tag:blogger.com,1999:blog-38196208441676907412024-03-19T04:24:20.166-07:00Biological ANthropology Developing Investigators TroopBiological Anthropology Developing Investigators Troop (BANDIT), a community bringing together a troop of like-minded primates lucky enough to have a career studying other primates in their endless forms most beautiful and most wonderful.
For those on the job market and the tenure track, in the lab and the field, from post-defense to pre-tenure, adjuncts, assistants, visitors, and academic hobos of all stripes.Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.comBlogger347125tag:blogger.com,1999:blog-3819620844167690741.post-9176982318058948502015-10-06T07:00:00.000-07:002015-10-06T13:03:20.332-07:00Game On. The job hunt has begun.<div class="MsoNormal">
<span style="font-family: Times New Roman; font-size: large;">(Guest post from anonymous blogger. YMMV.)</span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">It’s appropriate
that my first post is written today as it is also the day that I am submitting
my very first academic job application. It would have been better if I could
have written a post prior to this to introduce myself a bit, you know, provide
a little context, but like so many of you out there, I am a <a href="http://cheezburger.com/8540734976">procrastinator</a>.<o:p></o:p></span></span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">I suppose I
should be more clear: I am incredibly busy with professional and personal
projects; I stay up late, get up early, get distracted, and yes also find
myself watching <a href="https://www.youtube.com/watch?v=78PHmeuNTQc">videos of
baby goats</a> for hours. Sometimes it is hard to get it all done in
advance.<span style="mso-spacerun: yes;"> </span>So now you know. <span style="mso-spacerun: yes;"> </span>Considering that I am blogging anonymously, I
suppose the less you know about me the better. <o:p></o:p></span></span></div>
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<span style="font-size: large;"><span style="font-family: "Times New Roman";">Here’s what you
should know about me: First, I am on the job market this year. It’s my first
year out there and I am scared. I think this is pretty typical and I hope to
talk about this more in a future post. Second, this is a test year on the
market. What does that mean? Well, I guess it means that I am getting my feet
wet, testing the waters if you will. I could finish my dissertation this year
and dive into a postdoc or swim off after <a href="http://33.media.tumblr.com/tumblr_m79q4rNwDy1r40fxko1_500.gif" target="_blank">the sparkly narwhal</a> </span><span style="font-family: "Times New Roman";">that is a job right out of the gates, but
I have my water wings on. If it doesn’t work out, I can float around <a href="https://fogsmoviereviews.files.wordpress.com/2012/08/the_graduate_banjamin_floating_in_pool.png" target="_blank">in my university’s pool </a>until kids’ swim is over about a year and a half from now.
Why does this matter? Because it changes the way I apply for jobs. Only being
ABD and not having my PhD in hand means I can shoot for the moon but I’ll
probably just land on that smelly hunk of cheese in the dumpster behind the
department. <o:p></o:p></span></span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">Taking a test
year on the market is a contentious topic in the academic blogosphere and seems
to depend a lot on your field (for some links to what’s out there scroll on
down to the bottom). There are good points on both sides, which I will
summarize as such:<o:p></o:p></span></span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">Cons:<o:p></o:p></span></span></div>
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<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">Committees
sometimes summarily dismiss all ABD candidates so you don’t stand a chance. This
seems more common in the humanities and less so in the social sciences and
bioanth in particular but it is something to keep in mind.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">A
trial run can be demoralizing (since you may not be at your most competitive).</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
are taking valuable time and energy away from finishing your dissertation and
your post-doc and write up applications (things which you may have a better
shot at getting).</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
might get a job that isn’t quite what you wanted, isn’t in a place that you
wanted, or maybe isn’t as good as you wanted and take it because . . . well
it’s a job.</span></span></li>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">Pros:<o:p></o:p></span></span></div>
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<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
will gain valuable experience in preparing an application.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
may even generate some buzz about yourself and get experience with a job talk.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">It
will force you to think about your research in a package-able and ultimately
more manageable way.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
have a chance to gain important insights into the weaknesses of your
application and can address them for your second go at the market the following
year.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
may actually get a job . . . I hear this is great motivation to finish.</span></span></li>
<li><span style="font-family: 'Times New Roman'; text-indent: -0.25in;"><span style="font-size: large;">You
can avoid getting steamrolled by student loans without a real salary and the
adjunct death trap altogether.</span></span></li>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">This last point for
me is pretty critical. Not because it is my situation just yet, but because it
is a pretty dire one that a lot of academics are finding themselves in today. By
taking a test year, you give yourself a greater shot at getting a job. You
maintain the benefits of your institution while applying (library, research,
and professionalization resources) and you still have your affiliation with
your graduate university, making you a better candidate. AND you get two years
to find something!!! <o:p></o:p></span></span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">I am going for
it. I have already decided to make a go of the trial by fire year. My reasons
for doing so are both structural and personal. My program has provided me with
floaties but I am pretty ready to swim on my own. My publication record is okay
but it could be better. My dissertation is in good shape and I could finish it
in a few months if I had to (this is a must if you want to go on the market). I
have a lot of support from my adviser and department to apply (another must as
your adviser and committee will be vouching for your capability to finish the
dissertation in time to start the job you are applying for. If they aren’t on
board, don’t do it). But most importantly, there are a lot of great jobs out
there right now for bioanthros, especially for a biocultural like me (we can
save this discussion for another day). I just feel like I can’t afford to not
try for them. <o:p></o:p></span></span></div>
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<span style="font-family: "Times New Roman";"><span style="font-size: large;">My parting words
to you today are these: If you are taking a trial year, go big or go home. Find
your dream jobs and apply for those. Don’t apply for a job that you don’t
really want but would be tempted to take just because you think nothing else
will come along.<span style="mso-spacerun: yes;"> </span>Just don’t put your
self in the position where you have to make that choice. Think about what you
want from your career and go after it (Think about what this really means to
you. <a href="http://aapabandit.blogspot.com/2015/09/not-where-i-want-to-be.html">It
might be more than just getting a tenure track job</a>). Your chances of
getting the job might be less but the trial year provides you a safety net. If
you shoot for the moon, you might just get it. If you land on the dumpster
cheese . . . well . . . there is always next year. <o:p></o:p></span></span></div>
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<span style="font-family: 'Times New Roman';"><span style="font-size: large;">Links to
relevant articles about going on the job market ABD:</span></span></div>
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<span style="font-size: large;"><a href="https://chroniclevitae.com/news/629-the-professor-is-in-i-m-still-an-abd-should-i-go-on-the-market"><span style="font-family: "Times New Roman";">https://chroniclevitae.com/news/629-the-professor-is-in-i-m-still-an-abd-should-i-go-on-the-market</span></a><span style="font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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<span style="font-size: large;"><a href="https://www.insidehighered.com/advice/2014/09/10/essay-how-tell-if-grad-students-are-ready-full-academic-job-search"><span style="font-family: "Times New Roman";">https://www.insidehighered.com/advice/2014/09/10/essay-how-tell-if-grad-students-are-ready-full-academic-job-search</span></a><span style="font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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<span style="font-size: large;"><a href="https://www.insidehighered.com/advice/2014/09/24/essay-argues-going-market-you-are-done-dissertation-may-be-wise-move"><span style="font-family: "Times New Roman";">https://www.insidehighered.com/advice/2014/09/24/essay-argues-going-market-you-are-done-dissertation-may-be-wise-move</span></a><span style="font-family: "Times New Roman";"><o:p></o:p></span></span></div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-24981691739244812392015-09-30T08:36:00.000-07:002015-09-30T08:36:11.420-07:00Wait, I’m not a grad student anymore?Guest post by <a href="http://www.gvsu.edu/bms/module-directory-detail.htm?siteModuleId=947FE160-C5F6-D68C-B5EAB84D9EAB8EE9&entryId=94800BC5-FBF1-4218-A4C641A9DE35FFE8" target="_blank">Dr. Cara Ocobock</a>:<div>
<br /></div>
<div>
I thought my final year of graduate school which consisted
of finishing and defending my dissertation, applying for jobs, teaching,
planning a wedding, and then planning a move would have adequately prepared me
for my first year as a faculty member. I figured the differing demands on my
time and attention would be similar to what I would face in an academic job.
Now when I look back, I realize that my final year of graduate school was basically
summer vacation.<br /><div class="MsoNormal">
<o:p></o:p></div>
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<br /></div>
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<ul>
<li>First, I can no longer spend 98% of my time in pajama pants or
jeans. I know this may sound silly, but having to look <a href="http://officehoursareover.tumblr.com/post/79468214373/before-grad-school-when-i-cared-about-my">semi-professional</a>
on a daily basis was a more difficult adjustment than I had expected…also
expensive!</li>
<li>Second, I have had to completely readjust my perception of
time. During graduate school I used to think I needed at least a four-hour
block of time to accomplish anything meaningful. This strategy worked because I
had that freedom in my schedule. I no longer have those gloriously long,
uninterrupted stretches of time. The majority of my days are now filled with
classes, meetings, research students, office hours, and colleagues. Because of
this, I have had to master the art of <a href="http://writeitsideways.com/short-writing-bursts-the-freedom-to-write-less/">fifteen-minute
productivity</a>. Those short bursts of time in between various
responsibilities are golden nuggets of writing and editing. It was difficult
and frustrating to adjust to this at first. I felt like I never got anything
done since I could only write a few sentences at a time. I soon realized those
sentences here and there quickly added up during the day. It also served the
purpose of keeping whatever I am working on fresh in my mind throughout the day
and from day-to-day.</li>
<li>Third, the constant pulls in different directions also meant
I had to shift focus quickly. This has actually helped me a great deal. I
rarely have the opportunity to stare at uncooperative data for hours on end,
which invariably lead to me banging my head against the table and seeking out
the nearest tub of <a href="http://media.giphy.com/media/sVZwCKdihacRW/giphy.gif" target="_blank">ice cream</a>. Being forced to frequently change gears prevents
me from getting frustrated with what I am doing. So much so, it has now become
a conscious decision to step away from what I am doing when I notice my
thoughts wandering or frustration rising. <b>Rather
than bashing my head, I continue the productivity in a different direction.</b></li>
<li>Fourth, I needed to lose the guilt I felt when <a href="https://writerinplay.files.wordpress.com/2012/10/tumblr_ltyu6egzlw1r5twioo1_500.jpg?w=604">not
working</a>. When I was a grad student, I would feel incredible guilt when I
wasn’t spending every waking moment (and even the sleeping moments) not
working. I would feel guilty about not working, which made me feel horrible
about myself, which made it near impossible to work, which increased the guilt,
and so on and so forth into the spiral many of us are familiar with. We need
balance in life. Let me repeat…<a href="http://s.quickmeme.com/img/00/00c35348ecf747d859c236c508a443997cbe7b93559eb7a0154367ea01d8bf30.jpg">WE
NEED BALANCE</a>. Working out, reading science fiction or the latest Krakauer
book, occasionally seeing our loved ones, and taking 20 minutes out of your day
to build a Lego while watching reality TV shows I am too embarrassed to name.
