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Evaluating Faculty for Promotion and Tenure

Evaluating faculty for promotion and tenure can carry the same pitfalls as evaluating candidates in the search for new faculty Some additional factors need to be considered, such as sub-field bias, minority and women faculty bear the burden of extra service - fewer faculty to interact with students (UIC student body as a whole has no majority ethnic group, whereas the faculty body does not have the same distribution in gender and ethnicity found among the students). A body of research reveals that student-faculty interaction is more difficult for the faculty member who is underrepresented; thus, interacting with the same students in teaching is not the same experience for the underrepresented faculty as they are for majority faculty. Women lecturers are treated differently by engineering students than their male counterparts especially in departments where students are predominantly male, such as engineering. This may also be reflected by student ratings of professors in standardized questionnaires, as shown by research on standard student evaluations of teaching. The following presentations were prepared by CJJ for Executive Committees which are also the Promotion and Tenure Committees in the Colleges of Engineering and Liberal Arts and Sciences, and also for the campus-wide P&T committee as a form of strategic intervention and education.

A Model for Training Workshops for Promotion & Tenure Committees

For P&T Committees
LAS Executive Committee COE Executive Committee Campus-wide P&T Committee

The Research Studies that are the Basis for the Presentations for P&T Committees:

Presentations used data from the following sources (although we drew from others as well):

Other Examples of training of P&T Committees

Guides to Best Practices in Tenure Evaluation: