CONFIDENTIAL
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the outcome. To some, the system seems random, and because of this randomness, some tenure-track
colleagues feel that they cannot trust the advice their senior colleagues give them.
As one recently tenured faculty member said, “No one that I had close contact with—mentors,
department chairs, colleagues, even divisional deans—could say anything meaningful or reliable to me
about what would make my case stronger or more likely to succeed because they themselves did not
really know. I spent a lot of time listening to advice that I knew was well-intentioned, openly supportive,
and meant to help me succeed, but I never believed for a second that if I followed this advice it would
translate into a successful promotion outcome. Instead, I assumed two things: 1) that whatever I was
told I needed to do, I should do significantly more, looking to people outside the university for reliable
scholarly and professional development; 2) that in order to protect my career in the long run, I needed
to get out as soon as a viable opportunity presented itself. These psychologically and professionally
necessary strategies, practiced over 7 years, resulted in a positive tenure outcome but they had many
negative consequences as well.”
Given all the factors described above, there is a lack of trust in, and a low morale, about the tenure
process among many tenure-track and tenured faculty; and in some parts of the FAS, the mistrust and
low morale are profound.
One recently tenured colleague stated that they cannot, in good conscience, advise prospective faculty
to accept a tenure-track position at Harvard, given the seeming “randomness” of the tenure outcome.
“[There is an] 11
th
-hour variability. Right at the very end, after you’ve worked for six and a half or seven
years, there are all these elements where something could go off the rails, that you have no control
over….Is it the ad hoc level? Is it the CAP level? Is it the review-committee-chair level?....I’ve had the
smoothest, best possible experience on the tenure track….[but] in retrospect, I think it was probably the
riskiest decision of my career to accept a [tenure-track] offer from Harvard. If I knew what I know now
about the process…I don’t think I could have ethically persuaded my graduate school self to accept the
job. I find myself now in that position of being on hiring committees and having to answer totally
legitimate questions from future colleagues about what the tenure process is like, and I can’t in good
faith or conscience, if they have other offers, say, yes, try this out. And of course it will be hard, the
Harvard tenure track has to be grueling. The whole point is we become better than we were to start
with, by the intensity of the experience and the resources and the colleagues and the inspiration. But it’s
too risky. In my field, it’s too risky. So if someone has a different offer from a different institution, I feel I
have to recommend they take that offer. That tells me something is very seriously amiss, in terms of our
ability to recruit the people we want to recruit.”
Contributing to this mistrust and low morale is a perhaps inaccurate sense that what is happening in one
department/area or division/SEAS might be universal across the FAS, when in fact TTRC has been struck
by how different experiences and outcomes are across departments/areas and divisions/SEAS. In our
outreach meetings, departments/areas and divisions/SEAS reported different processes, experiences,
and concerns, some diametrically opposed to others. In our meetings with CAP and with the President,
Provost, and Senior Vice Provost for Faculty Development and Diversity, these senior leaders reported
inconsistency across departments in, for instance, how closely they followed procedures in the FAS
Appointment and Promotion Handbook, how they evaluated teaching, advising, and mentoring, how
candid they were in assessing both strengths and weaknesses in case statements, how long and/or
substantive their faculty’s internal letters were, and more broadly, how the department guided a