Career Partner Program Career Partner Program & ADVANCE Program& ADVANCE Program

at theat theUniversity of California, IrvineUniversity of California, Irvine

Tammy Smecker-Hane

tsmecker@uci.edu

Associate Professor, Dept of Physics & Astronomy

ADVANCE Equity Advisor, Faculty Assistant to the Dean of Physical Sciences

University of California, IrvineUniversity of California, Irvine One of 9 UC campuses One of 9 UC campuses Founded 40 years agoFounded 40 years ago Organized into 10 schools Organized into 10 schools

including the College of Medicine including the College of Medicine School of Physical Sciences: School of Physical Sciences:

Physics & Astronomy, Chemistry, Physics & Astronomy, Chemistry, Mathematics, Earth System Mathematics, Earth System ScienceScience

19,200 undergraduate students19,200 undergraduate students 3,700 graduate students3,700 graduate students 1,170 tenured/tenure-track 1,170 tenured/tenure-track

facultyfaculty

Summary Summary

Career Partner ProgramCareer Partner Program – UCI’s innovative – UCI’s innovative way of solving the “Two Body Problem” way of solving the “Two Body Problem” (http://wwww.ap.uci.edu/programs/careerp(http://wwww.ap.uci.edu/programs/careerpart/CareerPartners-FTE.html)art/CareerPartners-FTE.html)

ADVANCE ProgramADVANCE Program - the goal of this NSF- - the goal of this NSF-funded program is to promote institutional funded program is to promote institutional transformation toward gender equity by transformation toward gender equity by increasing the recruitment, retention and increasing the recruitment, retention and advancement of women faculty across the advancement of women faculty across the entire campus (http://advance.uci.edu)entire campus (http://advance.uci.edu)

Career Partner Program Career Partner Program Provides academic positions for partners of newly Provides academic positions for partners of newly

recruited tenure-track faculty and, in exceptional recruited tenure-track faculty and, in exceptional cases, may be used to retain current facultycases, may be used to retain current faculty

A cooperative agreement between departments A cooperative agreement between departments and the Executive Vice Chancellor’s (EVC; Dr. and the Executive Vice Chancellor’s (EVC; Dr. Michael Gottfredson) officeMichael Gottfredson) office

During each 2 year planning cycle a set number During each 2 year planning cycle a set number of FTE are set aside for the Career Partner of FTE are set aside for the Career Partner Program by the EVCProgram by the EVC

Career Partner Program Career Partner Program A three-way partnership equally splits the cost of A three-way partnership equally splits the cost of

1 FTE (Full Time Employee)1 FTE (Full Time Employee)• 33.3% FTE from recruiting department of 33.3% FTE from recruiting department of

primary appointeeprimary appointee• 33.3% FTE from host department of 33.3% FTE from host department of

spouse/partnerspouse/partner• 33.3% FTE from Career Partner Program/EVC’s 33.3% FTE from Career Partner Program/EVC’s

OfficeOffice

This innovative model of cost sharing encourages This innovative model of cost sharing encourages departments to pursue finding a position for a departments to pursue finding a position for a spouse/partner in order to recruit or retain the spouse/partner in order to recruit or retain the most talented facultymost talented faculty

Career Partner Program Career Partner Program The spouse/partner must go through a The spouse/partner must go through a

rigorous hiring process that is similar to rigorous hiring process that is similar to the primary appointee (w/o a search) the primary appointee (w/o a search) entailing approval at the department, entailing approval at the department, school and campus levelschool and campus level

Committee on Academic Personnel (CAP): school-Committee on Academic Personnel (CAP): school-wide committee overseeing hiwide committee overseeing hirring, merit increases ing, merit increases and promotions, whose 11 members are faculty from and promotions, whose 11 members are faculty from individual schools that are elected by Academic individual schools that are elected by Academic Senate members (tenured & tenure-track faculty)Senate members (tenured & tenure-track faculty)

The UC Step System – Ranks: Assistant, Associate, The UC Step System – Ranks: Assistant, Associate, Full Professor with N levels of Steps at each rank Full Professor with N levels of Steps at each rank (e.g., I – IX for Full Professor)(e.g., I – IX for Full Professor)

