Investigated research and scholarly activities among a group of randomly selected counselor educators. Found high and low producers to be distinguishable by years in the present career, preferred professional activity, sex, academic rank, institutional affiliation, institutional size, when the first publication was produced, weekly time devoted to…

The separate concepts of tenure and academic freedom and their relation to one form of accountability measure--systematic reviews of the performance of tenured faculty--are examined. It is contended that those reviews can be conducted without infringing upon either academic freedom or the institution of tenure. (LB)

All U.S. teacher education institutions were surveyed regarding whether they presently used a salary scale, collective bargaining, a merit plan to determine salary, tenure, promotion and/or retention. Respondents also indicated whether student evaluations, peer evaluations, or administrative evaluations were used in making these decisions. (Author)

Examines two aspects of faculty tenure decisions with ethical implications: criteria used in deciding to retain or dismiss a tenure candidate, and what is possible to judge with reasonable accuracy when evaluating such a candidate. Recommends that narrow, arbitrary evaluation criteria be avoided, including those promoted as "high academic…

The Faculty Career Development Program at Austin College is described in detail. Included are the essential elements of a successful program, some specific problems encountered and their solutions, as well as examples of some of Austin's self-improvement projects. (Author/JMD)

A discussion of faculty unionization and collective bargaining concerns competing authority structures of administration and faculty, the question as to whether department chairpersons have administrative authority, tenure for deans, the status of part-time faculty, negotiations about faculty promotion and evaluation, seniority, and retrenchment.…

Discusses the issues of promotion, tenure, and merit salary increases. Concludes that the strength of institutions rests with their diversity, and that administrators must recognize differences in evaluating their colleagues. (MS)

This study of academic rewards for occupational therapy (OT) faculty identifies statistical predictors of rewards and scholarly productivity. Multiple regression analyses revealed that, in contrast with traditional academe, publications do not predict salaries for OT faculty. Variables such as advanced degree, professional awards, and outstanding…

A study of criteria for promotion, tenure, and merit in college departments of health education revealed that fewer than half the colleges responding had a written policy on faculty advancement and that more than half the department chairpersons reported dissatisfaction with their institutions' policies. Suggested criteria are listed. (PP)

With a focus on law schools and their faculties, this panel discussion addresses the following question: Is tenure a progressive device, preserving academic freedom and encouraging scholarly initiative, or is it a harmful, anachronistic force, protecting entrenched ideas and fostering incompetency? (Author/JMD)

The report, prepared by the American Association of University Professors' Committee A on Academic Freedom and Tenure, outlines new proposed policy on posttenure review of faculty. It presents arguments for and against the practice, discusses its use for dismissal purposes, offers guidelines for establishment of a system for periodic evaluation of…

Reports on a survey of mass communication department administrators (Association of Schools of Journalism and Mass Communication members). Finds that journalism and mass communication faculty are under pressure to conduct and publish research and that traditional academic research and publication are preferred in evaluating faculty members for…

Discusses the danger of evaluating faculty by the number and value of grants they receive. (MS)

Suggests an alternative to the publish or perish model of faculty promotion and tenure (the "collegiality model") in which teaching evaluation is systematic and on-going and scholarly activity (required from all faculty) is defined broadly to allow for individual inclination and yet be equitable. (SR)

The University of Hawaii posttenure review focuses on collegial professional standards rather than salary. By administration-union agreement, chairpersons apply departmental expectations to assess deficiencies, subject to final adjudication by a peer committee. Individual remediation plans emphasize faculty development. The process is seen as…