| When
you think about excellence at the University of Washington, what
comes to mind? Every part of the University is important to its
success, but I believe that the quality of our faculty defines the
institution most of all.
| |
 |
| |
David
Hodge |
The College of Arts
and Sciences has an exceptional faculty. Every day I have the privilege
of witnessing their cutting edge research, dedication to teaching,
and leadership in professional organizations. But retaining such
talented faculty is an ongoing challenge.
Each year, a significant number of Arts and Sciences faculty receive
attractive offers from other colleges and universities, almost always
promising substantially higher salaries and other benefits. We are
able to keep many of these faculty with serious retention offers,
but the potential loss of even a few of our top faculty remains
a great concern, as does the impact on faculty morale of so few
options—other than through a response to an outside offer—for
receiving a competitive salary.
This issue of A&S Perspectives explores the issues
involved in retaining faculty (click
here for article). Several who have been approached by other
top schools speak frankly about their reasons for staying at the
UW—or choosing to leave. Although their individual experiences
and motivations vary greatly, there are some commonalities.
For most, a key factor in the decision to stay is the University’s
collaborative environment. Victoria Lawson, professor of geography,
has pegged it “a culture of possibilities,” and I think
that phrase captures a lot of what we do here. Faculty collaborate
across departments, across divisions, and across colleges, with
exciting results. The UW is unusual in the degree to which collaboration
is encouraged, and it is a powerful incentive for faculty to remain
here.
Yet our lagging salaries still lead many to at least consider outside
offers. Faculty salaries at the UW are falling farther and farther
behind our peer institutions. Add the high cost of living in Seattle,
and it is no surprise that faculty are open to other offers. In
fact, such offers are often the best way for faculty to negotiate
a salary increase at the UW. This is a shame, and it is a problem
we are working to address. Beginning this year, the College of Arts
and Sciences will be committing a pool of money for salary adjustments,
to address the most egregious salary inequities without requiring
faculty to present an outside offer. These funds will almost certainly
come from our base budget, reducing our number of faculty and staff.
As difficult as such continuing cuts are, the threat of a drop in
the quality of our faculty is even greater.
Fortunately, with the
help of friends and supporters, we have another option that dramatically
improves our ability to retain faculty: an endowed professorship
or chair. When we are able to award a professorship or chair, it
provides both salary enhancement and program resources, such as
a research assistant or travel support. It also is an honor that
acknowledges the excellence and stature of our most valued faculty.
Six years ago, the College had 18 faculty lines with endowments
attached to them. Thanks to the generosity of our donors, we now
have 88. I cannot express enough my deep gratitude to those who
have provided these resources. They are having a critical impact
on our ability to maintain a superb faculty.
In the coming years, the challenge of retaining faculty is likely
to intensify. Schools with greater financial resources will continue
to make attractive offers that we cannot match. It is my hope that
the State of Washington will address the growing salary gap, which
threatens the very heart of our University. In the meantime, we
are thankful that so many faculty recognize what makes the University
a special place, and choose to stay.
Sincerely,
David Hodge
Dean
206-543-5340
hodge@u.washington.edu
[Winter/Spring 2005 - Table of Contents]
|
