Need Improvements in Standards and Transparency for Staff Promotion
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Date
2021-04
Authors
Richmond, Geri
Rohlfing, Celeste
Stockard, Jean
Tucker, Jane
Butterfield, Barbara
Noviski, Maya
Lewis, Priscilla
Journal Title
Journal ISSN
Volume Title
Publisher
National Institute of Standards and Technology
Abstract
In 2019, COACh, an organization dedicated to developing equitable opportunities in
science and engineering, contracted with NIST to “design and implement a data-driven study to
examine the causes of inequity in promotions … and develop draft recommendations.” This
document compiles reports of that work. A companion report by Maya Noviski, NIST GCR
21-030 “Supporting Women and Under-Represented Minorities in the Sciences: Implementing
Equitable Approaches to organizational Change” summarizes scholarly literature
that informed final recommendations. The work began with “listening sessions” with
NIST scientific staff and administrators (mainly ZPs and ZTs), which revealed that many
employees held strong views about promotion opportunities and process. This was followed
by analyses of NIST personnel actions from 2000 to 2019. (Reports in Part I.) In contrast to
views often expressed in the listening sessions and implicit in the wording of the call for
proposals, extensive statistical analyses found little evidence that women were
disadvantaged in promotions or salaries. A survey of ZP employees supported these
conclusions. (Reports in Part II.) However, extensive statistical analyses and examination of
open-ended comments indicated less than half of the employees believed that the promotion
criteria were understood by employees or appropriate for the NIST mission or their unit or
that the promotion process was fair. The concerns were more often expressed by those at
lower pay bands. Within bands, gender differences in views were minimal. Focus groups with
ZP staff and Group Leaders, as well as interviews with ZT staff, confirmed the conclusions from
the HR data and survey and provided examples of issues with the promotion criteria and
process. Direct quotes informed our conclusions and expanded our recommendations for
change. (Reports in part III.) The recommendations are designed to help develop a more
transparent promotion process that is seen as fair and equitable by all staff (Part IV).
Appendices include material for leaders implementing change or those interested in
replicating the work.
Description
333 pages
Keywords
Promotion, STEM, Inequity, Women, Minorities, Professional Development
Citation
Needed Improvements in Standards and Transparency for Staff Promotion. 2021. Geri Richmond, Celeste Rohlfing, Jean Stockard, Jane Tucker, Barbara Butterfield, Maya Noviski, and Priscilla Lewis. National Institute of Standards and Technology. NIST GCR 21-029. https://doi.org/10.6028/NIST.GCR.21-029