Leadership for Academic Units: A Performance Improvement Model for Department Chairs, Deans, and Academic Vice Presidents (and those who aspire to be)

Introduction

In Chapter 6, we discussed how to develop a long-term vision in objective, measurable outcomes, as well as how to translate these into yearly target results, starting at the department level and then aggregating these into college and division target results. It is the responsibility of the department chair to lead the faculty and staff in achieving these yearly department targets. From a dean’s perspective, departments that meet or exceed their yearly targets are more meritorious than those that do not. The purpose of merit raises is to recognize such accomplishments. Thus, more meritorious departments should receive a larger proportion of the merit raise pool than the less meritorious departments. This is in stark contrast to the ...