The Awesomest 7-Year Postdoc or: How I Learned to Stop Worrying and Love the Tenure-Track Faculty Life (2023)

Scary myths and scary data abound about life as a tenure-track faculty at an "R1" university. Scary enough to make you wonder: why would any smart person want to live this life?

As a young faculty member at Harvard, I got asked such questions a lot. Why did you choose this career? How do you do it? And I can't blame them for asking, because I am scared by those myths too. I have chosen very deliberately to do specific things to preserve my happiness, lots of small practical things that I discovered by trial and error.

So when asked by graduate students and other junior faculty, I happily told them the things that worked for me, mostly in one-on-one meetings over coffee, and a few times publicly on panels. Of course, I said all these things without any proof that they lead to success, but with every proof that they led me to enjoy the life I was living.

Most people I talked to seemed surprised. Several of my close friends challenged me to write this down, saying that that I owed it to them. They told me that such things were not done and were not standard. That may be true. But what is definitely true, is that we rarely talk about what we actually do behind the scenes to cope with life. Revealing that is the scariest thing of all.

I've enjoyed my seven years as junior faculty tremendously, quietly playing the game the only way I knew how to. But recently I've seen several of my very talented friends become miserable in this job, and many more talented friends opt out. I feel that one of the culprits is our reluctance to openly acknowledge how we find balance. Or openly confront how we create a system that admires and rewards extreme imbalance. I've decided that I do not want to participate in encouraging such a world. In fact, I have to openly oppose it.

So with some humor to balance my fear, here's goes my confession:

Seven things I did during my first seven years at Harvard. Or, how I loved being a tenure-track faculty member, by deliberately trying not to be one.

  • I decided that this is a 7-year postdoc.
  • I stopped taking advice.
  • I created a "feelgood" email folder.
  • I work fixed hours and in fixed amounts.
  • I try to be the best "whole" person I can.
  • I found real friends.
  • I have fun "now".

I decided that this is a 7-year postdoc.

In 2003, at a party, I met this very cool guy. He was on the job market for faculty positions and had just gotten an offer from MIT Sloan. I was on the job market too, and so we instantly hit it off. I had recently completed my PhD in computer science from MIT; it had already felt so hard, just proving myself as worthy enough. I also had a 4 year old kid and a little toddler. I really wondered how I'd emotionally survive tenure-track, assuming anyone would even offer me the job. So I asked him. How did he feel about doing the whole tenure track thing? Having to prove oneself again after the whole PhD experience? The answer changed my life, and gave me a life long friend.

He looked at my quizzically, and said "Tenure-track? what's that? Hey, I'm signing up for a 7-year postdoc to hang out with some of the smartest, coolest folks on the planet! Its going to be a blast. And which other company gives you 7 year job security? This is the awesomest job ever!"

In 2004 when I came to Harvard as a junior faculty, I wrote it on my desk.


I type it in every day. For all seven+ years I have been at Harvard. No joke.

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It is an incredibly liberating point of view. If I'm not here for tenure, then there are a bunch of things I do not need to do. For example, I don't need to spend my seventh year travelling doing the tenure talk circuit (I did not do this), or make sure I invite and get to know personally exactly 18 folks who might be my letter writers, or be on organizing committees so everyone important knows me well, or try to get nominated for awards as fast and as young as possible (I just turned 42). Frankly most of this is not possible to actually do!

But the sad part is seeing how completely miserable people will allow themselves to get trying to do it. I don't like being miserable. And why should I be? When I'm surrounded by some of the smartest and coolest folks in the world! Just brainstorming with the faculty and students at Harvard is an incredible experience, and being friends with them is icing on the cake. And to be paid to do that for 7 years? Heck, no industry job was offering me that kind of job security! I figured 7 years is a long time. Enough time to make a detailed plan for my next career.

I decided that this was a great job, that I was going to take it with both hands, and that I was going to enjoy my 7 years to the fullest. And I took explicit steps to remind myself of this decision every day.

I stopped taking advice.

I hate to say this, but people lie. Even with the best intentions. If you ask them what is important to succeed as a junior faculty member, people will tell you everything they did that they think helped them succeed. Plus everything they wish they had done. And all the things their friend did too. They deliver you this list without annotation, a list which no single person could ever accomplish. And while this list sends you into shock, followed by depression, followed by a strong desire to quit (because heck I'm never gonna be able to do all that) -- the truth is that that is the last thing this person wants. They want you to succeed! And so with the best of intentions, they advise you on how to fail.

