The Third IUPAP (International Union of Pure and Applied Physics) International Conference on Women in Physics was held in Seoul, South Korea from October 8-10, 2008 with 283 participants from 57 countries. Topics discussed included personal and professional development, attracting girls to physics, site visits for assessing and improving the climate for women, fundraising and leadership, and organizing women in physics working groups. Resolutions unanimously passed by the conference assembly recommend (1) the formation of additional regional or national working groups for women in physics, (2) promotion of site visits as an effective tool for improving the climate of the physics workplace, (3) increased professional development opportunities and outreach activities associated with conferences, and (4) a global survey of physicists in 2009 to assess the status of women in physics. See http://www.icwip2008.org/ for the text of the resolutions and the conference program. [ Hide Abstract ]

We describe the Fisk-Vanderbilt Masters-to-PhD Bridge program as a model for partnering with minority-serving institutions to increase the representation of women and minorities earning PhDs in astronomy and related disciplines. Since its inception in 2004, the Fisk-Vanderbilt Bridge program has attracted 30 minority students, 60% of whom are female, and with a retention rate of 94%. When the first Bridge students completed their PhDs in 2010-11, the program will become the top awarder of astronomy PhDs to underrepresented minorities in the United States. Already, Fisk has become the top producer of physics Masters degrees to African Americans. We summarize the program's structure, approach, and research basis with the goal of providing a replicable model for other institutions seeking to build similar collaborative, research-based bridging partnerships. [ Hide Abstract ]

Regardless of your gender, public speaking skills are essential for a successful career in astronomy. This poster will outline the most essential elements of preparing your presentation;including organization, visuals, presentation practice, and backup. Special advice for female presenters include voice projection, wardrobe issues, exuding confidence, and handling questions.  [ Hide Abstract ]

Developing Project Scientists to meet the future needs of research organizations has been recognized as an important and strategic training and development function. NASA Goddard has embarked on an initiative to develop a comprehensive project scientist training curriculum. This poster will present the findings of that effort. [ Hide Abstract ]

Gender equality and empowering women is one of the United Nations millennium development goals. The aim of the IYA2009 cornerstone project, She is an Astronomer, is to provide information to female professional and amateur astronomers, students, and those interested in the gender equality problem in science. An objective of the project is to build and maintain an easy-to-handle forum and database, where people can get information about the subject, ask questions and find answers. The main areas where information is being gathered are (1) profiles of living and historic female astronomers, a largely invisible part of the astronomy community in the past (2) resources available to women astronomers (3) events taking place during the year (4) an area for national ambassadors of She is an Astronomer to populate with information (5) a forum where issues and topics can be discussed. Women from around the world are taking part in this project and as IYA2009 progresses the website is growing. At the end of the IYA2009 the website and the information gathered in it will be retained and maintained as a legacy from IYA2009. [ Hide Abstract ]

A how-to description on the steps required to establish Lactation Programs and facilities within large government organizations will be discussed. This includes the process of winning management, legal, health, and safety support, as well as, thelogistics and requirements for setting up such a facility and program. The individual and institutional benefits of setting up such a program will also be described. The lessons learned will be applicable to other kinds of institutional environments as well as industry and academia.  [ Hide Abstract ]

