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Creating a Climate for Successful Retention, Tenure, and Promotion

Creating a Climate for Successful Retention, Tenure, and Promotion. Year 2 Change Team Leaders: Dr. Maria Coleman Dr. Isabel Escobar Dr. Cyndee Gruden Dr. Brian Randolph Co-Director: Dr. Penny Poplin Gosetti Coach: Dr. Margaret “ Miggy ” Hopkins IDEAL Plenary Conference

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Creating a Climate for Successful Retention, Tenure, and Promotion

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  1. Creating a Climate for Successful Retention, Tenure, and Promotion Year 2 Change Team Leaders: Dr. Maria Coleman Dr. Isabel Escobar Dr. Cyndee Gruden Dr. Brian Randolph Co-Director: Dr. Penny Poplin Gosetti Coach: Dr. Margaret “Miggy” Hopkins IDEAL Plenary Conference September 16, 2011

  2. Change Project: Year 1 Creating a climate for successful retention, tenure, and promotion. Year 1 Climate Survey Finding: While formal and informal mentoring opportunities serve some of the faculty, at least two-thirds of the female respondents reported receiving minimal or no formal mentoring. Recommendation: Develop and implement strategies for formal mentoring within and outside the university.

  3. Change Project: Mentoring & Advocacy • Program for the Advancement of Women in STEMM (PAWS) • Professional development of women faculty in support of our theme of retention, tenure and promotion • Creation and training of peer advising teams • Programs for mid-career professionals

  4. Outcome: To create opportunities for women in STEMM to interact with one another through professional development and social activities. • Diana Bilimoria and Amanda Shaffer presentation to women faculty in STEMM fields hosted by College of Engineering • Presentation was followed by a mixer. Kickoff Meeting (March 22, 2011)

  5. Outcome: To support the development of successful peer advising teams. • Assignments coordinated for faculty seeking peer advisors • PAWS Peer Mentoring kickoff event Peer Mentoring Event (August 28, 2011) • Sponsored by Deans of the College of Engineering and the College of Natural Science & Mathematics • Attended by 25 faculty in STEMM fields

  6. Fall Peer Mentoring Kickoff: • Break out group discussions on academic success • 10 Peer advising teams formed for one year • Teams meet twice each semester • Establish short term goals and action plan • Report to group & meet with chair Peer Mentoring Events • Future events include: • Dr. Shanda Gore on communication in mentoring relationships • Dr. Margaret Hopkins on developing action plan

  7. Sustainability Outcomes Sought: To engage the administration in STEMM in communicating clear expectations for tenure and advancement. • Year 1 change leader has since been named Dean of College of Natural Sciences and Mathematics and another Chair of Environmental Sciences • Deans of College of Engineering and College of Medicine identified funding to enlarge years 2 and 3 change teams to four members to broaden effect and impact. • Ongoing dialogue by three deans on how to sustain IDEAL goals.

  8. Recommendations • Broaden mentoring programs to include College of Medicine • Institutional support for PAWS program • Engage University Administration in support of sustainability of program • Climate survey scheduled for repeat administration Spring 2012. IDEAL team engaged in process. • Coordinate initiatives on campus to increase dialogue between women in STEMM fields across campus

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