An extreme case of this happened to me in my early years, when I went to a Harvard event for junior women faculty. To make a long story short, several senior women got up and explained how we needed to do all the things the male junior faculty were doing, but then also do a whole second list of extra things to compensate for the fact that there is huge implicit bias against women in letters and assessments. And there I was, with two young kids, already worried how I was going to have to be twice as productive as the men in order to compete with half as many working hours. And these women were telling me I'd have to be four times as good as the men per hour to survive! These women had the best of intentions. But I came back to my office, lay on the couch, and decided to quit. Then I remembered rule 1: I am not here for tenure, so none of the advice actually applies to me. Since then I just refuse to go to these sorts of events, and there are plenty of gender-neutral versions of that experience. Instead I run a therapy couch for those male and female junior faculty who attend.

The second problem is that people gave me advice in the form of lists. Example lists I got: give invited talks in many big places, publish lots of journal articles, join prominent conference committees so you get to know senior people personally, volunteer in University committees to get to know Harvard faculty who might be on your tenure case, etc.

It is easy to give (and receive) advice that is a list, even when the things on the list are not the most important to do. No one said to me, "Hey, my advice is to win the McArthur grant. Then you'll get tenure for sure." Frankly, that's much surer advice than the list. Just harder to swallow. Given that any time spent on a list item is time not spent on research (and many of these list items are super time consuming), I don't feel like a lot of advice I got was sound.

Finally, it doesn't help that computer science (and university faculty in general) suffers from an extreme lack of diversity. People claim to care about about work-life balance, while only really understanding and practicing workaholism. Most people I know are incapable of giving advice I can follow, without getting a divorce or giving up my kids for adoption. Unfortunately that's still true.

I created a "feelgood" email folder

I have an email folder named "feelgood". It's a little silly, but effective. Every time I tell my colleagues about this one, they first laugh, and then seriously consider making one for themselves. Here's what's in it:

The eloquent and touching email my MIT advisor wrote to our group about how proud he was to see one of his students choose to go into academia. The email from the Harvard faculty member who offered me the job, and then went on and on saying how excited she was that I was joining. The first paper acceptance I got. The first award I got. The random email I got from a famous professor who I totally idolize (oh my god, they know my name!). The junior faculty member who said they'd save my emails and reread them every time they felt down. The student who told me I should be awarded a degree in psychology, because I let them vent and cry on my couch and that apparently made all the difference. The email from the Turing award winner who thought my promotion was good but not surprising (could've fooled me!). The photo my husband sent me while I was traveling at a conference, of how my 6-year old daughter tried to help her dad by packing lunch for her 3-year old brother (unsuccessfully of course). Some seriously funny emails my faculty buddy sent me to cheer me up. Basically pointers to moments when I felt happy.

One of the hardest things for me about this job is that there are so many ways to get rejected, and those linger a lot longer than the feeling of success when something good happens. Grant rejections, harsh paper reviews, bad teaching reviews -- all ways of having someone reject your results without acknowledging the huge amount of hard work that went into this not-quite-perfect outcome. Even in a 7 year postdoc, it is still hard.

People advised me, "Don't take it personally". Yeah. In the bin of not-useful-advice for me. I put in the work and I care about it. It is emotionally taxing and that is personal. The very idea that we can't admit that openly is ridiculous. Anyways, that's when I take 15 minutes and browse though my "feelgood" folder. And a little bit of that feeling of happiness comes back. Just reading the emails transports me back to those different moments. Its fleeting, but effective. And its real. Good things happened to me, and I have no reason to think that good things won't happen to me again in the future. Helps me counter the feeling of rejection, and move constructively towards a fix.

The feelgood folder is just one of my many "patches" (and thank you Netflix for streaming BBC Masterpiece and Bollywood). As far as I can tell, other seemingly-perpetually-positive faculty have coping mechanisms too; some write blogs, some go grab a beer, others hit the gym. And not all coping mechanisms are graceful. I've cried alone in my office and I've sobbed a couple times in senior faculty's offices. Its life. Not being emotional, not being frail, not being human -- these are parts of the scary image of the faculty member. Luckily, I'm in a 7 year postdoc! Far lower standards.

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I work fixed number of hours and in fixed amounts

Not long after I joined Harvard in 2004, the then President Larry Summers publicly told the world his opinion of why women do not seem to succeed to the top. One of the several hypotheses he put forth was that they weren't willing to put in the 80 hours/week that was expected of faculty.

