I am on a committee at UC Davis that is part of an National Science Foundation “ADVANCE” grant that UC Davis’ Chancellor Linda Katehi and others at UC Davis received last year. The goal of the project is “increasing the participation of women, especially Latinas, in academic science, technology, engineering and mathematics careers.”
More about the UC Davis ADVANCE program
One of the things the committee I am on is charged with is looking into how the policies and practices of tenure review might differentially impact women and minorities. So – related to that I am writing to ask if people out there have examples of what one might call “family friendly” policies relating to extending the amount of time one is allowed before tenure review occurs. Some questions I would love answers to for various institutions:
- What are the policy guidelines for tenure review?
- Can the tenure clock be extended for family related issues (e.g., birth of a child, adoption of a child, dependent medical care, etc)?
- What is the specific wording of such policies?
- How are such policies explained to tenure review committees and letter writers?
For UC Davis here is what I have been able to find (well, with help from the other people on the committee)
- UC Davis Academic Personnel Manual
- APM 210 has guidelines directly related to this
- UC Davis Work Life Balance
I posted a quick request to Twitter earlier.
//platform.twitter.com/widgets.js And got some responses
Any other information would be great. I am hoping to make this an “open discussion” of such issues rather than just an internal UC Davis discussion …