Career Partner Program Career Partner Program

Over the last 5 years since 1999, 22 Over the last 5 years since 1999, 22 faculty partners have been hired through faculty partners have been hired through CPP CPP (4.4 per year)(4.4 per year); 12 women and 10 men; 12 women and 10 men

For perspective, over the same time For perspective, over the same time period a total of 416 new faculty were period a total of 416 new faculty were hired hired (83.2 per year)(83.2 per year)

Thus Thus 5.3%5.3% of newly hired faculty were of newly hired faculty were done through the Career Partner Program done through the Career Partner Program in the last 5 yearsin the last 5 years

Career Partner Program Career Partner Program CPP is widely recognized by UCI faculty & CPP is widely recognized by UCI faculty &

administrators as an innovative and administrators as an innovative and successful programsuccessful program

UCI is in a “growth phase”, hiring a large UCI is in a “growth phase”, hiring a large number of faculty in step with increasing number of faculty in step with increasing our student enrollment to accommodate our student enrollment to accommodate the children of the Baby Boomersthe children of the Baby Boomers

A program like CPP may not work as well A program like CPP may not work as well at universities who hire less faculty per at universities who hire less faculty per year, which often can make faculty hiring year, which often can make faculty hiring a more contentious issuea more contentious issue

ADVANCE Program ADVANCE Program

Funded by a $3.4 million grant (2001-Funded by a $3.4 million grant (2001-2006) from NSF ADVANCE Program, the 2006) from NSF ADVANCE Program, the goal of the UCI ADVANCE Program is to goal of the UCI ADVANCE Program is to promote institutional transformation promote institutional transformation toward gender equity by increasing the toward gender equity by increasing the recruitment, retention and advancement recruitment, retention and advancement of women faculty across the entire campus of women faculty across the entire campus

EVC’s office provide funds to cover the EVC’s office provide funds to cover the schools not covered by NSFschools not covered by NSF

ADVANCE Program ADVANCE Program

Co-PIs: Dr. Susan Bryant (Dean of Co-PIs: Dr. Susan Bryant (Dean of Biological Sciences), Dr. Herbert Killackey Biological Sciences), Dr. Herbert Killackey (Associate EVC), Dr. Debra Richardson (Associate EVC), Dr. Debra Richardson (Dean of Information & Computer (Dean of Information & Computer Sciences)Sciences)

Director: Dr. Priscilla KehoeDirector: Dr. Priscilla Kehoe 12 Equity Advisors: Faculty Assistants to 12 Equity Advisors: Faculty Assistants to

the Deans in each schoolthe Deans in each school 2 Term Chairs: Dr. Ellen Druffel (ESS) & Dr. 2 Term Chairs: Dr. Ellen Druffel (ESS) & Dr.

Chuu-Lian Terng (Mathematics)Chuu-Lian Terng (Mathematics)

ADVANCE Program ADVANCE Program ADVANCE Office InitiativesADVANCE Office Initiatives

• Develop & maintain a database of gender Develop & maintain a database of gender equity indicatorsequity indicators

• Holds workshops & seminars to bring about Holds workshops & seminars to bring about equity awareness, stimulate networking by equity awareness, stimulate networking by women faculty, and teach skills that aid faculty women faculty, and teach skills that aid faculty advancement advancement

Equity Advisors are the heart and sole of Equity Advisors are the heart and sole of the programthe program• Based in the school for maximum effect and in-Based in the school for maximum effect and in-

depth knowledge of the practices and specifics depth knowledge of the practices and specifics of each disciplineof each discipline

• Communicate ADVANCE issues to deans, Communicate ADVANCE issues to deans, chairs, search committees and facultychairs, search committees and faculty

ADVANCE Program ADVANCE Program

The Equity Advisor’s Job:The Equity Advisor’s Job:• Educate all Search Committees about Educate all Search Committees about

gender equity & best practices in hiringgender equity & best practices in hiring• Assist in recruiting new facultyAssist in recruiting new faculty• Implement a Mentoring Program for new Implement a Mentoring Program for new

facultyfaculty

ADVANCE Program ADVANCE Program

The Equity Advisor’s Job:The Equity Advisor’s Job:• Attend monthly Chairs’ Meeting held by Attend monthly Chairs’ Meeting held by

the Dean (in some schools), working the Dean (in some schools), working from within the administration to from within the administration to advance gender equityadvance gender equity

