Negotiating a TT #faculty job offer or retention w/your chair or dean? It's a situation that systematically disadvantages women + BIPOC faculty. Here's what I learned after years of @coacheproject research about what's REALLY on the table (potentially). A🧵1/n #AcademicTwitter
The @coacheproject Faculty Retention & Exit Study asks tenured + TT departures + retentions at R1s to list everything that was included, formally or informally, in their negotiations. Base salary was #1, but in the category of "other compensation" -- lots of discretion. 2/
These deals included summer salary in endless combos, e.g., 1 month for 5 yrs, 2 months for 3 yrs... so many variations that we never had time to organize them all. If you're negotiating, explore these possibilities; if you're in administration, interrogate them. #equity 3/
Also re: $$$, we saw faculty negotiate for a greater proportion of their salary to come from institutional funding (i.e. non-grant or “hard money”).
Then there's the discretionary universe of what could be called "start-up": travel expenses, research space, equipment... /4
Then there's the discretionary universe of what could be called "start-up": travel expenses, research space, equipment... /4
... and don't forget to ask--if not press--for grad students + postdoc support. Make a case to your chair/dean that, unlike a salary bump, support for them benefits the whole ecosystem AND is an investment in your long-term success as a faculty member at this university. /5
The other money issues on the table can include help with student loans (for real--med schools have been doing this for years!) and housing support like faculty housing (if available), subsidized home loans, and moving expenses. /6
So critical for so many (2x women vs. men) is employment for your spouse/partner. Too often, the response from chairs/deans is "we can't (read: won't) give them a job," but *assistance* with spouse/partner employment can be enough--and appreciated. /7 coache.gse.harvard.edu/blog/findings-…
Other negotiables can be, like salary, seemingly obvious but with angles worth exploring, like a change in job description or responsibilities (balance of research/teaching/service) or in teaching load, which can mean course reductions, but also course preps, class size, etc. /8
So many faculty have used Twitter to uncloak the academy's hidden assumptions and secret codes. What else has been "on the table" in job offer and retention negotiations you have known? /end
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