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

对科学、工程和技术的研究指出，在四年制学院和大学中，担任正教授的女性很少（18%）（2003年美国国家科学基金会科学和工程指标）。由于系主任、院长、教务长和研究团队的负责人通常是正教授，因此这种稀缺意味着很少有女性候选人担任领导职位。因为正教授具有威望和影响力，而且担任正教授的女性数量很少，所以我们必须了解和解决女性在晋升为正教授时面临的困难，以打破限制女性进入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的转变的理解，并通过实施阶段解决困难。在第一部分中，我们将对七所西方公立研究型大学的副教授和正教授进行研究，以更好地了解与晋升相关的因素——这是对这一职业阶段的首次跨机构研究。在第二部分中，我们将根据这项研究的结果，调整、实施和传播一套被确定为有助于提高晋升率的四项关键活动。在这一阶段，犹他州立大学将与六所西部公立研究型大学合作，包括堪萨斯州立大学、新墨西哥州立大学、堪萨斯大学、北达科他州立大学、爱达荷大学和俄勒冈州立大学。我们将实施的活动是：1)教务长办公室在各个校区举办推广研讨会；2)制定和传播关于院长和系主任（主席）晋升过程和期望的明确指导方针；3)制定全面晋升的审查机制；4)为感兴趣的教师提供指导。合作机构为这个项目带来了各种各样的经验。其中三所大学，犹他州立大学、堪萨斯州立大学和新墨西哥州州立大学获得了ADVANCE-IT奖，并一直致力于增加女性STEM教师的招聘、保留和提升。堪萨斯州立大学开发了创新的职业规划和指导项目。新墨西哥州制定了一个成功的指导计划，目前正在努力推广。其中四所大学没有获得ADVANCE奖，但致力于增加女性在STEM教师中的比例。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。从招聘和晋升的数字可以看出，这些机构都不能通过招聘来解决资深女教师的短缺，他们必须“培养自己的”资深女教师。“促进”课程的智力优势在于提高了人们对从副教授到正教授的转变的理解。为了提出有效的干预措施，我们必须了解促进的障碍以及如何最好地改善这些障碍。尽管教职员工的招聘和终身教职的过程一直是众多研究的主题，但很少有关于学术科学家职业道路下一阶段的研究。PROMOTE有几个更广泛的影响。促进计划将发展、测试、调整、评价和传播一套相对简单和廉价的活动，重点是充分促进，然后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立大学所经历的校园高年级女性人数的增长。

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.