ADVANCE: Dual Career Couples at NMSU Pacific Section: AAAS Conference Utah State University, June 16, 2004 Lisa M. Frehill, Program Director This research was funded by the National Science Foundation, NSF #0123690. Summary: Activities Related to Dual Career Couples Report compiled at the request of the Provost, Fall, 2002 Policy statement approved by Faculty Senate, Fall 2003 Brochure crafted—collaboration with UTEP ADVANCE, Spring 2004 One-on-one facilitation for couples: Summer, 2003 and Spring, 2004 Report: Spousal Assistance Services Information gathering: Some literature review. Reviews: other institutions’ programs. Meetings with all deans. Quick e-mail survey of STEM department heads involved in ADVANCE. Post-report feedback gathered via meetings with: Individual faculty College department heads’ meetings Departmental meetings Faculty Senate Provosts’ Council Overwhelming Support: Shared Funding, Centralized Program Vita of “trailing” spouse goes to potential departments. Potential departments approve or disapprove. If “approved,” trailing spouse funded for some period (2-3 years) with 1/3 funds from “Primary” hire dept., 1/3 from “Trailing” hire dept., and 1/3 from Provost’s office. After time period: person must be fully supported by own dept. Problems No feasible way to fund this kind of program! Lack of funding in Provost’s Office Lines “stay” in the Colleges due to past practice. Some faculty enthusiastic for DCC others far less enthusiastic. Skepticism of centralization. Back to the Drawing Board: Collect MORE Data! Work with existing dual career situations to craft workable procedures and determine cost of these solutions. Provide token levels of financial support from ADVANCE to have opportunity to inform new deans. People send their “stories” to Frehill. Will ask a senior faculty member in each department to discuss why faculty had left that department in the past 9 years. ADVANCE Initiatives Faculty Senate Bill General policy statement BUT no real “teeth”. Dual career couples comprise an increasing percentage of university professionals. To recruit and retain diverse employees, New Mexico State University supports efforts to accommodate the needs of dual career couples. Assistance in identifying employment opportunities in the southern New Mexico and El Paso, Texas area is available to aid in family relocation to our communities. ADVANCE Initiatives Collaboration with the University of Texas at EL Paso (UTEP) ADVANCE Program Brochure Planned: future meetings at the Provost’s level. One-on-one “interventions”: Retention of a mid-career productive male in EE via hiring of spouse in college-track position in Astronomy. Retention of a 2nd year male in Math: spouse a geographer/political scientist. Recruitment: male in ME by identifying opportunities for spouse a PhD in clinical psychology. Lessons Learned Can’t rely upon good will. Women are the ones who are getting #$%^&* in dual career situations. Need to integrate women into academic communities. Part time but not marginalized. Mentoring and travel support. Need to work with people BEFORE they come to the institution. RAPID response and personal attention are essential. Lessons Learned, Cont’d. Someone who KNOWS the institution and is familiar with multiple disciplines needs to make dual career accommodation a part of their job. Continue work with faculty and departments to build support and decrease skepticism about centralization of resources, etc. I.e., centralization is OKAY when a clear connection to value is seen. Two body problem two body opportunity.