Institutionalizing ADVANCE Georgia Tech NSF ADVANCE Institutional Transformation Program Center for the Study of Women, Science, and Technology Women’s.

Institutionalizing ADVANCE

Georgia Tech NSF ADVANCE Institutional Transformation Program

Center for the Study of Women, Science, and Technology

Women’s Awareness Month PresentationMarch 2, 2006

Georgia Tech ADVANCE Team

PI: Jean-Lou Chameau, Provost Co-PI: Mary Frank Fox, Director of ADVANCE Research Co-PI: Sue Rosser, Dean of the Ivan Allen College ADVANCE Professors:

Jane Ammons, College of Engineering Mei-Yin Chou, College of Sciences

Mary Frank Fox, Ivan Allen College Mary Jean Harrold, College of Computing

Program Director: Carol Colatrella, LCC and WST Program Coordinator: Angela Shartar Liaisons: Mary Hunt and Monique Tavares

Georgia Tech ADVANCE

Request for proposals called for programs to create institutional transformation to enhance advancement of women faculty in engineering, science, and other NSF fields

Program runs October 2001-September 2006 $3,702,000 cooperative agreement Georgia Tech is one of 9 first-round awardees.

There are 10 second-round awardees. Third-round awardees will be announced soon.

http://www.advance.gatech.edu

GT ADVANCE integrated approach

establishing ADVANCE professor networks in colleges

addressing bias in evaluation collecting data holding annual conference improving family-friendly practices defining problems, issues, strategies

for advancement through research

ADVANCE Data and Analysis

Sandi Bramblett, Director of Georgia Tech Institutional Research

Joseph Hoey and Joseph Ludlum, Office of Assessment

External Evaluators: Clemencia Cosentino and Beatrice Clewell

ADVANCE Research Program: Mary Frank Fox Promotion and Tenure ADVANCE Committee,

chaired by David McDowell

Promotion and Tenure ADVANCE Committee (PTAC)

Representatives of all Georgia Tech colleges (appointed by provost) & ADVANCE liaisons

Studied bias and preferences in scholarly literature on evaluation

Inventoried unit evaluation procedures Discussed critical issues in advancement,

mentoring, evaluation Designed survey of GT faculty Contributed ideas & counsel for ADEPT

GT ADVANCE RESEARCH PROGRAM

Mary Frank FoxCo-PI and Research Director

GT ADVANCE RESEARCH PROGRAM Mary Frank Fox, Co-PI and Research Director

A.  Research Program tied to Georgia Tech's "integrated institutional approach" to positive outcomes--and best practices--for faculty.

GT ADVANCE RESEARCH PROGRAMB.  Components:

1. Survey of GT Faculty Perceptions, Needs, and Experiences, 2002/03• response rate:  76% (70% men, 85% women)

a. Focus: teaching and research; work environments; processes of evaluation; household/family-work arrangements.

b. Sample findings:

77% of faculty collaborate in research proposals/publications with faculty in home unit. But men (30%) are more likely than women (13%) to report speaking to faculty in home unit about research on daily basis.

Men are more likely to characterize their home units as "exciting," "helpful," and "creative."

c. Report online at: www.advance.gatech.edu/ADVSURV_NSFREPORT.pdf

GT ADVANCE RESEARCH PROGRAMB.  Components:

2.  Follow-up Interviews with GT women faculty, 2004 20 semi-structured interviews with women faculty Positive responses to requests for interviews = 85%

a. Aims and issues: participation, performance, and advancement of faculty.

b. Sample findings: Respondents consistently reported criteria for promotion from

assistant to associate professor. But the means for promotion to full professor are less known and less understood.

Participation in decision making in home units is a complex issue

c. Findings reported in Journal of Technology Transfer, 2006.

GT ADVANCE RESEARCH PROGRAMB.  Components:

3. Survey of Peer Institutions, 2003/04 Women and men faculty in (8) peer institutions in: Computing,

Engineering, Sciences response rate: 65% (65% women, 65% men)

a. Focus: areas in which GT faculty surveyed -- to provide comparative context.

b. Sample findings: In speaking with faculty about research in home units, we find

consistent gender differences at GT and peer institutions: men are more likely to speak daily about research.

An area in which GT may improve relative to peer institutions is in characterizations of home units as exciting, creative, and fair.

An area in which GT is way out front is: chairs reviewing performance with faculty.

c. Report on-line: http://www.advance.vt.edu/Advance_2005_PI_Meeting/Panel_3_GaTech.pdf

GT ADVANCE RESEARCH PROGRAMB.  Components:

4. Follow-up Survey of GT Faculty, 2005/06 response rate: 71.4% (65% men, 78% women)

a. Aim: Assess areas of change/stability since 2002 -- and awareness of/participation in GT ADVANCE

b. Initial findings: GT ADVANCE Conference, March 10.

