Ideal Value Proposition for
Professor
Tenured & Tenure-Track
Emine Sarigollu
Non Tenure-Track
Derek Hart
©McGill University
Faculty Statistics
Gender
Breakdown by Type
Tenured
Tenure-track
All Other
24
25
21
70
34%
36%
30%
Female
Male
19
51
27%
73%
Breakdown by Type
All Other
30%
Tenured
34%
Tenure-track
36%
©McGill University
Age
8
13
7
4
4
7
5
48
crf
17%
44%
59%
67%
75%
90%
100%
Age(Tenure/Tenure-track)
30%
25%
Percentage
30 - 34
35 - 39
40 - 44
45 - 49
50 - 54
55 - 59
60 +
Total
rf
17%
27%
15%
8%
8%
15%
10%
20%
15%
10%
5%
Tenure-track Cycle
0%
1-3
3-5
10
13
23
43%
57%
30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59
60 +
Age Category
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Tenured & Tenure-Track
24 assistant profs
15 associate profs
9 full profs
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Balance between research & teaching
Optimize growth opportunities
Deliverables by the Faculty
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Balance between research & teaching

Flexibility
--Teach all courses in one semester
--Offer research oriented courses
--Smaller class sizes

Resources
--TAs
--Interface with practitioners
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Optimize growth opportunities =
research support
Guidance
--Information on renewal, tenure, merit process
--Mentorship & collaboration
Capital
--Conference funding, seed grants, research seminars
--Fully-funded PhD program
--Large capital for research
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Deliverables by the Faculty
• Direction & implementation
• Improved work environment
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Deliverables by the Faculty
• Direction & Implementation
1.
2.
3.
4.
Confirm mission is research & academic excellence
Provide clear direction – where now, where to
Provide concrete roadmap
Implement now
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Deliverables by the Faculty
• Improved work environment
1.
2.
3.
Intellectual
--Transparency, fairness, responsibility, community
spirit, academic freedom (research & course
delivery)
Financial
--Competitive salaries
Physical facility
--Building renovation & infrastructure
©McGill University
Ideal Value Proposition for
Tenure-Track Professor
Implications
• Balance Between Research & Teaching-- flexibility, resources
• Optimize Growth Opportunities -- research support;
guidance, capital
• Deliverables by Faculty -- direction & implementation,
improved work environment
Issues
• Capital -- for research & improved work environment
• Implementation -- balance between flexibility & community spirit
• Implementation -- transparency, fairness, responsibility,
community spirit, academic freedom for improved work
environment
• Communication & internal branding
Next Steps
• Linkage to ‘vision’, ‘research’, ‘teaching’, ‘internal organization’ &
‘internal communication’, etc.
©McGill University
E-mail To Faculty Lecturers
Emime Sarigollu and I have been asked to provide the one and half pager for.
the strategic initiative: Value Proposition for Professors.
In order to obtain feedback from members of the Faculty we are surveying a.
sample of the Professors. I know you are very busy but completing this survey.
would help ensure that our white paper reflects the Faculty opinion. The.
responses will be held in the strictest confidence and once I have striped out.
Your responses the actual e-mail will be deleted.
©McGill University
E-mail To Faculty Lecturers
As stated in the Dean's detailed living agenda, we are interested in your
opinions concerning the three categories listed below.
1. The balance between research/teaching/practice
2. Optimizing growth opportunities for Faculty members
3. The deliverables by Faculty and Faculty members
We would ask you to list, in bullet form, the important issues relating to
each of the three categories listed above. It would help if you would
arrange these issues in terms of importance (from the most important to the
least important). We are leaving the survey open-ended so as to get a full
and wide picture of Faculty needs. The easiest way to respond is to reply to
this email stating each category and then listing your thoughts.
Since the project is on a tight time schedule, I would ask that you attempt
to reply to this e-mail by Sunday, March 30th.
Thanking you in advance.
©McGill University
Survey Analysis
Balance between Research/Teaching/Practice
Flexibility
Budgets
course co-ordination
smaller class size
course selection flex.
1
1
2
2
Research
Essential need
Support for lecturers
Funding
1
3
2
Workload Distribution
research/teaching/practice
7
Resources
TA's
Teaching seminars
conference funding
Database purchase
3
8
5
1
Recognition
Lecturers
Tenured
Tenure-track
Teaching
More focus
1
Contract Formality
5
1
7
50
©McGill University
Survey Analysis
Optimizing growth opportunities for Faculty members
Guidance
Collaboration
Task forces
Mentoring
2
1
3
Capital
Funding conferences
Funding Research
2
2
More Input
scheduling
1
Administration
Lecturers bigger role
Re-structure
2
2
Merit
Reward Innovation
Reward A-publishing
Extra adm role
1
1
1
Privatizing
2
International
2
22
©McGill University
Survey Analysis
Deliverables by the Faculty & Faculty member
Academic Freedom
1
Standards
Teaching & Research
1
2
Promote Mutual
Respect
Job Security
Lecturers
Recognize excellence
2
1
Improve
Salaries
Environment
Communication
1
1
1
Fund raising
1
Develop Relationship
Business
Alumni
Government
1
1
1
Road map
1
Promote Fairness
1
Develop Revenue
Programs
1
17
©McGill University
The Next Step
Complete the analysis
Look at the linkages
Alternative value propositions scenarios
©McGill University