Simulation of institutional incentive plans for faculty early retirement using a behavioral model of retirement decision-making

This paper uses coefficient estimates from a model of retirement decision-making for faculty members in higher education institutions to simulate the impact of financial incentives for early retirement. The results suggest that plans can be designed to induce relatively large numbers of faculty members to retire prior to the mandatory retirement age. However, the costs of hiring replacements plus pension subsidies can be substantial, especially if the subsidies are directed toward faculty members with relatively low salaries. Hence, institutions wishing to provide open positions to hire new faculty may prefer different incentive plans than those whose goals do not require filling each position with a new faculty member.     

A faculty views its retirement benefit plan: An empirical observation and analysis

What is the level of a faculty's knowledge of its pension plan, and what are its attitudes toward and opinions of its benefit plan? A questionnaire solicited data from one faculty in order to investigate these questions, as well as to measure the effect of marital status, the number of years employed, and proximity to retirement on the responses.     

An institutional approach to English language proficiency

As the university student body becomes ever more diverse, the place and nature of English language provision is coming under unprecedented scrutiny and is the object of greater regulation. Today, more than ever before, institutions of higher education are being called to account for the way in which they support this diverse population in respect of their English language provision. Increasingly, auditing bodies are expecting universities to demonstrate a commitment to supporting students adequately in this area and to be able to articulate a systematic process for doing so, along with a sound rationale and conceptual framework. This has put pressure on English-medium universities everywhere to review their English language provision and to develop creative and theoretically-informed solutions to what is perceived by many in the sector as a complex and very pressing issue, particularly given its financial ramifications and its importance in terms of the student experience. This article describes one such initiative at the University of South Australia, outlining both its conceptualisation and issues around its implementation.     

Steady state effects of a later mandatory retirement law for tenured faculty

Recently a new law was enacted that would raise the mandatory retirement age from 65 to 70 for all occupational groups except tenured faculty in higher educational institutions. The exception for faculty, which extends to 1 July 1982, was granted because tenure holding professors enjoy a measure of job security that is unknown outside the academic sphere; this uniqueness led many to feel that an extension of faculty lifetime careers could possibly have very serious effects on the fiscal and academic health of colleges and universities, and that a delay was necessary in order that the situation could be carefully researched. This paper analytically investigates these conjectures and rigorously shows that they have been greatly exaggerated. By using a four stage model of the tenure system, it is easy to show the effect of progressively later retirements on the tenure ratio, flow of new faculty, and faculty salary budget. As many researchers would intuitively feel, neither early nor late retirement has an unusually disruptive effect on any of these critical variables.     

Analysis of faculty appointment,promotion, and retirement policies

A mathematical model of faculty flow was used to predict the effects of new operating policies on the age and rank composition of a large group of university faculty. Specific policies analyzed with this model include changing promotion rates for nontenure faculty, extending service times in nontenure, and implementing an early retirement program for tenure faculty.     

An institutional approach to the evaluation of educational technology

While the evaluation of the development, implementation and use of technology in higher education can legitimately be carried out on an individual by individual basis, it is reasonable for institutions to develop their own evaluation approaches to support and guide the evaluation efforts of their staff. This paper outlines an institutional approach that guides the evaluation of educational technology in the Faculty of Medicine, Dentistry and Health Sciences at the University of Melbourne. It proposes roles for an internal evaluator and educational technology practitioners and provides a conceptual framework that guides the evaluation process. Practitioners are supported using micro evaluation guidelines and this process is discussed for two types of evaluation. A discussion of the practical implementation of the framework is supported by the presentation of two evaluation case studies.Une approche institutionnelle d'évaluation de la technologie de l'éducation. Alors que l'évaluation du développement, de la mise en oeuvre et de l'usage de la technologie dans l'enseignement supérieur peut avec légitimité être marquée sur une base d'individu par individu, il est raisonnable que les institutions développent leurs propres approches d'évaluation pour soutenir et guider les efforts d'évaluation de leurs enseignements. Cet article décrit l'approche institutionnelle qui guide l'évaluation de la technologie de l'éducation dans la faculté de médecine, dentologie et de sciences de la santé de l'Université de Melbourne. Il propose des rôles pour une évaluation interne et des praticiens de technologie de l'Education et fournit un cadre conceptuel qui permet de guider les processus d'évaluation. Les praticiens sont aidés par l'emploi de guides de microévaluations et ce processus est discuté pour deux types d'évaluation. Une discussion sur la mise en oeuvre pratique du cadre est illustrée par deux études de cas d'évaluation.Ein institutioneller Ansatz zur Auswertung der Bildungstechnologie. Während die Auswertung der Entwicklung, Umsetzung und die Verwendung von Technologie im Bereich der höheren Bildung mit Recht auf individuellen Basis ausgeführt werden kann, ist es vernünftig, daß Institutionen ihre eigenen Auswertungsansätze entwickeln, um die Auswertungsbemühungen ihres Stabs zu unterstützen und zu leiten. Dieses Papier umreißt einen institutionellen Ansatz zur Auswertung der Nutzung von Bildungstechnologie in der Fakultät für Medizin, Zahnheilkunde und Gesundheitswissenschaften an der Universität von Melbourne. Es beschreibt die Rolle eines internen Auswerters und Bildungstechnikpraktikers und liefert einen begrifflichen Rahmen für den Auswertungsprozeß. Praktiker werden durch Micro-Auswertungsrichtlinien unterstützt. Dieser Prozeß wird für zwei Evaluationstypen erörtert. Die praktische Umsetzung des Rahmens wird anhand zweier Auswertungsfallstudien diskutiert.     

