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A Path to Full Professor Jan Twomey , PhD Professor Industrial and Manufacturing Engineering Wichita State University W PowerPoint Presentation
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A Path to Full Professor Jan Twomey , PhD Professor Industrial and Manufacturing Engineering Wichita State University W
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  1. A Path to Full Professor Jan Twomey, PhD Professor Industrial and Manufacturing Engineering Wichita State University Wichita, KS

  2. What are the Guidelines for Promotion to full professor?

  3. WSU Policies and Procedures • CHAPTER 4 / FACULTY APPOINTMENT, TENURE, PROMOTION, AND RESIGNATION • 4.15 / Tenure and Promotion - Guidelines and Criteria • Professor: Evidence is normally expected of the following: (1) sustained effectiveness in teaching; (2) a record of substantial accomplishment in research, scholarship, or creative activities which has led to recognition in professional circles at the national level; and (3) demonstrated academic leadership in the form of service to the University and the profession.

  4. Auburn University3.  Faculty Personnel Policies and ProceduresACADEMIC RANKS AND PROMOTION • “Professor is a rank requiring professional peer-recognition of the individual as an authority in his or her field of specialization.” • “A candidate for professor should have demonstrated significant involvement in the teaching, research/creative work, or the outreach functions of the University.” • “He or she should also have participated in professional life and have been actively involved in departmental, college or school, and University affairs. • “For this rank, it is essential that the candidate should have demonstrated a marked degree of scholarship…” • “By means of such activity, a candidate for the University's highest academic rank should have a respected national reputation.”

  5. guidelines are intentionally murky? A few things that may help

  6. Scholarship • demonstrated a marked degree of scholarship…” “should have a respected national reputation” • generally no one will tell you how many publications and how much $$ • influence and impact on the field • demonstrate by outside letters • larger, long term research programs Leadership and Impact

  7. Teaching and Education “should have demonstrated significant involvement in the teaching” • Continued effective classroom instruction and graduate MS and PhD students • Curriculum design and innovation • Interdisciplinary program development Leadership and Impact

  8. Service • “have participated in professional life and have been actively involved in departmental, college or school, and University affairs.” • You are no longer protected • Local • University, College, Department • Administrative roles, search committees, tenure and promotion, • National • Professional society, Editorial boards • NSF Program Officer Leadership and Impact

  9. Path to Full Professor through NSF • My reasons for choosing NSF and situation at the time • How to get into NSF and the responsibilities of a Program Officer • Barriers / Risks • Long term payoffs • Takeaways

  10. First Year Post Promotion Associate • NSF CAREER Award • Neural networks sparse data applied to manufacturing • Teaching 2 courses/semester • Some graduate students • Completed A.D. Welliver Boeing Faculty Summer Fellow • 2nd year in new home • Single, no family Low productivity, bored with research, and unengaged with students and in classroom “Jan, go to NSF!” Alice

  11. August 2001-August 2004

  12. Directorate for Engineering (ENG) Senior Advisor for Nanotechnology MihailRoco Office of the Assistant Director Thomas Peterson, Assistant Director Michael Reischman, Deputy Assistant Director Emerging Frontiers in Research and Innovation (EFRI) Sohi Rastegar Program Director for Diversity & Outreach Omnia El-Hakim Engineering Education and Centers (EEC) Allen Soyster Chemical, Bioengineering, Environmental, and Transport Systems (CBET) John McGrath Civil, Mechanical, and Manufacturing Innovation (CMMI) Steven McKnight Electrical, Communications, and Cyber Systems (ECCS) Robert Trew Industrial Innovation and Partnerships (IIP) Kesh Narayanan Manufacturing Enterprise Systems