• Investigate Inequities; e.g., meet with Investigate Inequities; e.g., meet with the Dean each year to discuss Salary the Dean each year to discuss Salary Residuals for all faculty (men & women)Residuals for all faculty (men & women)

• Solve problems as they ariseSolve problems as they arise• Attend monthly meetings of all EAs to Attend monthly meetings of all EAs to

share ideas and develop the programshare ideas and develop the program

ADVANCE ProgramADVANCE Program

Faculty RecruitmentFaculty Recruitment• Typically Deans request FTE for a 2 year Typically Deans request FTE for a 2 year

cycle; FTE awarded by EVC with advice cycle; FTE awarded by EVC with advice given by the Academic Planning Group given by the Academic Planning Group (one member being an ADVANCE Equity (one member being an ADVANCE Equity Advisor as requested by the EVC)Advisor as requested by the EVC)

• Deans distribute the positions to various Deans distribute the positions to various departmentsdepartments

• Search Committees are appointed by Search Committees are appointed by the department chairthe department chair

ADVANCE ProgramADVANCE Program

Faculty RecruitmentFaculty Recruitment• An Equity Advisor might sign off on the An Equity Advisor might sign off on the

form documenting the composition of form documenting the composition of the search committee and their planned the search committee and their planned search activitiessearch activities

• Equity Advisor meets with all search Equity Advisor meets with all search committees to discuss gender equity committees to discuss gender equity and best practices for faculty and best practices for faculty recruitmentrecruitment

Search Plan and Advertisement for Regular Ranks Faculty (FTE) PositionSearch Plan and Advertisement for Regular Ranks Faculty (FTE) PositionPart I. Information about the position:Part I. Information about the position:

Recruiting School/Department: __________________________________________________________Recruiting School/Department: __________________________________________________________Proposed title(s)/level(s):___________________________________ Salary Control #: _____________Proposed title(s)/level(s):___________________________________ Salary Control #: _____________Appointment Begin Date: _______________ Closing Date of Advertisement: ____________________Appointment Begin Date: _______________ Closing Date of Advertisement: ____________________Candidate PhD requirement/area(s) of expertise (from NORC/AAMC Listing): ___________________Candidate PhD requirement/area(s) of expertise (from NORC/AAMC Listing): _________________________________________________________________________________________________________________________________________________________________________________________

Part II. Search Committee:Part II. Search Committee:List chair and members of search committee (include both men and women): ____________________List chair and members of search committee (include both men and women): __________________________________________________________________________________________________________________________________________________________________________________________

Part III. Advertising Plan:Part III. Advertising Plan:A. Advertisement – Attach copy for approval.A. Advertisement – Attach copy for approval.B. Web sites – This advertisement will be placed on the following UCI web sites:B. Web sites – This advertisement will be placed on the following UCI web sites:

UCI Employment Opportunities – UCI Employment Opportunities – http://www.uci.eduhttp://www.uci.edu (required) (required) _____________________________________________________ (optional)_____________________________________________________ (optional) _____________________________________________________ (optional)_____________________________________________________ (optional)

C. Publications – If the advertisement will be published in professional journals or magazines, please list the 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 appear..name of the publication and the month that the ad is expected to appear..

______________________________________________________________________________________ Month: ___________________ Month: ___________________

Part IV. Selection criteria: Briefly describe criteria to be used to select the final candidate. _______________Part IV. Selection criteria: Briefly describe criteria to be used to select the final candidate. _______________________________________________________________________________________________________________________________________________________________________________________

Department Chair: _____________________________________________________________Department Chair: _____________________________________________________________ Date: ___________Date: ___________Equity Advisor’s ApprovalEquity Advisor’s Approval: _____________________________________________________: _____________________________________________________ Date: ___________Date: ___________Dean’s Approval: ______________________________________________________________Dean’s Approval: ______________________________________________________________ Date: ___________Date: ___________Academic Affairs: ______________________________________________________________Academic Affairs: ______________________________________________________________ Date: ___________Date: ___________Department Contact: __________________________ Phone: ______________Department Contact: __________________________ Phone: ______________ Email: __________Email: __________Dean’s Office Contact: ________________________ Phone: ______________Dean’s Office Contact: ________________________ Phone: ______________ Email: __________Email: __________

9/029/02 Form UCI-AP-82Form UCI-AP-82

Topics Discussed with Each Topics Discussed with Each Search CommitteeSearch Committee

