Interfolio appreciates the opportunity to participate in two subgroups within Metadata 2020, an academic organization recently founded by Crossref and led by other supporters of the scholarly-data ecosystem.
How can applicants on the academic job market make their search easier? Based on direct primary research Interfolio’s done into our Dossier users’ experiences seeking academic jobs, we’ve highlighted some of our key findings in an infographic, Dossier and the Academic Job Market.
The best faculty applications are self-assured and well-curated. Every assertion and bit of evidence contained therein should be part of your coherent argument, and the argument goes like this: I’m already putting my mark on my field. I’ll be a good colleague. I’m ready.
Meg Buzzi is the former Project Director of Opus, UCLA’s faculty information system, and now Chief Strategy and Information Officer of the Geffen Academy at UCLA. She recently sat down with us to talk about faculty buy-in, change management in technology adoption, and what’s required of higher education in a data-driven future.
You might have entered grad school feeling like a professional in your field already. Or you may have come in with little idea of what you wanted to do at the end of your program. Either way, your eventual job market experience will be much easier if you start building your portfolio of application materials sooner, rather than later.
So. You’re making new decisions about technology, logistics, and workflow that will require your college or university to embrace a new educational technology culture. It sounds wonderful on paper, but getting the faculty behind the project can be tricky.
In the landscape of academic tenure and promotion reviews, communication—of the regular, formally documented ilk—is often singled out as a “good practice.” It’s also prudent to recognize that poor institutional communication has been fodder for lawsuits and appeals brought by denied candidates.
Our new white paper Equity and Legal Risk in Tenure Reviews, released this week, examines a variety of tenure denial cases across the U.S. The paper identifies four characteristic “areas of deficiency” around institutions’ tenure practices in situations when candidates have brought legal action over a denial: clarity, consistency, communication, and the organization of documentation.