WVU Program for Retaining Institutional Diversity and Equity

西弗吉尼亚大学先行项目的总体目标是提供政策和支持，以留住和提拔妇女担任更高的教授职务。这是为了应对STEM学科中不断增加的女性教员流失趋势的直接需要。具体地说，该项目旨在侧重于三个主要目标。这些措施包括：将教师需求与机构的政策和做法直接联系起来；在STEM学科招聘、留住和提拔更多女性教师；让教师参与对话变革进程，以此作为实现机构转型的机制。作为这些措施的结果，该机构预计将能够取得非常令人印象深刻的成果，包括但不限于：制定可适用于所有机构类型的机构转型方法，改善气候调查和离职面谈中确定的气候问题，显著增加STEM学科的女教员人数，特别是在较高的教授职级。该提案提出了几种新的方法，包括：实施捐赠基金，以支持STEM中的女性；为新教师设立为期一周的新兵训练营；客观评估中的搜寻委员会认证，这为问责提供了可行的计划；在终身教职轨道的第三年进行迷你休假，以最大限度地减少该机构大多数教师经历的过重教学负担；针对教席的自然减员规划培训，以确保在现任教席不再就任的情况下，每个系继续取得进展。西华大学先进信息技术项目的一个主要优势是它注重教师之间的对话交流，以交流气氛。这一模式在提案的社会科学部分得到了很好的记录，但在高级社区内并没有得到很大程度的审查。更广泛的影响。西弗吉尼亚先进信息技术项目建议利用实现机构转型的机制，这些机制可能适用于所有类型的机构，包括两年制机构。为此，该项目有可能对典型和非典型的预付款机构产生影响。预计项目成果将通过传统方式广泛传播，包括同行评议的期刊文章、国家情况介绍和有针对性的外联。

The West Virginia University ADVANCE project has an overall goal of providing policies and support to retain and promote women to higher professorial ranks. This is in response to a direct need to address an increasing trend of faculty attrition among women in the STEM disciplines. Specifically, the project aims to focus on three primary objectives. They include: making direct connections between faculty needs and policies and practices at the institution; recruiting, retaining and promoting more women faculty in the STEM disciplines; and engaging faculty in a dialogical change process as a mechanism toward achieving institutional transformation. As a result of these measures, the institution expects to be able to achieve very impressive outcomes, including, but not limited to: development of a methodology for institutional transformation that can be applicable to all institution types, improvement of climate issues as identified in climate surveys and exit interviews, significant increases in the representation of women faculty in the STEM disciplines, particularly at higher professorial ranks.Intellectual Merit. There are several novel approaches presented in the proposal including: implementation of an endowed fund to support women in STEM; a week long boot camp for new faculty; search committee certification in objective evaluation, which offers a feasible plan for accountability; mini sabbaticals in year 3 of the tenure track to minimize an excessive teaching load burden experienced by most faculty at the institution; attrition planning training for chairs to ensure that progress continues in each department in the event the current chair is no longer in place. A major strength of the WVU ADVANCE IT project is its focus on dialogue exchange among faculty toward exchanging climate. This model is well documented in the social science component of the proposal, and has not been largely examined within the ADVANCE community. Broader Impact. The West Virginia ADVANCE IT project proposes to utilize mechanisms of achieving institutional transformation that are potentially adaptable to all institution types, including two-year institutions. To that end, this project has the potential to impact both typical and atypical ADVANCE institutions. Project accomplishments are expected to be broadly disseminated through traditional means that would include peer reviewed journal articles, national presentations and targeted outreach.