This is the list of things I do that are not work related. And they are
necessary. They make a better person if for no other reason than they allow me
to turn my mind off, allow me to recharge. I have dropped the guilt and
embraced the time I take for myself and for my loved ones. And that, in the end
does affect my work output… for the better.</li>
<li>At the moment, there isn’t a “Fifth” because I haven’t
figured it all out, and I doubt I ever will. For example, I still haven’t
learned how to say “no” when asked to take on extra work – and this includes
saying “no” to myself. </li>
</ul>
I am sure all of you reading this have your own
incredible insights on the transition from grad student to faculty – please share in the comments section.<br />
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<br /></div>
<div class="MsoNormal">
This is a constant learning process, and honestly, <a href="http://whatshouldwecallgradschool.tumblr.com/post/129984027180/when-i-think-ive-set-a-reasonable-goal">I
fail all the time</a>. But, those failures inform, I make the correction, and I
move on knowing better. Despite all the changes I have had to make as a faculty
member, I still delight in those rare days without classes and meetings where I
can go un-showered, stay in my pajama pants, and just write.<o:p></o:p></div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-78495179959730191942015-09-01T08:00:00.000-07:002015-09-01T09:03:14.044-07:00Not where I want to be<div class="MsoNormal">
(Thanks to an anonymous contributor for this new BANDIT blog post!)<br />
<br /></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgGjwTMy_cwiZKo2BXlu8dlFcSTCw3Zf5JoBIpB8uIKqF22dsGKR-nsC2LBPH4-dFbQ8iZs8Ts3HrhLJMiZrDif80PlT3VpmKHLl50fAVKptzP83gCjq1XRp7Zn9qga7Zk1mvJIYARZHLA/s1600/adpost4.png" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="http://cdn.meme.am/instances2/500x/1508945.jpg" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://www.blogger.com/blogger.g?blogID=3819620844167690741" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgi11VQXP3d4z2NM22Jun6N2eunfy1_AqWOQ0gd1u4avYZ-pQaMwEEN0CQ7cY5XjOWbp5yI6HeRrSow2IZbuvVzu80E-z3eW1YgrrCCvC2F0maWhjy_zuTzd15m4pQn8eNib8El9HY8ftcj/s1600/fence6(mud)(ALT).png" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"></a><br />
I was one of the lucky ones. I got a tenure-track position
before I had my PhD in hand. When I got the offer I should have been ecstatic,
and part of me was. The other part of me was terrified and dejected. Terrified
because I would have to be a professor and I didn’t know how. Dejected because this
was not the job I wanted. It was neither the institution nor the department I
would have liked. Teaching is the first and foremost focus at my institution,
with research being a distant second. Though I was also assured that there
would be room for research, I knew that this job would not be able to support
my goals. But, I was in a damn good position that others would trade me for in
a heartbeat, and yes, I realize how much of an asshole I sound like complaining
about this. However, I am not where I want to be, and that is a situation we
can all relate to. I accepted the offer and girded myself for the challenges ahead.<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIUMD4dOvAvKWWFKBKb5-8gx0M8fZn_vwellVseUc2vh-YhDqFLsgwgDWnIhyphenhyphencfq-6Wa4klUKpUXsZMce5JObslfeZkWXO5aF1mRABxCcKOjmv1irzu-P6MOIs5Jwr4roq7KfzB7pQCgQ/s1600/GOT.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhIUMD4dOvAvKWWFKBKb5-8gx0M8fZn_vwellVseUc2vh-YhDqFLsgwgDWnIhyphenhyphencfq-6Wa4klUKpUXsZMce5JObslfeZkWXO5aF1mRABxCcKOjmv1irzu-P6MOIs5Jwr4roq7KfzB7pQCgQ/s400/GOT.jpg" width="400" /></a></div>
<o:p></o:p></div>
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I, like everyone starting a new job, hit the ground running.
I wanted to do all I could to make myself an asset. It has been a lot of work…A
LOT OF WORK! I had to prep courses I had never taught before, crank out
manuscripts from previous research, attempt to establish my own research
program with little to no support and space, and throw in a few service things
as well. <o:p></o:p></div>
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I was chugging along surprisingly well. I received excellent
teaching evaluations after my first semester, I managed to submit a manuscript
fairly fast, developed a community science outreach program, and took part in
an exciting, new research project. I started to feel like I belonged, and that
maybe this was a job I could see myself at long-term. I was hitting all the
marks I needed to hit and establish my research program. I was silly to be upset
by this job early on! I was riding high on thoughts of the future. I was
starting to make plans! Big plans for research and community outreach! Then the
whispers started. I was starting to hear talk that other faculty members
thought I was conducting too much research and attending too many conferences,
which must come at the expense of my teaching quality. This lead to several
contradictory criticisms about my teaching style. This devastated me, probably
more than it should have, and it completely <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgi11VQXP3d4z2NM22Jun6N2eunfy1_AqWOQ0gd1u4avYZ-pQaMwEEN0CQ7cY5XjOWbp5yI6HeRrSow2IZbuvVzu80E-z3eW1YgrrCCvC2F0maWhjy_zuTzd15m4pQn8eNib8El9HY8ftcj/s1600/fence6(mud)(ALT).png" target="_blank">popped that bubble of hope I had just formed</a>.<o:p></o:p></div>
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All my original feelings came back...this is not the place
for me. This place does not provide an environment that actively supports
research and dissemination as well as teaching. However, that was quickly
displaced by the fear and self-loathing that so many academics face. “Maybe my
teaching is suffering.” “Maybe I am doing too much research.” “Is this going to
affect my contract renewal or tenure and promotion?” “Perhaps this is the best
job I can hope for.” “But, wait, I don’t even deserve this job!”</div>
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<o:p></o:p></div>
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I had a rough winter. I wanted to give up, and even
considered leaving academia. As I often do, I wallowed in self-pity for about a
week, but eventually pulled myself out of it. I decided to turn the sadness
into anger, and <a href="http://cdn.meme.am/instances2/500x/1508945.jpg" target="_blank">let that anger fuel me</a>.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
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I used that anger to write a couple of internal grants that
would support my research and dissemination. I worked hard on them and had a
number of colleagues review them for me. I was awarded those grants. I then
decided to get my research in my institution’s media outlets, to make the
university, students, faculty, and administration aware of the work I was
conducting. I figured it wouldn’t be a bad idea to get faculty, administration,
and students outside of my department interested in my research.</div>
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<o:p></o:p></div>
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Riding off of that, I developed two brand new research
projects. One will be an internationally collaborative project, which will take
a ridiculous amount of time to get off the ground. The other includes an army
of undergraduate research assistants, promoting a more hands on educational
opportunity. Both may be pooh-poohed by members of my department, but both will
be highly regarded by others at my university and hopefully other universities
as well. <o:p></o:p></div>
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<br />
So I couldn’t be accused of neglecting my teaching, I
completely redesigned how one of my courses is taught based on student feedback.
Granted, I had to go through a number of different channels to do so since my
institution does not afford a great deal of intellectual freedom in teaching.