Economic issues in faculty retirement plans in American higher education institutions

Almost every faculty member in an American college or university has a contractual arrangement for retirement income. In recent years a number of factors have encouraged both faculty members and institutional administrators to consider the features of their retirement plans including changes in the assets in which funds are accumulated while the faculty member is working, options for payout at retirement, early retirement incentives, and whether it will be legal to have a mandatory retirement age. This paper explores these issues and suggests possible changes in retirement plans and employment contracts as a result of them.     

Nurturing faculty vitality by matching institutional interventions with career-stage needs

A questionnaire study, modeled after Baldwin's 1979 research on faculty at a liberal arts college, was conducted with 42 Lilly Teaching Fellows and Lilly Mentors at a large, public, research-oriented university in the Southeast U.S.A. Results from the study support the notion that one of the keys to a successful instructional and faculty development program is to target activities to the academic career stage of the faculty member.Patricia Kalivoda works in the Office of Instructional Development at The University of Georgia. She holds an MBA and an Ed.D. from The University of Georgia. Her research focuses on faculty career development and faculty vitality. Geraldine Rogers Sorrell is Special Populations Coordinator at Middle Georgia Technical Institute. She holds an M.Ed.and an Ed.D. from The University of Georgia. She specializes in faculty and staff development, and career counseling. Ronald D. Simpson is Director of the Office of Instructional Development at The University of Georgia, where he also is professor of Higher Education and Science Education. He holds degrees from The University of Tennessee and The University of Georgia.     

Applying productivity indices as an innovation for motivating individual and institutional initiatives for faculty renewal

The enthusiasm of faculty for their respective academic pursuits is recognized as a most important issue in most American institutions of higher education. Numerous approaches have been described and advocated to enhance faculty satisfaction with their work with a growing appreciation for the value of renewal programs. Self renewal through challenging work assignments is deemed a most practical approach and can be achieved practically within tightening financial restraints. A major handicap to the exploitation of self renewal programs has been a lack of tangible measurements of achievements in the academic functions being pursued. This paper proposes the use of functional productivity indices as tools for motivating renewal opportunities and assessing experiences.     

Reactions of professors to retirement: A comparison of retired faculty from three types of institutions

Dorfman et al. (1982) compared the professional activities of retired professors from liberal arts colleges, a comprehensive university, and a major research university. This companion piece based on the same survey compares the professors' reactions to retirement. Results show that a majority of faculty from all types of institutions plan for retirement, are positive about retirement, and give suggestions for institutional retirement policy. The retired professors recommend the following: (1) help in planning, (2) more information about retirement, (3) support for continued work, (4) gradual retirement. Major differences among institutions are the following: (1) comprehensive university faculty plan for retirement more than do faculty from the other institutions, (2) faculty from both universities begin financial planning at a younger age than do faculty from the liberal arts colleges, (3) research university faculty miss work and like having time to spend on professional activities more than do faculty from the other institutions.     

Measuring the impact of a new faculty program using institutional data

This paper presents a quasi-experimental evaluation of a required, teaching-focused, new faculty program at a large research university. The study makes use of institutional data, including student evaluations of teaching and faculty participation in educational development activities, which are available on many campuses yet rarely used in program evaluation. Results show positive impacts. Faculty found the program valuable and reported increases in their preparation for a range of teaching tasks. In comparison to earlier cohorts, program participants received stronger student evaluations on two global items, and demonstrated significantly more connections with the teaching center in their early careers.     

