This document provides more detailed information about the faculty associate position. The roles and responsibilities, key topics for investigation, information provided at training, benefits, and procedure are listed.

Effective faculty retention is as critical as recruitment. It is imperative for a department to retain their new hire — the costs of faculty turnover affect a department’s fiscal bottom-line as well as its morale. Thus, we have developed this checklist of activities which may help you retain your new-hire, while helping you maintain optimal working conditions for all faculty in your department.

To foster an awareness of the ways in which unconscious bias and equity at the departmental level may influence the recruitment and retention of a diverse faculty.

In an effort to make a lasting change at the University of Michigan, the ADVANCE program there gave department grants to encourage policy and practice change. The key findings about the changes that took place are listed (ex: awareness, climate, and transparency).

The ADVANCE Program recognizes the importance of having women scientists and engineers in positions of leadership in university administration and seeks to encourage interested women faculty to consider participating in this program.

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

ADVANCE-Nebraska funds up to $3,000 for departments to develop and execute their own recruitment strategies to diversify applicant pools. The faculty who apply are encouraged to identify the specific challenges for recruiting women to their department applicant pools and to develop a plan that is informed by best practices and national research to address these challenges.

"Creating a Positive Departmental Climate at Virginia Tech: A Compendium of Successful Strategies” was created as part of the AdvanceVT Departmental Climate Initiative (DCI). The Department Climate Committee collected policies and practices from a variety of sources to provide department chairs and heads with opportunities to learn about departmental issues at Virginia Tech, to understand more fully the ways in which these issues manifest themselves within departments, and to share both succ

The sections of this poster are introduction, method, results, conceptual model, and discussion. "Organizational climate is the individual's perceptions of the organization's policies, practices and procedures, both formal and informal.

What have been the effects of ADVANCE at the University of Michigan? To help answer that question, this report focuses on one of the interventions outlined in the original NSF proposal: Departmental Transformation Grants. These grants involved substantial awards (up to $250,000) to departments that made rigorous, specific and ambitious proposals for improving their own internal policies, practices and climates, based on analyses of the current situation and recent past.

The Earth Institute NSF ADVANCE program provides resources for divisions, departments, and research centers to increase the representation of women scientists. The objective of the awards is to 1) increase the number of women recruited, retained, and advanced, and 2) improve the climate for women scientists within divisions, departments, and centers.

A two-year study across RIT’s colleges with Science, Technology, Engineering and Mathematics (STEM) departments to collect and analyze data on the factors that women seek in an academic position and determine how well RIT provides (or fails to provide) for these through climate study activities and objective data review.

"Creating a Positive Departmental Climate at Virginia Tech: A Compendium of Successful Strategies” was created as part of the AdvanceVT Departmental Climate Initiative (DCI). The Department Climate Committee collected policies and practices from a variety of sources to provide department chairs and heads with opportunities to learn about departmental issues at Virginia Tech, to under

This webpage covers the plan to help increase recruitment at Marshall University. Examples include: Advertising Enhancement, Recruitment Assistance, Travel for Recruitment Purposes, MU-ADVANCE Web Resources and Assistance.

This document lists what is a facilitator's charge, a facilitator’s model, a facilitator’s role, and facilitator’s successes. It was presented at the 2008 ADVANCE PI Meeting Roundtable on Climate Change at the Department Level.

ACES has given out Departmental Initiative Grants (DIGs) for department-wide activities in the 31 NSF-fundable Science and Engineering departments. These grants advanced the ACES mission and goals and supported initiatives to improve climate, enhance collegiality, stimulate greater inclusion of women and minority faculty, and promote positive department change.

The document outlines a faculty associate position. The idea is that there would be a faculty member in each department who would help the department head with equity issues based on a stack of information given and taught to the faculty person by the ADVANCE program.

This presentation from the 2009 PI Meeting covers: making transformations permanent, UM ADVANCE, their missions, institutionalization, their new initiatives, sustaining successful transformations, providing administrators with critical data, and continuing transformation in one college.

This presentation from the 2009 PI Meeting covers: the need to focus on department climate, ways to assess department climate, and how Utah State, WISELI, and Hastings College has worked with department change.

As part of the ADVANCE project, a research fellowships program is being initiated to support research investigating issues on the departmental level. Proposals are being solicited that inquire into faculty issues both nationally in the discipline and within the corresponding UA department.

Well-conceived policies and procedures help create a supportive climate for faculty. Over the past few years—primarily through interviews, focus groups, and direct e-mail requests—we have been asking women and men faculty members to describe specific programs or general behaviors that contribute to a climate that supports their academic career success and satisfaction. The following summary describes (often using their own words) what the faculty members have told us.

Well-conceived policies and procedures help create a supportive climate for faculty. Over the past few years—primarily through interviews, focus groups, and direct e-mail requests—we have been asking women and men faculty members to describe specific programs or general behaviors that contribute to a climate that supports their academic career success and satisfaction. The following summary describes (often using their own words) what the faculty members have told us.

This webpage is a list of links to resources such as a calendar and leadership workshops.

This is a wiki that is a collection of resources. The sections of this webpage are titled ADVANCE Department Chair Workshops and Resources, ADVANCE Visiting Scholars Program, Transforming Academic Departments, and Children.

Addressed in this document is the Collaborative Transformation Project run by Iowa State University’s ADVANCE program from the 2008 Roundtable on Climate Change at the Department Level. “The CT Project is designed to “mirror back” to faculty in each participating department positive and negative aspects of their own workplace climate...”. This document covers the data collection and dissemination process, benefits, outcome highlights, what is working well, challenges, and references for this program. It was

These grants involved substantial awards (up to $250,000) to departments that made rigorous, specific and ambitious proposals for improving their own internal policies, practices and climates, based on analyses of the current situation and recent past...

Final reports for the LEAP Individual Growth and Department Enhancement Grants for 2007 were evaluated to identify the individual and institutional outcomes of this pilot faculty development program. Qualitative analysis of these reports shows that the proposed activities for both Individual Growth and Department...

This is a link to the PDF version of the AdvanceVT Department Climate Compendium. The parts of this paper are introduction, about the AdvanceVT departmental climate initiative, and departmental climate components and strategies.

This presentation from the 2009 PI Meeting covers: the first use of a survey in 2003, their dual agenda approach, changing philosophy, and different departments and the strategies that work.

The program for Transforming Academic Departments builds on the expertise of gender equity scholars to offer a framework for department chair leadership development by providing information about best practices for recruiting and retaining women and minority faculty, managing departmental climate (including countering gender bias), and ensuring faculty success in tenure and promotion reviews...

Effective and supportive communication is a critical factor in retaining and promoting faculty.

Not all TAMU colleges/departments are eligible for funds from the NSF ADVANCE program. However, two main goals of the program are to change the campus culture and institutionalize successful activities over the life of the five-year grant so that all faculty across campus will benefit. Therefore, if colleges/departments that are ineligible for NSF ADVANCE funds would like to be recognized as a Target Department for participation in ADVANCE activities during the grant period (2010-2015), they may provide f