However, the class will be taught this semester in a manner to make the
information more accessible and enjoyable for students.</div>
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<o:p></o:p></div>
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Eventually, the anger fizzled out. And when it did, I
realized something.<span style="mso-spacerun: yes;"> </span>I accomplished a lot
in my first year. Having to fight for work to be valued by my colleagues has
made me work harder. Am I where I want to be yet? No, but where I am now has
made me a better academic. The desire to be in a different position motivated
me to do things and inspired me to take risks I would not have done or taken
before. These struggles have made me stronger, and that bubble of hope is
slowly growing again leaving me with<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgGjwTMy_cwiZKo2BXlu8dlFcSTCw3Zf5JoBIpB8uIKqF22dsGKR-nsC2LBPH4-dFbQ8iZs8Ts3HrhLJMiZrDif80PlT3VpmKHLl50fAVKptzP83gCjq1XRp7Zn9qga7Zk1mvJIYARZHLA/s1600/adpost4.png" target="_blank"> this mentality</a>…<o:p></o:p></div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com1tag:blogger.com,1999:blog-3819620844167690741.post-72370549261877719222015-08-25T06:51:00.000-07:002015-08-25T09:29:05.584-07:00U of Missouri Health Insurance Fiasco and the Exploitation of Graduate Students(Huge thanks to guest blogger, Colleen Young, a PhD student at the University of Missouri. <a href="http://ak-hdl.buzzfed.com/static/2014-01/enhanced/webdr03/26/18/anigif_enhanced-buzz-30059-1390778553-11.gif">Thanks for speaking out!</a>)<br /><br /> Like most academics, I didn’t have the summer “vacation” that many non-academics purport we have. Meaning, I worked. Hard. All. Summer. I’m going into my 3rd year as a Ph.D. student at the University of Missouri, Columbia, and this summer was the furthest from sipping a fruity drink on the beach that I’ve ever had. I took a language course for my area of research, worked on my dissertation proposal, and wrote as much as I could on papers that continually get pushed down by the ever-increasing weight being added by just about everything else required as a Ph.D. student (*deep inhale*). And (*exhale*) I don’t have a break. This academic year is going to be one of my most demanding years (I do fantasize that it gets better). In preparation for this tumultuous year, I sat down at my desk on Friday, August 14th, to clear my inbox.<br /><br />Sifting through dozens of emails, my eyes caught one unique subject: “Changes in Student Health Insurance Subsidy for Graduate Teaching and Research.” As I read the email, I grew frustrated and angry (however, I just learned about the sympathetic nervous system in gross anatomy, so I also relished this intimate educational moment). The subject was surprisingly deceptive: The content of the message did not describe “changes,” rather it announced ending student health insurance. The content of <a href="http://gradstudies.missouri.edu/about/news-events/news-features/2015/information-about-student-health-insurance/">the message</a> is also deceiving: the administration claimed that their hands are tied as the IRS will not “allow” them to provide insurance subsidies to their graduate students as we are classified as employees. #ThanksObama.<br /><br />We’ve all taken the GREs -- sorting through these word problems wasn’t difficult for any of us. The university was not offering Affordable Care Act (ACA) health insurance to their graduate students, so the <a href="http://www.irs.gov/Affordable-Care-Act/Employers">IRS</a> threatened to penalize them. Rather than providing us with ACA-level health insurance for full-time employees following the <a href="http://www.irs.gov/Affordable-Care-Act/Employers/Questions-and-Answers-on-Employer-Shared-Responsibility-Provisions-Under-the-Affordable-Care-Act">employee mandate</a>, the university decided to cut all of our insurance and hand us 55% of the stipend we should be receiving for one semester as compensation. What are they going to do with the extra <a href="http://chronicle.com/article/Backlash-at-U-of-Missouri/232467/">~$4,000,000</a> from the health insurance budget next year? Hire another <a href="http://www.kansascity.com/sports/college/sec/university-of-missouri/article19421208.html">football coach</a> with a $4,000,000 salary? Graduate students, as employees of this university, should be provided with ACA-level health insurance that <a href="http://obamacarefacts.com/obamacare-employer-mandate/">full-time employees receive</a>, and at a lower cost because we make less. But, the administrators refused to solve this simple problem for their graduate students.<br /><br />The university claims that they were not aware of this upcoming problem, stating that they were informed of the potential issue on July 21, 2015. However, the state of Missouri and the administration have known about this since 2013. The <a href="http://www.irs.gov/pub/irs-drop/n-13-45.PDF">IRS initially announced</a> that they would be changing their interpretations of employees for health insurance coverage in 2013. (Legislators in the state of Missouri actively refused to participate in the ACA by <a href="http://kcur.org/post/missouri-s-refusal-expand-medicaid-leaves-hospitals-feeling-pain)">not expanding Medicaid</a>. Further, the administration at Mizzou is sympathetic to the state’s resistance by choosing to wishfully wait for the ACA to be overturned, rather than figure out a way to provide adequate health care coverage for its students.) The administration was notified in early July of this year that the legislation would be decided on within the next few weeks. Faculty and students weren’t notified about any of this until 14 hours before student health insurance was cut. <br /><br />This is an example of legislation taken with poor administrative oversight resulting in policies that explicitly exploit graduate students. Graduate students at Mizzou cannot claim they work more than 20 hours a week per teaching or research appointment (0.<a href="http://mubudget.missouri.edu/salary-guidelines.php">5 FTE</a>). Further, “<a href="http://www.umsystem.edu/ums/rules/hrm/hr100/hr101">Student Employees</a> should not be scheduled to work more than an average of 28 hours per week across all concurrent university jobs.” We are effectively pigeonholed as part-time employees. This limit was supposed to protect students from being overworked. However, students are given the burden of teaching and grading exams for overcrowded undergraduate courses without being compensated for going over 20 hours a week (and many students do). We have to work as many hours as it takes to get the job done. We work more for less pay, while not qualifying for health insurance that full-time employees qualify for. <br /><br />Doctoral students are highly qualified people who are willing to make low <a href="http://www.glassdoor.com/Salaries/graduate-student-salary-SRCH_KO0,16.htm">wages</a> (~$1000 to $2000 per month, sometimes less!) for 5 to 10 years, often working 60+ hours a week. We often could not possibly work, and indeed, at some schools, are often prohibited from working, additional jobs outside of the university. The loss of the health insurance support at Mizzou is 1.5 to 3 months of pay (which is almost always budgeted in for grants, so the health insurance fees paid are not solely from tuition revenue). Is it easy for anyone to suddenly lose that much pay? <br /><br />Sadly, I’m not that surprised by any of this. Health insurance was about the last thing that the university could take away from its graduate students. And the administration never effectively communicates with any of its educators and staff. These are expected actions by an administration that continually exploits and treats graduate students with egregious disrespect. In the past few years, administrators at the University of Missouri have made clear their lack of commitment to graduate education: <br /><br /><ol>
<li>The student parent center was shut down (actually the roof of a <a href="http://www.themaneater.com/stories/2014/2/22/university-village-evacuated/">balcony collapsed</a> because of poor safety inspections and standards, and they chose not to repair or replace it). </li>
<li>Affordable on-campus housing was closed (see above ^). </li>
<li>Salaries have remained stagnant while the cost of living has increased. </li>
<li> <a href="http://www.columbiatribune.com/news/education/university-of-missouri-curators-approve-tuition-fee-increases/article_3e0c93b6-580d-5225-962d-990b17814914.html">Fees are increasing</a> while resources are being cut. </li>
<li><a href="http://www.columbiatribune.com/news/education/mu-to-cut-graduate-tuition-waiver-increase-stipends/article_013fb25f-5532-5144-a9e3-825c6e3bb4de.html?comments=focus">Tuition waivers</a> for quarter-time Teaching Assistants were slashed. </li>
</ol>
I am one of the few lucky graduate students; I received an external grant from the National Science Foundation’s Graduate Research Fellowship Program. My colleagues aren’t as fortunate. I have to watch many of my peers suffer, stagnate, and sometimes drop out. Average salary in the anthropology department is below the poverty line. (For a one person family unit, the <a href="http://www.caastlc.org/guidelines-federal.html">poverty line in Missouri</a> is $11,770 a year.) Out of the 31 graduate students in the department, 8-10 are offered 0.25 time TA positions that provide only $5,508 - $6,059 (M.A. – Ph.D.) a year; and 5-6 students are offered 0.5 time TA positions that provide only $11,017 - $12,118 (M.A. – Ph.D.) a year. That’s all our department can afford. The rest of the students must find work in other departments or off campus.<br /><br />Our highest quality students seem to suffer the most. A friend of mine, and a student in the anthropology graduate program, <a href="https://anthropology.missouri.edu/people/munds">Rachel Munds</a>, had to find a second, off-campus job to cover her monthly expenses. She TAs on campus in the biology department more than 20 hours a week (she was hired as a 0.5 TA, but works well over what she is paid for), and works at PetSmart roughly15 hours a week. I’m appalled by how much Rachel has to work just to pay her bills rather than focus on her research…research that has been recognized at many levels. In 2013, Rachel discovered a new species of slow loris, <a href="http://onlinelibrary.wiley.com/doi/10.1002/ajp.22071/abstract">Nycticebus kayan</a>, and has worked on several articles on genotype–phenotype mapping and species recognition in primates. Further, if she doesn’t complete this research she will not be able to complete her degree. The standards of science, the documentation of evidence, cannot be met in hour increments between teaching, grading, studying, cooking, completing chores, meeting family obligations, and cashiering.<br /><br />This is at no fault to the department. Anthropology faculty are continually working hard to find resources and oases of support in the desert of educational support at Mizzou. Last year our faculty worked on a plan to provide more tuition waivers for our graduate students. To do so, they created more 0.25 time TA positions, and worked closely with students to apply for external sources of funding. What did the administration surprise us with at the end of last year? They cut tuition waivers for 0.25 TA positions.<br /><br />In addition to these financially taxing matters, the administration’s unconscionable actions leave graduate students stressed, without housing, tired, and, with less time to focus on our research, ill-equipped for the job market. The morale among graduate students is one of defeat. <a href="https://twitter.com/search?src=typd&q=%23gradsdo">We work hard</a>. We teach courses, grade exams, have lab responsibilities, do research, take exams, go to class, network with peers; we go home to families with spouses and kids and dogs and cats. And we don’t receive the support we need, and deserve. We’re expected to wine and dine as professionals, but we can barely afford to meet basic needs.<br /><br />As conditions continually worsen here, students are speaking out about the administration’s egregious, unforgivable actions. A <a href="https://twitter.com/search?f=images&vertical=default&q=%23gradinsurance&src=typd">walkout</a> and rally are planned for Wednesday, August 26th, if the university doesn’t address <a href="https://drive.google.com/file/d/0B-tEaIGp9XIiMXUzWDZDOU9jOUE/view">our demands</a>. Students are sharing their stories about how traumatic an immediate and unforeseen loss of health care has been. In the <a href="https://www.facebook.com/groups/MizzouGraduateRights/">Forum on Graduate Rights</a> on Facebook, one student shared her experience with the loss of health care and with the administration: <br /><br />“It appears that President Wolfe's Executive Assistant is simply sending generic emails in response to student concerns about health insurance, including my story detailing my miscarriage and having to desperately register for some form of health insurance while rivers of blood and my actual pregnancy were leaving my body… I understand he must be busy, but that was absolutely ridiculous. Is the administration completely heartless??” – Natalie Tartiere (Posted at 1:16 PM, August 20th, 2015 in the Forum on Graduate Rights on Facebook)<br /><br />(After stories and news of the walkout spread, <a href="http://chronicle.com/blogs/ticker/after-backlash-u-of-missouri-reinstates-grad-students-insurance-subsidies-for-now/103495?cid=pm&utm_source=pm&utm_medium=en">the university responded</a> with a one-year solution to our health insurance, which stated they will “…defer implementation of its decision regarding graduate student health insurance. As a result, the university will pay for health insurance for eligible graduate students.” We are still planning the walkout and rally because they have not adequately addressed our health coverage with a long-term plan, nor have they addressed any of our other demands.)