Issues at the Intersection

Subcommittee on Contributions of Research Faculty

Members

Preamble

Recommendations

1. We recommend that units in the University complete implementation of the uniform institutional guidelines for hiring and career development of Research Scientists initiated by OVPR in 1994-95. Some items to take into consideration in developing these guidelines include:
   • Creating individual career development plans for all new faculty hires
   • Creating a reserve fund at the unit level to accommodate a suitable bridging program
   • Providing appropriate career mentoring of all Assistant Research Scientists
   • Implementing clear guidelines as to the length of a contract when a new hire is made
   • Providing clear specification of performance expectations and goals
   • Employing an annual review process leading to contract renewal
   • Providing a clear statement of qualification for advancement and review progress yearly.
     
     
   Rationale: Surveys of the PRS faculty at the University of Michigan as well as peer public and private institutions conducted by OVPR in recent years indicate considerable dissatisfaction related to shortcomings in the way the PRS track is administered. Among other issues, the survey results indicated an uneven application of appointment/promotion criteria, insufficient information regarding the conditions of employment at the time of hire, minimum level of job security, and inadequate career development counseling. The survey results prompted OVPR to introduce policy changes in 1994-95 designed to correct these irregularities in the administration of the track and related concerns. The recommendations made here would further help to eliminate irregularities.
   
   
2. We recommend that all PRS faculty whose sole source of support from U of M is from research grants or contracts, i.e. "soft money" sources, should have 5% of their salaries covered by other or "hard money" sources.

   Rationale: "Hard money" salary, even a limited percentage, demonstrates a commitment from the University to support PRS faculty in developing research proposals and participating in University and professional service. Especially regarding research proposals, such activities are an expectation for advancement in the PRS track. Further, commitment of University resources to each PRS faculty member will enable research scientists to participate more fully in the life and the mission of the university.
   
   

3. We recommend that nationwide searches be undertaken to fill all research track positions.

   Rationale: Nation-wide searches, with timely efforts to advertise and otherwise bring openings to the attention of a wider pool of talented candidates including candidates from historically underrepresented groups, help ensure that Michigan recruits the best talent for a world-class research institution. While occasionally a newly created position, especially on sponsored research funds, must be filled on short notice, we encourage every reasonable effort to recruit and fill all positions with attention to the national talent pool.
   
   

4. We recommend that units enhance the rights and responsibilities of their research faculty in terms of governance, voting rights, service on committees, etc.

   Rationale: One of the ways the University creates a community of scholars is through participation and representation in decision-making and governance. Whenever a group of faculty is excluded from these processes, regardless of the reason, disenfranchisement and lack of representation may cause serious, unintended consequences. Thus, the inclusion of PRS faculty in governance (voting, committee service, etc.) warrants reviews at the unit level, with the goal of increasing participation.
   
   

5. We recommend that all units that have adopted the "double PRS track" also adopt and apply the revised OVPR criteria for promotion of PRS1 (non-senior track) faculty which emphasizes research productivity and a history of research contributions as the basis for promotion within the traditional PRS faculty ranks. Further, it is urged that units uniformly enforce the requirement of an independent research program for promotion to any rank within the Senior PRS faculty track.

   Rationale: Units have been uneven in their application of appointment and promotion criteria for PRS faculty. As a result, considerable heterogeneity of PRS faculty has developed within some units, stemming largely from the inclusion within the PRS ranks of individuals whose research was not independent, but tied in a collaborative manner to the programs of other faculty members. Promotion of such individuals has been impeded in units that strictly adhered to the criterion of independent scholarship, while in other units individuals were promoted to the Associate and full Research Scientist ranks despite their lack of independence. Promotion criteria for PRS1 faculty were revised by the OVPR in 1998 to remedy this situation. Under the revised criteria, promotion of PRS1 faculty to the ranks of Associate Research Scientist rewards creative scholarship and productivity but does not require evidence of an independent research program. However, independence, as well as creative scholarship, remains a stringent criterion for promotion of those individuals in the Senior Research Scientist track.
   
   

6. We recommend that Units which have chosen not to implement the "Dual Track PRS Option" (i.e. the use of Senior Associate Research Scientist and Senior Research Scientist titles, as appropriate) reconsider this decision.
   
   
7. We recommend that a faculty committee be formed to investigate the suitability of the current titles used for Primary Research Staff. This is an important issue with strong arguments both for keeping the status quo and for making changes. However, we felt that resolution of this issue was beyond the scope of the current committee. We further recommend that as part of the evaluation process a systematic benchmarking of our "peers" be undertaken to determine how they have dealt with this issue.