Table 3
From WolfWikis
Response to Work Group Information
? what is average phd age in eng or chem? chem answer = 28
cannot have recruitment unless retirements; univ must begin thinking retirement retention is enemy of recruitment? or retain for short time; minority fac in high demand number of fac in 60s high here; so we do good job or baby boom? numbers drop off sharply in mid 60s (earlier)
incentives to retire not good here; get better or worse given econ situation?
growth means net additions; with retirments harder to add net
in time dept offerings are steady state? what about new delivery? new fields? new combinations?
projections make assumptions = how we are today is it only bigger in future? no, more grad, mixture depending on fields?
23% grad students now, going to 27% - no great character change will it continue this trend? yes (provost) he wanted higher proportion
ugrad enrollment controlled by provost; grad students by faculty and economy - more grad students now with fewer jobs
need to know what do we really do for retention - we are competing with peers - what do they do what are our opportunities here? (provst) workshops recent
- 1 issue in satisfaction, over salary, facilities, parking = culture in department supportive?
faculty can control this ot some extent; collegiality, progress, research support
?what is ideal fac career? one place forever? many models: one=several visiting, one 10 post, some admin; then here as admin/fac [left due bec univ was not growing field}; here had growth retention is about quality of institution for indiviual case
phd pipeline is hard; how to increase movement to address competition for new phds; should we grow our own? minorities, support, sustain chem project Z - (40 years old) does this; disadvant. students, summer HS experience; in lab with fac; produce poster; SAT training; learn to apply for scholarhips; several years out; 100% of students have gone ot college; 3 mil shcolarhips for local 40 students; major in chem high; propel through pipeline many doing post docs; but not being hired here; need fac mentoring; 'diamonds in the rough'; hired here none (since begun 15 yrs) provost says not good investment for us here; how many students into acad or industry or medicine? national program; large effort local efforts more variable
private sector leads in some fields, acad in others for phd grads
academy may become more interesting to young in economic future
retention - when fac have kids going to college = very vulnerable point; easier if something had been offered (provost) we could provide half tuition benefit for million/year; state personnel system would not support as not equitable across state other benefits available? ORP
issue of age; when degree, when job, when children? affects women more
univ has different product than rest of state employees
could just waive student fees for fac children? (provost) no, but could pay on behalf UNC does a few things out of endowment
gesture is necessary, appreciated
how many new fac single, married? cannot ask, how to get info? hire, recruit families really how to recruit/retain - about spouse jobs, about children's future
spousal hires good benefit
location here good; other educ/med institutions; diversity of area; setting; last 40 years, minorities have changed in educ and careers;
need to deal with new definitions of family
high 86% of women with phd have spouse with phd; new reality
two quality jobs at univ are strong for retention high need in same depts too
do we have collaborations with other univ in triangle for spousal hires?
what is desireable proportion for age cohorts in a department? diversity of age important but for collegiality need others in same cohort
summary:
healthy and welcoming dept needed
univ culture attracts and retains
family -based incentives instead of individual
partnerships with industry at HS, mid school
distribution of age based on cultures; (af-am fac may be diff than white, etc.)
SORRY BUT EASIER TO STAY IN SAME BOX - discussion ranged!