Multiple data collection sources were used to measure the progress of UAB ADVANCE toward meeting goals stated in the proposal.

This presentation covers how the NSF data indicators have evolved and some recommendations for best practices on collecting data.

This webpage is a list of tables for benchmark data. Examples include the "Number and Percentage of Male and Female Faculty" and "Average Length of Employment.

This webpage is a list of reports.

This document is a series of tables showing statistics about the NSF Required Data Indicators.

In this report we first provide a brief overview of the findings from the institutional data in terms of the three areas of focus: recruitment, retention, and promotion. These may provide a useful context for examining the results of the two climate surveys; findings from the climate survey follow this overview."

The NYU ADVANCE-PAID program is evaluated both internally and externally, including both quantitative and qualitative measures. The quantitative assessment adopts the ADVANCE Toolkit for Reporting Progress toward NSF ADVANCE Institutional Transformation Goals...

ADVANCE Institutional Transformation (ADVANCE: IT)-funded programs are required to annually collect and report data related to progress toward the goals of the program. WISELI has been collecting these indicators since 2000. Two toolkits provide detailed descriptions of the data to be collected, and examples of effective uses of the data...

This webpage is a list of tables for benchmark data. Examples include the "Number and Percentage of Male and Female Faculty" and "Average Length of Employment.

These slides were presented at the 2005 PI ADVANCE meeting in Panel 2. The presentation covers the metrics that people first agreed upon in regards to increasing women in STEM, data that was collected using these metrics, and the toolkit that was developed.

The under-representation of women in the science, technology, engineering, and math disciplines is a broad national concern. This paper reports on the development of new Transtheoretical Model based measures to assess readiness to take action to advance women scientists.

This document is a list of raw statistics from 2004 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

The variation in the distribution of women in the Sciences faculty demonstrates that there has not been a significant change in the distribution throughout the years of the Program. The greatest changes are in the 2001-02 academic year, and we understand that this change is not due to the implementation of the project, but in fact to other...

Data for this year’s report were acquired through the University of Rhode Island’s Human Resources Department, a stable and reliable data source and a change from last year’s data sources that comprised primarily of individual colleges and/or departments.

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This document is a proposed method for compiling information at each ADVANCE institution. It was compiled by New Mexico State University’s ADVANCE program for the 2005 PI meeting in Panel 2. “The standardization recommended in this toolkit offers potential benefits in terms of cross-institutional comparisons. A brief history of the evolution of the indicators is presented in Appendix 1.”

This spreadsheet is a list of tables for benchmark data.

This document is a list of raw statistics from 2005 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

From this webpage a user can find a list of benchmark data from 2001 until present, flux charts, a presentation, and instructions from Hunter College’s ADVANCE Program.

NSF Reports and Benchmarks for University of Rhode Island

This document is a list of raw statistics from 2001 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

ADVANCE Institutional Transformation (ADVANCE: IT) funded programs are required annually to report data related to progress toward the goals of the program. The methods and procedures outlined in this toolkit will help you to meet the NSF reporting requirement.

This document is a list of raw statistics from 2000 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This document is a list of raw statistics from 2002 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

Are we making progress?

This presentation covers the NSF required data indicators, problems with using them, and how they were collected.

This presentation is about the kinds of information that can be collected to compare ADVANCE programs and their growth. Examples include space allocation, attrition analysis, and salary equity analysis.

Information about why and how to collect data so that ADVANCE programs can compare data is provided in this presentation.

This presentation covers why institutionalization and benchmark data indicators are important for creating sustainable change.

"ADVANCE is working to assess the status of women in the STEM disciplines, establish a baseline for measuring improvements, and establish database for ongoing use." This webpage includes links to baseline data.

A list of the core variables with the number of sites with survey questions is listed in this document. Some examples of core variables include demographics, sexual harassment, and satisfaction. This document was presented at the 2006 PI Meeting.

Evaluation is a critical component of ADVANCE UNC Charlotte, to both assess program impact and to inform the community of best practices. Principal programs are New Faculty Mentoring, Mid-Career Mentoring, Competitive Awards for individuals and units, Leadership UNC Charlotte and Future of the Faculty. We present our overall evaluation logic model, as well as the formative assessment that has informed and strengthened our program initiatives.

This document is a series of tables and data for the NSF benchmarks.

This document is a list of raw statistics from 2006 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

This presentation covers the different ways to do evaluation, an actual evaluation, and some results for measuring change at ADVANCE institutions. This presentation was given at the 2007 PI meeting.

This document is a table of data indicators and how they were originally measured.

Multiple data collection sources were used to measure the progress of UAB ADVANCE toward meeting goals stated in the proposal.

This presentation covers how to evaluate whether or not change has been made by the ADVANCE program at the University of Michigan.

The original NSF ADVANCE: IT proposal included a plan to perform in-depth interviews with 32 women faculty, conducted at the beginning of the grant period, to provide a baseline from which program evaluation will emanate. Follow-up interviews with the same women occurred in the last year of the grant. This activity was implemented immediately upon creation of WISELI, with some changes to the original...

This webpage is a list of tables for benchmark data. Examples include the "Number and Percentage of Male and Female Faculty" and "Average Length of Employment.

“This is the second of two “toolkits” developed to provide ADVANCE: Institutional Transformation (ADVANCE: IT) awardees with guidance on program evaluation. The first toolkit focused on the numerical indicator data that are required by the National Science Foundation on an annual basis with an emphasis on developing common reporting to increase the potential for comparability of the data. Data comparability will be essential to enable a national-level evaluation of the ADVANCE: IT program. To some extent, t

“ADVANCE Institutional Transformation (ADVANCE: IT) funded programs are required annually to report data related to progress toward the goals of the program. The methods and procedures outlined in this toolkit will help you to meet the NSF reporting requirement. The appendix tables and charts can be used as templates for preparing your own tables.”

This document is a list of raw statistics from 2003 at the University of Wisconsin-Madison about women faculty. It is organized by gender, area, stage in career, tenure, attrition, job, salary, and percentage.

Analysis of UM science and engineering faculty data revealed real progress in the representation of women over the course of the NSF ADVANCE award period...

This webpage is a list of tables for benchmark data. Examples include the "Number and Percentage of Male and Female Faculty" and "Average Length of Employment.