1. Recruitment, Selection and Hiring Create Faculty Horizons - 2 day success workshop for post doctoral fellows and senior graduate students. Bring back Meyerhoff graduates and other successful women alumnae. Send Faculty Liaisons to select meetings to recruit. Commit research assistantship (RA) funds to chairs to aid in recruitment of new female faculty. Recruitment: Increasing the pool of highly qualified applicants Selection and Hiring: Setting challenging yet attainable goals Develop Diversity Plans for departments and individual searches. Establish diversity as a priority and evaluate progress. oFaculty Horizons Program will be held August 5-7, 2004. oNew STEM faculty searches: STEM department searches7 Candidates interviewed46 Women candidates15 1st offer to women5 oNote: 2 Departments offered additional faculty positions to women. oCommitted 2 ADVANCE RA positions to newly hired STEM faculty. Progress to Date

2. Promotion Tenure and Advancement Evaluate and document service workload. Support efforts of STEM faculty contributing to service and advancement of women with funded research assistantships (8 per year in years 2-5). Involve the RA’s and faculty mentors in ADVANCE activities. Evaluate and address workload inequity Establish and disseminate clear tenure and promotion guidelines Develop Individual Faculty Development Plans for all female STEM faculty. Create Faculty Sponsorship Committee to evaluate progress of faculty toward goals of development plan. Formalize workshops and mentoring on P & T process and timeline. oClimate and Work Life Survey distributed to all STEM faculty, 25% return thus far. oADVANCE RA Program information disseminated to all STEM faculty, awarded by June. oSeptember 2004, ADVANCE Promotion and Tenure workshop for all STEM faculty. Progress to Date

3. Promotion Tenure and Advancement Build on and formalize WISE (Women in Science and Engineering) model of collegial mentoring. Establish Eminent Scholar Mentor Program - pair faculty with leader in field, bring to campus, send faculty to mentor’s campus, sustain contact through career. Expand Distinguished Speakers Program - highlight successes, possibilities, challenges and strategies. Provide formal mentoring Create new pathway Create new tenure track option for outstanding instructors engaged in funded research on science or engineering education modeled after other successful universities. oMENG women instructor promoted to full tenure track faculty position based on service, teaching and funded research on education. oCollaborate with WISE to formalize mentoring and career workshops. Progress to Date

4. Promotion Tenure and Advancement Explore additional options to support women in pregnancy, birth, adoption and other family responsibilities. Work with chairs and deans to identify and institutionalize options. Provide support at critical points Provide opportunity for leadership development Presidential Administrative Fellows Program - 1 full professor per year, being trained in the President’s, Provost’s, Dean’s, Budget and Graduate School offices. Associate Chair Program - work with Chairs to develop. External leadership programs - encourage and support faculty to participate in HERS, serve as NSF Program Directors, etc. oIdentify and contact women STEM faculty eligible for leadership development. oDisseminate information through meetings. Progress to Date