ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
ADVANCESullivan,
0820273 Award: PROMOTE HRD
09/01/2008
PAID
Kimberly
Improving the promotion
to full processes at
western public
universities
UT Utah State
x University
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
0820267 Award: Collaborative
Research - Atmospheric
Science Collaborations
and Enriching Networks
(ASCENT)
University of
NV Nevada Desert
$278,851.00
x Research
Institute
Hallar,
ADVANCEHRD
01/01/2009 Anna
PAID
Gannet
$441,994.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Van
OK Oklahoma
ADVANCE0820240 Dissemination (PAID)
HRD
09/01/2008 Delinder,
State
PAID
x University
Award: Gender Equity in
Jean
STEM at Oklahoma State
University
$498,690.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
0820214 Award: Collaborative
Research - Atmospheric
Science Collaborations
and Enriching NeTworks
(ASCENT)
HRD
$58,571.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
0820212
Award: Revealing the
Cumulative Effects of
Subtle Gender Bias via
Brief Workshop Activity
Pennsylvania
PA State Univ
ADVANCEShields,
HRD
09/01/2008
PAID
Stephanie x University
Park
ADVANCE Partnerships
for Adaptation,
0820202 Implementation, and
Dissemination (PAID)
Award: NYU
HRD
ADVANCEStein,
09/01/2008
PAID
Daniel
NY New York
x University
$491,160.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
0820175
Award: WIN: Women in
Networks, Building
Community and Gaining
Voice
HRD
ADVANCEBelle,
09/01/2008
PAID
Deborah
MA Trustees of
Boston
x University
$742,702.00
ADVANCEThiry,
01/01/2009
PAID
Heather
CO University of
Colorado at
x Boulder
$258,518.00
1
ADVANCE Partnerships
for Adaptation,
Implementation, and
0820128
Dissemination (PAID)
Award: SEEDS at the
University of Miami
HRD
ADVANCETosney,
09/01/2008
PAID
Kathryn
FL University of
x Miami
$543,441.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
0820083
Dissemination (PAID)
Award: Changing the
Face of Michigan Tech
HRD
LovettADVANCE09/01/2008 Doust,
PAID
Lesley
MI Michigan
Technological
x University
$499,496.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
ADVANCEDean,
0820080 Award: Collaborative
HRD
09/01/2008
PAID
Alice
Research - SUN:
Supporting Women
Faculty in STEM at Liberal
Arts Colleges
NY Skidmore
x College
$283,889.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
ADVANCEFrehill,
0820057 Award: Data Tools for
HRD
08/15/2008
PAID
Lisa
Institutional
Transformation:
Collaboration, Synthesis,
and Dissemination
Commission
DC on
Professionals
x in Science &
Technology
$346,342.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
Dissemination (PAID)
ADVANCEJohnson,
0820032 Award: Collaborative
HRD
09/01/2008
PAID
Brenda
Research - SUN:
Supporting Women
Faculty in STEM at Liberal
Arts Colleges
NY
x
Union College
$216,108.00
ADVANCE Partnerships
for Adaptation,
Implementation, and
ADVANCENielsen,
0820013 Dissemination (PAID)
HRD
08/15/2008
PAID
Larry
Award: Developing
Diverse Departments (3D) at NC State
NC North Carolina
State
$495,983.00
x University
ADVANCE Partnerships
for
Adaption,Implementation,
ADVANCEReed,
0819994 and Dissemination (PAID) HRD
10/01/2008
PAID
Alyson
Award: From Postdoc to
Faculty: Transition Issues
for Women Scientists
National
DC Postdoctoral
Association
$520,745.00
DE University of
x Delaware
$307,936.00
0819993
ADVANCE Partnerships
for Adaptation,
HRD
ADVANCEChajes,
08/01/2008
PAID
Michael
2
Implementation, and
Dissemination (PAID)
Award: Resources for
Recruitment & Retention
(RRR) of Women Faculty
in STEM Fields at U.
