Indian Institute of Science, Uncategorized

Faculty Recruitment in Institutions with Emphasis on Teaching and Research!

I have been planning to write on this topic for sometime and finally the Editorial published in Current Science dated 10 July 2018 triggered me (1). I wanted to write this as there had been a huge response to another editorial I wrote three months ago on conflict of interest in Indian Science (2). I had written some other editorials and several comments in Current Science (3) and these have attracted comments from a few with similar views, mostly from the Academia. However, the Editorial on Conflict of Interest elicited applaud from many and anger from some, in the academia. Many appreciated this for speaking the truth. What surprised me was that this Editorial was also covered by some news media, (4). Dinesh Sharma titled the news as ‘How conflict of interest is murdering Indian Science’.  I was worried about the news  coverage of academic matters, given that news has to be sensational. Indian Science is alive. Of course, it is not performing to its potential, which is perhaps true for many things in India. Conflict of interest is certainly a factor that is affecting it.

Another unusual comment I had for my editorial follows: “pl do not become a knight in shining armour. The matters are nuanced. You have a large following. They should not go tilting at all the wind mills”. Though, I had disagreed with this comment at that time, I do share some worries. In fact, Saibal Gupta has articulated my worries well in his editorial. (1) His editorial is about ranking Institutions and how all the various numerical indices may not be able to identify great faculty candidates. He goes on to say: “What might the solution be? This is a difficult one, as it involves the ability, confidence and wisdom of our faculty selectors to be able to look beyond ‘numbers’. For reasons not entirely academic, and we must admit, our own transgressions over time, academic decisions that do not conform to the ‘number’ game have become legally open to challenge, and can easily become fodder for a news-hungry media that is ‘looking’ for evidence of academic corruption. We need to convince ourselves that there is space for admitting people who we recognize as good in the fundamentals, and who we believe would be able to think ‘differently’.”

There has been some ‘transgressions’ as Gupta points out and there have been clear cases of conflict of interest as I pointed out. However, one should not forget the fact that many institutions, in particular, IITs and IISc, have sustained quality for many decades. This would not have been possible if the whole system was corrupt. I do believe that there is always room for improvement and perfection would remain a goal, that is never attained. On the other hand, I have also seen that the perception of corruption in India, in every field, may be far higher than the real corruption.  Anyone who is not selected may conclude, there is corruption everywhere. Obviously that number would be large. We do have honest people in every system and India has been surviving and growing thanks to the tireless work of many such people.

I wanted to share with everyone interested some information about how a faculty member is selected. I have been directly involved in this for about a decade now. A committee looks at all the applications and decide whether or not to consider the applicant further. There are many reasons why an application may not be considered further. Our Department does not like to inbreed i.e. none of our Ph. D. students are generally considered for faculty positions in our Department. There are other Departments in IISc and also other Institutions, that may not share our view. Another reason a candidate may not be considered is because the Department may not be looking at some research areas at that point in time. If for example, one theoretical chemist was hired recently, and the Department is not keen on hiring another theoretical chemist, applicants record would not matter. The number of publications, impact factor, number of citations and h-index, none of them may count.  If the research area of the candidate is considered to have significant overlap with that of an existing faculty  member, not just the recently hired ones, that applicant is unlikely to be hired as well.

At any point in time, we may like to hire faculty members in some areas. We do look at the candidate’s record in terms of past publications and future research plan. We do not necessarily go by the number of publications, impact factors of the Journals in which they are published and citations. Particularly, in my field, for example, the Journal of Chemical Physics, has a good reputation though it may have a lower impact factor than the Journal of American Chemical Society or Angewandte Chemie. One doesn’t have to be a rocket scientist to figure out that only a small number of papers dealing with physical chemistry/chemical physics are published in these ‘general chemistry’ Journals. Even among the few papers appearing in these Journals (and also the ‘general science Journals like Science and Nature), most have dramatic conclusions about topics that have huge appeal to chemists/scientists. I can cite two examples that I am aware of. In 2013, Science published a paper on ‘visualizing hydrogen bonds’ and the authors were from Physics and Chemistry Departments (5). It was covered in all magazines and I wrote a ‘Research News’ in Current Science as well (6). Later on a more detailed study questioning this interpretation was published in Physical Review Journals. I can only guess Science refused to publish them. (7) That is only for the experts.

