Managing many faculty as department head or chair and also balancing the responsibilities towards a college can be a difficult job. There are management duties, meetings, and do not forget about possibly trying to get research done. This set of resources is geared towards making the position of department head more manageable.
This links to the PDF of the presentation made by WISELI on Climate Workshops for Department Chairs. It discusses the importance of focusing on department chairs for creating department wide change and how to focus on them. This presentation was given at the 2006 PI Meeting.
The Collaborative Leadership component is designed to stimulate change at departmental and college levels by facilitating ways of fostering a supportive climate through which faculty can advance.
Chairs often assume their positions without any formal management training. In addition, chairs often experience some degree of isolation and being caught in the middle between deans, faculty, and students.
These guidelines for chairs and directors consolidate existing policies and include other effective practices for promoting a faculty culture of inclusion and transparency.
Found in this document is a list of recommendation for enhancing department culture, tools for effective leaders, resources on campus, a list of other websites on campus climate, and recommended readings.
This document is a series of listed good practices in areas such as recruitment, retention, mentoring, and others.
This is a sample survey to help department heads who want to evaluate equity within their department.
Hosted by WISELI, three workshops were held that address the concern of creating a positive and encouraging climate and workplace. Descriptions of each session and the resources used are provided on this website.
This toolkit was written to assist Department Chairs in retaining their faculty across all ranks. These best practices should be applied to all faculty, not just the stars of a department. Retention efforts, when applied equitably to all faculty, can improve the general climate for everyone and can lead to better productivity and greater satisfaction for all faculty.
These workshops, designed for academic deans and chairs/heads at NDSU, consist of half-day session on issues of gender awareness and a half-day session on the Training Our Campuses Against Racism (TOCAR) program. These workshops are designed and provided for all academic administrators.
At the request of chairs and deans, ADVANCE staff can assist in equity assessments of individual faculty members’ salaries, following the recommendations in the American Association of University Professors publication, Paychecks: A Guide to Conducting Salary-Equity Studies for Higher Education Faculty. This procedure uses a regression model that includes factors known to predict salary to a substantial degree.
Dual Career Interview Protocol For Department Chairs
This presentation covers what is climate, how is climate measured, what are some key indicators of change, what was learned from ADVANCE, and what role a department head plays in change.
This presentation is provided for faculty who want to encourage women in departments where they need support. Best practices and recommendations are provided.
"Creating a Positive Departmental Climate at Virginia Tech: A Compendium of Successful Strategies” was created as part of the AdvanceVT Departmental Climate Initiative (DCI). The Department Climate Committee collected policies and practices from a variety of sources to provide department chairs and heads with opportunities to learn about departmental issues at Virginia Tech, to under
This webpage lists the location and date information of the 2005 in Panel 7 seventh panel and the people involved. The links under each person are broken.
This presentations on dual career issues covers concerns from chairs, and advice.
This document is a list of recommendations and best practices for people in positions of leadership. Areas of recommendations are job descriptions, assembling the candidate pool, evaluations of candidates credentials, interviews, and more.
The Leadership, Communities, and Values Initiative (LCVI) and the UW ADVANCE Center for Institutional Change joined forces in 2006 to design and offer leadership workshops for deans, associate deans, department chairs and emerging leaders. The workshops began during the 2006-2007 academic year and continue to be offered this year. These workshops will be modeled after ADVANCE's successful quarterly leadership workshops for department chairs and deans in science, engineering, and mathematics.
The purpose of the Visiting Scholar Program is to provide greater in-house consultation to chairs and directors regarding best practices for recruiting and retaining women in the sciences. Rarely do campuses have personnel who specialize in all the areas of challenge to diversity. Moreover, addressing many of these challenges requires more than a single interaction with an expert." Information on past visiting scholars from 2007 until recent are provided with links.
LEAD is a series of national leadership workshops, offered annually, for department chairs, deans and emerging leaders in science, engineering and mathematics (SEM), which address departmental and university culture and the professional development of faculty.
The AdvanceVT Department Climate Committee surveyed the heads and chairs from the Colleges of Engineering and Science about successful strategies used to promote department climate. Selected results from the survey, completed in December 2006, are summarized in this presentation.
This document is for deans and other people in leadership positions. Example areas are motivating change, leading, evaluate the evaluators, provide chair training in faculty development.
Endorse mentoring as a valuable service contribution to the University and support recognition of those who engage in it.
The goal of these workshops is to provide chairs with information and skills that will have a positive effect on faculty development and departmental climate, facilitate communication between chairs to share experiences and best practices, and to integrate the broader goals of the ADVANCE Program by weaving information and discussion about issues of diversity and gender to improve the recruitment, retention, and promotion of women faculty.
“The power in a leader’s office is one of the most essential tools to influence the campus agenda. Rarely can that power of itself be used to dictate policy or actions, but a great leader can part the way for other community members to develop and advance specific actions and policies. The environment into which the change agents introduce their agenda will determine success or failure. A campus leader can ensure success by carefully laying the groundwork. The following recommended actions are intended to c
This is a wiki that is a collection of resources. The sections of this webpage are titled ADVANCE Department Chair Workshops and Resources, ADVANCE Visiting Scholars Program, Transforming Academic Departments, and Children.
A list of tips on mentoring organized by tips for department chairs and tips for faculty and other mentors are listed on this webpage (ex: Understand the difference between mentoring and supervising).
This links to the PDF of the presentation made by the University of Washington on how effective the workshops for department heads were. The presentation includes information about why these workshops are important, what was effective, and best and worst practices. This presentation was given at the 2006 PI Meeting.
This handout provides a brief summary of a presentation that was created at a workshop to inform faculty, chairs, and deans about the recruitment and retention of faculty from underserved groups, describes information collected from chair chats, and summarizes resources that are essential reading.
A list of the materials at the 2005 ADVANCE PI Meeting on the panel for working with department chairs is listed on this webpage.
This document is a short booklet that gives some definitions and recommendatiosn for changing climate.
This handout is a set of recommendations how to promote professional development within a group of faculty.
Since 2002, the ADVANCE Program at the Teaching Academy has presented a broad range of opportunities to NMSU department heads who wish to excel in their role. In 2010, a formal Department Head Academy (DHA) was established under the direction of the Department Head Academy Steering Committee.
This guide provides information about practices in hiring and promotion that, while unintentional, can put women and minorities at a significant disadvantage for success in academe. Specifically geared to department chairs in STEM disciplines, this guide offers suggestions on how to avoid unconscious bias in evaluating faculty during recruitment and promotion, as well as how to structure departmental procedures to yield the highest quality research and teaching.
This webpage is a list of links for resources for Department Heads. Examples include: Creating a positive department climate at Virginia Tech, and University of Washington Leadership Excellence for Academic Diversity resources.
Principles and actions for chairs and unit heads from Virginia Valian
The main goal of the Workshop is to assist Department Heads in ADVANCE Target Departments in the recruitment and retention of women STEM faculty. Department Heads will recommend candidates for the Workshops; they will also host their candidates for one afternoon and evening during the Workshop.
This presentation from the 2011 PI Meeting covers: faculty development for STEM deans and department chairs in collaboration with university of Washington(UW)and a higher education association,
the Council of Colleges of Arts and Sciences (CCAS) as potential change agents.
Proposal for the UNH social science research study focusing on creating an unbiased climate within each department at the university. The objective is to determine what, if any, impact the UNH department chairs professional development initiative will have on employment and climate in departments.