That week I went home and tried to calculate it out. After all how many hours did I "work at work"? Mind you, I had a toddler and a 4 year old, so I felt I was working *all* the time. Here's my calculation:

Ideal scenario: On days where I picked up my kids from daycare, I was fully at work 9-5 and then if all went well I could maybe squeeze in another two hours 10-12pm (while effectively being "on" non-stop from 7am-midnight, and having kids in 9-6pm daycare). On days where I could stay late at work, I would work 9am-9pm straight but then spend no time with family. On weekends (when there is no daycare, only two overworked parents) I couldn't manage anything work related but we'd shop, cook, clean, in preparation for the next week. And this ideal case still means being awake and "on" from 7am to midnight, all 7 days.

So the generous calculation is: (2pickupdays * 10 hours) + (3latedays * 12 hours) = 56!!

When I did this calculation, I realized that I was basically getting in about 50 hours/week on a good week! And if I wanted to get to 60 hours/week I'd need to have 12 job-only productive hours per weekday, and if I wanted to get to the 80 hour/week that would mean ~11 hour work days all 7 days of the week. That's crazy, and *completely* unreasonable. With that expectation, the only way to survive would mean one of us quitting having a career, and the other quitting being a parent.

And at that point I decided that 50 would just have to be enough.

But of course less hours mean you get to do less work. And that's hard to accept for the uber-ambitious person that I am, surrounded by lots of uber-ambitious colleagues and hence lots of peer pressure to take on ever more work. So eventually I came up with an easier solution. I decided on a priori "fixed amounts" in which I was allowed to agree to do things. Once the quota is up, I have to mandatorily say no.

  • I travel at most 5 times a year. This includes: all invited lectures, all NSF/Darpa investigator or panel meetings, conferences, special workshops, etc. Typically it looks something like this: I do one or two invited lectures at places where I really like the people, I go one full week to a main conference, I do maybe one NSF/Darpa event, and I reserve one wildcard to attend something I really care about (e.g. the Grace Hopper Conference, or a workshop on a special topic). It is *not easy* to say no that often, especially when the invitations are so attractive, or when the people asking are so ungraceful in accepting no for an answer. But when I didn't have this limit I noticed other things. Like how exhausted and unhappy I was, how I got sick a lot, how it affected my kids and my husband, and how when I stopped traveling I had so much more time to pay real attention to my research and my amazing students.
  • I have a quota for non-teaching/research items. Just like the travel, I have a fixed number of paper reviews (usually 10), fixed number of graduate and undergraduate recruiting or mingling events, and fixed number of departmental committees I am allowed to do each year. I also do one "special" thing per year that might be time consuming, e.g. being on a conference senior program committee, or being on an NSF/DARPA panel, or being on a junior faculty search committee. But only 1 per year. As soon as I sign up for that one, all present and future opportunities are an automatic no (Makes you think a lot before you say "yes", no?). Plus, there are things that are really important to me that don't get enforced externally. Like making time to meet other women in computer science, and doing a certain amount of outreach to non-Harvard audiences. If I'm not careful, I end up with no time for these less promoted events. And if I end up with no time for these, I end up a very bitter person. I have a quota to prevent me from accidently getting bitter.
  • I also have a weekly hard/fun quota There are things that for some reason are super hard, or bring out your worst procrastination habits. For me, that's grant reports and writing recommendations. There are also things that are really fun. For me, that's making logos and t-shirts and hacking on my website. If I can do 1 hard thing per week, and 1 fun thing per week, then I declare victory. That was a good week, by a reasonable measure of goodness.
  • I aim to raise kids as an equal 50-50 partnership. This is a big one and I don't want to make this seem obvious -- the idea below was born after a long time of growing arguments and anger and resentment, which neither of us are eager to remember. Moving on though, we now happily tell our method to all parents.The basic idea is simple. We play zone-defense during the week: only one parent has childcare at a time. I do five days morning drop off (7-9am) and two days evening pickup (6-10pm), my husband does three days evening pickup and no drop offs. When you are on kid duty, all responsibilities are yours (feeding, bathing, where did the gloves go, yes I understand you want to cry inconsolably right now for no reason). But all rules are yours too; the other parent has to stay clear out of it and no comments allowed. When you are off kid duty, you can schedule the time as you please, stay late at work or take a tennis class or go drinking with buddies. No questions asked.I mostly work those days or schedule work-related social events on those evenings. This tag-team parenting also means we don't all get together as a family during the week usually. So we decided: no job related work on the weekends. No reading or writing email, no reading grants and papers, no preparing lectures, no conference calls. The weekend is either for getting organized at home or just spending time together. We also carved out a chunk of our budget to get household help 3 times a week, to create more time for us on the weekends to be together as a family. Finally, if you want to break the rules, then you have to trade: for every evening I cover for him, he has to cover an evening that week for me. For every weekend I travel, I have to give him a weekend day off. No free lunch.

