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Learning motor skills for sports or performance driving is often done with professional instruction from expert human teachers, whose availability is limited. Our goal is to enable automated teaching via a learned model that interacts with the student similar to a human teacher. However, training such automated teaching systems is limited by the availability of high-quality annotated datasets of expert teacher and student interactions that are difficult to collect at scale. To address this data scarcity problem, we propose an approach for training a coaching system for complex motor tasks such as high performance driving via a Multi-Task Imitation Learning (MTIL) paradigm. MTIL allows our model to learn robust representations by utilizing self-supervised training signals from more readily available non-interactive datasets of humans performing the task of interest. We validate our approach with (1) a semi-synthetic dataset created from real human driving trajectories, (2) a professional track driving instruction dataset, (3) a track-racing driving simulator human-subject study, and (4) a system demonstration on an instrumented car at a race track. Our experiments show that the right set of auxiliary machine learning tasks improves performance in predicting teaching instructions. Moreover, in the human subjects study, students exposed to the instructions from our teaching system improve their ability to stay within track limits, and show favorable perception of the model's interaction with them, in terms of usefulness and satisfaction., Comment: 12 pages, 3 figures, 3 tables

Recent advances in AI and intelligent vehicle technology hold promise to revolutionize mobility and transportation, in the form of advanced driving assistance (ADAS) interfaces. Although it is widely recognized that certain cognitive factors, such as impulsivity and inhibitory control, are related to risky driving behavior, play a significant role in on-road risk-taking, existing systems fail to leverage such factors. Varying levels of these cognitive factors could influence the effectiveness and acceptance of driver safety interfaces. We demonstrate an approach for personalizing driver interaction via driver safety interfaces that are triggered based on a learned recurrent neural network. The network is trained from a population of human drivers to infer impulsivity and inhibitory control from recent driving behavior. Using a high-fidelity vehicle motion simulator, we demonstrate the ability to deduce these factors from driver behavior. We then use these inferred factors to make instantaneous determinations on whether or not to engage a driver safety interface. This interface aims to decrease a driver's speed during yellow lights and reduce their inclination to run through them., Comment: 12 pages, 7 figures

Women and people of color remain dramatically underrepresented among computing faculty, and improvements in demographic diversity are slow and uneven. Effective diversification strategies depend on quantifying the correlates, causes, and trends of diversity in the field. But field-level demographic changes are driven by subfield hiring dynamics because faculty searches are typically at the subfield level. Here, we quantify and forecast variations in the demographic composition of the subfields of computing using a comprehensive database of training and employment records for 6882 tenure-track faculty from 269 PhD-granting computing departments in the United States, linked with 327,969 publications. We find that subfield prestige correlates with gender inequality, such that faculty working in computing subfields with more women tend to hold positions at less prestigious institutions. In contrast, we find no significant evidence of racial or socioeconomic differences by subfield. Tracking representation over time, we find steady progress toward gender equality in all subfields, but more prestigious subfields tend to be roughly 25 years behind the less prestigious subfields in gender representation. These results illustrate how the choice of subfield in a faculty search can shape a department's gender diversity., Comment: 20 pages, 12 figures, 5 tables

The spread of ideas in the scientific community is often viewed as a competition, in which good ideas spread further because of greater intrinsic fitness, and publication venue and citation counts correlate with importance and impact. However, relatively little is known about how structural factors influence the spread of ideas, and specifically how where an idea originates might influence how it spreads. Here, we investigate the role of faculty hiring networks, which embody the set of researcher transitions from doctoral to faculty institutions, in shaping the spread of ideas in computer science, and the importance of where in the network an idea originates. We consider comprehensive data on the hiring events of 5032 faculty at all 205 Ph.D.-granting departments of computer science in the U.S. and Canada, and on the timing and titles of 200,476 associated publications. Analyzing five popular research topics, we show empirically that faculty hiring can and does facilitate the spread of ideas in science. Having established such a mechanism, we then analyze its potential consequences using epidemic models to simulate the generic spread of research ideas and quantify the impact of where an idea originates on its longterm diffusion across the network. We find that research from prestigious institutions spreads more quickly and completely than work of similar quality originating from less prestigious institutions. Our analyses establish the theoretical trade-offs between university prestige and the quality of ideas necessary for efficient circulation. Our results establish faculty hiring as an underlying mechanism that drives the persistent epistemic advantage observed for elite institutions, and provide a theoretical lower bound for the impact of structural inequality in shaping the spread of ideas in science., Comment: 10 pages, 8 figures, 1 table

The composition of the scientific workforce shapes the direction of scientific research, directly through the selection of questions to investigate, and indirectly through its influence on the training of future scientists. In most fields, however, complete census information is difficult to obtain, complicating efforts to study workforce dynamics and the effects of policy. This is particularly true in computer science, which lacks a single, all-encompassing directory or professional organization. A full census of computer science would serve many purposes, not the least of which is a better understanding of the trends and causes of unequal representation in computing. Previous academic census efforts have relied on narrow or biased samples, or on professional society membership rolls. A full census can be constructed directly from online departmental faculty directories, but doing so by hand is prohibitively expensive and time-consuming. Here, we introduce a topical web crawler for automating the collection of faculty information from web-based department rosters, and demonstrate the resulting system on the 205 PhD-granting computer science departments in the U.S. and Canada. This method constructs a complete census of the field within a few minutes, and achieves over 99% precision and recall. We conclude by comparing the resulting 2017 census to a hand-curated 2011 census to quantify turnover and retention in computer science, in general and for female faculty in particular, demonstrating the types of analysis made possible by automated census construction., Comment: 11 pages, 6 figures, 2 tables

A scientist may publish tens or hundreds of papers over a career, but these contributions are not evenly spaced in time. Sixty years of studies on career productivity patterns in a variety of fields suggest an intuitive and universal pattern: productivity tends to rise rapidly to an early peak and then gradually declines. Here, we test the universality of this conventional narrative by analyzing the structures of individual faculty productivity time series, constructed from over 200,000 publications and matched with hiring data for 2453 tenure-track faculty in all 205 Ph.D-granting computer science departments in the U.S. and Canada. Unlike prior studies, which considered only some faculty or some institutions, or lacked common career reference points, here we combine a large bibliographic dataset with comprehensive information on career transitions that covers an entire field of study. We show that the conventional narrative confidently describes only one fifth of faculty, regardless of department prestige or researcher gender, and the remaining four fifths of faculty exhibit a rich diversity of productivity patterns. To explain this diversity, we introduce a simple model of productivity trajectories, and explore correlations between its parameters and researcher covariates, showing that departmental prestige predicts overall individual productivity and the timing of the transition from first- to last-author publications. These results demonstrate the unpredictability of productivity over time, and open the door for new efforts to understand how environmental and individual factors shape scientific productivity., Comment: 18 pages, 16 figures