FACULTY JOBS

Simple ways to be a better networker (essay)

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It's about building relationships, writes Gaia Vasiliver-Shamis, and as such, you should do it all the time and be in it for the long run.

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Faculty of color should not just accept the initial job offer (essay)

Too many academics of color, and recent Ph.D.s in particular, are getting the misguided advice to accept the initial terms of a job offer, argues Sylvanna Falcón.

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A recommendation to limit recommendation letters (essay)

If we are seeking to have an unbiased system of student and employee selection, unencumbered by nepotism and personal favors, we should consider alternatives, argues Marney A. White.

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Essay on Edgar Cayce, sociology of religion, terahertz waves and 'Repo Man'

Around this time 20 years ago, I met an elderly gentleman who’d had what sounded like an exceptionally interesting and unusual dissertation-writing experience. A couple of recent coincidences bring the encounter to mind and so inspired this little causerie.

His name was Harmon Bro, and he was in his late 70s when we met. He’d spent the better part of 50 years as an ordained minister and Jungian psychotherapist. If anyone ever looked the part of a Jungian archetype, it was Harmon, who personified the Wise Old Man. In 1955, the University of Chicago Divinity School awarded him a Ph.D. after accepting a doctoral thesis called “The Charisma of the Seer: A Study in the Phenomenology of Religious Leadership.”

It was based in part on work Harmon did in his early 20s as an assistant to Edgar Cayce, “the sleeping prophet.” Despite minimal education, Cayce, it is said, could give long, extemporaneous discourses in response to questions posed to him while he was in a trance state. Among these “readings” were medically sophisticated diagnoses of people miles or continents away, as well as detailed accounts of ancient history and predictions of the future.

Cayce died in 1945, but he left a vast mass of transcripts of his “readings.” By the 1960s, publishers were mining them to produce a seemingly endless series of paperback books extolling Cayce’s powers. Insofar as the New Age can be said to have founding figures, he was one of them.

Harmon was clearly a believer in Cayce’s miraculous powers. I was not (and am not) but have always enjoyed the legends by and about him. As a schoolboy, for example, he would put a textbook under his pillow and absorb its contents while asleep. He graduated (so to speak) to the Akashic Records -- an ethereal library documenting life on Atlantis and in ancient Egypt, and much else besides. He could also see into the future, but the track record is not impressive: China did not convert to Christianity in 1968, nor did Armageddon arrive in 1999. Cayce also predicted that an earthquake in the 1960s would cause California to sink into the Pacific Ocean. It remains attached to the continental United States as of this writing.

Harmon didn’t take skepticism as a threat or an insult, and anyway I preferred listening to arguing. He stressed how very improbable Cayce had been as a subject for serious scholarly attention in the 1950s -- at the University of Chicago, no less. It took three or four tries to get his topic approved; by the time the dissertation was finished and accepted, it felt like every faculty member concerned with the history and psychology of religion had weighed in on it. He happily lent me a copy (when anyone expresses interest in a decades-old dissertation, its author will usually have one of two responses: pleasure or horror), and from reading it, I could see that the scrutiny had been all for the best. It obliged him to practice a kind of methodological agnosticism about Cayce’s powers, and he demonstrated a solid grounding in the social-scientific literature on religion -- in particular, Max Weber’s work on prophetic charisma.

But by 1996, Harmon Bro was not at all happy with the institutions routinizing that charisma. The man he’d known and studied had an ethical message -- “love thy neighbor as thyself,” more or less. The New Age ethos amounted to “love thyself and improve thy karma.” You didn’t have to share his worldview to see his point.

The timing was fortunate: we grew acquainted during what proved to be the final year of Harmon Bro’s life. His obituary in the Chicago Tribune in 1997 made no reference to Cayce, but looking it up just now leaves me with a definite feeling of synchronicity: Harmon died on Sept. 13, which is also the date I’m finishing this piece. A message from Harmon, via the cosmic unconscious?

Probably not, although it was another and even more far-flung coincidence that reminded me of him in the first place. On Friday, the journal Nature Communication published a paper called “Terahertz time-gated spectral imaging for content extraction through layered structures,” which the science-news website EurekAlert kindly translates into laymanese as “Researchers prototype system for reading closed books.” Not by putting them under a pillow and sleeping on them, alas, but it’s impressive even so.

