1 / 16

Faculty Engagement Committee

Faculty Engagement Committee. Update on Activities for the Commission for Women Lisa German Carol Schafer December 7, 2011. Why this Special Interest Committee?. Small number of tenure track faculty members in the Commission for Women So…. What can we offer? What need can we fill?.

rune
Télécharger la présentation

Faculty Engagement Committee

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Faculty Engagement Committee Update on Activities for the Commission for Women Lisa German Carol Schafer December 7, 2011

  2. Why this Special Interest Committee? • Small number of tenure track faculty members in the Commission for Women So…. What can we offer? What need can we fill?

  3. 2009 Percentages of Women by Rank 2011 Percentages of Women by Rank Percentage of Change

  4. Tenure Achievement at PSU* * Data excludes Penn State Hershey faculty

  5. Gender Barriers to AdvancementAssociate to Full • On average, women take between 1 and 3.5 years longer to attain the rank of professor than do men depending on the type of institution (MLA)

  6. Gender Barriers to AdvancementAssociate to Full • Work/Life Balance: Women are more likely to serve as the primary caregiver for children and/or spend significantly more time on housework and carework. • Women’s combined work, housework, carework totals 102 hours/week • Men’s combined work, housework, carework totals 90 hours/week (Misra)

  7. Gender Barriers to AdvancementAssociate to Full • Women who choose to devote less time to personal life (perhaps remaining single or not having children) in order to have more time to work should be understood as a family issue. • Perceptions by administration may arise that being single means that you can devote more time to the institution and that you need less monetary/time compensation. (MLA)

  8. Reported Findings of Gender Differences • Men spend between 2 - 7.5 hours/week more on research than do women. • Women spend between 5 - 8 hour/week more on teaching, advising, and service than do men. • Perceptions of service between women and men are different. (Misra)

  9. Reported Weekly Time Spent on Research, Teaching, Mentoring, and Service

  10. Helpful Aids for Supporting Professional Development • Time for Research • Motivation and Collegiality • Mentoring and Networking • Publication opportunities/venues • Funding sources • Clarity in Criteria for Promotion • Better Balance among Teaching/Research/Service

  11. Additional Items for Discussionfrom a Variety of Sources • Women lack skills in negotiating. • Women are less aggressive in approaching publishers and outside funding agencies. • Women are less aggressive about asking questions, expressing viewpoints at conferences/meetings.

  12. Additional Items for Discussionfrom a Variety of Sources • Women are more likely to do “invisible” or “grunt” service rather than chairing high-profile committees, etc. • Women’s perceptions of student evaluations are different from those of men.

  13. What are we doing to address the needs of female tenure track faculty? • In August, 2011, convened a brainstorming session with senior female faculty • Plan workshop for pre-tenure faculty for Fall, 2012 • HR-23, Promotion and Tenure / Appendix G • Guidelines For Staying Of The Provisional Tenure Period • Practice and Policy • Consistency across colleges • Upcoming discussion with Vice Provost on this topic “ … This special exception would be for one academic year for a provisional faculty member seeking tenure, and would normally be granted only once. During this period the faculty member would not be evaluated according to the tenure guidelines, and the year would not be counted toward the provisional period.”

  14. Fixed-term faculty needs and concerns • Aware of needs and concerns for fixed-term faculty • Higher % of female instructors in “Other” (lecturers, research faculty, librarians) category now than in previous years • How can the Commission serve these faculty?

  15. References • Bauerle, Ellen. “Women as Authors: Get Aggressive.” The Chronicle of Higher Education. 55.39, 24. • Kandall, Ellen. “Negotiate to Get What You Want, So Everybody Wins.” Women in Higher Education. November 2010, 31-32. • Misra, Joya, Jennifer Lundquist, Elissa Dahlberg Holmes, and Stephanie Agiomavritis. “Associate Professors and Gendered Barriers to Advancement.” • Modern Language Association. Standing Still: The Associate Professor Survey Report of the Committee on the Status of Women in the Profession. MLA, 2009. Web. 27 April 2009. • Modern Language Association. Report of the MLA Task Force on Evaluating Scholarship for Tenure and Promotion. MLA. December 2006.

  16. References (continued) • HR23 Promotion & Tenure Procedures & Regulations • Administrative Guidelines for HR-23: Promotion and Tenure Procedures and Regulations • Penn State Fact Book • Senate Committee On Faculty Affairs: Faculty Tenure-Flow Rates: 2010-2011 Annual Report • PSU Office of Planning & Institutional Assessment: Senate Committee On Faculty Affairs / Faculty Tenure-Flow Rates: 2010-2011 Annual Report

More Related