University of California, Irvine
Career Partner Program
& ADVANCE Program
at the
University of California, Irvine
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Tammy Smecker-Hane
tsmecker@uci.edu
„
Associate Professor, Dept of Physics & Astronomy
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ADVANCE Equity Advisor, Faculty Assistant to the
Dean of Physical Sciences
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Summary
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Career Partner Program – UCI’s innovative
way of solving the “Two Body Problem”
(http://wwww.ap.uci.edu/programs/career
part/CareerPartners
- FTE.html)
ADVANCE ProgramProgram- the goal of this NSF
funded program is to promote institutional
transformation toward gender equity by
increasing the recruitment, retention and
advancement of women faculty across the
entire campus (http://advance.uci.edu)
Career Partner Program
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Career Partner Program
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A threethree-way partnership equally splits the cost of
1 FTE (Full Time Employee)
• 33.3% FTE from recruiting department of
primary appointee
• 33.3% FTE from host department of
spouse/partner
• 33.3% FTE from Career Partner Program/EVC’s
Office
This innovative model of cost sharing encourages
departments to pursue finding a position for a
spouse/partner in order to recruit or retain the
most talented faculty
One of 9 UC campuses
Founded 40 years ago
Organized into 10 schools
including the College of Medicine
School of Physical Sciences:
Physics & Astronomy, Chemistry,
Mathematics, Earth System
Science
19,200 undergraduate students
3,700 graduate students
1,170 tenured/tenuretenured/tenure-track
faculty
Provides academic positions for partners of newly
recruited tenuretenure-track faculty and, in exceptional
cases, may be used to retain current faculty
A cooperative agreement between departments
and the Executive Vice Chancellor’s (EVC; Dr.
Michael Gottfredson) office
During each 2 year planning cycle a set number
of FTE are set aside for the Career Partner
Program by the EVC
Career Partner Program
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The spouse/partner must go through a
rigorous hiring process that is similar to
the primary appointee (w/o a search)
entailing approval at the department,
school and campus level
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Committee on Academic Personnel (CAP): schoolschoolwide committee overseeing hir
hiring, merit increases
and promotions, whose 11 members are faculty from
individual schools that are elected by Academic
Senate members (tenured & tenuretenure-track faculty)
The UC Step System – Ranks: Assistant, Associate,
Full Professor with N levels of Steps at each rank
(e.g., I – IX for Full Professor)
1
Career Partner Program
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Over the last 5 years since 1999, 22
faculty partners have been hired through
CPP (4.4 per year);
year); 12 women and 10
men
For perspective, over the same time
period a total of 416 new faculty were
hired (83.2 per year)
Thus 5.3% of newly hired faculty were
done through the Career Partner Program
in the last 5 years
Career Partner Program
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ADVANCE Program
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Funded by a $3.4 million grant (2001
2006) from NSF ADVANCE Program, the
goal of the UCI ADVANCE Program is to
promote institutional transformation
toward gender equity by increasing the
recruitment, retention and advancement
of women faculty across the entire
campus
EVC’s office provide funds to cover the
schools not covered by NSF
ADVANCE Office Initiatives
• Develop & maintain a database of gender
equity indicators
• Holds workshops & seminars to bring about
equity awareness, stimulate networking by
women faculty, and teach skills that aid faculty
advancement
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Equity Advisors are the heart and sole of
the program
UCI is in a “growth phase”, hiring a large
number of faculty in step with increasing
our student enrollment to accommodate
the children of the Baby Boomers
A program like CPP may not work as well
at universities who hire less faculty per
year, which often can make faculty hiring
a more contentious issue
ADVANCE Program
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ADVANCE Program
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CPP is widely recognized by UCI faculty &
administrators as an innovative and
successful program
Co
- PIs: Dr. Susan Bryant (Dean of
Biological Sciences), Dr. Herbert Killackey
(Associate EVC), Dr. Debra Richardson
(Dean of Information & Computer
Sciences)
Director: Dr. Priscilla Kehoe
12 Equity Advisors: Faculty Assistants to
the Deans in each school
2 Term Chairs: Dr. Ellen Druffel (ESS) &
Dr. Chuu
- Lian Terng (Mathematics)
ADVANCE Program
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The Equity Advisor’s Job:
• Educate all Search Committees about
gender equity & best practices in hiring
• Assist in recruiting new faculty
• Implement a Mentoring Program for
new faculty
• Based in the school for maximum effect and
inin-depth knowledge of the practices and
specifics of each discipline
• Communicate ADVANCE issues to deans,
chairs, search committees and faculty
2
ADVANCE Program
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The Equity Advisor’s Job:
• Attend monthly Chairs’ Meeting held by
the Dean (in some schools), working
from within the administration to
advance gender equity
• Investigate Inequities; e.g., meet with
the Dean each year to discuss Salary
Residuals for all faculty (men & women)
• Solve problems as they arise
• Attend monthly meetings of all EAs to
share ideas and develop the program
ADVANCE Program
„ Faculty Recruitment
• An Equity Advisor might sign off on the
form documenting the composition of
the search committee and their planned
search activities
• Equity Advisor meets with all search
committees to discuss gender equity
and best practices for faculty
recruitment
ADVANCE Program
„ Faculty Recruitment
• Typically Deans request FTE for a 2 year
cycle; FTE awarded by EVC with advice
given by the Academic Planning Group
(one member being an ADVANCE Equity
Advisor as requested by the EVC)
• Deans distribute the positions to various
departments
• Search Committees are appointed by
the department chair
Search Plan and Advertisement for Regular Ranks Faculty (FTE) Position
Position
Part I. Information about the position:
Recruiting School/Department: __________________________________________________________
__________________________________________________________
Proposed title(s)/level(s):___________________________________ Salary
Salary Control #: _____________
Appointment Begin Date: _______________ Closing Date of Advertisement:
Advertisement: ____________________
Candidate PhD requirement/area(s) of expertise (from NORC/AAMC Listing):
Listing): ___________________
___________________________________________________________________________________
___________________________________________________________________________________
Part II. Search Committee:
List chair and members of search committee (include both men and women): ____________________
___________________________________________________________________________________
___________________________________________________________________________________
Part III. Advertising Plan:
A. Advertisement – Attach copy for approval.
B. Web sites – This advertisement will be placed on the following UCI web sites:
sites:
UCI Employment Opportunities – http://www.uci.edu (required)
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_____________________________________________________ (optional)
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_____________________________________________________ (optional)
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C. Publications – If the advertisement will be published in professional journals or magazines, please list the
name of the publication and the month that the ad is expected to
to appear..
___________________________________________
Month: ___________________
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Part IV. Selection criteria: Briefly describe criteria to be used
used to select the final candidate. _______________
____________________________________________________________________________________
____________________________________________________________________________________
Department Chair: _____________________________________________________________
_____________________________________________________________
Equity Advisor’s Approval:
Approval: _____________________________________________________
Dean’s Approval: ______________________________________________________________
______________________________________________________________
Academic Affairs: ______________________________________________________________
______________________________________________________________
Department Contact: __________________________ Phone: ______________
______________
Dean’s Office Contact: ________________________ Phone: ______________
______________
Date: ___________
Date: ___________
Date: ___________
Date: ___________
Email: __________
Email: __________
9/02
Form UCIUCI-APAP-82
Topics Discussed with Each
Search Committee
„ Status of Gender Diversity in that School
„ ADVANCE Brochure “Best Practices for Achieving
Diversity in Faculty Recruitment”
• Best Practices for Faculty Search & Selection
• Relevant Readings, Websites, Tutorials
„ OEOD Brochure “Guideline for Search Committees”
• Nondiscrimination in Searches
• Nondiscrimination and Affirmative Action Policy (Prop
209)
„ UCI Career Partner Program
„ Higher Education Recruitment Consortium (HERC)
http://www.socalherc.org
„ Information on Faculty Housing, Childcare, etc.
