One spring day some decades ago, while I was serving as
a very junior faculty member at what was then called a predominantly Negro college, a student asked me for advice.
Not exact matches
«For
junior women
faculty, at least at the institutions I know well, the cohorts are not
very large and so it's difficult for the women to come together and learn the culture and the unwritten rules on their own.»
It was probably a
very dangerous thing to do if you were a
junior faculty who might be looking for tenure, let's say.
HMC's new women — indeed, all of HMC's new tenure - track hires — have an advantage over new
faculty at other colleges and universities, particularly at some elite universities where
junior faculty have
very little chance of achieving tenure.
His advice for
junior faculty: «I think your grants need to be
very focused, and they need to be
very well written, and you should not be afraid to have multiple
faculty members read those grants.»
Occasionally a new
junior hire may be coming from a
faculty position elsewhere, but that doesn't happen
very often.
Junior faculty, for whom a given policy was «
very» or «somewhat» important, rated the following policies as least effective on their campuses: childcare, financial assistance with housing, spousal / partner hiring programs, professional assistance in obtaining outside funding, and formal mentoring.
Junior faculty rated their ability to strike a balance between work and home
very low (2.81 on a 5 - point scale).