ADVANCE Institutional Transformation at Seattle University

该方案的目的是促进两性平等，重点是查明和消除阻碍女教师充分参与学术机构和提高其地位的组织障碍。 阻碍公平的组织障碍可能存在于政策、实践、文化和组织氛围等领域。 ADVANCE机构转型（ADVANCE-IT）轨道支持高等教育机构内创新组织变革战略的发展，以加强科学，技术，工程和数学（STEM）学科的性别平等。西雅图大学（SU）将实施ADVANCE-IT项目，该项目将调整教学，服务，并与教师评估和进步的标准进行接触。 SU是一所以本科为主的机构，也是一所价值观强调服务和社区参与的大学。 他们计划采取一些举措，以确保这些价值观与教师相关的计划，政策和实践的一致性。 这些战略包括：评估和修订目前的标准，促进包括选择多轨道成功;与教师领导和大学管理人员在该项目和战略沟通的中心主题的阐述工作;教师导师的正式培训计划的实施;和培训促进委员会通过调整格鲁吉亚技术战略称为决策意识评估促进和终身教职（ADEPT）。 该项目以变革理论为基础，将性别视为组织结构的一部分，旨在以促进教师公平的方式改变大学政策，实践和文化。 注重机构使命、评价做法和两性平等之间的联系是一种创新。 该项目可以提供一个模式，以调整学术进步的标准，承认机构服务的工作往往不成比例地福尔斯在妇女和代表性不足的教师身上。 该项目包括一个研究部分，将有助于编写关于两性平等与教师评价和晋升标准之间关系的文献。

The ADVANCE program is designed to foster gender equity through a focus on the identification and elimination of organizational barriers that impede the full participation and advancement of women faculty in academic institutions. Organizational barriers that inhibit equity may exist in areas such as policy, practice, culture, and organizational climate. The ADVANCE Institutional Transformation (ADVANCE-IT) track supports the development of innovative organizational change strategies within an institution of higher education to enhance gender equity in the science, technology, engineering, and math (STEM) disciplines.Seattle University (SU) will implement an ADVANCE-IT project that will align institutional core values of teaching, service, and engagement with the standards for faculty evaluation and advancement. SU is a predominantly undergraduate institution and a university whose values emphasize service and community engagement. They plan a number of initiatives to ensure alignment of these values with faculty related programs, policies, and practices. These strategies include: assessing and revising the current standards for promotion including options for multiple tracks to success; working with faculty leaders and university administrators in the articulation of the central themes of the project and strategic communication; implementation of formal training programs for faculty mentors; and training for promotion committees by adapting the Georgia Tech strategy called Awareness of Decisions in Evaluating Promotion and Tenure (ADEPT). The project is grounded in a theory of change that views gender as a part of organizational structures, and that aims to change university policies, practices, and culture in ways that foster equity for faculty. The focus on the connection between institutional mission, evaluation practices, and gender equity is innovative. This project could provide a model for restructuring standards of academic advancement in ways that recognize the work of institutional service that often falls disproportionately on women and underrepresented faculty. The project includes a research component that will contribute to the literature on the relationship between gender equity and standards of faculty evaluation and promotion.