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: 1820971
• 负责人: Karen Olmstead
• 金额: $ 15.03万
• 依托单位: Salisbury 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=1820971&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.

这项合作研究汇集了五所公立大学，其目标是开发，实施，研究，评估和传播州一级AGEP联盟模型，以增加生物医学科学中历史上代表性不足的少数民族（URM）终身教职教师的数量。这个AGEP联盟模式代表了一个国家系统的方法来招募和培训URM博士后研究员，并将他们转变为终身教职。 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，AGEP联盟还解决了机构URM教师招聘和晋升政策和做法。 该AGEP联盟模式工作是通过马里兰州巴尔的摩县大学、索尔兹伯里大学、陶森大学、马里兰州学院公园大学（UMCP）和巴尔的摩的马里兰州大学之间的合作伙伴关系进行的。该联盟是应NSF的研究生教育和教授联盟（AGEP）计划征集（NSF 16-552）而创建的。AGEP计划旨在推进有关模型的知识，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教育研究领域的教授和成功途径。AGEP转型联盟开发，复制或复制;实施和研究，通过综合教育和社会科学研究，模型来改变博士教育，博士后培训和/或教师晋升的论文阶段，以及在STEM和/或STEM教育研究职业中的URM的途径水平内和跨途径水平的过渡。虽然该联盟主要由AGEP计划资助，但NSF INCLUDES计划提供了额外的支持，该计划的重点是催化STEM企业合作实现包容性变革。ADVANCE计划还为AGEP联盟的这一模式工作提供了支持，ADVANCE计划包括与该联盟模式的开发、实施和测试相关的三个目标：制定系统性方法，增加妇女在学术STEM职业中的参与和进步;制定创新和可持续的方法，促进STEM学术工作队伍中的男女平等;随着国家解决URM和非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，留住和提升URM STEM教师，他们作为URM学生学习的榜样和学术领袖，一起工作并效仿。最近的NSF报告表明，URM STEM副教授和正教授在所有4年制学院和大学中占这些高级教师职位的8%，在美国最研究密集型的机构中占这些职位的6%。这个AGEP联盟的国家系统方法正在推进一种模式，以提高URM早期职业生物医学科学教师的成功，这最终导致URM本科生在STEM和创新生物科学研究方面的学术指导得到改善，以有利于我们国家的安全，经济进步和繁荣。族裔和性别决定了助理教授候选人的经历，也决定了审查员对这些候选人的评价。 机构教师招聘的做法，过程和程序也正在研究，以更好地了解他们的优势或劣势，一些候选人相对于others.This AGEP联盟国家系统模型正在参与机构领导和外部咨询委员会，这将提供反馈给团队，并建议调整模型的开发，实施和测试，以及机构转型和可持续性的努力。 Westat的工作人员将提供形成性和总结性评价。 该奖项反映了NSF的法定使命，并通过使用基金会的知识价值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

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

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.;Enekwe, B.
• 通讯作者: Enekwe, B.

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

Nudging Toward Diversity: Applying Behavioral Design to Faculty Hiring

• DOI: 10.3102/0034654320914742
• 发表时间: 2020-04-08
• 期刊: REVIEW OF EDUCATIONAL RESEARCH
• 影响因子: 11.2
• 作者: O'Meara, KerryAnn;Culpepper, Dawn;Templeton, Lindsey L.
• 通讯作者: Templeton, Lindsey L.

The Facade of Fit in Faculty Search Processes

• DOI: 10.1080/00221546.2020.1775058
• 发表时间: 2020-07-10
• 期刊: JOURNAL OF HIGHER EDUCATION
• 影响因子: 3.1
• 作者: White-Lewis, Damani K.