Academic Job Preparation for Underrepresented STEM Dissertators, Postdoctoral Researchers, and Early Career Faculty: Contributions to an Institutional Partnership Model for Promoting Diversification of the Professoriate.

This paper presents the development of personalized job preparation and job search training and services for underrepresented STEM scholars as part of an institutional partnership model created to assist dissertators, postdoctoral researchers, and early career faculty along their path to joining and persisting in the professoriate. This work is part of a National Science Foundation (NSF) Alliances for Graduate Education and the Professoriate (AGEP) grant awarded to four university partners. The alliance's goal is to develop, implement and study a model of STEM doctoral degree completion and the transition to successful postdoctoral fellowships and faculty careers for historically underrepresented minorities. Underrepresented Ph.D. candidates in STEM fields have long lacked role-models from similar demographic representations due to the small number of underrepresented faculty in STEM fields who can serve as role models and mentors. This has created systemic challenges in recruiting underrepresented students for PhD programs and retaining them into the professoriate. Institutions have been providing job preparation and job search support for their students through general career and related services, such as resume/CV writing, oral presentation skills, mock interviews, and access to employer databases. This type or support may not be the most valuable for Ph.D. dissertators and postdocs whose needs are unique and whose schedules are packed with multiple commitments. In this paper, we discuss the approach to identifying and implementing multi-year job search and preparation activities to match the needs of underserved STEM scholars who started as Ph.D. candidates and moved towards academic positions at different rates. Sources of data informing the personalized training and services include perspectives of the project leadership, and feedback from the participating scholars collected as part of program evaluation. This feedback helped fine-tune the partnership model to provide participating scholars with the most meaningful support possible. Findings suggest three design features of successful support: 1. While general training and support such as those offered by career service centers are useful, specific support by STEM faculty with real-time efforts in applying for academic positions was more timely and valuable for URM scholars. 2. Transition support is critical as scholars' needs shift from dissertator to postdoctoral researcher to early career faculty. For example, requests to review job applications early on were joined by interest in grant writing once scholars moved into their first postdissertation academic positions. 3. Real time writing groups focused on proposal development and application portfolio development represent one of the most promising practices. Participants reported multiple academic, social, and motivational benefits resulting from the weekly meetings. Particular attention to job search and preparation will provide value to underrepresented scholars and assist them to successfully secure and persist in academic positions. [ABSTRACT FROM AUTHOR]