Welcome to Todays NACUBO Webcast

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Welcome to Todays NACUBO Webcast

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Finding and Funding the Next Generation of
Faculty An Academic and Financial Partnership

• April 17, 2006

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The Faculty of the Future

• Cathy A. Trower, Ph.D.
• Co-Principal Investigator and Research Associate
• Harvard University Graduate School of Education
• TIAA-CREF Institute Research Fellow

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The Aging Professoriate

• The mean age of full-time faculty at four-year
  colleges and universities in the U.S. is 55.
• 46 of the tenured faculty are 55 and older.
• 9.3 of the tenured faculty are 65 and older.
• Most estimates suggest that most faculty will
  retire within 1-2 years of reaching age 65.

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Gender by Employment Type, 2001
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Employment Type by Gender, 2001
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Gender and Rank, 2001
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Race by Employment Type, 2001
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Employment Type by Race, 2001
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Race and Rank, 2001
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Faculty Employment Trends
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Tenure Ambivalence

• Security, status, prestige
• Green card validation
• Legitimacy
• Deemed worthy by peers
• Academic freedom
• Socialized to it
• NTT stigma

• No guarantee like SSS
• Outmoded system
• A guillotine overhead
• Painful process, then what?
• No life for 6 years followed by stagnation
• Three full-time jobs for 40,000

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The Great Divide

• Secrecy Quality
• Merit objective
• Competition good
• Research alone
• Narrow alleyways
• Research trumps all
• Life of the mind
• Autonomy

• Transparency Equity
• Merit subjective
• Cooperation better
• Collaboration better
• Chaotic intersections
• Teaching/service matter
• Mind AND heart
• Collective responsibility

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Issues and Challenges

• Politics and infighting
• Bar is higher
• They want everything they should shut up and
  work.
• Junior faculty offers v. Senior faculty salaries
• Brain drain outside the academy
• Mentor v. Coddle

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Strategic Faculty Planning

• The Right Faculty
• In the Right Positions
• At the Right Time
• At the Right Price
• Recruitment and Retention Issues,
• Implications, and Ramifications

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Questions?
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One Systems Challenges Recruiting the Next
GenerationOf Faculty at UNC

• Betsy E. Brown
• Associate VP, Academic Affairs
• University of North Carolina System

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The University of North Carolina
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The University of North Carolina

• 16 institutions in 6 Carnegie 2000
  classifications
• 5 HBUs, 1 Historically Native American-Serving
  institution
• 196,000 students (2005-06)
• 10,460 FT, 905 PT Instructional Faculty (2004-05)

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Projected Enrollment Growth2000-2010
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Age Structure, UNC Tenure Stream Faculty,
1982-2000
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Projected Annual Position RecruitmentFY 2001-02
FY 2010-11
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Projected and Actual Positions2001-2010

• 2001-2010 Projection
• Enrollment Growth 3,245
• Retirement/Resignations 7,108
• Total new faculty FTE 10,353
• 2001-2003
• Projected Actual Difference
• Enrollment 897 1,339 442
• Retir/Resig 1,910 1,744 -166
• Total 2,807 3,083 276

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Faculty Recruitment Challenges National Trends

• Faculty are aging less than 20 of faculty under
  age 40, almost 40 over age 55. (NCES 2002)
• Doctoral degrees are increasing at a slow rate
  (1.9 in 2002-03) numbers are below 1973 levels
  in some fields.
• US citizens received 63 of all doctorates in
  2003 26 of recipients were on temporary visas.
• 55 of US citizens receiving doctoral degrees in
  2003 with job commitments cited education as
  their intended employment sector.
• 51 of doctorates in 2003 were awarded to women.
  (NSF 2003)

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UNC PT/FT Non-Tenure-Track Faculty1900-2003
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UNC Tenured/ Tenure-Track Faculty1990-2003
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Campus Staffing Plans(2001)

• Recommendation of UNC NTT Faculty Committee
• Regular, comprehensive, reflective analyses of
  the numbers and roles of faculty--tenured and
  tenure-track, fixed-term and part-time.
• Goal To determine the appropriate mix of faculty
  necessary to achieve each institutions mission
  and maintain its quality.

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Campus Staffing Plans(2001)

• Considerations
• How many faculty employed in each type of
  appointment
• How appointments are arrayed among programs,
  departments, colleges and the institution as a
  whole
• How faculty responsibilities in teaching,
  research and service are being met at the levels
  and quality dictated by the institutions mission
• How the proportion of appointments is changing
• How future staffing will be affected by changes
  within the institution, department, discipline
• How staffing needs should be reflected in
  strategic and resource planning

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UNC Responses to Recruitment and Retention
Challenges

• Research on Mid- and Late Career Faculty
• Phased Retirement Program
• 25-30 of tenured faculty retirees each year
• 93 satisfied with program would enter again
• Survey of Senior Faculty (age 50)
• Collaboration with ANAC and Univ. of Minnesota
• Funded by TIAA-CREF Institute and UNC-OP
• Motivations intellectual stimulation,
  contributions to students, discipline,
  institution
• Concerns health care benefits, relationship to
  institution in retirement

