Charge – Dean of the Faculty /dof Thu, 03 Oct 2019 13:03:42 +0000 en-US hourly 1 https://wordpress.org/?v=7.0.2 /wp-content/themes/b/bates-framework/styles/images/bates-favicon.png Charge – Dean of the Faculty /dof 32 32 Advocating for an intersectional approach to outcomes of an RTP revision /dof/2019/10/03/advocating-for-an-intersectional-approach-to-outcomes-of-an-rtp-revision/ Thu, 03 Oct 2019 13:03:42 +0000 /dof/?p=11046 Nationally, among faculty of color, the RTP process is an interregation of belongingness in the academy, when belongingness in the academy and other positions of power for faculty of color and native faculty is already fraught. What does an RTP process look like/feel like such that faculty feel supported, confident, valued, and engaged in their workplace and as such we have a 100% track record of retaining to tenure, tenuring, and promoting our faculty of color? I make the assumption that it is your committee’s ideal RTP rate outcome, but if not, why not?

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