Appendix B

The University of Texas at El Paso NSF ADVANCE:

Institutional Transformation for Faculty Diversity

Evaluation Model

Developed by:

Manuela Romero, Ph.D.

Program Evaluator

Assistant Professor, Department of Sociology and Anthropology

The University of Texas at El Paso

Burges Hall 418

El Paso, TX 79968

Goal 1:Increase the representation of women in academic science and engineering careers.

Objectives / Outcomes / Measures

PR1Policies for support and retention

PR2Support recruitment efforts

PR3Provide research support

FD1Expand FMPW to include leadership development and feedback on climate change

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

Cl3Establish inter-departmental communication processes

IA2Define strategies for change

/ By end of grant period, the total number of female faculty will increase by at least 16% in the participating colleges. / Determine existing number of tenure-track and tenured women by college and department.
Track departmental/college turnover by year.
Develop entry survey to track decision-making process for choosing UTEP and evaluate attractiveness of UTEP policies. Survey should include basic demographic information to include graduate school and previous experience (e.g. create baseline to measure involvement in professional associations).
Pre-measures for Policy Implications
  • Outline existing policies
  • Gather data (interviews) on informal practices
Ongoing measures for Policy Implications
  • Develop and/or modify policies
  • Collect data regarding policies at other universities and women/family-friendly organizations
  • Conduct interviews with existing faculty (e.g. focus groups) about the types of policies they would like to see in existence
  • Conduct similar interviews with department chairs and/or college deans.
  • Implement policies
  • Establish criteria for measuring success
  • Possible measures of success:
  • Interview/focus groups guidelines and/or survey to determine satisfaction with policies
Pre-measure for assessment of Climate
  • Develop survey to track climate specific to UTEP
  • Determine climate areas for study (e.g. communication mechanisms, satisfaction with t/r/s, etc.)
  • Determine use of UT system assessment conducted last year
  • Review surveys conducted at other Universities
  • Supplement survey with interviews and focus groups
  • Identify strategies for change
Create strategies for devising departmental action plans and ways in which success of the plans can be measured

Goal 2:Increase the advancement (recruitment and promotion) of women in academic science and engineering careers.

Objectives / Outcomes / Measures

PR1Policies for support and retention

PR3Provide research support

FD1Expand FMPW to include leadership development and feedback on climate change

FD2Develop model that defines strategies for interweaving r/t/s and promoting leadership

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

IA2Define strategies for change / By end of the grant period, women will receive tenure at the same rate as men. / Longitudinal analysis by gender (and possibly ethnicity)
  • Life tables for the last year 5 years (pre) and the next 5 years (ongoing and post)
  • Following each entry cohort through the tenure/exit process for each of the ten years
  • Analysis across department, colleges, and or University.
Create exit survey
Create tenure survey
Ongoing measures

FD1Expand FMPW to include leadership development and feedback on climate change

FD2Develop model that defines strategies for interweaving r/t/s and promoting leadership

FD3Synergy between tenured and tenure-track faculty that benefits mentor’s advancement

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

IA2Define strategies for change

/ By the end of the grant period, women will be promoted to full professor at the same rate as men. / Follow tenure cohort through tenure year
  • Number of women and men eligible for tenure
  • Number of women and men receiving tenure
  • Number of women and men exiting
  • Follow with exit survey
Ongoing measures

Goal 2:(continuted).

Objectives / Outcomes / Measures

FD1Expand FMPW to include leadership development and feedback on climate change

FD2Develop model that defines strategies for interweaving r/t/s and promoting leadership

FD3Synergy between tenured and tenure-track faculty that benefits mentor’s advancement

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

IA2Define strategies for change

/ By the end of the grant period, the percentage of women in administration will increase from 20% to 35%. / Number of women and men in administration for the last five years
Number of women and men in administration throughout the five years of the grant
Number of women leaving administration
  • Develop interview guideline on reasons for leaving and experiences in administration
Ongoing measures

FD1Expand FMPW to include leadership development and feedback on climate change

FD2Develop model that defines strategies for interweaving r/t/s and promoting leadership

FD3Synergy between tenured and tenure-track faculty that benefits mentor’s advancement

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

IA2Define strategies for change

/ By the end of the grant period, at least 40% of the membership on key university committees will be women. / Track composition of key committees for last five years (or at least last year).
Follow composition of key committees for the next five years
  • Develop interview guideline on experience while on committees
Ongoing measures

FD1Expand FMPW to include leadership development and feedback on climate change

FD2Develop model that defines strategies for interweaving r/t/s and promoting leadership

IA2Define strategies for change / By the end of the grant period, all junior women faculty who have been at UTEP at least three years will be active in one or more of their discipline’s professional association. /
  • Develop a third-year assessment (which ties in closely with entry-level assessment)
Ongoing measures

Goal 3:Apply the Initiative to create climate change at UTEP and to transfer to other institutions.

Objectives / Outcomes / Measures

All objectives

/ By the end of the grant period, the processes that have been put into place at UTEP will have met Goals 1 and 2 / Analysis of data
Evaluate success of Goals 1 & 2
Determine if practices of participating departments flowed to other departments

CL4Identify and share best practices

IA3Oversee all grant initiatives

/ By the end of the grant period, the processes described in the proposal and best practices will appear in peer-reviewed publications. / Ongoing publications (ideas below)
  • Process
  • Best practices
  • Implementation

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

Cl2Involve faculty in assessment

Cl3Ongoing communication between departments

IA1Initiate policy change

IA2Define strategies for change

/ By the end of the grant period, 80% of target departments will have indicated improved departmental climates for workforce diversity. / Re-administer pre-assessments and make comparisons
Determine if practices of participating departments flowed to other departments

Cl1College/Department action plans to remove barriers to recruitment, retention and advancement

Cl2Involve faculty in assessment

Cl3Ongoing communication between departments

IA1Initiate policy change

IA2Define strategies for change

/ By the end of the grant period, 80% of participating departments will have created action plans that target a diverse faculty. / Evaluate action plans across participating departments
Determine if practices of participating departments flowed to other departments

CL4Identify and share best practices

IA3Oversee all grant initiatives

/ By the end of the grant period, UTEP leaders and faculty in participating departments will have been informed of best practices, initiatives and support / Review data
Determine if practices of participating departments flowed to other departments
/ Annual Report 2003 - 2004
The University of Texas at El Paso / Appendix B
Page B1 of B5