The AGEP Alliance State System Model to Transform the Hiring Practices and Career Success of Tenure Track Historically Underrepresented Minority Faculty in Biomedical Sciences

GEP联盟国家系统模型将改变生物医学科学领域历史上代表性不足的少数族裔教师的终身教职的招聘实践和职业成功

• 批准号: 1820974
• 负责人: Melanie Perreault
• 金额: $ 6.07万
• 依托单位: Towson University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-10-01 至 2024-09-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1820974&HistoricalAwards=false
• 关键词: AGEP; Alliance; State; System; Model

This collaborative research brings together five public universities with the goal of developing, implementing, studying, evaluating and disseminating a state level AGEP Alliance model to increase the number of historically underrepresented minority (URM) tenure-track faculty in the biomedical sciences. This AGEP Alliance model represents a state system approach to recruiting and training URM postdoctoral fellows and transitioning them into tenure-track faculty positions. In addition to providing professional development and mentoring for a group of 16 URM postdoctoral fellows and early career faculty, this AGEP Alliance also addresses institutional URM faculty hiring and advancement policies and practices. This AGEP Alliance model work is through partnerships between the University of Maryland Baltimore County, Salisbury University, Towson University, the University of Maryland College Park (UMCP), and the University of Maryland at Baltimore.This alliance was created in response to the NSF's Alliances for Graduate Education and the Professoriate (AGEP) program solicitation (NSF 16-552). The AGEP program seeks to advance knowledge about models to improve pathways to the professoriate and success of URM graduate students, postdoctoral fellows and faculty in specific STEM disciplines and/or STEM education research fields. AGEP Transformation Alliances develop, replicate or reproduce; implement and study, via integrated educational and social science research, models to transform the dissertator phase of doctoral education, postdoctoral training and/or faculty advancement, and the transitions within and across the pathway levels, of URMs in STEM and/or STEM education research careers. While this Alliance is primarily funded by the AGEP program, additional support has been provided by the NSF INCLUDES program, which focuses on catalyzing the STEM enterprise to collaboratively work for inclusive change. The ADVANCE program also provided support for this AGEP Alliance model work, and the ADVANCE program embraces three goals that are relevant to this Alliance model's development, implementation and testing: To develop systemic approaches to increase the participation and advancement of women in academic STEM careers; to develop innovative and sustainable ways to promote gender equity that involve both men and women in the STEM academic workforce; and to contribute to the research knowledge base on gender equity and the intersection of gender and other social identities in STEM academic careers.As the nation addresses a STEM achievement gap between URM and non-URM undergraduate and graduate students, our universities and colleges struggle to recruit, retain and promote URM STEM faculty who serve as role models and academic leaders for URM students to learn from, work with and emulate. Recent NSF reports indicate that URM STEM associate and full professors occupy 8% of these senior faculty positions at all 4-year colleges and universities, and about 6% of these positions at the nation's most research-intensive institutions. This AGEP Alliance's state system approach is advancing a model to improve the success of URM early career biomedical sciences faculty, which ultimately leads to improved academic mentorship for URM undergraduate students in STEM and innovative biological science research to benefit our nation's security, economic progress and prosperity.The integrated research component, led by UMCP's KerryAnn O'Meara examines how the intersectionality of race, ethnicity and gender shape the experiences of candidates for assistant professorships, and the evaluation of those candidates by reviewers. Institutional faculty hiring practices, processes and procedures are also being studied to better understand how they advantage or disadvantage some candidates over others.This AGEP Alliance state system model is engaging institutional leadership and external advisory boards, which will provide feedback to the team and suggest adjustments to model development, implementation and testing, as well as efforts for institutional transformation and sustainability. Staff at Westat will provide formative and summative evaluations. The dissemination plan includes article submissions to peer-reviewed social science, academic career diversity, and disciplinary education and research journals.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

