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Programs

Center for ADVANCING UH Faculty Success

  • ADVANCE Distinguished Scholars Program:

Women of color are underrepresented in the science, technology, engineering and mathematics (STEM) and social/behavioral scienc (SBS) fields. In order to provide women of color faculty with opportunities to network nationally, the Center for ADVANCING UH Faculty Success provides opportunities for underrepresented minority tenure/tenure-track women faculty in STEM/SBS disciplines to submit one-page proposals to host leading experts in their discipline for a two-day visit to the UH campus. Program goals are to provide underrepresented minority women faculty members with the opportunity to:

  • Network with leading scholars in their discipline
  • Obtain feedback on specific research projects and funding applications through several meetings throughout the two-day period
  • Host a guest speaker colloquium in their department for the leading scholar

Those women interested in hosting a leading scholar through the ADVANCE Distinguished Scholars Program are asked to submit a one-page application to the ADVANCE Managing Director (Christiane Spitzmueller, cspitzmu@central.uh.edu) detailing who they intend to invite, the time frame for the visit, and the overlap between the distinguished scholar’s research and their own. Funded applications will provide travel funds (hotel and airfare) and an honorarium for the distinguished scholar. Deadline for submission of applications for the first round of the ADVANCE Distinguished Scholars Program is March 30, 2017 by 5:00 pm (for visits planned to occur during the 2017 spring or fall semesters). Support logistics for the distinguished scholars’ visits will be provided through the Center for ADVANCING UH Faculty Success. The distinguished scholars’ colloquium presentations will be open to all faculty, graduate students, and post-doctoral fellows across campus and will be advertised through the ADVANCE Center.

  • Activities to support women faculty research goals

Recruitment and Retention Committee:

  • Dual-Career Policy:
Work on a Dual-Career Policy was completed early summer 2016. The policy has been implemented and institutionalized through the Office of the Assistant Provost for Faculty Recruitment, Retention, Equity and Diversity. The Assistant Provost works with dual career couples and provides career-related resources, including access to the South-Central-Gulf Texas Higher Education Recruitment Consortium (HERC), which includes faculty and staff job listings at all 19 Greater Houston member institutions. Currently, the office provides resume consultations, feedback on application documents and, in instances when appropriate, the applicant’s profile is brought to the attention of UH managers who are in the process of recruiting for staff positions.

Professional Engagement, Development, and Advancement Committee:

  • Advancing UH Leaders Program:

Leadership training used to promote transparency and understanding of career paths to leadership positions.

  • Leadership Competencies:

An ADVANCE subcommittee developed leadership competency maps that describe competencies and developmental suggestions for selected leadership positions that can be used by department chairs, etc. to mentor emerging faculty leaders. Chairs and mentors are encouraged to use Career Path Materials (Department Chair Career Path Info Sheet and Suggested Process).

  • Promotion Advancement:
Mid-Career workshops: Informs women faculty in STEM/SBS about requirements for promotion to full professor and about the experiences of those who were recently promoted (held annually).
  • Administrator Fellows:

UH Administrator Fellows Program: Provides opportunities for women faculty to receive mentoring, visibility, and skill development through a special project sponsored by an administrative leader at UH.

Current Administrator Fellow opportunities include:

  • Mentoring:

ADVANCE Advocates are assisting departments in the introduction of the mentoring guidelines (from Assistant to Associate Professor and from Associate to Full Professor) to their respective faculty which highlights their role in supporting the implementation of ADVANCE in their colleges and departments. A concept model for a pilot in grants(wo)manship mentoring has been developed and is being refined with the NSM college Associate Dean for Research for roll-out during the summer of 2017.

See additional mentoring initiatives
  • ARN Postdoc Network and Database:
The Center for ADVANCING UH Faculty Success will continue to work on ARN interactions and sharing of best-practice information through events and activities hosted within the ADVANCE regional network (ARN), which includes UH, Prairie View A&M, Rice, Texas A&M, and UTRGV.

Diversity & Inclusion:

  • Training and Workshops for STEM Chairs, Deans, and Search Committees:
Since the summer of 2016, department chairs have had six hours of targeted diversity training, and more than 175 individuals have participated in the Search Committee Chair Training workshop. The training includes a recruitment toolkit with information on appropriate content of position announcements, where to post position announcements to maximize attracting a diverse applicant pool, suggestions for behavior-based interview questions, and dual-career program information.
  • Chair Diversity Competency Development:
In the spring of 2017, a workshop was held for department chairs that was led by a UH department chair and facilitated sharing of diversity best practices.

Social Sciences Committee:

  • Social Sciences Team Survey:

The ADVANCE social sciences research team developed and administered a survey to all tenured and tenure-track faculty members at UH, and they have shared the findings with ADVANCE Advocates, Faculty Senate leaders and university administrators. The  second round of the survey was administered in Fall 2017.

2017 Faculty Climate Survey

2016 Faculty Climate Survey