Building a State-System Model: a Timeline

What are we working on
CURRENTLY (February 2021):

Building out the onboarding (to the university system) and conversion process for Fellows who are on the not pre-determined track.

Putting finishing touches on our onboarding and recruitment procedures

Working with institutions and with the University System of Maryland to discuss institutional/system-wide search waiver policies that will facilitate conversion of postdocs to faculty.

Building a model has required an iterative process of ideation, putting things into practice, receiving/integrating feedback, and institutionalizing policy. This is an ongoing effort, but we hope that this timeline is helpful for those considering replicating this model.

Relationship Building &
Idea Formation

Each hyperlink connects to supporting documents. For several items, additional collapsible text containing “Lessons Learned” will be added.

Implementation &
Initiating Practices

  • 2019: Hired two Fellows, one at SU and one at UMCP
  • 2019: Began providing professional development that leverages institutional strengths of alliance institutions
  • 2020: Hired 3 Fellows, 2 at UMCP and one at UMBC, and converted the Fellow at SU to tenure track
  • 2020: Established Recruiting Guidelines
  • 2020: Revised professional development calendar around Common Learning Outcomes and Fellow needs
  • 2020: Began distributing Expectations for Fellows & Mentors, and assessing Fellows with Skills Assessment Tool
  • 2020: Created a prototype Opportunities for Professorial Advancement database to serve both as a directory of postdoctoral fellows across the system and opportunities for those scholars (guest lectures, classes to teach, etc.)

Institutionalization &
Scaling

  • 2020: Two LT members join the USM Appointment, Promotion and Rank Committee, begin conversations around system policies (such as search waivers) that facilitate conversion to tenure track.
  • 2020: UMB Commits funds to a pre-determined pathway for at least 2 fellows.
  • 2020: APAA Research Team presents to USM Provosts and Academic Affairs staff, with follow up at SU. SU integrates APAA input into campus diversity, equity and inclusion plan.
  • 2020-2021: Project Director meets with USM staff multiple times about system support, policy, funding, legislative requests
  • 2021: TU considers hiring a Fellow, search waiver policy
  • 2021: Met with USM to assess ability to create the Opportunities for Professorial Advancement database.
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