Transcript Slide 1

USING DATA FOR PRACTICES
OF INSTITUITONAL
TRANSFORMATION
Mary Frank Fox
Co-Principal Investigator
Georgia Tech – NSF
ADVANCE Initiative
Session on “Using Climate Data”
ADVANCE Principal Investigators Meeting
May 2006
I. The Georgia Tech (GT) ADVANCE Initiative takes an
integrated institutional approach to organizational
factors that support positive outcomes—and best
practices—among faculty in academic science and
engineering.
A. The GT ADVANCE Research
Program is tied to this approach.
B.
Research findings help inform
and structure practices to
support the sustained
participation, performance, and
advancement of faculty.
GT ADVANCE Research Reports
on-line:
<http://www.advance.gatech.edu/measure>
II.
Some Key Findings of the GT
ADVANCE Research Program –
and ways they have been used for
positive practices.
A.The Nature of the Tenure
and Promotion Process: the
Process of Evaluation is Key
to Advancement.
A. Clarity of
Evaluation
Figure 1. Reported Clarity of Criteria for Tenure and Promotion, by Gender
Q7. Reported Clarity of Criteria for Tenure and Promotion, by Year and Gender
and Year, and by College.
4
*
3
1. Finding:
Faculty report
that processes
of evaluation
are “moderately
clear” – and
between 2002
and 2005 they
are notably
clearer in
certain units.
2
*
= time diff. sig. at <0.05
**
= time diff. sig. at <0.01
1
Overall
Men
Women
4
**
**
3
2
1
Computing
Overall-02
Engineering
Overall-05
Sciences
Men-02
Men-05
Ivan Allen
Women-02
Women-05
A. Clarity of
Evaluation
2. Research indicates that: equity in evaluation is
supported by clear and open processes of evaluation.
3.
Practices:
•
GT Promotion and Tenure Advancement Committee (PTAC) –and
development of best practices
•
Awareness of Decisions in Evaluation of Promotion and Decision
Making (ADEPT) interactive computer instrument
Available online at: http://www.adept.gatech.edu
•
Career coaching sessions
•
College-level initiatives for clarity and communication of
standards
B. Criteria for
Advancement
Figure 2. Reported Importance of Factors for Decisions on Promotion and
Salary, by Gender
4
1. Finding:
Faculty
report that
“grants
awarded”
are the
most
important
criterion for
promotion.
**
3
*
**
2
***
of
gr
pu
ad
bl
ua
ic
at
te
io
s
ns
in
ow
n
re
se
ar
ch
pe
rs
on
cla
al
ss
ity
ro
om
te
co
ac
m
hi
m
ng
i
tte
so
e
cia
wo
li
nt
rk
co
e
in
lla
ra
un
c
bo
tio
it
ra
n
tio
s
w
n
it h
w
ith
fa
cu
fa
lt y
cu
co
l
m
t
y
m
in
it t
re
ee
se
wo
ar
in
ch
rk
vo
ou
lvi
t
ng
sid
e
un
of
de
un
rg
it
ra
ad
ds
vis
in
in
re
g
se
ot
ar
he
ch
rg
ra
d
ad
st
vis
ud
in
en
g
ts
un
de
rg
ra
du
at
es
at
io
ns
ng
qu
al
ity
pu
bl
ic
*= gender diff. sig. at<.05
**= gender diff. sig. at<.01
***= gender diff. sig. at<.001
ad
vis
i
of
qu
an
t it
y
re
se
ar
ch
gr
an
ts
re
ce
iv
ed
1
Overall
Men
Women
B. Criteria for
Advancement
3.
Practices:
•
ADVANCE Cross-college Grants Workshop with NSF
Program Officer (2003)
•
Grants Workshops, co-sponsored by Ivan Allen
College and IAC ADVANCE Professor (2004-06)
•
ADVANCE Presentation and discussion on
“Interdisciplinary Grants” with Vice Provost for
Research (2005-06)
C. Work Environments including:
Frequency of Speaking about Research
1. Why this is important
C. Speaking
about Research
Figure 3. Frequency of Speaking About Research with faculty in Unit, by Gender
1. Finding:
Women are
less likely
than men to
speak with
faculty daily
about their
research.
C. Speaking about
Research
3.
Practice:
•
Finding Highlighted at GT ADVANCE Conferences and
discussed/addressed in break-out groups among
faculty and administrators (including chairs)
D. Attention to Faculty
Advancement
Figure 4. Perceived Extent of Increased Attention of GT Administrators to Faculty
Advancement, by Gender.
Greatly increased 4
***
Moderately 3
Slightly 2
Not increased at All 1
overall
men
women
***= gender diff. sig. at<.001
Overall
Men
Women
Figure 5. Perceived Extent of Increased Attention of GT Administrators
to Faculty Advancement, by Gender and College.
College of Computing
College of Engineering
4
*
Greatly increased
3
2
*
Moderately
3
Slightly
2
1
Not increased at All
1
4
Greatly increased
4
3
Moderately
3
2
Slightly
2
1
Not increased at All
1
College of Sciences
Overall
4
***
Ivan Allen College
Men
Women
*= gender diff. sig. at<.05
**= gender diff. sig. at<.01
***= gender diff. sig. at<.001
III. Conclusions
1. Just as organization is structured, so it can
continue to be positively re-structured to support
participation and performance of faculty.
2. Findings from the Georgia Tech ADVANCE
Research Program suggest that positive
transformation can be supported through diverse
means/practices, including:
 Clarity and openness of evaluation
 Climates in departments - including access to
exchange about research
 Supportive work-family arrangements