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Finding Your Place at the UW Starts Here: Why New Faculty Should Attend Faculty Welcome Week

The first weeks of a faculty appointment can feel both exhilarating and overwhelming. New colleagues arrive with ambitious research agendas, innovative teaching ideas, and a desire to contribute to their departments and disciplines. Yet even the most accomplished scholars can find themselves navigating a complex institutional landscape: unfamiliar systems, new expectations, and a vast network of resources spread across one of the nation’s leading public research universities.

That is precisely why the University of Washington’s Faculty Welcome Week, scheduled for September 8–11, 2026, has become an essential part of the new-faculty experience.

Designed for faculty across all ranks, tracks, and disciplines, Faculty Welcome Week offers a structured introduction to the people, programs, and support systems that help faculty thrive. As part of Faculty Welcome Week, New Faculty Onboarding, hosted by the Office for Academic Personnel and Faculty on September 10–11, a program that goes beyond orientation to help new colleagues begin building the connections and knowledge they need for long-term success.

More Than an Orientation

Faculty often arrive at the UW with a deep understanding of their scholarly field but a limited understanding of the resources available to support their work. New Faculty Onboarding provides a roadmap.

Through sessions led by partners from across the university—including the Office of Research, CoMotion, the Office of Global Affairs, UW Libraries, UW Human Resources, the Graduate School, and Undergraduate Academic Affairs—participants gain practical insight into the many opportunities available to support research, teaching, mentorship, collaboration, and professional development.

The goal is not simply to share information. It is to help faculty understand how a large, decentralized institution can become a partner in their success.

What Previous Participants Valued Most

Feedback from recent participants suggests that the most meaningful onboarding experiences combine useful information with opportunities to build relationships. Survey respondents from the 2025 New Faculty Onboarding consistently reported feeling better informed about the UW resources and support systems. Faculty especially valued sessions that connected them with colleagues and helped them begin developing professional networks across disciplines and campuses.

Among the highest-rated components were networking opportunities, mentoring conversations, and portfolio-based panel discussions during the in-person session on day two of the event, that provided insight into faculty life at the UW. New faculty also highlighted the importance of hearing directly from experienced colleagues about navigating research, service, mentorship, and career development.

These findings reflect what many institutions are coming to recognize: successful onboarding is not only about transmitting information. It is about fostering a sense of belonging.

Building Connections Early Matters

One of the clearest messages from participant feedback was a desire for more opportunities to connect with peers. Faculty requested additional time for informal conversations, networking, and relationship-building throughout the program.

That emphasis on connection is intentional.

Whether a faculty member is launching a research program, establishing a teaching practice, seeking collaborators, or simply learning how things work at the UW, professional relationships often become the foundation for success. Faculty Welcome Week creates opportunities to meet colleagues from different schools, colleges, campuses, and disciplines—connections that can spark collaborations, mentorship relationships, and lasting professional networks.

For faculty who may be relocating to Seattle, joining a new department, or entering a different type of institution than they have previously experienced, those connections can be especially valuable.

A Gateway to Ongoing Support

Faculty Welcome Week is also designed as the beginning of a broader journey rather than a standalone event.

New faculty will be introduced to resources that can support them throughout their first year and beyond—from research development and innovation support to global engagement opportunities, library services, graduate education resources, and human resources programs. The onboarding experience connects faculty to a larger ecosystem of support that continues long after Welcome Week concludes.

In many ways, New Faculty Onboarding serves as a gateway: a chance to discover not only what resources exist, but also whom to contact when opportunities and challenges arise in the months ahead.

Register and Join the UW Community

For faculty beginning their UW appointments this year, Faculty Welcome Week offers an opportunity to invest a few days in building a foundation that can benefit their entire academic career at the University of Washington.

New Faculty Onboarding, taking place September 10–11, 2026, is relevant to all faculty members regardless of rank, track, or discipline. Participants will leave with a stronger understanding of university resources, a broader professional network, and a clearer sense of how to navigate and contribute to the UW community.

Register for New Faculty Onboarding

Also Recommended: Teaching@UW New Faculty Program

Faculty with teaching responsibilities are strongly encouraged to participate in the Teaching@UW New Faculty Program, hosted by the Center for Teaching and Learning in the Office of Academic Strategy & Affairs on September 8–9, 2026.