The nice thing about the fixed amounts approach is that it made equality easier to approach in a house with two alphas. My husband worked for industry, but his job had the same expectations of working all the time, traveling all the time, and pretending that nothing else exists. This helped us limit how much our careers (or kids) were allowed to encroach on our lives as a whole. But I also adher to this pretty strictly for other reasons. I need rest!

I stop working late Friday night and I don't open my email client until Monday morning. My students have adapted. They know not to put me in unreasonable situations like trying to submit a paper last minute. My kids have adapted too. They like the idea that Tuesday is mommy rules and Wednesday is daddy rules. They know the weekend is theirs. My colleagues I'm not exactly sure about. I'm afraid they don't quite realize how few hours I am willing to give to the job. Oh well, I guess they know now.

People want you to do everything all the time, and they impress you that the world will collapse if you don't. But there are times I wish the world would just bloody collapse! Because the amount of stuff people keeping adding to the "must be done" list is outrageous. It is also stunning how little thought society has given to raising kids with two working parents. People in my work community constantly schedule important work events on evenings and weekends, with no apology or offer of childcare. People in my city government think that affordable public education ages 5-12 until 3pm is sufficient, and the rest doesn't need organized effort or collective funding. Yet somehow we declare victory with Title IX? Ridiculous.

So in spite of all the practical ways I counter these issues, it still makes me very angry and frustrated. Which brings me to the next point.

I try to be the best "whole" person I can.

It was the end of a month where a lot of things had gone haywire: rejected grants, a poorly prepared problem set that should have never seen the light of day, a sick kid whose fever I tried to mask with Tylenol and send to school, and so on. It was all bad, and I was embarrassed and depressed. I was doing poorly on every account, in front of people who quite reasonably expected so much more from me. As I was having this nervous breakdown moment and feeling very isolated, I called one of my old friends just to chat. Unaware of my condition, she told me a story about her uncle who had a smart young daughter, and how he takes off work at 3pm to take her to be part of a special math Olympiad, and how he goes with her on weekends for classes at a community college, and how he is doing everything within his power to provide his daughter access to the best opportunities.

And in that moment it suddenly dawned on me what was taking me down. We (myself included) admire the obsessively dedicated. At work we hail the person for whom science and teaching is above all else, who forgets to eat and drink while working feverously on getting the right answer, who is always there to have dinner and discussion with eager undergrads. At home we admire the parent who sacrificed everything for the sake of a better life for their children, even at great personal expense. The best scientists. The best parents. Anything less is not giving it your best.

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And then I had an even more depressing epiphany. That in such a world I was destined to suck at both.

Needless to say it took a lot of time, and a lot of tears, for me to dig myself out of that hole. And when I finally did, it came in the form of another epiphany. That what I can do, is try to be the best whole person that I can be. And that is *not* a compromise. That *is* me giving it my very best. I'm pretty sure that the best scientists by the above definition are not in the running for most dedicated parent or most supportive spouse, and vice versa. And I'm not interested in either of those one-sided lives. I am obsessively dedicated to being the best whole person I can be. It is possible that my best whole is not good enough for Harvard, or for my marriage; I have to accept that both may choose to find someone else who is a better fit. But even if I don't rank amongst the best junior faculty list, or the best spouses list, I am sure there is a place in the world where I can bring value.

Because frankly, my best whole person is pretty damn good.

I found real friends

I found friends at work who think I'm special just the way I am (and I avoid the others). My work friends are awesome, but not "perfect". They are *not* senior people in my field. These are folks I "gel" with. These are folks who think I have good ideas, regardless of this year's crop of paper acceptances and rejections. These are folks whose ideas I like, making every coffee conversation worth it. In my awesomest-7-year-postdoc, I am here to have an awesome time. So what better way than to spend it with people I truly have fun with!

In our community there is a lot of pressure to network and impress the perfect friends, e.g. senior faculty in your field who will sit on your grant panels, review your papers, and eventually write your tenure letters. These people are supposed to tell you your worth. Yikes! Good thing I wasn't on tenure-track! When I started out, it was hard to simply walk up to such people and say, hey, instantly like me without any proof beyond my graduate thesis. Exposing myself to groups of people I didn't know and had no reason to trust, just so they could shoot me down, didn't seem like an effective way to learn. Plus, I get enough anonymous feedback as it is. Often it isn't clear to me that the expert reviewers in my field have made a sincere effort to understand what it is I am trying to do, if I am saying it poorly. Four years later with some work under my belt, and a clearer idea of who I was, I did make many good friends in my field. But they will never replace my first friends who thought I was special from the start and who believed (on some inexplicable faith) that I would do good things.

