1. ADVANCE Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers
Program initiated in 2001; 2 competitions in each of the 3 categories held to date. Guidelines under revision, exptected to be released in the last quarter of 2004.

2. ADVANCE
Goal: Increase the representation and advancement of women in academic science and engineering (S&E) careers, thereby contributing to the development of a more diverse S&E workforce.
ADVANCE is part of an integrated NSF strategy to broaden participation in the science and engineering workforce.

3. ADVANCE 3 types of award: Institutional Transformation Leadership
Fellows

4. Institutional Transformation
5 to 10 awards
5-year Cooperative Agreement
Up to $750,000 per year
Requires collection of defined set of indicators/cooperative agreement
Indicators: Defined by PIs of first round of ADVANCE Institutional Transformation awards as data they needed for their work.
a. Number and percent of women faculty in science/engineering by department
b.Number and percent of women in tenure-line positions by rank and department
c.Tenure promotion outcome by gender
d. Years in rank by gender
e. a. Time at institution and b. Attrition by gender
f. Number of women in S&E who are in non-tenure-track positions (teaching and research)
g. Number and percent of women scientists and engineers in administrative positions
h. Number and percent of women S&E faculty in endowed/named chairs
i. Number and percent of women S&E faculty on promotion and tenure committees
j. Salary of S&E faculty by gender (controlling for department, rank, and years in rank)
k. Space allocation of S&E faculty by gender (with additional controls such as dept., etc.): baseline and year 5
l. Start-up packages of newly hired S&E faculty by gender (with additional controls such as field/department, rank, etc.)

5. 2001 Awards for Institutional Transformation
University of Colorado at Boulder
University of California, Irvine
Hunter College
New Mexico State University
University of Washington
University of Wisconsin
Georgia Tech
University of Puerto Rico, Humacao
University of Michigan

6. 2003 Awards for Institutional Transformation
Kansas State
Utah State
Case Western
University of Alabama, Birmingham
University of Texas, El Paso
University of Rhode Island
University of Montana
Virginia Tech
University of Maryland, Baltimore County
Columbia University, Earth Institute

7. Leadership Awards
Recognize contributions with widespread impact by individuals and institutions, and
Enable further progress
Colleges & Universities
Professional Societies
Other Not-for-Profits
Leadership awards, examples:
Initiative for Minority Female Environmental Faculty (Dorceta Taylor, University of Michigan)
This proposal seeks to develop an ADVANCE Leadership Initiative for Minority Female Environmental Faculty (LIMFEF) that is aimed at enhancing the presence and stature of minority female faculty in American academic institutions. The initiative will focus on Black, Hispanic and Native American faculty in environmental departments and schools, and will pursue the following goals in addressing barriers faced by minority women in developing professional careers in academia. o Conduct a national study to determine the status of female minority environmental faculty, o Develop a national database with contact information of minority female environmental faculty, o Develop a clickable e-book of minority female environmental faculty featuring profiles of "pioneers" in the field and "rising stars," o Convene a national conference of minority female environmental faculty to discuss the results of the study, network, develop mentoring relationships, and craft leadership strategies
Note: list of institutional types describes eligibility to apply.
Leaderships awards have gone to AWIS, CRA-W (Computing Research Association Committee on Women), as examples of professional societies, not for profits.

8. Leadership Awards 8 to 12 awards 3-year Standard Grant
Up to $300,000 total
Changes likely in scope and budget (+) in next competition
We anticipate a greater range of budget options under this category, and will likely raise the maximum award size from $300k to a higher number, to allow for wider impact as programs develop proof of concept and get experience in delivering tailored programs. 8

9. Fellows Awards: 2001 and 2003
Enable promising individuals to establish or re-establish full-time independent academic careers
after a postdoc, OR
after a 2- to 8-year interruption for family responsibilities, OR
after a spouse relocates

10. Fellows Awards 2001 and 2003 20 to 40 awards 3-year Standard Grants
Up to $60,000 per year salary, + fringe
$25,000 per year: career development
Indirect costs for host institution
This component may be quite different in the next solicitation; details not yet fully developed

11. ADVANCE What Next? Revised guidelines expected November 2004
Fellows component may be integrated into other program opportunities
Leadership component likely to offer wider range of options and budget
Institutional transformation focus likely to continue, with greater emphasis on integrating research findings

12. ADVANCE Learning from Experience
Next round Institutional Transformation proposals will likely require scholarly expertise on gender and/or organizational change on the leadership team right from the start
Time is too scarce to reinvent wheels; use the resources, the research findings, and the methodologies already developed in the social sciences and other relevant disciplines
Ditto for evaluation and assessment: don’t reinvent, get expert help and advice
Management matters; have a plan and the right people involved

13. Challenges
Understanding and integrating the linkages between cognition, attitudes, and behavior; drawing on research on organizational culture, change, leadership, and gender in the academy
Sustainability: What happens at the end of the award? What changes are in place, how will they be sustained?
Evaluation: How do you know when you are successful?