ru fair/ nsf advance...ru fair camden solicited proposals for and awarded mini-grants camden...

RU FAIR/ NSF ADVANCE Quarterly Report – March 1, 2012

Office for the Promotion of Women in Science, Engineering and Mathematics (SciWomen)

Rutgers University

RU FAIR/ NSF ADVANCE

Quarterly Report

December 1, 2011 – February 29, 2012


Introduction

This is the RU FAIR ADVANCE report on the 14th quarter of our ADVANCE grant. The RU FAIR team has hosted a number of high profile events, coordinated scheduled programmatic activities, and maintained our strategic collaborations with other units at Rutgers, such as the Institute for Women’s Leadership and the Office of Institutional Diversity and Equity. We have made progress with the reorganization of the SciWomen Office through improved infrastructure of our physical space and website, and through the hire of Jessica Shea, our new Business Manager. Our leadership team has investigated several opportunities for developing new initiatives for Women of Color Scholar Initiative (WoCSI) and minority women. Further, we have continued to work closely and successfully with the Rutgers University Institutional Research team to obtain NSF indicators. Finally, we have devoted considerable time and attention to the formal assessment of our programs and projects. These activities are detailed below.

Significant Accomplishments

Programs and Projects RU FAIR ADVANCE and SciWomen Teams continue to strive toward programmatic and evaluative accomplishments in each of the five initiatives: 1) Recruitment and Retention 2) Communications 3) Networks and Liaisons 4) Visibility 5) Work-Life Balance 1) Recruitment and Retention RU FAIR Camden Solicited Proposals for and Awarded Mini-grants Camden distributed a call for proposals for Mini-grants (see Appendix E) with a response deadline of December 5, 2011. Of the two mini-grants awarded, one was awarded to Grace Brannigan, the first female physicist at Rutgers-Camden and an expert on dynamic modeling of molecular interactions. She will use her Mini-grant to create a website that will enhance the visibility of women in science at Rutgers-Camden. It will also promote increased communication and collaboration within the Rutgers-Camden campus, across the three Rutgers campuses, and across the Delaware Valley region. This Mini-grant aims to increase communications among women in science; to increase the visibility of women in science; and to increase networks and liaisons to support women in science. The second Mini-grant was awarded to Charlotte Markey, an associate professor of psychology, whose research focuses on understanding how the romantic relationship factors that promote well-being for both women and men have direct applications to understanding women’s abilities to have sustainable and successful academic careers in the sciences. This Mini-grant aims to increase the retention of women in science, and to support our work-life balance initiative. Camden has also distributed a second call for proposals for Mini-grants with a response deadline of February 15, 2012. The results of that process are pending the final evaluation of the applications and awards will be announced no later than March 1, 2012.


WoCSI Secured Additional Funding and Continues Work Toward Increasing Visibility Following a discussion with the Interim Vice-President of Academic Affairs during the October 2011 External Advisory Board meeting, RU FAIR Professor Yolanda Martinez San-Miguel and Women of Color Scholars Initiative (WoCSI) Director Rocio Magaña were invited to submit a ‘dream’ budget for the WoCSI. Professors San-Miguel and Magaña submitted a proposal with a few modules. Interim VP Edwards committed $20,000 for WoCSI for AY 2011-12. WoCSI improved connections with Rutgers-Newark’s efforts, hosting a "Website Workshop" as well as two RUFocused Networking Hours. WoCSI has also begun an important visibility project of photographing and collecting information for stock photos and scholarly profiles. On February 25th, Graduate Assistant Crystal Bedley, in collaboration with Professor Patricia Roos, presented, "WoCSI at Rutgers: Strategizing to Support and Promote Women of Color Faculty," at an invited panel presentation of the Eastern Sociological Society's Stories and Realities of Women and Minorities in Science at a mini-conference in New York City. This presentation focused on the efforts of the Women of Color Scholars Initiative from its inception and included findings from evaluative research conducted by Bedley. RU FAIR Newark Workshop on Faculty Promotion

Newark held a workshop for associate professors on the process of being promoted to full professors on January 30th. The workshop was presented by Acting Dean Jan Lewis, Assistant Dean Sallie Kasper, and two Faculty of Arts and Sciences Newark faculty members who were recently promoted to the rank of full professor. More than a dozen faculty attended --mostly associate professors-- and the comments received were very positive. Faculty had a lot of productive questions about the process. Many people noted that they could not recall a workshop on this topic. The panel discussion included ‘How to’s and tips for both “Form 1-A” and a document called, “Approximate Timetable of Evaluation Process".

Modeling RU FAIR Newark’s successful event, Camden is now in the process of planning a workshop for Rutgers-Camden faculty addressing the promotion process in academia.

RU FAIR ADVANCE PI Worked on a National Level for Institutional Transformation for Minority Women in Academia

PI Joan W. Bennett worked with a national committee sponsored through the National Academy of Science called the Committee on Advancing Institutional Transformation for Minority Women in Academia. The committee held its first meeting in Washington, DC on October 9-10, 2011 and its second meeting on January 11, 2012. Both meetings were held at Keck Center of the National Academy of Sciences in Washington, DC. In addition, the Committee had a number of conference calls before and after the committee meetings. The Conference, which will be entitled, “Advancing Institutional Transformation for Minority Women in Academia,” will be held at the National Academy of Science headquarters on June 7-8, 2012. During early February, a working group consisting of Lydia Villa-Komaroff, Joan Bennett, Joe Francisco and Donna Ginther compiled a draft of the Conference’s agenda based on the Committee’s previous discussions (see Appendix A).


2) Communications RU FAIR Team Improves Intercampus Communication During this quarter, the RU FAIR ADVANCE team has made great strides in opening the lines of communication between all three of the Rutgers campuses. In addition to the last quarter’s helpful addition of the “Quick Guide for RU FAIR Professors,” the campuses have continued to learn from and help one another. For example, Newark’s successful workshop for faculty interested in learning about the promotion process sparked the interest of RU FAIR Camden who has begun the planning to host a similar event in the spring semester on their campus. Also, joining in the momentum of the successful OASIS program in New Brunswick, Camden has started its own OASIS Leadership and Professional Development program for faculty on the Rutgers-Camden campus. By improving our communication, the RU FAIR ADVANCE team has increased both our productivity and effectiveness in our role as a faculty resource. SciWomen Hosts Meeting about Luce Foundation’s Funding Opportunity for Women in STEM The connections and infrastructure created by RU FAIR ADVANCE is enabling the SciWomen Office to better integrate with other Rutgers units and apply for future funding for women in STEM fields. On January 25, 2012 the SciWomen Office hosted deans, directors and faculty to discuss funding opportunities for women in STEM at the Luce Foundation. From School of Arts and Sciences (SAS), Kathryn Uhrich, Dean of Mathematical and Physical Sciences (MPS), and Michael Smith, a grants facilitator, participated. From Graduate School New Brunswick (NB), Jerry Kukor, Dean of Graduate School NB, Barbara Bender, Associate Dean, and Harey Waterman, Associate Dean, participated. From Rutgers Foundation, Anthony Nicotera and Michael Marion participated. From the School of Engineering, Ilene Rosen, and Candiece White, who are respectively Associate Dean II and Associate Dean I for Special Programs participated. Also present were Richard De Lisi, Dean of Graduate School of Education, Brent Ruben, Executive Director Center for Organizational Development and Leadership, Barbara Turpin, Professor of Atmospheric Science, and Joan Bennett, Associate Vice President of SciWomen Office. Natalie Batmanian, Director of RU FAIR ADVANCE and SciWomen Office, presented the statistics for gender representation in MPS and in Engineering for graduate and undergraduate enrollment and degrees conferred in year 2000-01 and in year 2010-11. She also presented the gender representation for faculty in MPS and in Engineering fields for the same years. In addition, the numbers of men and women hired to tenure track positions in the last ten years, the number of men and women who remained and the number of men and women who received tenure were presented and discussed. The general trend is that faculty numbers are going down but the percentage of female faculty is increasing. The meeting was a good opportunity to review the statistics for female representation in MPS and Engineering to advocate for the importance of the Data Warehouse. As a result of this effort, Rutgers will submit an application to the Clare Boothe Luce Program on March 1, 2012. 3) Networks and Liaisons


RU FAIR New Brunswick Kicked Off Spring OASIS Program for Tenure Track Faculty The Spring OASIS program began on January 27 with twelve women from a variety of academic fields at Rutgers as well as from the University of Medicine and Dentistry of New Jersey (UMDNJ) and Monmouth University. This semester’s program is focused on faculty in tenure track positions and includes a new workshop session specifically aimed to help participants create an action plan as they move forward. Camden has also made progress in the planning for the Fall OASIS program. They plan to run five workshops focusing on skills including: communication, improvisation for scientists, personality survey, negotiation skills, and a final topic that is yet to be determined. RU FAIR Camden Hosted OASIS Reunion While Planning for the Fall Program Camden organized and hosted an OASIS Reunion on January 9th, 2012. The luncheon was attended by more than 50% of those who had previously been a part of the OASIS programs, providing these women with opportunities for networking, developing new contacts, and building stronger relationships with colleagues. The luncheon also provided RU FAIR the opportunity get program feedback from former OASIS participants on what aspects of the program were successful and which ones were not. Attendees were also asked to share how the previous workshops helped their career development. Discussions ranged from network contacts to job promotion to increased confidence in their leadership abilities. Furthermore, the luncheon served as a venue to highlight the success of the new biweekly writing groups facilitated by OASIS attendee, Kimberlee Moran, who moved to Grant Facilitator, Camden Arts and Sciences. These writing groups will continue through the Spring 2012 semester. RU FAIR ADVANCE Fall Consortium Meeting Examines OASIS Program On January 12th, the RU FAIR ADVANCE team held its delayed Fall Consortium Meeting at Winants Hall, Rutgers-New Brunswick to discuss the growth of the OASIS Leadership and Professional Development program (see agenda as Appendix C). The purpose of the OASIS program is to help retain women in academia, reduce their sense of isolation through mentoring and networking activities, and equip women with the skills, information and networks to pursue leadership positions by tailoring workshops based on their needs and tailored recruitment strategies. Each OASIS workshop features activities focusing on the development of different academic skills including leadership styles, improving self-advocacy, work-life balance and satisfaction, and approaching science from an entrepreneurial perspective. The Consortium meeting focused on OASIS in the context of institutionalization, discussing the specific content of the workshops and the ‘who’ and ‘how’ of future OASIS programs, which cohorts the program should be tailored for, and how to secure funding so the program can continue. RU FAIR Professor and Co-PI, Helen Buettner, facilitated the discussion and also presented an overview of what she had learned as a participant in the HERS Bryn-Mawr Summer Institute and how these insights can be incorporated into the OASIS program. As an outgrowth of her RU FAIR professorship, Buettner would like to lead the development of a “mini-HERS” for Rutgers faculty interested in advancing to leadership positions with workshops on leadership style, career path, negotiation, advocating for others, budgeting, and strategic planning.


