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Developing an Effective Mentoring Program for Early-career STEM Faculty: Lessons Learned from the First Three Years of an ADVANCE PAID Program

Conference Session
Women in Engineering Division: Faculty and Gender Issues
Collection
2015 ASEE Annual Conference & Exposition
Authors
Laila Guessous, Oakland University; Kathleen Moore, Oakland University; Julie Walters, Oakland University; Bradley J. Roth, Oakland University; Leanne DeVreugd, Oakland University; Jo Reger, Oakland University
Tagged Topics
Diversity
Tagged Divisions
Women in Engineering
Conference and Exposition., ASEE Paper # AC 2010-1512.22. Bilen-Green, C., Green, R., McGeorge, C., Birmingham, E., & Burnett, A. (2013) Mentoring programs supporting junior faculty. Proceedings of the 120th ASEE Annual Conference and Exposition.23. Zurn-Birkhimer, S., Geier, S. R., & Sahley, C. (2013) ADVANCE-PURDUE: Retention, success and leadership for senior female STEM faculty. Proceedings of the 120th ASEE Annual Conference and Exposition.24. National Institutes of Health. (2014, March 21). NIH grant review process youtube videos. Retrieved from http://public.csr.nih.gov/aboutcsr/contactcsr/pages/contactorvisitcsrpages/nih-grant-review- process-youtube-videos.aspx.25. http://wwwp.oakland.edu
Relevance Score: 0.018225946

Institutional Transformation Guided by a Multi-frame Organizational Analysis Approach

Conference Session
Women in Engineering Division: Retaining and Developing Women Faculty in STEM
Collection
2015 ASEE Annual Conference & Exposition
Authors
Margaret B. Bailey P.E., Rochester Institute of Technology (COE); Carol Marchetti, Rochester Institute of Technology (COS); Sharon Patricia Mason, Rochester Institute of Technology; Maureen S. Valentine PE, Rochester Institute of Technology (CAST); Elizabeth Dell, Rochester Institute of Technology (CAST)
Tagged Topics
Diversity
Tagged Divisions
Women in Engineering
analysisapproach also aids in project administration and evaluation.However, no plan is ever perfect. Even a change process needs to change to be effective. Thispaper presents the transformational strategy and organizational framework which were proposedand undertaken at the start of the grant, and subsequently refined by project evaluation to aid inthe project’s execution. Table 1 outlines the distribution of LPU STEM and SBS (Social andBehavioral Sciences) female faculty in 2010 and 2013. The representation of women facultyremained relatively unchanged over this three-year period. The overall representation of 26% in2013 of T/TT female faculty in STEM and SBS is significantly below the 34% average ofdoctoral scientists and engineers employed at Master’s
Relevance Score: 0.016756123