Timeline for University's motivation for having tenure-track positions
Current License: CC BY-SA 4.0
19 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Aug 3 at 19:03 | answer | added | user104446 | timeline score: 1 | |
| Apr 13, 2019 at 16:32 | comment | added | mkennedy | I had a beloved-by-students (and definitely the most dynamic professor that i had in that department) claim that he was denied tenure because he was popular and pulling in more grant money than the rest of the professors--so politics. In another department a professor that many students did not like did get tenure. The rumor was that he pulled in a ton of grant money. | |
| Apr 13, 2019 at 12:47 | answer | added | B. Goddard | timeline score: 4 | |
| Apr 13, 2019 at 9:26 | comment | added | Szabolcs | There's a paradox here. Quoting: "Assume I do not care about job security (and never cared)" and "why the department would not be happy to keep me". | |
| Apr 13, 2019 at 6:00 | history | tweeted | twitter.com/StackAcademia/status/1116944268625686528 | ||
| Apr 13, 2019 at 5:05 | answer | added | Martin Argerami | timeline score: 2 | |
| Apr 13, 2019 at 4:15 | comment | added | A Simple Algorithm | Tenure policy is supposed to benefit you, not the department. They have to promote you after seven years if they want to keep you around. Of course the department is made up of other individuals who reaped this benefit too at one time. | |
| Apr 13, 2019 at 3:53 | history | became hot network question | |||
| Apr 13, 2019 at 3:48 | answer | added | cag51♦ | timeline score: 9 | |
| Apr 13, 2019 at 1:44 | comment | added | bye_bye_harvard | @NateEldredge now that I think of it, I would be OK with a massive reduction in salary (by half, for example) given two conditions: I stay at the same institution and the teaching/administrative service expectations remain the same. Do positions like this exist at R1 institutions? Would this still be a bad deal for the university? Of course, you do not have the specifics but let us assume my research and teaching performance is less than 1.0*their expectations but more than 0.5*their expectations. | |
| Apr 13, 2019 at 1:27 | comment | added | bye_bye_harvard | @NateEldredge you also got a point, that is true. | |
| Apr 13, 2019 at 1:25 | comment | added | Nate Eldredge | I think you're missing opportunity cost. Suppose they had a choice between keeping you at your current salary, and firing you and hiring someone new at the same salary (or likely less). You've already demonstrated that you do not meet the standards expected of a tenured faculty member. The new person might eventually do so. Doesn't that seem like an easy decision? | |
| Apr 13, 2019 at 1:00 | comment | added | bye_bye_harvard | @JonCuster I personally did move on but the point is somebody at some point did invent the rules of the game so that they would benefit him. I want to understand the rationale. | |
| Apr 13, 2019 at 0:59 | answer | added | Brian Borchers | timeline score: 22 | |
| Apr 13, 2019 at 0:58 | comment | added | Andreas Blass | In the situation you described, even if the department were happy to keep you as an untenured faculty member, they couldn't do so. In my university, the Regents' Bylaws say that, if we kept a tenure-track assistant professor in that position longer than 7 years, then (s)he would automatically have tenure, whether or not tenure was "awarded". (Department and college administrators whose negligence led to such "de facto tenure" would be in very hot water.) | |
| Apr 13, 2019 at 0:57 | comment | added | Jon Custer | One could dream up a number of other hypotheses, but to what point? That’s how the game is played, and those are the rules. No tenure, time to move on. | |
| Apr 13, 2019 at 0:42 | comment | added | Dawn | I think the answer is the second hypothesis, but I will leave it to one of the more senior faculty here to weigh in... | |
| Apr 13, 2019 at 0:35 | review | First posts | |||
| Apr 13, 2019 at 2:43 | |||||
| Apr 13, 2019 at 0:32 | history | asked | bye_bye_harvard | CC BY-SA 4.0 |