Friday, April 10, 2020, 2 p.m. EST

Interfolio is hosting a client-only webinar to address higher education workflow changes and trends we’re seeing among our client partners during COVID-19. Our panel of Interfolio consultants and project managers will discuss ways to use your Interfolio modules to track changes and delays you may be experiencing because of COVID-19. 

We will also share stories and best practices from peers at partner institutions, including the steps they’re taking to manage different processes across campus. We are here as a constant partner in your planning, support, and success. 

If you use Interfolio at your institution, you can find the recording of this webinar, as well as specific articles on how to use the platform to track various aspects of COVID-19 impact, in the Interfolio Client Community here. Or else, please contact your Account Manager for assistance.

April 21, 2020 | 3:00-3:30 PM GMT 

[UK Funders] Can research outcomes data be used in decision making by funding organisations?

Chief Data Analyst Gavin Reddick will discuss how the activities, outcomes and outputs from research projects can be used for advocacy, allocation, and accountability analysis by funders and research organisations.

Join us for a free 30 minute webinar where Gavin will show real life examples of how funding can be tracked through non-linear pathways to impact and how analysis of activities such as policy influences, collaborations, commercialisation and others can help funders improve their strategic decision making.

Showing Research Impact with Researchfish by Interfolio

Impact assessment is a major focus of modern funding bodies, higher education institutions, and research centers. But the total impact of funded research activity takes many different forms—not just publications and inventions. And data validated by the researcher is the key.

Funders, universities, and research centers worldwide use Interfolio’s Researchfish to track, study, and communicate the total impact of their research.

How did London Business School implement an international faculty recruitment and hiring system that is optimal for both applicants and administrators?

London Business School had been using a manual process that slowed down their academic recruiting and hiring efforts. We met with Sian Smith, Assistant Director, Faculty, to discuss London Business School’s adoption of Interfolio and hear how their experience led them to become the first international school with a full faculty information system.

Improving the administrative processes created a better experience for their applicants

When asked about initial challenges, Smith cited manual workflows, endless spreadsheets for tracking candidates, and inconsistent submission of application materials. Originally, in 2014, they were looking for a system that could work for both administrative staff and faculty—but quickly realized that they needed a separate, more specialized system for academic staff.

Smith, part of the central office for faculty affairs, collaborates closely with London Business School’s seven departments for faculty hiring. With Interfolio, both Smith and her counterparts have drastically reduced the time spent on paperwork–making the process more efficient and transparent. Says Smith, “I used to receive a massive pack of all the documents in the internal mail, which was very time-consuming for the different subject areas. Now I just hop on the system, and I can download the CV it if I want and take a look before I go into the interview.”

Before Interfolio, faculty candidates were confused about what documents were required for their application. This lack of clarity resulted in incomplete applications and “email attachments flying around the place,” as hiring committee members had to track down documents, with much back and forth, causing extra time to be spent on the application process.

After implementing Interfolio for faculty hiring, the candidate experience is a smoother one, and the candidates’ documents are more accessible to committee members now that they are in a centralized, online location. When asked about the submission of required documents, Smith responded, “Now applicants can’t move forward in the process without doing those things. […] The experience of the applicant is really straightforward and clear.” As importantly, Smith mentions that the system is intuitive for staff to use as well.

Addressing faculty diversity and reporting

“We use it for hiring, annual review, and the performance review process, and we also use it for promotion to tenure and full professor and for PhD recruiting,” states Smith. London Business School adopted Interfolio’s Review, Promotion and Tenure module shortly after they implemented Interfolio’s Faculty Search. In 2019, they began implementation for Interfolio’s Faculty Activity Reporting module to become the first institution with a full faculty information system outside of the United States.

When asked the benefits beyond hiring, Smith responded, “We struggled to do diversity reporting before Interfolio. We had paper-based monitoring forms that we then transferred into a spreadsheet and created tables. Now we just download a spreadsheet of that data and adjust it into the template needed for the Equality & Human Rights Commission annual reporting.”

London Business School also plans to use faculty activity data for streamlining the accreditation process in a similar way. States Smith, “It’s very helpful for accreditation. Reporting for AACSB can be confusing. Now, we can run reports at the touch of a button versus doing manual spreadsheets.”

With the faculty information system being implemented shortly at London Business School, Smith is optimistic for the strategic results their institution can realize now that “we have everything we need in one place.”