My most valuable and constructive professional criticism has come from these friends -- friends who were not in my field, but were in my "court". These friends are the ones who read my proposals and papers for my first four years at Harvard. Even though they weren't from my field, they caught 90% of the bugs in any argument or writing I did. They cared about me personally, so they put in a lot of time and effort to deliver honest critical evaluations of my work and my decisions, in a language I could understand. They helped me deal with the inevitable rejections and insults. These people were instrumental to my success, when I had few accomplishments and little experience to recommend me. These are the people who will still instantly care about whatever I care about at that moment, and give me their valuable time. These are the people who will proofread this article.

I get by with a little help from my friends...

I have fun "now"

In 2012 when I got tenure, people came up to me and said "Congratulations. Now you can do all the things you've always wanted to, take risk, take an easier pace, and have fun". My answer was: "I've always done what I wanted to". And its true. But its not because I have extra courage. Rather, by demoting the prize, the risk becomes less. People will say: you can do xyz after you get tenure. But if I am not here for tenure, then that doesn't apply! I don't have to worry about being so brave. I'm allowed to have fun now.

I have fun doing research I like at my natural balance for risk tolerance (even if it's a 7-year-postdoc, I can't take or handle unbounded risk in research). I take 1-month long vacations in the summer without touching my email (and I've ignored the advice that my away message would make people stop taking me seriously). My lab goes on an annual ski trip (the first trip was four years ago, and my lab's productivity doubled that year). I enjoy working hard, but not at the expense of my principles or my personal judgment of what is actually important. Fun is essential to my research. It is essential to me wanting to have this career.

A faculty member once told me that when people are miserable and pushed to their limits, they do their best work. I told them that they were welcome to poke out their own eyes or shoot a bullet through their own leg. That would definitely cause huge misery and might even improve their research. Ok, yeah, I only thought about saying that.


Many who consider, or even try, the tenure-track faculty life feel like they don't fit the stereotype. For some, the stereotype is so far, that one feels like an alien. The two options I hear most are getting burned out (by trying to live up to the rules) or opting-out (because one can't play the game by the rules). I guess my hope is to add one more option to the list, which is covering your ears and making up your own rules.

I am not saying this approach or this list is a recipe for success. As one of my wise colleagues said, we know very little about what makes people actually succeed. Rather this is the recipe by which I have, and I am, having fun being in academia. And if I'm not having fun, I will quit and do something else. There are lots of ways to live a meaningful life.

(Video) My Last Lecture Award 2016

I realize that my own case is special in many ways. It is a rare privilege to get a tenure-track faculty position at a place like Harvard. And engineering is a discipline with many reasonable career alternatives. And very, very few mothers get to raise kids with a feminist husband. Nevertheless, it seems to me that at all levels of academia, almost regardless of field and university, we are suffering from a similar myth: that this profession demands - even deserves - unmitigated dedication at the expense of self and family. This myth is more than about tenure-track, it is the very myth of being a "real" scholar.

By my confession, I hope to at least make some chinks in the armor of that myth. Maybe even inspire others to find their own unorthodox ways to cope with the academic career track, and to share them. And maybe, just maybe, I can inspire my senior colleagues to have an honest discussion about what expectations and value systems we are setting up for young faculty. I know that I do not want to participate in encouraging a world anchored by that myth. In fact, I have no choice but to openly oppose it. Because I can't live - I can't breathe - in that world.

So. Tenure. What's that? Here's to another 7 years! And then we'll see.

Other Things to Read

Many of the ideas in this article were inspired by discussions I had with friends and things I've read. There have been some really terrific articles on this subject. Here's a few that I find really useful. I often revisit them.

Uri Alon: Work-life Balance in Science: A Theory Lunch Video

(~30 minutes, parts 1-4, especially part 4 "Sunday at the Lab" spoof song)

The Alon lab has put together an excellent set of Materials for Nuturing Scientists.

Anne-Marie Slaughter: Why We Still Can't Have It All, The Atlantic, July 2012

Ivan Sutherland: Technology and Courage, Perspectives, Sun Microsystems Inc, April 1996.

Kate Clancy: On being a Radical Scholar, Scientific American Blog, October, 2011

The views expressed are those of the author(s) and are not necessarily those of Scientific American.