Sue Rosser, ADVANCE Co-PI and Dean of the Ivan Allen College

Outline of Key Points for Institutional Change

Build on and link project to existing efforts Use research findings to inform goals Choose PI for project that has the position to

insure level of institutional transformation sought Seek buy-in from key players/stakeholders at

various levels within the institution Broaden leadership of project throughout

institutional structure and over time Choose project goals to eliminate subtle bias Institutionalize project goals in significant

policies and practices

Linking Project with Existing Efforts

Build on and strengthen existing institutional efforts with similar goals

Envision the program/place where the project will be institutionalized after the end of the grant

Example of Women,

Science, and

Technology (WST) at

Georgia Tech

Use Research Findings to Inform Goals

Project Leadership Consonant with Transformation Level Sought

PI should hold the position/power to be able to influence transformation at appropriate level

Examples: Department level—ChairCollege level—DeanInter-college/Institutional level--Provost

Specific institutional example: Tenure and promotion focus required Provost level at GT

College level—DeanInter-college/Institutional level—Provost

Seek Support from All Levels If goal is institutional transformation, then groups at

all levels must buy into the process Presentations to important groups and involvement

of these groups in fabric of project are necessaryInstitutional Advisory/Foundation BoardsPresident’s CabinetExecutive Board of Faculty SenateDeans and ChairsFaculty and staff

Broaden Leadership

Broaden leadership of project to include individuals at different levels within the institutional structure

Broaden the leadership over time, using concentric circle model

Example of GT—management team, ADVANCE Professors, PTAC, project director, project assistant, tenure-track women faculty, senior male leadership

GT’s ADVANCE Project Goals

A network of termed professorships established to mentor women faculty

A series of leadership retreats with women faculty and senior institutional leaders

A series of family-friendly policies

Data gathering and interviews to develop MIT-like Report to chart equity progress

A formal tenure and promotion training process to remove subtle gender, racial, and other biases

Data Gathering to Chart Equity

Data Gathering to Chart Equity

0

5

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15

20

25

30

35

40

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97-98 00-01 2005

Year

Female Faculty by Rank and Year Institute Wide

assistant professor associate professor

professor Regents' professor

Data Gathering to Chart Equity

Data Gathering to Chart Equity

Data Gathering to Chart Equity

Removing Bias in P&T

ADEPT Career Account

ADEPT Simulated Meeting

ADEPT Follow Up Analysis

Institutionalization of Project Goals

Institutionalize goals in policies Examples of family-friendly policies such as stop the

tenure clock, lactation stations Institutionalize goals in practices

Examples of racial/gender sensitivity training for faculty for promotion and tenureExamples of active service/modified duties and dual career hires

College of EngineeringNSF ADVANCE Professor Jane Ammons

Networking/Mentoring COE Women Faculty• Series of lunches• E-mail channels• Connections–campus and national leaders• Individual meetings, phone conversations, e-mail interactions

College of EngineeringNSF ADVANCE Professor Jane Ammons

Identifying, prioritizing, and taking action with the dean and school chairs on key issues within the individual schools• Surveys and meetings with COE women faculty, school chairs, and deans to understand and prioritize issues• Benchmarks of leading COE programs• Lunches to address target issues • Confidential meetings of women faculty from selected schools and the dean• Actions by dean and by school chairs• Recruiting efforts

Georgia Tech Women Engineering Faculty Responses"How fair are the results for…"

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Teaching AssignmentsCommittee Assignments

Office Space AssignmentsSecretarial SupportComputer Support

Grad. StudentLab/Research Space

Research Eqmt. AccessMentoring (for you)

Internal Info. Netw orkP&T - w ithin the school

P&T - across GaTechSalary Determination

1: Unfair 2 3 4 5: Totally Equitable No Response N = 41

College of EngineeringNSF ADVANCE Professor Jane Ammons

Addressing across-COE challenges/ opportunities• Work-life balance strategies• RPT understanding & preparation• Proposal preparation & research development• Skills and growth for senior women faculty• Security and parking concerns

College of SciencesNSF ADVANCE Professor Mei-Yin Chou

CoS ADVANCE Coordinator Dana Hartley•Faculty resources web page

– All details and regulations of P&T– How impact and discovery is measured– To address misinformation and rumors– Research shows the clearer the criteria the more women and minorities advance.

• Female faculty lunches– Helps build community – networking.

• Faculty development workshops

College of SciencesNSF ADVANCE Professor Mei-Yin Chou

• Mentoring for first-year faculty– All new Assistant Professors are assigned a mentor in the College– Match theoretical or experimental (from first year’s surveys); about 12 pairs per year– Surveys to identify best practices/helpful topics– Questionnaires have shown all mentees felt very positive about the mentoring.– Mentors contact their mentees once a month for lunch – CoS pays for the lunches– They are told they are “Host Mentor” as opposed to “traditional” mentor.