Teaching@UW complements New Faculty Onboarding by introducing evidence-based teaching practices, student-engagement strategies, and instructional resources designed specifically for UW educators. Together, Teaching@UW and New Faculty Onboarding provide a comprehensive introduction to academic life at the University of Washington—helping new faculty succeed in the classroom, in their scholarship, and as members of the UW community.

May 2026 eDigest

Welcome to the eDigest for University of Washington administrators who support academic personnel. The May issue provides important June deadlines and required actions for faculty and academic personnel processes, including promotion and tenure notifications, academic review completion, sabbatical processing, recruitment closures, and Board of Regents appointments. It also highlights key updates such as the expansion of Faculty Paid Parental Leave beginning July 1, 2026, summer hiatus processing requirements, reappointment data uploads in Workday, and eligibility for federal funding-related tenure clock waivers. Additional updates include upcoming changes to ISO visa processing fees, reminders for visa request worktag accuracy, and a pilot initiative to simplify the Summer Faculty FTE Change process for 2026.

Due Dates

As we approach the end of the academic year, please review the following important June deadlines and required actions for faculty and academic personnel processes. Timely completion and communication are essential.

June 1:

  • Non-mandatory Faculty Promotion/Tenure Notifications
    Non-mandatory P&T candidates who were successfully reviewed for promotion will be notified by May 31 by the Office for Academic Personnel & Faculty.
  • Clinical and Affiliate Faculty Notifications
    Units should notify Clinical and Affiliate Faculty of reappointment and title change decisions.

June 8:

  • Librarian Promotion Notifications
    Librarians who were successfully reviewed for promotion will be notified by the Office for Academic Personnel & Faculty by June 8.

June 15:

  • Return from Spring Quarter Sabbatical
    Process “Return Worker from Leave” in Workday to bring faculty back from Spring Quarter sabbatical.

June 16:

  • Complete Academic Reviews for 9-month Faculty
    All reviews must be completed, processed in Workday, and candidates notified of outcomes.
  • Summer Quarter Sabbatical Begins
    Ensure approved sabbatical leave is entered and processed in Workday.

June 17:

  • Board of Regents Appointments (July Meeting)
    Submit and process appointments requiring Board of Regents approval in Workday.
    Note: Appointments must be approved prior to the start date.

June 22:

  • Close Recruitments (Jan–June 2025 Openings)
    Disposition applicants and fully close recruitments opened between January 1 and June 30, 2025.

June 30:

  • Complete Academic Reviews for 12-month Faculty
    Reviews must be completed, processed in Workday and outcomes communicated.
  • Complete Reviews for Senior Assistant Librarians
    Ensure all reviews are finalized, entered in Workday and candidates notified.

Expanded Faculty Paid Parental Leave: Key Information for Administrators

The University of Washington is strengthening support for faculty work-life balance through an enhanced Paid Parental Leave policy, developed in collaboration with the Faculty Senate. Administrators play an important role in helping faculty navigate and apply this policy within their units.

Effective July 1, 2026, eligible faculty may use up to 90 days of paid sick leave as Paid Parental Leave to bond with a new child. The policy applies to both birth and non-birth parents and includes:

  • Newborns (including via surrogacy)
  • Newly adopted children under age 18
  • Children under 18 newly placed under legal guardianship

Key considerations for administrators:

  • Faculty expecting a child later in 2026 may begin using Paid Parental Leave on or after July 1.
  • Faculty with qualifying events between January 1 and June 30, 2026 may also be eligible, including possible retroactive conversion of recent unpaid leave (if equivalent sick leave has not already been used).
  • As with standard sick leave, funding continues to follow the faculty member’s salary source.

Administrators are encouraged to:

This policy represents an important step forward in supporting faculty and their families. Additional details and resources are available on the Faculty Paid Parental Leave webpage.

Place Eligible Academic Personnel on Summer Hiatus for Summer 2026

The Workday Application Management team will place employees included on unit-submitted reports on Summer Hiatus in Workday via mass upload (EIB). Unit files must be submitted through the online submission portal (UW NetID required) by May 29.

