SWEM Guide for Advancement and Promotion of Junior Faculty
Faculty Development Events
Graduate Council's "Best Practices for Faculty Mentoring of Graduate Students"
Weizmann Institute's "Weizmann Young PI Forum:The Power of Peer Support"
Harvard has a web link to “mentoring” in its Office of Faculty Development and Diversity web site which states, “Harvard University is currently assessing existing and new models for mentoring junior faculty. The goal is for all Schools to adopt one or more of these models for their non-tenured faculty.” The web site includes a list of articles on faculty mentoring.
A new post for Faculty Equity was created at Princeton: Girgus appointed special assistant to dean of the faculty. In a report released Sept. 29, the University's Task Force on the Status of Women Faculty in the Natural Sciences and Engineering called for the creation of the position to help implement its recommendations. She will work with Dean of the Faculty David Dobkin to develop a strategic plan to recruit women faculty as well as take on other projects to improve the climate for women at the University.
Stanford has a web link for “Resources for Prospective, New and Junior Faculty” in their Office of Faculty Diversity and Development. There is a formal faculty mentoring program in the School of Medicine: http://facultymentoring.stanford.edu/
Women Faculty Forum- Mission
Promote scholarship on gender and scholarship about and by women across all schools of the university.
Foster gender equity throughout the university.
Promote collaboration and networking on these issues between faculty, students, administration, and alumnae.
Professors and staff from across the campus -- from diverse fields in the college, the professional and graduate schools -- came together to develop programs for the Tercentennial.
University of Michigan
Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence (STRIDE) The committee leads workshops for faculty and administrators involved in hiring. It also works with departments by meeting with chairs, faculty search committees, and other department members involved with recruitment and retention.
Network to Advance Women Scientists and Engineers which is composed of faculty in science and engineering across the entire campus, meets several times each year to socialize, to talk about issues the members have in common, and to develop plans for the future. The Network provides women faculty in science and engineering with opportunities to define collective goals and to get to know one another.
University of Michigan Network to Advance Women Scientists and Engineers Resources:
Friends and Allies of STRIDE Toward Equity in Recruiting (FASTER) The purpose of FASTER is to expand the circle of senior faculty who are knowledgeable about the role that unconscious bias can play in recruitment and evaluation of faculty, as well as how it can contribute to an unpleasant and counter-productive work environment.
Faculty Career Advising is interested in creating opportunities for more and less experienced women scientists to have an initial conversation that might or might not lead to a longer-term relationship. That conversation (and potential relationship) might involve discussion of general career issues, or it might focus on a particular area or domain.
University of Michigan Faculty Career Advising Resources: Giving and Getting Career Advice: A Guide for Junior and Senior Faculty
Center for Research Learning and Teaching (CRLT): Resources on Faculty Mentoring
Rackham School of Graduate Studies Faculty Career Advising Booklet
Office of the Provost Mentoring Program
Reading list (annotated)
AAAS: Science Mentoring
University of Washington
Mentoring Women for Academic Leadership
ADVANCE has designed a leadership development program, called the Mentoring-for-Leadership Lunch series, to encourage women faculty to consider and pursue positions of academic leadership. Each month, a different woman leader discusses her career trajectory and the benefits and challenges of holding an administrative job.
Mentoring Pre-Tenure Faculty
For pre-tenure faculty, ADVANCE has developed a group mentoring program rather than using the traditional one-on-one mentoring model. The mentoring opportunities occur at a peer level and across ranks. Mentoring activities include informal lunches, topical workshops, and other opportunities to share resources and information.
Professional Development Consultants
The ADVANCE CIC is piloting a program called Professional Development Consultants to help create transparency in the promotion & tenure process. This pilot program is available for the women faculty in ADVANCE departments and if it is well received, it will be expanded to all ADVANCE faculty.
University of Michigan Science Mentoring Resources:
Making the Right Moves: A Practical Guide to Scientific Management for Post Doctoral and New Faculty, is a handbook designed for basic science investigators from the Burroughs Wellcome Fund and the Howard Hughes Medical Institute.
The campus strategic plan addresses faculty mentoring as a component of building leadership strength in tenured faculty:
“The university has recently launched a new university-wide Mentoring Initiative that articulates best practices for faculty members, chairs, deans, and central administrators along a continuum. This initiative places emphasis on the role of the chair in creating a local environment in which mentoring can flourish and the roles of the dean and the provost in promoting and monitoring a climate and mentoring culture supportive of all faculty members.
“While schools, institutes, and departments currently provide an array of mentoring programs for assistant professors, the same is not true for associate and full professors. Moreover, associate professors are at a point in their careers that is particularly conducive for developing campus leadership, both through scholarship and service opportunities. Increased attention to mentoring of this cohort would enhance continued productivity and greater engagement in the institution. In addition, mentoring full professors may help maintain their peak momentum, support their scholarly and educational activities, and encourage them to collaborate in new and strategic ways.
“Responding to the recognized need for greater faculty mentoring, the university will require review of all associate professors as part of the annual salary evaluation. This review will entail a meeting with department chair, or in the smaller schools the appropriate representatives from the Dean’s office, so that faculty can receive feedback enabling them to better achieve their maximum potential in research, teaching and service.”