The fact that overloaded plates and stress are common in mid-career is well known. Likewise, we know that the unequal distribution of faculty workload is one of the most important, yet least talked about, inequities that shape the experiences of faculty members within colleges and universities. In particular, women and racially minoritized…

In this chapter, the challenges and controversies of faculty advising are addressed in a panel-discussion format, from the various lenses of academic leadership, faculty, and faculty development. The panel discusses issues of workload, promotion and tenure, and accountability related to academic advising roles and responsibilities.

This chapter delineates the consortial activities of the Council of Public Liberal Arts Colleges (COPLAC) to explore models of undergraduate research and to address the impact of undergraduate research on faculty workload. The significant progress made on the member campus of the University of Wisconsin-Superior over the last 10 years is…

According to the Carnegie Foundation, faculty job satisfaction has declined drastically over the past few decades at institutions of higher education (Shuster and Finkelstein, 2006). Researchers have also found that faculty satisfaction is critical to the vitality of colleges and universities (Clark, Corcoran, and Lewis, 1986; Farrell, 1983).…

Studied the credit hour as a measure of faculty workload through interviews with administrators at several public and private colleges and universities. The credit hour metric did not appear to be stifling innovation, although at some public campuses those regulations made innovation more difficult. (SLD)

A discussion of faculty portfolios as evidence of how college faculty spend their time, for purposes of evaluation and reward, looks at the range of legitimate faculty work, its role in distribution of rewards, criteria for judging quality and quantity, and collection, analysis and reporting of this information. (MSE)

The experiences of the University of Richmond and others institutions indicate that incentives, direct and tangible or indirect and intangible, reflecting the realities of academic life enhance opportunities for initiative and collegiality. (MSE)

Excerpts from discipline-based task force statements outline the range of activities of faculty in five disciplines: history; management and business; the arts; chemistry; and geography. The excerpts focus on the nature of scholarship and allow comparison of the varied roles, responsibilities, and perspectives of faculty in those fields. (MSE)

A discussion of the ways that college faculty roles and rewards are changing looks at documents from four institutions that delineate institutional change from different perspectives. A change process initiated by a 7-campus group is also outlined, and initiatives under way at 10 additional colleges are described briefly. (MSE)

The chapter examines the characteristics of effective academic administrators and the pathways to and from an academic administrative position from the faculty member's perspective.

The implications of the policy choices made in setting up a phased retirement system are demonstrated by its variety of outcomes. (Contains 5 tables.)

One individual's experience as dean, provost, and president at different universities suggests that a dean's success depends on choosing appropriate key goals for the school, then persisting until they are accomplished. Other important elements include a regular, formal review process, explicit agreements about returning to full-time teaching,…

Faculty incentives are skewed away from the collegiate ideal, particularly at research universities. It is not inevitable that research-oriented faculty divorce themselves from students and campus life, but active participation requires changes in faculty culture, evaluation/reward structures, and types of conversation in which faculty engage on…

Higher education faculty in the 1990s will find a substantially altered culture resulting from personnel turnover. A review of the literature discusses factors that account for these changes: demographics of the professoriate and changes in professional expectations (career entry, rewards, incentives, salaries, gender, race, workload, and tenure).…

Individuals who retire have widely varying needs and differ also in their preparedness for their new conditions.