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Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment and Retention” Institute for Broadening Participation Workshop Portland and Camp Kieve, Nobleboro, ME March 11-March 14, 2007 Bernard L. Batson, Program Manager NSF IGERT, NSF Bridge to the Doctorate, Sloan PhD Programs University of South Florida

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Page 1: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher

Education

“Engaging Faculty and Graduate Students in Recruitment and

Retention”

Institute for Broadening Participation Workshop

Portland and Camp Kieve, Nobleboro, ME

March 11-March 14, 2007

Bernard L. Batson, Program Manager

NSF IGERT, NSF Bridge to the Doctorate, Sloan PhD Programs

University of South Florida

Page 2: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Overview

Our Program Initiatives

IGERT/SKINS

Bridge to the Doctorate

Alfred P. Sloan Minority PhD Program

Our Best Practices to Involve Faculty & Students in Recruitment and Retention

Summary & Q/A

Page 3: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Our Program Initiatives

Integrating Graduate Research and Education:

Ongoing administrative supported diversity Initiatives

(1) Integrative Graduate Education and Research Training (IGERT) - SKINS

(2) FGLSAMP- Bridge to the Doctorate

(3) Alfred P. Sloan Foundation’s Minority PhD Program

Page 4: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Investigate the human skin as a smart biological interface by coupling advances in Biomedicine, Microsystems, Nanotechnology, and Informational Processing.

USF IGERT Sensory Knowledge -based Interface (SKINS) initiated in Fall 2003.

Appointed 34 IGERT PhD trainees (13 URMs, 14 women, 2 disabled) in the Colleges of Engineering, Arts & Sciences, Medicine., University of Cincinnati, and the University of Central of Florida.

IGERT- Sensory Knowledge based Information Sciences (SKINS)

Page 5: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

BusinessTransition

Characterization of cellular films/ validating Eng. Data with medicine

Invitro MEMS testing of Skin

Tissue modeling and coupling data to model

Microfluidic Coupling/Modeling

Communication

Nanostructures

ASIC,Feedback Regulation of Sensor Interface

Bioimpedance Monitoring

Modeling of MEMS Devices

Characterization

MEMS Fabrication/ Sensors

Biophysics/biophysical processing

Image and Information Processing

Immuno Sensors

Chemical sensors

Tissue Engineering

RecruitmentOutreachRetention

SKIN

MEMS

Microfluidics

Materials

Page 6: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Florida Georgia Louis Strokes Alliance for Minority Participation Bridge to the Doctorate Project (FGLSAMP- BD)

AIMS AND GOALS

Extension of the LSAMP undergraduate program to facilitate progression of LSAMP scholars to Ph.D.

$30K per stipend up to 2 years, full tuition/fees, student health insurance.

We will recruit 56 (36 NSF, 20 USF) new minority graduate students to USF by Summer 2007.

Page 7: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Alfred P. Sloan Minority PhD Program

One time allocation of enhanced fellowship funds ($26K to $38K) to be leveraged with other support (TA, RA, etc.).

USF is the only institution able to award Sloan fellowships in all Engineering Ph.D. programs, and is one of only three with a program in Marine Sciences.

Since January 2005, over 20 Sloan fellows have been appointed collectively within separate Sloan programs at the Colleges of Engineering and Marine Science.

Alfred P. Sloan Fellow Joniqua Howard Ph.D. student, Environmental Engineering

Hampton University, 2004

Page 8: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

1. Involving Faculty into Recruitment

Provide faculty/depts. with a “buy-in” by selling the concept that Diversity and Research are inexorably “linked” .

Make annual presentations to departments and meet with junior faculty.

Co-sponsor research seminars with participating departments.

Work with faculty in formulating the diversity/educational components of their proposals (CAREER), including the identification of potential partners at minority-serving institutions and community college.