***

Sian Smith

Siân Smith is the Assistant Director, Faculty HR at London Business School. 

Learn more about Sian Smith and London Business School’s journey to the full faculty information system in the full webinar.

The University of Florida will launch Interfolio’s faculty hiring module, Faculty Search, at the beginning of this academic year to support the university’s “Faculty 500” initiative to hire 500 new faculty members over two years—200 of those by this fall. Two leaders from UF’s Human Resources office, Melissa Curry, Director of Recruitment and Staffing, and Kathy McKee, Manager of Strategic Talent Group, joined us recently for a webinar addressing UF’s distinctive faculty hiring strategies and about the role Interfolio will play. 

Challenges involved in an institution-wide hiring initiative

The commitments involved in the Faculty 500 initiative posed significant logistical challenges for all involved in faculty hiring at UF—not least the HR office. Competition for top faculty members was fierce. No new administrative resources would be allocated, and UF’s HR office had a very short time period before hiring processes would begin. In addition, hiring faculty takes place in a decentralized environment, and within a culture of shared governance and search committees—all factors that tend to lengthen the hiring process.

Responding with a strategic recruitment model

In response to the challenging landscape, UF made a commitment to transition from their traditional faculty hiring approach to a more strategic recruitment model. Fundamental to the change was the realization that faculty hiring was simply a unique process, different from hiring staff, administrators, and other personnel. As Melissa and Kathy present in thoughtful detail in the webinar, the new approach would require new commitments, processes, and technologies. It took the form of a plan with five distinct elements, or stages. (Find Melissa and Kathy’s prepared presentation on those stages in the webinar recording.)

Q&A highlights

In addition to Melissa and Kathy’s great detailed presentation about their faculty recruitment strategy as a whole, we posed a few questions about how the institution’s transition to Interfolio fits in.

Please note: These responses have been edited slightly for clarity and length. 

Question 1:  Did you have any technology you were already using for faculty hiring?

For us, the issue with most applicant tracking systems is they are designed for companies and not designed for institutions of higher education that have a shared governance model. We even find that difference between faculty and public employers because the shared governance model is so different at institutions of higher education. Even though our regular applicant tracking system faculty could post online, which was definitely was easier than the paper process, there was an administrative burden because applicant tracking systems are developed for private companies, which generally are very centralized and do not have shared governance.

One of the things that attracted us to Interfolio was the platform was developed for institutions of higher education with faculty search, search committees, and shared governance in mind. We didn’t really find that anywhere else. The ease for the search committee, from an electronic process that looks and acts like the paper process they’re used to, was very attractive.

We had an electronic system but most committees were printing the submitted 200 CVs (which totaled hundreds of thousands of pages) so even though it was an electronic system applications were not easy to read online.

Question 2:  What aspects of the faculty hiring experience specifically merited adopting a better technology for it?

We didn’t have in mind that we needed a new system or an additional system. But what we were hearing was there were specific pain points. When Interfolio came to our attention, we started asking questions.

The ads postings actually look different for faculty positions versus staff positions. Allowing them greater flexibility in how they would appear and how they would be seen online was something Interfolio offered that our current system didn’t have. The whole interactivity: allowing blind review, and allowing search committees and evaluators to make comments on applicant packets (similar to what they might do on written materials)—these were the things our current system doesn’t allow, so those were very important.

Many of our departments were having this issue, which was raised by deans, of collecting reference letters. In the traditional module, you have people submitting for faculty positions, then the department requests from the applicant to have the referee submit their letters directly to the hiring department. Our existing applicant tracking system ended up shifting that traditional burden to the hiring departments, so they were sending notices out to the referees. Then, there could be communication glitches, which created these circles with respect to recommendation letters. With [Interfolio’s], the fact that applicants and referees are familiar with the dossier service and it’s integrated with Faculty Search, that was a great assist for us that came as a part of what Interfolio is.

Interfolio also presents an opportunity to use a tool that seems very straightforward, that on its face is similar to what they were doing traditionally in the academy, and not making them adopt different types of behavior because they’re using an electronic system.

Question 3:  What impact do you predict the new academic hiring experience will have on UF’s ability to meet its goals?