Units are responsible for manually entering Partial Hiatus cases and placing any eligible employees not included in EIB reports on Summer Hiatus in Workday. Instructions are available on the Summer Hiatus (Full Summer Quarter) page.

To ensure faculty on Summer Hiatus who are eligible for summer quarter PEBB coverage have benefit premiums properly deducted from their June 25 paychecks, all transactions must be completed and approved in Workday no later than June 4 at 12:00 p.m.
For questions about benefits maintenance during hiatus, please contact the UW Benefits Office.

Reappointment Mass Uploads Progressing in Workday

The Office for Academic Personnel & Faculty (APF), in partnership with HRIS and Workday Application Management, will complete the 2026–2027 Spring reappointment decision loads by May 29. These updates include changes to academic appointments, positions and compensation plans for annually appointed faculty, including clinical and affiliate faculty with rank-level or track changes.

Updated files for each upload will be placed in APF/SCC SharePoint folders by School, College, and Campus by June 5 or earlier. These files will include documentation of successful records, exclusions and fallouts.

Units are encouraged to review these files and complete any required manual entries, including non-reappointment decisions, as needed. Additional guidance will be provided where applicable.

Units should also continue monitoring Workday reports R0555, R0555.1, and R0555.2 to ensure all records are accurate and complete.

For questions, please contact  acadpers@uw.edu.

Federal Funding Promotion & Tenure Clock Waiver for AY 2026–27

Faculty scheduled for mandatory promotion and tenure review between AY 2026–27 and AY 2030–31 may be eligible for a one-year clock waiver related to federal funding impacts.

Eligibility applies to faculty who:

  • Have no more than three previously approved clock waivers, or
  • Have already submitted for the AY 2025–26 federal funding waiver

Submission of 2026–27 clock waiver extension requests for eligible faculty is due June 30, 2026.

Additional details are available on the 2026–27 Promotion and Tenure Clock Waiver webpage.

Upcoming Changes to ISO Fees

We recognize that units across the University continue to navigate tight budgets and complex planning needs. With that in mind, we want to provide advance notice of upcoming changes to the International Scholars Operations (ISO) visa processing fees. These changes will take effect on July 1, 2026, and are based on updated cost analysis designed to better align fees with the work required for each visa type while improving equity across units.

Visa requests that are conditionally approved on or after July 1, 2026 will be charged at the new rates. Updated fees will appear on invoices issued on or after July 2. These new fees will apply through June 30, 2027; units should expect that fees will change again effective on or after July 1, 2027.

For more information on visa processing fees and U.S. government visa fees, see the Visa Fees page; this page will be updated on July 1 to reflect these changes. For an FAQ on these changes, see our blog post. Please contact ISO with questions you have regarding this announcement.

ISO Visa Request Form Worktag Reminder

ISO recommends these best practices when entering worktag information on visa request forms:

  • Double check that worktags are active and accurate prior to submitting
  • Enter all applicable worktags (do not rely on driver worktags)
  • Promptly follow up with ISO if Worktag information changes

Following these simple steps can help to avoid ISO invoice processing delays and complications. For more information regarding ISO fees and for best practices on reconciling USCIS fees, please see our Visa Fees page.

Update: Simplified Summer Faculty FTE Change Process for 2026

Based on feedback from academic units, UW Human Resources and Academic Personnel & Faculty are piloting a streamlined Summer Faculty FTE Change process for Summer 2026.

For this summer only, units are no longer required to upload offer/assignment letters or faculty acknowledgements when submitting Summer Faculty FTE Change transactions in Workday.

What remains unchanged:

  • Units must continue communicating summer work expectations, agreements, and compensation with faculty
  • Units remain responsible for maintaining appropriate records in alignment with policy and local practices

This pilot is part of an ongoing effort to reduce administrative burden while maintaining compliance and sound business practices. UW Human Resources and APF will monitor the impact and gather feedback throughout the summer to inform future improvements.

Thank you for your continued partnership and input in refining the UW processes.

Why the Best Work Starts with Investing in People:

The UW’s 2026–2027 Big Ten Academic Alliance Leadership Institute Fellows

Twelve UW faculty and academic leaders will join the Big Ten Academic Alliance’s flagship leadership programs, growing as individuals so they can better serve their students, their colleagues, and their communities.