NASA's Science Mission Directorate (SMD) has embraced the opportunity presented by the International Year of Astronomy (IYA) 2009, to take the exciting science generated by NASA's missions in astrophysics, planetary science and heliophysics to students, educators and the public worldwide. NASA is an Organizational Associate of the International Astronomical Union (IAU) IYA 2009 program, and as an integral component of national U.S. IYA team, has aligned its activities to the overarching themes outlined by the team. NASA's Science Mission Directorate.s (SMD) celebration of the International Year of Astronomy (IYA) 2009 was kicked off in January 2009 with a sneak preview of a multi-wavelength image of M101, and of other images from NASA's space science. Since then some of the exciting science generated by NASA's missions in astrophysics, planetary science and heliophysics, which has been given an IYA2009 flavor, has been made available to students, educators and the public worldwide. Some examples of the progress of NASA's programs will be presented. The traveling exhibit of NASA images to public libraries around the country has been a spectacular success and is being extended to include more libraries. NASA IYA Student Ambassadors met at summer workshop and presented their projects. NASAs Afterschool Universe has provided IYA training to community-based organizations, while pre-launch teacher workshops associated with the Kepler and WISE missions have been designed to engage educators in the science of these missions. IYA activities have been associated with several missions launched this year. These include the Hubble Servicing Mission 4, Kepler, Herschel/Planck, LCROSS. The NASA IYA website continues to be popular, getting over 7,000 hits per moth. NASA's IYA programs have captured the imagination of the public and continue to keep it engaged in the scientific exploration of the universe. NASA's Go Observe! program provides guidance to the public to observe the object of the month and links to related NASA educational activities. NASA's IYA website http://astronomy2009.nasa.gov/ is a key resource to guide visitors to NASA resources and enable participation in special events.

Montana State University is committed to increasing the diversity of students and faculty in STEM programs. We want to be leaders in paving the way for equality in these fields for this generation and subsequent ones. Our poster is primarily a recruiting poster, meant to showcase our commitment to this cause. It will present the many research opportunities and support systems available to women and minorities on the MSU campus. We will present several of the larger research groups from physics, including solar physics, relativity/astrophysics, and condensed matter. Additionally, we will highlight the space science and engineering opportunities within other, closely-related departments. We will show the research that our faculty and graduate students are engaged in and highlight the immense opportunity for undergraduates and graduates to get involved with research. In addition to highlighting the cutting edge research that is occurring, we will show MSU's dedication to improving the diversity on campus. While MSU is on par with other large institutions for the percentage of women involved in science and engineering, we have a lot of support systems in place to improve this even further. These include monthly lunches for women in physics and engineering, a women's support center on campus, childcare help for students and faculty, a women's faculty caucus, a strong international community, and opportunities for women at all levels to voice opinions and concerns. [ Hide Abstract ]

We introduce Women of Wisconsin Strengthening Astronomy (WOWSA): an informal organization of junior women in the astronomy and physics departments of the University of Wisconsin-Madison. We regularly meet with more senior women to discuss their career trajectories, work-life balance, and gender-related issues in astronomy today. In this poster, we discuss the strengths and benefits of such a program and how other institutions can go about setting up a similar organization. We also present several outstanding issues which we hope to improve upon and request advice on these fronts. [ Hide Abstract ]

Writing proposals is a craft, but writing proposals for NASA might be considered a technological accomplishment. This poster will include some general principles for proposal writing, but will concentrate on specific guidelines that are necessary for writing and submitting successful proposals to NASA's Science Mission Directorate. ROSES will be featured. [ Hide Abstract ]

Communicating your research findings to the news media, when done appropriately, can benefit public understanding of science, assist the media in making accurate reports on science, encourage continued support of your program, specialty, and/or institution, enhance your name recognition on campus and in the wider world, and potentially,lead to improved career prospects and rewarding outside activities. Done inappropriately, however, it might have negative results in one or more of these same areas. We discuss the Who, Why, What, How and Where of interacting with the media, and how to do so wisely. [ Hide Abstract ]

In over 30 years with NASA the author has served as principal investigator for successful proposals valued at over 40 million dollars. Similarly he has given multitudes of presentations at NASA Centers, other government agencies, universities, national and international scientific conferences, corporations, secondary and elementary schools. He has received awards for best presentation at the conference and spontaneous offers of employment on the basis of these talks. This presentation will consist of a few observations on the subject of getting ideas across to an audience in order to educate, to entertain, and to persuade. [ Hide Abstract ]

One weekend in June 2009, a group of seven female graduate students in STEM fields at the University of Colorado participated in a Nag's Heart retreat in Keystone, CO. We discussed our common and individual experiences regarding isolation, tension with advisers, feelings of guilt and inadequacy, desires to leave STEM fields, and questioning when and how to start families. Through sharing our experiences, we universally improved our confidence in facing these problems and simultaneously built an interdepartmental network. We plan to turn this retreat into an annual event. In my poster, I describe how retreats for graduate students, especially women and other minorities in STEM fields, can serve to enhance self-esteem and a sense of community while providing a relaxing, bonding experience. I present some important aspects of the 2009 Nag's Heart retreat and advice for implementing this practice at other institutions. [ Hide Abstract ]

