MU-ADVANCE: Year 3 Plans

MU-ADVANCE welcomes everyone back to another academic year, the third year for our program.  In retrospect, MU-ADVANCE has been very successful implementing new recruitment measures, faculty development workshops/programs, and policy changes.  Many of the Program’s efforts have been beneficial not only to female faculty members, but have had university-wide impact. 

Designed as a vehicle for institutional transformation, MU-ADVANCE used the first two years to build programs and allies that would drive change.  Using a unique model, MU-ADVANCE tapped human resources by forging partnerships with administrators.   This model allowed faculty on the MU-ADVANCE team to raise administrator’s awareness about certain problem areas within the university. Discussion and assessment ensued, and so did tangible results.   

A look at the plans for Year 3:

In Year 3, MU-ADVANCE will strive to institutionalize the components of the grant that have been created and piloted through our three initiatives.  A guide that explains our faculty-administrator partnerships will be drafted so that other academic institutions can emulate our model.  In terms of recruitment, MU-ADVANCE will help find ways for the university to attract a more diverse applicant pool.  In addition, we will offer our search-related best practices to the Office of Equity Services as they develop the best practices for the university.  The already successful Dual Career Services Program will continue to actively pursue job opportunities suitable for new hires’ spouses and partners, while MU-ADVANCE continues to work with MURC, the Child Development Academy, and the upper administration to create daycare slots for faculty members’ children.  Faculty development programs, including networking events and Grant Chats, will be hosted throughout the academic year to promote collaborations.  Furthermore, the coaching (mentoring) program proved to be quite beneficial in stimulating both confidence and productivity among junior faculty.  With that in mind, MU-ADVANCE will encourage the university to adopt this practice so that it may be offered to all new faculty.  The mentoring programs help guide new faculty through challenging circumstances, helping to ensure that both the university and the faculty member meet their contractual agreements.  MU-ADVANCE will oversee the presentation of the policies developed in Year 2 to the Faculty Senate and will continue developing policies that will address cultural climate issues.  Finally, MU-ADVANCE will reach out to other Appalachian institutions, proposing an engagement between the schools to promote change and diversity within the region. 

Originally envisioned as a three-year program, the 2008-09 academic year will be the final year for MU-ADVANCE unless we apply for and are granted an extension.  Therefore, beyond the aforementioned plans, we will also establish whether we are eligible to submit a merit-based continuance proposal to NSF.  This extension would extend the Program another two years, providing more time to implement positive, necessary change. 

For a listing of upcoming networking events and Grant Chats, please visit the MU-ADVANCE calendar: www.marshall.edu/calendar.  The calendar is updated regularly, so check it regularly for exciting events and faculty development opportunities. 
  

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