Research+group+report


 * Issues Addressed by the Faculty Development Committee, Research Group

Documentation Group members reiterated the areas that need to be covered for Task 1. a) Document the level of support currently available in the various colleges. b)  Documenting best practices and models for research support at other institutions; preferably peer institutions. c) **** It would be helpful to have more information from faculty. There’s some for junior faculty in the CLA On Track reports.

Issues related to alternative research support models Some issues need to be addressed as we look at alternative research support models. Some of them include: a) The philosophy behind the model. It will be necessary to understand the definition of scholarship on which these models are based. For UMass, the definition needs to be worked out. We need to agree on what is a proper definition, and perhaps categorization of research approaches that are all inclusive of the various stakeholders. b)  Expand the definition of scholarship to include the scholarship of teaching and public scholarship and provide mentoring/contacts/resources to help faculty carve out scholarly programs in these areas, even at later career stages. Emphasize a broadly-defined notion of productivity for all faculty, but particularly for faculty at later career stages who have become stuck. c) Some colleges have operationalized some definitions of research (i.e. CM’s model on wiki). d)  We need to identify or estimate the human resources that would be necessary to do what we need to do. The monetary process is being depleted, so creative methods for articulating resource need and their effective use are crucial. e) We need to posit a faculty development center as a resource that can achieve economies, as opposed to letting every department define their own protocols and support mechanisms. The question becomes, what is a proper balance between these two approaches? Issues related to faculty support for research at different career stages. The issues raised: a)  Infrastructure needs, especially for science faculty. Start up funds. Need to have labs functioning quickly. b) Increase flexibility about use of present resources, negotiating better understandings between departments and ORSP re. internal grant expectations c)  External research grants. Bring a direct economic benefit to faculty through add comp. Support for students. Support for labs. d) Internal support. (Healey Grants) Adequate from a junior faculty’s perspective, but it’s often hard to use CLR’s because they conflict with department needs and priorities. Need for more flexibility about when and how CLR’s can be used. e)  Understanding the support requirements for senior faculty is very important. A mentoring model would not be effective. f) However, Improve mentoring at all career stages a.  Responsibility of chairperson. Need more preparation for chair’s role in establishing and maintaining adequate mentoring for faculty at all career stages. (university service) b.  Responsibilities of tenured faculty, more senior faculty for mentoring. Guidance and expectations about these. (university service) <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c. Plan for progressive mentoring, with faculty taking on new mentoring roles as they reach successive career stages. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">g) Faculty demographics across colleges may vary considerably. For example, in CLA there the number of mid-career people is not very large. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">h)  We need to understand the barriers that prevent people from continuing with their research program, as they make progress through the career path. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a. A data request was recommended: to obtain the total number of Associate Professors who have been in that position for more than 10 years. The request is being processed. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">i) The PMYR process is not effective because there are no real consequences to the evaluation. Also, professional development is not significant. These two programs are really seen as entitlements. This may be an opportunity to reform them. The administration of such programs is very labor intensive and error prone. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">j)  Develop activities/supports around the PMYR process to enable it to have greater impact. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">k) There seems to be an issue with transitions in the career path, (i.e. to Associate and Full professor); some individuals become inactive in research after the transition. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">l)  Some faculty become stuck after tenure without a clear scholarly/research agenda. (Faculty typically have a 30 year career after tenure; need motivation and support to maintain vitality, productivity.) Literature suggests this is a common problem, marked by many faculty at associate professor level at 9 or more years after tenure. Accreditation review showed that this is the case at UMB. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a. PMYR. Can activities around this play a greater role in re-energizing faculty? <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b. Support context at UMB—after tenure, support declines, more difficult to get CLR’s, Healey grants. Need more balanced support for faculty research throughout career, with extra attention on case-by-case basis. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c. Additional service demands. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d. **** Cultural context of UMB. Productivity increases in areas where there is more of a research culture, with more graduate students ** The identified issues follow: <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a) There should be a domain of discretion. Again, the context may be different from college to college. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b)  Some arguments in favor of centralization and elements contained within that model. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a. Resource that provides a formal organization. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b. Mentoring on research initiatives. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c. Idea generation. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d. The concept of liaison between the center and colleges. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c) The centralized model would offer functions like: <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a.  Time management <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b.  Publication strategies <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c.  Securing external funding (peer-based) <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d.  Developing projects <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d)  The decentralized model: <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a. Would address personal issues (personal mentoring within colleges) <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b. Other. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">e) The question was raised about the role that ORSP would play in the centralized functions of a research support center. Issues related to career stages <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a)  Issues discussed. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a. In the beginning. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> i. The level of support simply falls off. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> ii. Demands for service are many or increase. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> iii. The teaching load. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> iv. The lack of appropriate mentoring support. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b. After tenure. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> i. Resources. The perception of what is acceptable to recently tenured faculty. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;"> ii. An expectation exists that a senior faculty member will attract more funding. The assumption is that these people do not need much help. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c. Lack of professional support staff exists throughout the career span. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d. There is a difference in career path between those whose development depends on external funding and those who don’t. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">e. The issue is: to keep people in the game. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b) What can keep people going? <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">a.  CLRs. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">b.  Increased research assistants. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">c.  Small stipends to support travel for such things as networking, interviewing program directors, to better understand success criteria. <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">d. Travel fund increased. It is never enough <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">e. ** **Startup funds. Outside of the sciences this** **is very small and insufficient.** <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">g. We should try to look at the gaps and see what we can address. **
 * Issues related to centralized support model and its comparison with a decentralized model.
 * <span style="font-size: 12pt; font-family: 'Times New Roman'; mso-list: Ignore; msofareastfontfamily: 'Times New Roman'; msolist: Ignore;">f. So, there’s got to be a different model for different profiles.