Serious real-world difficulties face prospective and enrolled students in tribal colleges, threatening the students. ability to enter or remain in school. These difficulties are due directly to poverty and associated socioeconomic factors, and, in fact, more than 75% of TCU students are at or below the poverty level and, thus, must work to support their family. (AIHEC, 2006) Frequently, these students are the primary bread-winner for the family and more than 50% are single parents as well as primary caregiver for other children and/or relatives. These factors make it difficult for the students to be away from home for any significant length of time for classes or distant internships, such as at a NASA center. All of these factors plus isolation, lack of cultural setting, and the fact that most students have not received a quality K-12 education in the local schools and therefore are not prepared for college-level work, add up to almost insurmountable obstacles to any scholastic success, STEM or otherwise. In an effort to remove these barriers, NASA.s Tribal College & University Project (TCUP) is experimenting with several new approaches to making the TCU environment for STEM learning more welcoming to Native students. This poster outlines the changes in the program which have been made to accomplish this, including, .externships. (closer to home) instead of internships, faculty-student teams for externships, closely supervised technical training, grants and projects focused around a practical issue of direct relevance to home tribes, focused training useful for future local jobs, and opportunities for showcasing the results of their science projects to local tribes, other students, elders, and scientists at national meetings.  [ Hide Abstract ]

As the International Year of Astronomy 2009 (IYA2009) reaches its ten-month milestone, more than a million people have already looked at the sky through a telescope for the first time, and even more have newly engaged in astronomy. This is just one of many achievements, as countless ongoing projects and planned initiatives indicate that the IYA2009 is well on the way towards achieving many of its goals. This poster will give an overview about the achievements so far and some ideas for the last period of IYA2009. [ Hide Abstract ]

The Graduate Center of The City University of New York (CUNY) has been successful in recruiting and retaining underrepresented minority (URMs) students in the sciences. Recruitment is performed by graduate and undergraduate faculty, and by graduate students. At CUNY, we have found that including URMs is crucial to a successful recruitment program, because they play a major role in outreach to undergraduates URMs. Undergraduate students will often identify more readily with graduate students, in particular first and second year graduate students to whom they are closer in age and life experiences, than faculty or staff. Campus visits to CUNY is also a big part of our recruitment efforts. Admitted students are invited to visit CUNY and are paired with graduate students who serve as campus guides. As a means of luring them to one of the most diverse cities in the world, prospective students are also shown the real NYC, including its nightlife. Retention of URMS at the Graduate Center is structured in three components: financial support, networking, and peer mentoring. All incoming science students are guaranteed a 5-year fellowship that includes tuition and health insurance. Students also receive support through several NSF grants, among them, CENSES (Center for Exploitation of Nanostructures in Sensors and Energy Systems), AGEP (Alliance for Graduate Education and the Professoriate) and LSAMP (Louis Stokes Alliance for Minority Participation). Students attend monthly roundtable luncheon seminars designed to create a sense of community among the scholars. These luncheons are facilitated by upper level graduate students who also serve as peer mentors. Although enrollments in the science doctoral programs and graduation rates at CUNY have increased, we are aware of the fact that recruitment in the sciences continue to be most difficult. Thus, we continue to adapt and build on our current systems to ensure continual success of our programs.  [ Hide Abstract ]

The principal goals of the International Year of Astronomy 2009 (IYA2009) are to inspire the world's citizens in(re)discovering their sky, specifically young people, and engage a personal sense of wonder and discovery. IYA2009 activities are taking place locally, nationally, regionally and internationally. We shall describe the IYA2009 programs and activities throughout the US. [ Hide Abstract ]

