(formally Appendix I)
Purpose: To maximize opportunities for Assistant Professors aspiring to tenure1 to gain recognition in their field, to develop their scholarly projects in a timely manner, and to become fully integrated into the College and University communities.
Means: The following changes of policy and enhancements to the benefits offered to newly hired Assistant Professors will be implemented beginning in fall 1999. Existing benefits, e.g. Special Assistant Professor Leaves, remain in effect, unless specifically indicated to the contrary.
1. Professional Travel Awards
Newly hired Assistant Professors will receive an award of up to $3,000 to be used during clock years2 1 through 3 to allow them to travel to professional meetings and conferences. The current requirement for participation in the program will be waived if the Chair and the Provost agree that attendance at the meeting will enhance the faculty member's career in a meaningful way, e.g. attendance at the discipline's national meeting or at a prestigious invited workshop. This award replaces the current conference travel award that requires participation in the conference program and that has a normal maximum of $2,100 over three years. Assistant Professors in clock years 1 through 3 are still eligible for the regular international travel supplement.
2. Reduced Teaching Load
Newly hired Assistant Professors will be assigned a reduced teaching load in their first year, so faculty will teach 3 courses. Departments are expected to adjust their course schedules so that there are no or minimal replacement costs.
3. Research Assistance
Newly hired Assistant Professors who are not offered a specific start-up package for research assistance (e.g. lab renovation, scientific equipment) will be automatically eligible for grants of $2,500 in research assistance to be used over the course of clock years 1, 2 and/or 3. The grants will be approved after receipt of a brief (~ 1 page) description of the project and budget proposal. Current limits as to approved budget categories will remain in force; however the award will not figure into the current restrictions regarding maximum mini-grant funding in a 7-year period. If additional funds are required beyond the initial $2,500, newly hired faculty may apply for grants up to the maximum of $2,500 in the competition with all continuing faculty. Funding of these grants will take precedence over requests from tenured faculty in the research grants award program.
Mentoring Newly hired Assistant Professors will be assigned a mentor who is a tenured member of the faculty outside of the new hire's department. The mentor will be expected to assist the new hire during clock years 1 through 3 by complementing and extending support offered by the Chair and departmental colleagues; such support may include helping to make appropriate professional and personal connections in the College and in the University, interpreting College tradition and expectations, and, where necessary, taking an advocacy role on behalf of the new hire if difficulties arise.These new benefits become effective with the cohort of new faculty hired to begin teaching in fall 1999. Pro-rata adjustment of the new benefits for continuing untenured Assistant Professors is summarized in a separate memo.
1. The primary beneficiaries of this support are to be full-time Assistant Professors who have been assigned a tenure line or for whom a department has sought or hopes to seek a tenure line. Visiting Professors and other term appointments with no expectations for tenure are not eligible for the enhanced benefits but remain eligible, to the extent they are now, to awards available to all Barnard faculty.
2. "Clock years" toward tenure refer to full years of appointment at Barnard in active teaching status, i.e. excluding years on approved maternity or infant care leave of research leave, up to the limits specified in the Academic Code.