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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

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

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.

Male and Female STEM Faculty across Rank Levels, Gannon University, 2009-2010 Data

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

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.

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

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

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

Acknowledgement

THIS WORK IS SUPPORTED BY THE NATIONAL SCIENCE FOUNDATION AWARD HRD-1107015.

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Questions????