Faculty Development

The provost’s office strives to enable faculty to thrive at every career stage through faculty development offerings that provide mentoring and support, foster equity and inclusion, and build community.

Read the current faculty development newsletter.

Faculty Development Series

Spring 2025

Jan16

Time (Hacking) for Faculty Wellness

Thursday, January 16, 2025 | 11:30 a.m.-1:30 p.m.

Learn key factors within your control that shape your experience of time.

Jan21

Toward Equity: Re-Thinking Mentoring

Tuesday, January 21, 2025 | 1-3 p.m.

Proposes an alternative framework for mentoring that focuses on needs assessment.

Faculty Mentoring

The Office of the Provost and Dean of the Faculty supports the mentoring of junior faculty members in myriad ways.

Each year, the associate dean of the faculty and dean for academic development welcomes all new members of the faculty to a new faculty orientation. The primary purpose of the orientation is to provide advice, information, and inspiration while welcoming faculty to the Smith community. Items reviewed include essential college policies and additional resources to complement on-boarding materials included with the hiring letter. The new faculty orientation is an opportunity for new faculty to re-connect with junior and senior members of their department, ask key questions from affiliates across campus, and serves as a medium to engage fellow colleagues as they each embark on a new journey at Smith.

The associate dean of the faculty and dean for academic development oversees the Faculty Board of Counselors. The board includes senior faculty members who provide individual and collective extra departmental mentoring to tenure-track faculty members in their first and second years. The counselors are also willing to meet with any recently appointed faculty members who seek advice. Additionally, the board advises senior faculty members and administrators on their work with newer colleagues.

Departmental mentoring introduces tenure-track faculty and lecturers and laboratory instructors in renewable positions to the culture of the department, college, Five College community, and profession. Departmental mentors support their mentees through regular meetings regarding strategies for prioritizing and performing scholarship, teaching, and service. Mentors address questions and concerns, and assist mentees in building connections and accessing resources. The most recent versions of departmental and program mentoring plans submitted to the Office of the Provost/Dean of the Faculty, as well as mentoring meeting discussion topics, are available in the Departmental and Program Mentoring folder.

A team of four Non-Tenure Track Mentors are available to support all non-tenure-track faculty in navigating and being successful during their time at Smith. The mentors meet regularly with the associate dean of the faculty and dean for academic development to discuss their mentoring meetings and to address questions and issues that arise.

Faculty Workload Equity

The Faculty Workload Equity initiative is a priority of the provost's office. The purpose of this initiative is to implement evidence-based strategies to increase transparency, clarity, and accountability, with the goal of making the distribution of work within departments and programs more equitable while recognizing identity taxation and acknowledging differences in context. To advance this initiative, we provide access to workload equity resources for chairs, we host Faculty Workload Equity Community of Support meetings for chairs each semester, and we offer an annual session as part of our faculty development series.