Is the Clock Still Ticking? An Evaluation of the Consequences of Stopping the Tenure Clock

Bibliographic Data

ID3474094
AuthorsColleen Flaherty Manchester (0000-0002-3443-9471, corresponding author), Lisa M Leslie (0000-0002-0155-8466, University of Minnesota), Amit Kramer (0000-0002-3404-818X, University of Illinois Urbana-Champaign)
Year2013
Volume66
Issue1
Pages3-31
Publication date2013-01-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueIndustrial and Labor Relations Review (JOURNAL)
Journal identifiersISSN: 0019-7939 • E-ISSN: 2162-271X
PublisherSAGE Publications Inc (PUBLISHER)
DOI10.1177/001979391306600101
OpenAlexW2106272514
LanguageEN
Citations received26
References cited43

Using a longitudinal administrative data set from a large research university, the authors empirically evaluate the consequences of using stop the clock (STC) policies for the career success of tenure track faculty. STC policies were introduced approximately 40 years ago, yet surprisingly little has been written about how they affect career outcomes. The prevalence of the ideal worker norm in academia raises the possibility of negative consequences as evaluators may treat STC policy use as a signal that the faculty member lacks sufficient commitment to his or her academic role. Consistent with this possibility, the authors find that faculty members who stop their clock for family reasons incur a salary penalty relative to faculty members who do not stop their clock, which cannot be explained by differences in productivity. Alternatively, faculty members who use the policy are not at a promotion disadvantage as compared with nonusers, and they actually have higher promotion rates

Demographic economics · Disadvantage · Economics · Ideal (ethics) · Pace · Political science · Promotion (chess) · Salary · Set (abstract data type) · Computer Science · Employment and Welfare Studies · Law · Psychology · Retirement, Disability, and Employment · Work-Family Balance Challenges