The attitudes and behavior of White faculty are a major factor in the limited number of Black Americans on college faculties. The faculty are the gatekeepers, controlling access to their ranks. Discriminatory institutional practices also account for the small number of Black faculty members. (MLW)

Quality of a faculty member's graduate department origin and its relationship to test construction was examined. Findings indicated a tendency for faculty holding advanced degrees from higher quality graduate departments to ask more synthesis questions. (Author/MLW)

Relates the story of the arrival of a new instructor at a community college and his introduction to contemporary composition methods, wittily parodying both writing process jargon and computer jargon. (NKA)

The National Science Foundation (NSF) believes three areas of engineering education require attention: (1) lack of qualified faculty; (2) updating and maintaining instructional instrumentation, equipment, and facilities; and (3) inability to transmit knowledge of some engineering disciplines to students. NSF approaches to solving these problems…

Discusses the issues surrounding the rapid increase in the number of international students attending American colleges and universities. Examines national policy interests from the standpoints of "globalists" and "strategists." Also observes institutional planning concerns, such as curriculum, student life, support services, faculty recruitment,…

This report issued by the American Institute of Physics presents data on various aspects of the physics academic workforce. For the school year 1997-98, the institute measured the number of physics faculty, number of women faculty, turnover rates, retirement rates, new hires, frozen positions, and faculty recruitment efforts. Data suggest that the…

Reports the results of a survey conducted among 120 black colleges regarding their loss of capable, qualified professors to white colleges, or governmental service, or business and industry. (Author/JM)

Attracting high quality faculty and keeping young faculty in good spirits, satisfied in their work, and optimistic about their future are discussed. Emphasis is on attracting and keeping the best qualified women and minority candidates. The problems of two-career couples and joint appointments are outlined. (MLW)

A part-time faculty fellowship was established at the Medical College of Pennsylvania to integrate the humanities into the medical school curriculum. The fellowship has been awarded in successive years to educators in philosophy, history, religion, and art, and an elective course is developed each year to relate humanities to medicine. (MSE)

Suggests that hiring one's own university graduates is increasingly taboo. This conclusion is derived from experience with a departmental hiring committee and a survey of large universities. Concludes universities seek to avoid bad impressions, and only the weak or very strong hire "their own." (Author)

Discusses an engineering faculty pipeline. Provided are the statistical figures showing: (1) gender differences; (2) engineering doctorates by race and institutions; (3) foreign faculty; (4) citizenship of engineering doctorates; (5) doctorates who attended a two-year college by race; and (6) plans of foreign citizens receiving doctorates. (YP)

Affirmative action is defined by: reviewing its historical development; analyzing the meaning of quotas, goals and timetables; and distinguishing affirmative action from equal employment opportunity. Strategies for affirmative recruitment and retention of underrepresented faculty are proposed. (MLW)

Institutions that succeed at recruiting minority faculty with doctorates are more resourceful than others, using a variety of strategies to recruit, encourage, and retain a diverse faculty. Colleges and universities must become more hospitable to minorities so faculties can complement the increasingly minority student bodies. (MSE)

Discusses a projected critical under supply of Ph.D. level professors. Describes and ranks eight categories of people who may be considered as colleges attempt to fill vacant positions. Recommends vigorous selection and training of new Ph.D.s and full-time employment of competent researchers and teachers. (SG)

Describes the Los Angeles Community College District's approach to increasing the diversity of the district's faculty and administration, while simultaneously turning around a declining enrollment. The district's approach included a retirement incentive program and a concerted marketing and recruitment effort directed toward minorities. Reviews…