Managing Risk in High-Stakes Faculty Employment Decisions

2018 ◽  
Keyword(s):  
High Stakes ◽  
Employment Decisions ◽  
Managing Risk ◽  
Faculty Employment

Managing Risk in High-Stakes Faculty Employment Decisions

2018 ◽  
Author(s):  
Julee T. Flood ◽  
Terry L. Leap
Keyword(s):  
Faculty Members ◽  
High Stakes ◽  
Employment Decisions ◽  
Management Framework ◽  
Promotion And Tenure ◽  
Risk Management Framework ◽  
Institutional Differences ◽  
Managing Risk ◽  
Legal Concepts ◽  
Faculty Employment

Using a risk management framework, the book discusses the landscape of U.S. higher education and faculty employment decisions. Topics include institutional differences, challenges facing colleges and universities, the erosion of academic standards, administrative bloat, changing promotion and tenure standards, sexual harassment, and Title IX concerns about campus safety. Attention is also given to the manner in which faculty members are hired and mentored and the decision-making biases that affect the way in which faculty members are granted promotion and tenure. The social psychological aspects of faculty employment decisions have been largely ignored in the literature, and we attempt to shed some light on these issues as we deconstruct promotion and tenure decisions. Traditional legal concepts of contract and employment law are examined as they pertain to hiring, promotion, and tenure decisions along with the cherished, but changing, ideals of free speech, academic freedom, and collegiality that have altered how faculty must deal with the rising tensions of political correctness on campus.

scholarly journals Order Effects and Employment Decisions: Experimental Evidence from a Nationwide Program

2021 ◽  
Author(s):  
Nicolás Ajzenman ◽  
Gregory Elacqua ◽  
Luana Marotta ◽  
Anne Sofie Olsen
Keyword(s):  
Control Group ◽  
Order Effects ◽  
High Stakes ◽  
Employment Decisions ◽  
Alphabetical Order ◽  
Unequal Distribution ◽  
Qualified Teachers ◽  
Job Vacancy ◽  
Hard To Staff Schools ◽  
Nationwide Program

In this paper, we show that order effects operate in the context of high-stakes, real-world decisions: employment choices. We experimentally evaluate a nationwide program in Ecuador that changed the order of teaching vacancies on a job application platform in order to reduce teacher sorting (that is, lower-income students are more likely to attend schools with less qualified teachers). In the treatment arm, the platform showed hard-to-staff schools (institutions typically located in more vulnerable areas that normally have greater difficulty attracting teachers) first, while in the control group teaching vacancies were displayed in alphabetical order. In both arms, hard-to-staff schools were labeled with an icon and identical information was given to teachers. We find that a teacher in the treatment arm was more likely to apply to hard-to-staff schools, to rank them as their highest priority, and to be assigned to a job vacancy in one of these schools. The effects were not driven by inattentive, altruistic, or less-qualified teachers. The program has thus helped to reduce the unequal distribution of qualified teachers across schools of different socioeconomic backgrounds.

Using VAM in High-Stakes Employment Decisions

2012 ◽  
Vol 94 (3) ◽  
pp. 29-32 ◽  
Author(s):  
Mark Paige
Keyword(s):  
Value Added ◽  
Teacher Evaluations ◽  
High Stakes ◽  
Employment Decisions ◽  
Value Added Modeling

As states increasingly apply value-added modeling to teacher evaluations, including termination, districts should proceed with caution.

“Houston, We Have a Lawsuit”: A Cautionary Tale for the Implementation of Value-Added Models for High-Stakes Employment Decisions

2020 ◽  
Vol 49 (5) ◽  
pp. 350-359 ◽  
Author(s):  
Mark A. Paige ◽  
Audrey Amrein-Beardsley
Keyword(s):  
Due Process ◽  
Value Added ◽  
Poor Performance ◽  
Federal Court ◽  
High Stakes ◽  
Employment Decisions ◽  
Independent School District ◽  
Procedural Due Process ◽  
Value Added Models ◽  
Federal Constitutional

Until recently, legal challenges to the use of value-added models (VAMs) in evaluation and teacher employment decisions in federal court had been unsuccessful. However, in May 2017 a federal court in Texas ruled that plaintiff-teachers established a viable federal constitutional claim to challenge the use of VAMs as a means for their termination in Houston Federation of Teachers v. Houston Independent School District. Houston represents a significant departure from prior federal court rulings that upheld the constitutionality of VAMs to terminate teachers on the basis of poor performance. The Houston court found that the districts’ refusals to release the underlying data of VAM ratings used to terminate those teachers violated the teachers’ procedural due process rights. By denying access to the code, teachers could not protect against the government’s making a mistaken deprivation of their property right to continued right to employment. The authors discuss Houston and its potential impact, limitations, and significance.