Around the table at the Consortium meeting were members of the RU FAIR ADVANCE team, members of the Internal Advisory Board, and numerous representatives from key organizations of support from Rutgers, including Director of the Office of Institutional Diversity and Equity, Karen Stubaus, and Director of the Corporate and Foundation Relations, Anthony Nicotera (see Appendix D for a full list of participants). To continue momentum with conversations surrounding the institutional transformation efforts of ADVANCE programs, in late February, the Women of Color Scholars Initiative Director and RU FAIR central began planning for the RU FAIR ADVANCE Consortium meeting, scheduled for May 18, 2012. The focus of this next Consortium meeting is on sustaining and institutionalizing the WoCS Initiative. In conversation with current and former leadership of this Initiative, the consortium will also provide the opportunity for addressing current challenges (including, but not limited to, missing data on race and ethnicity at the University, higher administrative support and visibility). VP for Health Science Partnership Recommended Large Role for RU FAIR Team in Merger On January 6th, PI Joan W. Bennett met with Dr. Kenneth Breslauer, the Linus C. Pauling Professor of Chemistry and Chemical Biology, Dean of Life Sciences, and Vice President for Health Science Partnerships at Rutgers University-New Brunswick. In his multiple roles, Breslauer works with leaders in the life sciences across Rutgers and is involved in the recruitment, hiring, and retention of faculty. Working with the Dean of the School of Pharmacy, Breslauer is co-chairing the committee that is overseeing the merger with the Piscataway campus of the University of Medicine and Dentistry of New Jersey (UMDNJ). He has recommended that SciWomen and RU FAIR ADVANCE teams take the lead in drafting a white paper concerning the role of women in science within the newly merged institution. PI Expanded Support Network for RU FAIR with Visit to Texas A&M University RU FAIR PI Joan W. Bennett made a trip to Texas A&M University College Station Texas at the invitation of their ADVANCE Center for Women. The Texas A&M ADVANCE program is an interdisciplinary collaboration among many departments and is guided by the American Psychological Association's evidence-based Psychologically Healthy Workplace (PHW) practices. They strive to create a better workplace by promoting faculty growth and development, health and well-being, involvement, recognition, and work-life balance. The Texas A&M ADVANCE strategy is broken down into twelve different initiatives organized into three broad categories: Climate Change, Success Enhancement, and Recruitment and Retention. During the two-day visit, Bennett met both with faculty scientists in her discipline (fungal genetics) and members of the ADVANCE staff. In particular, she shared ideas with Texas A&M ADVANCE PI Sherry Yennello, Associate Dean for Faculty Affairs in the College of Science, and Christine Kaunas, Director of the ADVANCE program at Texas A&M. Their ADVANCE program requests that the invited speakers give both a technical talk and a talk on women in science. (See Appendix B to see abstracts and titles of Bennett’s presentations).


4) Visibility Exploring Opportunities to Increase Women’s Visibility in STEM A new story has been added to our website with the addition of Assistant Professor of Geography, Tania del Mar López-Marrero’s “My Story” (See http://sciencewomen.rutgers.edu/profiles/index.php?q=myStory&id=447). Other biographical sketches are still in the process of securing approval from the subjects. We continue to look for additional means of increasing the visibility of women in the sciences to allow our Office to serve as a resource to female faculty outside of Rutgers as well. One medium is Wikipedia, where we will publish additional biographies of distinguished women in STEM who have had a “My Story” written about them. National Award Submissions and Results This quarter in collaboration with to Rutgers Dean of Engineering, Thomas Farris, we nominated Professor Lisa Klein for the American Society for Engineering Education’s (ASEE) Sharon Keillor Award for Women in Engineering Education. This award recognizes and honors outstanding women engineering educators and consists of an honorarium of $2,000 and an inscribed plaque which is presented annually at the ASEE Annual Conference. The results will be announced by mid-April. Worked to Diversify Stock Photography at Rutgers with Photo Shoot for Women of Color In the summer 2011, while working on the graphic design of our brochures, the RU FAIR team discovered that the Rutgers’ stock photo collection did not have any photos of women of color in leadership positions. Although minority women are well represented as students, we are only able to find one photo of a woman of color faculty member –while men of color were well represented as leaders. Moreover, to use that one photograph, we needed to obtain special permission from the subject. As a result, the SciWomen Office is working with Creative Services to conduct a two-day photo shoot to correct this gap in their stock photo collection. PI Participates in Community Outreach to Educate Public about Environmental Health

For the first time, PI Joan W. Bennett participated in the Community Outreach and Education Core (COEC) for the Rutgers Center for Environmental Exposure and Disease (CEED). The community outreach program develops partnerships with community stakeholders to disseminate Center research information regarding environmental health issues; increase awareness and understanding of environmental health research, and promote environmental health research as a science career option. Bennett participated in the panel held on January 19, 2012 at the Oak Tree Presbyterian Church in Edison, NJ. The topic was, “Environmental Health and Exposures (highlighting Environmental Cancer).” Bennett participated again on February 9, 2012 at Trinity Presbyterian Church, in East Brunswick, NJ. The topic was, “Environmental Health & Exposures (highlighting Asthma).”

WoCSI Launch Its Own Website

WoCSI Graduate Assistant, Abe Weil developed and launched the WoCSI website this semester. The purpose of this website is to increase visibility of women of color at the

http://sciencewomen.rutgers.edu/profiles/index.php?q=myStory&id=447





















University, advertise WoCSI events, and provide a centralized resource page for WoC faculty.

5) Work-Life Balance RU FAIR Camden Sponsored Work-Life Balance Workshop In February, Camden sponsored a two-part workshop on work-life balance presented by Career Coach Julie Cohen. These workshops were designed to teach participants how to optimize their skills of prioritization, set boundaries, and engage in self-care to better facilitate a balance between work and life at home. The “7 Keys to Work-Life Balance” workshops took place February 3rd and February 24th. PI Fought for Equal Child Care Access Following Institutional Merger Andrew Cohen is the Regional Mid-Atlantic Director for the CCLC child-care center that currently has a contract with the University of Medicine and Dentistry of New Jersey (UMDNJ). Since January 2011, Rutgers has had access to their facilities which include infant care. Faculty and staff from both Rutgers and UMDNJ receive a discount, but employees of UMDNJ receive a larger discount. Bennett met with Cohen on January 18, to discuss the parameters with respect to child-care and the merging of the two institutions. Cohen understands that there are still political and other hurdles with respect to Rutgers’ acquisition of the Medical School, Cancer Center, and School of Public Health. When the time comes to rewrite the contract, however, he will negotiate with the appropriate legal expertise at Rutgers to ensure that the University’s interests are represented. In the meantime, the CCLC contract continues to be in place with UMDNJ. Once the merger is completed, a recommendation will be made to conduct a survey of campus child care needs. CCLC has experience with such surveys and it benefit for Rutgers to partner with them as we move forward. Project Evaluation As planned, we have made progress in evaluating all of the key RU FAIR initiatives and will have several assessments completed by the end of March. For each program’s evaluation, the evaluation will begin with a description of why the initiative was undertaken (the history) and how it was implemented. We will then present any evaluation that has been done to date of the initiative. Predominantly, this is feedback from participants and facilitators of RU FAIR ADVANCE sponsored workshops, events, and programs. Then, the document will present evaluation plans for the remaining eighteen months of RU FAIR, or in some cases, recommendations for whether the initiative should be continued in the remaining time and afterwards. Here are the initiatives we have addressed: 1) Life-cycle Grants The Life-cycle grants are one of the RU FAIR initiatives that best supports work-life balance. The main issues of evaluative concern for the Life-cycle Grants are whether the grants helped the grantees keep up with the demands of academia --such as their research and tenure applications-- during these periods of personal stress. To examine these issues, RU FAIR Internal Evaluator, Ronnie Kauder, has applied for and received IRB approval for an


evaluation of the Life-cycle Grant program. She is currently reviewing the documentation and interviewing award recipients. The goal of this examination of the Life-cycle Grant program is to assess the success of the program based on feedback from the grantees, using the approved research design and protocol. The evaluation is expected to be written up within a month. 2) OASIS Leadership and Professional Development To evaluate the OASIS program, RU FAIR Director, Natalie Batmanian, and RU FAIR Consultant, Beth Tracy, are currently compiling the history and previous evaluations of the program to draft a comprehensive description of what changes were made from one semester’s program to the next based on participant feedback, facilitator feedback, and the targeted cohort. Since Fall 2011, uniform session and program evaluations are being used. Batmanian also applied for and received IRB approval to administer before and after OASIS participation questionnaires to new OASIS participants and post-participation surveys for those who participated in past OASIS programs. The questionnaire includes a number of indicators related to retention and leadership. A comprehensive update of the status of this evaluation should be completed by the end of March 2012. 3) Women of Color Scholars Initiative To evaluate WoCSI, which is a program that supports retention efforts and increased leadership skills, RU FAIR used an approach similar to that employed in the evaluation of the OASIS program. RU FAIR Graduate Assistant, Crystal Bedley, is currently drafting a description of this evaluative approach and has already completed a part of this draft. She anticipates the completion of the remainder of the draft by the end of March 2012. 4) Mini-grants RU FAIR Program Coordinator, Yvonne Gonzalez, is currently leading the evaluation process for the Mini-grants awarded by RU FAIR ADVANCE over the past four grant cycles. Gonzalez is working with RU FAIR Director, Natalie Batmanian, and RU FAIR Internal Evaluator, Ronnie Kauder, to analyze the grants awarded by evaluating specific criteria including, but not limited to campus, department, PI rank, and project type. Gonzalez and Bedley created an evaluative that was administered online and follow-up was conducted with all non-respondents. Gonzalez will draft an evaluative document following the framework Kauder created for evaluating the OASIS program. 5) RU FAIR Professorships After some delay, an evaluative procedure is in the development process for RU FAIR Professorships. The RU FAIR team is currently designing a structured interview questionnaire, which will be administered to all current and former RU FAIR Professors. The RU FAIR team has scheduled a meeting in March to finalize the questionnaire. This document will examine RU FAIR Professors as part of the leadership team, someone who has implemented programming in her department and/or campus, and someone who has engaged in cross-campus communication. RU FAIR’s Internal Evaluator, Ronnie Kauder, will conduct a focus group with the women faculty in Rutgers School of Engineering following their involvements with the RU FAIR Professorship initiative. Kauder will then compare the results of this focus group to the results from the focus group conducted in Fall 2009 with the same cohort prior to the beginning of their relationships with RU FAIR ADVANCE.


