ABSTRACT: 2014 ELATE Institutional Action Project Poster Symposium Title: Program LE2AP-­‐ Leveraging Excellence in Engineering Assistant Professors Name and Institution: Anne M. Robertson, Professor of Mechanical Engineering & Materials Science, Professor of Bioengineering, Swanson School of Engineering (SSoE), U. of Pittsburgh Collaborators: (SSoE, U. of Pittsburgh) Dr. David A. Vorp, Assoc. Dean for Research; Dr. Mary Besterfield-­‐Sacre, Director, Engineering Education Research Center, Dr. Julie Myers-­‐Irvin. Background, Challenge or Opportunity: Recruitment of a junior faculty member is one of the most exciting and high risk actions of an academic department. The stakes include a tremendous investment of financial resources and closure of an open position dedicated to a new direction of research. These investments are made with the expectation that this new hire will have a profound impact on the academic environment in the department. The tenure clock starts ticking upon the faculty member's arrival. In successful cases, it signals the beginning of an intense period of transformation from a recent graduate into a respected leader of a flourishing, independently funded research program. However in unsuccessful cases this junior faculty member, who was chosen over hundreds of his or her peers for the position, stumbles and fails to flourish. Purpose/Objectives: The mission of Program LE2AP is to enhance the ability of our junior faculty to navigate this transition period. Not just to manage it, but rather to exit this period with a foundation for continued excellence and growth in their fields. It is anticipated that program LE2AP will serve as a model for faculty development in other academic units. Through LE2AP, junior faculty will develop: •
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A realistic understanding of the tenure process and expectations for promotion A supportive, scientific community that regularly provides guidance and realistic feedback. An Individualized Strategic Research Plan An Individualized Teaching Plan An Individualized Visibility Plan for their department, school and research community Enhanced Professional Skills (e.g. leadership, public speaking, networking) Methods/Approach: LE2AP was designed using information obtained from consultation with i) recently tenured faculty via a SWOT analysis, ii) senior administrators including the Provost, vice and associate provosts, deans, associate deans, department chairs, and the head of the tenure and promotion committee, iii) faculty experts in leadership and mentoring, iv) current and past ELATE fellows, and v) the grant developer and the director of marketing in the SSoE. The mission of LE2AP will be achieved with the aid of the following program components: Scientific Advising/Mentoring and Networking: 1. Panel discussion by tenure & promotion committee members 2. Individualized Scientific Mentoring Committees 3. Annual strategic planning meetings with the Associate Dean of Research 4. Monthly junior faculty lunches with rotating tenured faculty Resource Development 5. Handbook of Research and Teaching Resources for New Engineering Faculty 6. Faculty Grant Library Outcomes and Evaluation: Program LE2AP was formulated during the Fall of 2013 and is aligned with the strategic aims of the SSoE and the Provost’s office. A beta version of this program, LE2AP-­‐β was initiated in January 2014 within the Department of Mechanical Engineering & Materials Science and the Department of Bioengineering. Assessment of LE2AP-­‐β will be performed using customized program surveys and measured outcomes in collaboration with the Director of the Engineering Education Research Center of the SSoE. Program
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LE AP
Leveraging Excellence in Engineering Assistant Professors
Anne Marie Robertson, PhD, Professor of Mechanical Engineering & Materials Science,
Professor of Bioengineering, University of Pittsburgh
Presented at the 2014 ELATE® Leaders Forum
To enhance the ability of our junior faculty to navigate the transition from recent graduate to tenured faculty member and leader of a vibrant, funded research program while enhancing the academic
community at the department and school levels.
ACTIVITIES
Recruitment of a junior faculty member is one of the most
exciting and high risk actions of an academic department. The
stakes include a tremendous investment of financial resources
and closure of an open position dedicated to a new direction of
research. These investments are made with the expectation
that this new hire will have a profound impact on the academic
environment in the department. There is currently no program in
place to facilitate the transformation of new hires to academic
leaders.
Teaching Consultation
O
UTCOMES
• Director of Pitt Engineering
Education Resource
HIGH VISIBILITY RESEARCHERS
RODUCTIVE
R
ESEARCHERS
P
Center
Promotion Letters, Awards, Invited
Peer reviewed journal publications,
• Senior Mentoring
Talks, Coverage, Internal Visibility
Funding, PhD graduates.
Committee
Faculty Grant
Library
LE2AP
LE2AP,
Through
junior faculty will develop:
• A realistic understanding of the tenure process and
expectations for promotion
• A supportive, scientific community that regularly provides
guidance and realistic feedback.
• An Individualized Strategic Research Plan
• An Individualized Teaching Plan
• An Individualized Visibility Plan - department, school and
research community
• Enhanced Professional Skills (e.g. leadership, public
speaking, networking)
Visibility Consultation
• Director of Marketing
(visibility, awards)
• Senior Mentoring Committee
• Associate Dean of Research
Strategic planning meetings
• Senior Mentoring Committee
• Associate Dean of Research
• Grants Developer
EFFECTIVE TEACHERS
OMET (teaching) scores,
Awards, Efficient Class
Preparation
MISSION
Junior Faculty with Outstanding
Promotion Packages and Foundations for
Future Success
SENIOR FACULTY
ENGAGEMENT in careers of
our junior faculty
New Faculty
Handbook of
Research &
Teaching
Enhanced Academic Community
(Department & School Level)
JUNIOR FACULTY NETWORKS
• With other junior faculty
• With senior faculty in department
• Across Departments
• With Associate Dean of Research
Senior Mentoring
Committees
• 3-4 senior faculty
• Multiple Departments
• Meet once per term
in the Swanson School of Engineering, University of Pittsburgh:
Dr. David A. Vorp, Associate Dean for Research, Dr. Mary Besterfield-Sacre, Director of the Engineering
Education Research Center (EERC), Dr. Julie Myers-Irvin, Grants Developer
Professional
Development
Consultations
• Public Speaking
• Grant Writing
• Interpersonal Skills(MBT)
LEADERS IN PROFESSIONAL
ORGANIZATIONS/FORUMS
Review Panels, Session
Chairs, Editorships
REGULAR MEETINGS OF
SENIOR FACULTY across
Departments in Common
Research Area
Lecture with tenure &
promotion committee
members
and Individualized
feedback
Monthly lunch
meetings of LE2AP
Junior faculty and two
senior faculty
LE2AP-b Faculty
LE2AP
• Fall term 2013: Program structure formed: aligned with
school/university strategic aims
• December 2013: Commitments obtained from Dean,
Associate Dean and Chairs for LE2AP-β
• January 2014: LE2AP-β initiated within Dept. of Mechanical
Engineering & Materials Science
• Activities commenced: T&P meeting, faculty lunches, senior
mentoring committees formed.
• Assessment of LE2AP-β will be performed using customized
program surveys and measured outcomes
• Planned scale up to school level in January 2015.
I received valuable input from numerous sources including Swanson School of Engineering tenured faculty,
Provost P. Beeson, Vice Provost L. Kirsch, Vice Provost M. Redfern, Dean G. Holder, Assoc. Dean A. Murrell, Chair M. Chyu, Chair S.
Schroff, Dr. R. Enick, P. Kovach (SSoE Director of Marketing), the ELATE community with special thanks to my Learning Community.