Somewhat coincidentally, in 2013 Science had published a paper on the first observation of the ‘Criegee intermediate’ which is very important in atmospheric chemistry (8). Science was not interested in publishing a more thorough work, which provided more accurate and thorough data and that was published in the Journal of Chemical Physics (9). This work was done by Y. P. Lee and coworkers from Taiwan. I was listening to him during the Asian Spectroscopy Conference in Taiwan in 2017. In his talk, he mentioned the following: “We have published several papers on this important intermediate and the significance of these papers is inversely related to the impact factor of the Journal in which these are published” Scientists know the difference and it is what we call a ‘peer evaluation’. This appears as ‘perception’ in World ranking . Peer evaluation, appearing as perception in these ranking should not be confused with what a commoner might think about perception. In judging Science, peer evaluation is not perfect, but there is nothing better.  I just heard from someone that UGC was planning to remove this ‘perception’ in national ranking, and I think it is a bad idea. Most from India may have heard about Vashishta, an ancient saint. To be certified as a ‘great saint’ by Vashishta was considered the greatest of honor a saint could get. In Tamil “வஷிஸ்டர் வாயாலே பிரம்மரிஷி’. Peer evaluation is just that.

Candidates who work on the same areas from Ph. D. to postdoc and have plans to continue in the same area are unlikely to be considered irrespective of the impact factors and citations. When we look at the postdoctoral work, we try to judge if there is any original contribution from the candidate. Candidates have to show and prove that they can think independently. That they can identify an important unsolved problem and know how to tackle it. Once a candidate is shortlisted, (s)he is invited to give a talk based on past work and also a talk on future research plan. All faculty members attend these talks and ask questions. Reference letters from referees suggested by the candidate and also some experts working in related area are sought. These letters play a crucial role. Often, faculty members who have supervised and/or worked with a candidate are the best judges and most provide an honest evaluation of the strengths and weaknesses of a candidate. When I returned to India, I have had requests from students with whom I had no interaction, asking for a reference letter. I have always refused. These letters are not to be confused with ‘recommendation’ as commonly known in appointments in India. I cannot recommend a son’s friend or a friend’s son for any job. I can recommend my students and anyone else with whom I have worked based on my observations.

Candidate gets to meet with all faculty members and discuss for about 30 minutes with each, in addition to giving a one hour seminar and 30 minute research plan presentation. There has to be a nearly unanimous view among the faculty members about whether a candidate can be hired. There is very little room for corruption or influence in this affair, if all the faculty members express their opinion. Over the last decade or so, when I have been closely involved in this process, no one has ever tried to influence the selection of Assistant Professors. Is there a possibility that the collective judgement of the faculty members can go wrong? That probability is certainly not zero. However, to repeat myself, no one has tried to influence the selection of candidates for faculty positions in my experience.

References (all the weblinks were accessed on 13 July 2018):

    1. Saibal Gupta “Balancing teaching, research and institutional rankings” Current Science, Volume 115, pages 7-8 (2018).
    2. E. Arunan “Is Indian Science Ready to Tackle Conflict of Interest Rationally?” Current Science, Volume 114, pages 1385-1386 (2018)
    5. Zhang, J., Chen, P., Yuan, B., Ji, W., Cheng, Z. and Qiu, X., Science, vol 342, issue 6158, pp 611-614, (2013). DOI:10.1126/science.1242603.
    6. E. Arunan “Hydrogen bond seen, halogen bond defined and carbon bond proposed: Intermolecular bonding, a field that is maturing” Current Science, vol 105, pp 892-894 (2013).
    8.  Su, Yu-Te; Huang, Yu-Hsuan; Witek, Henryk A.; et al. SCIENCE   Volume: 340   Issue: 6129   Pages: 174-176(2013).
    9. Ting, Wei-Lun; Chang, Chun-Hung; Lee, Yu-Fang; et al. JOURNAL OF CHEMICAL PHYSICS   Volume: 141   Issue: 10     Article Number: 104308 (201)

2 thoughts on “Faculty Recruitment in Institutions with Emphasis on Teaching and Research!

  1. A very cogent article Sir! I have a strong opinion that the sheer ‘number’ of articles an individual publishes during his research is in no way a yardstick of his cognitive abilities and you have brought that fact out very explicitly, if I understand the text correctly.
    In my humble opinion, an applicant’s pedagogic (teaching) abilities is a foremost skill that he should possess to become a faculty member, in addition to his research of course. My question is how does a panel judge if the applicant actually possesses this skill? Does a presentation by him serve the purpose in all cases (or at least almost all)?

    • The candidate gives two different talks and all faculty discuss with the candidate for 30 minutes each and these are opportunities to judge the potential as a teacher. In addition, all referees are asked to comment about this aspect and candidate is asked to give a statement about teaching interests. In general, with some efforts most holding a Ph. D. can become a good teacher. Some time ago, Prof. Richand N. Zare wrote an editorial about how faculty members are evaluated for tenure/promotion. It is worth reading.

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