This webpage is a collection of forms on mentoring, PACE tenure track hire funds, and visiting speaker funds

This presentation covers bias in the evaluation of job applicants.

The Mentoring Program for Women in Science is a formal mentoring network for women with the ultimate goal of helping women faculty succeed and meet their career goals.

PACE seeks to increase access to relevant resources and advisors for indigenous women in science through several initiatives.

This webpage is a list of links to resources for PACE, ADVANCE, the Institution, and others.

PACE’s Mentoring component encourages science department faculty to track their progress toward tenure using “Career Maps.”

This webpage is a list of roles played by either the mentor or the mentee.

To help departments make commitments to gender diversity at the University of Montana, Gender Diversity Plans were made. “Plans consist of three components: a history of efforts to recruit and retain diverse faculty, a series of actions that faculty will carry out to increase gender diversity, and a set of recommendations to administrators indicating how they can support this effort.” This document is a one page description. It was presented at the 2008 ADVANCE PI Meeting Roundtable on Climate Change at the

The headlines from this newsletter are: Increased Diversity of Applicant Pools Maintains High Quality in Faculty; and, UM Shows Outstanding Commitment to Increasing Gender Diversity.

The slow response of the academy to accommodate the increasing share of PhDs who are women do not wish to remain childless has resulted in the loss of skills and scholarship to the scientific enterprise. A current front-page article in the Chronicle of Higher Education, "How babies alter academic careers," cites a nationally representative study by Mary Ann Mason and Marc Goulden that finds raising children, especially early in academic careers of PhD recipients between 1973 and 1999, had a negative effect

With the help of Project PACE, between 2003 and 2008, The University of Montana-Missoula increased the total percentage of tenure-track women science faculty from 17% to 24%...

In addition to orienting women faculty to Project PACE, the luncheons allow women scientists at UM-Missoula to form an academic community and network with one another, as well as learn about research endeavors of fellow UM women scientists.

This webpage is a list of visiting speakers and what they talked about.

The Partnership for Comprehensive Equity (PACE) project at the University of Montana is an interesting worthwhile effort by a team of dedicated staff members and others who embrace the concept and the goals of the project.

Project PACE instituted a Campus-Wide Policy Committee (CWPC) of senior administrators and scientists to review departmental diversity reports as well as a campus-wide Task Force on Policy Development and Revision.

This webpage lists the missions statement and goals for internal and external evaluation for the ADVANCE Program at University of Montana.

This webpage is a series of links to the mentor program, the roles, the processes, and the forms.

This webpage is a description of talking circles and workshops related to those talking circles.

The Mentoring Program for Women in Science is a formal mentoring network for women with the ultimate goal of helping women faculty succeed and meet their career goals.

At The University of Montana-Missoula, we have formed an alliance of central administrators, deans, department chairs, and faculty to change policy, recruit more women faculty, mentor and retain faculty, fund three new tenure-track hires, and form a state-wide network of women scientists.

This subcommittee... is taking significant steps forward in developing a feasible plan for on campus day care for faculty, staff, and administrators at the University of Montana.

The Task Force on Policy Development and Revision was charged with establishing policies and procedures that support all faculty members and staff in their efforts to balance work and family responsibilities.

The recruitment program of Project PACE is designed to assist departments in reaching their gender diversity goals and to increase the number of tenure-line scientists at UM-Missoula.

This booklet covers: Evaluation of the Applicant Pool, Creating the Short List, Considerations for Female Candidates, How Active Recruitment Efforts Can Backfire, and Contact Information for Faculty Recruitment.

Active recruitment of women is ongoing and sensitivity to family needs of new faculty has produced an appreciation of needed changes in procedure and policy. Policy changes as a result of PACE work will not only advance women in science, but will also strengthen the hiring of underrepresented faculty across the university and support new faculty overall. I am confident that the benefits made possible by The University of Montana-Missoula's NSF ADV ANCE grant will continue.

This booklet covers: handling the Campus Visit, Negotiating a Contract, Evaluating the Search, Resources, and Contact Information for Faculty Recruitment.

This document covers meeting notes on the topics of partner accommodation, guidance, and subcommittee recommendations.

The headlines from this newsletter are: "FAQs about UM’s Sick Leave Fund for Faculty and Staff", and "Sick leave fund contribution".

A formal mentor shall be selected from among tenured faculty within the hiring department during the first year after hire to inform, advise, and assist each new tenure-track faculty member...

A Writing Group is composed of junior and senior science faculty (at least one of each being female) who gather to provide one another with the opportunity for mentor-style relationships.

In 2004, as part of Project PACE’s Assessment component, Chris Fiore conducted a university-wide Climate Survey. This survey highlights the experiences of a wide range of faculty, including those hired within the last five years and those hired prior to the last five years, as well as faculty who have resigned or who are involved in recruitment. To view the complete Climate Survey (pdf), visit the links at the top of the page.

The Women in Science Lunches and Breakfasts are designed to help build collaboration and a sense of community among women science faculty at The University of Montana-Missoula.

