Transcript ADVANCE PROGRAM University of California Irvine

ADVANCE PROGRAM
University of California Irvine
S. Bryant PI
H.Killackey CoPI
P.Kehoe Director
D. Jankowski Coordinator
School-based Program
– Equity Advisors appointed in each of the 10
schools on campus
 Two-year term ($15,000 per year)
 Role of Faculty Assistant to the Dean
 Participate in recruitment process
 Implement development program for
junior and senior faculty
 Investigate inequities
School-Based Program
Faculty Equity Advisors*
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Arts – Janice Plastino
Biological Sciences – Diane O’Dowd, Andrea Tenner
College of Medicine –Frances Leslie, Cris Kenney
Engineering – Nancy Da Silva, Scott Jordan
Graduate School of Management – Tom Buchmueller
Humanities – Alice Fahs
Information & Computer Science – Magda El Zarki, Rick Lathrop
Physical Sciences – Ellen Druffel, Gary Chanan
Social Ecology – Karen Rook, Kristen Day
Social Sciences – Cecelia Lynch, Teresa Caldeira
*two equity advisors for some schools
Academic Planning Group
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Advisory committee to Executive Vice Chancellor for FTE awards
FTE Requests – area in which Dean’s show commitment to gender and
ethnic diversity
Important factor is Dean’s knowledge of availability of women
applicants and other underrepresented groups in various disciplines
Member of ADVANCE Program team on APG
Example of application process:
 How do your plans promise to enhance the diversity of the faculty?
 Has the diversity of your faculty increased or decreased over the past five
years? How will your plans effect that trend? Provide specific data to support
claims when possible.
 How diverse is the pool of applicants, and how will that affect the unit’s
success/failure in recruitment of a diverse faculty?
 What recruitment strategies will be used?
 What programmatic objectives may enhance efforts along this line?
Strategies for Recruitment
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Search Plan and Advertisement Form (UCI-AP-82)
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Typical Advertisement:
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ADVANCE Brochure
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Best Practices for:
– Search
– Selection
Readings
Websites
OEOD Brochure
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The University of California, Irvine has an active Career Partner Program, is
an equal opportunity employer committed to excellence through diversity, and
has a National Science Foundation ADVANCE Program for gender equity.
Affirmative Action Obligations
Nondiscrimination in searches
Career Partner Program
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Fully funded tenure track positions, supported in thirds
– EVC, initial hiring department, and partner’s department
Search Plan and Advertisement for Regular Ranks Faculty (FTE) Position
Part I. Information about the position:
Recruiting School/Department: __________________________________________________________
Proposed title(s)/level(s):___________________________________ Salary Control #: _____________
Appointment Begin Date: _______________ Closing Date of Advertisement: ____________________
Candidate PhD requirement/area(s) of expertise (from NORC/AAMC Listing): ___________________
___________________________________________________________________________________
Part II. Search Committee:
List chair and members of search committee (include both men and women): ____________________
___________________________________________________________________________________
Part III. Advertising Plan:
A. Advertisement – Attach copy for approval.
B. Web sites – This advertisement will be placed on the following UCI web sites:
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UCI Employment Opportunities – http://www.uci.edu (required)
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_____________________________________________________ (optional)
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_____________________________________________________ (optional)
C. Publications – If the advertisement will be published in professional journals or magazines, please list the
name of the publication and the month that the ad is expected to appear..
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___________________________________________
Month: ___________________
Part IV. Selection criteria: Briefly describe criteria to be used to select the final candidate. _______________
____________________________________________________________________________________
Department Chair: _____________________________________________________________
Equity Advisor’s Approval: _____________________________________________________
Dean’s Approval: ______________________________________________________________
Academic Affairs: ______________________________________________________________
Department Contact: __________________________ Phone: ______________
Dean’s Office Contact: ________________________ Phone: ______________
Date: ___________
Date: ___________
Date: ___________
Date: ___________
Email: __________
Email: __________
9/02
Form UCI-AP-82
Tenure-Track Faculty at UCI
7/1/2001-6/30/2002
7/1/2002-6/30/2003
7/1/2003-6/30/2004
Women
Men
Women
Men
Women
Men
#New Hires
23
62
25
49
29
37
Percent
28.1
71.9
33.8
66.2
44
56
Separations
7
29
12
29
1
2
# Faculty
212
643
225
668
253
705
Percent
24.8
75.2
25.2
74.8
26.3
73.7
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Number of Faculty
New Faculty Recruits for 2003-04
6
Men
5
5
2
5 5
4
4
3
2
2
1 1
1 1
1
5
5
Women
4
4
3
3
2
2
2
2
1
1
0
0
Percent Women Faculty per School
50
2001-02
2002-03
2003-04
45.2
45
41
Percent Women Faculty
40
37
35
32.5
29.2
30
24.6
24
25
23.2
20
16.8
15
11.7
9.1
10
5
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Retention
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Strategic Planning Program
– Panel of senior faculty meet every 6 months with each assistant
professor (voluntary)
– Panel reviews their cv and goals for short and long term
– Time for assistants to assess their own program and receive
independent advice
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One-on-one mentoring
– Informal relationship with advisor
– Advisor can be outside department
– Can have several different mentors
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Workshops and conferences
– Specific informative meetings on topics needed for promotion and
advancement
Resolution of salary inequities
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Review of annual UCI Pay Equity Study –
regression analyses are done utilizing birth, Phd, and hire date that has
been shown to adequately predict salary for white men.
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Process for Equity Review
– Deans and Equity Advisors receive salary residuals of their faculty
– Deans notify Chairs of the actual residuals
– Equity Advisor, in consultation with the Dean, reviews residuals to
determine which individuals may need further scrutiny, that is
salary equity relative scholarly standing and achievement
– If deemed appropriate, a salary increase is recommended by the
Dean for approval by the EVC
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UCI 3-year Salary Initiative
– With a successful merit review individuals will receive an off-step
salary adjustment to reward loyalty and offset market forces.
Special Physical Sciences Seminar
“Sex and the Physical Sciences”
Judy B. Rosener
Professor, Business & Government
Graduate School of Management
Wednesday, January 8, 2003
104 Rowland Hall
4 PM
Refreshments will be served.
Sponsored by the UCI ADVANCE Program
Difficulties in Transforming
Culture
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Overcoming issue of availability in several
disciplines
 Eliminating sub rosa hiring practices
through old boy networks
 Convincing women pioneers to come
 Gender differences in negotiation styles and
self-promotion
 Having Deans and Chairs committed to the
goals of the Program