The Awesomest 7-Year Postdoc or: How I Learned to Stop Worrying and Love the Tenure-Track Faculty Life (1)

    Radhika Nagpal is a Professor of Computer Science, in the Harvard School of Engineering and Applied Sciences, and a core faculty member of the Harvard Wyss Institute for Biologically Inspired Engineering. She received her PhD degree from MIT in Computer Science. Her research interests lie at the intersection of computer science, robotics, and biology.

    (Video) Women's Leadership Speaker Series / 여성리더십 강좌 시리즈(Let a Little Sun Shine in Your Heart)


    What is the difference between tenured and tenure-track? ›

    Tenured – Denotes a status of continuing appointment as a member of the faculty at a component institution. Only members of the faculty with academic titles of Professor and Associate Professor may be granted tenure. Tenure track – Applies to faculty whose appointment is probationary.

    What is the life of a tenured track professor? ›

    Tenured professors have relatively high job security and professional freedom. Once tenured, a professor can largely set his own responsibilities and decide to a large extent how to divide his time between teaching, writing, researching, and administration.

    Can tenure professors be fired? ›

    A tenured faculty member may be dismissed or given a contract with substantially reduced status in the event of a bonafide discontinuance of a program or department of instruction.

    What does tenure mean for professors? ›

    What is a tenured professor? A tenured professor is a faculty member at a college or university who has a full-time teaching position and strong job security that protects academic freedom.

    Are tenure-track positions hard to get? ›

    Landing a tenure track faculty position can be very difficult. Being competitive in this market starts with completing a graduate program from a well-known university or under the mentorship of a well-established researcher in the field.

    Is a tenure-track position worth it? ›

    Compared to adjunct teaching, the main benefit of tenure is job security and a higher salary, but there are other advantages to obtaining tenure as well: Academic freedom — Tenure offers professors academic freedom and independence.

    How much does a tenure-track professor earn in USA? ›

    $56,000 is the 25th percentile. Salaries below this are outliers. $79,500 is the 75th percentile. Salaries above this are outliers.

    What is the average age a professor gets tenure? ›

    Very few people become Full Professors before the age of 40; the average age of Full Professors is 55 and the average age when tenure is granted is at 39.

    At what age do most tenured professors retire? ›

    Most colleges prefer higher leadership positions to be filled by someone who has experience leading and guiding college students. Most professors retire at the normal age of 65, but there are few who stay longer than that. It isn't uncommon to have a professor over the age of 65.

    How hard is it to get rid of a tenured professor? ›

    Tenured faculty have lifetime appointments but can be fired for financial and ethical reasons. Some states have taken measures to weaken or eliminate tenure at public colleges.

    What percentage of PhDs get tenure track jobs? ›

    Between 10% and 30% of PhD alumni get a permanent position at academia. Often around 70% of PhD alumni want to work in academia. My estimate is that conditional on wanting to get a permanent position in academia, you should have a baseline chance between 15-30% of landing a permanent job at academia.

    Why do professors want tenure? ›

    The principal purpose of tenure is to safeguard academic freedom, which is necessary for all who teach and conduct research in higher education.

    What is the difference between a professor and a faculty? ›

    "Faculty" is the term for academic staff at an institution of education. In primary and secondary schools, the faculty are teachers, whereas in postsecondary institutions, professors comprise the faculty. Faculty can also include researchers, scholars and lecturers, depending on the school or university.

    What are the benefits of tenured professors? ›

    The primary reason for tenure is to provide professors with academic freedom. Because they have job security, they can research, publish and teach a wide range of topics, including provocative material.

    How much does a tenured professor make at Harvard? ›

    Overall, Harvard boasts the fourth-highest average salary for tenured professors of any university in the dataset at $244,300, surpassed only by Columbia, Stanford, and Princeton. Harvard also ranks high in compensation for its tenure-track faculty.

    What percent of postdocs become professors? ›

    However, prior research has found that only 10% of PhDs [7] and 17% [8] to 21% of postdocs [1] eventually enter into a tenure-track faculty position.

    What is the average tenure job? ›

    Over the past 40 (or nearly 40 years) years, the median tenure of all wage and salary workers ages 25 or older has stayed at approximately five years. This overall trend masks a small but significant decrease in median tenure among men and an offsetting increase in median tenure among women.

    Is getting tenure a big deal? ›

    Academic tenure is a system of strong job protections that virtually guarantees a university professor will never be fired or let go except in the most extreme of circumstances.

