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OUTLINE

OUTLINE. GT Advance Research Program GT Follow-Up Survey GT Follow-Up Findings and Implications Conclusions. Research Team. Research Components. I. GT ADVANCE Research Program.

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OUTLINE

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  1. OUTLINE • GT Advance Research Program • GT Follow-Up Survey • GT Follow-Up Findings and Implications • Conclusions Research Team

  2. Research Components I. GT ADVANCE Research Program The GT ADVANCE Research Program is tied to GT’s “integrated institutional approach” to positive outcomes-and best practices-for faculty • Survey of GT Faculty Perceptions, Needs, and Experiences 2002/2003 • Follow-Up Interviews with GT Women Faculty 2004 • Survey of Peer Institutions 2003/2004 Reports online at: www.advance.gatech.edu/measures.html Follow-Up Survey of GT Faculty 2005/2006

  3. Sampling Design: Faculty in Colleges of Computing, Engineering, Sciences, and Ivan Allen College: All tenure and tenure-track women surveyed in 2002 who are still at GT, plus those who have entered GT since 2002 Stratified random sample of men surveyed in 2002 who are still at GT, plus a stratified random sample (25%) of those men who have entered since 2002 II. GT Follow-Up Survey 2005/2006 Aims: • Assess areas of change/stability since 2002 in key areas, including research, work environments, and clarity of evaluation • Assess: • Awareness of NSF Advance • Participation in NSF Advance • Perceptions of “increased administrative attention” to issues of faculty advancement Response Rate 71.4%

  4. III. GT Follow-Up: Findings and Implications • Findings of Areas of Change/Stability in 2005 Compared to 2002 Survey of GT Faculty RESEARCH WORK ENVIRONMENT EVALUATION

  5. Figure 1. Frequency of Speaking about Research with Faculty in Unit, by Gender and Year. Research

  6. Figure 2. Ratings of Aspects of Position/Unit, by Gender and Year. Work Environment

  7. Figure 3. Mean levels of Characterizations of Home Unit, by Gender and Year. Work Environment

  8. Figure 4. Reported Clarity of Criteria for Tenure and Promotion, by Gender and Year, and by College. Clarity of Evaluation

  9. Reported awareness of and participation in GT’s ADVANCE Program and perception of increased administrative attention to faculty advancement

  10. Figure 5. Level of Awareness of GT ADVANCE Initiatives/Activities, by Gender. Awareness

  11. Figure 6. Level of Awareness of GT ADVANCE Initiatives/Activities, by Gender and College. Awareness

  12. Figure 7. Level of Awareness of GT ADVANCE Initiatives/Activities, by Gender and College. Awareness

  13. Figure 8. Reported level of Participation in GT ADVANCE Initiative/Activities, past four years, by Gender. Participation

  14. Figure 9. Reported level of Participation in GT ADVANCE Initiative/Activities, past four years, by Gender and College. Participation

  15. Figure 10. Reported level of Participation in GT ADVANCE Initiative/Activities, past four years, by Gender and College. Participation

  16. Figure 11. Perceived Extent of Increased Attention of GT Administrators to Faculty Advancement, by Gender. Perception about Attention

  17. Figure 12. Perceived Extent of Increased Attention of GT Administrators to Faculty Advancement, by Gender and College. Perception about Attention

  18. Just as organization is structured, so it can continue to be positively structured to support participation and performance of faculty. Findings from ADVANCE Research Program suggest that positive transformation can be supported through diverse means, including: Access to exchange about research Climates in departments Clarity of criteria for evaluation Supportive work-family arrangements IV. Conclusions

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