An in-depth review of JSU Policies and Procedures will be conducted. The JSU current policies will be compared to adopted/modified policies from Cohort 1 (2001) and Cohort II (2003) ADVANCE Institutions that emphasized work-life balance initiatives and best practices for recruitment, hiring, retention, and promotion evaluation as effective processes to alleviate possible barriers for recruitment, retention and advancement of women in STEM-SBS disciplines. Policies were reviewed for 16 of the 19 ADVANCE institutions for Cohort 1 (2001) and Cohort 2 (2003). All of the ADVANCE institutions had adopted/modified policies related to work-life balance issues and/or best practices for recruitment, hiring, and promotion of women faculty in STEM-SBS disciplines. Fourteen of the ADVANCE institutions reviewed had some type of tenure clock extension policy for the birth or adoption of a child, sixteen had parental leave (either paid or unpaid), thirteen had on campus child care, eight had policies related to part-time tenured faculty, and nine ADVANCE institutions had some type of transitional support programs for faculty in crisis.
An ADVANCE Policy and Procedures Committee will be established to review policies and procedures at JSU and ADVANCE institutions and this committee will develop and integrate best practices for recruitment, retention, and tenure and promotion evaluation procedures. The committee will first establish a baseline by reviewing data from the past three years. The committee will then track institutional data concerning hiring, retention, and advancement of women in STEM-SBS and SBS disciplines. The committee will be co-Chaired by the Associate Dean of the College of Science, Engineering and Technology (Whalin), who was the former director of the U. S. Army Research Laboratory and a female Chemistry Professor (Campbell). Some initial policies and procedures that will be reviewed are as follows: (1) Recruiting and Hiring Practices/Policies – develop and integrate best practices for recruiting and hiring practices which may include hiring of an EEO officer; (2) Tenure and Promotion Policies – develop and integrate best practices in the evaluation process for tenure and promotion; (3) Medical Leave Policy – investigate the utilization of medical leave for illnesses for members of the immediate family and/or dependent children; (4) Child Care Assistance – evaluate the current on-campus child-care facility for access, hours of operation, programs, cost, and utilization by current faculty. Evaluate the need and availability of on-campus after-school care programs and summer camps; (5) Transitional Support Program – an in-depth evaluation of the transitional support programs at Georgia Institute of Technology (was originally funded through the ADVANCE program and provided funding to supplement a decrease in teaching loads and/or service activities for female faculty members to assist with work-life issues such as child birth or adoption) and the University of Wisconsin-Madison (a WISELI Life Cycle Research Grant Program that allowed women faculty at critical junctures in their professional careers to apply for research support).