Feeds:
Posts
Comments

Since my days in graduate school I have sought opportunities to learn some new information. Whether this is attending a presentation, joining a reading group, or signing up for a workshop, I’ve done a lot of things not because they were particularly important to my success but because they sounded interesting or fun. (The fact that I have a high tolerance for boredom also works in my favor, since the snippets of useful information are often surrounded by useless information.) This semester, though, I think I have found the limits of demands on my time. Between preparing for class, meeting with students, grading, writing, and trying to get a new research project started, I have finally reached the point where I literally do not have time for a lunchtime discussion of teaching or a book discussion about gender.

Luckily, student meetings are winding down just as midterms are ramping up. I would look forward to spring break if I didn’t have so much work to do during it! In the future I may have to reduce some of my teaching efforts in order to increase my sanity (and, you know, the chance of getting tenure).


 

“Like” Memoirs of a SLACer on Facebook to receive updates and links via your news feed, which you can read if you have the time.

 

What counts (and when)?

At my previous institution, a few peer-reviewed publications and evidence of continued “scholarly activity” (such as conference presentations) were enough for tenure. These publications could be on any topic in any publication as long as it was peer-reviewed. At my current institution, the picture is considerably less clear.

The major change is in what counts and how much. As at many institutions, all peer-reviewed publications are not created equally. Nobody is expected to publish in ASR or AJS but things like impact factor are considered. The type of research also matters. As one colleague stated, publishing in outlets like Teaching Sociology is like a cherry on top of a sundae, but it isn’t the sundae. They also like to see progress in these areas, so one high-profile publication followed by three lower-ranking publications is not as desirable as the reverse would be.

All of this makes the publication gauntlet that much more daunting. There is also uncertainty, though, about when one wants things to be accepted and published while moving along the tenure track. The third-year review, for example, is less of a formality and essentially the same in practice as the tenure review (requiring the exact same documents). This means that publications are essential for passing the third-year review but there are cases in which individuals with a few publications at this point neglected to tell the tenure and promotion committee about a paper that had been recently accepted so that it would be seen as “new” at the tenure review.

The final issue that I’ve encountered is a lack of information about what actually counts as “published.” Accepted papers do not seem to have the same weight as those that have actually been published (indicated in the fact that they are not requested as part of the review). “Published,” though, encompasses a wide variety of things today. Some journals have long lead times before publication in print, others have long lead times but “online first” availability in the meantime, and others have short lead times (or even all-online publishing) but questionable impact factors.

Together, these factors make a process that I breezed through at my previous institution much more stressful (I haven’t even had time to work on my time machine!).


“Like” Memoirs of a SLACer on Facebook to receive updates and links about my stress via your news feed.

A recent discussion on campus alerted me to the fact that mentoring has changed. Models with a single assigned mentor (or anti-mentor) are no longer preferred. Instead, everybody should have lots of mentoring relationships in which all partners mutually benefit. The result is “mutual mentoring.” According to the NEA’s summary, mutual mentoring involves:

  • mentoring partnerships that include a wide variety of individuals—peers, near peers, tenured faculty, chairs, administrators, librarians, students, and others;
  • mentoring approaches that accommodate the partners’ personal, cultural, and professional preferences for contact (e.g., one-on-one, small group, team, and/or online);
  • partnerships that focus on specific areas of experience and expertise, rather than generalized, “one-size-fits-all” knowledge;
  • a reciprocity of benefits between the person traditionally known as the “protégé” and the person traditionally known as the “mentor;” and
  • perhaps most importantly, new and under-represented faculty members who are not seen or treated solely as the recipients of mentoring, but as the primary agents of their own career development.

All of these things sound great! Who will be arranging these relationships for me?

That, apparently, is my responsibility. Here are “some good first steps to create a Mutual Mentoring network of your own”:

  • If your department already has a formal mentoring program in place, take advantage of it, but keep in mind that the mentor chosen for you, or by you, as part of this program should not be your only source of professional support.
  • Ask some key colleagues whom they think you should approach about your specific subjects of interest. Keep in mind that there are many different ways that you can “click” with a mentoring partner. Who teaches classes similar in size to yours? Who uses a particular classroom technology that you’re interested in adopting? Who seems like the best overall personality match?
  • Identify near peers (colleagues who are close to your career level). Near peers can be particularly valuable because their experiences as newcomers are still reasonably fresh. Helpful “global” questions to ask near peers include: What do you wish you would have known when you first arrived? What is the most valuable thing you’ve done in support of your teaching?
  • Look for mentoring partners outside the faculty ranks. A talented, tech-savvy student may help you navigate a new class management system, while a librarian specializing in your discipline may be able to recommend hard-to-find resources.

I don’t think that new faculty should shirk the responsibility of forming networks and I also recognize that some of these are relationships that many people already have being recast as mentoring, but there also seems to be a disconnect between people saying “we’ve recognized that the best way to be successful here is to meet a lot of people inside and outside of the institution who can help you in different areas” and following that up with, “good luck finding them!” In an ideal world, experienced faculty would reach out to new faculty (who are busy enough juggling teaching, service, and research), not the other way around. I guess that all junior faculty are in charge of changing the culture now.


“Like” Memoirs of a SLACer on Facebook to receive updates and links about people who are not white via your news feed.

 

For your viewing pleasure, and in light of the response to her video for “Formation” and Super Bowl appearance (backlash to which, according to one Fox News writer, “continues to grow”), here is Saturday Night Live’s brilliant response, “The Day Beyoncé Turned Black”:

 

Keep in mind that if your workplace is freaking out over the realization that Beyoncé is, and has always been, black, you might need to put on some Adele to sooth them:

 

Update: Here is a more detailed discussion from Doug Hartmann.


“Like” Memoirs of a SLACer on Facebook to receive updates and links about people who are not white via your news feed.

Mount Saint Mary’s

I don’t even know what to say about this, other than to wonder about the motivations of the board of trustees and that I’m fairly certain that Newman has “caused considerable damage” to the University through the creation of this climate of fear. So much for the protections of tenure.

Here is a story about the situation from Inside Higher Ed (this is the one I’ve seen most frequently on Facebook) as well as one from the Washington Post.

Update: The fired faculty members have received offers of reinstatement and the faculty as a whole has called for Newman to resign by Monday morning.


“Like” Memoirs of a SLACer on Facebook to receive updates and links about the fall of higher education via your news feed.

on177

Many believe that Super Bowl 50 will come down to which team scores points while stopping the opposing team from scoring points.

Whether you want to understand football sociologically or want to ignore it altogether here are some links to help:

Enjoy the game (or don’t)!

Image from VectorBelly.


“Like” Memoirs of a SLACer on Facebook to receive updates and links about sportsing via your news feed.

Screen Shot 2016-02-06 at 9.23.26 AMLink: https://twitter.com/neiltyson/status/695759776752496640


“Like” Memoirs of a SLACer on Facebook to receive updates and links about the difficulty of sociology via your news feed.

Follow

Get every new post delivered to your Inbox.

Join 159 other followers