Delaware
ADVANCE Partnerships
for Adaptation,
Implementation, and
0819407
Dissemination (PAID)
Award: On Ramps into
Academia
HRD
ADVANCERiskin,
09/15/2008
PAID
Eve
WA
University of
Washington
$569,002.00
3
Award Abstract #0820273
ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID)
Award: PROMOTE - Improving the promotion to full processes at western public
universities
NSF Org:HRD
Division of Human Resource Development
Initial Amendment Date:August 22, 2008
Latest Amendment Date:August 22, 2008
Award Number:0820273
Award Instrument:Standard Grant
Program Manager:Jessie A. Dearo
HRD Division of Human Resource Development
EHR Directorate for Education & Human Resources
Start Date:September 1, 2008
Expires:August 31, 2011 (Estimated)
Awarded Amount to Date:$441994
Investigator(s):Kimberly Sullivan yejunco@biology.usu.edu (Principal
Investigator)
Beth Montelone (Co-Principal Investigator)
Tracy Sterling (Co-Principal Investigator)
Dana Britton (Co-Principal Investigator)
Ann Austin (Co-Principal Investigator)
Sponsor:Utah State University
Sponsored Programs Office
Logan, UT 84322 435/797-1226
NSF Program(s):ADVANCE-PAID
Field Application(s):0116000 Human Subjects
Program Reference Code(s):OTHR, 7568, 0000
4
Program Element Code(s):7568, 5408
ABSTRACT
Studies of science, engineering and technology point out the paucity of women at the full
professor level (18%) in four year colleges and universities (2003 NSF Science and Engineering
Indicators). This scarcity means there are few women candidates for leadership positions since
department chairs, deans, provosts, and leaders of research teams are typically full professors.
Because full professors carry prestige and influence, and because the number of women in those
positions is lacking, we must understand and address the difficulties women face in becoming
promoted to full professor to break through the glass ceiling that limits women's accessibility to
administrative positions. The PROMOTE project will both increase our understanding of the
transition from associate to full professor and address the difficulties through an implementation
phase.
In part one, we will study associate and full professors at seven western public research
universities to better understand the factors associated with promotion - the first crossinstitutional study on this career stage. In part two, we will draw on the findings of this study to
adapt, implement, and disseminate a set of four key activities identified as instrumental in
increasing promotion rates. In this phase, Utah State University will partner with six western
public research universities Kansas State, New Mexico State, University of Kansas, North
Dakota State University, University of Idaho and Oregon State University. The activities we will
implement are 1) promotion workshops held by the Provost's Offices on the various campuses, 2)
development and dissemination of clear guidelines on the processes and expectations for
promotion by deans and department heads (chairs), 3) development of review mechanisms for
the promotion to full process and 4) coaching for interested faculty. The partnering institutions
bring a variety of experiences to this project. Three of the universities, Utah State, Kansas State
and New Mexico State, have had ADVANCE-IT awards and have been working on increasing
the recruitment, retention and advancement of women STEM faculty. Kansas State has
developed innovative career planning and mentoring programs. New Mexico State has developed
a successful mentoring program, which they are currently working to disseminate. Four of the
universities have not received ADVANCE awards but are committed to increasing the
representation of women among their STEM faculty. These universities are located in small
cities in the western United States and face challenges in recruiting senior women. As evidenced
by recruitment and promotion numbers, none of these institutions can solve the shortage of
senior women faculty through recruitment, they must "grow their own" senior women.
The intellectual merits of PROMOTE reside in the increased understanding of the transition from
associate to full professor. In order to propose effective interventions, we must understand the
barriers to promotion and how best to ameliorate them. Although the recruitment of faculty and
the tenure process have been the subject of numerous studies, there have been few studies of the
next stage in an academic scientist's career path.
The broader impacts of PROMOTE are several. PROMOTE will develop, test, adapt, evaluate
and disseminate a set of relatively simple and inexpensive activities focusing on promotion to
5
full that could then be adopted by universities across the country. In this way, many institutions
can see the growth in senior women on campus that Utah State has experienced.