这项合作研究将五所公立大学聚集在一起，目标是开发、实施、研究、评估和传播州级AGEP联盟模式，以增加生物医学科学领域历史上代表不足的少数族裔(URM)终身教职教师的数量。这种AGEP联盟模式代表了一种国家系统的方法来招聘和培训URM博士后研究员，并将他们转变为终身教职教师职位。除了为16名URM博士后研究员和早期职业教师提供专业发展和指导外，这个AGEP联盟还涉及院校URM教师的招聘和晋升政策和实践。该AGEP联盟模式是通过马里兰大学巴尔的摩县大学、索尔兹伯里大学、道森大学、马里兰大学园区学院(UMCP)和位于巴尔的摩的马里兰大学之间的合作伙伴关系进行的。该联盟是为了响应NSF研究生教育联盟和教授(AGEP)项目征集(NSF 16-552)而创建的。AGEP计划致力于增进有关模式的知识，以改善URM研究生、博士后研究员和教师在特定STEM学科和/或STEM教育研究领域获得教授和成功的途径。AGEP转型联盟开发、复制或复制；通过综合教育和社会科学研究，实施和研究模式，以改变STEM和/或STEM教育研究职业中的博士教育、博士后培训和/或教师晋升的博士论文阶段、博士后培训和/或教师晋升，以及路径层次内和跨路径层次的过渡。虽然该联盟主要由AGEP计划提供资金，但NSF Includes计划也提供了额外的支持，该计划的重点是促进STEM企业为包容性变革而协作。高级方案还为AGEP联盟模式工作提供了支持，该高级方案包含与该联盟模式的开发、实施和测试相关的三个目标：制定系统的方法，以增加妇女在STEM学术职业中的参与和地位；开发创新和可持续的方法，促进STEM学术劳动力中的男女两性平等；随着国家解决URM与非URM本科生和研究生之间的STEM成就差距，我们的大学和学院努力招聘、留住和提拔URM STEM教师，他们是URM学生学习、合作和效仿的榜样和学术领袖。NSF最近的报告显示，URM STEM副教授和正教授在所有四年制学院和大学中占据了8%的高级教职职位，在美国研究最密集的机构中约占6%。该AGEP联盟的州系统方法正在推进一个模式，以提高URM早期职业生物医学教师的成功，最终改善URM本科生在STEM和创新生物科学研究方面的学术指导，以造福我们的国家的安全、经济进步和繁荣。由UMCP的KerryAnn O‘Meara领导的综合研究部分研究了种族、民族和性别的交叉性如何影响助理教授候选人的经历，以及评审者对这些候选人的评价。此外，还在研究院校教师的招聘做法、流程和程序，以更好地了解它们如何使一些候选人相对于其他候选人具有优势或劣势。AGEP联盟国家系统模式正在吸引机构领导层和外部顾问委员会参与，后者将向团队提供反馈，并建议调整模型开发、实施和测试，以及机构转型和可持续发展的努力。Westat的工作人员将提供形成性和终结性评估。传播计划包括向同行评议的社会科学、学术职业多样性以及纪律教育和研究杂志提交文章。该奖项反映了NSF的法定使命，并通过使用基金会的智力优势和更广泛的影响审查标准进行评估，被认为值得支持。

项目成果

Do Rubrics Live up to Their Promise? Examining How Rubrics Mitigate Bias in Faculty Hiring

评分标准是否兑现了他们的承诺？

• DOI: 10.1080/00221546.2023.2168411
• 发表时间: 2023
• 期刊: The Journal of Higher Education
• 作者: Culpepper, Dawn;White-Lewis, Damani;O’Meara, KerryAnn;Templeton, Lindsey;Anderson, Julia
• 通讯作者: Anderson, Julia

One foot out the door: Interrogating the "risky hire" narrative in STEM faculty careers

迈出第一步：质疑 STEM 教师职业生涯中的“冒险雇佣”叙事

• DOI: 10.1615/jwomenminorscieneng.2023045539
• 发表时间: 2023
• 期刊: Journal of Women and Minorities in Science and Engineering
• 作者: White-Lewis, Damani;Culpepper, Dawn;O'Meara, KerryAnn;Templeton, Lindsey;Anderson, Julia
• 通讯作者: Anderson, Julia

The Safest Bet: Identifying and Assessing Risk in Faculty Selection

最安全的选择：识别和评估教师选择中的风险

• DOI: 10.3102/00028312221150438
• 发表时间: 2023
• 期刊: American Educational Research Journal
• 影响因子: 3.6
• 作者: O’Meara, KerryAnn;Templeton, Lindsey L.;White-Lewis, Damani K.;Culpepper, Dawn;Anderson, Julia
• 通讯作者: Anderson, Julia

Collaboration through a Pandemic: A Virtual Inter-Institutional Collaborative Faculty Mentoring Training Workshop Model.

大流行期间的合作：虚拟机构间协作教师指导培训研讨会模型。

• 发表时间: 2022
• 期刊: Journal on excellence in college teaching
• 作者: Aumiller, J.

Leaving the Institution or Leaving the Academy? Analyzing the Factors that Faculty Weigh in Actual Departure Decisions

• DOI: 10.1007/s11162-022-09712-9
• 发表时间: 2022-08
• 期刊: Research in Higher Education
• 影响因子: 2.1
• 作者: Damani K. White-Lewis;KerryAnn O’Meara;Kiernan Mathews;N. Havey