Table 4

From WolfWikis

Response to Work Group Information

Helping the faculty to understand the data and what it means: Does that mean I'm going to have teach more classes? Will the classes be larger? Will I get more TAs?

Look at the different cultures of the different departments. First step is to look at the kind of department.

Opportunities and Challenges: Recruitment, Retention and Retirement

Bullet 1: . . . what workforce related issues . . . . UNC-Tomorrow discusses recruitment and retention, but does not address retirement.

Way more flexibility as we structure positions. A matter of department heads reinventing people as they move through their professional life.

Let people retire and hire them back for a variety of different roles. Structure Four day work weeks Drop down percentage of appointments Would need a set of checks and balances Mentoring of junior faculty College specific, taking into the culture of the college

Salary compression is also an issue. Probably costs more to hire a junior faculty member w/ he start up than work to retain experienced faculty

People bringing the research grants are rewarded. Faculty in the classroom are not rewarded at the same level. Have difficulty attracting people into pure faculty positions because there aren't that many people interested because there is a perception that they are not valued.

Departments should have a group objective so that nobody's reward is independent of what the others do

Question of reinvigorating more experienced faculty.

Departments need to decide what the issues are and develop strategies. Isn't one size fits all. This activity needs to be pushed down to the colleges and departments. Then, some oversight and follow up.

Find bullet 2 offensive. Think the ratio of tenure/tenure track is more important. Growing our own is also important.