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Programs

Center for ADVANCING UH Faculty Success

  • ADVANCE Distinguished Scholars Program:

Women of color are underrepresented in the STEM/SBS fields. In order to provide Women of Color faculty with opportunities to network nationally, The Center for ADVANCING UH Faculty Success invites underrepresented minority tenure/tenure-track women faculty in the STEM or Social/Behavioral Sciences 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 for 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 5:00pm, for visits to occur during the 2017 spring or fall semesters. Support logistics for the distinguished scholars’ visits will be provided through the UH Center for ADVANCING Faculty Success. The distinguished scholars’ colloquium presentations will be open to faculty, graduate students and post-doctoral fellows across campus and will be advertised through ADVANCE.

  • Activities to support women faculty research goals

Recruitment & 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 (Chair Diversity Competency Development):

Competency areas and developmental suggestions were identified for selected leadership positions. Chairs and mentors are encouraged to use Career Path Materials (Department Chair Career Path Info Sheet and Suggested Process) to mentor emerging faculty leaders for the positions.

  • Promotion Advancement:
Mid-Career workshop: Engagement and dissemination of mid-career resources among women faculty (STEM, SBS, others)
  • Administrator Fellows:

UH Administrator Fellows (Increased opportunities for women faculty to receive mentoring, visibility and skill development in an administrative position.)

Current Administrator Fellow opportunities include:

  • Mentoring:

ADVANCE Advocates are assisting departments in the introduction of the mentoring guidelines 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 Committee will continue to work on ARN interactions and sharing of best-practice information through ARN events and activities

Diversity & Inclusion:

  • Training and Workshops for STEM Chairs, Deans, and Search Committees:
Since summer 2016, Department Chairs have had 6 hours of targeted diversity training.

Since summer 2016, more than 175 individuals have participated in the Search Committee Training workshop.) The content of the training includes a Recruitment Toolkit (link to success documentation for search training) with information on where to place ads to maximize attracting a diverse applicant pool, content of position announcements, suggestions for interview questions, and dual career program information.

  • Chair Diversity Competency Development:
A Spring 2017 department chair workshop will be led by a UH department chair and facilitate a sharing of diversity best practices.

Social Sciences Committee:

  • Social Sciences Team Survey:

The ADVANCE social sciences team developed and administered a survey to non-tenure-track faculty members and have shared findings with Faculty Senate leaders and university administrators. The team is preparing for roll-out of the second round of the tenure track survey.

2016 Faculty Climate Survey
  • Survey Data and Discussion Sessions:
The Social Sciences Committee has provided overview presentations and discussion sessions with the ADVANCE Advocates on implications based on the survey data collected to the Faculty Senate and other ADVANCE stakeholders.