6
Award Abstract #0820267
ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID)
Award: Collaborative Research - Atmospheric Science Collaborations and Enriching
Networks (ASCENT)
NSF Org:HRD
Division of Human Resource Development
Initial Amendment Date:August 21, 2008
Latest Amendment Date:August 21, 2008
Award Number:0820267
Award Instrument:Standard Grant
Program Manager:Kelly M. Mack
HRD Division of Human Resource Development
EHR Directorate for Education & Human Resources
Start Date:January 1, 2009
Expires:December 31, 2011 (Estimated)
Awarded Amount to Date:$278851
Investigator(s):Anna Gannet Hallar gannet.hallar@dri.edu (Principal Investigator)
Laura Edwards (Co-Principal Investigator)
Sponsor:University of Nevada Desert Research Institute
2215 Raggio Parkway
Reno, NV 89512 775/673-7381
NSF Program(s):ADVANCE-PAID
Field Application(s):0116000 Human Subjects
Program Reference Code(s):OTHR, 9150, 7568, 0000
Program Element Code(s):7568
ABSTRACT
7
This project will create a discipline-specific, well-designed program focusing on women in
atmospheric science/meteorology to create leaders for advancement.
The emphasis during the proposed three-day Atmospheric Science Collaborations and Enriching
Networks (ASCENT) summer workshop program and follow-up reunion events will be to
initiate positive professional relationships, among female faculty of different ranks and
postdoctoral researchers. These individuals will work in teams (each senior scientist will be
paired with two junior scientists) and foster connections. Furthermore, while networking with
like-minded women scientists, participants will have the opportunity to explore specific
promising practices toward eliminating the "leaky pipeline," defined by the attrition of women at
different stages in their academic careers. By fostering relationships among women faculty and
researchers, ASCENT will demonstrate a commitment to developing research bases and improve
the quality of collaborative atmospheric research conducted at multiple universities and colleges.
ASCENT has been designed to achieve the following specific goals:
1) Ensure that junior women scientists know about and have access to resources and people who
can help guide them through their career and life path.
2) Encourage positive mentorship and create mentoring opportunities.
3) Learn and teach others about primary obstacles for women in atmospheric sciences and
meteorological fields, and develop or share communication tools to assist in navigating these
obstacles.
4) Meet potential scientific collaborators at other institutions.
In order to ensure success and longevity of the proposed workshop and collaborative experience,
an extensive evaluation program will be implemented. The process will begin at the initial stage
of workshop development; continue throughout duration of the workshop and past termination to
determine long-term outcomes. Evaluation findings will be disseminated in professional forums,
such as conferences or refereed journals. Throughout these workshops, the organizers will
assemble knowledge on techniques and methodology to strength the participation of women
within the fields of atmospheric science and meteorology. This information will be disseminated
to this academic community via Eos and Bulletin of the American Meteorological Society
(BAMS). ASCENT will also produce a bi-annual electronic newsletter to provide summaries of
"lessons learned" and current literature regarding the advancement of women in geoscience. This
newsletter will be sent to all participants in the workshops, the Earth Science Women's Network
(ESWN) list serve, and other interested parties.
8
Award Abstract #0820214
ADVANCE Partnerships for Adaptation, Implementation, and Dissemination (PAID)
Award: Collaborative Research - Atmospheric Science Collaborations and Enriching
NeTworks (ASCENT)
NSF Org:HRD
Division of Human Resource Development
Initial Amendment Date:August 21, 2008
Latest Amendment Date:August 21, 2008
Award Number:0820214
Award Instrument:Standard Grant
Program Manager:Jessie A. Dearo
HRD Division of Human Resource Development
EHR Directorate for Education & Human Resources
Start Date:January 1, 2009
Expires:December 31, 2011 (Estimated)
Awarded Amount to Date:$58571
Investigator(s):Heather Thiry heather.smith@colorado.edu (Principal
Investigator)
Sponsor:University of Colorado at Boulder
3100 Marine Street, Room 481
Boulder, CO 80309 303/492-6221
NSF Program(s):ADVANCE-PAID
Field Application(s):0116000 Human Subjects
Program Reference Code(s):OTHR, 7568, 0000
Program Element Code(s):7568
ABSTRACT
9
This project will create a discipline-specific, well-designed program focusing on women in
atmospheric science/meteorology to create leaders for advancement.
