ADVANCE PROGRAM University of California Irvine

1. ADVANCE PROGRAMUniversity of California Irvine S. Bryant PI H.Killackey CoPI P.Kehoe Director D. Jankowski Coordinator

3. School-based Program • Equity Advisors appointed in each of the 10 schools on campus • Two-year term ($15,000 per year) • Role of Faculty Assistant to the Dean • Participate in recruitment process • Implement development program for junior and senior faculty • Investigate inequities

4. Faculty Equity Advisors* Arts – Janice Plastino Biological Sciences – Diane O’Dowd, Andrea Tenner College of Medicine –Frances Leslie, Cris Kenney Engineering – Nancy Da Silva, Scott Jordan Graduate School of Management – Tom Buchmueller Humanities – Alice Fahs Information & Computer Science – Magda El Zarki, Rick Lathrop Physical Sciences – Ellen Druffel, Gary Chanan Social Ecology – Karen Rook, Kristen Day Social Sciences – Cecelia Lynch, Teresa Caldeira *two equity advisors for some schools School-Based Program

5. Academic Planning Group • Advisory committee to Executive Vice Chancellor for FTE awards • FTE Requests – area in which Dean’s show commitment to gender and ethnic diversity • Important factor is Dean’s knowledge of availability of women applicants and other underrepresented groups in various disciplines • Member of ADVANCE Program team on APG Example of application process: • How do your plans promise to enhance the diversity of the faculty? • Has the diversity of your faculty increased or decreased over the past five years? How will your plans effect that trend? Provide specific data to support claims when possible. • How diverse is the pool of applicants, and how will that affect the unit’s success/failure in recruitment of a diverse faculty? • What recruitment strategies will be used? • What programmatic objectives may enhance efforts along this line?

6. Strategies for Recruitment • Search Plan and Advertisement Form (UCI-AP-82) • Typical Advertisement: • The University of California, Irvine has an active Career Partner Program, is an equal opportunity employer committed to excellence through diversity, and has a National Science Foundation ADVANCE Program for gender equity. • ADVANCE Brochure • Best Practices for: • Search • Selection • Readings • Websites • OEOD Brochure • Affirmative Action Obligations • Nondiscrimination in searches • Career Partner Program • Fully funded tenure track positions, supported in thirds • EVC, initial hiring department, and partner’s department

7. 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

10. Tenure-Track Faculty at UCI

14. Retention • Strategic Planning Program • Panel of senior faculty meet every 6 months with each assistant professor (voluntary) • Panel reviews their cv and goals for short and long term • Time for assistants to assess their own program and receive independent advice • One-on-one mentoring • Informal relationship with advisor • Advisor can be outside department • Can have several different mentors • Workshops and conferences • Specific informative meetings on topics needed for promotion and advancement

15. Resolution of salary inequities • Review of annual UCI Pay Equity Study – regression analyses are done utilizing birth, Phd, and hire date that has been shown to adequately predict salary for white men. • Process for Equity Review • Deans and Equity Advisors receive salary residuals of their faculty • Deans notify Chairs of the actual residuals • Equity Advisor, in consultation with the Dean, reviews residuals to determine which individuals may need further scrutiny, that is salary equity relative scholarly standing and achievement • If deemed appropriate, a salary increase is recommended by the Dean for approval by the EVC • UCI 3-year Salary Initiative • With a successful merit review individuals will receive an off-step salary adjustment to reward loyalty and offset market forces.

18. Special Physical Sciences Seminar “Sex and the Physical Sciences” Judy B. Rosener Professor, Business & Government Graduate School of Management Wednesday, January 8, 2003 104 Rowland Hall 4 PM Refreshments will be served. Sponsored by the UCI ADVANCE Program

19. Difficulties in Transforming Culture • Overcoming issue of availability in several disciplines • Eliminating sub rosa hiring practices through old boy networks • Convincing women pioneers to come • Gender differences in negotiation styles and self-promotion • Having Deans and Chairs committed to the goals of the Program