ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID) Award: PROMOTE - Improving the promotion to full processes at western public universities

对科学、工程和技术的研究表明，在四年制学院和大学中担任正教授的妇女很少（18%）（2003年国家科学基金会科学和工程指标）。这种稀缺性意味着很少有女性候选人担任领导职位，因为系主任，院长，教务长和研究团队的领导通常是正教授。由于正教授具有声望和影响力，而且担任这些职位的妇女人数不足，我们必须了解和解决妇女在晋升为正教授时面临的困难，以打破限制妇女担任行政职位的玻璃天花板。PROMOTE项目将增加我们对从副教授到正教授过渡的理解，并通过实施阶段解决困难。在第一部分中，我们将研究西方七所公立研究型大学的副教授和正教授，以更好地了解与晋升相关的因素-这是这个职业阶段的第一个跨机构研究。在第二部分中，我们将利用这项研究的结果，调整，实施和传播一套四个关键活动，确定为提高晋升率的工具。在这一阶段，犹他州州立大学将与堪萨斯州立大学、新墨西哥州州立大学、堪萨斯大学、北达科他州州立大学、爱达荷州大学和俄勒冈州州立大学这六所西部公立研究型大学合作。我们将实施的活动是1）由教务长办公室在各个校区举办的推广研讨会，2）制定和传播关于院长和部门负责人（主席）推广过程和期望的明确指导方针，3）制定全面推广的审查机制，4）对感兴趣的教师进行辅导。合作机构为该项目带来了各种经验。其中三所大学，犹他州、堪萨斯和新墨西哥州，都获得了高级信息技术奖，并一直致力于增加女性STEM教师的招聘、保留和晋升。堪萨斯州立大学制定了创新的职业规划和指导方案。新墨西哥州已经制定了一个成功的指导计划，他们目前正在努力传播。其中四所大学没有获得先进奖，但致力于增加妇女在STEM教师中的代表性。这些大学位于美国西部的小城市，在招聘高级女性方面面临挑战。从招聘和晋升人数来看，这些机构都无法通过招聘解决高级女教师短缺的问题，它们必须“培养自己的”高级女教师。PROMOTE的智力优势在于增加了对从副教授到正教授过渡的理解。为了提出有效的干预措施，我们必须了解晋升的障碍以及如何最好地改善这些障碍。虽然教师的招聘和终身职位的过程一直是许多研究的主题，有学术科学家的职业道路的下一个阶段的研究很少。PROMOTE将开发、测试、调整、评估和传播一套相对简单和廉价的活动，重点是全面推广，然后可以由全国各地的大学采用。通过这种方式，许多机构可以看到犹他州经历过的校园高级女性的增长。

Studies of science, engineering and technology point out the paucity of women at the full professor level (18%) in four year colleges and universities (2003 NSF Science and Engineering Indicators). This scarcity means there are few women candidates for leadership positions since department chairs, deans, provosts, and leaders of research teams are typically full professors. Because full professors carry prestige and influence, and because the number of women in those positions is lacking, we must understand and address the difficulties women face in becoming promoted to full professor to break through the glass ceiling that limits women's accessibility to administrative positions. The PROMOTE project will both increase our understanding of the transition from associate to full professor and address the difficulties through an implementation phase. In part one, we will study associate and full professors at seven western public research universities to better understand the factors associated with promotion - the first cross-institutional study on this career stage. In part two, we will draw on the findings of this study to adapt, implement, and disseminate a set of four key activities identified as instrumental in increasing promotion rates. In this phase, Utah State University will partner with six western public research universities Kansas State, New Mexico State, University of Kansas, North Dakota State University, University of Idaho and Oregon State University. The activities we will implement are 1) promotion workshops held by the Provost's Offices on the various campuses, 2) development and dissemination of clear guidelines on the processes and expectations for promotion by deans and department heads (chairs), 3) development of review mechanisms for the promotion to full process and 4) coaching for interested faculty. The partnering institutions bring a variety of experiences to this project. Three of the universities, Utah State, Kansas State and New Mexico State, have had ADVANCE-IT awards and have been working on increasing the recruitment, retention and advancement of women STEM faculty. Kansas State has developed innovative career planning and mentoring programs. New Mexico State has developed a successful mentoring program, which they are currently working to disseminate. Four of the universities have not received ADVANCE awards but are committed to increasing the representation of women among their STEM faculty. These universities are located in small cities in the western United States and face challenges in recruiting senior women. As evidenced by recruitment and promotion numbers, none of these institutions can solve the shortage of senior women faculty through recruitment, they must "grow their own" senior women. The intellectual merits of PROMOTE reside in the increased understanding of the transition from associate to full professor. In order to propose effective interventions, we must understand the barriers to promotion and how best to ameliorate them. Although the recruitment of faculty and the tenure process have been the subject of numerous studies, there have been few studies of the next stage in an academic scientist's career path. The broader impacts of PROMOTE are several. PROMOTE will develop, test, adapt, evaluate and disseminate a set of relatively simple and inexpensive activities focusing on promotion to full that could then be adopted by universities across the country. In this way, many institutions can see the growth in senior women on campus that Utah State has experienced.