Page 9: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Potential Partners at Minority Serving Institutions

HBCU-UP (NSF)

LSAMP (NSF)

MARCU-U STAR (NIGMS/NIH)

MCNAIR (Department of Education)

Page 10: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

2. Graduate Student Involvement

Campus Visitations Undergraduate Research Conferences

Page 11: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

3. Involving Faculty into Retention

Annual Faculty Orientation meetings

Personal Development Plan for Each Trainee/Fellow

Semester and Annual Progress Reports

Annual symposium where attendance of faculty mentor and mentee is required. Recognize faculty advisors and give two annual awards.

Page 12: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

4. Involving Graduate Students into Retention

Make every effort to recruit/appoint trainees with an interest in outreach/retention.

Assign Graduate Student Mentors for 1st Year Trainees/Fellows.

Graduate Students serve as facilitators of personal development workshops

IGERT/BD trainees are required to develop a teaching/mentoring plan prior to their 2nd year of NSF funding.

“21st Century Leadership Certificate Program”

Page 13: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Outcomes

Within the past 2 years, 5 of our faculty have received CAREER

Since Fall 2003, 95 fellowships appointed, 72 awarded to diverse students. Contributed to the significant increase in the diversity of USF graduate enrollment. During AY 2005-2006, we sponsored 24 graduate visitations for minority students, 20 applications, 16 enrolled by Fall 2006 ( a yield rate of 67%).

Established collaborative relationships with at 8-10 minority-serving institutions that are feeder schools for graduate programs at USF.

Facilitated national awards to minority/women graduate students at USF:

10 McKnight 1 NASA (Harriett Jenkins)

1 GEM PhD 7 NSF (GRF, GRS, EAPSI) 1 Ford Foundation 1 UNCF/MERCK Dissertation

2 Dept. of Homeland Security 2 NIH

Page 14: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

What Works?

Targeted Minority Recruitment (Focus on diverse programs, conferences, and schools that match your department’s research interests)

Establish and Maintain Key Partnerships with Minority-Serving Institutions

Provide Faculty & Departments with A “Buy- in” for their involvement in Recruitment/Retention

Involve Graduate Students in the Recruitment and Retention

No magic bullets for success!!!!

Page 15: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

IGERT, BD, SLOAN Programs – Summary

NSF IGERT Investigate the dynamic, information rich, molecular structure of the ultimate smart interface – human skin - by coupling advances in biology, microsys., nanotechnology and information technology to collect data from it

50 Mentors from 3 continents

14 Female, 16 Male (9 Minority Fellows) Across Various Disciplines(EE - 6,BME - 4,CE - 4,CSE - 2,ME - 1,Civil - 1,Phy - 5,Chem - 3,Patho - 1, Pharmocology - 1,UCF - 1 and UC- 1)

Students trained across domains and co-advised nationally & internationally

4 New Interdisciplinary Courses, Cross-disciplinary research & professional development seminars

FG-LSAMP Bridge to Doctorate II,III,IV

Focused on training students at the intersection of marine science, physical sciences and engineering to explore cutting-edge design and development of marine, environmental, biological, chemical & biomedical sensor technologies.

Increase the diversity of the students graduating in the science, technology, engineering and mathematics (STEM) disciplines.

27 Female, 27 Male (54 Minority fellows),(* EE - 7,Chem - 3,ME - 3,Civil- 3, CSE - 1,IE - 2,BME - 5,* Marine Science - 27). Retention into PhD program after MS completion

Team Building and Interdisciplinary Training through 2 specially designed courses, Emphasis on Professional Development and Industry Relevant Soft-skills

SLOAN Colleges of Engineering and Marine Science becoming a certified site for fellows of the Alfred P. Sloan Foundation Minority PhD program to pursue their PhD

USF - the only University to offer Sloan fellowships in all Engineering PhD granting programs

4 Female, 4 Male (8 Minority) (EE - 3, ME - 1,ChE - 2,Civil - 1, CSE - 1) only supported by Sloan; 10 fellowship students receive Sloan

Mentors span across all thrust areas- Fellows work with them

*Recruitment in Progress

Page 16: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment
Page 17: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment
Page 18: Strategies To Promote Diversity : The Institutionalization of Culture Change in STEM Higher Education “Engaging Faculty and Graduate Students in Recruitment

Thank you