3
ADVANCE Program
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July 1999 - June 2002
64
July 2002 - January 2005
59
60
55
60
52
50
50
50
46
43
40
38
40
36 36
29
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29
26
23
20
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50
40
33
30
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20
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Number of New Faculty Hired
in Physical Sciences
8
8
10
4 4
33
3
1
0
0
13.5
11.5
6
2
Percentage of Women Faculty
(All Ranks) in Physical Sciences
15
7
4
0
20
9
9
0
0
6
00
-2
05
20
5
00
-2
04
20
4
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03
20
3
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02
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2
00
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01
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1
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20
0
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-2
99
19
co
lo
gy
0
10
% New Hires
20
10
So
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al
E
Percent Women
Equity Advisors offer to meet with faculty
job candidates when they interview on
campus to aid in recruitment
Percentage of Women in NewlyNewlyHired Faculty in Physical Sciences
Percent of Women Faculty Hired Before and After ADVANCE
70
Equity Advisors compare the % of women
on the short list to that in the availability
pool, data maintained by the Office of
Equal Opportunity & Diversity (OEOD),
and recommend a closer look, if needed
# Women
# Men
11
11.5
10
9
10
% Women
5
1
0
0
120 Faculty in
2005-2006
0
6
00
-2
05
20
5
00
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04
20
4
00
-2
03
20
3
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02
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2
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01
20
1
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00
20
0
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99
19
6
00
-2
05
20
5
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-2
04
20
4
00
-2
03
20
3
00
-2
02
20
2
00
-2
01
20
1
00
-2
00
20
0
00
-2
99
19
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ADVANCE Program
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Gender Equity in the Faculty
• The percentage of women in new faculty hires
rose from 0% to 50% in the School of Physical
Sciences and from 26% to 40% over the entire
campus in the 5 years since the ADVANCE
program began.
• However the percentage of women in the
faculty at all ranks is changing much more
slowly; 13.5% for the 120 faculty in Physical
Science in 20052005-2006
• Retention and Advancement of women are key
issues: mentoring, workshops, pay equity,
maternity leave policies, availability of
childcare, etc.
ADVANCE Program
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• Each school adopts the mentoring program
that best fits their discipline (one(one-onon-one
mentoring versus mentoring by a panel of
faculty)
• School of Physical Sciences assigns a senior
faculty member as a mentor to all women
Assistant Professors (prior to July, 2005) and
all Assistant Professors (post July, 2005)
• A mix of formal and informal mentoring is very
valuable
Investigating Pay Equity
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The Pay Equity model that we adopt is
recommended by American Association of
University Professors (AAUP)
The purpose of the model is to flag individuals
and academic units with salaries that may require
closer scrutiny. As it does not include any
subjective measures of quality or merit, it is
expected that some faculty members will have
results that are not explained well by the model,
which relies exclusively on quantifiable objective
measures.
Equity Advisors Supervise Faculty
Mentoring Programs
Investigating Pay Equity
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Uses multiple variable regression: analyzes the
relationship between several independent
variables (predictor variables) and a dependent
variable (criterion variable)
The predictor variables are the date of Ph. D. and
the date the faculty member was hired at UCI
The dependent variable is the salary for each
faculty member in the group being analyzed
(e.g., white men)
These two independent variables generally do a
good job in predicting the salary of white men;
50 to 80% of the variability is explained.
Investigating Pay Equity
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Regression analysis is performed separately for
each school using salaries of white men as the
benchmark.
The Salary Residual for an individual faculty
member is the difference between their actual
salary and salary predicted by the regression
equation for white males.
A negative residual indicates that their salary is
lower than the amount predicted for white males
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Investigating Pay Equity
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The regression relations and histograms of Salary Residuals
for women and minority combined are posted on the
Academic Personnel website; results for women only are
posted on the ADVANCE web site.
Process for Pay Equity Review
• Deans and Equity Advisors receive salary residuals of
their faculty
• Deans notify Chairs of the actual residuals
• Equity Advisors, in consultation with the Dean, review
residuals to determine which individuals may need
further scrutiny, that is salary equity relative to scholarly
standing and achievement
• If deemed appropriate, a salary increase is
recommended by the Dean for approval by the EVC
Summary
„
„
Career Partner Program – UCI’s innovative
way of solving the “Two Body Problem”
(http://wwww.ap.uci.edu/programs/career
part/CareerPartners
- FTE.html)
ADVANCE ProgramProgram- the goal of this NSF
funded program is to promote institutional
transformation toward gender equity by
increasing the recruitment, retention and
advancement of women faculty across the
entire campus (http://advance.uci.edu)
6