In addition, the RU FAIR team is reviewing the data required by NSF to develop a plan for how to best designate our remaining financial resources in the last two years of our grant. NSF Indicator Data We have continued to work closely and successfully with the Rutgers University Institutional Research team to obtain NSF indicators. See Appendix F for updated Table 0 and NSF Indicator Tables 1,2,9, and 10. As can be seen in Summary Table 1 below from baseline year to year 4, while the number of women faculty members has mostly remained the same in science, on all three campuses, and in engineering, it has increased in SEBS (School of Environmental and Biological Sciences), and in social sciences, on all three campuses. The increased percentage of women in some areas is mostly due to decreasing numbers of male faculty. The differences in baseline year and year 4 will be examined in detailed for the Annual Report. Table 1 Summary - Number and Percent of Full-Time Women Tenured and Tenure Track Faculty in Science and Engineering at Rutgers University by Rank and Area

(AY 2007-08 & 2011-12)

Assistant Associate Professor I Professor II New

Brunswick Years

Women Number (%)

Women Number (%)

Women Number (%)

Women Number (%)

Life Sci 2007-08 2 (33) 6 (33) 6 (29) 1 (20)

2011-2012 3 (21) 4 (25) 7 (37) 1 (25)

MPS 2007-08 4 (15) 6 (19) 7 (10) 10 (12)

2011-2012 6 (22) 6 (16) 7 (9) 10 (12)

Social Science 2007-08 8 (47) 28 (47) 12 (21) 3 (16)

2011-2012 19 (59) 24 (47) 15 (24) 6 (26)

Engineering 2007-08 5 (22) 6 (25) 3 (6) 2 (6)

2011-2012 5 (23) 9 (28) 5 (9) 2 (7)

SEBS 2007-08 6 (33) 12 (28) 9 (20) 2 (11)

2011-2012 13 (50) 19 (34) 14 (21) 4 (18)

Newark

Science 2007-08 3 (43) 4 (19) 4 (24) 1 (20)

2011-2012 6 (40) 4 (20) 4 (24) 2 (29)

Social Science 2007-08 5 (63) 6 (55) 6 (32) 0

2011-2012 7 (47) 7 (54) 4 (24) 0

Camden

Science 2007-08 3 (60) 1 (6) 1 (9) 0


2011-2012 1 (10) 2 (14) 1 (6) 0

Social Science 2007-08 7 (64) 8 (73) 1 (10) 1 (33)

2011-2012 6 (50) 13 (81) 1 (13) 1 (33)

Centers 2007-08 0 0 4 (17) 4 (16)

2011-2012 1 (4) 0 4 (21) 3 (16)

Building Infrastructure The SciWomen Team continues to build infrastructure. The RUTCOR Modular Building is home to the Office for the Promotion of Women in Science, Engineering, and Mathematics and the office headquarters of RU FAIR ADVANCE and one of the missions of institutional transformation is to increase the visibility of the virtual and physical space where women can meet, exchange ideas, and collaborate on strategies to increase women rising to leadership positions in academia. As part of this project, RU FAIR Program Coordinator, Yvonne Gonzalez launched ‘The RUTCOR Enhancement Project’. As a result, considerable progress has been made, including a new carpet installation (funded by Rutgers Facilities & Maintenance), the creation of two lounge / reception areas near both the front and rear building entrances; glass display cases at the entrance now display SciWomen promotional posters, awards, opportunities and information about signature events and programs; internal and external signage was improved; three additional offices were cleared and work stations, equipment and furniture have been added for the growing needs of the RU FAIR and SciWomen Teams. Using Online Tools In addition, as per SciWomen reorganization plans, the SciWomen Office invested in an online project management tool software called Smartsheet, to manage the multi-campus needs of the RU FAIR ADVANCE project by allowing team members to view and coordinate aspects of projects while simultaneously monitoring the group's collective progress. It also simplifies the designation of point persons and deadlines relevant documents by linking calendars, and sending reminder emails for deadlines and other details. Also, in efforts to streamline the collection of information for Quarterly Reports, Gonzalez created an online Google Form for RU FAIR PIs to submit the RU FAIR activity that takes place on their respective campuses each quarter. Best Ideas Yet RU FAIR Camden’s Eminent Scholar Seminar Series RU FAIR Professor, Suneeta Ramaswami, has planned an Eminent Scholar Seminar Series for Spring 2012. Each of the three lectures in this series will showcase leaders in different scientific fields as they share their expertise in an effort to encourage and sustain women in science careers. The lectures are scheduled for March 2nd, March 30th, and April 27th. Each lecture will be followed by a reception and a networking opportunity with the featured scholar.


Addition of Program Coordinator for Improved Management of RU FAIR Camden The addition of Camden RU FAIR Program Coordinator, Pam Gleason, for years four and five of the grant has alleviated many of the issues concerning management of events and meetings. Her role as Program Coordinator has relieved the day to day responsibilities of the Camden Co-PI and RU FAIR professors for the successful planning and implementation of the programs, seminars, and mini-grant proposals and evaluation process to achieve the goals of the ADVANCE grant. WoCSI Planned Event to Disseminate Strategies for Academic Publishing Women of Color Scholars Initiative will host a roundtable discussion, on March March 2nd, 2012, focusing on strategies for publishing in academia, which will cater to faculty, postdocs, and advanced graduate students. RU FAIR Professor Yolanda Martínez-San Miguel will facilitate the discussion and participating guests will include: Frances Benson of the Cornell University Press, Gisela Fosado of the Duke University Press, Jacqueline Wehmueller of the Johns Hopkins University Press, and Peter Mickulas of the Rutgers University Press. Areas of Difficulty The Ups and Downs of Launching Our New Website Since the launch of the new website for RU FAIR ADVANCE and the SciWomen office in February 2011, we have been working to fix the work that was not completed correctly by the original web designer. Since May 2011, we began working with the School of Engineering (SoE) to convert our website from Dreamweaver to Drupal to ease the process of updating information. The new website will be launched this quarter with a much friendlier user-interface for RU FAIR staff to update. Team members from all three campuses and any program unit (such as the Women of Color Scholars Initiative) will be able to log on and add content to the event calendar and news page. The Faculty Profiles and My Story databases have also been converted --which our previous web designers were unable to do-- into one unified database under Drupal. The new design also has a reduced number of menu items that allows visitors to navigate the site easier. Since SoE is using a much more robust web design, one key feature that we are looking forward to with this updated site is the ability for people searching the internet to find our site when looking for issues concerning women in science. This development will also prove beneficial to the visibility of the women featured in the Faculty Profiles database. RU FAIR Camden Has Unanswered Questions about Budgets and Business A significant challenge for Camden has been the absence of a definite resource to field and answer questions regarding budgeting issues. When a concern has arisen that is unique regarding the grants and permissible charges and expenses, there has been ambiguity surrounding how to proceed. In January 2012, the new business manager, who joined the RU FAIR ADVANCE and SciWomen Teams, should solve some of these challenges in the future. Challenges with Communication Newark has been trying to better address the concerns of faculty by increasing the communication between the RU FAIR team and faculty. To this end, Newark hosted a


"listening lunch" on February 27 to hear from faculty about the kinds of things that might be helpful to them. Rutgers has a particular culture about diversity that makes it very difficult to speak openly about the real challenges the university is facing, which include not offering a favorable environment for faculty of color. This poses a serious barrier to achieving racial equity at Rutgers. To breakdown this barrier, WoCSI resolved to convince the administration that the recruitment of new faculty members of color --with no clear plan for facilitating retention and community building-- is a flawed model and a major factor in why the numbers for retention are not improving. To aid in the building of community, WoCSI is also working to attain access to a more comprehensive list of Rutgers faculty of color. An additional issue currently facing WoCSI is the struggle to preserve its autonomy. Rutgers is working to bring WoCSI closer to the central administration and wants to replace the current junior faculty leadership team. WoCSI, however, is striving to convince the administration that junior faculty of color have needs specific to them that remain separate from the senior faculty of color at Rutgers and therefore deserve a leadership team that represents them. Personnel Update The Office for the Promotion of Women in Science, Engineering, and Mathematics and the RU FAIR team have had three new hires effective of January 1, 2012. The three new employees include: Business Manager, Jessica Shea; Data Assistant, fPhylicia Brown; and Clerical Assistant, Amy Kim. These hires represent an effort to further strengthen our infrastructure by ensuring that all business and programming aspects have dedicated staff who can specifically contribute their own pieces to the mission of institutional transformation. 1) Business Manager: Jessica Shea Jessica Shea has worked over twelve years providing financial and administrative support to various academic departments and central units at Rutgers. From her years at the Research & Grants Offices for Rutgers-Newark, she has a strong background in grant management, subcontracting, and institutional compliance from her years of experience in. Ms. Shea has a bachelor’s degree in English from Douglass College and is currently completing her Master’s Degree in Labor Relations at the Rutgers School of Management and Labor Relations. As the Business Manager for RU FAIR and the SciWomen office, Ms. Shea monitors grants, creates and analyzes budget reports, and implements and tracks all purchases. Her primary focus is on the accounting and compliance responsibilities for the RU FAIR ADVANCE across the New Brunswick, Newark, and Camden campuses. Ms. Shea also develops office policies and procedures to support and direct staff efforts. 2) Data Assistant: Phylicia Brown Phylicia Brown is a Rutgers undergraduate student majoring in public health who anticipates the completion of her degree by May 2012. Ms. Brown has experience providing logistical and recruitment support for academic student councils, such as the Rutgers University Programming Association (RUPA) and the Gender Parity Council on Women in Science &


Technology at the Rutgers Center for Women & Work in New Brunswick. In her role as the Data Assistant, Ms. Brown provides data entry and report generation support to Program Coordinator, Yvonne Gonzalez. These reports contain crucial evaluation criteria and cohort summaries that are used to directly address and advance the RU FAIR primary initiatives. 3) Clerical Assistant: Amy Kim Amy Kim is a Rutgers University Alumnae with her bachelor’s degree in political science. Her work experience to date includes serving as an Executive Assistant to the Vice President for the Miller Consulting Group and Wealth Advisory Group of New York as well as being the in-store Manager of Elegant Nails --a personal service salon in Edison, New Jersey. As the Clerical Assistant, Ms. Kim reports to RU FAIR PI Joan W. Bennett and Program Coordinator, Carey Murray. Ms. Kim’s primary tasks include: scheduling and coordinating Professor Bennett’s work calendar, travel arrangements, and purchasing of research materials. Ms. Kim also provides daily secretarial support to the general business office. Camden’s RU FAIR Professor Supports Graduate Student, Zhiyuan Zhang, as Research Assistant Dr. Ramaswami is supporting a graduate student with funds provided by RU FAIR ADVANCE. The student, Zhiyuan Zhang, is working as a research assistant on her NSF-funded research project on surface meshes for three-dimensional volumes.

