ADVANCE PROGRAMADVANCE PROGRAMUniversity of California IrvineUniversity of California Irvine

S. Bryant PI

H.Killackey CoPI

P.Kehoe Director

D. Jankowski Coordinator

School-based ProgramSchool-based Program

– Equity Advisors appointed in each of the 10 schools on campus

Two-year term ($15,000 per year)Role of Faculty Assistant to the DeanParticipate in recruitment processImplement development program for

junior and senior facultyInvestigate inequities

School-Based ProgramSchool-Based ProgramFaculty Equity Advisors*

Arts – Janice Plastino Biological Sciences – Diane O’Dowd, Andrea Tenner College of Medicine –Frances Leslie, Cris Kenney Engineering – Nancy Da Silva, Scott Jordan Graduate School of Management – Tom Buchmueller Humanities – Alice Fahs Information & Computer Science – Magda El Zarki, Rick Lathrop Physical Sciences – Ellen Druffel, Gary Chanan Social Ecology – Karen Rook, Kristen Day Social Sciences – Cecelia Lynch, Teresa Caldeira

*two equity advisors for some schools

Academic Planning GroupAcademic Planning Group Advisory committee to Executive Vice Chancellor for FTE awards FTE Requests – area in which Dean’s show commitment to gender and

ethnic diversity Important factor is Dean’s knowledge of availability of women

applicants and other underrepresented groups in various disciplines Member of ADVANCE Program team on APG

Example of application process: How do your plans promise to enhance the diversity of the faculty? Has the diversity of your faculty increased or decreased over the past five years?

How will your plans effect that trend? Provide specific data to support claims when possible.

How diverse is the pool of applicants, and how will that affect the unit’s success/failure in recruitment of a diverse faculty?

What recruitment strategies will be used? What programmatic objectives may enhance efforts along this line?

Strategies for RecruitmentStrategies for Recruitment Search Plan and Advertisement Form (UCI-AP-82)

Typical Advertisement: The University of California, Irvine has an active Career Partner Program, is an equal

opportunity employer committed to excellence through diversity, and has a National Science Foundation ADVANCE Program for gender equity.

ADVANCE Brochure Best Practices for:

– Search– Selection

Readings Websites

OEOD Brochure Affirmative Action Obligations Nondiscrimination in searches

Career Partner Program Fully funded tenure track positions, supported in thirds

– EVC, initial hiring department, and partner’s department

Search Plan and Advertisement for Regular Ranks Faculty (FTE) PositionSearch Plan and Advertisement for Regular Ranks Faculty (FTE) Position

Part I. Information about the position:Recruiting School/Department: __________________________________________________________Proposed title(s)/level(s):___________________________________ Salary Control #: _____________Appointment Begin Date: _______________ Closing Date of Advertisement: ____________________Candidate PhD requirement/area(s) of expertise (from NORC/AAMC 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:

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

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..

___________________________________________ Month: ___________________

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

Department Chair: _____________________________________________________________ Date: ___________Equity Advisor’s Approval: _____________________________________________________ Date: ___________Dean’s Approval: ______________________________________________________________ Date: ___________Academic Affairs: ______________________________________________________________ Date: ___________Department Contact: __________________________ Phone: ______________ Email: __________Dean’s Office Contact: ________________________ Phone: ______________ Email: __________

9/02 Form UCI-AP-82

Tenure-Track Faculty at UCITenure-Track Faculty at UCI

  7/1/2001-6/30/2002 7/1/2002-6/30/2003 7/1/2003-6/30/2004

Women Men Women Men Women Men

#New Hires 23 62 25 49 29 37

Percent 28.1 71.9 33.8 66.2 44 56

 Separations  7 29  12  29 1 2

# Faculty 212 643 225 668 253 705

Percent 24.8 75.2 25.2 74.8 26.3 73.7

New Faculty Recruits for 2003-04

2

5

4

1 1

4

0

5 5

3

2

5

3

5

2

1 1 1

2

5

4

2

1

2

0

1

2

3

4

5

6

Num

ber

of F

aculty

Men

Women

% Women Faculty Recruited in 2003-2004

50 50

33

50 50

20

100

5044

4033

29

44

0

10

20

30

40

50

60

70

80

90

100

Percent Women Faculty per School

45.2

41

37

32.5

29.2

24.6 24 23.2

16.8

11.79.1

0

5

10

15

20

25

30

35

40

45

50

Per

cen

t W

om

en F

acu

lty

2001-02

2002-03

2003-04

RetentionRetention

Strategic Planning Program– Panel of senior faculty meet every 6 months with each assistant

professor (voluntary)– Panel reviews their cv and goals for short and long term– Time for assistants to assess their own program and receive

independent advice

One-on-one mentoring– Informal relationship with advisor– Advisor can be outside department– Can have several different mentors

Workshops and conferences– Specific informative meetings on topics needed for promotion and

advancement

Resolution of salary inequitiesResolution of salary inequitiesReview of annual UCI Pay Equity Study –

regression analyses are done utilizing birth, Phd, and hire date that has been shown to adequately predict salary for white men.

Process for Equity Review– Deans and Equity Advisors receive salary residuals of their faculty– Deans notify Chairs of the actual residuals– Equity Advisor, in consultation with the Dean, reviews residuals to

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

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

UCI 3-year Salary Initiative– With a successful merit review individuals will receive an off-step

salary adjustment to reward loyalty and offset market forces.

Special Physical Sciences SeminarSpecial Physical Sciences Seminar

““Sex and the Physical Sciences”Sex and the Physical Sciences”

Judy B. RosenerJudy B. RosenerProfessor, Business & GovernmentProfessor, Business & GovernmentGraduate School of ManagementGraduate School of Management

Wednesday, January 8, 2003Wednesday, January 8, 2003104 Rowland Hall104 Rowland Hall

4 PM4 PM

Refreshments will be served.Refreshments will be served.

Sponsored by the UCI ADVANCE ProgramSponsored by the UCI ADVANCE Program

Difficulties in Transforming Difficulties in Transforming CultureCulture

Overcoming issue of availability in several disciplines

Eliminating sub rosa hiring practices through old boy networks

Convincing women pioneers to come Gender differences in negotiation styles and

self-promotion Having Deans and Chairs committed to the

goals of the Program