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Finding and Funding the Next
Generation of Faculty:
An Academic and Financial
Partnership
April 17, 2006
The Faculty of the Future
Cathy A. Trower, Ph.D.
Co-Principal Investigator and Research Associate
Harvard University Graduate School of Education
TIAA-CREF Institute Research Fellow
The Aging Professoriate
• The mean age of full-time faculty at fouryear colleges and universities in the U.S. is
55.
• 46% of the tenured faculty are 55 and older.
• 9.3% of the tenured faculty are 65 and older.
• Most estimates suggest that most faculty will
retire within 1-2 years of reaching age 65.
Gender by Employment Type, 2001
70%
62%
60%
53%
51%
47%
50%
38% 36%
40%
41%
30%
30%
20%
19%
23%
10%
0%
Males
Females
Full Time
Tenured
On TT
NTT/No T
Part Time
Employment Type by Gender, 2001
80%
70%
60%
69%
57%
54%
43% 46%
50%
40%
31%
30%
20%
10%
0%
Males
Females
Tenured
On TT
NTT
Gender and Rank, 2001
Males
Females
Instructors
49%
51%
Assistant
Professors
Associate
Professors
Full
Professors
55%
45%
63%
37%
77%
23%
Race by Employment Type, 2001
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
88%
84%
47%
41%
33%
7%
White
40%
35%
35%
25%
24%
19%
Asian/PI
Full Time
Tenured
On TT
NTT/No T
Part Time
3%
9%
9%
URM
Employment Type by Race, 2001
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
87%
81%
84%
Tenured
On TT
NTT
6%
White
8% 7%
Asian/PI
8% 11% 10%
URM
Race and Rank, 2001
White
Instructors
80%
Faculty of
Color
20%
URM
Assistant
Professors
Associate
Professors
Full
Professors
75%
25%
17%
83%
17%
10%
87%
13%
7%
16%
Faculty Employment Trends
90%
80%
70%
Full Time
Part Time
FT NTT
Tenured
Tenure-Track
60%
50%
40%
30%
20%
10%
0%
1975
2003
Tenure Ambivalence
•
•
•
•
•
•
•
Security, status, prestige
Green card; validation
Legitimacy
Deemed worthy by peers
Academic freedom
Socialized to it
NTT = stigma
•
•
•
•
No guarantee; like SSS
Outmoded system
A guillotine overhead
Painful process, then
what?
• No life for 6 years followed
by stagnation
• Three full-time jobs for
$40,000
The Great Divide
•
•
•
•
•
•
•
•
Secrecy = Quality
Merit
objective
Competition good
Research alone
Narrow alleyways
Research trumps all
Life of the mind
Autonomy
•
•
•
•
•
•
•
•
Transparency = Equity
Merit
subjective
Cooperation better
Collaboration better
Chaotic intersections
Teaching/service matter
Mind AND heart
Collective responsibility
Issues and Challenges
• Politics and infighting
 Bar is higher
 “They want everything; they should shut up and work.”
• Junior faculty offers v. Senior faculty salaries
• Brain drain outside the academy
• Mentor v. Coddle
Strategic Faculty Planning
•
•
•
•
The Right Faculty
In the Right Positions
At the Right Time
At the Right Price
Recruitment and Retention Issues,
Implications, and Ramifications
Questions?
One System’s Challenges:
Recruiting the Next Generation
Of Faculty at UNC
Betsy E. Brown
Associate VP, Academic Affairs
University of North Carolina System
The University of North Carolina
The University of North Carolina
• 16 institutions in 6 Carnegie 2000 classifications
• 5 HBUs, 1 Historically Native American-Serving
institution
• 196,000 students (2005-06)
• 10,460 FT, 905 PT Instructional Faculty (2004-05)
Projected Enrollment Growth
2000-2010
225,000
218,000
200,000
189,260
175,000
167,761
150,000
2000
(actual)
2005
(projected)
2010
(projected)
Age Structure, UNC Tenure Stream Faculty,
1982-2000
40
% of Faculty
35
30
25
20
15
10
5
0
1982
1985
1988
1991
Under 40
1994
1997
Over 55
2000
Projected Annual Position Recruitment
FY 2001-02 – FY 2010-11
284
1085
737
348
762
790
818
407
395
376
2010-11
240
298
1194
2009-10
248
716
1185
2008-09
330
696
1169
2007-08
679
980
1014
2006-07
661
919
2005-06
319
635
909
2004-05
614
965
2003-04
933
2002-03
1,200
1,100
1,000
900
800
700
600
500
400
300
200
100
0
2001-02
Positions
Enrollment Growth
Retirement/Resignation
Total Positions to be Recruited
Projected and Actual Positions
2001-2010
 2001-2010 Projection:
 Enrollment Growth
 Retirement/Resignations
Total new faculty FTE
3,245
7,108
10,353
 2001-2003:
Enrollment
Retir/Resig
Total
Projected
Actual
Difference
897
1,910
2,807
1,339
1,744
3,083
+442
-166
+276
Faculty Recruitment Challenges:
National Trends
• Faculty are aging: less than 20% of faculty under age 40,
almost 40% over age 55. (NCES 2002)
• Doctoral degrees are increasing at a slow rate (1.9% in
2002-03); numbers are below 1973 levels in some fields.