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UNC Responses to Recruitment and Retention
Challenges

• Research on Early-Career Faculty
• Structured interviews with tenure-track and
  recently tenured UNC faculty.
• Participation by UNC campuses in COACHE survey of
  tenure-track faculty members (Harvard Graduate
  School of Education)
• Tenure, Work and Workload, Professional
  Development and Support, Climate
• Research funded by TIAA-CREF Institute, UNC-OP,
  and UNC campuses

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UNC Responses to Recruitment and Retention
Challenges

• Increased management flexibility for campuses in
  hiring and compensation (including review of
  policies)
• Policy on sick and disability leave for faculty
• Policies on stopping the tenure clock
• Guidelines for faculty reassigned time
  (sabbaticals)
• Request to pilot UNC healthcare plan outside the
  state health insurance program

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UNC Responses to Recruitment and Retention
Challenges

• Planned Task Force on Work-Life Issues (2006)
• Improved campus exit interviews and tracking of
  departing faculty
• Peer comparisons, salary and benefits
• Best practices for orienting and retaining
  early-career faculty
• Leadership development for department chairs/deans

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Questions?
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The Next Generation of Faculty A Small
Colleges Perspective

• Harold Hewitt, Jr.
• VP for Administration and Finance
• Occidental College

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Occidental College

• Independent, highly selective liberal arts
  college in Los Angeles, California
• Mission-based commitment to diversity
• Ranked 41 out of the top 50 in US News 2006
  college rankings 7 in Diversity
• 1800 students, 37 students of color
• Median SAT of Fall 05 1st yr enrolled students
  1300
• 305 million endowment/64 million annual budget

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Occidentals Faculty

• 121 TT full time, 27 full time non TT, and 25 FTE
  part time, 10.1 to 1 Stu/Fac
• 21 of TT are between 51 and 55 yrs
• 17 of TT are between 56 and 60 yrs
• 12 of TT are between 61 and 65 yrs
• 50 of TT faculty are projected to retire over
  the next 15 years

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Occidental Age and Gender of TT Faculty
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Occidental Ethnicity of TT Faculty
71.9
16.5
11.6
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Occidental Ethnicity and Rank of TT Faculty
21.2
36.7
37.5
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Occidental FT vs. PT Employment Trends
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Salary Compression at Occidental
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Campus Staffing Plans

• Recommendations of Senior Administration
• Maintain commitment to FT TT Faculty Positions
• Reduce of part time faculty
• Increase FT TT faculty
• Continue commitment to diversity in faculty
  recruitment
• Address retiring faculty concerns health care
• Develop plans to manage impact of retiring cohort
• Short-term impacts training and support
• Long-term impacts process of tenure and
  promotion

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Addressing the needs of new faculty members

• Support for research and renewal
• 1 term sabbatical following 6 terms (1995-96)
• Transparency and the tenure process
• Revisions to Faculty Handbook
• The housing issue
• The 2005 Occidental College Master Plan
• Salary compression

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Recent experiences of Qualified Applicants
for 8 FT TT faculty searches - Fall 2006

• Eng. Comp Lit 93
• Politics 62
• Psych 15
• Sociology - 162

• History 87
• Math 135
• Rel. Studies 112
• Education - 21

Occidental successfully recruited the
departments first or second choice candidate in
each of these searches
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Projected Annual Recruitment vs. Level Recruitment
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Estimating the Financial Impact of Future Hiring

• NPV analysis of level program illustrates
  positive results
• Assumptions retirement at avg. age 67, annual
  salary increases of 5, stable enrollment and
  faculty size
• Cash flows include estimated costs of benefits,
  including new post-retirement defined
  contribution health program
• Use of annual savings to aid in the reduction of
  salary compression at Assoc. and Full ranks
• Excludes estimated impact of new early retirement
  program

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Housing and the Campus Master Plan
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Housing and the Campus Master Plan
17 23 Bedroom townhouses, flats studios 39
parking stalls Moules Polyzoides, Architects
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Funding Early Retirement
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Questions?
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Additional Resources

• Faculty Recruitment and Retention, Concerns of
  Early and Mid-Career Faculty Research Dialogue
  86 Trotman and Brown, Dec. 2005. Now available
  via TIAA-CREF Institute web site
  www.tiaa-cref.institute.org
• Recruitment, Retention and Retirement In Higher
  Education Building the Faculty of the Future.
  Volume by TIAA-CREF Institute. Edward Elgar
  Publishing, 2005.
• American Council on Education web site
  www.acenet.edu
• NACUBO web site www.nacubo.org
• Recruiting and Retaining the Next Genereation of
  Faculty, A System-wide Approach in Proceedings,
  from the 2002 Keeping our Faculties conference,
  University of Minnesota. Pgs. 111-113.

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