academic profession k.c. ting, ph.d., p.e. professor and head agricultural and biological...

Academic Profession

K.C. Ting, Ph.D., P.E.

Professor and Head

Agricultural and Biological Engineering Department

University of Illinois at Urbana-Champaign

Urbana, Illinois

USA

Academic Profession

Contents

• Academic Infrastructure

• Academic Responsibilities

• Performance Evaluation

• Institutional Culture

• Collegiality

• Professional Network

• Diversity

• Resource Generation and Utilization

• Faculty Issues vs. Administration Issues

• Getting Started and Professional Development

Academic Infrastructure

• University

• College

• Department

• Program

• School

• Institute

• Division

• Section

• Unit

• Group

• Center

• Office

Etc.

Academic Departments

* Administrative units which provide a discipline-oriented home base for faculty, staff, and students to develop, coordinate, manage, implement, evaluate, and modify teaching, research, and outreach programs.

* Resources - human, facility, financial, information, time, infrastructure, department by-laws, pattern of administration, etc.

* Processes - teaching, research, and outreach programs; administrative, service, and operational functions; academic, professional and social activities, etc.

* Deliverables - a learning organization; educated and trained professionals; generated and disseminated information; technical and professional services; development of discipline-oriented expertise; contribution to multiple-disciplinary programs; etc.

Academic Responsibilities

• Teaching

(Credit-Generating Instruction; Outreach/Extension Education)

• Research

(Discovery; Synthesis, Integration; Implementation)

• Service

(Academic; Administrative; Professional; Public; Community)

Unit Programs and Functions

Member of the Unit

PerformanceActivities

Teaching

Research

Service

Presence/ Support

Effort Excellence Scholarship/ Impact

Alignment

Increasing Value

Performance Matrix

Programs

Functions

K.C. Ting, June 2005

Performance Evaluation

Promotion and Tenure Process

• Guiding principles

• Policies and Procedures

• Schedules

• Documentations

• Resources

• PreparationsExample: http://www.provost.uiuc.edu/provost/communications/comm9/comm9criteriaprint.htm

Institutional Culture

- The way things are interpreted and done, as well as how people behave

Three aspects:

Values aspect –

Beliefs, Purposes

Rational aspect –

Structures, Systems

People aspect –

Attitudes, Behaviors

ABE Dept

ABE Dept Functions are:Teaching (Credit Generating & Extension)

ResearchService

TeachingResearchService

ExtensionResident

AE GraduateProgram

AE Undergraduate

Program

TSMUndergraduate

Program

Structures andEnvironment

Safety

Soil & Water Resources

Engineering

Bioenvironmental Engineering

Food and Bioprocess Engineering

Off-Road Equipment Engineering

Soil and Water Resources Engineering

Cross Functional and International Activities

Professional

Administrative

Community

Informational

Organization Chart of Department of Agricultural and Biological Engineering (ABE),

College of Agricultural, Consumer, and Environmental Sciences (ACES)

College of Engineering (COE)

University of Illinois at Urbana-Champaign (UIUC)

ACES and COE

Collegiality

- Professional relationships and interpersonal skills at work place -

• Short term relationship

• Long term relationship

• Understand generally accepted behavior and practices

• Expand complementary interests

• Mitigate conflicting goals (manage differences constructively)

• The importance of communication

• The last resort

Professional Network

• Establish collaboration

• Broaden views

• Keep informed

• Gain access

• Gather support

• Share opportunities

• Contribute to the larger scope

• Conduct a reality check

• Build friendships

Diversity

• Is a strength

• Is how the world is made up naturally

• Is a pleasant experience

• Is a policy and legal issue

• Is a learnable concept and skill

• Needs a broad and comprehensive definition

• Requires full understanding and attention

• Deserves continuous effort

Resource Generation and Utilization

• Time

• Energy (individual, group)

• Human (office and technical staff, students, mentors, peers, friends, family)

• Financial (allocated, targeted, competitive, gifts)