Appendix 1 �

$GYDQFLQJ�,QVWLWXWLRQDO�7UDQVIRUPDWLRQ�IRU�0LQRULW\�:RPHQ�LQ�$FDGHPLD�&RQIHUHQFH�

7HQWDWLYH�3URJUDP�$JHQGD�

Opening :HOFRPH�IURP�1DWLRQDO�$FDGHPLHV�/HDGHUVKLS�

:HOFRPH�IURP�&RPPLWWHH�&R�&KDLU�

.H\QRWH�6SHDNHU��

�

Session 1: Statistics on the Career Pathways of Minority Women in Academia ,QWURGXFWLRQ��

:KHUH�:H�6WDQG��&RPPLVVLRQHG�5HVHDUFK��*LQWKHU�DQG�.DKQ��

3RLQW�&RXQWHUSRLQW�RI�6PDOO�6DPSOH�6L]HV�

*HQHUDO�'LVFXVVLRQ�

�

Session II: Putting a Face to a Statistic: A Panel of Women of Color in Academia 3DQHOLVWV��*UDGXDWH�VWXGHQW��SRVW�GRFWRUDO�IHOORZ��QRQ�WHQXUHG�IDFXOW\�PHPEHU��WHQXUHG�IDFXOW\�PHPEHU��DQG�

DGPLQLVWUDWLYH�VWDII��

�

Session III: Applicable Lessons from Outside of Academia 5HSUHVHQWDWLYHV�IURP�,QGXVWU\��%XVLQHVV�6FKRRO��DQG�D�1DWLRQDO�/DE��

�

Session IV: The Importance of Minority Women in Academia -Topics:�� 7KH�QHHG�IRU�GLYHUVH�ZRPHQ�DQG�PLQRULWLHV�RQ�WKH�IDFXOW\�WR�UHIOHFW�DQ�LQFUHDVLQJO\�GLYHUVH�VWXGHQW�ERG\��

�'HFLVLRQ�0DNLQJ��&RYHULQJ�WKH�WRSLF�RI�KRZ�EHWWHU�GHFLVLRQV�DUH�PDGH�ZLWK�GLYHUVH�JURXSV�DQG�KRZ�GLYHUVLW\�RI�

WKRXJKW�FDQ�LPSDFW�LQQRYDWLRQ��

�7LWOH�,;�GLVFXVVLRQ��2OG�DQG�QHZ�VWUDWHJLHV�IRU�LPSDFWLQJ�FKDQJH�DQG�XVLQJ�D�OHJDO�IUDPHZRUN�VXFFHVVIXOO\��

Session V: Barriers to Overcome and Current Challenges -Topics:��3RZHU�DQG�3ULYLOHJH�

�,PSOLFLW�%LDV�

�:RUN�/LIH�%DODQFH�

�&XOWXUDO�GLIIHUHQFHV�LQ�ZRUN�OLIH�EDODQFH�IRU�ZRPHQ�RI�FRORU��

Session VI��/HDGLQJ�E\�([DPSOH��,PSDFW�RI�)HGHUDO�$JHQFLHV��1,+��2673��16)� Session VII: Successful Practices and Strategies for Institutional Transformation �6WUDWHJLHV�IRU�HIIHFWLYH�OHDGHUVKLS�GHYHORSPHQW��LQFOXGLQJ�PHQWRULQJ��

�16)�$'9$1&(�SDQHO�WR�DGGUHVV�ZKDW�KDV�KDVQ¶W�ZRUNHG�IRU�ZRPHQ�RI�FRORU�WKURXJK�WKH�$'9$1&(�SURJUDPV��

�,QFUHDVLQJ�WUDFNLQJ��UHFUXLWPHQW��DQG�UHWHQWLRQ�RI�ZRPHQ�RI�FRORU�IDFXOW\�

�3URIHVVLRQDO�6RFLHW\�,QLWLDWLYHV�

�)HGHUDO�LQLWLDWLYHV��1RWH��7KLV�PD\�EH�FRPELQHG�ZLWK�WKH�³6WUDWHJLHV�IRU�HIIHFWLYH�OHDGHUVKLS�GHYHORSPHQW´��

�

sciwomen

sciwomen

Appendix A

sciwomen

sciwomen

sciwomen

sciwomen

sciwomen

sciwomen

Appendix 2 7LWOHV�DQG�$EVWUDFWV�IRU�3,�-RDQ�:��%HQQHWW¶V�3UHVHQWDWLRQV�

�0RUH�WKDQ�-XVW�D�)XQN\�6PHOO��)XQJDO�9RODWLOH�2UJDQLF�&RPSRXQGV��

�GHOLYHUHG�)HEUXDU\��

)LODPHQWRXV�IXQJL�SURGXFH�D�ODUJH�QXPEHU�RI�YRODWLOH�RUJDQLF�FRPSRXQGV��92&V��DV�PL[WXUHV�RI�DOFRKROV��

NHWRQHV��HVWHUV��PRQRWHUSHQHV��VHVTXLWHUSHQHV��WKLRHVWHUV�DQG�WKHLU�GHULYDWLYHV��5HVHDUFK�LQ�FKHPLFDO�HFRORJ\�

KDV�GHPRQVWUDWHG�WKDW�PDQ\�RI�WKHVH�FRPSRXQGV�DUH�LPSRUWDQW�VHPLRFKHPLFDOV��)XUWKHUPRUH��92&V�RIWHQ�

KDYH�GLVWLQFWLYH�RGRUV��VXFK�DV�WKH�PXVW\�RGRU�RI�92&V�IRXQG�LQ�GDPS�PROG\�EXLOGLQJV��,Q�RUGHU�WR�GHWHUPLQH�LI�

PROG�RGRUV�PLJKW�EH�DVVRFLDWHG�ZLWK�WKH�LOO�GHILQHG�FRQGLWLRQ�FDOOHG��³VLFN�EXLOGLQJ�V\QGURPH�´�ZH�KDYH�WHVWHG�

FRQWUROOHG�FRQFHQWUDWLRQV�RI�VHOHFWHG�92&�VWDQGDUGV�LQ�JHQHWLF�PRGHO�V\VWHPV��(LJKW�FDUERQ�FRPSRXQGV��VXFK�

DV��RFWHQ��RO��³PXVKURRP�DOFRKRO´��DUH�WR[LF�LQ�$UDELGRSVLV�WKDOLDQD��'URVRSKLOD�PHODQRJDVWHU��DQG�

6DFFKDURP\FHV�FHUHYLVLDH��2WKHU�IXQJDO�92&V�VKRZ�JURZWK�SURPRWLQJ�HIIHFWV�LQ�$��WKDOLDQD��:KHQ�WHVWHG�LQ�D�

\HDVW�NQRFN�RXW�OLEUDU\��PDQ\�RI�WKH�JHQHV�DVVRFLDWHG�ZLWK�UHVLVWDQFH�WR��RFWHQ��RO�LQYROYH�HQGRVRPH�

WUDQVSRUW��7KH�VLJQDOLQJ�IXQFWLRQV�RI�IXQJDO�JDV�SKDVH�PROHFXODU�GHVHUYH�JUHDWHU�VFUXWLQ\��

�

*LUO�*HHNV��3DWKZD\V��3LWIDOOV��DQG�3URPLVHV�

�GHOLYHUHG�)HEUXDU\�� *HQGHU�UROHV�DUH�WKH�EHKDYLRUDO�QRUPV�FRQVLGHUHG�DSSURSULDWH�IRU�PHQ�DQG�ZRPHQ��7UDGLWLRQDOO\��FKLOG�FDUH��

HOGHU�FDUH��DQG�KRXVHNHHSLQJ�ZHUH�WKH�SULPDU\�ZRUN�UROHV�IRU�ZRPHQ��'XULQJ�WKH��WK�FHQWXU\��ZRPHQ�HQWHUHG�

WKH�ZRUN�SODFH�LQ�XQSUHFHGHQWHG�QXPEHUV�DQG�WRRN�RQ�PDQ\�QHZ�SURIHVVLRQDO�UHVSRQVLELOLWLHV��1XPHULFDOO\��

GXULQJ�WKLV�XSKHDYDO�LQ�JHQGHU�UROHV��ZRPHQ�KDYH�PDGH�JUHDWHU�VWULGHV�LQ�ODZ�DQG�KHDOWK�FDUH�SURIHVVLRQV�WKDQ�LQ�

WKH�QDWXUDO�VFLHQFHV��³*LUO�JHHNV´�HQFRXQWHU�PDQ\�VWHUHRW\SHV�DQG�PXVW�OHDUQ�WR�QDYLJDWH�WKH�FRQIOLFWLQJ�

H[SHFWDWLRQV�RI�ERWK�VRFLHW\�DQG�WKHPVHOYHV��

sciwomen

sciwomen

Appendix B

!

!!!!!!!!!!!!!!Office!for!the!Promotion!of!Women!in!Science,!Engineering!and!Mathematics!!

SciWomen: Join in the Discovery

! !! ! ! !! !

!!!!!!!!!!!!!!!!

RU!FAIR!ADVANCE!Consortium!(Internal!Advisory!Board)!Meeting!!Thursday,!January!12th!2012,!11:00!a.m.!–!2:00!p.m.!

Winants!Hall,!Assembly!Room!Agenda!

!!!

!!!

!

11:00!a.m.!–!12:30!p.m.! Welcome!and!Introductions!Diversity!and!Leadership!OASIS!Leadership!and!Professional!Development!Program!

