WELCOME to College of Engineering University of Illinois at Chicago - PowerPoint PPT Presentation

WELCOME to College of Engineering University of Illinois at Chicago Kenneth Brezinsky Associate Dean for Research & Graduate Studies UIC Vahid Motevalli Associate Dean for Research & Innovation Tennessee Tech University Monday, October 16, 2017 https://chicago-adr-conference2.engr.uic.edu/

The 2nd Chicago Conference for Associate Deans of Research at Small and Mid-Sized Engineering Schools College of Engineering University of Illinois at Chicago Acknowledgement : Division of Chemical, Bioengineering, Environmental and Transportation Systems (CBET) Award 1646808

Ov Over erall Concern cerns s for r ADRs Rs in Sm Small to med edium Colleg eges es of E of Engi gineering • Professional development is challenging, no formal opportunities for “training” • The responsibilities and resources available to these ADRs differ from colleges of engineering in large (often land grant) universities and public vs. private. • The variations appear to have a clear demarcation evident in the size of the college faculty and ranking. • The expectations/responsibilities of ADRs vary greatly across these universities: Such as: • Part-time vs. full-time appointment • Teaching and/or research expectations • Staff support • Budget control or resources The 1 st Chicago conference provided an intimate and open environment as a professional development and enrichment opportunity for all participating Associate Deans for Research in medium to small colleges of engineering https://chicago-adr-conference.engr.uic.edu/

Ag Agen enda Monday, October 16 9:00 am – 9:15 am Welcome and overview of the program Participant introductions 9:15 am – 9:45 am Keynote, Dr. Peter Nelson , Dean of the University of Illinois at Chicago College of Engineering, “The Challenges Facing Small to Medium Sized Engineering Schools: A Dean’s Perspective” 9:45 am – 10:00 am Q&A 10:00 am – 10:15 am Break 10:15 am – 12:00pm Facilitated Discussion of the following topics 1) Defining and empowering the position of Associate Dean of Research in a consistent way 2) Optimizing Associate Deans’ relationships with their engineering faculty colleagues 3) Optimizing Associate Deans’ relationships with their Deans 4) Providing Associate Deans of Research a system of metrics both for self-evaluation and for evaluation of their Colleges/Schools of Engineering 12:00 pm – 1:00 pm Lunch (Provided) 1:00 pm – 2:30 pm Presentation and Facilitated Discussion, “Recruiting Women Faculty”, Dr. Adrienne Minerick, Associate Dean for Research and Innovation, Michigan Technical University 2:30 pm – 2:45 pm Break 2:45 pm – 4:15 pm Presentation and Facilitated Discussion, “Recruiting Faculty From Underrepresented Minority Groups”, Dr. Jeremiah Abiade, Faculty Director, UIC President's Award Program for STEM Initiatives 4:15 pm – 5:00 pm Open discussion and wrap up, facilitated by Dr. Ken Brezinsky, Associate Dean for Research and Graduate Studies, UIC, and Dr. Vahid Motevalli, Associate Dean for Research and Innovation, 4 Tennessee Tech University

Attendees Introduct ction Please address only the following items in interest of time: • Your name and title • Part-time or full-time appointment, AY or 12-months • University type (public of private) • Size of faculty and student enrollment 5

Faci cilitated Discu cussions Topic 1) Defining and empowering the position of Associate Dean of Research in a consistent way • Responsibilities of the ADRs across the colleges of interest Is there a written position description? • Graduate studies responsibilities are most common • Level of authority and autonomy • Financial control on part of a budget, IDC funding • Faculty mentorship and development • Managing start-up funding for new faculty • Space and facilities “management” • Teaching responsibilities and activities • Research activities/responsibilities • Tracking data • 6

Faci cilitated Discu cussions Topic 1) Defining and empowering the position of Associate Dean of Research in a consistent way • Does it need to be consistent everywhere? How many associate deans are there? • Meetings with other ADRs in the university • Relationship with the VPR or university level • Limited submission opportunities • • What are the essential components. Preparing faculty to deal with agencies, program directors (role plays) • Use those with agency experience to work with new faculty. • Agency organized visits • 7