For us, the immediate goal that we think Interfolio is going to help with is hiring of an additional 300 new faculty members in the next 12 months. Some of the things we’re looking for from Interfolio are things like ease of use for search committee members. These faculty members are changing the world—what they do matters. We have some of the best and brightest faculty members in the world, and we want them to do that, and not be burdened with administrative tasks just because they want to participate in the search committee to hire a colleague. And we believe Interfolio will help them quickly participate and give meaningful feedback to hiring the best and the brightest, and then to go back to their business of changing the world.

Interested in this webinar or in Interfolio’s work? Watch the recording here, download our free technology selection guide for academic hiring, or contact us with a question.

In a recent webinar and Q&A, we spoke with Dr. Genyne Boston, Associate Provost for Faculty Affairs and Faculty Development at Florida Agricultural & Mechanical University (FAMU), about their use of Interfolio Review, Promotion & Tenure to manage promotion and tenure processes at the University. 

We wanted to share some of the great insights and practices Dr. Boston provided during the webinar—we are sure they will benefit all colleges and universities who may wish to improve the efficiency and quality of their academic career advancement processes. 

Shuffling papers and driving across the state

Dr. Boston gave us an idea of the challenges FAMU had faced while using paper-based, manual review processes for the institution’s 680 faculty members working in a collective-bargaining environment (and located on five campuses across Florida). We heard about the significant, and familiar, logistical headaches besetting FAMU in their attempts to manage the submission packets of 35 to 40 candidates—each typically consisting of two or three 4-inch binders.

Most notably, their challenges related to housing and maintaining these documents submitted by P&T candidates. In addition, travel posed an issue. Shared governance called for 20 to 25 departments to be represented on review committees, which required significant amounts of travel by committee members, some up to four hours away.

Arriving at Interfolio

Given this environment, FAMU’s selection of Interfolio was a “solution-driven” choice, where faculty and administrators sought to streamline P&T workflows with a digital solution to make the processes more efficient and less time-consuming for all participants.  

Dr. Boston shared that faculty members’ use of Interfolio’s Dossier to collect and curate materials—a necessity for telling their respective stories of accomplishments and evolution as scholars and educators—was foundational to success of the promotion and tenure review process at FAMU. As a result, the University’s faculty onboarding process now includes a training module for Dossier use. This, Dr. Boston noted, provides an example of how Interfolio’s platform augments a nurturing culture for faculty members at FAMU.

Some advice on training and configuration

In a key portion of the webinar, Dr. Boston discussed FAMU’s experiences and some lessons they’d learned while transitioning to Interfolio. She gave the following tips about their implementation and rollout experiences:

  1. Configuring the system—The platform is flexible, so take time to build and configure the system so it reflects the institutionally-specific processes and timetables.
  2. Managing multiple campuses—Make sure all stakeholders understand and support the new project by providing training for internal support teams and those participating in cross-campus integrations.
  3. Launching the system—Consider a gradual, phased rollout rather than moving too quickly.
  4. Creating ambassadors—Recruit internal champions and use a “train-the-trainer” approach to create a knowledgeable point person in every academic unit to support questions, especially those from new and tenure-track faculty.
  5. Training and support—Provide regular workshops and training sessions that are a part of the culture of the institution.

Outcomes for Florida Agricultural & Mechanical University

Dr. Boston also discussed the impact of the platform after being launched. Here are some of the results she shared: 

  1. Reduced average time for P&T review processes from four to three months.
  2. Eliminated direct costs for printing and shipping (hundreds of dollars per candidate; she gives some cost estimates in the webinar)
  3. Enhanced the ease of securing and housing candidates’ confidential materials—eliminating the need for locked storage rooms.
  4. Increased openness on campus to support electronic platforms to achieve efficiency, easier usage, more transparency. In sum, FAMU’s experience of digitizing its P&T created a gateway to further digitization in other areas.
  5. Increased practical support for shared governance. The new system gave the administration a mechanism to facilitate more consistent involvement in decisions by geographically separated campuses.

Future directions

Finally, we asked Dr. Boston a bit about any planned expansions of Interfolio Review, Promotion & Tenure at the University. A few possibilities she mentioned:

  1. Providing interim formative appraisals and mentoring for tenure-track faculty members.
  2. Evaluating faculty leave requests (sabbatical, travel grants, etc.).
  3. Providing a faculty credentialing process required by a regional accrediting agency and the University.

***

Interested in this webinar or in Interfolio’s work? Watch it here, take a look at our free promotion and tenure best practices checklist, or contact us with a question.

