Deanne Snavely Laura Delbrugge Tara Johnson and Edel Reilly IUPs Change Implementation Team Dr Deanne Snavely CoPI Dr Laura Delbrugge CoDirector Dr Tara Johnson Social Scientist ID: 784217
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Slide1
Institutions Developing Excellence in Academic Leadership-National (IDEAL-N)
Deanne
Snavely,
Laura Delbrugge
,
Tara
Johnson
,
and
Edel Reilly
Slide2IUP’s Change Implementation Team
Dr. Deanne Snavely, Co-PI
Dr. Laura Delbrugge, Co-Director
Dr. Tara Johnson, Social Scientist
Dr. Edel Reilly, Change Leader
Slide3IUP Institutional Transformation Theme
Recruit, support, and advance
faculty by
providing opportunities for professional development and smooth
transitions,
creating a natural sciences and math community that embraces diversity and inclusion
Slide4Goals of the 16-17 Change Project
Review
results of Middle States
Self-Study
and IUP Campus Climate survey to inform the advancement theme of this change project
Develop and Administer a survey
to obtain
new STEM departmental data from women and minority faculty to understand current perceptions of barriers to promotion and opportunities for advancement
Disseminate findings to IDEAL institutions
Slide5Research Questions
What are the perceived barriers and avenues to readiness for promotion among STEM faculty?
Are there group differences (e.g., gender, race, ranking) in perceived barriers and avenues to promotion among STEM faculty?
Which barriers/avenues are significantly related to the time it takes STEM faculty to obtain promotion from
Assistant
to
Associate Professor and then from Associat
e to Full
?
Slide6Research Questions (continued)
Are there group differences (e.g., gender, race) among STEM faculty in confidence ratings within teaching, scholarship, and service at the assistant, associate, and full professor rankings?
Are there group differences (e.g., gender, race) among STEM faculty in actual promotion experiences (time at rank) at the assistant, associate, full professor rankings?
What suggestions do STEM faculty members, namely women and minorities, have to improve the promotion process, the likelihood of being ready when eligible, or the likelihood of obtaining promotion?
Are there group differences (e.g., gender, race) among STEM faculty in leadership positions held or available and their perceptions of those leadership
roles?
Slide7Survey Items
Demographics
Years of service and years
in
rank
Confidence in teaching, scholarship, and service
What was helpful and what challenges were faced?
Ratings of specific avenues/barriers
Examples: caregiving, lab conditions, evaluation process, teaching load, respect, service and leadership opportunities
Leadership positions held and desire to hold one in the future
Open-ended suggestions to improve the likelihood of women applying for promotion
Slide8Goals of the 17-18 Change Project
Obtain IRB approval
Hold events to publicize the survey
Administer the survey
Preliminary analysis of survey data
Slide9Thank you!