Faci cilitated Discu cussions Topic 2) Optimizing Associate Deans’ relationships with their engineering faculty colleagues • How do we define optimization? Meetings one-on-one • Provide information on a useful and optimized way (funding opportunities) • Transparency • Mentoring new faculty, should it involve the department chairs? • Workshop for • Making sure to be accessible to the faculty • • Variations of the relationship with assistant professors through tenured senior faculty. 8

Faci cilitated Discu cussions Topic 3) Optimizing Associate Deans’ relationships with their Deans • What is an optimized relationship? Trust and confidentiality • Access and regular meetings • Communication • Integrity and transparency • Enjoy the job and make tangible impact • • Why is this important? Being able to perform at the highest level • • What works well and what does not? 9

Faci cilitated Discu cussions Topic 4) Providing Associate Deans of Research a system of metrics both for self-evaluation and for evaluation of their Colleges/Schools of Engineering • What are the key metrics? External research funding • Comparison with the peers • Success of the new faculty • • Why is this important? To improve impact of our work. • 10

Faci cilitated Discu cussions “Recruiting Women Faculty” Dr. Adrienne Minerick Associate Dean for Research and Innovation, Michigan Technical University 11

Faci cilitated Discu cussions “Recruiting Faculty From Underrepresented Minority Groups” Dr. Jeremiah Abiade Faculty Director, UIC President's Award Program for STEM Initiatives 12

Faci cilitated Discu cussions Open Discussion and Wrap up Facilitated by Dr. Ken Brezinsky, Associate Dean for Research and Graduate Studies, UIC, and Dr. Vahid Motevalli, Associate Dean for Research and Innovation, Tennessee Tech University 13

New Discussion Topics 1. How to maintain expensive core laboratory facilities 2. Balancing the hiring of tenure track research oriented faculty against teaching faculty to increase enrollment. 14

Chicago Conference ce Su Summary Findings gs a) Helping faculty to be successful, i.e. getting more funding and national recognition 1) What does a successful proposal look like, library of successful proposals. 2) Appropriate startup for new faculty and its management. 3) Assist faculty to find collaborators. 4) National recognition; participate/organize wkshps/conf. b) Assist junior faculty, through mentoring, particularly for highly prestigious and competitive grants. 1) Provide grant writing and proposal development support. 2) Build confidence in their capabilities.

Chicago Conference ce Summary Findings c) Providing faculty the necessary infrastructure for developing proposals for large funding amounts 1) Provide release time support for large proposals such as ERCs 2) Hire consultants to help with writing. Partner with other institutions 3) If there is a space challenge, the institution can buy space and rent out what is not needed, Look for under used laboratories to utilize e) Increasing research productivity, enhancing the impact of the research 1) Faculty who are no longer research active: Post tenure review, increased teaching or half appointment, industry-based research/consulting, appeal to the altruistic side. 2) “Launch Committees” – early career management for 1st year, external advice. 3) “Lift Committees” for existing faculty 4) Measure Impact: Outputs, quality of journals, metrics: citations, recognitions, funding, Publicize papers once they are accepted

Chicago Conference ce Summary Findings f) Cultivating research leaders who might be PIs on large proposals 1) Create leadership training program specifically in research that is, for example, similar to typical academic leadership training programs. 2) Create a mentorship program; mentors have records of having developed successful research programs. Mentors may be from the college, or university, and in some cases from other universities. 3) Encourage junior faculty to participate in summer fellows programs at national labs where they can develop skills in building a successful research program. 4) Hire associate professors who are on a trajectory of success; ambitious and high energy. 5) Create an award for faculty who have taken leadership and received external funding greater than a designated amount; for example the annual “Million Dollar Club” dinner for new awards greater than $1.0 M.