Earlier this week, we hosted a free webinar and Q&A providing a glimpse into a Dossier Deliver user’s account —focusing on letters of recommendation—for scholars to get the most out of Interfolio’s free Dossier and Dossier Deliver.

We decided to include a demo-heavy portion in the webinar to address some common questions we were getting from users, and to share some of what we’ve learned about the folks using our products. We also touched on the newest features available, specifically how to utilize our quality check process. The webinar also features an exclusive Q&A session, leveraging our attendee’s questions as they participated in the webinar. 

Opening with some of the background and research underlying Dossier, the webinar covers several of the product’s common real-life applications and the best subscription for each of these lifecycle stages. It sheds light on best practices surrounding the three core areas of the Dossier account:

  • Materials
  • Letters
  • Deliveries

Alex Aponte of Interfolio’s Scholar Services team leads the audience through each of these account areas in a product demo of a Dossier Deliver account, diving deeply into many specific questions about confidential letters of recommendation. We know that requesting a letter of recommendation, or providing one, can be a delicate and sometimes stressful process when deadlines are involved, so we offer features and a support team to make those logistics simple.

Check out the full recording here, or read on below for the Q&A portion:

Here are a few of the most common questions we got during the webinar, and a quick recap of what our audience learned:

Q: Is there a way to store a confidential “generic” letter without sending it right away? I plan to apply for many positions, and I don’t want to make my letter writers send all the different letters one by one.

A: Yes! That is a very common use for Dossier, and you can do it for free. You can either request a general letter, or specify which opportunity the letter is for. Just use Dossier’s “General Request Recommendation” feature—look for the “Recommendation Type” section in the request form.

Q: When requesting a letter of recommendation through Interfolio, how should I use the due date feature? Can a letter writer still upload a recommendation letter after the due date has passed?

A: In Dossier, the due date feature is not technically binding—it is just a tool (attached to the request itself) for you to communicate to your letter writer the date by which they should submit their letter. If you set a due date, it will not prevent them from uploading their letter afterward. Also, if you set a due date, we will send your letter writer reminders 7 days and 1 day before the letter is due via email.

Q: What is the quality check feature and how is it helpful?

A: If you have a Dossier Deliver account, you will receive a guaranteed quality check on your letters of recommendation as they enter your account. There are a variety of things we look for and flag as inconsistent with what a user expects within their letter, such as:

  • We check for a signature.
  • We make sure there’s an official letterhead.
  • We ensure the file uploaded is in fact a letter.
  • We verify the letter bears both your name and the letter writer’s name.
  • We establish the letter is legible.

You can choose to send your letter even if it has errors–like a missing signature–so you retain control of your materials and deliveries.

Q: What type of deliveries are available through Dossier Deliver?

A: If you have a Dossier Deliver subscription, you can have your application materials (including letters, CVs, publications, images, and more) delivered to almost any destination via one of three methods:

  • You can provide us with an email address, and we’ll send your materials there, arranged in the order you specified.
  • You can provide us with a mailing address, and we’ll print out your materials and mail them, arranged in the order you specified, either First Class Mail or at an expedited service level.
  • If you’re applying somewhere that requires a confidential letter upload into their own online application system, we can substitute for your letter writers, and directly upload the letters stored in your Dossier. We only do this for letters, not other materials.

Finally, please note that anyone can use the free version of Dossier to apply to positions hosted entirely through Interfolio.

So, what can you do if you have questions about your Dossier account or creating one?

  • Watch the webinar. It’s about an hour long and includes a pretty comprehensive product demo.
  • Check out the FAQ section of our site for quick tips and tricks on how to navigate Dossier and Dossier Deliver.
  • Reach out to us. We’re people that thrive on serving our customers.

We’re starting 2018 out strong with a free webinar and Q&A presenting Interfolio’s technology roadmap in light of what we have learned, over the past few years, about what institutions of higher education need in order to support their most valuable asset: their faculty.

While likely of interest to anyone who keeps an eye on university enterprise technology, this webinar should be particularly worthwhile for:

  • Chief academic officers, deans, and department chairs
  • Faculty affairs directors
  • Chief information/technology officers
  • Institutional research directors
  • Diversity, inclusion, and EEO officers
  • Research librarians

The announcement we’re making about the unified Interfolio Faculty Information System is as much about where we have been as about where we are going.

