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: 1820983
• 负责人: Roger Ward
• 金额: $ 21.15万
• 依托单位: University of Maryland at Baltimore
• 依托单位国家: 美国
• 项目类别: Continuing Grant
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-10-01 至 2025-03-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1820983&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，目标是开发、实施、研究、评估和传播州级 AGEP 联盟模型，以增加生物医学领域历史上代表性不足的少数族裔 (URM) 终身教授的数量。该AGEP联盟模型代表了一种招募和培训URM博士后研究员并将其转变为终身教授职位的国家系统方法。 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 联盟还解决机构 URM 教师招聘和晋升政策和实践问题。 该 AGEP 联盟模型工作是通过马里兰大学巴尔的摩县分校、索尔兹伯里大学、陶森大学、马里兰大学学院公园分校 (UMCP) 和马里兰大学巴尔的摩分校之间的合作伙伴关系完成的。该联盟是为了响应 NSF 研究生教育和教授联盟 (AGEP) 计划征集 (NSF 16-552) 而创建的。 GEP 项目旨在增进有关模型的知识，以改善特定 STEM 学科和/或 STEM 教育研究领域的 URM 研究生、博士后研究员和教师的教授职位和成功之路。 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，实施和研究模型，以改变 STEM 和/或 STEM 教育研究职业中 URM 的博士教育、博士后培训和/或教师晋升的论文阶段，以及路径级别内部和之间的过渡。虽然该联盟主要由 AGEP 计划资助，但 NSF INCLUDES 计划也提供了额外支持，该计划的重点是促进 STEM 企业合作实现包容性变革。 ADVANCE 计划还为 AGEP 联盟模型工作提供支持，ADVANCE 计划包含与该联盟模型的开发、实施和测试相关的三个目标： 制定系统方法，提高女性在学术 STEM 职业中的参与度和进步；开发创新和可持续的方法来促进性别平等，让男性和女性都参与 STEM 学术队伍；为 STEM 学术生涯中性别平等以及性别与其他社会身份交叉点的研究知识库做出贡献。随着国家解决 URM 与非 URM 本科生和研究生之间的 STEM 成绩差距，我们的大学和学院努力招募、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。最近的 NSF 报告表明，在所有四年制学院和大学中，URM STEM 副教授和正教授占据了高级教职职位的 8%，在全国研究最密集的机构中，约占这些职位的 6%。 GEP 联盟的国家系统方法正在推进一种模型，以提高 URM 早期职业生物医学科学教师的成功，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，以造福于我们国家的安全、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塑造 助理教授候选人的经历以及评审员对这些候选人的评价。 机构教师招聘实践、流程和程序也在研究中，以更好地了解它们如何使某些候选人相对于​​其他候选人有利或不利。AGEP联盟国家系统模型正在吸引机构领导层和外部顾问委员会的参与，他们将为团队提供反馈，并建议对模型开发、实施和测试进行调整，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估。 传播计划包括向同行评审的社会科学、学术职业多样性以及学科教育和研究期刊提交文章。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

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.