• Physical/Facility

• Informational

• Organizational

• Political

Faculty Issues vs. Administration Issues

• Faculty Input

• Faculty Participation

• Faculty Advisory

• Faculty Initiation

• Faculty Resolution

• Faculty Governance

• Faculty Committee

• Faculty Meeting

• Resource Allocation

• Resource Management

• Policy, Procedure,

and Rule Enforcement

• Unit Representation

• Faculty/Staff Coordination

Information Source: Department By-laws

Getting Started and Professional Development

• Start as early as you can

• Become familiar with faculty responsibilities, rights, and, career advancement issues

• Get on all key e-mail distribution lists

• Meet all key colleagues as soon as possible

• Although many colleagues will try to “protect”, and very interested in your success as a faculty member, you are ultimately responsible for your own career development

• Keep the big dreams and assess the reality

• Work closely with your mentors

• Remember the importance of professionalism and life-long learning

• Learn how to ask good questions

Questions/Answers and Discussion

? / ! & #*...

…...Thank you!

AUTOMATION: Machine Capabilities of Perception; Reasoning & Learning; Communication; and Task Planning & Execution

Agricultural and Biological Engineering - Automation-Culture-Environment-SYStems (ACESYS) Core Competencies for the Domains of Production of Food, Fiber and Ornamentals; Food Processing, Nutrition, and Food Safety;

Waste Processing, Resource Recovery, and Environmental Stewardship;

Facilities and Infrastructure; Safety and Health; and Enabling Technologies

ENVIRO

NMENT: T

he

Surroundin

gs an

d pro

cess

es

incl

uding A

ir, W

ater

, Soil,

and

contro

lled e

nviro

nmen

t C

ULTU

RE: B

iology of

Plants, Anim

als,

Microorganism

s, and

Hum

an

SYSTEMS: Studies, Analysis, and Integration for overall Technical Workability, Economic Viability, Energy Efficiency, Ecological Harmony, Optimization, and Management

Automation and Culture

Automation and Environment

Culture and Environment

Programs & Activities

Teaching;

Research;

Extension Education;

Service

Overarching Mission: “Bring life to engineering for enhancement of living systems”

April 2005

Core Competencies

Programmatic Sections (i.e. Domains)

(1)Automation:

Machine Capabilities of Perception,Reasoning &

Learning,Communication,Task Planning &

Execution

(2)Culture:

Biology of Plants, Animals, Microorganisms,

Human

(3) Environment:

The Surroundings and Processes

includingAir, Water, Soil,

Controlled Environment

(4) Systems:

Studies, Analysis & Integration for

Overall Technical

Workability,Economic Viability,

Optimization, Management

(5)Implementation:

Technology Transfer,

-Site Testing,Business and

Economic Development

(A) Bioenvironment

alEngineering

(B)Food and BioprocessEngineering

(C)Off-Road

Equipment Engineering

(D)Soil and Water

Resources Engineering

Agricultural and Biological Engineering “Bring life to engineering for enhancement of living systems”

The 3rd dimension:

Teaching (including credit-generating & Extension),

Research, and

Service

Programs

ace

sysTM

Strategic FramingStrategic FramingDevelop a statement containing a strategic foundation:•Purpose (Vision, Mission, and Domains)What are you inspired to be? What do you do best for whom? The issues of disciplinary relevance and impact

•Core Values (Principles)What do you stand for? What are fundamentally and deeply held?

•Overarching Goal (Intentions)What are the long-term (qualitative) accomplishments that you are committed to achieve?

As well as strategic actions in the forms of:•Indicators of Success What are the specific descriptions that make the overarching goals tangible?

•Experiments (Action Plans)What tactics will you take in order to achieve the overarching goal.A tactic includes a specific action, the person who is responsible for the action, and the time to complete.

Related Issues:•Players (parties that you are interacting with)•Context (relationships between the players and you)•Domains (strategic focus areas) K.C. Ting - 2000

ace

sysTM

Things Worthy of Attention:Things Worthy of Attention:

• Quality Work• Being Responsive • Meet the Deadlines• Think Globally, Do Locally• Honesty• Integrity• Team Work (Lead, Follow, Stay Out of the Way, and Cheer) • Be Part of the Solution• Collegiality• Interpersonal Skills• Enable Others to Succeed • We are in the business to “enPower Human Capacity with knowledge and Wisdom (kW).” A GREAT business to be in.