Until now, Interfolio has offered four separate products or “modules” aimed at solving distinct kinds of challenges surrounding the work of university faculty. The Dossier module, a widely adopted consumer product with an enterprise version, serves the individual scholar, whether affiliated with an institution or not. The Faculty Search module supports all the actions and data around faculty hiring. The Faculty180 module is a sleek engine for faculty activity reporting and faculty data collection. And Interfolio’s Review, Promotion & Tenure module is a mature (and fairly unique) platform for managing faculty review workflows online.

As our clients know, we’ve been making small moves to pull these separate products together for some time, in order to more comprehensively address some serious widespread challenges around managing and understanding faculty work. In the near future, they will begin to share functionality at a new level, and the Faculty Information System will authentically be underway.

We’re going to be putting out a lot more information over the coming weeks (and months) about the causes and effects of the Faculty Information System as a new, much-needed category of academic technology. This webinar is the best place to get a thorough overview of the problem, the attempted solutions so far, and why we think we’re onto something. You can find a little more information on the webinar registration page. Hope to see you there!

Recently we ran a free webinar with James T. (Jim) Oris, Associate Provost and Dean of the Graduate School at Miami University in Ohio, about the university’s ongoing use of Interfolio Faculty180 for faculty activity reporting. We thought we would share some of his great observations about Miami’s process and experience.

In the webinar, Jim presents the successful selection and implementation process that Miami went through to adopt Interfolio Faculty180, as well as the benefits they estimate the system has already brought and will bring in the future, and discusses ongoing expansion of its adoption across campus. (Also, the webinar includes a brief live demo of the platform from Interfolio’s David Godow, Product Manager for the Faculty180 module.)

Articulating the need

First, the Miami team identified the actual challenges they were facing. Having no system for comprehensive and coordinated faculty activity data storage or access, even seemingly simple factual questions about the activity of scholars at the institution proved laborious to answer. They knew they needed a solution that would support the school’s academic program reviews, routine moments of faculty evaluation (such as annual reviews), grant applications, showcasing of faculty expertise in external-facing outlets, and more.

They envisioned a system that would support a wide variety of common “outputs,” such as:

  • CVs, biosketches, resumes
  • Individual web pages
  • Annual activity reports
  • Program reviews and departmental reports
  • Program accreditation reports
  • Program web sites
  • Divisional reviews and reports
  • University reviews and reports
  • University accreditation reports
  • Library repositories and resources
  • University directories
  • Expertise databases
  • Outreach and external relations to business and government

Deciding how to decide

As a major step, the Miami team defined the institution’s needs and objectives via a rigorous planning process—establishing a few principles to guide the selection, implementation, and use of whatever system they finally adopted.

Key among those:

  • Put faculty first by evaluating every decision for its impact on the faculty’s experience.  The success of the project was positively related to the degree faculty members benefited from the new solution.  During planning, implementation, and ongoing, Miami focused heavily on reducing the friction and redundancy of data collection and on increasing the usability of data collected to support both institutional and uses for individual faculty members.
  • Establish broad institutional representation by assuring all academic units and other affected areas (like the library and IT) were represented during planning, implementation, and post-launch.
  • Save time by easing the burden of data collection through integrations with other systems and databases (e.g., HR and SIS systems, bibliographic databases, grants systems).
  • Enter data once, use many times by establishing a central “faculty data hub” so information can be entered once and reused over and over to support the variety of output needs (e.g., annual review CVs, promotion/tenure dossiers, accreditation reporting, program review reports).
  • Reduce cost, increase efficiency through changes that will produce cost savings, cost avoidance, or productivity enhancements.  Based on internal surveys about existing workloads, Jim and the team estimated the institution would see:
    • An 83% improvement in productivity for activity-based reporting
    • A 33% reduction in the time needed to complete annual activity reports
    • 50% reduction in the number of people involved in departmental and divisional reports

Getting up and running

After defining system requirements and establishing a business case, the university selected Faculty180.  Thereafter, the major implementation milestones included:

  • Establishing an implementation team
  • Configuring input templates
  • Completing data input/output integrations
  • Creating communication and training plans
  • Establishing a super-user group
  • Piloting data entry with selected faculty
  • Activating with the remainder of the faculty
  • Providing training for faculty and staff

Lessons learned

Finally, after the implementation process was complete and Faculty180 was up and running at the institution, Jim says they took a few lessons away:

  • Work together by making sure owners of the process are heavily involved in all phases.  The major owner groups at Miami included faculty, representatives from academic units, and key members of support areas (e.g., library and IT staffs).
  • Show benefit to all owners by demonstrating tangible value for participants and supporters, and especially for faculty who are critical for entering data.
  • Get buy-in by making sure those relied upon for the success of the system are willing to change.  At Miami this included their focus on faculty members and administrators at all organization levels (departments, colleges, and the university).

