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1. Preparation of Female and Minority PhD and Post-Docs for Careers in Engineering Academia (Experience)

   Makki, Nidaa ; Cutright, Teresa J. ; Coats, Linda T. ; Willits, Rebecca K. ; Stone, Tonya W. ; Williams, Lakiesha N. ; Rodrigues, Debora F. ( July 2022 , ASEE annual conference)

   Improving undergraduate STEM teaching for diverse students is dependent to some extent on increasing the representation of Black, Indigenous and People of Color (BIPOC) and women in the ranks of faculty in engineering departments. However, new faculty members, whether they had postdoctoral training or not, report that they were not adequately prepared for academia. To address this need, a professional development program was developed for underrepresented doctoral and postdoctoral students, which focused on various strategies to be successful in teaching, research and service aspects of academic positions. The program included an intensive two-week summer session, with follow-up mentoring during the academic year, and was conducted from 2017 to 2020 with three cohorts of fellows recruited from across the country. To evaluate the impact of the program on the participants’ perceptions of their preparation for academic careers, a follow up survey was sent in May 2021 to the three former cohorts of participants (n=61), and responses were received from 37 of them. The survey asked participants to reflect on areas that they felt most prepared for in their academic positions, and areas that they felt least prepared for. The survey also asked participants to discuss additional supports they would have liked to have been provided with to better prepare them given their current positions (academic, industry, etc.). Results from the survey indicated that 92% of participants found the professional development program prepared them for the responsibilities and expectations to succeed in academic positions. Over 90% agreed that the program prepared them for the application process for a tenure track search, and 89% agreed the program prepared them for the primary components of the startup package. In addition, participants reported that the program increased their preparation in developing teaching philosophy (100%), developing learning outcomes (97%), and using active learning strategies during teaching (91%). The majority agreed that the program helped prepare them to teach students with various cultural backgrounds, and to develop and use assessment strategies. Participants were also asked to discuss the impact of the Covid 19 pandemic on their career trajectory, and most of them reported being somewhat impacted (65%) to extremely impacted (29%). Participants reported few or no job openings, cancelations of interviews, delays in research which impacted the rate of completing degrees, and publications, which affected the participants’ application competitiveness. Furthermore, working from home and balancing family and academic responsibilities affected their productivity. Based on the survey results, funds were secured to provide an additional day of professional training to cover any items not addressed during summer training, as well as any issues, challenges, or concerns they might have encountered while fulfilling their academic position. Thirty-three ACADEME fellows have indicated that they will participate in the new professional development, held in May 2022. Results from this analysis, and preliminary topics and outcomes of the supplemental activities are discussed. The findings contribute to the literature by increasing knowledge of specific challenges that new faculty encounter and can inform future efforts to support minorities and women in engineering doctoral programs. 

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2. Professional Preparation of Underrepresented Minority PhD's and Post-Docs for a Career in Engineering Academia

   Cutright Teresa J, Willits Rebecca ( January 2018 , CoNECD ASEE)

   In engineering, women, racial and ethnic minorities, and persons with disabilities are classified as underrepresented minorities. Although strides have been made at the undergraduate level, diversity in faculty and academic administration positions still lags. This paper will present our approach and preliminary results of a National Science Foundation (NSF) sponsored collaborative project to broaden the participation of underrepresented engineering minorities in engineering academia by providing participants with an improved skill set for entry into a faculty position. This project, comprised of a two-week intensive summer professional preparation training in conjunction with year-long activities, built upon the findings of a previous NSF 1.5-day workshop. The specific goals of the project include: 1. increase the awareness of what is "needed" to be an assistant professor; 2. quantify the specific areas PhD students and post-docs identified they need the most assistance with; 3. increase participant knowledge on effective STEM undergraduate learning;
4. advance the awareness and skills pertaining to curriculum development, delivery and assessment;
5. enhance the establishment of a research career; and 6. increase participant networking opportunities. Achievement of these goals will yield a more diverse and better prepared set of engineering educators, leading to better-equipped engineers entering the workforce. The first summer intensive professional preparation had 12 participants from the host institution, universities in the same geographical regions as the host, and from the collaborating institutions. Seventy-five percent of the ACADEME (Advancing Career in Academics with Diversity and Mentorship in Engineering) Fellows strongly agreed that the summer training content was useful for his/her professional development and 100% agreed that they would recommend the program to their peers. In addition to providing the assessment results from the first summer professional training, this paper includes recommendations from ACADEME Fellows for enhancing future summer sessions, results of a survey of a non-cohort group, lessons learned from recruiting, and the most effective activities during the academic year. 