• History!of!OASIS:!Years!134!• Vision!for!OASIS’!future!at!Rutgers!

o Thoughts!!/!Reactions?!• Participation!and!Funding!

Joan!W.!Bennett!Karen!Stubaus!!!Natalie!Batmanian!Helen!Buettner!

12:30!–!1:00!p.m.! !!Lunch! !!!

1:00!–!1:45!p.m.! Sustaining!OASIS:!!• Open!Discussion!

!

1:45!–!2:00!p.m.! Wrap!Up!Session!!

• Feedback!/!Conclusions!!Next!Consortium!Meeting:!May!18,!2011!

Natalie!Batmanian!

sciwomen

sciwomen

sciwomen

Appendix C

SciWomen: Join in the Discovery

RU FAIR ADVANCE Consortium (Internal Advisory Board) Meeting Thursday, January 12th 2012, 11:00 a.m. – 2:00 p.m.

Participant List

Consortium (IAB) Members and Invited Guests

RU FAIR ADVANCE Members and Team

Gayle Coryell, Research Project Manager for Institutional Research and Academic Planning

Joan W. Bennett, ADVANCE PI and Associate Vice President for the Office for the Promotion of Women in Science, Engineering and Mathematics

Robin Davis, Executive Vice Dean of SAS Helen Buettner, New Brunswick ADVANCE Co-PI and Professor - Biomedical and Chemical Engineering

Tom Farris, Dean of Rutgers School of Engineering

RU FAIR ADVANCE Professors: Jyl Josephson, Associate Professor – Political Science (Newark Campus) Suneeta Ramaswami, Associate Professor - Computer Science (Camden Campus) Helen Buettner, Professor – Biomedical and Chemical Engineering (New Brunswick)

Vivian Fernandez, Vice President of Faculty and Staff Resources

Eric Garfunkel, Professor II and Chair – Chemistry and Chemical Biology

Jayne Grandes, Director of Employment Equity Natalie Batmanian, Director of SciWomen and RU FAIR ADVANCE

Lisa Hetfield, Director for Development for Institute for Women’s Leadership

Crystal Bedley, Graduate Assistant, RU FAIR ADVANCE

Lisa Klein, Professor II – Materials Science and Engineering

Sharon Fortin-Kramer, Project Manager

Anthony Nicotera, Director of the Corporate and Foundation Relations

Pamela Gleason, RU FAIR ADVANCE Program Coordinator

Yana Rodgers, Associate Professor – Women’s and Gender Studies (SAS)

Yvonne Gonzalez, RU FAIR ADVANCE Program Coordinator

Karen Stubaus, Associate Vice President of Academic Affairs and Director of the Office of Institutional Diversity and Equity

Maggie Hare, Administrative Assistant

Nancy Winterbauer, Vice President of University Budgeting

Ronnie Kauder, Internal Evaluator

Alby Luchko, Science Communications Specialist

Carey Murray, SciWomen Program Coordinator

Jessica Shea, Business Manager

Beth Tracy, Consultant

Abraham Weil, Graduate Assistant, Women of Color Scholars Initiative

sciwomen

sciwomen

Appendix C

sciwomen

Appendix D

sciwomen

Appendix E

sciwomen

sciwomen

sciwomen

sciwomen

NSF ADVANCE Table 0 as of February 2012

Table

# Caption

Level of

Aggregation

Baseline

07-08

Y1

08-09

Y2

09-10

Y3

10-11

Y4

11-12

Y5

12-13

1 Number and Percent of Women Tenured and Tenure Track, by Rank

and Department (SEM)

Department

2 Number and Percent of Women Tenure Track and Non-Tenure Track,

by Department (SEM)

Department

3 Tenure/Promotion Review Outcomes by Gender: Assistant to Associate

Professor, by School/ College

School/College

4a Promotion Review Outcomes by Gender: Associate Professor to

Professor I, by School/College

School/College

4b Promotion Review Outcomes by Gender: Professor I to Professor II, by

Schools/Colleges

School/College

5a Years in Rank at Associate Level for STEM and SBS Faculty Hired as

Assistant Professors

STEM vs. SBS [revised]

[revised]

[revised]

5b Years in Rank at Associate Level for STEM and SBS Faculty Hired as

Associate Professors


[revised]

[revised]

5c Years in Rank at Professor I Level for STEM and SBS Faculty Hired as

Assistant Professors


[revised]

[revised]

5d Years in Rank at Professor I Level for STEM and SBS Faculty Hired as

Associate Professors


[revised]

[revised]

5e Years in Rank at Professor I Level for STEM and SBS Faculty Hired as

Professor I


[revised]

[revised]

6 Voluntary, Non-Retirement Attrition, by Rank, Gender, and Department Department

7 New Hires, by Rank, Gender, and Department Department

8 Faculty Leadership Positions, by Campus Campus

9 Number and Percent of Faculty of Color, by Department Department

10 Salary by Gender and Department Department

11 Space Allocation by Rank, Gender, and Department Department In

progress

12 Start-up Packages by Rank, Gender, and Department School

sciwomen

Appendix F

sciwomen

sciwomen

Assistant Professor

Associate Professor Professor I Professor II Assistant

ProfessorAssociate Professor Professor I Professor II Assistant


ProfessorAssociate Professor Professor I Professor II

Cell Biology and Neuroscience 4 5 10 2 1 2 5 1 3 3 5 1 25.0% 40.0% 50.0% 50.0%

Exercise Science and Sports Studies 3 2 1 0 1 0 0 0 2 2 1 0 33.3% 0.0% 0.0% -

Genetics 5 5 4 1 0 2 1 0 5 3 3 1 0.0% 40.0% 25.0% 0.0%

Molecular Biology and Biochemistry 2 4 4 1 1 0 1 0 1 4 3 1 50.0% 0.0% 25.0% 0.0%

Total 14 16 19 4 3 4 7 1 11 12 12 3 21.4% 25.0% 36.8% 25.0%

Chemistry and Chemical Biology 2 8 13 13 0 2 2 5 2 6 11 8 0.0% 25.0% 15.4% 38.5%

Computer Science 6 8 15 8 2 0 0 0 4 8 15 8 33.3% 0.0% 0.0% 0.0%

Earth and Planetary Sciences 2 4 8 4 1 1 2 1 1 3 6 3 50.0% 25.0% 25.0% 25.0%

Mathematics 3 10 13 34 0 2 1 0 3 8 12 34 0.0% 20.0% 7.7% 0.0%

Physics and Astronomy 11 5 17 16 2 0 2 3 9 5 15 13 18.2% 0.0% 11.8% 18.8%

Statistics 3 2 8 8 1 1 0 1 2 1 8 7 33.3% 50.0% 0.0% 12.5%

Total 27 37 74 83 6 6 7 10 21 31 67 73 22.2% 16.2% 9.5% 12.0%

Africana Studies 2 5 1 0 1 3 0 0 1 2 1 0 50.0% 60.0% 0.0% -

Anthropology 4 7 4 3 1 4 1 1 3 3 3 2 25.0% 57.1% 25.0% 33.3%

Criminal Justice 0 0 2 0 0 0 0 0 0 0 2 0 - - 0.0% -

Economics 3 6 17 4 1 2 3 0 2 4 14 4 33.3% 33.3% 17.6% 0.0%

Geography 3 4 2 0 2 2 0 0 1 2 2 0 66.7% 50.0% 0.0% -

Latino and Hispanic Caribbean Studies 4 2 2 0 4 1 1 0 0 1 1 0 100.0% 50.0% 50.0% -

Political Science 4 7 6 8 0 3 2 1 4 4 4 7 0.0% 42.9% 33.3% 12.5%

Psychology 6 7 20 6 4 2 3 4 2 5 17 2 66.7% 28.6% 15.0% 66.7%

Sociology 6 13 8 2 6 7 5 0 0 6 3 2 100.0% 53.8% 62.5% 0.0%

Total 32 51 62 23 19 24 15 6 13 27 47 17 59.4% 47.1% 24.2% 26.1%

American Studies 0 4 4 0 0 2 2 0 0 2 2 0 - 50.0% 50.0% -

Linguistics 2 2 5 4 1 0 3 1 1 2 2 3 50.0% 0.0% 60.0% 25.0%

Total 2 6 9 4 1 2 5 1 1 4 4 3 50.0% 33.3% 55.6% 25.0%

75 110 164 114 29 36 34 18 46 74 130 96 38.7% 32.7% 20.7% 15.8%

Humanities

Table 1 - Number and Percent of Full-Time Women Tenured and Tenure Track Faculty in Science/Engineering at Rutgers University by Rank and Department (2011-12 AY; 09-30-2011)

Total Women Men Percent WomenCAMPUS SCHOOL DIVISION DEPARTMENT

New Brunswick

Division of Life Sciences

Mathematical and Physical Sciences

Social and Behavioral Sciences

Total

School of Arts and Sciences (SAS)

Assistant Professor







Biomedical Engineering 3 7 5 3 1 1 1 1 2 6 4 2 33.3% 14.3% 20.0% 33.3%

Chemical and Biochemical Engineering 2 4 8 4 1 3 1 0 1 1 7 4 50.0% 75.0% 12.5% 0.0%

Civil and Environmental Engineering 3 3 6 1 0 1 0 0 3 2 6 1 0.0% 33.3% 0.0% 0.0%

Electrical and Computer Engineering 7 8 14 3 0 3 1 0 7 5 13 3 0.0% 37.5% 7.1% 0.0%

Industrial Engineering 2 2 7 1 0 1 1 0 2 1 6 1 0.0% 50.0% 14.3% 0.0%

Materials Science and Engineering 2 1 8 12 2 0 0 1 0 1 8 11 100.0% 0.0% 0.0% 8.3%

Mechanical and Aerospace Engineering 3 7 8 6 1 0 1 0 2 7 7 6 33.3% 0.0% 12.5% 0.0%

Total 22 32 56 30 5 9 5 2 17 23 51 28 22.7% 28.1% 8.9% 6.7%

Agricultural, Food, and Resource Economics 2 6 3 2 1 0 1 1 1 6 2 1 50.0% 0.0% 33.3% 50.0%

Animal Science 3 4 3 1 0 2 2 0 3 2 1 1 0.0% 50.0% 66.7% 0.0%

Biochemistry and Microbiology 4 4 3 3 2 1 1 0 2 3 2 3 50.0% 25.0% 33.3% 0.0%

Ecology, Evolution and Natural Resources 2 6 8 4 2 3 1 0 0 3 7 4 100.0% 50.0% 12.5% 0.0%