Interested in this webinar or in Interfolio’s work? Watch it here, or contact us with a question.

On November 29, we’ve got a free webinar and Q&A featuring a successful faculty activity reporting client. If you work directly with institutional research, faculty affairs, or activity reporting—and you wish it were easier—you might be interested in this.

The webinar will tell the story of how Miami University, a public research university in Ohio, has brought their annual faculty activity reporting online using Interfolio Faculty180. We’ll get a live, prepared presentation by James T. (Jim) Oris, Associate Provost and Dean of Graduate School and University Distinguished Professor at Miami. Our product director for the faculty activity reporting module will give a brief tour of the technology, and we’ll reserve time for Q&A. Bring your questions!

Miami actually adopted the Faculty180 online platform when it was operated by Data180, prior to the company’s January 2017 acquisition by Interfolio. Since then, they’re still happy—and they’ve kept up the momentum, continuing to make faculty data management as a whole (input and output) easier and more accurate. And they’re continuing to roll it out to new users and administrative units on campus.

As Jim will talk about, they went through a process on campus where key stakeholders identified the most essential traits that they needed in an online faculty activity reporting platform. He’ll take us through aspects like:

  • Who was involved in the decision
  • The timeline from its beginning to today
  • How they evaluated different commercially available options

Not surprising (to us, at least): in the committee’s estimation, the faculty experience was practically the highest priority.

And what has the outcome been? You’ll have to come to the webinar for the full story, but, as Jim will report, Miami’s current estimate is that they have made annual faculty activity reporting processes 80% more productive with this online approach.

In addition, Jim represents Miami as a member of Interfolio’s Product Advisory Committee (PAC). The PAC is a group of established leaders in faculty affairs and academic technology at some of our client institutions. They work with us in various ways throughout the year to directly inform our technology roadmap and influence the future of faculty technology.

If you’re interested in this free webinar and Q&A, you can register to attend here.

We know that around this time of the year, in addition to being faculty search season, it’s also a critical point in the tenure, promotion, and faculty review cycle—on both the faculty and the administrative ends. So this month’s free webinar and Q&A focuses on managing the workload around highly structured academic reviews, and increasing the equity and transparency of these processes across the institution.

For faculty affairs offices, committee chairs, and staff trying to accept and page through official dossiers from faculty candidates, this stage of the professional review cycle often demands a large amount of time carved out just to make sure all the right pieces are there, in the right format and the right order.

At many colleges and universities, many other sorts of administrative and academic needs are coming into the modern digital era via dedicated technologies appropriate to them. Interfolio says: what about faculty development?

Here are just a few of the logistical headaches we often hear about:

  • Initiating the faculty review process in a standard way for many candidates going through the same designated path (often involving staff doing the same office tasks separately for many different candidates)
  • Communicating to each candidate exactly what they have to submit and when it’s due—and documenting that communication
  • Confirming that the faculty member submitted everything that they were supposed to submit by a certain time
  • Distributing copies of the faculty candidate’s official packet to members of the committee
  • Ensuring only certain reviewers can access the candidate’s materials, and only during certain periods of time
  • Verifying that all required administrative steps were taken at each stage of the review
  • Keeping track of the progress of external evaluations sought from the candidate’s peers in the field (perhaps most applicable in tenure processes)
  • Moving the case from one stage of review to the next, securely and completely
  • Locating a record of what happened during past cases

So for faculty affairs leaders, committee chairs, faculty dossier managers, chief academic officers, or others who are interested, next week’s webinar will be a good opportunity to understand how Interfolio (informed by our clients) currently tackles academic workflow and faculty dossier needs.

Today, Interfolio Review, Promotion & Tenure accommodates a range of academic review scenarios that involve sequential examination of data and materials by a series of reviewers—whether for tenure, promotion, annual and periodic evaluations, sabbatical, or similar moments. The platform has evolved in close collaboration with experienced leaders across higher education, many of whom say they would like to see this key component of shared governance become (1) less laborious for everyone from year to year and (2) more systematically documented.

Register here to attend the free webinar.