COACH was formed in 1998 by a group of senior women chemists with concerns about career advancement issues for women in academic science and engineering departments. One of the primary efforts of COACh has been to develop programs for women scientists and engineers that (1) enhance their professional and communication skills to aid in their attainment of their professional goals, (2) provide a forum for networking with other professional and (3) provide professional strategies to assist them in changing the culture of science departments and institutions to make them a more welcoming environment for women, minorities and all other faculty. To date over 3000 women faculty, postdoctoral associates and graduate students in all areas of science and engineering have participated in these programs. The impact on their careers has been significant and measurable. Come learn more about COACh programs at the poster or at the website at: http://coach.uoregon.edu [ Hide Abstract ]

You are probably one of those lucky scientists who hasalready realized how important marketing is for a career in astronomy. This poster will describe a new book called "Marketing for Astrophysicists" that can help you apply marketing techniques towards everything you desire in your professional life: getting papers published, getting invited to conferences, winning grants, acquiring students, getting hired, getting promoted, winning a Nobel prize. A Ph.D. is not enough. But Marketing Is. [ Hide Abstract ]

How do the educational experiences of women in astronomy or space science influence their career decisions? Results of a recently-developed survey will be presented, where over 50 women with graduate level education in astronomy or related fields were asked about their undergraduate and graduate educational experiences, reasons for choosing their academic path, relationships with their graduate supervisor(s), social experiences, expectations, and how their career goals have evolved over time. Connections between experiences and career choices will be discussed, and a list of future work will be given. [ Hide Abstract ]

For the ancients, the heavens inspired awe, fear and curiosity. Those who possessed knowledge of the sky and appeared to unlock its mysteries were idolized, revered, or persecuted. Although there is evidence that ancient scribes often masculinized the names of female scientists, we do know that some of the first ancient astronomers were women. This poster will examine women in astronomy from an historical perspective. It will focus on what we know of their lives and the attitudes that their societies held towards them. In particular, the poster will focus on three ancient female astronomers: En Hedu' anna, the Akkadian high priestess of the moon-god Nanna who lived over four thousand years ago; Aglaonike of Thessaly, who predicted lunar eclipses; and Hypatia of Alexandria whose violent death at the hands of an angry Christian mob has inspired centuries of scholarship and speculation. [ Hide Abstract ]

The Committee on the Status of Women in Astronomy (http://www.aas.org/cswa/) was established in 1979. Its charge is to recommend to the AAS Council practical measures that can be taken to improve the status of women in astronomy and encourage their entry into this field. CSWA has addressed issues such as discrimination, harassment, the two-body problem, and work-life balance. If there is an issue that you think needs more attention, please contact a CSWA member. We have several print and electronic publications, have held two international meetings about the status of women in astronomy, and host special topical sessions and brown-bag lunches at most American Astronomical Society meetings. [ Hide Abstract ]

Surviving and thriving as a science student in higher education presents great challenges for all students, especially those coming from groups of people whose social, economic, ethnic, or historical backgrounds are not traditionally represented in academia today. My poster will itemize some of the straightforward yet practical strategies for making the most of your academic career as an undergraduate or graduate student of the natural sciences. Though geared toward women and underrepresented minorities, the tips suggested in this poster can benefit anyone who is concerned with improving and expanding the environments of higher education. [ Hide Abstract ]

The gender-related data from the upcoming Astro 2010 demographics report shows that, for almost 20 years, approximately 30% of the prize postdoctoral fellowships in astronomy have gone to women. These include the Hubble, Spitzer, Chandra, Fermi, Einstein, NRAO, and Jansky fellowships. In most cases, these individuals were chosen by a committee whose members would more than likely remind each other that gender balance was an important factor in the selection process. We were wondering what happened when postdoc applications are evaluated by individual scientists (or telescope support groups) rather than prize fellowship committees. Would women have a similar success rate? We analyzed data from CfA, NRAO, NOAO, STScI, and Gemini Observatory. We find that for these institutions, there is no significant difference between the success rate of women in prize fellowships and individual postdocs: each is about 30%. This result serves as a benchmark for progress in equitable hiring. Since the fraction of astronomy PhDs going to women has been between 25% and 30% in recent years, these numbers indicate that the postdoc selection process, on average, introduces no additional gender-related bias. [ Hide Abstract ]

