AGEP FC-PAM: The University of Texas System Alliance: An Inclusive Model of Mentoring, Sponsorship, and Systemic Change for Diversity in STEM Faculty Career Paths

AGEP FC-PAM：德克萨斯大学系统联盟：针对 STEM 教师职业道路多样性的指导、赞助和系统变革的包容性模式

• 批准号: 2243019
• 负责人: Juan Gonzalez
• 金额: $ 20.57万
• 依托单位: University of Texas at Dallas
• 依托单位国家: 美国
• 项目类别: Continuing Grant
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-08-15 至 2028-07-31
• 项目状态: 未结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=2243019&HistoricalAwards=false
• 关键词: AGEP; FC; PAM; University; Texas

The AGEP Faculty Career Pathways Alliance Model (FC-PAM) “The University of Texas System Alliance” (UT System Alliance) promotes equity and inclusion in science, technology, engineering, and mathematics (STEM) higher education. The goal of the AGEP UT System Alliance is to develop, implement, self-study, and institutionalize a University of Texas System AGEP career pathway model that provides (1) systemic change around policies and procedures for recruitment and hiring of, and (2) collaborative mentoring and sponsorship for the success of Black and African American, Latine and Hispanic American, Native American Indian, Alaska Native, Native Hawaiian, and Native Pacific Islander STEM doctoral candidates, postdoctoral fellows, and junior faculty members at the University of Texas campuses at Arlington, Austin, Dallas, El Paso, and San Antonio. The AGEP UT System Alliance provides inclusive mentoring and sponsorship for AGEP UT System Alliance participants around tools for success, and it promotes changes in culture and policy at each Alliance institution to create an ecosystem supportive of the professional development. Alliance activities are addressing non-inclusive practices and creating welcoming spaces for members of these groups as they ascend to careers in academia. The Alliance is working to improve the understanding of intersecting identities around ethnicity, race, gender, sexual orientation, disability, economic background, first generation status, faculty role and discipline, and family and community roles, as intersectional identities inform professional development activities for doctoral candidates, postdoctoral research scholars, and early career faculty members, as well as professional development for university leaders as part of systemic change strategies. The AGEP UT System Alliance is also adopting faculty hiring best practices for early career faculty hiring policies and practices. Improving equity and inclusion is critical to advancing STEM faculty members, educating America’s future STEM workforce, fostering individual opportunity, and contributing to a thriving U.S. economy. The NSF AGEP program, therefore, funds grants that advance and enhance the systemic factors that support equity and inclusion and, consequently, mitigate the systemic inequities in the academic profession and workplace. FC-PAM awards are intended to support the development, implementation, evaluation, and institutionalization of Alliance models that will advance AGEP populations, within similar institutions of higher education. FC-PAM collaborators also study how socio-cultural, economic, structural, leadership and institutional variables affect the formation of the FC-PAM, and the strategies or interventions the collaborators implement to advance AGEP populations. The Alliance has internal and external advisory boards with members who routinely review the AGEP UT System Alliance’s progress and strategize on future steps. An internal evaluator is leading the project’s self-study and formative assessment of the development and implementation of effective programming, institutional integration, and impacts. An external evaluator is providing summative assessment using a theory-based framework to assess the effectiveness of the AGEP UT System Alliance in recruiting, supporting, and retaining STEM doctoral candidates, postdoctoral scholars, and junior faculty members; the Alliance’s creation of career and academic pathways; and the project’s impact on institutional integration for sustainability. The AGEP UT System Alliance team is disseminating the AGEP FC-PAM Model and project results through peer-reviewed and professional publications, an AGEP UT System Alliance website, and presentations at scientific and professional meetings.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

AGEP 教师职业路径联盟模型 (FC-PAM) “德克萨斯大学系统联盟”（UT 系统联盟）促进科学、技术、工程和数学 (STEM) 高等教育的公平和包容性 AGEP UT 的目标。系统联盟旨在开发、实施、自学并使德克萨斯大学系统 AGEP 职业路径模型制度化，该模型提供 (1) 围绕招聘和聘用政策和程序的系统性变革，以及 (2) 为以下人员提供协作指导和赞助：黑色和的成功德克萨斯大学阿灵顿分校、奥斯汀分校、达拉斯分校、埃尔帕索分校和圣安东尼奥市，AGEP UT 系统联盟为 AGEP UT 系统联盟参与者提供成功工具的包容性指导和赞助，并促进每个联盟机构的文化和政策变革，以创建一个支持联盟活动所解决的生态系统。该联盟正在努力提高对种族、种族、性别、性取向、残疾、经济背景、第一代身份等交叉身份的理解。 、教师角色和纪律、家庭和社区角色，作为交叉身份为博士生、博士后研究学者和早期职业教员的专业发展活动以及大学领导者的专业发展提供信息，作为系统变革战略的一部分。联盟还采用教师招聘提高早期职业教师招聘政策和实践的最佳实践对于提升 STEM 教职人员、教育美国未来的 STEM 劳动力、培养个人机会以及为繁荣的美国经济做出贡献至关重要。因此，NSF AGEP 计划提供资助。 FC-PAM 奖项旨在支持联盟模型的开发、实施、评估和制度化，从而促进和增强公平性，支持和包容并从而减轻学术界和工作场所的系统性不平等。 FC-PAM 合作者还研究类似机构内的 AGEP 人群如何影响 FC-PAM 的形成，以及合作者为促进 AGEP 人群而实施的策略或干预措施。该联盟设有内部和外部顾问委员会，其成员定期审查 AGEP UT 系统联盟的进展并制定未来步骤的策略。内部评估员正在领导该项目的自学以及对开发和实施的形成性评估。外部评估员正在使用基于理论的框架提供总结性评估，以评估 AGEP UT 系统联盟在招募、支持和保留 STEM 博士候选人、博士后学者和初级教员方面的有效性。联盟创建的职业和学术途径；以及该项目对可持续发展机构整合的影响。AGEP UT 系统联盟团队正在通过同行评审的专业出版物传播 AGEP FC-PAM 模型和项目结果。 AGEP UT 系统联盟网站，以及在科学和专业会议上的演讲。该奖项反映了 NSF 的法定使命，并通过使用基金会的智力价值和更广泛的影响审查标准进行评估，被认为值得支持。