How would you describe your departments and colleges cultures around service How would you describe the universitys culture around service Culture Change at CSU Valuing Service Mary Stromberger ID: 554997
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Slide1
Conversation Starters:
How would you describe your department’s and college’s cultures around service?
How would you describe the university’s culture around service?Slide2
Culture Change at CSU:
Valuing Service
Mary Stromberger
Stephanie ClemonsPresident, Faculty Council Vice Chair, Faculty CouncilKathy Pickering Anton BettenVice Provost for Undergraduate Affairs Chair, Committee on Teaching &Gwen Gorzelsky LearningExecutive Director, Ria VigilThe Institute for Learning & Teaching Office of the Vice President for Learning Diversity
Tools for Equitable Faculty EvaluationsSlide3
Workshop Overview
Faculty Council Context
Service: Value & Impact at CSUResearch on Faculty Service InequitiesSmall-Group Discussions:Service experiences?
Service benefits?Service rewards and recognition?Large-Group DiscussionSlide4
Overview: Faculty Service Inequities
All faculty members of color:
In 2007: 18.2% of all faculty positions; 17.4% of associate professorships; 13.3% of full professorships
In 2011: 20.7% of all faculty positions; 20.4% of associate professorships; 15.5% of full professorshipsIn 2013 women held: 48.4% of tenure-track positions37.5% of tenured positionsIn 2014 non-tenure-track positions held by:32.5% of female faculty members19.6% of male faculty membersIn 2011 full professorships:75% occupied by men; 25% by womenMarginal increases for women in preceding decadesSlide5
Three Studies: Faculty Service Inequities
National
Study:
1,080 non-profit colleges & Universities; 35,000 faculty members, 2003-04Nationwide, across disciplines: women 10% less likely to attain full professor, when controlling for research productivity, educational background, institution type, race, ethnicity, and nationalityModern Language Association Study: English Department faculty nationally, 2006Women less likely to be promoted to full professorWhen women do reach full professor, it takes one to three years longer (longest at doctoral universities)Study of STEM tenured and tenure-track women at Georgia Institute of Technology, 2006Criteria for promotion to full professor ambiguousSlide6
Stanford Study:
Associate
Professors
Males of ColorWhite MalesFemales of ColorWhite FemalesUniversity Service9 hrs./wk.5 hrs./wk.12 hrs./wk.12 hrs./wk.Service to Profession8 hrs./wk.6 hrs./wk.6 hrs./wk.5 hrs./wk.Mentoring9 hrs./wk.8 hrs./wk.14 hrs./wk.11 hrs./wk.Slide7
AAUP Study: 350 Associate Professors
Male
More likely to be promoted to full professor
Promoted more quickly50% in major service rolesService roles in research or graduate education64 work hours per weekFemale Less likely to be promoted to full professorPromoted more slowly75% in major service rolesService roles in undergraduate education (longer to full professor)64 work hours per weekSlide8
AAUP Study: Work Hours Apportioned
Activity
Male
Assoc. Profs.Female Assoc. ProfsResearch37% of work hours (7.5 more hours/week)25% of work hours (7.5 fewer hours/week)Teaching1 less hour/week1 more hour/weekMentoring2 fewer hours/week2 more hours/weekService, Total5 fewer hours/week5 more hours/weekService to Profession5.4 hours/week5.4 hours/weekService to College/University7 hours/week11.6 hours/weekSlide9
AAUP & Stanford Studies: Implications & Recommendations
Women Faculty
Members’ Perceptions
Pressured into service, which is devalued in promotion reviewsGuilt that others would be pressured into extra work prompted accepting service assignmentsStanford Study RecommendationsEnsure equal P&T standardsRaise awareness of implicit biasMentoring programsAAUP RecommendationsEnsure that all tenure-track faculty members contribute equal service effortsEnsure that promotion procedures reward service adequatelyPublicly reward service, mentoring, and teaching achievementsSlide10
Small-Group Discussions
Have you experienced inequities in distribution and reward of service assignments?
What benefits has your department and/or college received from service?How might the promotion and tenure system be revised to value and reward service?Slide11
Large- Group Discussion
Tools for evaluating service?
Strategies to communicate and raise awareness?Other changes needed to promote equitable service evaluations?