21
Exhibit 7. Logic model for ADVANCE IT Program
Inputs Activities Outputs Outcomes
Short-Term
Outcomes
Medium/Long-Term
Outcomes
Impacts
Other Funds
•
Extramural
funding
•
Intramural
funding
Practice Changes
Support for Individual
•
Time/workload allocation: (re)
assignments/release time
•
Professional development and mentoring
initiatives
•
Research support (assistance, release
time, internal grants)
Support for Institution
•
Recruitment, hiring and tenure review
practices (i.e., 3rd-yr review)
•
Promoting awareness of inequities
•
Institutional self assessment/ data
collection & reporting systems
established/refined
NSF Funds
Policy Changes
Review/potentially revise ADVANCE-
relevant policies related to:
•
recruitment/search/selection
•
tenure and promotion
•
work/life balance (e.g., life transitions,
stop-the-clock, dependent care)
•
research support
Institutionalization of new or
revised policies/practices consistent
with ADVANCE goals
Institutional
Commitment
•
Access to data on
faculty
•
Support from
senior-level
leaders/
decision makers
and/or other
program
champions
Structural Changes
•
Diversity/equity responsibilities
incorporated into existing positions
•
Targeted gender equity training for
faculty and leadership
•
Allocation/establishment of diversity
positions and resources
•
Allocation of facilities and resources
(space, budget)
Social Science Research
(about ADVANCE)
•
Primary research on perceptions,
institutional barriers (surveys, focus
groups, case studies) targeted to different
audiences: e.g., STEM/ non-STEM
women, male faculty, administrators
•
Summative evaluations
Policy Changes
# of ADVANCE relevant policies
reviewed or revised related to:
•
recruitment/search/
selection
•
tenure and promotion
•
work/life balance (e.g., life transitions,
stop-the-clock, dependent care)
•
research support
Practice Changes
Support for Individual
•
# of new/revised workload/time
allocation practices
•
#/type new/revised professional
development and mentoring initiatives
•
# of new/revised research support
activities
Support for Institution
•
# of new/revised recruitment, hiring
and tenure review practices
•
# of institutional awareness/outreach
programs implemented
•
# of new/refined self-assessment, data
collection and reporting systems
Structural Changes
•
# of gender-equity targeted training
programs for faculty/administrators
•
# of people completing gender-equity
training programs
•
# of diversity positions created/
modified
•
Changed expectations for role
and status of STEM women
faculty
Increased diversity
and equity in broader
systems across all
STEM-related
disciplines
Long-term
sustainability of
gender equity
practices in
participating
departments/
centers/institutes
Scale up of
ADVANCE
programs and
activities to:
•
Other STEM
departments
within the
institution
•
Other (e.g.,
branch) campuses
within system
•
Other institutions
Context: History of addressing equity issues; type of institution; wider (e.g., state) resource/policy environment; departments involved; institutional
culture (e.g., managerial, collegial).
