AGEP: Colorado Alliance for Graduate Education and the Professoriate

位于博尔德的科罗拉多大学将建立一个扩大的科罗拉多研究生教育和教授联盟。这个新的联盟将包括原来的合作伙伴科罗拉多州立大学（CSU），和两个新的合作伙伴：大气研究大学公司（UCAR），和科罗拉多大学的城市丹佛校区。该联盟的活动将扩大到包括一个精英博士后项目，支持由最高级别的获奖教师进行指导，并进行全面的专业评估，以确定对促进研究生教育平等和成功晋升教授职位具有最大影响的可持续制度因素。问题陈述和动机。为了保持在科学和技术领域的全球竞争力，美国机构必须增加传统上在STEM领域代表性不足的群体的参与，特别是在博士阶段。在未来几十年中，代表性不足的少数民族将占人口的比例越来越大，如果他们在STEM领域的代表性不增加，美国STEM博士总数将相对于美国整体人口大幅下降。科罗拉多AGEP制定了以下目标来解决这些国家关注的问题：将上一个项目期间实现的少数STEM博士入学人数的显着增加转化为博士学位的相应增加，以便在未来5年内，获得博士学位的人数从平均每年12人增加到平均每年24人。少数族裔STEM博士入学人数增加67%，从目前的111名学生增加到185名学生。培养少数STEM博士生的稳定群体，其保留率与多数同行相当，以及继续进入教授职位的学者，其终身教职率与多数同行相当。为了提供有针对性的专业发展机会，这增加了最近的博士学位获得者和博士后研究员的竞争力，为职业生涯在墨尔本。通过博士或博士后奖学金，为成功指导代表性不足的少数民族研究生的教师提供增值晋升和终身教职。为了改变机构文化，并建立可持续的多样性计划，不完全依赖于专门的联邦赠款支持，到2015年在科罗拉多联盟大学，增值组件AGEP已经到位：。积极主动的教师支持系统，招募和保留代表性不足的博士生和博士后研究员;每个机构的最高行政级别对两性平等问题咨询小组的目标作出坚定承诺;联盟各机构提供大量财政支助。科罗拉多联盟各机构每年共同承诺提供100万美元，用于支持老年人性别平等和增强权能小组的活动。该提案的智力价值在于其全面的教师驱动的努力，通过博士教育和职业安置无缝转移学生。净收益将是10名新的，经过高度竞争培训的博士后研究员将进入教授职位，以及120名新的代表性不足的博士毕业生。这一建议的更广泛影响在于它有可能成为一个国家模式，将以前独立的各种多样性方案结合起来，这将促进AGEP努力的制度化，并为几代人的教授的多样性作出重大贡献。

The University of Colorado at Boulder will establish an enlarged Colorado Alliance for Graduate Education and the Professoriate. This new Alliance will include original partner Colorado State University (CSU), and 2 new partners: the University Corporation of Atmospheric Research (UCAR), and the University of Colorado's urban Denver campus. The Alliance activities will be expanded to include an elite post-doctoral program that supports mentoring by the highest tier of award winning faculty, and a comprehensive professional evaluation to identify sustainable institutional factors that have the highest impact on promoting parity in graduate education and successful advancement to the professorate.Problem Statement and Motivation. To remain globally competitive in science and technology, US institutions must increase the participation of groups traditionally underrepresented in STEM fields, particularly at the doctoral level. In the coming decades underrepresented minorities will compose a growing fraction of the population, and if their representation within STEM fields does not increase, the total number of US STEM PhDs will decline substantially relative to the overall U.S. population. The Colorado AGEP has developed the following goals to address these national concerns:. To translate the significant increases in minority STEM PhD enrollment realized during the last project period, into corresponding increases in PhD conferrals, such that the number of PhDs awarded increases from an average of 12 per year to an average of 24 per year over the next 5 years . To increase minority STEM PhD enrollment by 67%, from the current 111 students to 185 students . To develop stable cohorts of minority STEM doctoral students with retention rates comparable to their majority counterparts, and scholars that continue into the professoriate with tenure rates comparable to their majority counterparts . To provide targeted professional development opportunities, which increase the competitiveness of recent PhD recipients and postdoctoral fellows for careers in academe . To institutionalize a value added promotion and tenure credit for faculty that successfully mentor underrepresented minority graduate students through a PhD or postdoctoral fellowship . To change institutional cultures and establish sustainable diversity programs that do not solely depend upon dedicated federal grant support by 2015 At Colorado Alliance universities, the value-added components to AGEP already in place are: . Proactive faculty support system that recruits and retains underrepresented PhD students and postdoctoral fellows; . Strong commitment to AGEP's goals at the highest administrative levels at each institution; and . Significant financial support from Alliance institutions. Together, the Colorado Alliance institutions have committed $1 million per year to support AGEP activities. The intellectual merit of this proposal lies in its comprehensive faculty-driven effort to seamlessly transfer students through doctoral education and career placement. The net gain will be 10 new, highly competitively trained postdoctoral fellows that will enter the professorate, and 120 new underrepresented PhD graduates. The broader impacts of this proposal lie in its potential to serve as a national model for the integration of a broad array of previously independent diversity programs, which will catalyze the institutionalization of AGEP's efforts, and significantly contribute to the diversity of the professoriate for generations.