STRIDE stands for Strategies and Tactics for Recruiting to Improve Diversity and Excellence. Northeastern University will be utilizing an adaptation of the University of Michigan developed STRIDE Recruitment Committee to support search committees in the hiring process. The STRIDE Committee is a team of NU faculty who aim to increase the diversity in applicant pools.
The following offers a method for department faculty to provide evaluations of job candidates. It is meant to be a template for departments that they can modify as necessary for their own uses. The proposed questions are designed for junior faculty candidates; however, alternate language is suggested in parenthesis for senior faculty candidates.
As you begin to evaluate applicants and candidates, be aware of the kinds of evaluation biases that psychological research has identified in both women’s and men’s judgments of job candidates. You may want to review Virginia Valian’s summary of this research (see http://advance.cornell.edu/search.html ) and discuss it as a group. The most important general point about the process of creating the short list is to build in several checkpoints at which you make a considered decision about whether you are satis
In July 2005, the UC policy that governs faculty appointment, promotion and appraisal reviews, was revised to underscore the importance of diversity in all facets of faculty activity. The principle governing these changes is contained in the following statement on the criteria for personnel actions...
The University of PR’s ADVANCE program presented their strategic evaluation and conversation process at the 2006 PI Meeting in this presentation. The purpose, background research, indicators, and findings are included.
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.”
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,
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.
Covered in this presentation is the topic of evaluation for the different ADVANCE institutions. The topics range from how to prepare for evaluations, how to mix evaluation methods, and how to use evaluation. This presentation was given at the 2008 PI Meeting in the Concurrent Session 10 on Advanced Topics in Project Evaluation.
This presentation from the 2011 PI Meeting covers evaluation of 19 institutional ADVANCE awards. It included strategies and processes used to influence gender representation in academic STEM departments;
transform institutions so that, in time, ADVANCE
will no longer be needed; and processes of institutional change.
This presentation from the 2011 PI Meeting covers an evaluation of the first two rounds of ADVANCE IT project awards and the impact they have had in three key areas: policies, practices, and structural changes.
This presentation from the 2011 PI Meeting is designed to help grantees prepare for site visits. It covers the evaluation process at NSF, role of evaluation, internal and external evaluation, and evaluation challenges.
This presentation from the 2011 PI Meeting covers:
programs put in place at Lehigh University using Elsevier grant and Sloan/ACE Grant. Such programs include dual careers, worklife balance, retention of women faculty, faculty mentoring and finally program delivery and evaluation.
This presentation from the 2103 PI meeting provides an introduction to Research.gov's performance progress report. This tool will replace Fastlane for PI reporting of grant participants, products, findings, and outcomes.
Interactive theater is a powerful tool for better understanding and dealing with unintended obstacles to career success. The Center for Research on Learning and Teaching (CRLT) Theatre Program uses a solid foundation of research on faculty and student experiences to develop and present provocative vignettes that engage the audience in thinking and discussing issues of diversity, pedagogy and inclusion.
Document offering a method for department faculty to provide evaluations of job candidates.
It is meant to be a template for departments that they can modify as necessary for their own uses.
The proposed questions are designed for junior faculty candidates; however, alternate language is
suggested in parenthesis for senior faculty candidates.
This mailing list is for the use of the ADVANCE PIs, Directors, and Program Developers. It will enable us to share best practices, helpful web sites and programs, discuss common goals, etc. You can subscribe here.
The methods and procedures outlined in these toolkits will help you to meet the NSF reporting requirements and conduct effective program evaluations. Toolkits are available here.
The ADVANCE Implementation Mentors Network connects change leaders at ADVANCE grantee institutions to increase their efficiency and effectiveness. advanceaimnetwork.org
This material is based upon work supported by the National Science Foundation under Grant No. SBE-0244916, with additional support from the Clare Boothe Luce program of the Henry Luce Foundation. Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation or the Henry Luce Foundation.