K.C. Ting - 2005

Faculty Appointment,

Performance Evaluation, and Promotion & Tenure Process

K.C. Ting, Ph.D., P.E.

Professor and Head

Agricultural and Biological Engineering Department

University of Illinois at Urbana-Champaign

Urbana, Illinois

USA

Contents

• Faculty Appointment

-Search

-Negotiation

-Appointment

• Performance Evaluation

-Purpose

-Documentation

-Criteria

-Performance Standards

-Merit (Performance, Impact, and Equity)

-Procedure

Promotion & Tenure Process

-Documentation

-Process

-Notification

-Related Issues

Faculty Appointment

Search

1. Position Authorization

2. Search Committee (affirmative action representative)

3. Position Description

4. Position Announcement

5. Screening of Applications

6. Identification of “Top” Candidates

7. Interview of Top Candidates

8. Committee Recommendation of Acceptable Candidate(s)

9. Department Chair’s Decision (in Consultation with College Dean)

10. Repeat 4. Through 9. Until the Position is Filled

Faculty Appointment

Negotiation

1. The Ultimate Goal: Enabling a successful professional and personal life for the employee that in turn will lead to a successful organization (i.e. a win-win situation)

2. Package: Type of appointment (9 or 12 month), Rank (and tenure), Appointment lines (general fund, experiment station, and Extension), Location, Salary/Benefits, Start date, Start-up costs, Technical and office support, Office and laboratory space, Support for immigration status, Moving expenses, etc.

3. Start-up costs may include: Operating dollars (cash or annual rate), Summer salary, Graduate student(s), Post-doctoral associate(s), Programmatic technical support, facility renovation, equipment/vehicle, Special space, etc.

4. Maintain professionalism and professional relationship

Faculty Appointment

Appointment

1. Letter of offer

2. Terms of appointment

3. Acceptance of offer

4. Preparation for the new responsibilities

5. Getting a good start with the new position

6. Resource persons

7. Mentoring committee


Purpose

1. Assist faculty in sustaining/improving professional productivity and growth

2. Establish future goals and plans for professional development

3. Document achievement

4. Use as basis for merit-based salary adjustment


Documentation

All Faculty Members –

1. Annual performance report for the last year (may follow Promotion and Tenure core dossier format)

2. Annual expectations summary (i.e. work plan) for the current year (covering Credit Generating Teaching, Outreach Instruction, Research, Service, International Activities, and Professional Development)

3. Supplemental materials

Untenured Faculty Members (additionally) –

1. Cumulative P&T review dossier


Criteria

1. Things that are valued

• High quality professional work

• Relevance to the goals of the Department, College, and University

• Impact of program efforts

• Diversity of scholarly responsibilities and contributions

• Balanced recognition for research, teaching, and outreach efforts

• Disciplinary and multidisciplinary efforts

• Individual and team contributions

• Peer-review – both as validation of accomplishment and as a contribution to development of others Source: College of Food, Agricultural, and

Environmental Sciences, OSU, Faculty Review System Guidelines 2/8/2000


Criteria

2. Scholarly Performance (Boyer, 1994 and Kolb, 1980)

• Discovery – The pursuit of the unknown, the investigative advancement of knowledge

• Integration – The interpretation and synthesis of new insights. Extending the knowledge of original research. Drawing together across disciplines and fitting specialized knowledge into larger intellectual patterns for broader, more comprehensive understanding.

• Transformation – The transformation of an individual or group through the extension and transmission of knowledge. Developing meaning and understanding within the learner.

• Application – The application of knowledge to consequential societal problems. Learning from practice.

