Physics and Astronomy and Director of the CASTLE Center for Advancing STEM Teaching, Learning & Evaluation at Rochester Institute of Technology. His educa- tion research includes projects on the development of identity and affiliation in physics majors throughout their undergraduate career, and, separately, how physicists express conceptual meaning in mathemati- cal formalism. He has co-directed the PEER faculty development program for four years, integrating emerging research projects into ongoing programmatic activities that seek to improve the retention of first-generation and deaf/hard-of hearing students in STEM disciplines. c American Society for Engineering Education, 2019Improving
Paper ID #24891Work in Progress: Bridging the gap between accommodations letters andemerging classroom practicesDr. Alisha L. Sarang-Sieminski, Franklin W. Olin College of Engineering Alisha Sarang-Sieminski is an Associate Professor of bioengineering and the director of SCOPE at Olin College of Engineering. Their work focuses on low-tech design to maximize mobility and amplifying under-represented voices within engineering.Adva WaranyuwatEmily Ferrier, Franklin W. Olin College of EngineeringDr. Alison Wood , Franklin W. Olin College of Engineering Dr. Wood is a distinguished researcher in the fields of both water and
holds a B.S. in Mechanical Engineering from University of Wisconsin-Milwaukee and a M.S. in Mechanical Engineering from Georgia Institute of Technology. Prior to beginning his doctoral studies, Hassan worked for five years at General Electric where he graduated from their Edison Engineering Development Program (EEDP) and then worked as a gas turbine fleet management engineer. In addition to his technical role, Hassan supported the recruiting, interview, and selection process of the EEDP Program, where he mentored interns, co-ops and Edison associates from the Middle East and Africa regions by developing and teaching a technical training cur- riculum, providing guidance for graduate school applications, and providing
both the state and local levels. Ken is an Associate Fellow of AIAA and a Fellow of ASME. He served on the Executive Committee of the ASME Department Heads Committee from 2006-2012, and was Secretary and Vice-Chair Elect. He is an ABET Program Evaluator and a Commissioner on the Engineering Accreditation Commission. He also serves on the ASME Board on Education’s Committee on Engineering Accreditation. In 2012, he was awarded the Edwin F. Church Medal by ASME for ”eminent service in increasing the value, importance, and attractiveness of mechanical engineering education.” He has published over 100 technical articles and has obtained funding in excess of $20M for research projects and educational program development
partnership with broader constituencies (managers,technicians, end users, among others). And while all engineering educational programs requirestudent teamwork, instruction on effective and inclusive teaming practices is only occasional,and if present, the outcomes are rarely assessed. The efforts described in this paper around thedevelopment and implementation of inclusive teaming instruction were enabled to a great extentby our broader university- and college-level contexts. Moreover, we leveraged the support of theunit-level REvolutionize Engineering and Computer Science Departments (RED) initiatives andthe changes to ABET programmatic assessment criteria. In this section, we situate this discussionwithin local institutional efforts as well as
research and evaluation of programs to improve human services, as well as developing evaluation methods that can be embedded within programs. Dr. Giancola’s current work focuses on developing methodological processes to embed evaluation into human services programs, such that program development can be driven by reliable and valid information and impact findings can be properly interpreted. Much of her work employs theory-based methods, not to replace rigorous research designs, but rather to supplement, in order to better understand implementation and effectiveness. c American Society for Engineering Education, 2019 ADVANCE Women’s Leadership at the University of Delaware
, gay, bisexual, transgender, queer, and questioning (LGBTQ+) students; and using the Myers-Briggs Type Indicator (MBTI) to improve students’ communication skills during group work.Dr. Robyn Sandekian, University of Colorado, Boulder Robyn Sandekian, PhD, is the Manager of Diverse Faculty Recruiting for the College of Engineering and Applied Science at the University of Colorado Boulder. In this role, Robyn works with hiring commit- tees throughout the College to ensure that faculty searches reach a broad pool of potential applicants and coordinates training offered by the National Center for Women and Information Technology (NCWIT) to identify and reduce implicit bias throughout the search process. In addition, she runs
American Society for Engineering Education, 2019 Leaders Like Me Kyle F Trenshaw Nir Aish Elif Eda Miskioǧlu Philip Asare Center for Excellence in College of Management Department of Chemical Department of Electrical and Teaching and Learning Bucknell University Engineering Computer Engineering University of Rochester Lewisburg, PA, USA Bucknell University Bucknell University Rochester, NY, USA na010@bucknell.edu Lewisburg, PA, USA
Paper ID #24706Sustainable Research Pathways: Collaborations across Communities to Di-versify the National Laboratory WorkforceDr. Mary Ann E Leung, Sustainable Horizons Instittute Dr. Leung is a nationally acclaimed leader in the design and implementation of innovative programs aimed at developing the next generation of science, technology, engineering, and mathematics (STEM) leaders. As an accomplished scientist, Mary Ann honors and treasures the process of scientific discovery. As the director of major STEM-focused educational programs, Dr. Leung nurtured her passion for connecting students and science by
Engineer (Barbie). 2013. RandomHouse Books for Young Readers, 2013. 11Here’s an example of why unconscious bias matters. Professors in biology,chemistry, and physics at 6 major universities were sent an application for alaboratory manager position. All professors (127) received the same one-pagesummary. Half the time the applicant’s name was John and the other half Jennifer.On a scale of 1 to 7, professors gave John an average score of 4 for competence andJennifer 3.3. They would be more likely to hire John, and they would offer him moremoney.The bias had no relation to the professors’ age, sex, teaching field or tenure status.(so simply being a women doesn’t
research-to-practice conversations: A global, interdisciplinary and emergent symposium in the context of learning to design,” in 2014 IEEE Frontiers in Education Conference (FIE) Proceedings, Madrid, Spain, 2014, pp. 1–7.[9] J. Walther and N. Sochacka, “Qualifying qualitative research quality (The Q3 project): An interactive discourse around research quality in interpretive approaches to engineering education research,” in 2014 IEEE Frontiers in Education Conference (FIE) Proceedings, 2014, pp. 1–4.[10] National Science Foundation and Virginia Tech, “Program,” presented at the National Science Foundation Engineering Education Awardees Conference, Arlington, VA, 2012, p. 53.[11] D. R. Krathwohl, Methods of