Entomology 2 2 4 0 1 1 0 0 1 1 4 0 50.0% 50.0% 0.0% -

Environmental Science 2 10 5 2 1 3 1 1 1 7 4 1 50.0% 30.0% 20.0% 50.0%

Food Science 1 4 4 4 0 1 1 0 1 3 3 4 0.0% 25.0% 25.0% 0.0%

Human Ecology 3 2 4 1 3 2 1 1 0 0 3 0 100.0% 100.0% 25.0% 100.0%

Marine and Coastal Sciences 3 5 10 2 1 1 0 0 2 4 10 2 33.3% 20.0% 0.0% 0.0%

Nutritional Sciences 1 4 6 1 1 2 3 1 0 2 3 0 100.0% 50.0% 50.0% 100.0%

Plant Biology and Pathology 3 9 18 2 1 3 3 0 2 6 15 2 33.3% 33.3% 16.7% 0.0%

Total 26 56 68 22 13 19 14 4 13 37 54 18 50.0% 33.9% 20.6% 18.2%

123 198 288 166 47 64 53 24 76 134 235 142 38.2% 32.3% 18.4% 14.5%

Biological Sciences 7 8 4 0 4 1 2 0 3 7 2 0 57.1% 12.5% 50.0% -

Chemistry 3 4 6 2 1 2 1 0 2 2 5 2 33.3% 50.0% 16.7% 0.0%

Earth and Environmental Sciences 3 1 1 0 1 1 0 0 2 0 1 0 33.3% 100.0% 0.0% -

Mathematics and Computer Science 2 6 4 4 0 0 0 2 2 6 4 2 0.0% 0.0% 0.0% 50.0%

Physics 0 1 2 1 0 0 1 0 0 1 1 1 - 0.0% 50.0% 0.0%

Total 15 20 17 7 6 4 4 2 9 16 13 5 40.0% 20.0% 23.5% 28.6%

Mathematical and Natural Sciences

School of Engineering

School of Environmental and Biological Sciences (SEBS)

Newark Faculty of Arts and Sciences -Newark (FASN)

Total

Assistant Professor







Economics 3 3 5 0 1 1 0 0 2 2 5 0 33.3% 33.3% 0.0% -


Psychology 4 3 6 1 2 1 2 0 2 2 4 1 50.0% 33.3% 33.3% 0.0%

Sociology and Anthroplgy 5 4 3 0 2 2 0 0 3 2 3 0 40.0% 50.0% 0.0% -

Total 15 13 17 3 7 7 4 0 8 6 13 3 46.7% 53.8% 23.5% 0.0%

Humanities African American and African Studies 1 1 0 0 1 0 0 0 0 1 0 0 100.0% 0.0% - -

31 34 34 10 14 11 8 2 17 23 26 8 45.2% 32.4% 23.5% 20.0%

4 5 4 3 1 1 2 0 3 4 2 3 25.0% 20.0% 50.0% 0.0%

35 39 38 13 15 12 10 2 20 27 28 11 42.9% 30.8% 26.3% 15.4%

Biology 3 3 4 1 0 0 0 0 3 3 4 1 0.0% 0.0% 0.0% 0.0%

Chemistry 3 1 2 0 0 0 1 0 3 1 1 0 0.0% 0.0% 50.0% -

Computer Science 0 5 3 0 0 1 0 0 0 4 3 0 - 20.0% 0.0% -

Mathematical Sciences 1 4 7 1 0 1 0 0 1 3 7 1 0.0% 25.0% 0.0% 0.0%

Physics 3 1 0 0 1 0 0 0 2 1 0 0 33.3% 0.0% - -

Total 10 14 16 2 1 2 1 0 9 12 15 2 10.0% 14.3% 6.3% 0.0%

Economics 1 2 2 0 0 0 0 0 1 2 2 0 0.0% 0.0% 0.0% -


Psychology 5 5 3 1 3 4 0 0 2 1 3 1 60.0% 80.0% 0.0% 0.0%

Sociology, Anthropology, and Criminal Justice 2 7 2 1 2 7 1 1 0 0 1 0 100.0% 100.0% 50.0% 100.0%

Total 12 16 8 3 6 13 1 1 6 3 7 2 50.0% 81.3% 12.5% 33.3%

22 30 24 5 7 15 2 1 15 15 22 4 31.8% 50.0% 8.3% 20.0%

Center for Advanced Biotechnology and Medicine 0 0 1 2 0 0 0 0 0 0 1 2 - - 0.0% 0.0%

Center for Operations Research 1 1 0 2 0 0 0 0 1 1 0 2 0.0% 0.0% - 0.0%

Waksman Institute of Microbiology 2 2 6 3 1 0 1 0 1 2 5 3 50.0% 0.0% 16.7% 0.0%

SAS - BIOMAPS

Biological, Mathematical and Physical Sciences 0 0 1 0 0 0 0 0 0 0 1 0 - - 0.0% -

Center for Cognitive Sciences 0 0 0 1 0 0 0 0 0 0 0 1 - - - 0.0%

Laboratory for Vision Research 0 0 1 0 0 0 0 0 0 0 1 0 - - 0.0% -

SAS - Center for Cognitive Sciences


Total

Faculty of Arts and Sciences - Camden (FASC)

School of Criminal Justice

New Brunswick


Camden

Centers

Mathematical, Computer and Natural Sciences


Total

Total

Assistant Professor







SAS - Division of Life Sciences Center for Collaborative Neuroscience 0 0 2 2 0 0 0 1 0 0 2 1 - - 0.0% 50.0%

SAS - Physics and Astronomy New High Energy Theory Center 0 3 1 5 0 0 0 0 0 3 1 5 - 0.0% 0.0% 0.0%

SEBS - NJ Agr Experiment Station

Equine Science Center 0 0 1 0 0 0 1 0 0 0 0 0 - - 100.0% -

Newark Center for Molecular and Behavioral

Neuroscience 0 2 5 6 0 0 2 2 0 2 3 4 - 0.0% 40.0% 33.3%

3 8 18 21 1 0 4 3 2 8 14 18 33.3% 0.0% 22.2% 14.3%

183 275 368 205 70 91 69 30 113 184 299 175 38.3% 33.1% 18.8% 14.6%

Notes:

Centers

1. This table is calculated from data for September 30, 2011;2. Includes Tenured and Tenure Track faculty (Assistant Professor, Associate Professor, Professor I, and Professor II). Excludes Executive/Administrative/Managerial faculty; retired faculty; faculty without pay; Post Doc Fellows, Post Doc Associates, and Visiting Faculty (all ranks)and Primarily Research Faculty (all ranks).

Total

Grand Total

New Brunswick

ALL Women % Women ALL Women % Women

Cell Biology and Neuroscience 21 9 42.9% 9 2 22.2% 18.2%

Exercise Science and Sports Studies 6 1 16.7% 6 5 83.3% 83.3%

Genetics 15 3 20.0% 16 8 50.0% 72.7%

Molecular Biology and Biochemistry 11 2 18.2% 12 7 58.3% 77.8%

Total 53 15 28.3% 43 22 51.2% 59.5%

Chemistry and Chemical Biology 36 9 25.0% 52 22 42.3% 71.0%

Computer Science 37 2 5.4% 5 0 0.0% 0.0%

Earth and Planetary Sciences 18 5 27.8% 5 0 0.0% 0.0%

Mathematics 60 3 5.0% 27 8 29.6% 72.7%

Physics and Astronomy 49 7 14.3% 18 3 16.7% 30.0%

Statistics 21 3 14.3% 1 0 0.0% 0.0%

Total 221 29 13.1% 108 33 30.6% 53.2%

Africana Studies 8 4 50.0% 1 1 100.0% 20.0%

Anthropology 18 7 38.9% 4 0 0.0% 0.0%

Criminal Justice 2 0 0.0% 2 0 0.0% -

Economics 30 6 20.0% 0 0 - 0.0%

Geography 9 4 44.4% 1 0 0.0% 0.0%

Latino and Hispanic Caribbean Studies 8 6 75.0% 2 1 50.0% 14.3%

Political Science 25 6 24.0% 4 1 25.0% 14.3%

Psychology 39 13 33.3% 11 5 45.5% 27.8%

Sociology 29 18 62.1% 2 1 50.0% 5.3%

Total 168 64 38.1% 27 9 33.3% 12.3%

American Studies 8 4 50.0% 0 0 - 0.0%

Linguistics 13 5 38.5% 1 0 0.0% 0.0%

Middle Eastern Studies 0 0 - 2 2 100.0% 100.0%

Total 21 9 42.9% 3 2 66.7% 18.2%

463 117 25.3% 181 66 36.5% 36.1%

Table 2 - Full-Time Tenure Track and Non-Tenure Track Faculty in Science/Engineering at Rutgers University (2011-12 AY; 09-30-2011)

Tenured and Tenure Track Non-Tenure Track Non-Tenure Track as Percent ALL

WomenCampus Department


Humanities

Division SchoolNew Brunswick




Total




WomenCampus DepartmentDivision School

Biomedical Engineering 18 4 22.2% 4 1 25.0% 20.0%

Chemical and Biochemical Engineering 18 5 27.8% 3 0 0.0% 0.0%

Civil and Environmental Engineering 13 1 7.7% 1 0 0.0% 0.0%

Electrical and Computer Engineering 32 4 12.5% 3 0 0.0% 0.0%

Industrial Engineering 12 2 16.7% 1 0 0.0% 0.0%

Materials Science and Engineering 23 3 13.0% 12 4 33.3% 57.1%

Mechanical and Aerospace Engineering 24 2 8.3% 2 0 0.0% 0.0%

Total 140 21 15.0% 26 5 19.2% 19.2%

Agricultural, Food, and Resource Economics 13 3 23.1% 3 1 33.3% 25.0%

Animal Science 11 4 36.4% 10 7 70.0% 63.6%

Biochemistry and Microbiology 14 4 28.6% 5 3 60.0% 42.9%

Ecology, Evolution and Natural Resources 20 6 30.0% 3 2 66.7% 25.0%

Entomology 8 2 25.0% 7 3 42.9% 60.0%

Environmental Science 19 6 31.6% 11 2 18.2% 25.0%

Food Science 13 2 15.4% 5 1 20.0% 33.3%

Human Ecology 10 7 70.0% 3 2 66.7% 22.2%

Marine and Coastal Sciences 20 2 10.0% 6 2 33.3% 50.0%

Nutritional Sciences 12 7 58.3% 6 5 83.3% 41.7%

Plant Biology and Pathology 32 7 21.9% 24 5 20.8% 41.7%

Total 172 50 29.1% 83 33 39.8% 39.8%

775 188 24.3% 290 104 35.9% 35.6%

Biological Sciences 19 7 36.8% 6 5 83.3% 41.7%

Chemistry 15 4 26.7% 6 4 66.7% 50.0%

Earth and Environmental Sciences 5 2 40.0% 1 0 0.0% 0.0%

Mathematics and Computer Science 16 2 12.5% 9 1 11.1% 33.3%

Physics 4 1 25.0% 2 0 0.0% 0.0%

Total 59 16 27.1% 24 10 41.7% 38.5%


New Brunswick

Newark


Faculty of Arts and Sciences -Newark (FASN)


