Faculty Advisory
For institutions that want to know where their faculty stand against their peers, which posts to build, how to attract the scholars they want, and how to judge and keep them.
Universities value buildings, endowments, and equipment with care. The scholars who produce their research record are rarely valued at all.
Faculty advisory applies the same evidence as faculty search to the whole faculty: valuation of the portfolio as it stands, plans for what to build, and standards for how faculty are attracted, judged, and kept, with a record of every estimate.
Four Areas of Faculty Advisory
Engagements start wherever the institution's question is. Most begin with a diagnostic and continue into a plan.
Where the institution's research stands, field by field, and how it compares with the peers it competes with.
Faculty Capital Diagnostic
The research record by field, and the researchers who carry the average.
Competitive Faculty Landscape
Share, impact, gaps, and rising stars against chosen peers.
Faculty Flow Analysis
Scholars gained and lost, to and from whom, by field.
Which posts to build, in which fields and at which career stages, over the next three to five years.
Strategic Faculty Plan
A priced, multi-year plan of posts by field and career stage.
Research Portfolio Review
Which fields to build, hold, or consolidate.
Cluster Hiring Blueprint
The design of a cohort for a new centre or initiative.
What the institution offers scholars at each career stage, and how to reach the ones it wants.
Faculty Value Proposition
The offer at each career stage, tested against competing offers.
Faculty Attraction Strategy
Target pools, mobility signals, and an approach plan.
How faculty are judged for hiring, promotion, and review, and what the institution stands to lose.
Faculty Evaluation Framework
Criteria and evidence standards for hiring, promotion, and review.
Retention Risk Review
Whose departure would cost most, and what it would cost.
Rankings Outlook
What hiring and departure plans mean for ranking measures.
Where most engagements begin
Faculty Capital Diagnostic
A field-by-field reading of the institution's research record in ATLAS: citation impact, share of highly cited papers, field mix, and ranking position.
It names the researchers who carry the average once identity is confirmed, and shows where the record is concentrated in a few people. Most institutions commission it first; every later stage is scoped from it.
Standards for judging faculty
Faculty Evaluation Framework
Criteria and evidence standards for hiring, promotion, and periodic review, calibrated against the institution's peers and set at each career stage.
Metrics are used with their limits stated, shorter records are read for their trajectory, and the committee keeps the decision.
The Appointment Performance Ledger
In every engagementEvery projection we make is dated and stored. When the target ranking edition publishes, each is checked against the outcome, so an institution can see whether its appointments did what was expected.
Read the methodRelated Services
Service
Faculty Search
Method
ATLAS Method
Our Approach to Faculty Advisory
An institution can commission the first stage on its own. Each later stage is scoped from the documents before it.
- 1
Record
The institution's record, read in ATLAS
Citation impact, share of highly cited papers, field mix, and ranking position.
Produces: Faculty capital report
- 2
Audit
Who carries the institution's average
Each researcher's contribution to the mean. No one is named until identity is confirmed from the works record.
Produces: Retention watch list
- 3
Plan
Which appointments would do most
Candidate appointments priced across field and career stage.
Produces: Allocation slate
- 4
Ledger
A record that is graded
Every projection is dated, stored and checked when the ranking edition publishes.
Produces: Prediction ledger
What the Institution Receives
Managing faculty as capital requires what any asset requires: valuation, pricing, and a record. Each document below supplies one of the three.
- Faculty capital report. The institution's record, by field, with its ranking position.
- Peer landscape. Share, impact, and gaps against the peers the institution competes with.
- Strategic faculty plan. Posts across field and career stage, each priced.
- Faculty value proposition. The offer at each career stage, against competing offers.
- Evaluation standards. Criteria and evidence for hiring, promotion, and review.
- Retention watch list. Researchers who carry the average, with the cost of each departure.
- Rankings outlook. Scenarios for ranking measures.
- Board briefing. The findings set out for the president, provost, and board.
How Institutions Use the Evidence
One impact scale. Every institution and researcher read on the same ATLAS scale, so figures can be compared and added up.
Departures estimated. The cost of a departure, stated before it happens.
A graded record. Every estimate is dated and graded against the published edition.
Example Engagements
Faculty capital report and retention watch list, public university, Europe
Example scope: a faculty capital report and a retention watch list.
Strategic faculty plan for three faculties, national university, Sub-Saharan Africa
Example scope: a plan of posts for three faculties.
Competitive faculty landscape against eight peers, research university, the Americas
Example scope: a peer landscape against eight institutions, and a cluster hiring blueprint.
Speak with us about a faculty review or a plan of posts.
Contact the teamInsights on Faculty Advisory
Cohort Hiring as One Portfolio
Gulf universities already hire in clusters: about half of arrivals publish with another recent arrival, and about half share a subfield with one. When each post is filled on its own, a cohort can duplicate strengths and leave gaps; planning the posts together avoids both.
How to Read a Provost Candidate's Record
Provost and dean searches rest on reputation, references and interview. The research record of the units a candidate has led is public and rarely read. Set against peer units over the same years, it gives a committee evidence an interview cannot.
What a Faculty Departure Costs
Universities price appointments but seldom price departures. Across 29 Gulf universities, a fifth of researchers appear on about four in five of the most cited papers. In some fields, one departure puts about a third of that record at risk.
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