Researchers at the Massachusetts Institute of Technology and the Georgia Tech Institute of Technology collaborated in developing a system that uses bursts of terahertz radiation (“the band of electromagnetic radiation between microwaves and infrared light,” says EurekAlert) to create images of the surfaces of individual pieces of paper in a stack. Ink in a printed letter absorbs the radiation differently from the blank page around it; the contrast between the signals reflecting back are fed into an algorithm that identifies the letter on the page. The prototype can “read” the surfaces of up to nine pages in a pile; with more work, reading at greater depths seems possible. The story quotes one of the researchers as saying, “The Metropolitan Museum in New York showed a lot of interest in this, because they want to, for example, look into some antique books that they don’t even want to touch.” The signal-sorting algorithm may yet enable spambots to defeat captchas. (Which arguably represents grounds for halting research right away, though that is unlikely.)

The train of association between breaking technological news from last week and the memory of one of the more generous and unusual people to cross my path is admittedly twisty and random. On the other hand, reading by terahertz radiation seems like another example of Clarke’s Third Law: “Any sufficiently advanced technology is indistinguishable from magic.”

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Carefully consider next steps after gaining tenure (essay)

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Life after gaining tenure is new and unfamiliar territory, so it can be easy to overcommit yourself, warns Kerry Ann Rockquemore.

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Making college work for students with autism (essay)

For graduating high school seniors who are entering college this fall, it is an exciting time. Possibilities have been opened! Yet now new concerns arise: Have they chosen the right college? Will they thrive?

These are hard questions for any young adult, but for those with autism, the stakes are especially high. A 2015 Autism Speaks report found that only 30 percent of high school graduates with autism ever attend a two- or four-year college, and those that do fare poorly. Research suggests that 80 percent of them never graduate. Furthermore, only 32 percent of high school graduates with autism find paying work within two years of graduating high school. This need not be. Half of all individuals with autism have average or above-average intelligence. They can do the work. The problem is not the students. It’s the colleges.

We come to this issue from an unusual perspective. One of us, Elizabeth, studies at Pasadena City College and has autism. The other, Margaret, teaches at California State University at Los Angeles, and -- in addition to being Elizabeth’s mother -- has worked with students on and off the spectrum. Together, we have seen the many ways that colleges fail students with autism.

Federal legislation, including the Americans With Disabilities Act, mandates that colleges provide reasonable accommodations for disabled students. But common accommodations, such as providing a quiet exam setting, don’t adequately address the problems faced by many students with autism.

As autism scholars Ernst VanBergeijk, Ami Klin and Fred Volkmar note, autism is a social disability. The inherent qualities of autism -- resistance to change, sensitive sensory systems, weakness at reading social cues and a tendency to take language literally -- interfere with communication and social engagement. A quiet exam room will not help students overcome those barriers. The problems students with autism face are more insidious.

Elizabeth, for example, struggles with understanding if professors are being sarcastic or rhetorical. Uncertain, she often responds too much or too little. When one professor expressed frustration at her eager hand raising, she asked privately if he would signal her when he wasn’t being serious or didn’t require a response. “No,” he said. “I don’t need to change my teaching for you, and you need to learn sarcasm.”

It would be easy to regard Elizabeth’s experience as exceptional, the product of one unsympathetic professor. Yet research out of Australia by Ru Ying Cai and Amanda L. Richdale confirms how common such experiences are. In focus groups, autistic college students told story after story about metaphorical or abstract language leading to confusion, as well as loud, active classrooms challenging their abilities to focus on learning. For many, the frustrations became too great, leading to stress, anxiety and regrettable outcomes. However, when students felt their social needs were met -- in particular when faculty members proved willing to modify their teaching style -- students had much more positive experiences.

But American professors are not required to modify their teaching style for disabled students, and colleges are not required to think about the social, communicative needs of any students, let alone those with autism. Those things are not considered reasonable accommodations. But if autism is indeed a social disability, then denying the social needs of autistic students is inherently unreasonable.

It would help if faculty members understood how autism affects learning. But professors are busy. They juggle many demands, and professional development is often low on their to-do lists. At Margaret’s university -- which houses an outstanding center for teaching and learning development -- professional development seminars are often poorly attended, especially those focused on helping students with special needs. At one seminar on working with hearing-impaired students, Margaret was one of three instructors to show up, and if our conversations with colleagues and peers are indicative, then Margaret’s experience is a common one. Even when given the opportunity to learn more about the needs of disabled students, professors turn those choices down.

Some positive changes are underway. More than 100 colleges now offer programs for students with autism, but most of them are private, expensive, residential programs. Meanwhile, research suggests that up to 80 percent of college students with autism at one point filter through community colleges, where students, often still highly dependent on family support, can live at home. Those institutions generally offer fewer resources for students with autism. If we are to meet the needs of neurodiverse students, public community colleges will need to lead the way.