<br /><br />Administrators, like <a href="https://www.umsystem.edu/president/about_the_president/">President Timothy Wolfe</a>, are exactly the problem. President Wolfe received a B.S. in business, and graduated from Harvard Business School’s Advanced Management Program. He has worked in sales and management positions at IBM and other companies. His résumé doesn’t lie – he is great at what he does – he is successful at managing this school system like a corporation. However, it is a corporation that is destined to fail because of a <a href="https://www.insidehighered.com/news/2011/07/14/new_book_argues_bloated_administration_is_what_ails_higher_education">bloated</a> (in size and salary) administration. Compounded with a <a href="http://www.cbpp.org/research/recent-deep-state-higher-education-cuts-may-harm-students-and-the-economy-for-years-to-come">lack of state funding</a> for higher education, the <a href="http://www.huffingtonpost.com/2014/02/06/higher-ed-administrators-growth_n_4738584.html">expansion of administrative oversight</a> is making failing businesses out of university campuses, and is taking away the ability for educators to do their jobs effectively. <br /><br />Unfortunately, the <a href="http://www.dailytexanonline.com/2014/07/11/graduate-students-are-a-source-of-cheap-exploited-labor">exploitation of graduate student labor</a> is not isolated to the University of Missouri, Columbia. Graduate students across the nation struggle to attain their degrees and support themselves. Graduate student loan <a href="https://studentaid.ed.gov/sa/types/loans/interest-rates">interest rates</a> are an outrageous 6%, much higher than undergraduate rates. Further, the few resources that are offered to graduate students usually do not extend to their families. Even high-ranking universities, such as UC Berkeley, don’t adequately provide for their graduate students and families. Celeste Henrickson, a recent Ph.D. graduate from the anthropology department at UC Berkeley noted: <br /><br />“I remember from the Grad insurance at Berkeley that there was a serious lack of insurance support for families and significant others. I was really thankful I had neither at the time, but it angers me that the university was so unsupportive of grad student families. I guess they expect us not to have them, even though that is the exact age when many start a family?”<br /><br />Providing graduate students with their basic needs benefits everyone. At a time when societal and environmental issues desperately need quality research for solutions, providing graduate students with their basic needs to conduct research and teach is critical. Further, allowing graduate students to partake in innovative research brings prestige and revenue to universities. There is tremendous emphasis at any university on research output and obtaining external funds to conduct research. Research that directly and indirectly benefits broader society. Research that factors into how the university ranks nationally. Research that keeps our students up-to-date on the latest ideas/findings in their field of study. Research that is required for graduate students to get a job after grad school. Graduate students execute tasks on research projects and are integral to the process of new discoveries. They are also critical for teaching the next generation of undergraduates. Graduate students need to be provided with the time and proper working conditions to conduct their research to the best of their ability.<br /><br />A step forward for all grad programs would be to <a href="http://www.uaw2865.org/">unionize</a>. Many graduate programs are taking this necessary step, and are seeing the benefits of working as a collective body. Graduates students are a powerful, smart group. If we come together, <a href="https://www.insidehighered.com/news/2014/12/03/u-oregon-grad-students-strike-better-benefits">we can push back</a>. The very nature of graduate school means that there is an ever-changing pool of workers that must understand the challenges of the system and the administration they work for. Unionization will afford graduate students with the power to speak with one voice and the continuity needed to address all needs as they arise. We are employees. We are educators. We are students. We deserve to be treated better with a fair salary, and benefits. We deserve to be compensated for every hour that we work. <br /><br />Alas, as I enter my second week of anatomy this Monday and prepare for a Graduate Student Walkout on Wednesday, I have a diverse understanding of what it means to have a spine. In addition to being an almost professional biological anthropologist, I have developed quite a repertoire of skills as an activist. My cause? Graduate student and educator’s rights. <br /><br /><br /><br />-<a href="https://anthropology.missouri.edu/?q=people/young">Colleen B. Young</a><br />Ph.D. student<br />Biological Anthropology<br />University of Missouri, Columbia<br />Cbyoung44 at gmail dot com<br /><a href="https://twitter.com/colleenyoung1">@colleenyoung1</a><br /><a href="https://twitter.com/search?src=typd&q=%23gradinsurance">#GradInsurance</a> <a href="https://twitter.com/search?src=typd&q=%23gradsdo">#GradsDo</a><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /> <br /> Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-18893383820414627212015-01-12T12:14:00.000-08:002015-01-13T14:16:30.031-08:00Let's get this party started!Hey there BANDITs. Yes, things have been slow here on the blog but we haven't forgotten you. (<a href="https://www.facebook.com/pages/BANDIT-Biological-Anthropology-Developing-Investigators-Troop/270345732991556">See, here we are</a>!) In fact, we are starting our planning for our 6th annual BANDIT party at the 2015 AAPA meeting in St. Louis. Details are in the works but the party will be Friday from 4-6pm, at a local venue near the meeting hotel. This year I want to do something a little different, a little radical: not charge anything to my personal credit card. Crazy talk, I know. But that's where you (<a href="http://cl.jroo.me/z3/R/Q/4/c/a.aaa.jpg">please please please</a>) come in.<br />
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We have depended on the generosity of private donors for our annual BANDIT event. You can help this year. DONATE NOW and help us have yet another amazing party. The donate button is on the left side of the webpage, making it easy to access no matter what amazing BANDIT post you're reading. (And have you taken a look at the archives lately? Gold. Pure gold.)<br />
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Not sure? Let's take a funky stroll down memory lane:<br />
<a href="https://www.facebook.com/270345732991556/photos/pb.270345732991556.-2207520000.1421093054./583099298382863/?type=3&theater">Year 1</a>, Albuquerque<br />
<a href="https://www.facebook.com/270345732991556/photos/pb.270345732991556.-2207520000.1421093054./583097958382997/?type=3&theater">Year 2</a>, Minneapolis<br />
<a href="https://www.facebook.com/270345732991556/photos/pb.270345732991556.-2207520000.1421093054./583099165049543/?type=3&theater">Year 3</a>, Portland<br />
<a href="https://www.facebook.com/270345732991556/photos/pb.270345732991556.-2207520000.1421093054./631498773542915/?type=3&theater">Year 4</a>, Knoxville<br />
<a href="https://www.facebook.com/270345732991556/photos/pb.270345732991556.-2207520000.1421093054./849325031760287/?type=3&theater">Year 5</a>, Calgary<br />
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What will Year 6 bring? Only time (and your generous donations) will tell…but it will probably be something like <a href="http://saltofamerica.com/imgArticle/page500/Page500_206_10.jpg">this</a>.<br />
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Remember, the DONATE button is on the left side of this webpage. Press it, and <a href="http://www.lovethispic.com/uploaded_images/18761-Unicorn-Gif.gif?1">let magic happen</a>.<br />
<img alt="" border="0" height="1" src="https://www.paypalobjects.com/en_US/i/scr/pixel.gif" width="1" /><br />
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-22693564271524704022014-11-06T13:35:00.000-08:002014-11-06T13:35:32.916-08:00Guest blogger: "What is this mentoring thing anyway?"(It's been a few months since we've posted new content here on BAnDIT. Busy busy busy. Today I'm happy to share a fantastic post about one junior faculty member's search for mentors. Lots of great advice here; hope you enjoy it!<br />
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Cheers,<br />
Julienne)<br />
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<a href="https://www.blogger.com/null" name="_GoBack"></a><b>What is this mentoring thing, anyway?</b></div>
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<br /></div>
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I am the only biological
anthropologist (and the only female) in my small program of six full-time
anthropologists. Anthropology is within a larger school with faculties of
several programs, which means that full-blown faculty meetings include lots of
fiery back and forth, tinged with a little zen flavor. I love my school, my
program, and my position, though I am usually <a href="http://i.imgur.com/2p0P2.gif">not completely sure what everyone is arguing about</a>.</div>
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A position like this comes with a few challenges, including, in no
particular order: </div>
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1) There isn’t really anyone to ask advice about being
tenure-track in my field;</div>
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2) No one in my program really has any advice for how
I can navigate tenure in my field; </div>
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3) Did I mention that there isn’t anyone
senior in my program (or school) who can answer questions about the tenure
situation in my field? This became very clear to me when, two years in a row, I
received "excellents" on my annual evaluation under the research
category. All I had done for research those two years was submit abstracts for the <a href="http://physanth.org/annual-meetings/84th-annual-meeting/">American Association of Physical Anthropologists</a> conference. I knew then that any "trajectory towards national recognition"
- as defined for how I would earn tenure - was trajectory towards being
nationally recognized for starting abstracts at 8:15 pm EST on September 15. </div>
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Finding
myself without a go-to person for advice, I started a search for some magic
individual who could answer all my questions. That’s what a mentor is, right? I
applied for an official “Mentor” through a program run by our teaching center -
and I got one. She and I had coffee once, and talked about how to take
attendance in a large class. I came away from that experience with one
important realization: there is no <i>one</i>
person who is going to be able to answer all of your questions about teaching,
research, service, tenure, academic life, non-academic life, and all other
aspects of your career about which you might have concerns. </div>
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So I decided I needed to do
something to help myself. I became more proactive, and started asking people
for meetings to ask questions. I met with the biology department chair, and
told him that I’d like his help with my tenure committee and tenure packet. I
met with the associate dean for research, and asked if he would serve as a
reader for a grant writing activity I was becoming involved in. I met with
another dean, a woman who had chaired a STEM department, and set up monthly
meetings just to go over my research trajectory (and talk about being a woman
in science). I meet with the chair of my school regularly to talk about how my
teaching is going, and I’m on a committee with someone I ask about service
responsibilities. I'm also still in regular contact with my PhD advisors, and
ask them an insane range of questions, from dealing with undergraduates, to
navigating school politics, to how an external letter writer for a tenure
packet interprets a research record in a department with no graduate program. I
look for mentoring opportunities every day, and when I see them I take
advantage of them. I joined the <a href="https://www.facebook.com/groups/pawmn/">Physical Anthropology Women’s Mentoring Network</a> to have a community for discussions, and at one of the Mentoring Network
events, I went up to a scientist more senior than me and asked her about her
experience with having a baby while on the tenure-track.</div>
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Don't get me wrong: approaching
senior scientists (and deans!) and <a href="http://daughterbydesign.files.wordpress.com/2013/06/on-my-own.jpg?w=700">asking for help is not something I find easy</a>. It's intimidating, and sometimes terrifying. And it feels like work.