The emphasis during the proposed three-day Atmospheric Science Collaborations and Enriching
Networks (ASCENT) summer workshop program and follow-up reunion events will be to
initiate positive professional relationships, among female faculty of different ranks and
postdoctoral researchers. These individuals will work in teams (each senior scientist will be
paired with two junior scientists) and foster connections.
Furthermore, while networking with like-minded women scientists, participants will have the
opportunity to explore specific promising practices toward eliminating the "leaky pipeline,"
defined by the attrition of women at different stages in their academic careers. By fostering
relationships among women faculty and researchers, ASCENT will demonstrate a commitment
to developing research bases and improve the quality of collaborative atmospheric research
conducted at multiple universities and colleges.
ASCENT has been designed to achieve the following specific goals:
1) Ensure that junior women scientists know about and have access to resources and people who
can help guide them through their career and life path.
2) Encourage positive mentorship and create mentoring opportunities.
3) Learn and teach others about primary obstacles for women in atmospheric sciences and
meteorological fields, and develop or share communication tools to assist in navigating these
obstacles.
4) Meet potential scientific collaborators at other institutions. In order to ensure success and
longevity of the proposed workshop and collaborative experience, an extensive evaluation
program will be implemented. The process will begin at the initial stage of workshop
development; continue throughout duration of the workshop and past termination to determine
long-term outcomes. Evaluation findings will be disseminated in professional forums, such as
conferences or refereed journals.
Throughout these workshops, the organizers will assemble knowledge on techniques and
methodology to strength the participation of women within the fields of atmospheric science and
meteorology. This information will be disseminated to this academic community via Eos and
Bulletin of the American Meteorological Society (BAMS). ASCENT will also produce a biannual electronic newsletter to provide summaries of "lessons learned" and current literature
regarding the advancement of women in geoscience. This newsletter will be sent to all
participants in the workshops, the Earth Science Women's Network (ESWN) list serve, and other
interested parties.
10
Award Abstract #0819994
ADVANCE Partnerships for Adaption,Implementation, and Dissemination (PAID) Award:
From Postdoc to Faculty: Transition Issues for Women Scientists
NSF Org:HRD
Division of Human Resource Development
Initial Amendment Date:September 4, 2008
Latest Amendment Date:September 4, 2008
Award Number:0819994
Award Instrument:Standard Grant
Program Manager:Kelly M. Mack
HRD Division of Human Resource Development
EHR Directorate for Education & Human Resources
Start Date:October 1, 2008
Expires:September 30, 2011 (Estimated)
Awarded Amount to Date:$520745
Investigator(s):Alyson Reed areed@nationalpostdoc.org (Principal Investigator)
Sponsor:National Postdoctoral Association
1200 New York Ave., NW
Washington, DC 20005 202/326-6427
NSF Program(s):ADVANCE-PAID
Field Application(s):0116000 Human Subjects
Program Reference Code(s):OTHR, 7568, 0000
Program Element Code(s):7568
ABSTRACT
The National Postdoctoral Association (NPA) will adapt, implement and disseminate successful
11
models and best practices employed by ADVANCE grant recipients and others to assist women
scientists to advance in academia. This project will focus adaptation in two areas: 1) translating
efforts targeted at current women faculty to women training to become faculty, i.e., postdocs;
and 2) translating professional development efforts targeted at the general postdoctoral
population to address the unique needs of women during the postdoctoral training period. The
primary purpose of these translational efforts will be to assist women in making a successful
transition from the postdoctoral training period to the ranks of tenure track faculty.