    Are tenure-track professors better teachers? ›

    We find consistent evidence that students learn relatively more from contingent faculty in their firstterm courses. This result is driven by the fact that the bottom quarter of tenure track/tenured faculty (as indicted by our measure of teaching effectiveness) has lower “value added” than their contingent counterparts.

    Can you be tenure-track without a Phd? ›

    While some tenure-track positions are open to candidates with a master's degree, most colleges and universities prefer candidates with a doctoral degree in their field of study. Earning a doctoral degree usually takes between three and six years of additional coursework.

    What rank is tenure-track position? ›

    The Tenure Track includes three professorial ranks: assistant professor, associate professor, and professor.
    • Assistant Professor. ...
    • Associate Professor. ...
    • Professor.

    How much does tenure track pay at Harvard? ›

    How much does a Tenure Track Assistant Professor make in Harvard, MA? The average Tenure Track Assistant Professor salary in Harvard, MA is $69,469 as of May 01, 2023, but the salary range typically falls between $55,872 and $94,973.

    Which states pay professors the most? ›

    Best States For a Professor

    Alabama is the best state for jobs for professors, and Hawaii is the worst. The most common pay in Alabama is $162,175, while the median pay in Hawaii is $106,075.

    Who is the youngest tenured professor ever? ›

    About Noam Elkies

    Noam Elkies is a mathematician who became the youngest tenured professor at Harvard University at age 26. Elkies is also known for disproving Euler's Sum of Powers Conjecture, a 200-year-old mathematical theory.

    How old is an associate professor? ›

    Associate Professor Age
    Associate Professor YearsPercentages
    40+ years67%
    30-40 years21%
    20-30 years11%
    Sep 9, 2022

    What percentage of professors are full professors? ›

    Response: In fall 2020, of the 1.5 million faculty at degree-granting postsecondary institutions, 56 percent were full time and 44 percent were part time.

    What is a retired professor called? ›

    Emeritus or emerita is an honorary title for professors who want to stay active in scholarship following retirement.

    Do retired professors keep their title? ›

    Once retired, professors who have been appointed to a permanent position are entitled to use the title of professor, professor emeritus/emerita or emeritus/emerita professor.

    How much do professors retire with? ›

    Retired Professor Salary
    Annual SalaryMonthly Pay
    Top Earners$109,000$9,083
    75th Percentile$86,500$7,208
    25th Percentile$58,000$4,833

    What percentage of professors are left? ›

    Higher Education Research Institute

    Between 1989 and 1998, the survey showed negligible change in the number of professors who described themselves as far left or liberal, approximately 45%. As of 2014, surveying 16,112 professors, the percentage of liberal/far left had increased to 60%.

    Why is it hard to fire someone with tenure? ›

    Academic tenure is basically a contract with no expiration. This means, professors don't have to be reappointed to keep their position. Professors with tenure can only be terminated under extraordinary circumstances defined by a university policy.

    Can you get laid off with tenure? ›

    In college, when budget cuts come, yes, tenured people can lose jobs. Tenure is merely the right of due process. But importantly that process is a transparent one overseen by the faculty, not an individual person, inside or outside the college.

    What percentage of Americans hold a PhD? ›

    The United States is tied with European countries when it comes to being a highly educated population. About 2% of the U.S. population holds a Ph. D. Men are more likely than women to have a Ph.

    What percentage of people finish their PhD? ›

    Recent estimates of doctoral degree completion rates have ranged from a low of about 33 percent in some fields, such as humanities, to a high of 75 percent in others, such as biomedical sciences, according to a literature review by the Council of Graduate Schools, which just completed its own study of graduate school ...

    What percentage of people hold PhD? ›

    There are of course country-specific differences. In Denmark and Germany, for instance, roughly 1% of the total population held a PhD in 2021. In the US and the UK, approximately 2% of the total population held a PhD in 2021.

    Who decides if a professor gets tenure? ›

    The process varies from place to place but in most places the technical determination is made by the department and to some extent the college. Higher levels of approval focus mostly on whether proper procedures have been followed. Having said that, when things go wrong they could go wrong at any level.

    How long does it take to become a full professor? ›

    Associate Professors continue their responsibilities as a professor, with the goal of expanding their research and building their body of work. After approximately 6 years, Associate Professors have the option of applying for promotion to Full Professor.

    What is so great about tenure? ›

    Employees with tenure usually have more expertise in their positions than others. They also develop a broader and deeper knowledge within their fields of expertise. This benefits the students and junior professors since they can learn and develop from being taught by them.

