Transcript Recruitment, Selection and Hiring

Recruitment,
Selection and Hiring
Recruitment: Increasing the pool of highly qualified applicants
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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
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Develop Diversity Plans for departments and individual searches.
Establish diversity as a priority and evaluate progress.
Progress to Date
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Faculty Horizons Program will be held August 5-7, 2004.
New STEM faculty searches:
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STEM department searches
7
Candidates interviewed
46
Women candidates
15
1st offer to women
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o Note: 2 Departments offered additional faculty positions to women.
Committed 2 ADVANCE RA positions to newly hired STEM faculty.
Promotion
Tenure and Advancement
Evaluate and address workload inequity
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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
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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
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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.
Promotion
Tenure and Advancement
Provide formal mentoring
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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
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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
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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.
Promotion
Tenure and Advancement
Provide support at critical points
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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
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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
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Identify and contact women STEM faculty eligible for leadership development.
Disseminate information through meetings.