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ADVANCE: Recruitment & Retention Issues

This document outlines the recruitment and retention issues faced by the University of Puerto Rico at Humacao (UPR-Humacao), a public institution with a predominantly Puerto Rican and female student and faculty population. Key barriers include hiring freezes, low starting salaries, and limited start-up packages, particularly affecting science faculty. The strategies proposed involve improving awareness of recruitment challenges, developing supportive policies, and enhancing faculty mentoring to attract and retain talented women in STEM fields. Collaborative efforts are crucial for effective implementation.

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ADVANCE: Recruitment & Retention Issues

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  1. ADVANCE: Recruitment & Retention Issues Idalia Ramos UPR-Humacao ADVANCE IT* Program sponsored by NSF SBE-0123654 and UPR Humacao.

  2. Institution Background • UPR Humacao • Public undergraduate institution; South Eastern Puerto Rico • 4,100 students; 99% Puerto Rican, 70% female • 340 faculty; 62% female overall; 39% of the faculty in science are female • Strength: applied science and math programs ADVANCE 2004

  3. Recruitment & Retention Process at UPRH • Starting Contracts • Tenure Track, tenure after 5 years of satisfactory work • Substitute: full benefits for a limited period • Temporary: up to 1 year contracts, full or part-time • Time in consecutive temporary contracts can be used for tenure ADVANCE 2004

  4. Barriers for Recruitment and Retention • Freeze in hiring positions • President’s proposal for new faculty regulations • Imposes more limitations to small institutions • No graduate programs allowed • Less autonomy • Advertising faculty positions is not mandatory • if funds are available… ADVANCE 2004

  5. Barriers (cont) • Limited start-up packages • Low “starting salaries” • No graduate programs • 12 credit/hour academic load • Geographical location • Spanish is language of Instruction • Some departments only recruit Spanish speakers ADVANCE 2004

  6. ADVANCE Strategies • Identify and create awareness of issues • Faculty perceptions of the recruitment process at UPR • Meetings and interviews with faculty and administrators to identify barriers and discuss solutions ADVANCE 2004

  7. Stategies (cont) • Develop policies for faculty recruitment and retention • Done with support of legal advisor • Mandatory Adds • How to write and where to publish • Explain hidden benefits • Work life policies, other benefits such as education costs • Salary bonuses • Start-up packages • Dual career couples ADVANCE 2004

  8. Strategies (cont) • While we wait for the policies to be in place: • Work with Chairs and Search Committee to influence recruitment process ADVANCE 2004

  9. Strategies (cont) • Support women faculty • Funding • Mentoring: including promotion process at UPRH • Networking • Faculty in Training • Talented women students mentored and supported to pursue PhDs in Physics, Computational Math or related areas ADVANCE 2004

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