Tenure: Four ideas to halt a ‘moving target’

Stephanie Luster-Teasley

Luster-Teasley

Stephanie Luster-Teasley puts her experience in the tenure process together with her research on professional development for women and people of color, and the result is four suggestions about how the process can be made more transparent and beneficial.  Her article appears in the Spring issue of the online publication On Campus with Women, published by the American Association of Colleges and Universities.

“I recently completed the tenure process, and like many junior faculty members, I found that tenure was a moving target at the end of an obstacle course marked by uncertainty and politics. Junior faculty know that in order to qualify for tenure, we must balance teaching, service, and research. But we often find it unnerving to gauge how well we have performed in these areas in our colleagues’ eyes. …

“[I]nstitutions and faculty members can work together to make the tenure and promotion process easier to track and gauge, allowing more opportunities for faculty to self-correct their progress. By making tenure more transparent, institutions can not only support the careers of women and people of color, but can also equalize the process for all junior faculty.”

 

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