Source: College of Food, Agricultural, and Environmental Sciences, OSU, Faculty Review System Guidelines 2/8/2000


Criteria

3. Teaching (both crediting generating and outreach education)

(Measures)

• Mastery of the subject matter

• Continuous growth in subject matter knowledge

• Ability to organize and communicate class material with logic, conviction, and enthusiasm

• Objectivity

• Contributions to curricula or program development

• Creativity in course or program development, methods of presentation and incorporation of new materials and ideas

• Capacity to enhance students’ awareness of the relationship between subjects studied , important problems, and other field of knowledge

• Advising undergraduates, graduate students, and Extension Clientele

• Directing graduate and undergraduate research programs



Criteria

3. Teaching (both crediting generating and outreach education)

(Outputs)

• Students who exit courses or other educational experiences with a high level of competence, as validated by job or advanced study placement or growth in their own life

• Instructional products developed that are adopted by peers

• Pedagogical innovation adopted by peers

• Students who are able to sufficiently perform at a high level of proficiency in subsequent courses and experiences

• Exiting students who are sufficiently enlightened to make life altering decisions and commitments

• Curriculum that is accepted by peers and validated by employers and graduate and professional schools

• Prestigious awards received



Criteria

3. Teaching (additional dimensions for outreach education)

• An understanding of the needs for knowledge by outreach students/clients/users

• The ability to communicate effectively with outreach students

• The ability to anticipate the “teachable moment” regarding the needs of outreach students and to respond with appropriate educational activities

• The development and delivery of outreach educational programs which have a clear set of goals determined through needs assessments and active participation with the target audience

• Changed practices, policies or behavior from outreach education

• The extent to which it enables capacity building for individuals, communities, and institutions

• The development of teaching materials and curriculum

• Extension publications and peer reviewed presentations

• Ability to contribute to team and interdisciplinary efforts



Criteria

4. Research and/or Creative Works (sources of validation)

• Publication in peer-reviewed journals

• Acceptance of peer-reviewed papers and presentations

• Publication of scholarly books

• Publication of peer-reviewed Extension publications

• Awarding of peer-reviewed grants

• Invited presentations

• Patents awarded

• Prestigious awards received

• Other forms of demonstrated scholarly excellence that are less traditional



Criteria

4. Research and/or Creative Works (Additional indication of relevance)

• Relevance of research or scholarly work to the field

• The cutting edge nature of the research or scholarly work in the case of the scholarship of discovery

• Impact measures (who needs and who uses results)

• Productivity and/or efficiency of research and creative works

• Level of risk taking



Criteria

5. Service (Department, College, University, Government, Professional Societies, Community)

• Serving on committees in response to assignments by the Chair, Dean, Provost, or President, and as a result of faculty election

• Serving in supportive administrative roles

• Serving the profession through such activities as service as an officer on the board of a professional organization or journal, and/or participating in organizing a symposium

• Representing the university in service to the non-academic government and community organizations

• Serving in special roles in the community by Extension or other personnel such as with commodity groups, community development groups, youth support groups, etc.


Unit Programs and Functions

Member of the Unit

PerformanceActivities

Teaching

Research

Service

Presence/ Support

Effort Excellence Scholarship/ Impact

Alignment

Increasing Value

Performance Matrix

Programs

Functions

K.C. Ting, June 2005


Merit

1. Performance

2. Impact

3. Equity (internal and external)

Salary Adjustment

1. Across the Board (recurring)

2. Merit Based (recurring)

3. Cash Bonus (one time)


Procedure

1. Call for documentations by department chair/head

2. Submission of documentations by faculty

3. One-on-one face-to-face conference between faculty and chair/head

4. Evaluation comments/letter by chair/head

5. Comments by faculty

6. Salary adjustment and reward decision by chair/head with approval from Dean

7. Salary adjustment


Documentation

1. Dossier (biographical data; documented accomplishments in teaching, research, and service; philosophy in teaching and research; external evaluation letters; internal evaluations and recommendations; etc)

2. Supplemental Materials (publications; awards; recognitions; etc)


Process

1. Department Promotion & Tenure Committee

2. Department Chair/Head

3. College Promotion & Tenure Committee

4. College Dean

5. Campus Promotion & Tenure Committee

6. Provost

7. President and University Board of Trustees


Related Issues

• Annual P&T Review of Untenured Faculty

• Unsuccessful P&T Cases

- Withdrawals

Mandatory (6th year)

Non-Mandatory

- Negative decisions (terminal year)

- Appeals

- Seventh Year Reviews

Questions/Answers and Discussion

? / ! & #*...

…...Thank you!

academic profession k.c. ting, ph.d., p.e. professor and head agricultural and biological...

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