    Do professors prefer Dr or professor? ›

    And although some professors might also be doctors, “Professor” is a higher rank and thus tends to be preferred.

    Are professors upper class? ›

    Most people in the upper-middle class strata are highly educated white collar professionals such as physicians, dentists, lawyers, accountants, engineers, military officers, economists, urban planners, university professors, architects, stockbrokers, psychologists, scientists, actuaries, optometrists, physical ...

    What are the 4 types of professors? ›

    The standard academic ranks are Instructor, Assistant Professor, Associate Professor, and Professor.

    How many hours a week do tenured professors work? ›

    Based on my work schedule, I would estimate 40–60 hours per week. Some weeks less, some weeks more.

    Are full professors always tenured? ›

    After 7 years, in most American colleges and universities, a tenure-track faculty member (usually assistant professor) must be either awarded tenure, or dismissed from the university. Associate Professor: A mid-level, usually tenured, professor.

    What is the difference between tenured professor and associate professor? ›

    Associate professors may have mid-level teaching skills they gained in years as assistant professors, and tenured professors have more experience teaching. Researching: Associate professors may begin their research skills by assisting on projects and developing their own research for a tenure track.

    What is the salary of a Harvard teacher? ›

    Average Harvard University Professor yearly pay in the United States is approximately $174,201, which is 101% above the national average.

    How much does a janitor at Harvard make? ›

    The average Janitor II salary in Harvard, MA is $41,397 as of May 01, 2023, but the range typically falls between $36,659 and $47,506. Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession.

    What is the average salary of an Ivy League professor? ›

    Average salary for full-time instructional staff at Ivy League schools 2020-21. In the academic year of 2020-2021, full-time instructional staff at Harvard University had an average salary of 181,180 U.S. dollars. Princeton University offered the highest average salary in that year, at 187,511 U.S. dollars.

    What is tenured and tenure-track professors? ›

    A tenured professor holds a full-time position with job security at the college level. Tenured professors typically enter the academic job market after earning the highest degree in their field, generally a Ph. D., and hold titles like assistant professor, associate professor, and full professor.

    What does it mean to be on the tenure-track? ›

    a position or office that carries with it the opportunity to eventually obtain tenure or the right to permanent employment.

    What is the difference between tenure-track and non tenure-track? ›

    Tenure track faculty are expected to demonstrate performance in all three areas (teaching, research, and service), with excellence in one area and adequacy in two. Non-tenure track faculty are expected to demonstrate performance in two missions of teaching and service with excellence in one and adequacy in the other.

    What defines being tenured? ›

    : the act, right, manner, or term of holding something (as property, a position, or an office) especially : a status granted after a trial period to a teacher that gives protection from dismissal except for serious cause determined by formal proceedings.

    Is it hard to become a tenured professor? ›

    It's reasonably difficult, which is why faculty are generally given 5 years (or more) to achieve it. Not everyone seeking tenure gets it. The actual criteria and difficulty vary across disciplines and universities.

    Is tenure a big deal? ›

    Academic tenure is a system of strong job protections that virtually guarantees a university professor will never be fired or let go except in the most extreme of circumstances.

    Does tenure mean you have a job for life? ›

    Tenure is essentially lifetime job security at a university. It guarantees distinguished professors academic freedom and freedom of speech by protecting them from being fired no matter how controversial or nontraditional their research, publications or ideas are.

    How many applicants for a tenure track position? ›

    The “typical” number of applicants is 100.

    That's the median. That's a lot! But it's not as many as you sometimes hear (that's cold comfort to job seekers, I know…).

    What rank is tenure track position? ›

    The Tenure Track includes three professorial ranks: assistant professor, associate professor, and professor.
    • Assistant Professor. ...
    • Associate Professor. ...
    • Professor.

    How long is tenure track in USA? ›

    For those that are tenure track, it generally takes about seven years to earn tenure while working as an assistant professor. Tenure is determined by a combination of research, teaching, and service, with each factor weighted according to the values of a particular university, college or department.

    Why is tenure a good thing? ›

    Tenure is a safeguard that protects teachers' civil rights. Tenure ensures good teachers cannot be fired for reasons of race, gender, age, religion, handicapping condition or sexual orientation.

    What is considered good tenured employee? ›

    In general, anyone who has remained in their position for five or more years is long-tenured. Anyone with less than five years' experience is considered to be a short-tenured employee. Companies place value on long-tenured employees because they have been with the organization the longest.

    What is an example of tenured? ›

    During his tenure as head coach, the team won the championship twice. His tenure in office will end with the next election.


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