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Recruiting, Promoting

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The Role of Work/Family Policies ... affordable and accessible Tenure clock stop policies Family leave policies Modified duty policies Flexibility in tenure ... – PowerPoint PPT presentation

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Title: Recruiting, Promoting


1
Recruiting, Promoting Retaining The Best
FacultyThe Role of Work/Family Policies
  • Lisa Wolf-Wendel
  • University of Kansas

2
Goals for the Session
  • Establish why universities should care about
    work/family policies
  • Recruitment focus on Dual Career Couple
    Policies
  • Promotion Retention focus on needs of
    academics with children
  • Future of work/family Policies

3
Context
  • Higher Education is in flux
  • Academics (future academics) lives are
    complicated
  • Institutions of Higher Education are not
    altruistic

4
Why Institutions are Becoming Family Friendly
  • To recruit, promote and retain best faculty
  • To address concerns about representation
  • To raise morale and increase productivity
  • To create more equitable work places
  • Pressure from external sources

5
Recruitment The case for Dual Career Couple
Hiring Policies
  • Types of help
  • Ad hoc, decentralized
  • Relocation assistance
  • Consortia
  • Shared positions
  • Creation of non-tenure track positions
  • Creation of tenure track positions

6
When Dual Career Hiring Works
  • Serendipity
  • Initial hire is really wanted
  • Quality of second hire
  • Fit of second hire/needs of unit
  • Culture and Receptivity of hiring department
  • Willingness/needs of second hire
  • Availability of resources

7
Tenure, Promotion Retention (other work family
policies)
  • In Academia work and family has been an either
    or proposition (especially for women)
  • Could wait to have children.
  • Could opt not to pursue an academic career
  • Could opt for a less prestigious position
  • How do faculty manage work and family?

8
Academic motherhood study
  • Qualitative study
  • Interviews with 120 women
  • Variety of institutional types
  • All with young children, all tenure track
  • Variety of fields
  • Interviewed early career (less than five years)
    and mid career (5-7 years later)
  • Reviewed institutional policies

9
Early Career Findings
  • The joy of professional and personal roles
  • Academic work is flexible, but unending
  • Having a child makes you efficient
  • Puts things into perspective

10
Early Career Findings
  • Buffering
  • Preoccupation with timing
  • The second shift is alive and well
  • Individual agency
  • Departments determine culture
  • Policies are important, but underutilized

11
Mid Career Findings
  • Most were successful and thriving
  • More flexibility, less work stress
  • Easier to prioritize their interests at work
  • Parental concerns shift
  • changing diapers to arranging car pools
  • Scheduling is a major issue
  • Not wanting to deal with politics
  • Hesitant to go up for promotion and move into
    administration

12
Mid Career Findings
  • Burnout
  • Stress of pre-tenure stage still stings
  • Need for self care
  • Mentoring and support
  • Serve as mentors for others
  • Helped to create institutional policies
  • Dont receive mentoring or support

13
Family Friendly Policies
  • Dual Career couple hiring
  • Day care affordable and accessible
  • Tenure clock stop policies
  • Family leave policies
  • Modified duty policies
  • Flexibility in tenure
  • Professional development (throughout career)
  • Mentoring (throughout career)

14
Dilemmas Tenure and Biological clock can they
coexist
  • Ideal Worker/Ideal Scientist

15
Dilemmas
  • FMLA is not enough
  • Not an entitlement
  • Not just a womans problem
  • Not just for junior faculty

16
Questions/Discussion
  • Institutional versus individual perspectives
  • Results at different institutional types
  • Disciplinary differences
  • Gender differences
  • Questions? contact Lisa Wolf-Wendel lwolf_at_ku.edu
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