Attending and giving talks are essential parts of career development for astronomers. Invitations to speak at conferences and give colloquia are important career milestones. Colloquia in particular continue to be an important means of exposure for early career scientists providing an opportunity to increase the visibility of one's research and to make oneself known to the broader astronomical community. In this poster, we present archival data collected from more than 30 universities and other research institutions on the gender make-up of their colloquia from 2004-2008. Given the prestige and career advancement potential of giving colloquia, we examine how representative the colloquia are by comparing these data to the general availability of women in the astronomical workforce. We find that the average percentage of women giving colloquia at each institution ranges from about 15-33\%. This compares to the 17\% (AIP, 2007) overall percentage of women astronomy faculty (of any rank) in 2006, the mid-range year surveyed and 20.8\% (NSF, 2007), the percentage of women awarded PhDs in astronomy and astrophysics in 1999, 5 years prior to 2004, the earliest year surveyed. We also look for trends in the colloquia percentages with university demographics and the workforce status of female colloquia speakers. [ Hide Abstract ]

Every year, the NSF Division of Astronomical Sciences receives over 800 proposals. Of these, about 1 in 4 will be awarded. So, how do you write something that will review well? Just about anyone can give you advice on that. Here, we'll give you some tips on how to do poorly, including things you can do to have your proposal returned unread and strategies for leaving out key items that reviewers seek. If you want your proposal to sink into the pile or get tossed out entirely, this poster will help. [ Hide Abstract ]

A conference entitled "Women in Astronomy II: Ten Years After" (WIA II) was held in June 2003 in Pasadena, CA. Participants of this 2003 meeting assessed the progress for women in science, offering insights into causes of the slower advancement of women, and discussed strategies to accelerate the achievement of equality. The insights and strategies that came out of the Pasadena meeting were then incorporated into a formal document by the CSWA, which was then released to the entire AAS community for review and comments. The CSWA included the community input and comments into the final document, known as "Equity Now: The Pasadena Recommendations for Gender Equality in Astronomy," which was presented to and unanimously endorsed by the AAS Council in January 2005. There is a process in place for organizations and departments to formally endorse the Pasadena Recommendations, thus making an organizational commitment to their implementation (see http://www.aas.org/cswa/pasadena_endorse.html). This poster covers the background of the WIA II, and the process that led to the subsequent Pasadena Recommendations. [ Hide Abstract ]

The SETI Institute hosts a summer Astrobiology Research Experience for Undergraduates program for highly motivated students interested in astrobiology research. Students work with scientists at the SETI Institute and at the nearby NASA Ames Research Center on projects spanning the field of astrobiology from microbiology to planetary geology to astronomy and astrophysics. Each student is mentored by a scientist for his/her summer research project. As astrobiology is interdisciplinary, the first week includes a seminar series to provide a broad foundation in the field as the students begin their research projects. The 10-week program includes a week-long field trip to the SETI Institute's Allen Telescope Array, located at the Hat Creek Radio Astronomy Observatory in Northern California, as well as a field experience at hydrothermal systems at nearby Lassen Volcanic National Park. Students also participate in local field trips to places like the California Academy of Sciences and other nearby locations of scientific interest, and attend seminars, lectures, and discussions on astrobiology. Students are also invited to attend events at nearby NASA Ames Research Center, which offers the opportunity to interact with other undergraduate and graduate students participating in NASA summer programs. At the end of the program, students write up and present their research projects, and mentors recommend some projects for submission to a national scientific conference, which the selected students will be funded to attend. Each year, specific student research projects are described on the website, and students are asked to select the three that most interest them as a part of their applications. Applications are due in early February. Typically, 10 students apply for each available position. Students have been selected from colleges and universities national-wide, including R1 research universities and community colleges. The Astrobiology REU program has served 4 classes of students, and is funded through summer of 2011. A total of 61 students have participated (12 in 2006, 17 in 2007, 17 in 2008, and 15 in 2009); all have successfully completed their internships. Of these students, 59% were women, and 21% were minorities. To date 18 students have gone on to graduate studies, in Master's or PhD programs at schools including Harvard, UC Berkeley, UC Santa Cruz, Stanford, Univ. of Nebraska, and many others, in fields including astronomy, optical science, space life sciences, geology, physics, mechanical engineering, and molecular and cellular biology. The SETI Institute is a non-profit private scientific research institution located in California's Silicon Valley. The Astrobiology REU program is supported by National Science Foundation Grant  [ Hide Abstract ]