In these days when most community college disability offices are underfunded -- Elizabeth’s community college does not even provide note takers -- meeting the needs of students with autism may seem daunting. But meaningful institutional changes do not need to strain budgets. For Elizabeth, the greatest support has often come from students who have chosen to act as social interpreters. A whispered word or two is often all she needs to better and more appropriately engage with her curriculum. Colleges like California State University at Fullerton already have mentorship programs that pair neurotypical and neuroatypical classmates.

We recommend expanding such programs so that peer mentors -- perhaps those offered the coveted privilege of priority registration -- work side by side with autistic students in the classroom. Of course, that brings us back to the privacy concerns voiced earlier. Peer mentors can only work with students who are willing to self-identify in the classroom as having autism, which is why autistic students themselves must also be involved in making campuses more responsive to their needs -- and that will only happen when students with autism bring neurodiversity into conversations about campus diversity.

Until that happens, faculty can do a lot to foster feelings of safety and inclusion for all students -- both with autism and without. Elizabeth advocates for simple kindness, acceptance and the understanding that some disabilities are invisible. In Margaret’s classes, she announces on day one that students registered with the school’s disability office should feel free to talk to her about not just the accommodations they may legally require but also about other things she can do to make her courses work for them. She shares -- with Elizabeth’s permission -- the struggles Elizabeth has faced in education, and she urges students to see her as someone who really wants to help them succeed.

Work by Nicholas Gelbar, Isaac Smith and Brian Reichow offers faculty members other suggestions for helping students on the spectrum: incorporate universal design into curriculum and assignments. As much as possible, use concrete language in both lectures and the syllabus. Break tasks down into more steps, provide greater organizational support, realize that group work, public speaking and active classrooms (such popular buzzwords in today’s curricular development) may offer particular challenges for students who struggle socially and who do not thrive in environments demanding rapid transitions. In other words, when dealing with students whose disability makes flexibility extremely difficult, faculty members must be the flexible ones. They must also take responsibility for educating themselves about neurodiversity, and if that seems too hard, they can do one last thing. They can defer to autistic students who do understand their own needs, and they can give those students the support they ask for.

One thing is undeniable: without significant changes, the traditional gateway to greater community inclusion and financial security will remain closed to people with autism. And that’s a tragedy, because those with autism have a lot to offer -- not just to our colleges, but also to our nation’s economy. We all win when everyone can compete and contribute.

Elizabeth Finnegan is a student at Pasadena City College. Margaret Finnegan teaches at California State University at Los Angeles. She is the author of Selling Suffrage: Consumer Culture and Votes for Women (Columbia University Press, 1999), and her work has appeared in College Communication and Composition, American Quarterly and other publications.

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Suggestions for ways that Ph.D. students should think about their finances (essay)

Ray Sin provides a few suggestions for effectively managing your finances in graduate school.

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Effectively using data to gauge success (essay)

Around this time every year, as colleges and universities begin to spring back to life, I am reminded of my years working within central administration and the excitement in watching the sea of people full of promise come spilling back onto the campus. I remember the familiar faces of returning students, beaming with the fresh potential of a new year, who dropped by just to declare themselves back again or share goals for the year hatched over the summer.

But I also remember just as clearly the faces of the students who didn’t return. Those we lost somewhere along the way to graduation.

Many of those students still haunt me today. I remember one freshman I met when I was working as vice chancellor and chief of staff at UNC Greensboro. She came into my office at the end of the spring semester in tears. A straight-A student through high school, she arrived on our campus full of confidence. But that confidence was shattered when her professors told her that she was a terrible writer. She struggled through the year in silence, determined to improve. But she never got the help she needed. The tears rolled down that young woman’s face as she learned that she’d been placed on academic probation and would lose her scholarship. It was too late. We were too late.

There are thousands more stories like this young woman’s -- of students from low-income families who could have made it farther than their parents did but whom we somehow failed along the way.

We used to blame our students: their poverty, their underpreparation, the extra burdens they carry. It turns out, though, that it’s a lot about us. Yes, poverty and preparation matter. But the choices we make matter, too. Some institutions are simply doing a much better job of graduating their students than other institutions serving exactly the same kinds of students.

As we begin a new academic year, this can be a moment for improvement-minded institutional leaders to engage campus communities in honest, data-driven conversations about what we might do better. How can we more fully understand the journeys our students take on the way to the degree, noting where those journeys are speeded and guided, and where they derail? How can we renew our collective commitment to expand what's working and to confront -- and address -- what’s not?