scholarly journals Are American Universities Mismanaged?: Tenure vs Non-Tenure Faculty Employment Decisions

2017 ◽  
Vol 8 (6) ◽  
pp. 19-31
Author(s):  
G. Thomas Sav
Keyword(s):  
Strong Evidence ◽  
Public Universities ◽  
Stochastic Frontier ◽  
Tenured Faculty ◽  
Tenure Track ◽  
Efficiency Gains ◽  
Employment Decisions ◽  
Tenure Track Faculty ◽  
Student Graduation ◽  
Faculty Employment

This paper empirically tests the extent to which public universities in the United States are potentially mismanaged. The focus rests with university managerial employment decisions regarding the continuing substitution of less costly non-tenure track teaching faculty for tenured and tenure track faculty and the extent to which those decisions affect student graduation success. Panel data covering ten academic years, 2004-05 through 2013-14 are employed using ordinary least squares and stochastic frontier analysis specifications. The latter provides tests of the inefficiency effects of managerial employment decisions and academic year estimates of technical efficiency. In both cases, the results provide statistically strong evidence that tenured faculty lead to increased student graduation success while increases in non-tenured faculty have negative effects on student graduation rates. The stochastic results provide strong evidence of efficiency gains due to tenured faculty and increased inefficiency arising from non-tenure track faculty employment. While universities appear to have managed efficiency gains as a possible result of the Great Recession, those gains quickly evaporated in both 2012 and 2013. Separate estimates for research vs. lower level comprehensive universities, indicate that the former maintain greater operating efficiencies. Given that public universities are being subject to new funding models that tie funding to the production of student success rates, the continuing non-tenure track employment substitution suggests that universities are potentially mismanaged in generating funding support for faculty employment and student success.Keywords: Tenure, non-tenure, faculty employment, stochastic frontier, university

Democrazy—Dem Go Craze, O: Monitoring the 1999 Nigerian Elections

1999 ◽  
Vol 27 (1) ◽  
pp. 29-33
Author(s):  
Darren Kew
Keyword(s):  
Transition Program ◽  
The Political ◽  
High Stakes ◽  
Political Class ◽  
Soccer Match ◽  
The Public ◽  
The Military

In many respects, the least important part of the 1999 elections were the elections themselves. From the beginning of General Abdusalam Abubakar’s transition program in mid-1998, most Nigerians who were not part of the wealthy “political class” of elites—which is to say, most Nigerians— adopted their usual politically savvy perspective of siddon look (sit and look). They waited with cautious optimism to see what sort of new arrangement the military would allow the civilian politicians to struggle over, and what in turn the civilians would offer the public. No one had any illusions that anything but high-stakes bargaining within the military and the political class would determine the structures of power in the civilian government. Elections would influence this process to the extent that the crowd influences a soccer match.

Ethnic Differences in Self-Poisoning Across South London

Crisis ◽  
2014 ◽  
Vol 35 (4) ◽  
pp. 268-272
Author(s):  
Sean Cross ◽  
Dinesh Bhugra ◽  
Paul I. Dargan ◽  
David M. Wood ◽  
Shaun L. Greene ◽  
...  
Keyword(s):  
Black Women ◽  
Data Collection ◽  
White Women ◽  
Population Based ◽  
Care Services ◽  
Self Harm ◽  
Managing Risk ◽  
The Uk ◽  
Incident Cases ◽  
Minority Ethnic

Background: Self-poisoning (overdose) is the commonest form of self-harm cases presenting to acute secondary care services in the UK, where there has been limited investigation of self-harm in black and minority ethnic communities. London has the UK’s most ethnically diverse areas but presents challenges in resident-based data collection due to the large number of hospitals. Aims: To investigate the rates and characteristics of self-poisoning presentations in two central London boroughs. Method: All incident cases of self-poisoning presentations of residents of Lambeth and Southwark were identified over a 12-month period through comprehensive acute and mental health trust data collection systems at multiple hospitals. Analysis was done using STATA 12.1. Results: A rate of 121.4/100,000 was recorded across a population of more than half a million residents. Women exceeded men in all measured ethnic groups. Black women presented 1.5 times more than white women. Gender ratios within ethnicities were marked. Among those aged younger than 24 years, black women were almost 7 times more likely to present than black men were. Conclusion: Self-poisoning is the commonest form of self-harm presentation to UK hospitals but population-based rates are rare. These results have implications for formulating and managing risk in clinical services for both minority ethnic women and men.

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