Of the estimated $20-$25 billion spent by higher education on technology in 2014, few to none of the purchases went to support the work that faculty do on committees, like hiring, promotion, or tenure.
No wonder faculty have “software fatigue.” Unless it makes their life easier, why support yet another technology purchase?
We believe that all stakeholders at an institution benefit when faculty are put at the center of a technological choice. Faculty are the most important element on campus. They deserve tools that make the logistics of work easier so they can focus on teaching, research, and leadership.
When institutions fail to consider faculty needs, they risk purchasing software that gives faculty yet another thing to do. Usually these solutions don’t have anything to do with faculty’s daily work or the requirements of academic hiring and promotion , so they seem extraneous to the real work of higher education.
Interfolio’s ByCommittee maps directly onto the work faculty are already doing, like applying for jobs, seeking tenure, or sitting on a committee. We build all of our products and features from the feedback of users who tell us precisely what they need to make their job easier and more effective.
What’s more, ByCommittee is uniquely intuitive and easy-on-the-eyes. That’s because we employ designers and user researchers to make sure all interactions are tested with real scholars.
You can’t afford to strike out on another expensive technology purchase. That’s why you need to purchase for faculty first in order to see benefits across the institution.
Shared governance is invaluable to your institution, yet committees are the source of considerable inefficiency around communication and logistics. What are some common committee pitfalls to avoid?
Hiring and retaining a diverse faculty body is a goal at almost every institution, but few can match initiatives with outcomes and compliance. What are some common barriers to delivering on diversity?
Solutions for challenges around faculty activity reporting only work if they benefit faculty in their own careers. Scholars are busy enough actually doing their job without having to constantly re-enter data for the benefit of the administration.
Equitable hiring and promotion is difficult when decentralization means schools and departments create different standards for review. How can hiring and tenure become more documented and fair?
As a dedicated scholar in a competitive job market, how do you stay on top of a year's worth of applications and tight deadlines?
Over a 30-year career, a single faculty member can shape a generation of alumni and the trajectory of an institution's research. How are you supporting the most critical decision on your campus?