Initializing Dual Career Services: Striving for Excellence Elisa M. Konieczko, Ph.D. and Theresa ...
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Initializing Dual Career Services: Striving for
ExcellenceElisa M. Konieczko, Ph.D. and Theresa M. Vitolo, Ph.D.
June 4, 2012
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OutlineWomen in STEM disciplines
Female STEM Faculty at GannonTRANSFORM Goals and Objectives
Strategies Dual Career Services Research Initiation Award for Early-Career Faculty or for Mid-
Career Faculty Leadership Development
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Women in STEM*Hold ½ of all jobs
but fewer than 25% in STEM disciplinesWomen in STEM-related jobs
earn 33% more than in non-STEM jobsOnly 25% of women with STEM-related degrees
work in STEM-related jobs
Majority of female STEM majors choose physical or life sciences (men choose engineering)
*Dept. of Commerce, Economics and Statistics Administration (www.esa.doc.gov) 3
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Eight research findings in three areas:
1. How social and environmental factors shape girls’ achievements and interests in math and science
2. The climate of college and university science and engineering departments
3. Continuing influence of bias
Why So Few? presents evidence that social and environmental factors contribute to the underrepresentation of
women and girls in STEM
Source: American Association of University Women, Why So Few? Women in Science, Technology, Engineering, and Mathematics, 2009.
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Male and Female STEM Faculty across Rank Levels, Gannon University, 2009-2010 Data
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Male and Female STEM Faculty across Departments, Gannon University,
2009-2010 Data
Biolog
y
Chemist
ry
Comp. & In
fo. Sci.
Electri
cal &
Com
p. Engrg
.
Environm
ental
Sci. &
Engrg.
Mathem
atics
Mechan
ical E
ngrg.
Physic
s
Psych
ology
0%
20%
40%
60%
80%
100%
FemaleMale
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Funding History
National Science Foundation, Division of Human Resource Development
Partnerships for Adaptation, Implementation, and Dissemination (ADVANCE-PAID)
Applied in November 2010Grant of $385,919 awarded
in September 2011
PI Initiative Team: Melanie Hatch, Elisa Konieczko, Karinna Vernaza, Theresa Vitolo, Weslene Tallmadge, Virginia Arp, Linda Fleming, Sreela Sasi
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TRANSFORMTeaching Research Advancement Network to Secure Female
Faculty For Organizational Retention and Management
GoalTo increase the recruitment, retention,
advancement, and leadership development of STEM female faculty at Gannon.
VisionTo have Gannon University be regionally recognized as an
institution supporting and developing female faculty throughout their careers.
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Four Objectives
#1• Recruit
female faculty in STEM disciplines
#2• Retain and
Advance female faculty through the rank and tenure process
#3• Prepare
female faculty to hold leadership positions
#4• Educate
deans, department chairs, and faculty leaders about issues affecting female faculty
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STRATEGY 1Dual Career Services
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Strategy 1: Dual Career Services
Objective 1: Recruitment of STEM female faculty members
• Initial site, Gannon, HR• Establish the Dual Career Consortium of Northwestern
Pennsylvania (DCCNP)• Consortium builds alliances with regional employers
Activity 1:Create Dual Career
Services Office
• Contracted, external development• Available to registered employees affiliated with
consortium
Activity 2: Create and manage
DCCNP website
• Institutionalization of shared policies and expectations• Oversees usage and value of website• Requires support of part-time employee
Activity 3:Implement Dual Career Program
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STRATEGY 2
Research Initiation Award for Early-Career Faculty or for Mid-Career Faculty
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Strategy 2: Research Initiation Award
Objective 2: To increase the number of Gannon female faculty achieving advancement in rank
• Inform the STEM Department Chairs about the new “Research Initiation Award”
• Solicit proposals from the qualified candidates
• Review proposals and announce the awardees
• Review interim progress report and final report
Activity 1: Implement
Research Initiation Award
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STRATEGY 3Leadership Development
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Strategy 3: Leadership Development
Objective 3: Prepare female faculty to hold leadership positions
Objective 4: Educate deans, department chairs, and faculty leaders about issues affecting female faculty
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Strategy 3: Activity 1
• Develop a curriculum to prepare all faculty for leadership positions
• Organize topics into three main categories:• Leadership and Vision• Task• Interpersonal Relationships and
Communications• Offer each academic year, six one-hour
events through different formats (webinars, invited speakers, panels)
Activity 1:
Leadership Development
Training
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Strategy 3: Activity 2
• Develop a curriculum addressing female faculty barriers
• Establish three, half-day leadership workshops• Audience: department chairs,
program directors, deans, provost, associate provost, administrators
• Goal: Climate change• First implementation March 30,
2012• Topic: Fair Faculty Evaluations
Activity 2:
Leaders Forum for Climate
Change
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Strategy 3: Activity 3
• Follow the model set by GU Regional Symposium on Teaching and Learning
• Focus: Issues facing leaders in higher education