Behind every thriving university are people: faculty who mentor students through uncertainty, department chairs who create conditions for discovery, and deans who make decisions that shape the lives of thousands. When those people grow as leaders, everyone around them benefits. That belief is at the heart of the University of Washington’s investment in the 2026–2027 Big Ten Academic Alliance (BTAA) Leadership Institute, which will bring together twelve UW faculty and administrators across three distinct programs.

The UW’s membership in the Big Ten Conference has opened many doors, but perhaps none more valuable than access to the Big Ten Academic Alliance, the nation’s oldest and most productive academic consortium. Through the BTAA, the UW joins peer institutions in sharing resources, deepening research collaborations, and, critically, investing in the human infrastructure that makes a university truly great. The BTAA Leadership Institute is one of the clearest expressions of that investment: a set of programs designed not just to develop administrators, but to develop people who lead with clarity, purpose, and a genuine commitment to those they serve.

The participants selected for this year’s cohort come from across the UW’s three campuses and represent the full spectrum of academic leadership, from faculty stepping into university-wide governance roles, to newly appointed department chairs learning to support their colleagues, to deans setting the direction for entire colleges. What they share is a commitment to doing that work well, and a recognition that good leadership, the kind that genuinely moves students and communities forward, is something that must be actively cultivated.

About the Programs

The Leadership Institute is comprised of three targeted programs:

Academic Leadership Program (ALP): An intensive year-long program that develops leadership and managerial skills and provides faculty, including those in administrative roles, with a broader understanding of university-level academic administration and its complexities.

Department Executive Officer Program (DEO): A hybrid program designed for recently appointed department heads and chairs, focusing on key skills such as conflict resolution, communication, faculty development, performance reviews, and collaborative problem-solving.

Deans Leadership Program (DLP): A six-month intensive program designed for newly appointed deans, addressing the critical challenges and decisions that arise in the early stages of a dean’s tenure.

Academic Leadership Program Fellows

Five faculty members have been selected to represent the UW in the year-long Academic Leadership Program. Their scholarship spans disciplines from art history to electrical engineering, and their leadership roles reflect the breadth of the university’s academic community:

Dr. Adair Rounthwaite

Professor and Chair, Division of Art History | College of Arts & Sciences

A specialist in contemporary art with a focus on participatory art, performance, digital humanities, and the relationship between art and urban space, Dr. Rounthwaite brings a richly interdisciplinary perspective to her leadership role as Chair of the Division of Art History in the School of Art + Art History + Design. Her participation in the ALP will support her continued growth as a faculty leader and contributor to the university’s academic community.

Dr. Rania Hussein

Teaching Professor and Chair-Elect, UW Faculty Senate | Department of Electrical & Computer Engineering, College of Engineering

As a Teaching Professor in the Department of Electrical & Computer Engineering and the incoming Chair of the UW Faculty Senate, Dr. Hussein occupies a pivotal role in shaping shared governance at the university. Her commitment to faculty engagement and institutional leadership makes her an ideal participant in the ALP, which will equip her with the strategic skills and peer networks essential to her upcoming role.

Dr. Wadiya Udell

Professor of Psychology and Associate Vice Chancellor for Faculty Success | UW Bothell

Dr. Udell has been a member of the UW Bothell faculty since 2006 and stepped into her executive leadership role as Associate Vice Chancellor for Faculty Success in June 2024. In this capacity, she leads the Office of Faculty Success, working to support and advance faculty across the campus. The ALP will further develop her capacity to champion faculty well-being and institutional excellence at UW Bothell.

Dr. Joyce Dinglasan-Panlilio

Associate Professor of Chemistry and Associate Dean of Programs, Operations, and Student Engagement | School of Interdisciplinary Arts and Sciences, UW Tacoma

Dr. Dinglasan-Panlilio brings expertise in chemistry and a strong record of administrative leadership to her dual role at UW Tacoma. As Associate Dean within the School of Interdisciplinary Arts and Sciences, she oversees programs, operations, and student engagement in work that sits at the intersection of academic quality and student success. Her participation in the ALP will strengthen her leadership toolkit as she continues to advance the mission of UW Tacoma.