Status of Gender Diversity in that SchoolStatus of Gender Diversity in that School

ADVANCE Brochure “Best Practices for Achieving Diversity in ADVANCE Brochure “Best Practices for Achieving Diversity in Faculty Recruitment”Faculty Recruitment”• Best Practices for Faculty Search & SelectionBest Practices for Faculty Search & Selection• Relevant Readings, Websites, TutorialsRelevant Readings, Websites, Tutorials

OEOD Brochure “Guideline for Search Committees”OEOD Brochure “Guideline for Search Committees”• Nondiscrimination in SearchesNondiscrimination in Searches• Nondiscrimination and Affirmative Action Policy (Prop 209)Nondiscrimination and Affirmative Action Policy (Prop 209)

UCI Career Partner ProgramUCI Career Partner Program

Higher Education Recruitment Consortium (HERC)Higher Education Recruitment Consortium (HERC)http://www.socalherc.orghttp://www.socalherc.org

Information on Faculty Housing, Childcare, etc.Information on Faculty Housing, Childcare, etc.

ADVANCE ProgramADVANCE Program

Equity Advisors compare the % of women Equity Advisors compare the % of women on the short list to that in the availability on the short list to that in the availability pool, data maintained by the Office of pool, data maintained by the Office of Equal Opportunity & Diversity (OEOD), and Equal Opportunity & Diversity (OEOD), and recommend a closer look, if neededrecommend a closer look, if needed

Equity Advisors offer to meet with faculty Equity Advisors offer to meet with faculty job candidates when they interview on job candidates when they interview on campus to aid in recruitmentcampus to aid in recruitment

Percent of Women Faculty Hired Before and After ADVANCE

46

10

55

20

3836

1720

33

0

16

26

64

59

5250

43

36

30 29 29

2320

40

0

10

20

30

40

50

60

70

Per

cen

t W

om

en

July 1999 - June 2002

July 2002 - January 2005

Percentage of Women in Newly-Percentage of Women in Newly-Hired Faculty in Physical SciencesHired Faculty in Physical Sciences

0 0 0

10

20

36

50

0

10

20

30

40

50

60

1999-2000

2000-2001

2001-2002

2002-2003

2003-2004

2004-2005

2005-2006

% New Hires

Number of New Faculty Hired Number of New Faculty Hired in Physical Sciencesin Physical Sciences

0

3

0

8

0

9

1

9

1

4 4

7

3 3

0

2

4

6

8

10

1999-2000

2000-2001

2001-2002

2002-2003

2003-2004

2004-2005

2005-2006

# Women

# Men

Percentage of Women Faculty Percentage of Women Faculty (All Ranks) in Physical Sciences(All Ranks) in Physical Sciences

11.5 1110 9

1011.5

13.5

0

5

10

15

20

1999-2000

2000-2001

2001-2002

2002-2003

2003-2004

2004-2005

2005-2006

% Women

120 Faculty in 2005-2006

ADVANCE ProgramADVANCE Program Gender Equity in the FacultyGender Equity in the Faculty

• The percentage of women in new faculty hires The percentage of women in new faculty hires rose from rose from 0% to 50%0% to 50% in the School of Physical in the School of Physical Sciences and from Sciences and from 26% to 40%26% to 40% over the entire over the entire campus in the 5 years since the ADVANCE campus in the 5 years since the ADVANCE program began.program began.

• However the percentage of women in the However the percentage of women in the faculty at all ranks is changing much more faculty at all ranks is changing much more slowly; slowly; 13.5% for the 120 faculty in Physical 13.5% for the 120 faculty in Physical Science in 2005-2006Science in 2005-2006

• RetentionRetention and and AdvancementAdvancement of women are key of women are key issues: mentoring, workshops, pay equity, issues: mentoring, workshops, pay equity, maternity leave policies, availability of maternity leave policies, availability of childcare, etc.childcare, etc.

