Career Partner Program & ADVANCE Program at the University of California, Irvine

1. Career Partner Program & ADVANCE Programat theUniversity of California, Irvine Tammy Smecker-Hane tsmecker@uci.edu Associate Professor, Dept of Physics & Astronomy ADVANCE Equity Advisor, Faculty Assistant to the Dean of Physical Sciences

2. University of California, Irvine • One of 9 UC campuses • Founded 40 years ago • Organized into 10 schools including the College of Medicine • School of Physical Sciences: Physics & Astronomy, Chemistry, Mathematics, Earth System Science • 19,200 undergraduate students • 3,700 graduate students • 1,170 tenured/tenure-track faculty

3. Summary • Career Partner Program – UCI’s innovative way of solving the “Two Body Problem” (http://wwww.ap.uci.edu/programs/careerpart/CareerPartners-FTE.html) • ADVANCE Program - the goal of this NSF-funded program is to promote institutional transformation toward gender equity by increasing the recruitment, retention and advancement of women faculty across the entire campus (http://advance.uci.edu)

4. Career Partner Program • Provides academic positions for partners of newly recruited tenure-track faculty and, in exceptional cases, may be used to retain current faculty • A cooperative agreement between departments and the Executive Vice Chancellor’s (EVC; Dr. Michael Gottfredson) office • During each 2 year planning cycle a set number of FTE are set aside for the Career Partner Program by the EVC

5. Career Partner Program • A three-way partnership equally splits the cost of 1 FTE (Full Time Employee) • 33.3% FTE from recruiting department of primary appointee • 33.3% FTE from host department of spouse/partner • 33.3% FTE from Career Partner Program/EVC’s Office • This innovative model of cost sharing encourages departments to pursue finding a position for a spouse/partner in order to recruit or retain the most talented faculty

6. Career Partner Program • The spouse/partner must go through a rigorous hiring process that is similar to the primary appointee (w/o a search) entailing approval at the department, school and campus level • Committee on Academic Personnel (CAP): school-wide committee overseeing hiring, merit increases and promotions, whose 11 members are faculty from individual schools that are elected by Academic Senate members (tenured & tenure-track faculty) • The UC Step System – Ranks: Assistant, Associate, Full Professor with N levels of Steps at each rank (e.g., I – IX for Full Professor)

7. Career Partner Program • Over the last 5 years since 1999, 22 faculty partners have been hired through CPP (4.4 per year); 12 women and 10 men • For perspective, over the same time period a total of 416 new faculty were hired (83.2 per year) • Thus 5.3% of newly hired faculty were done through the Career Partner Program in the last 5 years

8. Career Partner Program • CPP is widely recognized by UCI faculty & administrators as an innovative and successful program • UCI is in a “growth phase”, hiring a large number of faculty in step with increasing our student enrollment to accommodate the children of the Baby Boomers • A program like CPP may not work as well at universities who hire less faculty per year, which often can make faculty hiring a more contentious issue

9. ADVANCE Program • Funded by a $3.4 million grant (2001-2006) from NSF ADVANCE Program, the goal of the UCI ADVANCE Program is to promote institutional transformation toward gender equity by increasing the recruitment, retention and advancement of women faculty across the entire campus • EVC’s office provide funds to cover the schools not covered by NSF

10. ADVANCE Program • Co-PIs: Dr. Susan Bryant (Dean of Biological Sciences), Dr. Herbert Killackey (Associate EVC), Dr. Debra Richardson (Dean of Information & Computer Sciences) • Director: Dr. Priscilla Kehoe • 12 Equity Advisors: Faculty Assistants to the Deans in each school • 2 Term Chairs: Dr. Ellen Druffel (ESS) & Dr. Chuu-Lian Terng (Mathematics)

11. ADVANCE Program • ADVANCE Office Initiatives • Develop & maintain a database of gender equity indicators • Holds workshops & seminars to bring about equity awareness, stimulate networking by women faculty, and teach skills that aid faculty advancement • Equity Advisors are the heart and sole of the program • Based in the school for maximum effect and in-depth knowledge of the practices and specifics of each discipline • Communicate ADVANCE issues to deans, chairs, search committees and faculty

12. ADVANCE Program • The Equity Advisor’s Job: • Educate all Search Committees about gender equity & best practices in hiring • Assist in recruiting new faculty • Implement a Mentoring Program for new faculty

13. ADVANCE Program • The Equity Advisor’s Job: • Attend monthly Chairs’ Meeting held by the Dean (in some schools), working from within the administration to advance gender equity • Investigate Inequities; e.g., meet with the Dean each year to discuss Salary Residuals for all faculty (men & women) • Solve problems as they arise • Attend monthly meetings of all EAs to share ideas and develop the program