• Appropriate Keynote Speaker to be selected
• First implementation Summer of 2014
Activity 3:
Regional Leadership Symposium
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Budget: Five-Year Allocation
Budget Categories Total Direct and Indirect Costs ($)
Strategy 1: Dual Career Services 67,586
Strategy 2: Research Initiation Award 187,375
Strategy 3: Leadership Developments 29,975
Personnel 64,983Travel to NSF PI Conference 18,000External Evaluator 18,000
TOTAL FEDERAL AWARD $ 385,919
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IN-DEPTHDual Career Services
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Strategy 1: Dual Career Services
Objective 1: Recruitment of STEM female faculty members
• Initial site, Gannon, HR• Establish the Dual Career Consortium of Northwestern Pennsylvania (DCCNP)
• Consortium builds alliances with regional employers
Activity 1:Create Dual
Career Services Office
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Strategy 1: Dual Career ServicesData Collection Plan
Activity 1:Create Dual Career Services Office
• To determine the breadth of exposure for applicantsAnalysis
• Number of organizations contacted to use website to advertise professional openings
Data element
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Strategy 1: Dual Career Services
Objective 1: Recruitment of STEM female faculty members
• Contracted, external development
• Available to registered employees affiliated with consortium
Activity 2: Create and
manage DCCNP website
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Strategy 1: Dual Career ServicesData Collection Plan
Activity 2: Create and manage DCCNP website
• To determine the effectiveness of the website in helping trailing spouses/partners obtain employment in the regional area
Analysis
•Many aspects….Data element
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Strategy 1: Dual Career ServicesData Elements, Activity 2
Number of people registering for the service
Number of people who find jobs using this service
Number of companies who utilize site for employment announcements
Number of registered people who use the service
Number of positions listed
Number of faculty who are retained by the university because spouse/partner found employment
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Strategy 1: Dual Career Services
Objective 1: Recruitment of STEM female faculty members
• Institutionalization of shared policies and expectations
• Oversees usage and value of website
• Requires support of part-time employee
Activity 3:Implemen
t Dual Career
Program
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Strategy 1: Dual Career ServicesData Collection Plan
Activity 3: Implement Dual Career Program
• To improve the portfolios of the registered users and increase the likelihood of their obtaining regional employment
Analysis
• Number of faculty who are retained by the university because spouse/partner found employment
Data element
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DELIVERABLES, TIMELINEDual Career Services
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Strategy 1: Dual Career ServicesSustainability Approach
Needs1. Funding after grant period• Part-time secretary• Part-time webmaster
ApproachUnit plan for line-item support of employeesMembership fees from consortium participants
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FUTURE OUTLOOKDual Career Services
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Timeline and Deliverables
Year 1
Year 2
Year 3
Year 4
Year 5
Create Consortium
Create Webpage
Maintain Webpage
Maintain Dual Career Program
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Full Steam Ahead!!
Candidates hired for FA 12 have dual-career needsFaculty currently employed have dual-career needs
Our goal is to have the dual career website up and running by the end of August 2012
The DCCNP plans to have its first quarterly meeting in the Fall of 2012
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PROGRESS TO DATE
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Strategy 1: Dual Career Services Progress to Date
Recruited all local universities
Identified set of local businesses
Hired Human Resources firm
Advertised for programmer/database coordinator
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Strategy 2: Research Initiative Award: Progress to Date
Research proposals solicited from female, Assistant and Associate Professors of STEM disciplines
Six proposals received from 11 potential candidates First awardee named: Dr. Sarah Ewing
Assistant Professor, Biology Department Awardee receives
3 credits release time per semester for 2 years $7500 as grant funds
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Strategy 3: Leadership Development: Progress to Date
Activity 1: Leadership Development Training Three workshops conducted to date; two hours long
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Date Topic Participants
Leadership Series # 1
January2012
Self- Assessment using DISC Behavioral Analysis
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Leadership Series # 2
February 2012
Situational Leadership 17
Leadership Series #3
April 2012
Roles of Leaders and Workers in Project Management
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Strategy 3: Activity 1Proposed Curriculum for Year 1 and 2
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Leadership and Vision Task Topics Interpersonal
Spring 2012January Leadership Self AssessmentFebruary Goal SettingApril Conflict
ManagementFall 2012September Contemporary Approach to
Leadership DevelopmentOctober Time ManagementNovember MentoringSpring 2013January Values and VisionFebruary Decision MakingApril Motivation
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Acknowledgement
THIS WORK IS SUPPORTED BY THE NATIONAL SCIENCE FOUNDATION AWARD HRD-1107015.
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Questions????