Dr. Joseph T. Tennis

Professor and Chair, iSchool Elected Faculty Council | Information School

A scholar of classification theory, knowledge organization, and the ethics of information structuring, Professor Tennis brings both intellectual rigor and a commitment to shared governance to his role as Chair of the Information School’s Elected Faculty Council. His engagement with the ALP will deepen his capacity for institutional leadership and cross-institutional collaboration within the Alliance.

Department Executive Officer Program Participants

Five recently appointed department chairs have been selected to participate in the Department Executive Officer Program. This cohort brings together leaders from across the health sciences, education, and the natural sciences:

Dr. Alvin Wee

Professor and Chair, Department of Restorative Dentistry | School of Dentistry

Dr. Wee is a tenured Professor, Department Chair, and holder of the Washington Dental Service Endowed Chair in Dentistry at the UW School of Dentistry. The DEO Program will support him in honing the leadership and management skills central to his role as a newly appointed department chair.

Dr. June Spector

Professor and Chair, Department of Environmental & Occupational Health Sciences | School of Public Health

Dr. Spector leads the Department of Environmental & Occupational Health Sciences at the UW School of Public Health, overseeing a department at the forefront of research on workplace safety, environmental exposures, and health equity. The DEO Program will support her continued development as a department leader.

Dr. Maitreya Dunham

Professor and Chair, Department of Genome Sciences | School of Medicine

An acclaimed geneticist whose pioneering research addresses genome evolution and genetic variation, Dr. Dunham leads the Department of Genome Sciences at the UW School of Medicine. Her participation in the DEO Program will complement her scientific leadership with the organizational and managerial skills essential to effective department administration.

Dr. Pamela Kohler

Professor and Chair, Department of Child, Family & Population Health Nursing | School of Nursing

Dr. Kohler serves as the permanent Chair of the Department of Child, Family, and Population Health Nursing and holds a joint appointment in the Department of Global Health. A former co-director of the UW Center for Global Health Nursing, her global perspective and commitment to public health inform her leadership at the School of Nursing. The DEO Program will further support her in this role.

Dr. Kristen Missall

Professor, Area Chair, and Executive Program Director | College of Education

Dr. Missall chairs the Special Education, School Psychology, and Measurement & Statistics academic area at the UW College of Education and directs the UW School Psychology Program. Her dual role as an academic administrator and program director reflects a broad leadership portfolio, which the DEO Program is designed to strengthen.

Deans Leadership Program Participants

Two newly appointed deans will participate in the Deans Leadership Program, a six-month intensive designed to address the challenges of leading at the college level:

Dr. Joel Thornton

Maggie Walker Dean and Professor of Atmospheric and Climate Science | College of the Environment

Dr. Thornton leads the College of the Environment as its Maggie Walker Dean, bringing scientific expertise in atmospheric and climate science to one of the university’s most mission-critical colleges. The DLP will equip him with the leadership frameworks and peer connections to navigate the distinctive demands of the deanship during this critical period for environmental scholarship and policy.

Dr. Ken Yocom

John and Rosalind Jacobi Family Endowed Dean and Professor | College of Built Environments

As the John and Rosalind Jacobi Family Endowed Dean of the College of Built Environments, Dr. Yocom leads a college at the intersection of design, planning, and the built world. His participation in the DLP will provide him with strategic tools and a cross-institutional peer network as he guides the college through its next chapter.

A Strategic Investment in Leadership

The Office for Academic Personnel and Faculty extends its congratulations to all twelve participants in the 2026–2027 BTAA Leadership Institute. Their selection reflects both individual achievement and the university’s commitment to investing in the leaders who will shape the UW’s future.

Through the Academic Leadership Program, the Department Executive Officer Program, and the Deans Leadership Program, these faculty and administrators will build the skills, perspectives, and networks needed to lead effectively in an era of rapid change in higher education. Their engagement with peers across the Big Ten Academic Alliance will bring valuable insights back to the UW, enriching not only their own leadership practice but the entire institution.

Learn more about the Big Ten Academic Alliance Leadership Institute and its programs.