• US citizens received 63% of all doctorates in 2003; 26% of
recipients were on temporary visas.
• 55% of US citizens receiving doctoral degrees in 2003 with
job commitments cited education as their intended
employment sector.
• 51% of doctorates in 2003 were awarded to women. (NSF
2003)
UNC PT/FT Non-Tenure-Track Faculty
1900-2003
25
21
% of All Faculty
25
23
19
20
18
19
21
15
15
Part Time
Full Time
10
5
0
1990
1995
2000
2003
UNC Tenured/ Tenure-Track Faculty
1990-2003
TT & TF Faculty % of All Faculty
70
66
63
57
60
47
50
54
46
42
40
38
30
20
19
17
16
15
10
0
1990
1995
2000
2003
Tenure-Track
Tenured
Combined
Campus Staffing Plans
(2001)
Recommendation of UNC NTT Faculty Committee:
• Regular, comprehensive, reflective analyses of the
numbers and roles of faculty--tenured and tenuretrack, fixed-term and part-time.
• Goal: To determine the appropriate mix of faculty
necessary to achieve each institution’s mission
and maintain its quality.
Campus Staffing Plans
(2001)
Considerations:
• How many faculty employed in each type of appointment
• How appointments are arrayed among programs,
departments, colleges and the institution as a whole
• How faculty responsibilities in teaching, research and
service are being met at the levels and quality dictated by
the institution’s mission
• How the proportion of appointments is changing
• How future staffing will be affected by changes within the
institution, department, discipline
• How staffing needs should be reflected in strategic and
resource planning
UNC Responses to Recruitment and
Retention Challenges
Research on Mid- and Late Career Faculty:
• Phased Retirement Program
 25-30% of tenured faculty retirees each year
 93% satisfied with program & would enter again
• Survey of Senior Faculty (age 50+)
 Collaboration with ANAC and Univ. of Minnesota
 Funded by TIAA-CREF Institute and UNC-OP
 Motivations: intellectual stimulation, contributions to students,
discipline, institution
 Concerns: health care benefits, relationship to institution in
retirement
UNC Responses to Recruitment and
Retention Challenges
Research on Early-Career Faculty:
• Structured interviews with tenure-track and
recently tenured UNC faculty.
• Participation by UNC campuses in COACHE
survey of tenure-track faculty members (Harvard
Graduate School of Education):
 Tenure, Work and Workload, Professional Development
and Support, Climate
• Research funded by TIAA-CREF Institute, UNCOP, and UNC campuses
UNC Responses to Recruitment and
Retention Challenges
• Increased management flexibility for campuses in
hiring and compensation (including review of
policies)
• Policy on sick and disability leave for faculty
• Policies on stopping the tenure clock
• Guidelines for faculty reassigned time
(sabbaticals)
• Request to pilot UNC healthcare plan outside the
state health insurance program
UNC Responses to Recruitment and
Retention Challenges
• Planned Task Force on Work-Life Issues (2006)
• Improved campus exit interviews and tracking of
departing faculty
• Peer comparisons, salary and benefits
• “Best practices” for orienting and retaining earlycareer faculty
• Leadership development for department
chairs/deans
Questions?
The Next Generation of Faculty: A
Small College’s Perspective
Harold Hewitt, Jr.
