The struggle and trajectory towards promotion are covered in the links on this webpage.
Mike Purdy began the discussion by describing the “buzz words” that are often heard in appointment and promotions meetings: “leadership, impact, and homerun.” He focused his remarks on leadership because of all the criteria, it can be the most difficult to define. Purdy described two types of leadership: leadership by intellect and leadership by activity.
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.”
A Transition Faculty Research Award is available to sponsor research and scholarship activities that will enhance the professional growth of non-tenure-track (transition) women faculty leading to their promotion.
"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
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.
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.
Outlined here are programs that various institutions have developed to increase the recruitment, retention, and promotion of women in academia. Some programs target improvement of individual women's experience; others target policy changes.
The mid-career mentoring initiative at UNC Charlotte is designed to support associate professors and assist them in advancing to the rank of full professor. The initiative has two components – one that serves only female associate professors in the STEM disciplines and one that is open to all associate professors regardless of gender or discipline.
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 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 presentation covers findings from a study that used semi-structured interviews to look at participation, performance, and advancement.
This brochure includes best practices to facilitate promotion and tenure.
These two case studies can be helpful in discussing issues in related to recruitment, retention, and promotion.
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.
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.
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.”
STRIDE is a committee of 11 professors and administrators who are trained in practices that increase the promotion and success of women faculty. Through presentations, members are a resource for chairs, administrators, promotion and tenure committees, and search committees. STRIDE is modeled after a successful program at the University of Michigan.
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.
AdvanceVT and the Office of the Provost host occasional workshops on Promotion to Professor. The Office of the Provost presents an overview of the process and requirements, recently promoted faculty members give their perspectives on preparation for promotion, and current or former members of college and university promotion and tenure committees respond to questions from the audience. Data on the number of years spent at the associate professor
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.
This presentation reports the findings of the University of Wisconsin-Madison’s ADVANCE program on promotion and gender in academia. Metrics and graphs are provided. This presentation was given at the 2005 PI meeting in Panel 2.
The present study examined the impact of managers' gender and race on a job performance attributions made by their supervisors. Among the most highly successful managers, the performance of women was less likely to be attributed to ability than the performance of men.
The Work Environment for Tenure Track/Tenured Faculty at the University of Maryland
Advance Research and Evaluation Report I: Overall Findings
The strongest predictor of success in recruiting women is the inclusion of women in search committees. The ADVANCE Center for Women faculty, in conjunction with the Dean of Faculties, is expanding existing gender bias training for all members of search committees, committees making decisions on tenure and promotion, and committees making decisions on university and college awards.
JSUAdvance announces the launch of its mentoring program beginning in December 2011. The program is established to support tenure and promotion of women faculty in the STEM and social/behavioral science fields. JSUAdvance will offer external coaches to women faculty in these fields.
The goal of Bias Prevention Training is to transform the informal culture of the university by providing information to employees designed to help them understand and eliminate bias. Focus Groups and other methods of transforming the informal culture will be established. All methods will be infused with bias prevention educational strategies. These strategies will be designed to educate and mitigate biases by examining and rectifying issues that impact the retention and promotion of STEM-SBS female faculty
AAFACWE's Library includes articles, reports, and books relevant to the advancement and promotion of women in science and engineering.
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.
The NSF ADVANCE award will allow researchers at UMass Lowell and UMass Medical School to advance the study of Gender bias in the workplace. The team will focus on creating new metrics and tools for the assessment and quantification of subtle gender biases and other causes of micro-inequities—the accumulation of subtle biases over a long period of time.