  13. NSF Program OfficerManufacturing Enterprise Systems, Division of Design, Manufacture and Industrial Innovation, Engineering Directorate, National Science Foundation, August 2001–August 2004. • Proposal review and award management: • Assumed leadership in launching, shaping, and managing the new Manufacturing Enterprise System’s program in design, manufacture, and industrial innovation. This included managing total grant budgets of $7–$10 million per year, organizing the peer review and recruiting panelists for several hundred proposals annually, and selecting and administering the 10%–20% of those individuals receiving research awards. • Set national research agenda: • Assumed a co-leadership role (with D. Durham of NSF) to set an agenda for a research focus in benign manufacturing and technology for a sustainable environment. This involved making technical presentations in a variety of venues, planning and managing national and international workshops, and building partnerships with the National Academies of Engineering, the National Institute for Standards and Technology, and the Environmental Protection Agency. • Outreach to universities, other federal agencies and international research agencies

  14. NSF Program OfficerTypically what NSF looks for • History of NSF funding • Insight into where research should be headed • Linkages with other NSF programs • Network of researchers • Excellent communication skills • Women and minorities

  15. Logistics • Several types of appointments but IPA is the best; • Unlimited travel budget plus money to go back to your institution to keep your research going • 2 year appointments, option to stay for 3 • Salaries are negotiable plus extra for living expenses • Get an apartment or rent a home

  16. Typically who goes to NSF and why? • Mostly Full Professors entering the next stage of their academic careers in administration • Chairs looking for dean positions • Full professors looking for chair or chaired professorships • Some looking for new institutions with improved status • Less often Associate Professors motivated by a variety of reasons Take advantage of every opportunity to learn and discover new area for research

  17. Barriers/Risks Right time in your life and academic career? Women Program Officers with kids, husbands, significant others, 2 career families. (No examples of families with kids of HS age) • IPA do a lot of travel • (more difficult if you do have a family)

  18. Risks for Associate ProfessorsRight time in your life and academic career? • 2-3years away from University • Difficult keep research going, writing papers, working with students • Return to your academic institution • Start over, recruit students, get new funding, loose lab space • Time toward promotion? How does university view time at NSF? • Misconception – automatically big NSF $$$ Delayed promotion to Full Professor by 3 years

  19. Long Term Payoff • New broader research direction in Sustainable Engineered Systems

  20. Long Term Payoff • Large research program funded by DOE • 11 faculty, number of post docs and students • NSF funding – 2 awards, some workshops • Research addresses national priorities • Large diverse network of collaborators and colleagues • Many new opportunities for leadership in research • Bern Sustainability Initiative • 2 Global Workshops on Sustainable Manufacturing

  21. Long Term Payoff • Leadership Roles in COE and University • COE strategic Planning Committee, Leader • Research Thrust in Sustainability, Leader • Development of (multi-discipline, multi-college) Bioengineering Program, Co-leader • Head of T&P Committee for College • Member of Kansas NSF EPSCoR Strategic Planning Committee 2009 Full Professor

  22. Potential Pitfalls • Bias against research/work • Women in STEM • K through 12 • Undergraduate curriculum and education • Service with no leadership responsibilities • Too much service • Thinking like an Assistant Professor

  23. Closing remarks

  24. Gender Schemas “Implicit hypotheses about women and men do not allow us to give women the same credit for their achievements that we give men.” Over time the disadvantage accumulates Valian (1998) Why So Slow? The Advancement of Women. Cambridge: MIT Press

  25. Gender Differences at Critical Transitions in the Careers of Science, Engineering and Mathematics Faculty Committee on Gender Differences in the Careers of Science, Engineering, and Mathematics Faculty; Committee on Women in Science, Engineering, and Medicine; National Research Council (2009) • 2004-2005 survey of faculty and academic departments in six science and engineering disciplines • Indications that focused efforts having had some positive impacts • Women still under represented • Didn’t ask a key question

  26. Key People Dr. Alice Smith Dr. Zulma Toro-Ramos Dean College of Engineering Wichita Sate University Dean, advisor Professor and Chair Department of Industrial & Systems Engineering • Advisor, mentor, colleague, good friend

  27. NETWORKS/PROMOTION of WOMEN COLLEAGUES • 2 Women PIs, 140 attendees • 24 from the US – universities, electric utilities and independent system operators, and NSF (10 US women) • 7 from the Region – Libya, Lebanon, Jordan, Saudi Arabia, Morocco • the rests from Egypt – universities, research centers

  28. Thank You