Major project components include:
- Conducting a review of all institutional efforts made by ADVANCE recipients to address these
issues, using a survey and targeted follow-up;
- Convening a focus group of ADVANCE postdoctoral fellows to determine whether the
fellowship helped them to obtain a faculty position;
- Organizing a National Summit on Gender and the Postdoctorate;
- Providing on-going technical assistance to summit participants and others who wish to
implement programs for postdocs at their institutions;
- Preparing and disseminating a compendium report of models and recommended practices for
helping women make a successful transition from postdoc to faculty;
- Evaluation of the project?s short-term effectiveness in: raising awareness, serving as a catalyst
for action, and helping summit participants increase the number of women faculty hired from the
ranks of the postdoctorate.
Intellectual Merit Statement: The project activities will enhance the knowledge and
understanding of the science and engineering communities regarding factors that contribute to a
successful transition from postdoctoral scholar to tenure-track faculty member among women.
The research will create a new base of information regarding effective strategies and promising
practices for promoting a successful transition that enables women to advance from postdoc to
faculty appointments and ultimately gain tenure or equivalent status.
Broader Impact Statement: The project activities will broadly impact women with PhDs in
science and engineering fields who seek to make a successful transition from postdoctoral
training to a faculty appointment during the three-year duration of the project. It will also broadly
impact academic administrators involved with postdoctoral training and the advancement of
women in science and engineering faculty posts. More broadly, the activities will impact future
generations of those considering a faculty career in science and engineering, by facilitating the
creation and maintenance of training and transition mechanisms that help women to advance
from postdoctoral appointments into faculty positions.
12
Award Abstract #0620083
ADVANCE Partnerships for Adaptation, Implementation, and Dissemination Award Increasing Junior Faculty's Productivity and Leadership
NSF Org:HRD
Division of Human Resource Development
Initial Amendment Date:August 22, 2006
Latest Amendment Date:November 7, 2008
Award Number:0620083
Award Instrument:Standard Grant
Program Manager:Jessie A. Dearo
HRD Division of Human Resource Development
EHR Directorate for Education & Human Resources
Start Date:June 1, 2007
Expires:May 31, 2010 (Estimated)
Awarded Amount to Date:$499901
Investigator(s):Virginia Valian virginia.valian@hunter.cuny.edu (Principal
Investigator)
Vita Rabinowitz (Co-Principal Investigator)
Gillian Small (Co-Principal Investigator)
Annemarie Nicols-Grinenko (Co-Principal Investigator)
Jennifer Raab (Co-Principal Investigator)
Selma Botman (Former Co-Principal Investigator)
Sponsor:CUNY Hunter College
695 Park Avenue
New York, NY 10065 212/772-4020
NSF Program(s):ADVANCE-PAID
Field Application(s):0116000 Human Subjects
Program Reference Code(s):OTHR, 7568, 0000
13
Program Element Code(s):7568
ABSTRACT
The Hunter College Gender Equity Project will partner with the City University of New York's
(CUNY) central administration on two initiatives that will involve 8 CUNY campuses. First, a
series of workshops modeled after those developed through Hunter's ADVANCE award will
address gender and race schemas; integrate material on the impact of gender and race on careers
of faculty; and discuss how to develop individual, institutional, and discipline-level solutions to
the underrepresentation of women and minority-status scholars. Second, comprehensive grantwriting assistance in conjunction with a course release (funded by CUNY) will be offered to 6
women a semester.
Analyses of curricula vitae for participants and comparison non-participants will allow Hunter to
determine the effectiveness of both programs.
Presently, little is known about the determinants of scholarly productivity at teaching-intensive
institutions and very little about how to develop scholars. Analyses of productivity have focused
on faculty at research-intensive institutions. Whether the variables that predict productivity at
those institutions operate similarly at teaching-intensive institutions is not known.
This award represents an effort to do more for women faculty, faculty of color, and underserved
students at the largest and most diverse public urban university system in the United States.
CUNY is a teaching-intensive institution where faculty have difficulty conducting research and
obtaining external funding. Since students' opportunity to engage in research at the
undergraduate level predicts their future participation in science, supporting CUNY's current
scientists will produce more women and minority-status scientists in the future.
14