We modified the Association for Women in Science Faculty Survey as a quantitative measure of on campus science faculty experiences. We also developed a qualitative interview for four different groups of faculty...

This presentation covers tips on how to make the interview process clear and productive. Tips include providing an itinerary, what to ask and what not to ask, and giving a realistic picture.

This presentation covers some best practices for encouraging people to come to the University of Montana.

This webpage is a list of resources such as forms, events, newsletters, and outreach and mentoring.

This webpage is a list of links to notes from meetings on policy

To develop a model for lasting institutional change in rural public universities and to promote quality through diversity. Specific goals include changing policy, increasing the number of tenure-line women science faculty, empowering and informing women faculty, and creating a statewide network of women scientists.

This webpage is a list of resources from other institutions on topics such as career pathways, stagnant salaries, and higher education recruitment.

The External Advisory Committee convened in Missoula on July 27th, 2005. We spent one day on campus, meeting with deans and faculty. We then held a retreat with PACE staff at the Souble Arrow Lodge to review progress, examine data, and discuss current activities in depth.

This subcommittee... is taking significant steps forward in developing a feasible plan for on campus day care for faculty, staff, and administrators at the University of Montana.

The Committee was responsible for the investigation of all aspects of policy concerning issues important for reaching gender equity in science at UM.

Our intent is to gather information about the academic climate for science faculty who have been employed at The University of Montana in the past 10 years.

The IWSN is a national network of native women scientists. It will be a self sustaining entity that extends the University of Montana’s Partnership for Comprehensive Equity’s (PACE) model of support and networking to native women scientists across the country. The IWSN is developing from within, with participants taking leadership roles and shaping the content and structure of the network.

The University of Montana-Missoula Partnership for Comprehensive Equity (PACE) opened shop in September 2003 with an Institutional Transformation grant from the NSF ADVANCE Program...

This webpage is a list of evaluation reports such as the 2004 Annual Report.

This booklets covers: Composing the Search Committee, Committee Activities Prior to the Search, Using Active Recruitment Resources, and Contact Information for Faculty Recruitment.

This webpage is a list of resources for mentoring - such as the "Visiting Scholar/Mentor Award Guidelines" and "Mentee Information Form.

This webpage is a list of links to articles and news of interest.

This document is divided into sections on the formalization process and the evaluation process.

This newsletter covers the Blackfoot project and how PACE funded collaborations for faculty.

The headlines from this newsletter are: "Missoula Co-hosts Indigenous Evaluation Meeting", "PACE Survey Reveals Lack of Faculty Mentoring", "PACE Sponsors Visiting Scholar and Mentor Collaborations", and "Women in Science at UM: Dr. Creagh Breuner".

This poster is about women geoscientists. The left side of the poster discusses the number of women in faculty positions, how geoscientists perceive gender equity, and reasons why geoscientists contemplate leaving the field. The right side presents strategies to build a community of female geoscientists. This poster was presented at the 2008 ADVANCE PI Meeting in a roundtable on Diversity in ADVANCE.

Project PACE initiated an “Outstanding Mentoring Award ," which was adopted by the Office of the Provost. The purpose of this award is to honor an outstanding faculty member who has served as a mentor to junior faculty members.

Renae Merrick, a young diabetic student from Fort Berhold Community College, spoke at an American Indian College Fund event honoring outstanding tribal college students in 2001. Her story revealed her determination to complete her nursing degree.

This webpage is a list of recruitment resources divided into categories for search committees, candidates, and partners.

The outreach component of the PACE project seeks to identify and engage American Indian women scientists and science advocates in activities that increase the creation of scientific knowledge and which facilitate the transfer of that knowledge at the local, national, and international levels.

The headlines from this newsletter are: "Retreats Encourage Writing Productivity", "PACE Launches New Mentoring Initiative", and "Task Force Discusses Work-Life Policies

The aim of the program is to provide career development through mentoring relationships with off-campus science leaders who will provide advice and facilitate the formation of collaborative research efforts.

This webpage is a list of up coming events in the areas of PACE and External Events.

This presentation covers topics such as the composition of search committees, how to create and place ads, and how to recruit for diversity.

This webpage is a list of visiting speakers and what they talked about.

Project PACE has provided travel funds to allow additional women candidates the opportunity to interview for positions as tenure-track faculty in UM science departments.

Under the leadership of Professor Penny Kukuk and the Steering Committee, the PACE Project at The University of Montana has benefited immensely from the continued support and assistance of the faculty and administration in increasing the number of women in the sciences. PACE Project activities in the past four years encouraged Departments...

Consistently during the course of the Year 1 evaluation of this project, project staff and university personnel have graciously given their time to what must seem like a barrage of questions and requests for information.

This webpage is a list of resources such as contact information and a list of links or organizations.

This presentation gives an overview of the ADVANCE Program at the University of Montana. Their policies, mentoring program, assessment, and outreach is covered.

This webpage is a list of outreach activities. Examples include visiting speakers, American Indian outreach, and Montana State University outreach.