VP for Administration and Finance
Occidental College
Occidental College
• Independent, highly selective liberal arts college in
Los Angeles, California
• Mission-based commitment to diversity
• Ranked #41 out of the top 50 in US News’ 2006
college rankings; # 7 in Diversity
• 1800 students, 37% students of color
• Median SAT of Fall ’05 1st yr enrolled students:
1300
• $305 million endowment/$64 million annual budget
Occidental’s Faculty
• 121 TT full time, 27 full time non TT, and 25
FTE part time, 10.1 to 1 Stu/Fac
• 21% of TT are between 51 and 55 yrs
• 17% of TT are between 56 and 60 yrs
• 12% of TT are between 61 and 65 yrs
• 50% of TT faculty are projected to retire
over the next 15 years
Occidental: Age and Gender of TT Faculty
18
16
Number of Faculty
14
12
10
Female
Male
8
6
4
2
0
Under 30-35 36-40 41-45 46-50 51-55 56-60 61-65
30
66 +
Occidental: Ethnicity of TT Faculty
100
71.9%
90
80
70
60
Male
Female
50
40
30
20
16.5%
11.6%
10
0
Asian/PI
UR
White
Occidental: Ethnicity and Rank of TT
Faculty
70
21.2%
60
50
40
30
37.5%
White
36.7%
UR
20
10
0
Asst
Assoc
Full
Occidental: FT vs. PT Employment Trends
140
115
90
65
40
15
1990
1995
Full Time
2000
Part Time
2005
Salary Compression at Occidental
$103,000
$93,000
Full
$83,000
$73,000
Assoc
$63,000
Asst
$53,000
2004
2005
2006
Orange = Comparison Group Median Black = Oxy
Campus Staffing Plans
Recommendations of Senior Administration:
• Maintain commitment to FT TT Faculty Positions
 Reduce % of part time faculty
 Increase FT TT faculty
• Continue commitment to diversity in faculty
recruitment
• Address retiring faculty concerns – health care
• Develop plans to manage impact of retiring cohort
 Short-term impacts: training and support
 Long-term impacts: process of tenure and promotion
Addressing the needs of new
faculty members
• Support for research and renewal
 1 term sabbatical following 6 terms (1995-96)
• Transparency and the tenure process
 Revisions to Faculty Handbook
• The housing issue
 The 2005 Occidental College Master Plan
• Salary compression
Recent experiences: # of Qualified Applicants
for 8 FT TT faculty searches - Fall 2006
•
•
•
•
Eng. & Comp Lit – 93
Politics –
62
Psych –
15
Sociology 162
•
•
•
•
History –
87
Math –
135
Rel. Studies – 112
Education 21
Occidental successfully recruited the department’s first
or second choice candidate in each of these searches
Projected Annual Recruitment vs. Level
Recruitment
Projected
20
22
20
20
20
18
20
16
20
14
Level
20
12
20
08
9
8
7
6
5
4
3
2
1
0
Estimating the Financial Impact of
Future Hiring
• NPV analysis of level program illustrates positive
results
 Assumptions – retirement at avg. age 67, annual salary
increases of 5%, stable enrollment and faculty size
 Cash flows include estimated costs of benefits,
including new post-retirement defined contribution
health program
 Use of annual savings to aid in the reduction of salary
compression at Assoc. and Full ranks
 Excludes estimated impact of new early retirement
program
Housing and the Campus Master Plan
Housing and the Campus Master Plan
17 2&3 Bedroom townhouses, flats & studios; 39 parking stalls
Moules & Polyzoides, Architects
Funding Early Retirement
Assumptions
Rate of Increase in Salary
Replacement Pay
Discount Rate
43,500
8.00%
5.00%
45,675
5.00%
47,959
5.00%
50,357
5.00%
52,875
5.00%
55,518
TABLE 1 -- BASE: FULL SALARIES, RETIREMENT AT AGE 65, WITH REPLACEMENT IN THE FOLLOWING YEAR
Retirement Plan
Age
2001
2002
Year 1
2003
Year 2
2004
Year 3
2005
Year 4
2006
Year 5
85,313
94,500
94,676
102,688
93,563
106,929
98,910
96,180
90,221
76,440
94,676
90,671
46,350
92,925
91,764
1,355,806
89,578
99,225
99,410
107,822
98,242
112,275
103,856
100,989
94,732
80,262
99,410
95,204
47,959
97,571
96,352
1,422,888
94,057
104,186
104,381
50,357
103,154
117,889
109,048
106,038
99,469
84,275
104,381
99,964
50,357
102,450
101,169
1,431,175
98,760
109,396
109,600
52,875
108,311
123,784
114,501
52,875
104,442
88,489
109,600
104,963
52,875
107,572
106,228
1,444,268
103,698
114,865
115,080
55,518
113,727
129,973
55,518
55,518
109,664
92,913
115,080
108,111
55,518
112,951
111,539
1,449,675
ember and 2000-1 salary base
Full 2002
Full 2001
Phased 00-06
Phased 99-04
Phased 00-06
Phased 00-06
Full 2002
Full 2002
Phased 00-06
Phased 00-06
Phased 00-06
Phased 98-02
Full 2002
Phased 02-05
Phased 98-02
Total 1:
90%
70%
90%
90%
70%
90%
90%
70%
70%
90%
63
59
60
68
59
57
66
67
63
60
65
65
76
57
63
81,250
90,000
90,168
97,798
89,108
101,837
94,200
91,600
85,925
72,800
90,168
86,353
45,000
88,500
87,394
1,292,101
Questions?
Additional Resources
 Faculty Recruitment and Retention, Concerns of Early and Mid-Career
Faculty; Research Dialogue #86; Trotman and Brown, Dec. 2005. Now
available via TIAA-CREF Institute web site: www.tiaa-cref.institute.org
 Recruitment, Retention and Retirement In Higher Education – Building
the Faculty of the Future. Volume by TIAA-CREF Institute. Edward
Elgar Publishing, 2005.
 American Council on Education web site: www.acenet.edu
 NACUBO web site: www.nacubo.org
 Recruiting and Retaining the Next Genereation of Faculty, A Systemwide Approach in Proceedings, from the 2002 Keeping our Faculties
conference, University of Minnesota. Pgs. 111-113.
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