People don't always have time to help, and it can be a little tough to get a
negative response. But I've stopped thinking about having a mentor as some
defined relationship, and instead think of mentoring as a process. It starts
with determining when <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgKAVjUKfFeRf41iMqGzioD403Mcq-vx9YMo3DcqiKSVB1rqvmzi92YvLaPxRuthOCYa6AtcKsezLY37zgj7An2DEEGcUiNbDkHlZjIARrZElAq1wvi5t-Yjf-1mHxAFni0qmR_uTbu7oF8/s1600/Mentoring+Cartoon+3.jpg">I need help or have questions</a>, and continues until I find
some advice that helps me in my particular situation. The process can be pretty
unpleasant, but I don't feel like I would learn as much if there was one
approachable person with the answers to all my questions. </div>
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Something that caught me by surprise
was learning, through this process, that not every mentor is going to be
senior. Peer-mentoring with colleagues starting their careers at other schools
has given me a much better perspective on challenges we are all experiencing at
about the same time. It's also a lot more fun to hear about stories of people
developing new classes or setting up labs or having babies while they are doing
it, rather than hearing about these experiences happening 20 years ago.</div>
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On any given day, <b>I have a list of
at least 6-10 people I consider mentors, each of them playing a different role
in my mentoring process</b>. Most of them probably don't know I have them on my
list of mentors, though I do try to let people know how much I appreciate their
time. For me, the mentoring process is about making connections, building
relationships, and finding answers to my questions every day. The associated
internal monologue usually goes something like this: "I think super senior
intimidating scientist X could really help me with organizing this
event/symposium/study I want to do, I should ask him/her for help. Let me play <i>Eye of the Tiger</i> while I get up the
nerve to send the email." Or, “I am sitting next to the world’s expert on
X, and I really want to know what his/her first grant was about. Let me hum <i>Eye of the Tiger</i> while I make eye
contact and work up the nerve to say something.” For me, mentoring is a process
that’s never going to stop, and requires constant effort. So next time you have
a question about your career, and you have an idea for who has the answer, step
outside your comfort zone and <span id="goog_1184142126"></span>ask<span id="goog_1184142127"></span>. And then ask someone else. <a href="http://b-i.forbesimg.com/lizadonnelly/files/2013/09/will-you-be-my-mentor-copy.jpg">Just keep asking</a>. </div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-2471391214000529642014-04-23T07:00:00.000-07:002014-04-23T07:00:08.112-07:00Why have Lady Editors? A true story of balanced gender representation. <!--[if gte mso 9]><xml>
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<span style="font-family: Arial;"><span style="font-size: large;">I’m following up on <a href="http://aapabandit.blogspot.com/2014/04/saw-something-said-something-personal.html">my previous post</a>, to address this question left by an anonymous commenter: <o:p></o:p></span></span></div>
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<i style="mso-bidi-font-style: normal;"><span style="font-family: Arial;"><span style="font-size: large;">‘How to square the (thoroughly justified) criticism
of <a href="http://hesp.irmacs.sfu.ca/evo_child_dev_health">a mostly male
workshop</a> with the evident pride taken in the production of an
"all-woman edited, largely woman-authored" book?’<o:p></o:p></span></span></i></div>
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<span style="font-family: Arial;"><span style="font-size: large;">This is a really good
question and I appreciate the opportunity to clarify my comments about <i style="mso-bidi-font-style: normal;">Building Babies</i>, the book I co-edited
with <a href="http://blogs.scientificamerican.com/context-and-variation/">Kate
Clancy</a> and <a href="http://mammalssuck.blogspot.com/">Katie Hinde</a>. To
begin, we have to have a reasonable estimate of what we’re shooting for. <a href="http://contexts.org/articles/spring-2011/what-gender-is-science/">Fifty/fifty
isn’t always representative </a><span style="mso-spacerun: yes;"> </span>for a
given discipline. In the case of <i style="mso-bidi-font-style: normal;">Building
Babies</i>, it is a challenge to estimate what the gender composition “should”
have been given that we approached scholars from several disciplines, as our primary
goal was to be interdisciplinary. That said, the explicit themes of the book were
mothers, pregnancy, infants, breastfeeding, and parent-offspring behavior,
subject matter that historically draws female scholars. Further, we drew
predominantly from anthropology and psychology, disciplines that in recent
years have awarded <a href="http://thesocietypages.org/socimages/2011/05/05/gender-composition-of-academic-disciplines-phds-in-2009/">more
PhDs to women than men</a>, approximately 60-70%. Drawing an even finer point
on it, from within two already female-dominant fields, many of our scholars
self-identified as primatologists, a subdiscipline that historically is <a href="http://people.ucalgary.ca/~fedigan/AA%20Fedigan%201994.pdf">female-rich</a>.
Thus, it is reasonable to expect that there “should” have been a large female
skew to <i style="mso-bidi-font-style: normal;">Building Babies</i>.<span style="mso-spacerun: yes;"> </span>Another way to get at this is through the
analysis of Lynne Isbell, Truman Young, and Alexander Harcourt, who <a href="http://www.plosone.org/article/info%3Adoi%2F10.1371%2Fjournal.pone.0049682">reported</a>
that by 2012 women contributed 67% (as first authors) of all primatology-themed
presentations at the American Association of Physical Anthropology conference.
This is not an exact science, but given the history of the disciplines we
tapped, coupled with the fact that many of our authors were recent PhDs or even
still ABD and thus hewed closely to the recent statistics indicated above, we
should expect that the female:male breakdown in <i style="mso-bidi-font-style: normal;">Building Babies</i> is somewhere around 2:1 (perhaps 67-70% vs. 30-33%)
<o:p></o:p></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">I crunched the numbers for <i style="mso-bidi-font-style: normal;">Building Babies, </i>and am pleased to
report that the gender breakdown of our <a href="http://www.springer.com/life+sciences/evolutionary+%26+developmental+biology/book/978-1-4614-4059-8?detailsPage=chapter">total
roster of 34 authors</a> across 22 chapters was <b style="mso-bidi-font-weight: normal;">68% female, 32% male</b>.<span style="mso-spacerun: yes;"> </span>When
it comes to just the first authors (which is maybe – but see below - more
comparable to being an individual invited to participate in a special workshop),
I considered 20 of the 22 chapters because two were equally co-authored by
male-female pairs. Of those 20 chapters, the breakdown of first authors was 75%
women, 25% men. For at least one of those female-first-authored chapters, the
scholar we initially approached was a man, and he invited two of his female
trainees to be co-authors, one of whom took on the role of first author. If he
had remained first author as invited, the numbers would have been 70% women to 30%
men. <a href="http://stream1.gifsoup.com/view4/3053884/boom-o.gif">BOOM</a>!<o:p></o:p></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">How does this compare to the
<i style="mso-bidi-font-style: normal;">Evolutionary Aspects of Child Development
and Health Workshop</i>? We have the same challenges we faced estimating the
gender breakdown “should” have been. Again, fifty/fifty isn’t necessarily an
appropriate measure of accurate representation. While none of the speakers at
the workshop are primatologists, they are anthropologists, physiologists, and
evolutionary biologists, fields that in recent years have awarded <a href="http://kieranhealy.org/files/misc/phil-all-disciplines.pdf">at least 50%</a>
of their PhDs to women. With those numbers (and with an assumption that
organizers pay attention to gender equity), it would be reasonable to expect at
least a fifty/fifty breakdown of speakers. Instead, there are only 2 women out
of a slate of 14 speakers, or 14% women, 86% men. That’s six times as many men as women
from fields in which the distribution is likely at least equivalent. </span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;"><br /></span></span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjrouHDqZeGtSs4qmZTGj3OOYYVY8yvh4VaEAPYY9mu6YNtW66hGKEnqzt3-o98DxvYYRP3Q9TSgzmIcivv-ymgzBzw-ulfAMyElDX9Lr0WJxH20DFfy2aFr8WWwSvSQmLOvOxTCAT0D5U/s1600/Slide1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjrouHDqZeGtSs4qmZTGj3OOYYVY8yvh4VaEAPYY9mu6YNtW66hGKEnqzt3-o98DxvYYRP3Q9TSgzmIcivv-ymgzBzw-ulfAMyElDX9Lr0WJxH20DFfy2aFr8WWwSvSQmLOvOxTCAT0D5U/s1600/Slide1.jpg" height="240" width="320" /></a></div>
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<span style="font-family: Arial;"><span style="font-size: large;"><br /></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">Similarly,
Isbell et al. found that when primatological symposia were organized by men,
women were underrepresented. Remember that in the context of primatology, a representative
sample of women would be about 67%, and when women organized symposia, that’s
exactly what Isbell and colleagues saw. In stark contrast, when men organized
symposia, only 29% of the first-author presenters were women. Not even fifty/fifty.
