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August 30, 1966 - Image 44

Resource type:
Text
Publication:
The Michigan Daily, 1966-08-30

Disclaimer: Computer generated plain text may have errors. Read more about this.

PAGE TWO

THE MICHIGAN DAILY

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PICK A PROFESSOR:
~#'4The Facultv's RcutetP
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rcesses

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MI

By PAT O'DONOHUE
The professor strides into the
room, a few students settle back
for a 50-minute snooze, a few read
the paper, and some take out note-
books. Studies have shown where
these students come from and
have gone so far as to pinpoint
them to a particular socio-eco-
nomic group. But where have the
professors come from, and how
did they get to their position be-
hind the podium?
According to William Hays,
assistant dean of the literary col-
lege, the professors are usually
found within one academic circle.
Many professors come here from
Stanford, Harvard, Princeton, the
University of California, Wiscon-
sin, Ohio, and Illinois. A majority
of the University's departing pro-
fessors leave to take offers from
these same schools.
Critics often charge that these
institutions participate in "aca-
demic head hunting" within each
others jungles. By attempting to
lure or retain outstanding faculty
members with offers of large
salaries, universities may have to
lower salaries of other personnel.
This often has the effect of low-

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l

DEAN WILLIAM HABER of the Literary College, is the last administrator in the hierarchy of faculty to give the final say on new addi-
tions to his college. Candidates are rated and listed in order of preference before their names are submitted to the deans then the top
contender for the appointment is evaluated by as many department members as possible.

ering the overall qualityc
stitution's faculty.
Star System
However, the "star sy
not in operation here, H
He explained that if a3
at that university is given
tive offer elsewhere, and
versity wishes to keep
attempt will be made t
the offer. But, the ratio
hind the decision of sala
is to raise the salary lev
faculty members, rather t
er the status of the res
faculty while enhancingt
tige of one member, Hays
The effect salary has
process of recruitment i
an uncertain factor. It is
thought that a well-pai
is a good faculty. This n
the case but has some r
For example, before W
II, the University was reg
pre-eminent among state
tions: in many circles be
the high quality of its fa+
this same period its fac
aries were the highest of a
state-supported institutio
EconomicBoom
At the end of the war,
economic boom, other ins
were able to vastly impro
financial positions and
their faculty salaries. Th
to lure many facultyi
away from the Universil
this time, the rate of inc
salaries at the University
lower than' any other Big
stitution.
Large salaries can be
vantage, but spokesmen in
college science departme
that, in their departments
may be less crucial becau
ternate sources of income'
fellowships and research
Hays regards a shor
space and equipnent as,
vantage in cases of this
equipment that the Univ
able to buy depends on t
it receives from the Stag
lature. Some equipment
purchased with federal a

of an in- University can match the govern-#
ment's investment with an equal
amount of its own.
rstem" is Recruitment
lays said. However, the University cannot
professor match those funds unless suffi-
a lucra- cient funds are forthcoming from
the Uni- the State Legislature. The legis-
him, an lators are also responsible for pro-
o match viding adequate financial support
)nale be- to raise faculty salaries.
ary rates Recruitment of faculty is notl
vel of all limited to one particular season;
han low- it is a continuous process. If a,
St of the department fainds itself in need
the pres- of personnel it sends a request to
s said. recruit to the dean's office where
on the it is rejected or approved. If the
s always go-ahead is given, the department
generally gathers information on a candi-
d faculty date's background, recommenda-
ot always tions, and his record of publica-
elevance, tions.I
orld War The candidates are then rated
arded as and listed in order of preference.
einstitu- The department then informs the
canseitu-dean of its choices.
cause The top contender for the ap-'
ulty al- pointment, during his visit to the"
ultany other campus, may conduct a class or
ny o discuss research projects; he will
'. .participate in endless conversa-
tions concerning his teaching in-
with the terests and experience. He will be
stitutions evaluated by as many departnent
ove their members as possible.
increase Appointments
ey began If the proposed appointee is ac-
members cepted by a majority of the de-
ty. Since partment, permission to extend an
crease in offer to him is requested of the-l
has been dean. If the appointment is a joint]
appointment with one of the re-
search centers on campus or with4
an ad- another school within the Uni-
nliterary versity, then it too must agree to
ents say the appointment. If unanimous
, salaries agreement is obtained: from all3
se of al- concerned, the appointment is
.such as made and undergoes processing
grants. through the executive council of
tage of the literary college, if it is a lit-t
a disad- erary college appointment, through
sort. The the office of the Vice-President
versity is of Academic Affairs and to the
he funds Regents. At the end of this rig-
te Legis- orous process, the recruited pro-j
can be fessor is ready to stride into the
Id if the lecture hall.

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IIII

Wbet you don't think you can do it.
(even though we know differently)
You probably heard that Michigan is pretty rough.
You might be a little scared to join an activity during your first

semester - you

think it will take away too much valuable study

time.
We know that isn't true.
Lots of our staff started here at the same time they started college.
And they're still here-many with very respectable academic av-
erages.
On The Daily they gain tremendous amounts of knowledge and
experience-they meet (and become) the important people on
campus-and make many new friends.
Do you want to bet with us?

i

I II

i

The end of each year brings
many applications for junior po-
sitions to each department. Prof.
H. R. Crane, chairman of the
physics department, said that the
large number of applicants for
junior positions in his department
is due to the former industrial
policy of "stock piling" many
scientists in order to obtain gov-
ernment contracts. Because of
this large backlog, many students
went into teaching. Prof. G. E.
Hay, chairman of the math -de-
rartment, said that this recent
increase in applicants is a result
of the large number of students
applying to many universities,
hoping to get a job from at least
one of them.
Despite this excess of appli-
cants, there is a national short-
age of post-Ph.D.'s which has re-
sulted in the increase of teaching
fellows. The rise in teaching fel-
lows has also been the result of
the increase in students concen-
trating in certain departments.
The teaching fellow is never given
full control of a course, but is
usually asked to handle labs and
recitations. In this manner, the
teaching fellow is trained while
earning his Ph.D. and as a result
will presumably make a better
professor.
In any process of recruitment
there are certain advantages and
disadvantages at the recruiter's
disposal. There is a natural prob-
lem in asking a man to "pull up
roots," but the biggest drawback
appears to be the attempt to re-
cruit able men in an area within
a department which is not strong.
Strength
"It is much easier to build on
strength that you already have,
rather than strengthen a weak
area within the department,"
said Prof. Samuel Eldersveld,
chairman of the political science
department.
According to Hays, a few of the
University's advantages are the
following:
* The University is competitive
in regard to salaries;
9 The research facilities are a
big advantage; and
9 The quality of the students
at both the undergraduate and
graduate level is high.
This last advantage is seen by
Hays as one of the strongest be-
cause it attracts many professors
looking for a challenging teaching
experience.
The present quality of the
teaching staff is also a big ad-
vantage in recruitment because it
represents an intellectual com-
munity in which the candidate,
can work, according to Eldersveld.
He claimed that the "free en-
vironment for scholarly activity
and the quality of the personnel
is a fantastic advantage here."

4

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