Total





Economics 11 2 18.2% 1 1 100.0% 33.3%

Political Science 11 7 63.6% 2 2 100.0% 22.2%

Psychology 14 5 35.7% 14 9 64.3% 64.3%

Sociology and Anthroplgy 12 4 33.3% 0 0 - 0.0%

Total 48 18 37.5% 17 12 70.6% 40.0%

Humanities African American and African Studies 2 1 50.0% 0 0 - 0.0%

109 35 32.1% 41 22 53.7% 38.6%

16 4 25.0% 0 0 - 0.0%

125 39 31.2% 41 22 53.7% 36.1%

Biology 11 0 0.0% 2 2 100.0% 100.0%

Chemistry 6 1 16.7% 1 1 100.0% 50.0%

Computer Science 8 1 12.5% 0 0 - 0.0%

Mathematical Sciences 13 1 7.7% 2 2 100.0% 66.7%

Physics 4 1 25.0% 1 0 0.0% 0.0%

Total 42 4 9.5% 6 5 83.3% 55.6%

Economics 5 0 0.0% 1 0 0.0% -

Political Science 8 3 37.5% 0 0 - 0.0%

Psychology 14 7 50.0% 2 1 50.0% 12.5%

Sociology, Anthropology, and Criminal Justice 12 11 91.7% 2 1 50.0% 8.3%

Total 39 21 53.8% 5 2 40.0% 8.7%

81 25 30.9% 11 7 63.6% 21.9%

Center for Advanced Biotechnology and Medicine 3 0 0.0% 22 5 22.7% 100.0%

Center for Discrete Mathematics and Theoretical Computer Science 0 0 - 2 1 50.0% 100.0%

Center for Operations Research 4 0 0.0% 0 0 - -

Waksman Institute of Microbiology 13 2 15.4% 21 10 47.6% 83.3%

SAS - BIOMAPS Biological, Mathematical and Physical Sciences 1 0 0.0% 7 1 14.3% 100.0%

Center for Cognitive Sciences 1 0 0.0% 1 0 0.0% -

Laboratory for Vision Research 1 0 0.0% 0 0 - -

Camden Faculty of Arts and Sciences - Camden (FASC)




Total


Centers New Brunswick

Total



Total





Cell and DNA Repository 0 0 - 2 1 50.0% 100.0%

Center for Collaborative Neuroscience 4 1 25.0% 9 4 44.4% 80.0%

SAS - Physics and Astronomy New High Energy Theory Center 9 0 0.0% 1 0 0.0% -

SEBS - NJ Agr Experiment Station Equine Science Center 1 1 100.0% 0 0 - 0.0%

Newark Center for Molecular and Behavioral Neuroscience 13 4 30.8% 12 5 41.7% 55.6%

50 8 16.0% 77 27 35.1% 77.1%

1031 260 25.2% 419 160 38.2% 38.1%

Notes: 1. This table is calculated from data for September 30, 2011;2. 'Tenured and Tenure Track' includes Tenured and Tenure Track faculty (Lecturer, Assistant Professor, Associate Professor, Professor I, Professor II). Excludes Executive/Administrative/Managerial faculty; retired faculty; faculty without pay; Post Doc Fellows, Post Doc Associates, and Visiting Faculty (all ranks), and Primarily Research Professors (all ranks).3. 'Non-Tenure Track' includes non-tenure-track faculty (Assistant Instructor, Instructor, Lecturer, Assistant Professor, Associate Professor, Professor I, Professor II, and Primarily Research Professors (all ranks)). Excludes Executive/Administrative/Managerial faculty; retired faculty; faculty without pay; Post Doc Fellows, Post Doc Associates, and Visiting Faculty (all ranks).

SAS - Division of Life Sciences

Grand Total

Total


Minority % Total Minority % Total

Cell Biology and Neuroscience 4 44.4% 9 4 33.3% 12

Exercise Science and Sports Studies 0 0.0% 1 0 0.0% 5

Genetics 0 0.0% 3 5 41.7% 12

Molecular Biology and Biochemistry 0 0.0% 2 2 22.2% 9

Total 4 26.7% 15 11 28.9% 38

Chemistry and Chemical Biology 3 33.3% 9 4 14.8% 27

Computer Science 1 50.0% 2 8 22.9% 35

Earth and Planetary Sciences 1 20.0% 5 1 7.7% 13

Mathematics 1 33.3% 3 14 24.6% 57

Physics and Astronomy 3 42.9% 7 11 26.2% 42

Statistics 2 66.7% 3 9 50.0% 18

Total 11 37.9% 29 47 24.5% 192

Africana Studies 4 100.0% 4 4 100.0% 4

Anthropology 1 14.3% 7 3 27.3% 11

Criminal Justice 0 - 0 1 50.0% 2

Economics 2 33.3% 6 4 16.7% 24

Geography 2 50.0% 4 0 0.0% 5

Latino and Hispanic Caribbean Studies 5 83.3% 6 2 100.0% 2

Political Science 2 33.3% 6 4 21.1% 19

Psychology 2 15.4% 13 2 7.7% 26

Sociology 5 27.8% 18 1 9.1% 11

Total 23 35.9% 64 21 20.2% 104

American Studies 1 25.0% 4 3 75.0% 4

Linguistics 1 20.0% 5 2 25.0% 8

Total 2 22.2% 9 5 41.7% 12

40 34.2% 117 84 24.3% 346

Table 9a: Tenured and Tenure Track Faculty in Science/Engineering at Rutgers University by Race and Department (2011-12 AY; 09-30-2011)

CAMPUS School Division DepartmentWomen Men


Humanities

New Brunswick

Total







Biomedical Engineering 1 25.0% 4 6 42.9% 14

Chemical and Biochemical Engineering 2 40.0% 5 6 46.2% 13

Civil and Environmental Engineering 0 0.0% 1 5 41.7% 12

Electrical and Computer Engineering 3 75.0% 4 14 50.0% 28

Industrial Engineering 0 0.0% 2 3 30.0% 10

Materials Science and Engineering 1 33.3% 3 1 5.0% 20

Mechanical and Aerospace Engineering 1 50.0% 2 15 68.2% 22

Total 8 38.1% 21 50 42.0% 119

Agricultural, Food, and Resource Economics 1 33.3% 3 4 40.0% 10

Animal Science 0 0.0% 4 1 14.3% 7

Biochemistry and Microbiology 1 25.0% 4 1 10.0% 10

Ecology, Evolution and Natural Resources 0 0.0% 6 3 21.4% 14

Entomology 0 0.0% 2 2 33.3% 6

Environmental Science 2 33.3% 6 3 23.1% 13

Food Science 0 0.0% 2 5 45.5% 11

Human Ecology 3 42.9% 7 0 0.0% 3

Marine and Coastal Sciences 0 0.0% 2 2 11.1% 18

Nutritional Sciences 0 0.0% 7 0 0.0% 5

Plant Biology and Pathology 2 28.6% 7 3 12.0% 25

Total 9 18.0% 50 24 19.7% 122

57 30.3% 188 158 26.9% 587

Biological Sciences 2 28.6% 7 2 16.7% 12

Chemistry 2 50.0% 4 1 9.1% 11

Earth and Environmental Sciences 2 100.0% 2 0 0.0% 3

Mathematics and Computer Science 0 0.0% 2 3 21.4% 14

Physics 0 0.0% 1 1 33.3% 3

Total 6 37.5% 16 7 16.3% 43


New Brunswick

Total







Economics 1 50.0% 2 4 44.4% 9


Psychology 2 40.0% 5 2 22.2% 9

Sociology and Anthroplgy 3 75.0% 4 2 25.0% 8

Total 7 38.9% 18 9 30.0% 30

Humanities African American and African Studies 1 100.0% 1 1 100.0% 1

14 40.0% 35 17 23.0% 74

1 25.0% 4 6 50.0% 12

15 38.5% 39 23 26.7% 86

Biology 0 - 0 3 27.3% 11

Chemistry 0 0.0% 1 3 60.0% 5

Computer Science 1 100.0% 1 5 71.4% 7

Mathematical Sciences 1 100.0% 1 8 66.7% 12

Physics 1 100.0% 1 1 33.3% 3

Total 3 75.0% 4 20 52.6% 38

Economics 0 - 0 3 60.0% 5


Psychology 1 14.3% 7 3 42.9% 7

Sociology, Anthropology, and Criminal Justice 3 27.3% 11 0 0.0% 1

Total 5 23.8% 21 8 44.4% 18

8 32.0% 25 28 50.0% 56

Center for Advanced Biotechnology and Medicine 0 - 0 0 0.0% 3

Center for Operations Research 0 - 0 1 25.0% 4

Waksman Institute of Microbiology 1 50.0% 2 2 18.2% 11

SAS - BIOMAPS Biological, Mathematical and Physical Sciences 0 - 0 1 100.0% 1

Center for Cognitive Sciences 0 - 0 0 0.0% 1

Laboratory for Vision Research 0 - 0 0 0.0% 1



Newark

New BrunswickCenters


Total



Total

Camden


Total





SAS - Division of Life SciencesCenter for Collaborative Neuroscience 0 0.0% 1 1 33.3% 3

SAS - Physics and AstronomyNew High Energy Theory Center 0 - 0 0 0.0% 9

SEBS - NJ Agr Experiment Station Equine Science Center 0 0.0% 1 0 - 0

Newark Center for Molecular and Behavioral Neuroscience 0 0.0% 4 0 0.0% 9

1 12.5% 8 5 11.9% 42

81 31.2% 260 214 27.8% 771

Notes:

Centers

Grand Total

1. This table is calculated from data for September 30, 2011. Beginning January 1, 2011 race is determined by self reports.2. Minority group includes American Indian/Alaskan Native, Asian/Pacific Islander, Black, and Hispanic; excludes White(All others).3. Includes Tenured and Tenure Track faculty (Assistant Professor, Associate Professor, Professor I, and Professor II). Excludes Executive/Administrative/Managerial faculty; retired faculty; faculty without pay; Post Doc Fellows, Post Doc Associates, and Visiting Faculty (all ranks); and Primarily Research Faculty (all ranks).

