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Ultimate Goal: To
empower a strong core of administrators and female science,
technology, engineering, and mathematics (STEM) faculty to
initiate and maintain institutional climate change, and
improve the recruitment and success of female faculty.
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Initiatives |
Recruitment and Networking |
Faculty Development |
State
& Institutional Policy Changes |
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Resources
(Inputs) |
University faculty from four colleges, university
administrators, money, time, physical facilities, equipment,
materials, technology, WV EPSCoR, WV’s Vision 2015 Strategic
Plan |
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Activities |
Recruitment
strategy committee, networking with professional
organizations, development of the online resource center;
membership on search committees; support for search
committees; job postings on HigherEdJobs.com for entire
campus |
Faculty
fellowship solicitations; networking lunches; support by
ADVANCE student assistants in recruitment, graphic design
and web design; grant writing workshops; self-study; writing
groups |
Policy Change
Committee meetings; review of policies; identification of
barriers; negotiations with administration; self-study;
monitoring new policies |
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Outputs |
New recruitment
policies, process and best-practices availability through
online resource center |
Faculty
fellowships; mentoring projects; campus climate survey |
Campus climate
survey administered, analyzed and barriers identified |
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Short term
Outcomes |
Increased number
of female STEM faculty applicants |
Increased
participation in professional activities including campus
writing groups, professional meetings, etc. |
Workload policy
formulated and communicated at university and stat;
implementation of existing work-load policy. Tenure-clock
and other policies developed from information the campus
climate survey responses. |
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Intermediate Outcomes |
Improved
gender equity within STEM departments; networking
opportunities and resources for all faculty |
Increased grant writing, grant awards and publications in
peer-reviewed journals |
Improved
promotion of female STEM faculty; increased retention of
female STEM faculty. |
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Long Term
Outcomes |
Increased number of female STEM faculty |
Help new
faculty balance, integrate teaching and research, and foster
collaboration among STEM faculty;
increased retention and promotion of female STEM faculty |
Changed
university and state policies identified to be significant
barriers to the advancement of female STEM faculty at
Marshall University |
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Impact |
Increased
representation and advancement of women in academic
science and engineering careers, thereby
contributing to the development of a more diverse
science and engineering workforce. |
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