But at least it’s 29%, not 14%. How does that happen? I don’t believe it is a
conscious campaign of omission. Rather it is a very unfortunate oversight,
brought to you by <a href="https://i.chzbgr.com/maxW500/4872241920/h02388099/">the
power of implicit bias.</a> <o:p></o:p></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">But here’s another thing:<b style="mso-bidi-font-weight: normal;"> It is difficult to equate a publication
with an invitation to be a featured speaker. </b>The former is generally highly
collaborative, and the first author position is often determined alphabetically
because the team deems the contributions to be equally valuable. Indeed, that
is how the order of the names of the editors of <i style="mso-bidi-font-style: normal;">Building Babies</i> was established. <span style="mso-spacerun: yes;"> </span>Even when there is a very clear division of
labor, everybody still gets some credit. Every author gets to put it on a CV.
Everybody gets to claim a little piece toward tenure and promotion, toward a
scholarly profile. <b style="mso-bidi-font-weight: normal;">To be a featured
speaker means that ONE person is being recognized in an important – and
individual – way.</b> Certainly that speaker may mention his or her mentors,
students, and collaborators in their presentation, but it is solely that person
who received the invitation, who was paid the honorarium, who was compensated
for their travel and lodging, who gets to include that speaking engagement on
their CV, who benefits from networking at the event, and who gains recognition
from those contacts and any press that may be there. And collectively, that
builds into the kind of profile that can lead to grants, publications, endowed
chairs, and <a href="http://dynamicecology.wordpress.com/2014/04/17/when-a-series-of-entirely-reasonable-decisions-leads-to-biased-outcomes-thoughts-on-the-waterman-award/">major
awards.</a> These are the collateral benefits of featured speaking engagements,
making the continued benign negligence on the part of conference/ symposia/ plenary/
keynote/ competition organizers so problematic and stifling. It is a kind of
gatekeeping, and it’s not all that subtle. <o:p></o:p></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">My <i style="mso-bidi-font-style: normal;">Building Babies</i> co-editors and I have had many career
opportunities. We all have tenure-track jobs at well-respected research
universities, and have benefited from speaking engagements, collaborations, and
funding. However, our individual successes remain embedded in general patterns
of restricted access. As successful academics with a fair amount of
professional privilege, it’s our responsibility to say something when we see
something. And it’s important <a href="http://politicalprof.tumblr.com/post/37346438471/pulling-up-the-ladder-behind-you">not
to pull the ladder up with us</a>. <b style="mso-bidi-font-weight: normal;">My
intention in this follow-up post is to address specifically the explicit and
implicit questions posed in the comment</b>. Some of us saw something and we
said something about it, we got a response, we are moving forward. But it is
important to point out that there is a systemic problem of implicit bias in
academia (and pretty much everywhere else) that hits non-male, non-white,
non-straight (<a href="http://i48.tinypic.com/11sjkw0.jpg">and more</a>!)
people pretty hard.<span style="mso-spacerun: yes;"> </span><span style="color: #30353b; mso-effects-shadow-align: topleft; mso-effects-shadow-alpha: 40.0%; mso-effects-shadow-angledirection: 2700000; mso-effects-shadow-anglekx: 0; mso-effects-shadow-angleky: 0; mso-effects-shadow-color: black; mso-effects-shadow-dpidistance: 3.0pt; mso-effects-shadow-dpiradius: 4.0pt; mso-effects-shadow-pctsx: 100.0%; mso-effects-shadow-pctsy: 100.0%;"><o:p></o:p></span></span></span></div>
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<span style="font-family: Arial;"><span style="font-size: large;">So yes, anonymous commenter,
we are <a href="http://media.economist.com/images/20100102/0110LD1.jpg">extremely
proud</a> that <i style="mso-bidi-font-style: normal;">Building Babies</i> was
largely woman-authored, and we embrace the fact that it was edited completely
by women because that may not so coincidentally be why it is so well balanced
along gender lines for the disciplines we targeted. (Of course, one could argue
that we shouldn’t be so chuffed up over doing <a href="http://deepseacreatures.org/images/stories/bad-joke-eel-amirite-meme.jpg">plain
old due diligence</a>.)</span><o:p></o:p></span></div>
</div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com6tag:blogger.com,1999:blog-3819620844167690741.post-75175103637671526342014-04-10T17:02:00.003-07:002014-04-11T10:14:09.227-07:00Saw something, said something: the personal and political collide <span style="font-family: Georgia, Times New Roman, serif; font-size: large;">Not long ago I had the great privilege to be the keynote speaker at the <a href="http://www.indiana.edu/~anthgrad/about.html" target="_blank">Indiana University Anthropology Graduate Student Association</a> Research Symposium. The theme of this terrific event was "<a href="http://www.indiana.edu/~anthgrad/images/AGSA%20Symposium%202014%20poster.pdf" target="_blank">Breaking Down Barriers</a>" so in my address <a href="http://www.slideshare.net/juliennerutherford/rutherford-indiana-agsa2014slideshare" target="_blank">I talked about various barriers</a> researchers face at multiple levels. This included talking some truth about the barrier that gender still is to full inclusion in science. I talked about the unfortunate image <a href="http://curt-rice.com/2014/02/14/gender-equality-mutilation-or-how-elsevier-went-cringeworthy/" target="_blank">Elsevier</a> used of white men to depict "reputable science." I talked about the <a href="http://www.insidehighered.com/news/2014/02/24/female-chemists-protest-all-male-conference-lineup" target="_blank">very public boycott of a major chemistry conference</a> because the list of invited conference speakers contained the names of men only. I talked about the landmark 2012 paper by <a href="http://www.plosone.org/article/info%3Adoi%2F10.1371%2Fjournal.pone.0049682" target="_blank">Isbell et al. </a>on the disturbing persistence of gender disparities in AAPA conference symposia: even though women make up about 60% of attendees at AAPA conferences, when men organize symposia 70% of the speakers are also men. When women and men co-organize symposia, the distribution moves but still overrepresents men. When women organize symposia, the breakdown is representative of the actual membership, i.e. 60% women, 40% men. </span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1u6RxGofYMGQ19Miaq3PB3hZSRpRPIbCm-yRp7fYIMjFv5A10ssWUIhFYZeJD_dolFSZXH9ArAzEUs0a7k31k-MLlopHeBN3KMsRxUpHLAw9iibNmzOo8A6LZdOMovFhaQTqbxZe6T_s/s1600/Screenshot+2014-04-10+18.05.10.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="color: black;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1u6RxGofYMGQ19Miaq3PB3hZSRpRPIbCm-yRp7fYIMjFv5A10ssWUIhFYZeJD_dolFSZXH9ArAzEUs0a7k31k-MLlopHeBN3KMsRxUpHLAw9iibNmzOo8A6LZdOMovFhaQTqbxZe6T_s/s1600/Screenshot+2014-04-10+18.05.10.png" height="229" width="320" /></span></a></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg1u6RxGofYMGQ19Miaq3PB3hZSRpRPIbCm-yRp7fYIMjFv5A10ssWUIhFYZeJD_dolFSZXH9ArAzEUs0a7k31k-MLlopHeBN3KMsRxUpHLAw9iibNmzOo8A6LZdOMovFhaQTqbxZe6T_s/s1600/Screenshot+2014-04-10+18.05.10.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="color: black; font-family: Georgia, Times New Roman, serif; font-size: large;"></span></a><br />
<span style="font-family: Georgia, Times New Roman, serif; font-size: large;">My take-home message for these students - for our future colleagues and future mentors of the next generation of scholars in our field - was if you see this kind of disparity, you need to speak out about it. Because it <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgQ7W6OTp548LtkvfjiK5GMPVCc2CR-zVILsWOLkGlX6b6LQgJH_E5T-hK3hn63oznJmvzXwuCN7rMB_SHvOAMLIpM4LdlVI1AjTCP3twC128jyb9wVhS6EIA6hzwAwlVuypPKGeZMtFtEk/s400/AINTRIGHT.jpg" target="_blank">ain't right</a>, people. You cannot pretend that you don't see women or people of color. <b>You cannot pretend that we are not here doing our science thing RIGHT. NEXT. TO. YOU. </b>You cannot pretend that excluding people is merely an accident. At best, it's just <a href="http://feministactivism.files.wordpress.com/2012/12/meme-privilege.jpg?w=472">ignoring your privilege</a> and not examining your biases. At worst, well, it really really sucks and I don't have the energy to tell you what you already know what "at worst" means. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif; font-size: large;">Fast forward to recent days. A good friend and colleague Pablo Nepomnaschy asked me to promote a workshop he organized for this coming June at Simon Fraser University called <a href="http://hesp.irmacs.sfu.ca/evo_child_dev_health" style="background-color: white; border: 0px; line-height: 24px; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">Evolutionary Aspects of Child Development and Health</a>. I like Pablo, I respect his work, he has been incredibly supportive of my career and of BANDIT, so of course I earmarked that email as something I would get back to and post widely. When I opened it (after my colleague Kate Clancy, whom he also asked to promote it, pointed it out to me and then wrote <a href="http://blogs.scientificamerican.com/context-and-variation/2014/04/10/stag-parties-awareness-and-elegant-solutions/" target="_blank">this great post </a>about it), I could not believe what I was seeing. Out of a list of 14 perfectly respectable, expected, eminently qualified speakers - some of whom are former mentors and current collaborators - only TWO were women. My reaction was like <a href="http://3.bp.blogspot.com/-nb7CdMCbUK4/UhONnuHMOiI/AAAAAAAAOgc/qdCSbQaXjS4/s640/tumblr_inline_miui4k4AYU1qz4rgp.gif" target="_blank">this</a> but with far more nausea and profanity. Just as in the Isbell et al. paper, <b>a symposium organized by men completely overrepresented men, in a field that is rich with major innovations and paradigmatic shifts produced by women.