Determinants of faculty attitudes toward collective bargaining in university graduate departments: An organizational climate approach

This study examines the relationship between some facets of organizational climate in university departments and faculty attitudes toward various aspects of faculty unionization. The dimensions of organizational climate explored are: the perceived power structure, assessment of rewards, and perceived organizational goals. The major findings of this study are: (a) The perceived power structure is an important determinant of attitudes toward an egalitarian system, especially in the social sciences. Perceived individual power is negatively related to egalitarian attitude in the physical sciences whereas perceived faculty group power is negatively related to favorable attitudes toward collective bargaining in the social sciences. (b) Perceived emphasis on consulting activities is positively related to attitudes toward seniority-based aspects of collective bargaining in the physical sciences while perceived emphasis on personal factors is positively related to all aspects of attitude toward collective bargaining in the social sciences. (c) Inequity is positively related to attitudes toward unionization both in the physical and social sciences. The policy implications of these findings to faculty and university administration are discussed.     

The relationship of institutional size and complexity to faculty autonomy: A reconsideration and caution

Recent review and criticism of the role of size as a variable in the study of organizations prompts a reconsideration of the casual role attributed to size in the study of colleges and universities. Literature relating institutional size to faculty autonomy is reviewed and critiqued. Secondary analyses using multiple regression techniques are conducted on data from the Stanford Project on Academic Governance. Results show that the causal role of size in the determination of faculty autonomy in colleges and universities is modest, when other variables are controlled. Methodological difficulties in the study of size in colleges and universities are discussed.     

Support for teaching the liberal arts: An institutional dilemma

Using data from a random sample of chief liberal arts academic officers in American colleges and universities, the authors examine the support of teaching in the liberal arts (defined as the natural sciences, social sciences, and humanities). Information is presented on 15 categories of faculty support for teaching and research, basic teaching conditions, tenure decisions, and merit salary increases. Differences in support are examined among institutions that vary in size, location, sponsorship, and degree level. These findings suggest that liberal arts teaching is in less than excellent health on most American campuses. In addition, the researchers note numerous inconsistencies among resources, standards, and rewards in American institutions of higher learning and urge liberal arts administrators to reduce these inconsistencies where possible.     

An objective approach to faculty promotion and tenure by the analytic hierarchy process

This paper proposes a novel evaluation approach for the selection of candidates for promotion and/or tenure. The decision problem is conceptualized as a hierarchy of factors and a mathematical procedure known as the Analytic Hierarchy Process (AHP) is used for successively weighting or prioritizing factors at each level of the hierarchy, in order to arrive at a final composite set of weights for each potential candidate, listed as alternatives at the final level of the hierarchy. The procedure and its mathematical basis are explained and illustrated using hypothetical data. It is argued that the AHP can aid university decision makers in arriving at objective and consistent decisions on faculty tenure, which at present appear to be largely subjective and informal.     

Caught in the middle: faculty and institutional status and quality in state comprehensive universities

Faculty members at state-related comprehensive universities (SCUs) are ‘caught in the middle,’ caught between the demands of a research university model of higher education and other models such as that of the liberal arts or community colleges. They are caught in the ambiguity of not having determined their own identity. The SCUs are a major for?e in higher education that resulted from historical trends and the demands of parents, students, and state legislators for services. But the emerging form of these institutions has yet to complete its metamorphosis. During their transformation, the SCUs have emulated the high-status research universities as their own low status forced a search for an identity different from their origins, commonly as teachers colleges. The unfortunate consequence of the SCUs' quest for status has been low faculty satisfaction and additional loss of institutional self-esteem. Furthermore, an emphasis on published research has led to a disparagement of scholarship as it is manifested in teaching and service. As faculty members focus more on disciplinary research, their involvement with students and in university governance and other campus affairs diminishes. What can SCUs do? Five alternative approaches that SCUs could use to develop distinct identities appropriate to their constituencies are examined. The concept that connects these different approaches is ‘scholarship,’ in its traditional sense. A broader definition of scholarship could enable the SCUs to achieve excellence in ways not dictated by the research university model. There is some reason to hope that there is increasingly effective internal and external pressures for SCUs to develop and enact such distinctive identities.