New Brunswick

Total

Average Salary N Average Salary N

Cell Biology and Neuroscience 111,925 77,063 - 165,337 9 112,750 80,000 - 232,586 12 99.3%

Exercise Science and Sports Studies 78,000 78,000 - 78,000 1 98,989 75,000 - 133,753 5 78.8%

Genetics 150,918 105,400 - 235,206 3 115,753 85,000 - 282,402 12 130.4%

Molecular Biology and Biochemistry 122,916 76,293 - 169,538 2 121,024 90,000 - 213,257 9 101.6%

Total 118,927 76,293 - 235,206 15 113,847 75,000 - 282,402 38 104.5%

Chemistry and Chemical Biology 149,921 85,593 - 246,111 9 139,193 87,335 - 226,050 27 107.7%

Computer Science 112,546 105,091 - 120,000 2 144,812 90,000 - 236,325 35 77.7%

Earth and Planetary Sciences 101,322 76,879 - 141,352 5 114,283 73,980 - 188,796 13 88.7%

Mathematics 101,864 89,757 - 124,534 3 140,798 82,300 - 242,053 57 72.3%

Physics and Astronomy 124,237 84,300 - 161,005 7 121,813 81,754 - 215,157 42 102.0%

Statistics 115,924 86,310 - 170,140 3 137,557 90,000 - 179,081 18 84.3%

Total 124,276 76,879 - 246,111 29 135,052 73,980 - 242,053 192 92.0%

Africana Studies 102,219 85,000 - 122,732 4 109,400 86,000 - 148,523 4 93.4%

Anthropology 106,301 75,000 - 132,324 7 109,882 65,122 - 169,835 11 96.7%

Criminal Justice - - 0 103,219 97,539 - 108,899 2 -

Economics 139,090 110,000 - 180,000 6 149,473 90,318 - 219,602 24 93.1%

Geography 82,371 80,000 - 88,846 4 115,446 65,926 - 193,253 5 71.4%

Latino and Hispanic Caribbean Studies 97,202 66,788 - 141,398 6 133,445 120,000 - 146,891 2 72.8%

Political Science 132,939 111,000 - 198,762 6 132,779 85,000 - 235,845 19 100.1%

Psychology 129,973 76,665 - 224,938 13 117,319 82,392 - 225,771 26 110.8%

Sociology 99,966 68,843 - 159,815 18 120,199 77,497 - 193,010 11 83.2%

Total 112,295 66,788 - 224,938 64 126,726 65,122 - 235,845 104 88.6%

American Studies 121,840 97,077 - 154,106 4 114,128 97,613 - 137,474 4 106.8%

Linguistics 120,212 73,440 - 173,945 5 119,875 81,925 - 161,964 8 100.3%

Total 120,936 73,440 - 173,945 9 117,959 81,925 - 161,964 12 102.5%

116,780 66,788 - 246,111 117 129,628 65,122 - 282,402 346 90.1%

New Brunswick

Table 10a - Average Salary in Science/Engineering at Rutgers University by Department (2011-12 AY; 09-30-2011)

Earning RatioRange Range

SchoolCampus Division DepartmentWomen Men

Total


Humanities








Biomedical Engineering 113,468 86,479 - 146,281 4 121,363 90,000 - 238,123 14 93.5%

Chemical and Biochemical Engineering 103,186 85,000 - 128,904 5 141,331 85,000 - 219,303 13 73.0%

Civil and Environmental Engineering 111,645 111,645 - 111,645 1 114,754 82,000 - 190,088 12 97.3%

Electrical and Computer Engineering 126,275 101,537 - 188,784 4 124,925 84,562 - 179,820 28 101.1%

Industrial Engineering 115,430 93,466 - 137,393 2 121,062 84,000 - 191,325 10 95.3%

Materials Science and Engineering 111,084 80,000 - 168,251 3 148,303 110,872 - 184,396 20 74.9%

Mechanical and Aerospace Engineering 116,619 94,530 - 138,707 2 129,707 90,000 - 235,059 22 89.9%

Total 113,519 80,000 - 188,784 21 129,761 82,000 - 238,123 119 87.5%

Agricultural, Food, and Resource Economics 98,545 87,338 - 112,215 3 99,371 80,000 - 135,332 10 99.2%

Animal Science 107,927 91,338 - 133,255 4 101,628 77,000 - 180,378 7 106.2%

Biochemistry and Microbiology 90,888 75,000 - 118,715 4 121,545 72,000 - 178,841 10 74.8%

Ecology, Evolution and Natural Resources 97,249 78,000 - 128,903 6 125,663 91,555 - 165,520 14 77.4%

Entomology 78,438 66,582 - 90,294 2 94,243 75,437 - 112,492 6 83.2%

Environmental Science 106,188 76,984 - 180,700 6 103,725 78,000 - 142,844 13 102.4%

Food Science 103,276 95,473 - 111,079 2 121,942 75,000 - 197,589 11 84.7%

Human Ecology 104,783 71,925 - 175,087 7 125,468 124,564 - 127,096 3 83.5%

Marine and Coastal Sciences 84,379 76,879 - 91,879 2 120,497 76,879 - 200,000 18 70.0%

Nutritional Sciences 110,937 78,439 - 144,355 7 107,129 88,109 - 128,438 5 103.6%

Plant Biology and Pathology 109,145 71,925 - 150,101 7 112,568 67,340 - 178,508 25 97.0%

Total 102,355 66,582 - 180,700 50 113,363 67,340 - 200,000 122 90.3%

112,579 66,582 - 246,111 188 126,274 65,122 - 282,402 587 89.2%

Biological Sciences 95,507 69,870 - 129,268 7 100,310 75,000 - 163,688 12 95.2%

Chemistry 93,939 83,000 - 108,105 4 119,664 80,145 - 174,497 11 78.5%

Earth and Environmental Sciences 87,500 70,000 - 105,000 2 91,196 75,521 - 120,544 3 95.9%

Mathematics and Computer Science 138,490 136,705 - 140,275 2 107,270 78,000 - 156,006 14 129.1%

Physics 120,602 120,602 - 120,602 1 114,371 64,733 - 164,430 3 105.4%

Total 101,055 69,870 - 140,275 16 107,872 64,733 - 174,497 43 93.7%

New Brunswick



Total


Newark






Economics 114,439 96,585 - 132,294 2 116,791 88,723 - 150,000 9 98.0%


Psychology 107,187 78,090 - 153,916 5 118,932 80,000 - 156,603 9 90.1%

Sociology and Anthroplgy 85,703 70,000 - 107,502 4 95,651 70,000 - 120,507 8 89.6%

Total 99,320 70,000 - 153,916 18 117,700 70,000 - 320,025 30 84.4%

Humanities African American and African Studies 66,788 66,788 - 66,788 1 99,304 99,304 - 99,304 1 67.3%

99,184 66,788 - 153,916 35 111,741 64,733 - 320,025 74 88.8%

110,385 90,000 - 145,000 4 120,260 81,756 - 164,850 12 91.8%

100,333 66,788 - 153,916 39 112,930 64,733 - 320,025 86 88.8%

Biology - - 0 101,045 61,650 - 145,086 11 -

Chemistry 122,999 122,999 - 122,999 1 75,605 59,000 - 116,236 5 162.7%

Computer Science 95,615 95,615 - 95,615 1 116,136 91,000 - 196,992 7 82.3%

Mathematical Sciences 70,592 70,592 - 70,592 1 104,966 70,000 - 145,333 12 67.3%

Physics 65,000 65,000 - 65,000 1 66,639 60,000 - 78,266 3 97.5%

Total 88,552 65,000 - 122,999 4 99,000 59,000 - 196,992 38 89.4%

Economics - - 0 98,626 75,375 - 130,922 5 -


Psychology 76,488 59,000 - 97,652 7 97,053 55,000 - 166,056 7 78.8%

Sociology, Anthropology, and Criminal Justice 88,699 57,000 - 176,522 11 116,666 116,666 - 116,666 1 76.0%

Total 82,433 57,000 - 176,522 21 98,346 55,000 - 166,056 18 83.8%

83,412 57,000 - 176,522 25 98,790 55,000 - 196,992 56 84.4%

Center for Advanced Biotechnology and Medicine - - 0 198,689 132,944 - 233,733 3 -

Center for Operations Research - - 0 143,860 107,374 - 178,485 4 -

Waksman Institute of Microbiology 106,978 85,000 - 128,955 2 122,380 74,915 - 159,456 11 87.4%

SAS - BIOMAPS Biological, Mathematical and Physical Sciences - - 0 177,358 177,358 - 177,358 1 -

Center for Cognitive Sciences - - 0 175,290 175,290 - 175,290 1 -

Laboratory for Vision Research - - 0 162,010 162,010 - 162,010 1 -


Total


Total


Total


New BrunswickCenters


Camden







SAS - Division of Life Sciences Center for Collaborative Neuroscience 170,973 170,973 - 170,973 1 176,297 137,059 - 231,595 3 97.0%

SAS - Physics and Astronomy New High Energy Theory Center - - 0 150,576 100,781 - 202,724 9 -

SEBS - NJ Agr Experiment Station Equine Science Center 150,266 150,266 - 150,266 1 - - 0 -

Newark Center for Molecular and Behavioral Neuroscience 146,299 119,388 - 186,716 4 140,835 93,975 - 214,250 9 103.9%

140,049 85,000 - 186,716 8 147,237 74,915 - 233,733 42 95.1%

108,783 57,000 - 246,111 260 123,931 55,000 - 320,025 771 87.8%

Notes:

Grand Total

1. This table is calculated from data for September 30, 2011;2. The salary is converted to 10-month rate;3. Includes Tenured and Tenure Track faculty (Assistant Professor, Associate Professor, Professor I, and Professor II). 4. Excludes Executive/Administrative/Managerial faculty; retired faculty; faculty without pay; Post Doc Fellows, Post Doc Associates, Visiting Faculty (all ranks), and Primarily Research Professors (all ranks).


Total

ru fair/ nsf advance...ru fair camden solicited proposals for and awarded mini-grants camden...

Documents