</b> Only now, it's super personal. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif; font-size: large;">One simply cannot make a compelling argument that women aren't making substantial contributions to the fields of <a href="http://agencia.medianell.com/m/p/770x410/agencia/files/25991-media.jpg">evo-devo</a> and <a href="http://www.amazon.com/Evolutionary-Medicine-Wenda-R-Trevathan/dp/0195103564">evolutionary medicine</a>. The all-woman edited, largely woman-authored book <a href="http://www.springer.com/life+sciences/evolutionary+%26+developmental+biology/book/978-1-4614-4059-8" target="_blank">Building Babies</a> eliminates the argument (yep, I went against type and <a href="http://www.the-scientist.com/?articles.view/articleNo/39450/title/Self-Citation-Gender-Gap/" target="_blank">self-cited</a>). And Pablo and the rest of the men who organized the workshop or agreed to speak in it are NOT explicitly making that argument. But the thing we all have to understand is that there is intent, and there is message. <b>This lineup sends a very strong message to me and my colleagues - women AND men - about the inroads women must NOT be making to not have been invited to speak. </b> (I checked with Pablo, who knows I am writing this post - this list is very much a reflection of who was invited, not the leftovers after all the polite declinations came in.) Being invited to speak at these kinds of workshops and symposia and working meetings is an honor, a recognition. <b>Not seeing a representative number of women honored this way is a punch to the gut</b> and there really isn't a good way to sugar coat that. And even if there were, I don't think I'd want to. Because I'm tired. <a href="http://replygif.net/i/971.gif">So very tired</a>. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif; font-size: large;">I saw something. It was time to say something, just like I told those grad students at IU. EEEK. <a href="http://www.ljlindhurst.com/large/mybigmouth10.jpg" target="_blank">Me and my big mouth.</a> So, I wrote Pablo last night and told him how dismayed and disappointed I was, how shocking this was, how I couldn't promote this on my blog without pointing out the jarring disparity. It wasn't an easy email to write because I had no idea how he would respond, what the fallout for either of us might be. And you know what? <b>Pablo took it like a champ</b>, meaning he issued a heartfelt, horrified apology. He manned up: he wasn't defensive, he didn't try to "calm me down", he didn't tell me I was overreacting, he didn't make this my problem. <b>He agreed that he had failed to see his own implicit gender bias. He said he was sorry</b>. He let me know he was supportive of my need to write this post. Had he expressed a lack of support and understanding and deep sorrow, I still would not have kept quiet, but I can't tell you how hopeful it made me feel that men and women can have these conversations and really listen and learn. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif; font-size: large;">So go to the workshop. It will be great. But if you go to this workshop, or others like it, and you look up at the dais and notice a whopping discrepancy between the faces of the speakers and those of the people sitting in the audience, from the one you see in the mirror, from the one you see sitting across the lab bench from you, contact the organizers. Tell them they missed a fantastic opportunity to set an example and that they can do better next time. Maybe they'll listen. Pablo did. At the very least, they will have to stop pretending they don't see what's going on. <b>We all have to stop pretending. And it's time to say something about it.</b> </span><br />
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<br />
I first experienced this one summer during grad school when <a href="http://www.albany.edu/anthro/">my department</a> paid me a modest sum to
overhaul their website. In doing so, I had to introduce myself to every member
of the faculty to update their bios & get new photos. This interaction was
integral to my success in the department, as everyone came to know me &
support me. I learned about shared research interests I had with <a href="http://www.albany.edu/anthro/files/Rafferty2009.pdf">faculty</a> doing
widely disparate things that weren’t otherwise apparent. This taught me
firsthand the value of networking thru service.<br />
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<span style="font-size: 8pt;">Me & my clan circa grad
school </span></div>
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<span style="font-size: 8pt;">(yes, I'm including this for the gratuitous "cute"
factor).<o:p></o:p></span></div>
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The first significant service outside my department for
which I wasn’t also being paid was as a program officer for the first <a href="http://www.neepsociety.com/">NorthEastern Evolution Psychology Society
(NEEPS)</a> conference. This offshoot of the <a href="http://www.hbes.com/">Human
Behavior & Evolution Society</a> had started up at SUNY New Paltz, 15
minutes from my house. How could I not get involved? That led, in part, to
meeting <a href="http://www.newpaltz.edu/anthropology/directory.php">other
faculty at New Paltz</a>, though I was a grad student at the University at
Albany, & offers of lecturer positions at two institutions & a position
on the executive committee of the newly formed <a href="http://www.newpaltz.edu/evos/">Evolutionary Studies (EvoS) program at New
Paltz</a>. These gigs helped me make $, refine my abilities, & learn admin
skills.<o:p></o:p></div>
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However, one of the reasons I got hired at <a href="http://anthropology.ua.edu/">the University of Alabama</a> in 2009 was
because I had developed breadth into evolutionary psychology thru the NEEPS
& EvoS service. When I arrived at UA, I jumped into involvement with a
group of like-minded faculty called the <a href="http://www.evolution.as.ua.edu/about/evolution-working-group/">Evolution
Working Group</a>, which hosts an evolution-oriented lecture series. In
conjunction with this group, we started our own <a href="http://www.as.ua.edu/evolutionarystudies">EvoS program at the University
of Alabama</a>.<span style="mso-spacerun: yes;"> </span>The program involves a
minor, which I co-direct, & a student-run club, for which I am faculty
mentor.<span style="mso-spacerun: yes;"> </span>For the minor to work, I
developed & teach several classes over my expected teaching load of 2/2
(two courses per semester) & help the students organize & host an <a href="http://evolutionarystudies.as.ua.edu/darwin-day-colloquium/">annual
Darwin Day event</a>.<o:p></o:p></div>
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<span style="font-size: xx-small;"><a href="http://tmse.tuscaloosacityschools.com/pages/tmse">TMSE</a> kids doing a forensics
activity as </span></div>
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<span style="font-size: xx-small;">part of our anthro outreach course<o:p></o:p></span></div>
<!--EndFragment--></td></tr>
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In addition to the EvoS program, I run a
research group every week that I modeled on <a href="https://sites.google.com/site/evolutionarypsychlab/">the evolutionary
psychology lab I was part of as a grad student</a>. At this point, it is mostly undergrads &
my few grad students, but we meet for 3 hours every week to collaborate on
research, which amounts essentially to teaching another course. Finally, when
my kids were in 3<sup>rd</sup> grade, their PTA asked me to teach a <a href="http://anthropology.ua.edu/blogs/tmseanthro/">semester-long anthropology
course as part of the partnership their school has with the University of
Alabama</a>. By this point, my dean had echoed my grad school adviser several
times, stating in my annual recommendation for retention that my service load
is too extensive & varied for someone at my career stage & that I
should scale back. However, as a chairperson of another department & parent
of one of my children’s classmates pointed out, our children grow up fast &
won’t give us this opportunity with them again. Although I swore I would only
teach the class the first year, it was very successful—who learns anthropology
in elementary school?! How could I not continue to teach that?</div>
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<o:p></o:p></div>
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<br /></div>
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Last year, I figured out how truly important all this extra
work has been for me. I began the process of applying for a <a href="http://www.nsf.gov/funding/pgm_summ.jsp?pims_id=503214">National Science
Foundation CAREER grant</a>, which requires integration of teaching innovation.
I realized that all the service I have been doing was exactly what I needed for
developing a “career trajectory.” Thru it, I had developed substantial collaborations
throughout my university, indicating my willingness & ability to work
across disciplines & with teams. I have met scholars throughout the world
by organizing their lectures here who have expressed willingness to vouch for
me at tenure time. When I go to conferences, I know far more people than I
otherwise would & feel a sense of mission in promoting these programs we’ve
developed.<o:p></o:p></div>
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<br /></div>
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So, what’s the take-home message? Do service willy nilly?