14. ADVANCE Program • Faculty Recruitment • Typically Deans request FTE for a 2 year cycle; FTE awarded by EVC with advice given by the Academic Planning Group (one member being an ADVANCE Equity Advisor as requested by the EVC) • Deans distribute the positions to various departments • Search Committees are appointed by the department chair

15. ADVANCE Program • Faculty Recruitment • An Equity Advisor might sign off on the form documenting the composition of the search committee and their planned search activities • Equity Advisor meets with all search committees to discuss gender equity and best practices for faculty recruitment

16. Search 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

17. Topics Discussed with Each Search Committee • Status of Gender Diversity in that School • ADVANCE Brochure “Best Practices for Achieving Diversity in Faculty Recruitment” • Best Practices for Faculty Search & Selection • Relevant Readings, Websites, Tutorials • OEOD Brochure “Guideline for Search Committees” • Nondiscrimination in Searches • Nondiscrimination and Affirmative Action Policy (Prop 209) • UCI Career Partner Program • Higher Education Recruitment Consortium (HERC)http://www.socalherc.org • Information on Faculty Housing, Childcare, etc.

20. ADVANCE Program • Equity Advisors compare the % of women on the short list to that in the availability pool, data maintained by the Office of Equal Opportunity & Diversity (OEOD), and recommend a closer look, if needed • Equity Advisors offer to meet with faculty job candidates when they interview on campus to aid in recruitment

22. Percentage of Women in Newly-Hired Faculty in Physical Sciences

23. Number of New Faculty Hired in Physical Sciences

24. Percentage of Women Faculty (All Ranks) in Physical Sciences 120 Faculty in 2005-2006

25. ADVANCE Program • Gender Equity in the Faculty • The percentage of women in new faculty hires rose from 0% to 50% in the School of Physical Sciences and from 26% to 40% over the entire campus in the 5 years since the ADVANCE program began. • However the percentage of women in the faculty at all ranks is changing much more slowly; 13.5% for the 120 faculty in Physical Science in 2005-2006 • Retention and Advancement of women are key issues: mentoring, workshops, pay equity, maternity leave policies, availability of childcare, etc.

26. ADVANCE Program • Equity Advisors Supervise Faculty Mentoring Programs • Each school adopts the mentoring program that best fits their discipline (one-on-one mentoring versus mentoring by a panel of faculty) • School of Physical Sciences assigns a senior faculty member as a mentor to all women Assistant Professors (prior to July, 2005) and all Assistant Professors (post July, 2005) • A mix of formal and informal mentoring is very valuable

27. Investigating Pay Equity • The Pay Equity model that we adopt is recommended by American Association of University Professors (AAUP) • The purpose of the model is to flag individuals and academic units with salaries that may require closer scrutiny. As it does not include any subjective measures of quality or merit, it is expected that some faculty members will have results that are not explained well by the model, which relies exclusively on quantifiable objective measures.

28. Investigating Pay Equity • Uses multiple variable regression: analyzes the relationship between several independent variables (predictor variables) and a dependent variable (criterion variable) • The predictor variables are the date of Ph. D. and the date the faculty member was hired at UCI • The dependent variable is the salary for each faculty member in the group being analyzed (e.g., white men) • These two independent variables generally do a good job in predicting the salary of white men; 50 to 80% of the variability is explained.

29. Investigating Pay Equity • Regression analysis is performed separately for each school using salaries of white men as the benchmark. • The Salary Residual for an individual faculty member is the difference between their actual salary and salary predicted by the regression equation for white males. • A negative residual indicates that their salary is lower than the amount predicted for white males

33. Investigating Pay Equity • The regression relations and histograms of Salary Residuals for women and minority combined are posted on the Academic Personnel website; results for women only are posted on the ADVANCE web site. • Process for Pay Equity Review • Deans and Equity Advisors receive salary residuals of their faculty • Deans notify Chairs of the actual residuals • Equity Advisors, in consultation with the Dean, review residuals to determine which individuals may need further scrutiny, that is salary equity relative to scholarly standing and achievement • If deemed appropriate, a salary increase is recommended by the Dean for approval by the EVC

34. Summary • Career Partner Program – UCI’s innovative way of solving the “Two Body Problem” (http://wwww.ap.uci.edu/programs/careerpart/CareerPartners-FTE.html) • ADVANCE Program - the goal of this NSF-funded program is to promote institutional transformation toward gender equity by increasing the recruitment, retention and advancement of women faculty across the entire campus (http://advance.uci.edu)