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3. Using a Critical Incident-centered Transition Theory Framework to Explore Engineering Education Research Faculty Transitions

   Strong, A. C. ; Smith-Orr, C. S. ; Bodnar, C. A. ; Lee, W. C. ; Faber, C. J. ; McCave, E. J. ( June 2018 , ASEE Annual Conference proceedings)

   This research paper describes the development of a critical incident-centered analysis methodology based on Schlossberg’s Transition Theory to explore transitions experienced by engineering education researchers as they begin new faculty positions. Understanding the transition experiences of scholars aiming to impact change within engineering education is important for identifying approaches to support the sustained success of these scholars at their institutions and within engineering education more broadly. To date, efforts to better prepare future faculty for academic roles have primarily focused on preparing them to be independent researchers, to teach undergraduate courses, and to support their ability to advance their career. Research of early career faculty is similarly limited in scope, focusing mostly on new faculty at research-exclusive universities or on faculty member’s teaching and research practices. To address this gap in the literature, our research team is examining the role of institutional context on the agency of early career engineering education faculty as it relates to facilitating change. As part of this larger project, the focus of this paper is on the integration of critical incident techniques and Schlossberg’s Transition Theory to create “incident timelines” that explore the transition of early career engineering education researchers into new faculty positions. Our paper will illustrate how this integration provided an effective methodology to: 1) explore a diverse set of transitions into faculty positions, 2) identify critical events that impact these transitions, 3) isolate strategies that supported the faculty members in different aspects of their transitions, and 4) examine connections between events and strategies over time and across faculty members’ transitions. Transition Theory provides a lens to explore how individuals identify and adapt based on transitions in their lives. An individual’s transition, according to Schlossberg, tends to include three phases: moving in, moving through, and moving out. Over the course of those phases, the individual’s experiences are influenced by the context of the transition, the characteristics of the individual such as their motivations and beliefs, the extent to which they have support, and the strategies they utilize. Given the complexity of a transition into a faculty position, it was necessary to determine the extent to which particular events and the relationship between events impacted a new faculty member’s experience. To accomplish this, we integrated a critical incident analysis to specifically investigate individual events that were considered significant to the overall transition leading to the development of an incident timeline. We applied our approach to monthly reflections of six new engineering faculty members from diverse institutional contexts who identify as engineering education researchers. The monthly reflections asked each participant to provide their impressions of the faculty role, in what ways they felt like a faculty member, and in what ways they did not. Through an iterative data analysis process, we developed initial incident timelines for each participant’s transition. Follow-up interviews with the participants allowed us to explore each event in more detail and provided an opportunity for reflection-on-action by the participant. These incidents were then further explored to distinguish strategies used and support received. Finally, we examined connections between events and strategies over time to identify overarching themes common to these types of faculty transitions. In this methods paper, we will demonstrate the usefulness of this variation of the critical incident approach for exploring complex professional transitions by highlighting the details of our incident timeline analysis. 

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4. Using a Critical Incident-Centered Transition Theory Framework to Explore Engineering Education Research Faculty Transitions

   Coso Strong, A. ; Smith-Orr, C. ; Bodnar, C. ; Lee, W. ; Faber, C. ; McCave, E. ( January 2018 , American Society for Engineering Education: Proceedings of the 2018 ASEE Annual Conference and Exposition.)

