Author: NCFDD
In higher education, student success is a top priority. Institutions dedicate significant resources to advising, academic support, and student engagement initiatives. But one essential factor often doesn’t get the attention it deserves: faculty.
Faculty success isn’t separate from institutional success. It’s the driving force behind it. When faculty are supported—through development opportunities, mentoring, and structures that promote clarity and balance—research productivity rises, students perform better, and institutions thrive.
Faculty Success Is More Than Just Promotion
Conversations about faculty success often focus solely on tenure. Yet, thriving faculty contribute more than just meeting benchmarks—they produce meaningful research, engage students, contribute to leadership, and help shape the culture of their departments.
This is best achieved when faculty are:
- Provided clarity about their goals and priorities
- Supported in their writing, teaching, and mentoring
- Embedded in a community of peers
- Equipped to navigate competing demands across career stages
Faculty development programs that target these areas benefit not only individuals but also the broader institution.
The Institutional Payoff from Faculty Development
When faculty are supported in strategic, sustainable ways, the ripple effects are significant:
Student success improves.
Research consistently shows that engaged, well-supported faculty are more effective in the classroom, more responsive to students, and more available for mentoring. A study by the Association of College and University Educators (ACUE) found that faculty development programs can improve student learning outcomes by up to 10%. Institutions that implemented ACUE’s training also saw a 4% increase in first-year student retention and a 3% reduction in D, F, and withdrawal rates—reinforcing the link between faculty support and student success.
Research productivity increases.
Faculty who receive structured support around time management and writing accountability are more likely to publish consistently and secure external funding. At Florida State University, targeted faculty development efforts led to a 150% increase in grant dollars awarded and an 80% increase in annual grant expenditures in just one year.
Retention rates rise.
A study published in Frontiers in Education examined factors influencing faculty attrition across 27 ABET-accredited institutions. It found that when institutions provided robust support—through professional development, mentoring, and clear advancement pathways—faculty were far more likely to stay. In fact, just 0.54% of faculty left their positions over the study period, pointing to the powerful role institutional support plays in retention.
Leadership pipelines strengthen.
Faculty who are mentored and developed throughout their careers are better prepared for administrative and leadership roles. A study from Massachusetts General Hospital found that faculty with high-quality mentorship were significantly less likely to be stalled in rank and reported nearly four times greater job satisfaction compared to those with low-quality or no mentorship. Additionally, these faculty members were more likely to mentor others, fostering a culture of leadership development within the institution.
Making Faculty Development a Strategic Priority
If your institution aims to increase research output, improve student outcomes, or boost retention, faculty development should be a core part of the strategy.
Here’s where to start:
- Assess your current support structures. Are they equitable? Do they serve all career stages?
- Address known gaps. Mid-career mentoring, time management support, and leadership preparation are often overlooked.
- Invest in scalable solutions. External partners with established faculty development solutions and programming like NCFDD can help expand support across departments and disciplines without overloading internal teams.
- Align faculty development goals with institutional goals. Make it part of the broader academic strategy—not a side initiative.
The Bottom Line: Faculty Success Is Institutional Success
Every major goal an institution sets—higher retention, stronger research output, improved student outcomes—depends on the sustained success of its faculty. When faculty are supported with the tools, structure, and community they need to succeed, the results are visible across every level of campus life.
This isn’t just about checking a box for professional development. It’s about creating the conditions that allow great work to happen—and ensuring your institution is positioned to attract, retain, and elevate the talent it depends on.
Citations
Association of College and University Educators (ACUE). New Meta-Analysis Demonstrates “The ACUE Effect”: Quality Teaching Drives Significant and Positive Student Outcomes. 24 Oct. 2022, https://www.businesswire.com/news/home/20221024005981/en
Khan, Fazal Qudus, et al. “A Study of Faculty Retention Factors in Educational Institutes in Context With ABET.” Frontiers in Education, vol. 6, 2021, Article 678018. https://doi.org/10.3389/feduc.2021.678018.
Walensky, R.P., Kim, Y., Chang, Y. et al. The impact of active mentorship: results from a survey of faculty in the Department of Medicine at Massachusetts General Hospital. BMC Med Educ 18, 108 (2018). https://doi.org/10.1186/s12909-018-1191-5
Yaun, Katherine M., et al. “Successful Strategies for Increasing Faculty Grant Activity.” Research Management Review, vol. 24, no. 1, 2020, pp. 1–15. ERIC, https://files.eric.ed.gov/fulltext/EJ1294056.pdf