Discusses problems minority and female faculty face achieving tenure in terms of demands on their time, expectations of administrators, and topics they choose to research. (KEH)

The study tracked the careers of 753 untenured faculty at 12 colleges over a 7-year period. Results are presented in tabular and narrative forms for: the colleges' tenure condition; academic nomads; the status of women faculty; non-tenure-track trends; rates of achieving tenure; career paths; and women in non-tenure-track positions. (DB)

The end of faculty growth in higher education has led to near panic predictions of aging, highly tenured, more costly, steady-state faculties as the "growth bulge" hired in the 1960's age. This study discusses two models for simulating the behavior over time of indices of faculty health such as average age and salary, annual new hires,…

Summarizes past and present academic employment of women in United States colleges, suggests explanations for the patterns, and proposes administrative changes to improve women's academic status. (AL)

Suggests the following strategies to facilitate successful recruitment of women and minority faculty: (1) develop team approach; (2) apply flexible criteria; (3) participate in networks; (4) advertise in nontraditional places; (5) look beyond publication lists; (6) promote cultural diversity; (7) plan to spend money; and (8) communicate an…

Based on the theme of recruiting, tenuring, and promoting technical communication faculty, this proceedings presents the agenda for the 1989 annual meeting of the Council for Programs in Technical and Scientific Communication (CPTSC), a report on the annual business meeting, and a proposal to create a CPTSC Program Review Board. Appendixes present…

Information about the current and projected tenure fraction is needed by faculty and administrators at the department level where tenure recommendations originate as well as by the central administration and key faculty-administrative bodies, such as the University Budget Committee where decisions are finalized and budgetary priorities are set. It…

There are significant pressures that may lead to the hiring of inbred faculty. Inbreeding is defined as: hiring an individual who has a degree and who will be teaching at the institution from which the degree was granted. The relationship of sex and institutional origin to productivity was studied. (MLW)

A dean's prime responsibility is described as the recruitment and development of a faculty. Methods of development are promoting research, involvement in professional societies, and sabbatical leaves. The recruitment procedure involves maintaining a balance of new and experienced members as well as strong areas of concentration. (Author/TS)

Traces resistance to affirmative action in universities, noting that the federal agencies have backed off from their tough stance, and concluding that, "With the exception of an increase in lower-level employment and the very few successfully negotiated class action suits, the status of women in the university has changed little." (JT)

The data for this report were collected during a study of documents used by 164 public and 234 nonpublic institutions of higher education that grant the baccalaureate or higher degrees. A review of general characteristics of salary schedules and descriptions of their contents are provided. All but 2 of the institutions reported on structure their…

Describes problems regarding faculty recruitment and promotion and tenure decisions faced by an English department with a major commitment to the teaching of composition. (GW)

Speech communication departments use a number of criteria when selecting a job candidate. In addition to good graduate training in the area advertised, the candidate should have a good record in research and publication or good prospects for such a record. Moving is inherent to healthy young academics and should be expected, but speech…

The role of merit pay is examined in the contexts of two different faculty salary systems, and the interaction of the salary system and assessment of individual merit to produce particular patterns of faculty mobility is discussed. (MSE)