   This research paper describes the development of a critical incident-centered analysis methodology based on Schlossberg’s Transition Theory to explore transitions experienced by engineering education researchers as they begin new faculty positions. Understanding the transition experiences of scholars aiming to impact change within engineering education is important for identifying approaches to support the sustained success of these scholars at their institutions and within engineering education more broadly. To date, efforts to better prepare future faculty for academic roles have primarily focused on preparing them to be independent researchers, to teach undergraduate courses, and to support their ability to advance their career. Research of early career faculty is similarly limited in scope, focusing mostly on new faculty at research-exclusive universities or on faculty member’s teaching and research practices. To address this gap in the literature, our research team is examining the role of institutional context on the agency of early career engineering education faculty as it relates to facilitating change. As part of this larger project, the focus of this paper is on the integration of critical incident techniques and Schlossberg’s Transition Theory to create “incident timelines” that explore the transition of early career engineering education researchers into new faculty positions. Our paper will illustrate how this integration provided an effective methodology to: 1) explore a diverse set of transitions into faculty positions, 2) identify critical events that impact these transitions, 3) isolate strategies that supported the faculty members in different aspects of their transitions, and 4) examine connections between events and strategies over time and across faculty members’ transitions. Transition Theory provides a lens to explore how individuals identify and adapt based on transitions in their lives. An individual’s transition, according to Schlossberg, tends to include three phases: moving in, moving through, and moving out. Over the course of those phases, the individual’s experiences are influenced by the context of the transition, the characteristics of the individual such as their motivations and beliefs, the extent to which they have support, and the strategies they utilize. Given the complexity of a transition into a faculty position, it was necessary to determine the extent to which particular events and the relationship between events impacted a new faculty member’s experience. To accomplish this, we integrated a critical incident analysis to specifically investigate individual events that were considered significant to the overall transition leading to the development of an incident timeline. We applied our approach to monthly reflections of six new engineering faculty members from diverse institutional contexts who identify as engineering education researchers. The monthly reflections asked each participant to provide their impressions of the faculty role, in what ways they felt like a faculty member, and in what ways they did not. Through an iterative data analysis process, we developed initial incident timelines for each participant’s transition. Follow-up interviews with the participants allowed us to explore each event in more detail and provided an opportunity for reflection-on-action by the participant. These incidents were then further explored to distinguish strategies used and support received. Finally, we examined connections between events and strategies over time to identify overarching themes common to these types of faculty transitions. In this methods paper, we will demonstrate the usefulness of this variation of the critical incident approach for exploring complex professional transitions by highlighting the details of our incident timeline analysis. 

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5. Minority Student Preparation for STEM PhD Study: Impact of NSF Bridge to the Doctorate Programming

   https://doi.org/10.46328/ijtes.v4i3.122  

   Preuss, Michael D. ; Merriweather, Samuel P. ; Walton, Shannon D. ; Butler-Purry, Karen L. ( June 2020 , International Journal of Technology in Education and Science)

   The Texas A&M University System (TAMUS) received funding from the National Science Foundation (NSF) for a Louis Stokes Alliance for Minority Participation (LSAMP) project in 1991 as one of the six initial awardees. As part of these efforts and upon reaching eligibility, the TAMUS LSAMP applied for and received additional funding to support a Bridge to the Doctorate (BTD) program. BTD programming provides financial, educational, and social support to incoming STEM master’s degree and PhD students for the first two years of their graduate study. BTD cohorts consist of up to 12 fellows who participate in a program of academic and professional development seminars and workshops. In project evaluation, annual interviews were conducted with the TAMUS BTD participants, the vast majority of whom were underrepresented minorities (92%). During the interviews, the BTD students were asked to discuss ten topics some of which addressed concerns specific to the implementation of the BTD project. This report considers answers provided in the five topic areas which have broader applicability: 1) the learning achieved by participants through participation in BTD, 2) the personal impact of participation in BTD, 3) the influence of BTD on informants’ educational goals, 4) the influence of BTD on informants’ career goals, and 5) barriers the BTD participants perceived to pursuing a PhD. Eighty project participants responded to the questions between 2009 and 2018. They were from eight distinct cohorts of BTD students and represented 32 different areas of STEM specialization. Qualitative analysis of their responses confirmed that students perceived the elements of the TAMUS BTD project to be efficacious and that there was a set of nine seminars from which participants consistently reported benefit. Additional findings were eight key areas in which learning was reported by participants, four areas in which the programming  had personal impact, five influences on educational goals,  nine impacts on career goals, and a detailed list of barriers graduate students who are underrepresented minorities (URM) perceive to pursuing a doctoral degree. The proven and easily replicated pattern of support programming, the demonstrated results of this programming, and insight into barriers URMs perceive to pursuing a STEM doctorate are immediately applicable to URM graduate student support at many institutions of higher education. 

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