VUESDAY, ALTS r1u; Tears Stain Path to Prof 's Podium members from the University. didates for the vacancy the de- Moreovcr, since 1950, the rate of partment chairman at the Uni- increase in salaries at the Univer- versity contacts his opposite at sity has been lower than at any other leading schools. For due to other Big Ten university.; the aversion of most universitiesc Space Shortage to home-grown professors, there2 An equally important disadvan- exists a high degree of informalf tage the University faces in the information swapping about the recruitment of new faculty mem- caliber of junior faculty members.t bers is the shortage of space. The department gathers informa-e "It is hard to recruit a mathe- tion on a candidate's background,I matician of quality when he knows recommendations, and his recordi that at the University he will be of publications. Usually as manya forced to share an office with an- as six to eight people are asked1 other faculty member," Hays ex- to give evaluations of a prospective plains. candidate. Hays cites as another problem According to Hays, the Univer-r the fact that the University does sity is after men who are able to te factithatnthe-Unieity oes both teach and to publish. He ex-t not offer fringe-benefits offered pan htgnrlyfclymm b:- other schools, primarily private plainbers should at least be demon- nttuons. ystrably adequate" in both areas. "The University," he says, "could A prospective professorial candi-t not offer the frequent leaves of date has to make a "remarkableI absence that other schools offer to contribution" in either teaching orE faculty members." Another flrnge research to outweigh a lack of benefit offered by many colleges is interest or ability in the otherr free college tuition for children area.n of faculty members. Top Contender There are other factors which The top contender for the ap- also minimize the importance of pointment, during his visit to cam-i salary in recruiting faculty. Sala- pus, may conduct a class or discusss ries may be less crucial in the research projects; he will partici-c physical and social sciences be- pate in endless conversations con-s cause of alternate sources of in- cerning his teaching experiencer come such as fellowships and re- and academic interests. He will search grants. speak with at least one dean and Ann Arbor has one of the high- be evaluated by as many depart-t est costs-of-living in the country ment members as possible.- and this too serves to increase the If the proposed appointee is ac- importance of financial com- cepted by a majority of the de- parisons. However, Hays says that partment, permission to extendt most high prestige schools are an offer to him is requested of thet located in relatively high-cost of dean. If the dean gives his ap- living areas. proval the bargaining process be-t Recruitment of faculty is not gins. limited to a particular time of the The University has "bargainingf year-talented teachers are always flexibility," Hays says. The bar-1 in season. If a department finds gaining is done by the dean andr itself in need of personnel it sends the department chairman andk a request to recruit to the dean's often the University is prepared . office of the particular college during the negotiations to raise' where it is either rejected or ap- the salary offer by as much as onee proved. thousand dollars.r Often in preparing a list of can- Hays indicates that this yeara with the "budget prospects grim" the University has been "cautious" in making new appointments. "What is affected is not the quality of the people, but the number of the people we will ap- point," he says. Since the University has a cer- tain number of dollars to spend on new faculty, they could either hire less experienced people, or hire fewer experienced professors. Hays says that in general the University is just hiring fewer people, though he adds that this varies from department to depart- ment. If unanimous agreement is ob- tained from all involved, the ap- pointment is made and undergoes processing through the executive council of the college involved. It then goes to the office of the Vice- President for Academic Affairs and then to the Regents. At the end of this rigorous process the recruited professor's name is duti- fully added to the fat University catalogue. The end of each year brings many applications for junior po- sitions to each department. Be- cause of this Hays explains, "a school like this does not have to recruit like a teacher's college." Excess Applicants Despite this excess of applicants there is a national shortage of PhD's in teaching. The problem is simply that while thousands of schools are desperate for PhD's} they naturally gravitate toward the leading universities. Perhaps the largest variable de- termining the University's success in recruiting is the quality of the academic department involved. A leading department serves as a magnet for superior faculty mem- bers. As Prof. Samuel Eldersveld of the political science department says, "It is much easier to build on strength that you already have, rather than strengthen a weak area within the department." area within the department." 1I I HEADQUARTERS for STUDENT and OFFICE SUPPLIES OFFICE FURNITURE, TYPEWRITERS and FOUNTAIN PENS STUDENT SUPPLIES STATIONERY STUDY LAMPS NOTE BOOKS FOUNTAIN PENS , LOOSE LEAF NOTE BOOKS TYPEWRITER SUPPLIES Rubber Stamps made to order --------------------- NOTARY SERVICE AVAILABLE -...-.... - FOUNTAIN PENS all makes Sales & Servica (24 Hrs.) by Factory-trained men. 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