ADVANCE ProgramADVANCE Program

Equity Advisors Supervise Faculty Equity Advisors Supervise Faculty Mentoring ProgramsMentoring Programs• Each school adopts the mentoring program Each school adopts the mentoring program

that best fits their discipline (one-on-one that best fits their discipline (one-on-one mentoring versus mentoring by a panel of mentoring versus mentoring by a panel of faculty)faculty)

• School of Physical Sciences assigns a senior School of Physical Sciences assigns a senior faculty member as a mentor to all women faculty member as a mentor to all women Assistant Professors (prior to July, 2005) and all Assistant Professors (prior to July, 2005) and all Assistant Professors (post July, 2005)Assistant Professors (post July, 2005)

• A mix of formal and informal mentoring is very A mix of formal and informal mentoring is very valuablevaluable

Investigating Pay EquityInvestigating Pay Equity The The Pay EquityPay Equity model that we adopt is model that we adopt is

recommended by American Association of recommended by American Association of University Professors (AAUP)University Professors (AAUP)

The purpose of the model is to flag individuals The purpose of the model is to flag individuals and academic units with salaries that may require and academic units with salaries that may require closer scrutiny. As it does not include any closer scrutiny. As it does not include any subjective measures of quality or merit, it is subjective measures of quality or merit, it is expected that some faculty members will have expected that some faculty members will have results that are not explained well by the model, results that are not explained well by the model, which relies exclusively on quantifiable objective which relies exclusively on quantifiable objective measures.measures.

Investigating Pay EquityInvestigating Pay Equity Uses multiple variable regression: analyzes the Uses multiple variable regression: analyzes the

relationship between several independent relationship between several independent variables (predictor variables) and a dependent variables (predictor variables) and a dependent variable (criterion variable)variable (criterion variable)

The predictor variables are the The predictor variables are the date of Ph. D.date of Ph. D. and and the the date the faculty member was hired at UCIdate the faculty member was hired at UCI

The dependent variable is the The dependent variable is the salarysalary for each for each faculty member in the group being analyzed (e.g., faculty member in the group being analyzed (e.g., white men)white men)

These two independent variables generally do a These two independent variables generally do a good job in predicting the salary of white men; 50 good job in predicting the salary of white men; 50 to 80% of the variability is explained.to 80% of the variability is explained.

Investigating Pay EquityInvestigating Pay Equity

Regression analysis is performed separately for Regression analysis is performed separately for each school using salaries of white men as the each school using salaries of white men as the benchmark.benchmark.

The The Salary ResidualSalary Residual for an individual faculty for an individual faculty member is the difference between their actual member is the difference between their actual salary and salary predicted by the regression salary and salary predicted by the regression equation for white males.equation for white males.

A negative residual indicates that their salary is A negative residual indicates that their salary is lower than the amount predicted for white maleslower than the amount predicted for white males

Investigating Pay EquityInvestigating Pay Equity The regression relations and histograms of Salary Residuals The regression relations and histograms of Salary Residuals

for women and minority combined are posted on the for women and minority combined are posted on the Academic Personnel website; results for women only are Academic Personnel website; results for women only are posted on the ADVANCE web site.posted on the ADVANCE web site.

Process for Pay Equity ReviewProcess for Pay Equity Review• Deans and Equity Advisors receive salary residuals of Deans and Equity Advisors receive salary residuals of

their facultytheir faculty• Deans notify Chairs of the actual residualsDeans notify Chairs of the actual residuals• Equity Advisors, in consultation with the Dean, review Equity Advisors, in consultation with the Dean, review

residuals to determine which individuals may need residuals to determine which individuals may need further scrutiny, that is salary equity relative to scholarly further scrutiny, that is salary equity relative to scholarly standing and achievementstanding and achievement

• If deemed appropriate, a salary increase is If deemed appropriate, a salary increase is recommended by the Dean for approval by the EVC recommended by the Dean for approval by the EVC

Summary Summary

Career Partner ProgramCareer Partner Program – UCI’s innovative – UCI’s innovative way of solving the “Two Body Problem” way of solving the “Two Body Problem” (http://wwww.ap.uci.edu/programs/careerp(http://wwww.ap.uci.edu/programs/careerpart/CareerPartners-FTE.html)art/CareerPartners-FTE.html)

ADVANCE ProgramADVANCE Program - the goal of this NSF- - the goal of this NSF-funded program is to promote institutional funded program is to promote institutional transformation toward gender equity by transformation toward gender equity by increasing the recruitment, retention and increasing the recruitment, retention and advancement of women faculty across the advancement of women faculty across the entire campus (http://advance.uci.edu)entire campus (http://advance.uci.edu)