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

The fourth annual conference held as part of the ADVANCE program was an effort to evaluate the current initiatives within the project and focus on the results of the Promotion Tenure Advance Committee (PTAC) that have been implemented in the promotion and tenure process at Georgia Tech.

For the 2005 PI meeting Georgia Tech’s ADVANCE program put together a summary of their ADEPT tool for promotion and tenure groups. ADEPT “consists of a downloadable application that contains case studies and related activities appropriate for group discussion or individual use by candidates, members of committees, and other faculty.”

The critical work-life dilemmas detailed in An Agenda for Excellence: Creating Flexibility in Tenure-Track Faculty Careers indicate an urgent need for higher education leaders to examine and proactively address the institutional climate that governs the entire career cycle of faculty—from entry into tenure-track positions to retirement.

This report gives the findings from a sub-committee at the University of Michigan on policies and practices that influence women’s progress in science and engineering. A list of recommendations with detailed descriptions are available.

The academic personnel and appointment policies that have been standardized and placed into the official university policy format are posted online at the University Policy Office, and are available in the Human Resources Volume of its library...

Sample titles from slides in this presentation are ADEPT construction, PTAC report, ADEPT career case studies, GT faculty development online resources, and case study discussion and ADEPT session.

A panel discussion on tenure dossiers

This document is a list of readings on evaluations for promotion and tenure.

This presentation is a description and sample outcomes from work of a committee on promotion and tenure.

This document is a list of best practices for gaining promotion and tenure. Examples include: "Get copies of your university, college, and department/division policies for tenure and promotion. If your offer letter includes statements of expectations you must meet to earn tenure, add the letter to your file of overall expectations. Always know where these items are and refer to them often.

Resources for tenure and promotion

This webpage is a list of links to the report on promotion and tenure in both html and pdf versions. "The Promotion and Tenure ADVANCE Committee (PTAC) was formed in July 2002 as a component of Georgia Tech’s NSF-funded ADVANCE Program for Institutional Transformation. PTAC was charged by the ADVANCE Program to serve as a grassroots faculty group aimed at identifying and addressing a wide range of academic issues related to faculty development and promotion and tenure evaluations.

Sections of this paper are good practices for promotion and tenure, proposed qualitative terms for use in faculty evaluation, and sample written feedback to a faculty member.

This document is an agenda for a workshop that is on the topic of tenure and professional development

This webpage is a list of resources to help with promotion and tenure. Examples include lists of regulations, deadlines, and "Navigate Your Career.

This document is a list of FAQs in regards to the tenure and promotion process. Example questions are: "Can I appeal a negative tenure or promotion decision?" or "What is a circle of advisors? How do I go about forming one?

This document is a list of links on the topics of NSF, Retention, ADVANCE Programs, Tenure Clock Extentions.

This brochure includes best practices to facilitate promotion and tenure.

Systematically monitor hiring and promotion decisions to eliminate unintentional bias and create opportunities for all faculty. Include salary and workload equity in your thinking about such decisions...

This document is a one page form to fill out about due date of tenure review and birth or child.

This presentation is a quick guide to the steps towards tenure.

Recruiting first-rate faculty and staff is a top priority for Cornell and in support of that goal the Cornell Dual Career Program offers job search information and assistance to dual career spouses or partners.

This is the head webpage for the ADEPT tools. “ADEPT provides case studies and various forms of reference material relevant to promotion and tenure evaluations. One of the primary goals of the instrument is to assist users in identifying forms of bias in evaluation processes to achieve fair and objective evaluations.”

This document is an agenda for a workshop on the topic of promotion and tenure. The titles of the events include lunch, presentation, questions and answer sessions, evaluation.

PPT from the 2004 ADVANCE PI meeting about UW ADVANCE, promotion and tenure at UW, and resources for faculty.

This document is a handout for a workshop on the topic of promotion and tenure. The sections of the paper are readings, activities, presentations, post-workshop activities, and references.

Annual Evaluation

Responding to this broad, ambitious charge, PTAC pursued a series of manageable tasks resulting in documents and tools designed to enhance evaluation processes. The committee met once or twice monthly from October 2002 through July 2003, and in April 2003, PTAC contributed case study sessions on promotion and tenure cases at the annual Georgia Tech ADVANCE Conference.

Kent Fuchs and I have arrived at the following guidelines for the three year review for tenure track professors in the engineering college. We thank you all for your suggestions on this issue...

ADEPT stands for Awareness of Decisions in Evaluating Promotion and Tenure. It “is designed to prepare promotion and tenure candidates and members of faculty evaluation committees.”

The Reappointment, Promotion and Tenure Project (RPandT) of MSU’s ADAPP-ADVANCE grant aims to support the faculty in all units within each of the participating colleges in defining and refining expectations of reappointment, promotion and tenure so…

In the spring of 2007 and again in fall of 2009, Virginia Tech participated in the COACHE survey of pre-tenure faculty. The COACHE survey asks faculty to assess their experiences regarding promotion and tenure, the nature of their work, policies and practices, and the general climate, culture and...

ADVANCE partners with NMSU Hispanic Caucus and the Provost’s Office to offer fall and spring workshops for all NMSU faculty. These workshops improve the understanding of the promotion and tenure process and thus increase retention of a vibrant, diverse faculty. The annual fall workshop provides general information about the promotion and tenure process and an opportunity for faculty across the institution to network. In odd-numbered years, the program focuses on the transition from associate to full profess

The pre-tenure and promotion assessment program provides a real-time trial run at preparing the promotion and tenure (PandT) dossier and addresses the issue that women do not understand (or often are not told) what is required for tenure and/or promotion.

"ADVANCE is working to assist diverse STEM faculty to advance in their careers by enhancing the RTP process. Activities include developing training workshops for RTP committees, providing systematic pre-tenure performance feedback; establishing professional learning communities; and facilitating faculty development in teaching, research and service." Additional links on teaching and research are also provided.

The Promotion and Tenure ADVANCE Committee (PTAC) was formed in July 2002 as a component of Georgia Tech’s NSF-funded ADVANCE Program for Institutional Transformation. PTAC was charged by the ADVANCE Program to serve as a grassroots faculty group aimed at identifying and addressing a wide range of academic issues related to faculty development and promotion and tenure evaluations.

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.

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation Report I

The Work Environment for Tenure Track/Tenured Faculty at the University of Maryland Advance Research and Evaluation Report I: Overall Findings

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland ADVANCE Research and Evaluation Report for ARHU

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: ARHU Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: BSOS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: CMNS Report

The Work Environment for Tenured/Tenure Track Faculty at the University of Maryland: ADVANCE Research and Evaluation: EDUC Report

The Work Environment for Tenure-Track/Tenured Faculty at the University of Maryland: ADVANCE Research and Evaluation Report for EDUC.

Over the course of the 2008 academic year, the Survey Group developed a comprehensive career-life survey focusing on gender issues in STEM. The team reviewed climate surveys previously developed and administered at other NSF ADVANCE institutions, primarily the survey developed at the University of Michigan and the University of Wisconsin-Madison.

This executive summary presents barriers identified for the recruitment, retention, and advancement of women STEM faculty at RIT, including issues related to career navigation, climate, and work/life balance issues.