The postdoctoral years represent an important transition in the traditional astronomy career "pipeline." This transition period can be particularly fraught for female astronomers, as it corresponds to a lack of stability in income, geographic location, and future prospects at a time when many are thinking of starting families or dealing with the two-body problem. Any analysis of how to make the field more inclusive needs to take into account the role the postdoctoral transition may play in influencing young scientists' decisions about whether to continue in the profession. In 2008, a group of postdocs and faculty from the UC Berkeley Department of Astronomy compiled gender statistics on the postdoctoral researchers in that department over 12 years. They then compared these data with similar statistics from 15 other top-tier astronomy departments and with the statistics of awarded PhDs nationwide. They found a statistically significant dearth of female postdocs at UC Berkeley in recent years compared with peer institutions and national PhD production rates; this gap was larger when recipients of "prize fellowships" (e.g., Hubble, NSF, Miller) were excluded. The results of this study prompted a series of meetings between faculty and postdocs to discuss ways to address this gender gap. We present the results from the Berkeley study and detail the suggested policy changes that arose from the subsequent meetings, including tracking demographic data for postdoctoral researchers over time and implementing a "cluster" hiring process for selected postdoc positions. We hope this case study will spark a dialogue at WIA III and beyond regarding best practices that can help make the postdoctoral transition period a positive one not only for women, but for all young astronomers. [ Hide Abstract ]

Liberal Arts schools in the US appear to fare better at attracting and retaining female faculty. At our home institutions, more than half the total faculty are women and women make up more than a third of STEM faculty. Women are also promoted and tenured at rates comparable to male faculty. Our major goals in this work are two-fold. First, to demonstrate to early career scientists that primarily undergraduate institutions are a viable career path. Second, to suggest that some practices in hiring, mentoring, and review processes at these small schools can be adapted for use at other institutions. These practices include: faculty searches with clearly defined qualities in a new hire, clearly defined criteria for review and promotion, policies that support establishment of junior faculty research, and existence of a mentoring system. [ Hide Abstract ]

Gemini Observatory has been very successful at attracting, hiring and retaining female Scientists. We present data on the growth of the scientific staff since the start of the Observatory, and science fellow recruiting from 2006-2008. At Gemini 31% of the Science Staff holding PhDs are female compared with 13.9% within the United States. The Science Management is 75% female, as is 50% of the Gemini Directorate. This critical mass of female representation within the science staff and management appears to have had a positive effect on female recruitment and hiring. The science fellow recruitment during the past 3 years has attracted 21-38% female applicants and 57% of new hires during this period have been female scientists. Perhaps even more significant, the retention rate of female science staff at Gemini is 88%, compared to 64% for male science staff. There are likely many factors that contribute to this success, but the conclusion is that Gemini has earned a reputation in the scientific community as a place where female scientists are valued and can be successful. [ Hide Abstract ]

Six years ago, we presented gender statistics on employment and salaries of the NOAO scientific staff for the years 1993, 1998 and 2003 at the conference Women in Astronomy II. We also summarized the results of a survey on gender issues within NOAO held by AURA in 2002. In this poster we will present an update on both issues: . We add another data point to the employment statistics. . We summarize the NOAO specific results of the AURA climate survey held in March 2009 We will also discuss how some of the recommendations made at the Women in Astronomy II conference of 2003 were implemented at NOAO, and what the effect has been on diversity of the NOAO scientific staff. [ Hide Abstract ]

