1. Director of Community Engagement, Office of the Provost
Faculty Retention
Jill Irvine
Presidential Professor, Women’s and Gender Studies and International and Area Studies
Director of Community Engagement, Office of the Provost

2. Now that we’ve hired them, how do we keep them?
Retention of good faculty is critical to the success of the department and the university
As departmental and university leaders, you play a pivotal role in ensuring that faculty that faculty are able to thrive and reach their maximum potential
Money is important but it’s not everything and maybe not as important as you think

3. Departmental Climate
Review department goals: Do they reflect all faculty? Is there an equitable allocation of resources?
Fair, equitable and transparent policies for T&P
Create a sense of community: departmental social events, research talks, etc.
Foster informal social networks
Make sure all voices are heard and respected at faculty meetings and other decision making processes
Check in individually with faculty members outside the annual review process

4. Mentoring
Establish a departmental mentoring program for pre-tenure faculty
Encourage faculty to find mentors outside the department through the Institutional Mentoring Program
Encourage mentors to
Identify and take advantage of faculty development programs
Create bridges for mentees and connect them to colleagues at the university and in their professional community
Help navigate the organizational structure and environment of OU
Provide feedback on papers, proposals, teaching
Serve as a sounding board
Collaborate on projects of mutual interest

5. Academic Reward System
Clear and fair policies and procedures for T&P
Monitor workload distribution
Identify other definitions of success
Systematically monitor decision to eliminate unintentional bias and create opportunities for all faculty
Recognize excellence—nominate faculty for awards

6. Diversity and Inclusion
Take advantage of training opportunities on implicit bias
Provide assurance to faculty that in the event of hostile behavior they will receive support and guidance from the chair
Ensure that faculty deliberation on T&P is conducted in an unbiased and fair manner and focuses on established unit criteria for T&P
As “implementers,” help establish the climate for the importance of diversity and inclusion
Establish a clear departmental policy of parental leave

7. Dual Career Couples Check in regularly with dual career couples
Work with other departments toward achieving the most satisfactory employment status of the spousal hire in their unit
Work with other departments to help them retain their faculty member through considering spousal accommodation in your unit

8. Outside Offers and Counteroffers
Move beyond a culture where a counteroffer is the only opportunity for faculty members to renegotiate the terms of their position
Think beyond salary when making a counteroffer—use the whole toolkit
Help faculty in their transition away from OU
Gather systematic data about reasons for departures and use findings to make improvements

9. Faculty Success
Retention of good faculty is critical to the success of the department and the university
As leaders, you play the pivotal role in retaining good faculty through creating a collegial and supportive environment, maintaining fair T&P policies and procedures, providing opportunities for mentoring and leadership
Be proactive, don’t wait until a faculty member comes to you with an outside offer