ADVANCE Initiatives Continued: Competitive Awards Program: Bonnie Cone Fellowships

1. Creating Solutions and Initiatives for STEM Female Faculty in terms of Professional Development and Work-Life Balance Peta Katz ADVANCE Faculty Affairs, University of North Carolina at Charlotte, NC 28223 EVALUATION ACTIVITIES Dean Interviews EVALUATION ACTIVITIES Evaluation of Bonnie Cone Program Evaluation of New Faculty Mentoring Evaluation of Mid-career Mentoring Leadership UNC Charlotte Evaluation Administrators’ awareness New and revised policies/,practices (Future of the Faculty Committee) ADVANCE Initiatives Continued: Competitive Awards Program: Bonnie Cone Fellowships Flexible grants to facilitate retention and advancement of STEM women Most common funding requests from Round 2 applicants included: Travel funds for conferences Travel funds for research Course release for research Summer stipends for research Funds to support research, including equipment Paying for subject participation. Student support Bonnie Cone Funds are effective in establishing the following: Mentor relationships Collaborations Recruitment of students Pilot research, to enhance applications for external grants Publication records Stronger cases for tenure Retention Mid career Bonnie Cone Awards 2009 special award category for mid-career faculty Intention is to aid with promotion to full professor and/or to encourage Leadership development Mentoring New faculty matched with tenured faculty Top Topics discussed are: Promotion/ reappointment Tenure Personal Life/ Work Balance Publishing or Equivalent Scholarly Activities Teaching Mid career faculty pilot project in three departments Goal to provide information, development and support to attain the rank of Full professor Mentors will assist in the development of a career progression plan Leadership UNC Charlotte Program to develop existing and emerging leaders Workshops on: Effective leadership and management strategies Creating an inclusive community, building consensus among your faculty Successful faculty recruitment Faculty development and evaluation Effective departmental communication Effective planning Managing change Staff Development • ADVANCE Initiatives • Recruitment Seminars for Search Committee members • Seminars focus on: ways to increase the gendered, ethnic and racial diversity of the faculty • Exploring unconscious bias • Writing inclusive advertisements • Identifying resources to increase diversity in hiring • Evaluating the applicant pool • Reflect the University’s goals of diversity • Committee on the Future of the Faculty. • The committee’s purpose is to review policies, processes and practices • that might impede recruitment, retention, and full professional development of women faculty members, particularly those in STEM areas. • Faculty Council has approved recommendations made by the committee: that focus on: • Impacting hiring processes and faculty retention • Allowing for greater flexibility in tenure and leave policies • Creating an ombudsperson and equity advisors in the colleges • Dual career office and support • Alternatives to full-time tenure track positions i.e. part-time • The Committee is working on the following: • Moving/housing support • Recommendations regarding Search Committees and Recruitment: • Chairs/Deans should formally charge each search committee in terms of diversity goals; statistics; resources; and best practices • Search committee members should attend workshops on best practices • Mandate applicant pool at least meets disciplinary statistics on availability of doctorates by gender and race/ethnicity prior to approving interviews • Recommend use of a hiring negotiation tool to increase advantage for ineffective negotiators • Create special hiring initiatives (augmentation and cluster hire funds) • Recommendations regarding Retention & Advancement: • Revise annual evaluation process • Develop and offer workshops for chairs • Mandate that progress of faculty members to the next rank is addressed • Encourage advancement to Full Professor • Develop mechanisms to address salary compression In 2006, UNC Charlotte received funding from the National Science Foundation for a program in institutional transformation. Overall Goals of the ADVANCE Program are: To increase the recruitment, retention and advancement of women faculty in the STEM disciplines. (Science, Technology, Engineering and Mathematics) To increase faculty success campus-wide Various ADVANCE Activities Female STEM faculty productivity and career advancement activities (Bonnie Cone Grants Mentoring Programs Leadership UNC Charlotte) HERI data: How High a priority at the University is: Search and RTP decision-makers’ awareness, practices (Recruiting, Hiring, and Performance Evaluation Activities) Retention, Promotion and Tenure Advancement to Leadership Roles EVALUATION ACTIVITIES Annual Updating of Toolkit Tables Annual Report on Changing Patterns among Faculty Periodic Assessment of Women in Leadership Roles HERI data: Achieve a healthy balance between your personal life and professional life Equitable gender climate, conducive conditions for outstanding scholarship & Teaching (Climate Assessment Plan) EVALUATION ACTIVITIES Monitoring Recruiting Processes Search Committee Training EVALUATION ACTIVITIES Climate Surveys and Reports New Faculty Survey on Satisfaction with Start-up Salary Study HERI data: Satisfaction with salary and fringe benefits