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

ADVANCE IT：OU Elevate - 实施公平的多情境教师评估和工作量分配

• 批准号: 2126080
• 负责人: Lori Snyder
• 金额: $ 300万
• 依托单位: University of Oklahoma Norman Campus
• 依托单位国家: 美国
• 项目类别: Cooperative Agreement
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-08-01 至 2027-07-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2126080&HistoricalAwards=false
• 关键词: ADVANCE; OU; Elevate; Implementing; Equitable

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.

俄克拉荷马州大学的先进体制转型项目（提升）将解决教师的差异保留和晋升率确定为妇女和教师与交叉边缘化身份（FIMI），重点是这些不公平的结果和政策之间的连接和做法，目前在年度教师绩效评估。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具影响力和关键性的教师活动，如鼓舞人心的包容性教学，协同和收敛的研究，以及参与和有意义的服务，被低估。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，以解决这些挑战，但缺乏资源，如何识别，衡量和奖励教师的影响，这是符合机构目标和社会需求。Elevate将开发一个多背景工具包，用于使用通用设计理论进行年度教师绩效评估，该理论重视广泛的活动，包括更难以衡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成果，但特别是对于STEM女性教师和处于多种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得到承认的活动。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，供其他机构实施和推广。Elevate利用以前NSF资助的项目，教师评估和工作量的文献，以及来自STEM学术单位的广泛教师投入的经验教训，开发一个全面和可定制的工具包，用于公平和透明的教师年度绩效评估和工作量分配。该工具包将在所有计算机科学、技术、工程和数学单位进行试点、验证和制度化，并与其他机构共享。Elevate将与教师卓越中心合作，为教师和单位领导人开发沉浸式的积极培训，以应对年度评估过程中的变化。Elevate假设，培训，结合自定义的评估工具和单位内的工作量分配，将导致年度评估系统，旨在评估多背景的活动和观点，从而增加教师在这些有价值和有影响力的活动中的参与。当政策和问责措施的实施，公平和透明的工作量分配和年度教师评估可以实现跨人口群体，支持教师工作量和评估系统的满意度提高，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。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。Elevate组织结构遵循Elevate校园的教师管理员合作模式，通过共享治理实施制度变革。NSF ADVANCE计划旨在通过重点识别和消除阻碍学术机构中不同教师充分参与和发展的组织障碍来促进性别平等。抑制公平的组织障碍可能存在于政策，流程，实践，以及组织文化和氛围。推进“制度转型”该奖项为高等教育机构中性别平等的新系统变革战略的开发和测试提供支持。该奖项反映了NSF的法定使命，并通过使用基金会的知识产权进行评估，被认为值得支持。优点和更广泛的影响审查标准。