additional responsibilities essential to the continued operation of MSW programs. Implications for future research and social work education are discussed.