To assist institutional leaders in their reflection and planning, The Education Trust has sought to identify and broadly share the high-impact practices of institutional leaders who have driven impressive improvement in completion rates, particularly for students who have gone historically underrepresented -- and underserved -- on our campuses: low-income and first-generation students and students of color. Most recently we’ve examined practices at Florida State University, San Diego State University, the University of Wisconsin Eau Claire and Georgia State University.

While each of these institutions is distinct in their mission, and each set of leaders distinct in their style, at the core of their improvement efforts are common practices and qualities -- many of them steeped in honest analysis of data. Those practices and qualities are:

Courage. When then San Diego State President Stephen Weber addressed his Faculty Senate, applauding the many ways in which the faculty had worked toward -- and attained -- excellence over the years, he went on to issue a challenge that would spark a decade-long improvement effort: “But a great university doesn’t lose almost two-thirds of its Latino freshmen along the road toward graduation.” Like Weber, all of the leaders at the campuses we’ve been learning from are clear-eyed, intentional and dogged in their approaches to institutional improvement. They roll up their sleeves alongside staff and faculty and ask hard questions of the data on student matriculation and success. They zero in on areas of strength and weakness to draw out promising practices and needed interventions.

Shared commitment. These leaders are keenly aware that, while they have a strong role to play in leading change, staff and faculty members operating closest to their students are the ones who enact that change. Using data, leaders at University of Wisconsin Eau Claire engaged departments as partners and problem solvers. Said one senior leader on campus, “We give them the data … we’re not telling them where the problem is; they identify the problem and we encourage them to solve the problem.”

In examining their data, they found that, while their six-year graduation rate was relatively high, the four-year graduation rate was extremely low at just 18 percent. To address that pattern, faculty and staff members identified course bottlenecks and acted to remove them.

At each of the institutions we’ve studied, leaders draw together partners at every level -- senior administrators, department heads, faculty members, student-affairs professionals -- to engage in data analysis and problem solving. And they arrive not with answers, but with questions, trusting that those assembled in the room have much to contribute to improvement efforts.

Timely data for targeted interventions. These leaders understand that their students struggle in real time -- and that those working closest to them need information to intervene in real time. Further, they know from disaggregating data that all students don’t struggle at the same time with the same obstacles or need the same supports. They take time to parse data to understand the needs of all their students -- first generation, transfer, black, Latino, immigrant and many others. They identify benchmarks and warning indicators to ensure that no student is left to languish and disappear at any point in their educational journey without real supports to turn the situation around.

For example, practitioners at Georgia State University noted, “Four or five years ago, we had nothing consistent in our system that would help us track students.” Today, an impressive online data repository gives faculty and staff members immediate access to 130 screens of the most requested data on student progression and success. Through their Graduation and Progression Success advising system, which tracks more than 700 markers of student success, nightly feeds generate lists of which students have missed which markers. That information enables advisers to reach out immediately with targeted support for students who stumble.

Continuing evaluation of the data. Leaders at these institutions always come back to the data. A longtime campus leader at Florida State University described the cultural change ushered in by former provost Lawrence G. Abele: “When he came in, there was a huge shift in culture. It was no longer OK to just do things you thought were right; you needed data to support new ideas and also to assess, evaluate and improve current programs.”

For instance, when campus leaders analyzed their dropout patterns, they found that while white students were most at risk of dropping out in their first year, black male students were more likely to leave after the second, third or even fifth year. They realized that their retention efforts needed to stretch beyond freshman year to guide students through the entire undergraduate trajectory. Like Abele, leaders at these fast-improving institutions convene their teams regularly to monitor and review the data and to make midcourse corrections to ensure that their efforts, energies and resources are directed where they are most needed.

The lessons these leaders offer provide real insight from within successful college and university change efforts. They remind all of us in higher education that “success for some” is no great institution’s epitaph -- that institutional success will be measured not by how well some students are served but by how well all groups of students are served. If institutional leaders and those of us working alongside them don’t have the courage to confront the reality of what’s happening on our campuses in the narratives of all students, whether on commencement lists or dropout rolls, we are merely comforting ourselves with a half-true story that plays on repeat each year.

Bonita J. Brown is director of higher education practice at The Education Trust. She most recently served as vice chancellor and chief of staff at the University of North Carolina at Greensboro.

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The pros and cons of backup career plans (essay)

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Most Ph.D.s harbor some hope of getting a tenure-track job, but, Natalie Lundsteen asks, should they have -- or not have -- a backup career plan?

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More faculty of color can and should be in the top ranks of universities (essay)

Despite the excuses that administrators often give, a commitment to diversity can go beyond lip service and translate into more faculty of color in tenure-track, tenured, full professor and upper administrative ranks, argues Adia Harvey Wingfield.

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