On my mark, get set, GO! Wait a minute: why didn't I think about the rest of my life when I chose my major??? We are faced with choices when it comes to balancing family and work responsibilities. Research fields in particular are demanding on time and riddled with deadlines. Pressure on all fronts can make it difficult to be honest with ourselves and set the priorities that suit our own situations, and so we struggle to keep from being thrown off treadmills of our own creation. I will present a light-hearted look at the juggling act, highlighting some of the issues that arise when research and family collide. I will also have a place for your input, allowing us to compare each other's treadmills! [ Hide Abstract ]

This poster will discuss topics of importance to LGBTQ astronomers, including issues in recruitment, protection against discrimination, and workplace benefits. Policies vary widely among institutions, as do city and state laws about discrimination, benefits, and gay marriage. (Federal law does not protect against discrimination on the basis of sexual orientation or gender expression, and does not recognize gay marriages from US states or from overseas). In a profession such as Astronomy where people may have to relocate often, LGBTQ astronomers can find that their situation changes significantly from one job to the next. [ Hide Abstract ]

Less than four decades from now, whites will no longer make up the majority of the U.S. population. The current lack of diversification in STEM fields will then become a severely limiting factor in our ability to attract and retain the best and the brightest to these fields and maintain U.S. scientific leadership. Drastic measures must be put in place TODAY to broaden participation in STEM disciplines. It is imperative to increase the percentage representation of women and minorities in the astronomical workforce by a factor of two for women and by a factor of five for minorities, over the next 10 years. We advocate that universities, centers, national laboratories, as well as funding agencies, work together to design and implement a coordinated strategy to achieve this goal. [ Hide Abstract ]

NASA Goddard Space Flight Center Professional Development Center Career Coaches will present their career development service offerings on the poster. Service offerings include: career coaching (individual and group), Individual Development Planning (IDP) and goal setting, customized workshops, personality and skills assessments, resumes and cover letters, interview techniques, job search techniques, performance discussions and writing accomplishments.  [ Hide Abstract ]

The University of Western Ontario (UWO) is among the research universities in North America with the largest fraction (9 out of 30 or 30%) of women faculty in a Department of Physics and Astronomy. For the astronomers, the numbers are even higher at 45% (5/11). This recent development is largely the result of high turnover from retirements, targets of opportunity, and the University policy of partner hires. Generous family leave policies (available to both men and women) and the location make UWO appealing for junior faculty with families. Maintaining this gender balance will depend on establishing long-term strategies for transitioning current fixed-term faculty to permanent positions. [ Hide Abstract ]

The relationship between student and advisor is crucial one, providing positive development to both parties. For students, a good advisor is crucial for learning scientific research techniques, understanding academic politics and expectations, and ultimately graduating and starting a career. For advisors, a good student provides the opportunity to expand one's research, train the next generation of scientists, build a scientific legacy and in many cases achieve promotion or tenure. However, the openness of academia and the need for close relationships between student and advisor can lead to grey areas of appropriate behavior which may be difficult to gauge for both parties. We have conducted a brief survey of astronomy researchers, academics and affiliates to examine how the perception of appropriate behavior varies according to gender, age and professional or personal status, using scenarios encountered by the authors in their roles as advisor and student. We report the results of our survey, examining what differences exist in perceptions and how unintended inappropriate behavior might be avoided. The survey can be found (and taken) at http://www.surveymonkey.com/s.aspx?sm=QuGqrPrt3cxxiwVnvGBkSQ_3d_3d  [ Hide Abstract ]

A poster of photos and remembrances. [ Hide Abstract ]

There has always been an untapped pool of human resources awaiting opportunities to more constructively contribute scientific and technological progress. Our dilemma continues to be how best to nurture that creative potential in the pipeline that far too often leaks away during the substantial matriculations involved in the development of our scientific talent. It is crucial that environments supportive of the diverse human resources in our society be established and maintained throughout the pipeline, since any major leaks along the path significantly diminishes the flow of viable endpoint creativity. The development of human potential has always required a holistic mentorship process from birth through professional development. Various mentorship activities experienced from the perspectives of both the mentored as well as the mentor during the presenter's scholarly development will be shared and critiqued. [ Hide Abstract ]