Dual Purpose Use of Data by the MSU ADVANCE Project

1. Dual Purpose Use of Data by the MSU ADVANCE Project Outline • Overview of the ADAPP Project • Framework of the Project • Use of a Work Environment Survey to Define Issues • Structure of the Survey • Results of Survey • Actions Taken Using Survey Results • Next Steps • Other Data Driven Activities Advancing Diversity through the Alignment of Policies and Practices (ADAPP)

2. Overview of the Project Advancing Diversity through the Alignment of Policies and Practices (ADAPP) • Engage 3 MSU STEM colleges in aligning values of diversity and quality with academic human resource policies and practices • Apply six guiding principles: Quality ♦ Inclusiveness ♦ Transparency ♦ Objectivity ♦ Consistency ♦ Alignment to • Performance Review • Search & Selection • Mentoring • Women’s Leadership Initiatives

3. Framework of the Project • Research has shown that applying objective, transparent criteria to practices in human resource management and consistently applying them across individuals and units, reduces the potential for intended and unintended bias. • Strategic Human Resource Management (SHRM) framework studies within the private sector show that: - aligning institutional values with HR practices - structuring HR processes increases quality and performance and reduces bias The ADAPP project has attempted to apply these frameworks to the HR practices for faculty at MSU with the goal of advancing the recruitment, retention, advancement, and leadership development of women faculty in the 3 STEM colleges .

4. Work Environment Survey to Define Issues Developed and deployed Work Environment Survey to determine HR process issues – also to be used in evaluation • 160 item on-line instrument • Distributed to 2017 Fixed Term and TS Faculty in Spring 2009 • Responses from 46% of all ranked faculty 49% return – Tenure Stream 34% response – Fixed Term faculty

5. Structure of the Survey Multiple subsections covering • Recruitment and Hiring Practices • Promotion and Tenure Practices • Annual Performance Evaluation/Review Practices • Mentoring Practices • General Climate – Diversity issues • - for women • - for faculty of color • Conditions and Relationships in units • Practices to promote leadership development • Resource and workload allocation • Workplace Incivility • Sexual Harassment • HR Policies & resources • Overall attitude about MSU

6. Major Results of the Survey 1. Women faculty, compared to men, tended to have less favorable perceptions of the: • work environment • human resource processes • opportunities for leadership • access to and effectiveness of mentoring and other forms of support 2. Women faculty, compared to men, reported lower levels of job satisfaction than their male peers. 3. There were no differences between women and men faculty regarding: • perceptions of the importance of scholarly research, • the degree of job satisfaction obtained from participating in the research community, • their recognition of the substantial resources available at MSU to support research.

7. Actions Taken – Based on Survey Results Used these data along with NSF indicator data • to focus on ways to address work environment and HR processes • to consider ways to promote leadership development for women • to consider policies needed to address the work environment concerns of women. • to improve the mentoring of faculty across the campus

8. Specific Efforts to Respond to Issues Developed resources 1) that improved the clarity and transparency of Academic HR policies and practices 2) that promoted the structuring of these activities to promote objectivity, and consistency • Faculty Search Toolkit • Annual Review Toolkit • RPT Toolkit • Mentoring Toolkit • Faculty Excellence Advocate • Instituted new programs and policies to improve work environment • Mentoring Policy • Modified Duties Policy • College luncheons of women faculty to promote community and focus on leadership development.

9. Next Steps Work Environment Survey will be deployed again in Spring 2013 – primarily for evaluative purposes • Add Questions about the resources developed - Toolkits - Faculty Excellence Advocates - Programs • Add questions about the changes in policy and their impact

10. Other Data Drive Initiatives • Structured Focus Group Discussions on Leadership Development - issues specific for women. Used to inform resources and programs on leadership development and to evaluate impact of leadership programs. • Institutional Repository of faculty professional accomplishments data connected to central data warehouses – to be used for institutional research and planning and for personnel evaluation. • Specific Research Studies • Analysis of retention of men and women – focus groups to develop a retention model that could be applied to improve retention of early career faculty • Analysis of the gender differences in the submission and award of external grants and correlation of grant activity with promotion and retention of early career faculty. Used in mentoring materials.

11. Contact Information Estelle J. McGroarty Associate Vice President for Research and Graduate Studies Assistant Vice Provost for Libraries and IT Services 246 Hannah Administration Building Michigan State University East Linsing, MI 4882 4 Tel: 517-432-377ii3 Email: mcgroar1@msu.edu