1. A view from the other side of the table A department chair’s perspective on start-up negotiations

2. Contract timeline and tenure clock  Usually constrained by institutional practices  Shortened tenure clock advantageous ONLY if department is confident you can succeed in shorter than normal time  Most institutions have provisions to put candidates up early based on merit  Starting date of the appointment may be negotiable (depending on teaching needs)

3. Salary  Available funds for annual raises often tied to a % of total department salary budget – a high starting salary is a plus if it comes from outside the existing department budget.  BUT, high starting salary may create inequities and “compression” in the department’s salary structure – where will funds come from to address these?

4. Teaching Load  A reduced teaching load will help a new faculty member build their research and teaching programs  BUT, there may be critical courses that need to be taught  Larger departments often have more flexibility to provide initial teaching relief through “colleague coverage”

5. Start-up package – general  The department wants the start-up package to support successful development of a research and teaching program.  Funds may come from a number of sources (all of which have limits): return of grant overhead, department endowment, funds controlled at higher levels in the institution.  Institutional funds are sought by many departments, so a strong case must be made to compete for these.  Leverage from existing or planned grants is a BIG plus.

6. Start-up package – equipment  How will the equipment enhance success in research and teaching?  Will it add new capabilities to the department rather than duplicating something we already have?  Will it provide collaborative opportunities with other members of the department or other units in the institution?  Will it become self-supporting through new grants or will it require continued department investment in supplies and technical support?

7. Start-up package – personnel  Summer salary – often reasonable for first 1-2 years, depending on what other sources may be available  RA support – demonstrates commitment to recruiting and training students; consider in light of other departmental or institutional sources of student support (TA, fellowships)  Post-doc and technician support – should lead (in the fairly near term) to substantial research funding that will repay this investment

8. Space  What space is available and who controls this? (department, institutional units above the department)  Equity issues (e.g Is the requested office larger than that of other faculty?)  Furnishing and remodeling costs and sources of funds for these  Does the proposed use of the space justify its size and associated costs?

9. Spousal/Partner hire arrangements  Important to the success of the new hire.  Is there institutional support for a spousal/partner hire?  Is there a suitable position that can be made available?  What will this cost the department in the short run (e.g. partial salary support for X years)?  What might this cost the department in the long run (e.g. loss of a faculty position when someone retires, obligation to “return the favor”)?