Dual Purpose Use of Data by the MSU ADVANCE Project

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Dual Purpose Use of Data by the MSU ADVANCE
Project

• Outline
• Overview of the ADAPP Project
• Framework of the Project
• Use of a Work Environment Survey to Define Issues
• Structure of the Survey
• Results of Survey
• Actions Taken Using Survey Results
• Next Steps
• Other Data Driven Activities

Advancing Diversity through the Alignment of
Policies and Practices (ADAPP)
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Overview of the Project

• Advancing Diversity through the Alignment of
  Policies and Practices (ADAPP)
• Engage 3 MSU STEM colleges in aligning values of
  diversity and quality with academic human
  resource policies and practices
• Apply six guiding principles Quality ?
  Inclusiveness ? Transparency ? Objectivity ?
  Consistency ? Alignment to
• Performance Review
• Search Selection
• Mentoring
• Womens Leadership Initiatives

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Framework of the Project

• Research has shown that applying objective,
  transparent criteria to practices in human
  resource management and consistently applying
  them across individuals and units, reduces the
  potential for intended and unintended bias.
• Strategic Human Resource Management (SHRM)
  framework studies within the private sector show
  that
• - aligning institutional values with HR
  practices
• - structuring HR processes
• increases quality and performance and reduces
  bias
• The ADAPP project has attempted to apply these
  frameworks to the HR practices for faculty at MSU
  with the goal of advancing the recruitment,
  retention, advancement, and leadership
• development of women faculty in the 3 STEM
  colleges .

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Work Environment Survey to Define Issues

• Developed and deployed Work Environment Survey to
  determine HR process issues also to be used in
  evaluation
• 160 item on-line instrument
• Distributed to 2017 Fixed Term and TS Faculty in
  Spring 2009
• Responses from 46 of all ranked faculty
• 49 return Tenure Stream
• 34 response Fixed Term faculty

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Structure of the Survey

• Multiple subsections covering
• Recruitment and Hiring Practices
• Promotion and Tenure Practices
• Annual Performance Evaluation/Review Practices
• Mentoring Practices
• General Climate Diversity issues
• - for women
• - for faculty of color
• Conditions and Relationships in units
• Practices to promote leadership development
• Resource and workload allocation
• Workplace Incivility
• Sexual Harassment
• HR Policies resources
• Overall attitude about MSU

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Major Results of the Survey

• 1. Women faculty, compared to men, tended to have
  less favorable perceptions of the
• work environment
• human resource processes
• opportunities for leadership
• access to and effectiveness of mentoring and
  other forms of support
• 2. Women faculty, compared to men, reported lower
  levels of job satisfaction than their male peers.
• 3. There were no differences between women and
  men faculty regarding
• perceptions of the importance of scholarly
  research,
• the degree of job satisfaction obtained from
  participating in the research community,
• their recognition of the substantial resources
  available at MSU to support research.

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Actions Taken Based on Survey Results

• Used these data along with NSF indicator data
• to focus on ways to address work environment and
  HR processes
• to consider ways to promote leadership
  development for women
• to consider policies needed to address the work
  environment concerns of women.
• to improve the mentoring of faculty across the
  campus

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Specific Efforts to Respond to Issues

• Developed resources
• 1) that improved the clarity and transparency of
  Academic HR policies and practices
• 2) that promoted the structuring of these
  activities to promote objectivity, and
  consistency
• Faculty Search Toolkit
• Annual Review Toolkit
• RPT Toolkit
• Mentoring Toolkit
• Faculty Excellence Advocate
• Instituted new programs and policies to improve
  work environment
• Mentoring Policy
• Modified Duties Policy
• College luncheons of women faculty to promote
  community and focus on leadership development.

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Next Steps

• Work Environment Survey will be deployed again in
  Spring 2013 primarily for evaluative purposes
• Add Questions about the resources developed
• - Toolkits
• - Faculty Excellence Advocates
• - Programs
• Add questions about the changes in policy and
  their impact

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Other Data Drive Initiatives

• Structured Focus Group Discussions on Leadership
  Development - issues specific for women. Used to
  inform resources and programs on leadership
  development and to evaluate impact of leadership
  programs.
• Institutional Repository of faculty professional
  accomplishments data connected to central data
  warehouses to be used for institutional
  research and planning and for personnel
  evaluation.
• Specific Research Studies
• Analysis of retention of men and women focus
  groups to develop a retention model that could be
  applied to improve retention of early career
  faculty
• Analysis of the gender differences in the
  submission and award of external grants and
  correlation of grant activity with promotion and
  retention of early career faculty. Used in
  mentoring materials.

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Contact Information

• Estelle J. McGroarty
• Associate Vice President for Research and
  Graduate Studies
• Assistant Vice Provost for Libraries and IT
  Services
• 246 Hannah Administration Building
• Michigan State University
• East Linsing, MI 4882 4
• Tel [phone]ii3
• Email mcgroar1_at_msu.edu