Social Science Research
•
#/type of ADVANCE-related social
science research projects conducted
•
#/types of audiences included in this
research
•
# of evaluations conducted
•
# of tools developed
•
# of publications developed
Increased understanding of
issues related to gender
equity
•
recruitment
•
retention
•
work/life balance
•
awards
•
Establishment of new/
stronger ties among STEM
faculty and to networking
and mentoring groups
Equitable access to
institutional resources
Increased equity in STEM faculty
positions with regard to:
•
recruitment tenure
•
retention leadership
•
promotion awards
Increased recognition of STEM
women’s professional
accomplishments
•
publications
•
grants
•
awards
•
Increased visibility of faculty as
recognized experts in institutional
transformation
New data and knowledge on
progress toward achieving
gender equity
•
publications
•
tools utilized
•
presentations made
Documentation of effective
practices for supporting institutional
transformation
Initial implementation of new
or revised policies/practices
consistent with ADVANCE
goals
•
recruitment/search/
selection
•
tenure and promotion
•
work/life balance (e.g., life
transitions, stop-the-clock,
dependent care)
•
research support
•
Increased job/career satisfaction
for STEM women
•
•
•
Inputs Activities Outputs Outcomes
Short-Term
Outcomes
Medium/Long-Term
Outcomes
Impacts
Other Funds
•
Extramural
funding
•
Intramural
funding
Practice Changes
Support for Individual
•
Time/workload allocation: (re)
assignments/release time
•
Professional development and mentoring
initiatives
•
Research support (assistance, release
time, internal grants)
Support for Institution
•
Recruitment, hiring and tenure review
practices (i.e., 3rd-yr review)
•
Promoting awareness of inequities
•
Institutional self assessment/ data
collection & reporting systems
established/refined
NSF Funds
Policy Changes
Review/potentially revise ADVANCE-
relevant policies related to:
•
recruitment/search/selection
•
tenure and promotion
•
work/life balance (e.g., life transitions,
stop-the-clock, dependent care)
•
research support
Institutionalization of new or
revised policies/practices consistent
with ADVANCE goals
Institutional
Commitment
•
Access to data on
faculty
•
Support from
senior-level
leaders/
decision makers
and/or other
program
champions
Structural Changes
•
Diversity/equity responsibilities
incorporated into existing positions
•
Targeted gender equity training for
faculty and leadership
•
Allocation/establishment of diversity
positions and resources
•
Allocation of facilities and resources
(space, budget)
Social Science Research
(about ADVANCE)
•
Primary research on perceptions,
institutional barriers (surveys, focus
groups, case studies) targeted to different
audiences: e.g., STEM/ non-STEM
women, male faculty, administrators
•
Summative evaluations
Policy Changes
# of ADVANCE relevant policies
reviewed or revised related to:
•
recruitment/search/
selection
•
tenure and promotion
•
work/life balance (e.g., life transitions,
stop-the-clock, dependent care)
•
research support
Practice Changes
Support for Individual
•
# of new/revised workload/time
allocation practices
•
#/type new/revised professional
development and mentoring initiatives
•
# of new/revised research support
activities
Support for Institution
•
# of new/revised recruitment, hiring
and tenure review practices
•
# of institutional awareness/outreach
programs implemented
•
# of new/refined self-assessment, data
collection and reporting systems
Structural Changes
•
# of gender-equity targeted training
programs for faculty/administrators
•
# of people completing gender-equity
training programs
•
# of diversity positions created/
modified
•
Changed expectations for role
and status of STEM women
faculty
Increased diversity
and equity in broader
systems across all
STEM-related
disciplines
Long-term
sustainability of
gender equity
practices in
participating
departments/
centers/institutes
Scale up of
ADVANCE
programs and
activities to:
•
Other STEM
departments
within the
institution
•
Other (e.g.,
branch) campuses
within system
•
Other institutions
Context: History of addressing equity issues; type of institution; wider (e.g., state) resource/policy environment; departments involved; institutional
culture (e.g., managerial, collegial).
Social Science Research
•
#/type of ADVANCE-related social
science research projects conducted
•
#/types of audiences included in this
research
•
# of evaluations conducted
•
# of tools developed
•
# of publications developed
Increased understanding of
issues related to gender
equity
•
recruitment
•
retention
•
work/life balance
•
awards
•
Establishment of new/
stronger ties among STEM
faculty and to networking
and mentoring groups
Equitable access to
institutional resources
Increased equity in STEM faculty
positions with regard to:
•
recruitment tenure
•
retention leadership
•
promotion awards
Increased recognition of STEM
women’s professional
accomplishments
•
publications
•
grants
•
awards
•
Increased visibility of faculty as
recognized experts in institutional
transformation
New data and knowledge on
progress toward achieving
gender equity
•
publications
•
tools utilized
•
presentations made
Documentation of effective
practices for supporting institutional
transformation
Initial implementation of new
or revised policies/practices
consistent with ADVANCE
goals
•
recruitment/search/
selection
•
tenure and promotion
•
work/life balance (e.g., life
transitions, stop-the-clock,
dependent care)
•
research support
•
Increased job/career satisfaction
for STEM women
•
•
•