ADVANCE IT: OU Elevate-Implementing Equitable Multi-Context Faculty Evaluations and Workload Distributions

俄克拉荷马大学ADVANCE机构转型项目（OU Elevate）将解决女性教师和具有交叉边缘身份（FIMI）的教师的差异保留和晋升率问题，重点关注这些不平等结果与年度教师绩效评估中存在的政策和实践之间的联系。现有的教师绩效年度评估系统在很大程度上未能记录教师工作的整个范围的影响。这导致对教育机构的使命最有影响力和最关键的教师活动，如鼓舞人心和包容性的教学，协同和融合的研究，以及参与和有意义的服务，被低估了。虽然许多学术单位或学院可能已经尝试开发教师年度评估系统来应对这些挑战，但缺乏关于如何识别、衡量和奖励符合机构目标和社会需求的教师影响的资源。OU Elevate将使用通用设计理论开发一个多环境工具包，用于年度教师绩效评估，该理论评估广泛的活动，包括更难以测量和量化的教师绩效维度。该工具包的实施预计将对所有从事关键但以前被低估的工作的教师产生积极的结果，特别是对STEM女性教师和处于多个边缘化身份交叉点的教师，研究表明这些群体更有可能参与这些有影响力但未被认可的活动。该工具包及其有效性测试将通过网络研讨会、在线资源和同行评审出版物公开分享，供其他机构实施和扩展。OU Elevate利用了以前nsf资助的项目的经验教训，关于教师评估和工作量的文献，以及来自OU STEM学术单位的广泛教师投入，开发了一个全面和可定制的工具包，用于公平透明的教师年度绩效评估和工作量分配。该工具包将在所有OU STEM单位进行试点、验证和制度化，并与其他机构共享。俄勒冈大学将与卓越教师中心合作，为教师和单位领导开发沉浸式、积极的培训，以应对年度评估过程的变化。OU Elevate假设，培训与定制评估工具和单位内的工作量分配相结合，将产生旨在重视多背景活动和观点的年度评估系统，从而增加教师对这些有价值和有影响力的活动的参与。当政策和问责措施得到实施时，公平和透明的工作量分配和年度教师评估可以在人口统计学群体中实现，支持提高教师工作量和评估系统的满意度，最终影响教师的保留和晋升，实现机构目标，以及更广泛的社会影响。公开大学教务长办公室致力于支持修订后的教师工作量分配和年度绩效评估系统的开发、测试和实施。公开大学Elevate的组织结构遵循公开大学校园内教师和管理员合作的模式，通过共享治理来实施制度变革。NSF ADVANCE项目旨在通过识别和消除阻碍学术机构中不同教师充分参与和进步的组织障碍来促进性别平等。 阻碍公平的组织障碍可能存在于政策、过程、实践以及组织文化和气候中。 ADVANCE“机构转型”奖为制定和测试高等教育机构性别平等的新的系统性变革战略提供支持。该奖项反映了美国国家科学基金会的法定使命，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。

The University of Oklahoma ADVANCE Institutional Transformation project (OU Elevate) will address differential retention and promotion rates for faculty that identify as women and Faculty with Intersecting Marginalized Identities (FIMI), focusing on the connection between these inequitable outcomes and the policies and practices present in annual faculty performance evaluations. Existing annual evaluation systems for faculty performance largely fail to document the impact of the entire scope of faculty work. This results in faculty activities that are most impactful and critical to the missions of educational institutions, such as inspiring and inclusive teaching, synergic and convergent research, and engaged and meaningful service, being undervalued. While many academic units or colleges may have attempted to develop faculty annual evaluation systems that address these challenges, there is lack of resources on how to identify, measure, and reward faculty impact that is in alignment with institutional goals and societal needs. OU Elevate will develop a multi-context toolkit for annual faculty performance evaluation using universal design theory that values a broad range of activities, including dimensions of faculty performance that are more difficult to measure and quantify. The implementation of this toolkit is expected to have positive outcomes for all faculty that engage in the critical yet previously undervalued work, but particularly for STEM women faculty and faculty at the intersection of multiple marginalized identities, groups that research shows are more likely to engage in these impactful but under-acknowledged activities. The toolkit and tests of its effectiveness will be shared publicly for implementation and scaling by other institutions through a webinar, online resources, and peer-reviewed publications. OU Elevate leverages lessons from prior NSF-funded projects, literature on faculty evaluation and workload, and extensive faculty input from across STEM academic units at OU, to develop a comprehensive and customizable toolkit for equitable and transparent faculty annual performance evaluation and workload distribution. The toolkit will be piloted, validated, and institutionalized across all OU STEM units, as well as shared with other institutions. OU Elevate will collaborate with the Center for Faculty Excellence to develop immersive, active training for faculty and unit leaders on the purpose of the changes in the annual evaluation process. OU Elevate hypothesizes that training, combined with customizing the evaluation tools and workload distribution within units, will result in annual evaluation systems designed to value multi-context activities and perspectives, leading to increased engagement of faculty in these valued and impactful activities. When policies and accountability measures are implemented, equitable and transparent workload distribution and annual faculty evaluations can be achieved across demographic groups, supporting increased satisfaction with faculty workload and evaluation systems, ultimately impacting retention and promotion of faculty, achievement of institutional goals, and broader societal impacts. The OU Provost’s office is committed to supporting the development, testing, and implementation of revised faculty workload distribution and annual performance evaluation systems. The OU Elevate organization structure follows a model of faculty-administrator collaborations on the OU campus to enact institutional change through shared governance. The NSF 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 diverse faculty in academic institutions.  Organizational barriers that inhibit equity may exist in policies, processes, practices, and the organizational culture and climate. ADVANCE "Institutional Transformation" awards provide support for the development and testing of new systemic change strategies for gender equity in institutions of higher education.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.