College of ComputingCollege of ComputingNSF ADVANCE Professor Mary Jean NSF ADVANCE Professor Mary Jean

HarroldHarrold

1. Recruiting, mentoring, networking CoC female faculty members A. Helped set goals for recruiting; hired two female

faculty members in 2004 and 2005B. Matched junior faculty with mentors;

individually mentored junior female facultyC. Facilitated active service/modified duty for

female facultyD. Provided equipment for female facultyE. Organized CoC female faculty lunchesF. Participated in cross-college female faculty

lunches2. Facilitating communication—female

faculty, students, administrationA. women@ccB. http://www.cc.gatech.edu/people/women

3. Directing Georgia Tech Hub for the National Center for Women and Information Technology (NCWIT)A. With faculty/administrators/interested

people• Created NCWIT cover pipeline• Organized Georgia Tech as one of seven hubs;

expertise in faculty advancement, CoC curriculum, activities

B. Researching assessment, best practices for computing female faculty advancement with Prof. Mary Frank Fox (IAC); will result in best practices

C. Recruited Prof. Mary F. Fox as member of Social Sciences Network for NCWIT

D. Recruited Prof. Mark Guzdial as member of the Academic Alliance

E. Serving on Leadership Team of NCWIT

College of ComputingCollege of ComputingNSF ADVANCE Professor Mary Jean NSF ADVANCE Professor Mary Jean

HarroldHarrold

MARY FRANK FOXMARY FRANK FOXNSF ADVANCE Professor, Ivan Allen NSF ADVANCE Professor, Ivan Allen

CollegeCollege

A. Fostering Networks of Communication, Information, Mentoring, and Exchange - - in IAC and Beyond

1. Thematic Lunches Held - Examples:

A. “Dimensions of Mentoring”B. “Academic Culture and Implications for Gender,

Race, and Ethnic Diversity” C. “Dimensions of Publication Productivity”D. “Issues, Problems, and Solutions of

Managing/Balancing: Time, Research, Students, and beyond”

B. IAC - ADVANCE Project, “Female-Friendly Practices for Faculty - Template of Variables” (M. Gaughan)

C. Programs to Help Make More Transparent the Means to Advancement -- Examples:

1. Panel on “Academic Transitions with (6) IAC Panelists, addressing a range of transitions. (2002)

2. Hosted Cross-College Lunch Discussions with J. Chen, NSF Program Officer, speaking on “What Makes a Proposal Fundable?” (2003)

Co-hosted Cross-College Lunch with GT Vice Provost for Research on “Interdisciplinary Grants.”(2005)

3. Co-hosted with IAC Associate Dean for Research

Workshops on Research Proposals and Grants, Including participation of IAC Dean, NSF Program Officer, Foundation Officers, and Panel of IAC Faculty - attended by 60 persons in 2004, and 90 in 2005, and 80 in 2006.

D. Electronic Networks of Information and Exchange

1. ADVANCE - Ivan Allen College Network for Women Facultywww.advanceiac.gatech.edu

2. NSF ADVANCE Professor websitewww.prism.gatech.edu/~mf27

3. IAC-Advance Listserve

Faculty Career Development Services

Faculty Personnel Services Process academic faculty personnel transactions including

appointments, reappointments, promotions, tenure, post tenure reviews, leaves of absence, and salary adjustments

Faculty Data and Records Management Serve as primary Georgia Tech contact for information requests

regarding faculty data House the file of record for faculty members Compile various annual and ad hoc reports on faculty data Respond to open records request for faculty documents Maintain lists of endowed chairs and professors, regents

professorships, national academy members and other major award recipients

Faculty Career Development Services

Faculty Career Development Serve as Institute liaison and repository for faculty career

development programs Coordinate cross-college workshops and training sessions with

various Institute partners Faculty Recruitment and Retention

Provide assistance to school chairs and deans in faculty recruitment efforts

Maintain and expand programs to effectively retain our high quality faculty members

Work/life Programs Coordinate NSF ADVANCE work/life programs such as Active

Service-Modified Duties Explore and expand work/life offerings at Georgia Tech

Faculty Career Development Services

Monique D. Tavares, [email protected]

P. Reid Tankersley, Admin [email protected]

Cheryl A. Dennis, Business [email protected]

Donna Redmon, Admin [email protected]

Location Ground floor of Admin Building, Rm. 012Hours of Operation Monday through Friday, 8:00 am to 5:00 pmContact InformationMain Line: 404.894.5058Fax: 404.894.7024Director’s Line: 404.385.0117

www.academic.gatech.edu