Performance Management for Education
Solve faculty retention, streamline tenure decisions, and reduce administrative burden. Build a stable, engaged academic workforce with data-driven decisions and succession planning.
You're losing faculty while struggling with tenure, adjunct management, and administrative overload.
Universities and K-12 systems face a talent crisis. Faculty burnout is accelerating—professors teaching too many courses, managing heavy research expectations, buried in service obligations. Adjunct faculty have no career paths and little engagement. Tenure decisions rely on incomplete information. And administrative burden keeps leadership from actually developing talent.
The paradox: tenure and promotion decisions need to be thorough, but you don't have visibility into collaboration, mentoring, teaching impact, or service contribution—only publication counts and course evaluations. You lose talented faculty because they're overwhelmed, not because they can't do the job. By the time someone resigns, you missed the warning signs.
But here's what changes everything: the same collaboration and engagement patterns that predict burnout and identify high potential can guide tenure decisions and succession planning. When you see a faculty member disengaging, you can offer mentoring, adjust teaching loads, create leadership opportunities, or recognize their contributions. And when you understand who drives collaboration across departments, mentors others, and advances institutional goals, you make tenure decisions based on complete data—not just publication counts.
"Data-driven tenure decisions improve fairness and reduce bias in academic advancement."
"Faculty engagement metrics show what publication counts miss—teaching impact and institutional service."
"Institutions that invest in faculty development and succession planning retain top talent and maintain academic excellence."
Make data-driven tenure decisions that are fair, complete, and defensible
Tenure committees have incomplete information. You see publication counts and course evaluations, but miss teaching effectiveness, departmental collaboration, mentoring impact, and service contribution. Confirm reveals the full picture—who influences cross-departmental work, who develops junior faculty, who advances institutional goals—so you base tenure decisions on comprehensive data, not guesswork.
See the complete picture
Go beyond publication counts and course evaluations. See who collaborates across departments, mentors others, and drives institutional priorities.
Reduce bias in advancement
Data on actual collaboration and impact reveals overlooked contributors. Identify high performers regardless of demographics—build diverse leadership.
Create defensible tenure decisions
Tenure committees need to document their reasoning. Data-driven assessments are fairer, more transparent, and less vulnerable to bias challenges.
Detect faculty burnout early and retain talented professors
Faculty burnout shows up in engagement patterns before resignation. Reduced collaboration with colleagues, pulling back from mentoring, teaching overload, or declining participation in department activities are early warning signs. Confirm identifies these patterns so you can intervene with workload adjustments, mentoring opportunities, leadership roles, or recognition that restores engagement.
Catch burnout before resignation
Faculty disengagement appears in behavioral patterns long before they leave. Early warning lets you intervene with support.
Understand what's driving burnout
Is it teaching load? Research expectations? Service obligations? Committee overload? Use data to identify the actual stressors.
Create targeted interventions
Adjust workload, provide grant support, create leadership opportunities, or offer sabbatical options that restore engagement and meaning.
Challenges Unique to Education
Incomplete information in tenure decisions. You need visibility into collaboration, teaching impact, mentoring, and service—not just publication counts.
Heavy teaching loads, research expectations, service obligations pile up. Faculty burn out before you notice they're at risk.
Faculty torn between research advancement and teaching excellence. Career progression often penalizes teaching. Need to recognize both.
Endless committees, reports, and compliance requirements. Leaders spend time on administration instead of faculty development.
Adjuncts are essential but invisible. No career paths, limited engagement, high turnover. Missing opportunity to develop talent.
Retiring senior faculty leave gaps in research, mentoring, and leadership. Need to develop successors before key people leave.
Identify high-potential faculty for advancement and leadership development
Many talented faculty are overlooked because they don't fit traditional metrics. Some excel at teaching and mentoring but not publication volume. Others drive cross-departmental collaboration. Some advance diversity and institutional equity goals. Confirm reveals these contributions so you can identify high-potential faculty regardless of their path and develop them for advancement.
Recognize diverse contributions
See who teaches with impact, mentors effectively, drives collaboration, and advances institutional priorities—not just publication volume.
Identify future leaders
Find faculty ready for department chair, program director, or senior leadership roles. Develop them before those positions open.
Build diversity in leadership
Data reveals high-potential faculty in underrepresented groups who might be overlooked. Ensure leadership reflects faculty diversity.
Build academic teams that collaborate, mentor, and thrive
Strong academic departments have healthy collaboration—mentoring relationships, cross-disciplinary partnerships, junior faculty development. When you understand collaboration patterns—who mentors whom, where information flows, who bridges silos—you can strengthen team dynamics, support junior faculty, and improve departmental culture.
Map mentoring relationships
See who mentors junior faculty, who supports new hires, where mentoring gaps exist. Strong mentoring is critical to junior faculty success.
Identify collaboration patterns
Who drives interdisciplinary work? Where are silos? Use patterns to strengthen partnerships and advance research impact.
Improve departmental culture
Collaboration, inclusivity, and support are the foundation of healthy academic departments and faculty satisfaction.
Customer Story
How universities improve faculty retention and streamline tenure decisions
Explore the whole platform
Performance Reviews
Modern performance management powered by ONA and AI.
Learn more ›Engagement Surveys
Turn employee feedback into action, faster.
Learn more ›OKRs and Goals
Track OKRs and career goals in one place.
Learn more ›Talent Management
Make better talent decisions, without the bias.
Learn more ›Feedback and Growth
Empower continuous feedback and development.
Learn more ›See Confirm in action
See why forward-thinking enterprises use Confirm to make fairer, faster talent decisions and build high-performing teams.
