AGEP FC-PAM: The University of Texas System Alliance: An Inclusive Model of Mentoring, Sponsorship, and Systemic Change for Diversity in STEM Faculty Career Paths

AGEP FC-PAM：德克萨斯大学系统联盟：针对 STEM 教师职业道路多样性的指导、赞助和系统变革的包容性模式

• 批准号: 2243021
• 负责人: Mark Smith
• 金额: $ 24.67万
• 依托单位: University of Texas at Austin
• 依托单位国家: 美国
• 项目类别: Continuing Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-08-15 至 2028-07-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2243021&HistoricalAwards=false
• 关键词: AGEP; FC; PAM; University; Texas

The AGEP Faculty Career Pathways Alliance Model (FC-PAM) “The University of Texas System Alliance” (UT System Alliance) promotes equity and inclusion in science, technology, engineering, and mathematics (STEM) higher education. The goal of the AGEP UT System Alliance is to develop, implement, self-study, and institutionalize a University of Texas System AGEP career pathway model that provides (1) systemic change around policies and procedures for recruitment and hiring of, and (2) collaborative mentoring and sponsorship for the success of Black and African American, Latine and Hispanic American, Native American Indian, Alaska Native, Native Hawaiian, and Native Pacific Islander STEM doctoral candidates, postdoctoral fellows, and junior faculty members at the University of Texas campuses at Arlington, Austin, Dallas, El Paso, and San Antonio. The AGEP UT System Alliance provides inclusive mentoring and sponsorship for AGEP UT System Alliance participants around tools for success, and it promotes changes in culture and policy at each Alliance institution to create an ecosystem supportive of the professional development. Alliance activities are addressing non-inclusive practices and creating welcoming spaces for members of these groups as they ascend to careers in academia. The Alliance is working to improve the understanding of intersecting identities around ethnicity, race, gender, sexual orientation, disability, economic background, first generation status, faculty role and discipline, and family and community roles, as intersectional identities inform professional development activities for doctoral candidates, postdoctoral research scholars, and early career faculty members, as well as professional development for university leaders as part of systemic change strategies. The AGEP UT System Alliance is also adopting faculty hiring best practices for early career faculty hiring policies and practices. Improving equity and inclusion is critical to advancing STEM faculty members, educating America’s future STEM workforce, fostering individual opportunity, and contributing to a thriving U.S. economy. The NSF AGEP program, therefore, funds grants that advance and enhance the systemic factors that support equity and inclusion and, consequently, mitigate the systemic inequities in the academic profession and workplace. FC-PAM awards are intended to support the development, implementation, evaluation, and institutionalization of Alliance models that will advance AGEP populations, within similar institutions of higher education. FC-PAM collaborators also study how socio-cultural, economic, structural, leadership and institutional variables affect the formation of the FC-PAM, and the strategies or interventions the collaborators implement to advance AGEP populations. The Alliance has internal and external advisory boards with members who routinely review the AGEP UT System Alliance’s progress and strategize on future steps. An internal evaluator is leading the project’s self-study and formative assessment of the development and implementation of effective programming, institutional integration, and impacts. An external evaluator is providing summative assessment using a theory-based framework to assess the effectiveness of the AGEP UT System Alliance in recruiting, supporting, and retaining STEM doctoral candidates, postdoctoral scholars, and junior faculty members; the Alliance’s creation of career and academic pathways; and the project’s impact on institutional integration for sustainability. The AGEP UT System Alliance team is disseminating the AGEP FC-PAM Model and project results through peer-reviewed and professional publications, an AGEP UT System Alliance website, and presentations at scientific and professional meetings.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.

AGEP教师职业途径联盟模型（FC-PAM）“德克萨斯大学系统联盟”（UT系统联盟）促进科学，技术，工程和数学（STEM）高等教育的公平和包容。AGEP UT系统联盟的目标是开发，实施，自学和制度化德克萨斯大学系统AGEP职业途径模型，该模型提供（1）围绕招聘和雇用的政策和程序的系统性变化，以及（2）为黑人和非洲裔美国人，拉丁裔和西班牙裔美国人，美洲原住民印第安人，阿拉斯加原住民，夏威夷原住民，德克萨斯大学阿灵顿、奥斯汀、达拉斯、埃尔帕索和圣安东尼奥校区的STEM博士候选人、博士后研究员和初级教员。AGEP UT系统联盟为AGEP UT系统联盟参与者提供包容性的指导和赞助，帮助他们获得成功，并促进每个联盟机构的文化和政策变革，以创建支持专业发展的生态系统。联盟的活动正在解决不包容的做法，并为这些群体的成员在学术界晋升时创造欢迎的空间。该联盟正在努力提高围绕民族，种族，性别，性取向，残疾，经济背景，第一代地位，教师的作用和纪律，以及家庭和社区角色交叉身份的理解，交叉身份为博士候选人，博士后研究学者和早期职业教师的专业发展活动提供信息，以及大学领导人的专业发展，作为系统变革战略的一部分。AGEP UT系统联盟还采用教师招聘的最佳做法，为早期职业教师招聘政策和做法。提高公平性和包容性对于促进STEM教师，教育美国未来的STEM劳动力，促进个人机会以及促进美国经济繁荣至关重要。NSF AGEP计划，因此，资金赠款，推进和加强支持公平和包容的系统性因素，从而减轻学术界和工作场所的系统性不平等。FC-PAM奖项旨在支持联盟模式的开发、实施、评估和制度化，这些模式将在类似的高等教育机构内促进AGEP人口。FC-PAM合作者还研究社会文化、经济、结构、领导和体制变量如何影响FC-PAM的形成，以及合作者为促进AGEP人口而实施的战略或干预措施。该联盟设有内部和外部咨询委员会，其成员定期审查AGEP UT系统联盟的进展并制定未来步骤的战略。一名内部评价员正在领导该项目的自我研究和形成性评估，以制定和执行有效的方案编制、机构整合和影响。外部评估人员正在使用基于理论的框架提供总结性评估，以评估AGEP UT系统联盟在招聘，支持和保留STEM博士候选人，博士后学者和初级教师方面的有效性;联盟创造的职业和学术途径;以及该项目对可持续性机构整合的影响。AGEP UT系统联盟团队正在通过同行评审和专业出版物、AGEP UT系统联盟网站以及科学和专业会议上的演讲来传播AGEP FC-PAM模型和项目结果。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。