ADVANCE Partnerships for Adaptation, Implementation and Dissemination: Partnership of Women in Engineering, Research and Science - PoWERS

德克萨斯理工大学（TTU）和德克萨斯理工健康科学中心（HSC）合作，通过解决特别工作组研究确定的具体问题，以及两所机构的管理人员通过经过验证的advance支持项目的“最佳实践”，提高工程、科学、医学和研究领域女性教师的地位。这些项目在工程学院（COE）的8个系、文理学院（CAS）的4个系、药学院（SOP）的2个系和医学院（SOM）的4个系实施。这些项目包括一个全面的招聘计划、两个指导项目、第三年评估和改进的离职面谈流程。这些指导项目很重要，因为它们使少数有经验的女性能够在TTU 74,000平方英里的系统中接触到更多的初级女性。招聘项目将对招聘委员会进行培训，让他们了解强大的招聘过程的价值和有效方法，从而在最终的候选人池中找到一批高素质的男性和女性。第三年的审查将使教员候选人为获得终身教职和晋升做好更好的准备；离职面谈将揭示导致教师离职的与性别有关的因素。所有适用于TTU和HSC的ADVANCE计划将在整个奖励期间使用定性和定量方法进行评估，因此可以对计划进行积极修订。此外，正在利用一个由内部和外部成员组成的咨询委员会，在整个项目期间提供及时和持续的指导。咨询委员会采用了德克萨斯大学埃尔帕索分校ADVANCE项目的概念。这个项目的智力价值在于创造了一个综合和全面的方法来提高TTU和HSC在工程、科学、医学和研究领域的女性教师数量，以发现与招聘和保留相关的根本原因。这个项目更广泛的影响包括在理解有效的招聘和保留实践方面取得进展，以帮助培养科学和工程领域的下一代领导者。

Texas Tech University (TTU) and Texas Tech Health Science Center (HSC) have partnered to advance the status of women faculty in engineering, science, medicine and research by addressing specific problems identified by task force studies and administrators at both institutions with "best practices" from proven ADVANCE- supported programs. These programs are being implemented in the eight departments in the College of Engineering (COE), four science departments in the College of Arts and Sciences (CAS), two departments in the School of Pharmacy (SOP), and four departments in the School of Medicine (SOM).These programs include a comprehensive recruitment plan, two mentoring programs, the third-year review, and an improved exit interview process. The mentoring programs are important because they enable the small number of experienced women to reach more junior women across the 74,000 sq miles of the TTU system. The recruitment program will train search committees on the value and effective approaches to a robust search process that results in a pool of highly qualified men and women in the final candidate pool. The third-year review will lead to better preparedness on the part of the faculty candidate for tenure and promotion; and the exit interviews will uncover gender-related factors that contribute to faculty leaving the university. All the ADVANCE programs adapted for use at TTU and HSC will be evaluated using both qualitative and quantitative methods throughout the award period, thus revisions of the programs can be made pro-actively. Further, an advisory board with internal and external members, a concept adopted from University of Texas at El-Paso's ADVANCE project, is being used to provide timely and continuous guidance throughout the project period.The intellectual merit of this project lies in creating an integrated and comprehensive approach to improving the numbers of women faculty in engineering, science, medicine, and research at TTU and HSC to uncover the root causes relevant to recruitment and retention.The broader impacts of this project include advances in understanding effective recruitment and retention practices to help create the next generation of leaders in science and engineering.