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Recruitment, Selection and Hiring. Recruitment: Increasing the pool of highly qualified applicants. Create Faculty Horizons - 2 day success workshop for post doctoral fellows and senior graduate students. Bring back Meyerhoff graduates and other successful women alumnae.
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Recruitment,Selection and Hiring Recruitment: Increasing the pool of highly qualified applicants • Create Faculty Horizons - 2 day success workshop for post doctoral fellows and senior graduate students. • Bring back Meyerhoff graduates and other successful women alumnae. • Send Faculty Liaisons to select meetings to recruit. • Commit research assistantship (RA) funds to chairs to aid in recruitment of new female faculty. Selection and Hiring: Setting challenging yet attainable goals • Develop Diversity Plans for departments and individual searches. • Establish diversity as a priority and evaluate progress. Progress to Date • Faculty Horizons Program will be held August 5-7, 2004. • New STEM faculty searches: • STEM department searches 7 • Candidates interviewed 46 • Women candidates 15 • 1st offer to women 5 • Note: 2 Departments offered additional faculty positions to women. • Committed 2 ADVANCE RA positions to newly hired STEM faculty.
PromotionTenure and Advancement Evaluate and address workload inequity • Evaluate and document service workload. • Support efforts of STEM faculty contributing to service and advancement of women with funded research assistantships (8 per year in years 2-5). • Involve the RA’s and faculty mentors in ADVANCE activities. Establish and disseminate clear tenure and promotion guidelines • Develop Individual Faculty Development Plans for all female STEM faculty. • Create Faculty Sponsorship Committee to evaluate progress of faculty toward goals of development plan. • Formalize workshops and mentoring on P & T process and timeline. Progress to Date • Climate and Work Life Survey distributed to all STEM faculty, 25% return thus far. • ADVANCE RA Program information disseminated to all STEM faculty, awarded by June. • September 2004, ADVANCE Promotion and Tenure workshop for all STEM faculty.
PromotionTenure and Advancement Provide formal mentoring • Build on and formalize WISE (Women in Science and Engineering) model of collegial mentoring. • Establish Eminent Scholar Mentor Program - pair faculty with leader in field, bring to campus, send faculty to mentor’s campus, sustain contact through career. • Expand Distinguished Speakers Program - highlight successes, possibilities, challenges and strategies. Create new pathway • Create new tenure track option for outstanding instructors engaged in funded research on science or engineering education modeled after other successful universities. Progress to Date • MENG women instructor promoted to full tenure track faculty position based on service, teaching and funded research on education. • Collaborate with WISE to formalize mentoring and career workshops.
PromotionTenure and Advancement Provide support at critical points • Explore additional options to support women in pregnancy, birth, adoption and other family responsibilities. • Work with chairs and deans to identify and institutionalize options. Provide opportunity for leadership development • Presidential Administrative Fellows Program - 1 full professor per year, being trained in the President’s, Provost’s, Dean’s, Budget and Graduate School offices. • Associate Chair Program - work with Chairs to develop. • External leadership programs - encourage and support faculty to participate in HERS, serve as NSF Program Directors, etc. Progress to Date • Identify and contact women STEM faculty eligible for leadership development. • Disseminate information through meetings.