Not hardly. But don’t shy away from it either. Everyone is busy, but your
willingness to take on just a little more will be greatly appreciated &, to
invoke some of my favorite evo theory, it is a costly honest signal of your
willingness to cooperate that will reward you with unforeseen dividends! <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
Christopher D. Lynn, Ph.D.<o:p></o:p></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
Assistant Professor of Anthropology<o:p></o:p></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
Co-director of Evolutionary Studies program<o:p></o:p></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
University of Alabama<o:p></o:p></div>
<div class="MsoNormal" style="line-height: normal; margin-bottom: .0001pt; margin-bottom: 0in;">
Tuscaloosa, AL 35487<o:p></o:p></div>
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<a href="mailto:cdlynn@ua.edu">cdlynn@ua.edu</a> <o:p></o:p></div>
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<br /></div>
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Websites: <a href="http://www.anthropology.ua.edu/hberg">www.anthropology.ua.edu/hberg</a>,
<a href="http://www.as.ua.edu/evolutionarystudies">www.as.ua.edu/evolutionarystudies</a>
<o:p></o:p></div>
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Follow me on Twitter: <a href="https://twitter.com/Chris_Ly">@Chris_Ly</a><o:p></o:p></div>
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Blogs: <a href="http://evostudies.org/author/clynn/">Cheap
Thrills thru Evolution</a>, <a href="http://www.anthropology.ua.edu/blogs">Anthropology
Blog Network</a><o:p></o:p></div>
<br />
<br />
<br />Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-5487427242434441762014-01-21T11:38:00.000-08:002014-01-21T12:38:28.255-08:00Outing Dr. Isis: A retaliation of consequence by a Nature editor<div class="MsoNormal" style="margin-bottom: 0.0001pt;">
<span style="font-family: Arial, sans-serif; font-size: 12pt;">A couple of days ago on Twitter,
Henry Gee, the senior editor of biological sciences at Nature, </span><a href="http://isisthescientist.com/2014/01/20/be-not-afraid" style="font-family: Arial, sans-serif; font-size: 12pt;">outed a
widely-read, oft-shared, and sometimes controversial anonymous blogger, Dr.
Isis</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">. He took great glee in doing so because he didn't like some of her
blog posts in which she called out some outrageous and sexist editorial
decisions he had made (you may recall the awful "Womanspace" essay,
described and eviscerated </span><a href="http://isisthescientist.com/2011/11/26/on-why-ed-rybicki-is-no-better-than-henry-gee-lessons-from-womanpace/" style="font-family: Arial, sans-serif; font-size: 12pt;">here</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">
by Dr. Isis), as well as her distaste for </span><a href="http://retractionwatch.com/2014/01/19/nature-apologizes-for-publishing-letter-dismissing-need-for-gender-balance/" style="font-family: Arial, sans-serif; font-size: 12pt;">Nature’s
bleak record regarding women in the sciences</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">. The </span><a href="https://twitter.com/search?q=%40henrygeebooks&src=tyah" style="font-family: Arial, sans-serif; font-size: 12pt;">reaction in
the scientific community online has been one of outrage</a><span style="font-family: Arial, sans-serif; font-size: 12pt;"> that a senior,
white, male took it upon himself to out a junior woman of color, and did so in
such a publicly vindictive way, describing her as "</span><a href="http://www.michaeleisen.org/blog/wp-content/uploads/2014/01/DrIsis.png" style="font-family: Arial, sans-serif; font-size: 12pt;">inconsequential</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">"
and threatening on Twitter to "</span><a href="https://twitter.com/HenryGeeBooks/statuses/425033584844746752" style="font-family: Arial, sans-serif; font-size: 12pt;">add
(others) to the list</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">" for daring to call him out for his boarish (at
best) behavior (see Michael Eisen, co-founder of PLOS, condemn Gee </span><a href="http://www.michaeleisen.org/blog/?p=1554" style="font-family: Arial, sans-serif; font-size: 12pt;">here</a><span style="font-family: Arial, sans-serif; font-size: 12pt;">.).</span></div>
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<span style="font-family: Arial, sans-serif; font-size: 12pt;">Please do not dismiss
this as "just happening online." Online (e.g. Twitter, blogs,
Facebook, etc.) is *exactly* the place where important discussions about gender
and color equity in the sciences occur on an hourly basis, it is *exactly* the
place where junior and other marginalized scientists are finding a voice to <a href="http://storify.com/kejames/ripples-of-doubt/">share doubts</a> and build
power in <a href="http://jezebel.com/sciam-apologizes-for-deleting-bloggers-post-on-being-c-1444576536">a
system that constantly knocks us down</a>, and it is *exactly* the place where a <b>Senior Editor at the science journal with the
highest impact factor chose to publicly punish and damage an untenured
woman of color who dared to challenge him</b>. <o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 12pt;">Please <a href="http://imgfave.com/view/3248443">meditate on the enormity and injustice</a>
of that. <o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 12pt;">As a biological anthropologist working
toward tenure, a paper in Nature could “make” my career. I have as-yet-untenured
colleagues at Ivies who get tsked-tsked for NOT submitting to Nature. The
reverence for impact factors requires us to consider this the pinnacle of
scientific publishing, at the same time that senior representatives of that
very same journal with public platforms show absolutely <a href="http://www.nature.com/nature/journal/v477/n7366/full/477626a.html">no
shame</a> in <a href="http://www.nature.com/nature/journal/v505/n7483/full/505291e.html">trivializing
our efforts</a> as scientists or our very real struggles as outsiders in the Old
White Boys Club. Struggles that make me feel like <a href="http://imgfave.com/view/3247041">this</a> a lot, and I actually have it
pretty easy. <o:p></o:p></span></div>
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<span style="font-family: Arial, sans-serif; font-size: 12pt;">This continued outsider
existence is what leads many to seek the clearly imperfect protection of an online
pseudonym. <a href="http://www.techdirt.com/articles/20110805/14103715409/whats-name-importance-pseudonymity-dangers-requiring-real-names.shtml">Pseudonymity
on the the internet has a long and defensible history</a>, largely as
protection of some kind, often against reprisals by employers. Sometimes as
protection against cyber-stalking and sometimes real-life stalking and physical
assault. But another reason is that it can offer protection against the
clubbishness and bullying of privileged scholars with powers to hire, publish,
grant funds. The power to deem one as a scientist of consequence. The power to refuse
the pervasive poison that is their privilege and blindness. Henry Gee's outing
of Dr. Isis clearly illustrates the continued vulnerability of women,
people of color, and LGBTQ people speaking their truths and challenging Goliaths.
Nature may well have <a href="http://www.nature.com/news/specials/women/index.html">a binder full of
teh womenz</a> (it’s so heavy, I hope they still have the strength to pat
themselves on the back!), but they also got a million problems, most of which
can be well visualized in a mirror, should they choose to look. </span></div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com2tag:blogger.com,1999:blog-3819620844167690741.post-25876465746275733712013-12-04T09:02:00.001-08:002013-12-04T09:10:15.932-08:00American Anthropologist's "particular problem" with biological anthropology<span style="background-color: white; color: #333333; font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; font-size: 12.727272033691406px; line-height: 15.454545021057129px;">"Singling out biological anthropologists as representing a “particular problem” reinforces the pervasive premise that sociocultural anthropology is normative anthropology, and the measure against which all other specialties are compared (and apparently fall short)."</span><br />
<a href="http://www.anthropology-news.org/index.php/2013/12/04/american-anthropologists-particular-problem-with-biological-anthropology/" rel="nofollow nofollow" style="background-color: white; color: #3b5998; cursor: pointer; font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; font-size: 12.727272033691406px; line-height: 15.454545021057129px; text-decoration: none;" target="_blank">http://<wbr></wbr><span class="word_break" style="display: inline-block;"></span>www.anthropology-news.org/<wbr></wbr><span class="word_break" style="display: inline-block;"></span>index.php/2013/12/04/<wbr></wbr><span class="word_break" style="display: inline-block;"></span>american-anthropologists-partic<wbr></wbr><span class="word_break" style="display: inline-block;"></span>ular-problem-with-biological-a<wbr></wbr><span class="word_break" style="display: inline-block;"></span>nthropology/</a>Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-11710144412966368012013-09-05T14:40:00.000-07:002013-09-05T14:40:10.581-07:00Assistant Professorship, UNLV<div class="MsoNormal">
The Department of Anthropology at the University of Nevada,
Las Vegas (UNLV) invites applications for a tenure track Assistant Professor of
Biological Anthropology. Expertise in paleoanthropology is preferred. The
successful candidate will engage in theory-driven field research, and
demonstrate evidence of effective teaching, of obtaining extramural funding,
and of a strong record of scholarly publications. The candidate should
synergize with other faculty focused on bioarchaeology, prehistoric
archaeology, hunter-gatherers, and the evolution of human social behavior and
nutrition. The Department offers BA, MA, and PhD degrees, and has research
emphases in adaptive strategies; food and nutrition; childhood and parenting;
and sexuality, gender, and identity. Applicants should be able to teach a range
of courses, from an introductory course in Biological Anthropology to more
advanced undergraduate and graduate classes. The successful candidate must have
a PhD in hand by July 1, 2014. Review of applications begins on November 15 and
continues until the position is filled. Submit a letter of interest, a detailed
resume listing qualifications and experience, and the names, addresses, and
telephone numbers of at least three professional references who may be
contacted. Applicants should fully describe their qualifications and
experience, with specific reference to each of the minimum and preferred
qualifications because this is the information on which the initial review of
materials will be based. The review of materials will begin November 15, and
will continue until the position is filled. Materials should be addressed to
Dr. Peter Gray, Search Committee Chair, and are to be submitted via on-line
application at <a href="https://hrsearch.unlv.edu/" target="blank">https://hrsearch.unlv.edu</a>. For assistance with UNLV’s on-line applicant
portal, contact UNLV Employment Services at (702) 895-2894 or <a href="mailto:hrsearch@unlv.edu" target="blank">hrsearch@unlv.edu</a>. Applicants
of under-represented groups are encouraged to apply.</div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-1380051976476437242013-05-04T05:34:00.002-07:002013-05-04T05:36:45.854-07:00Visiting Assistant Professorship, UNLV Anthropology<span style="font-size: large;"><span style="font-family: Calibri,sans-serif;">The Department of Anthropology at the University of Nevada, Las Vegas (UNLV) invites applications for a one-year Visiting Assistant Professorship. Expertise in biological anthropology is required, with more specific interests including paleoanthropology and skeletal biology. The Department offers BA, MA, and PhD degrees, and has research emphases in adaptive strategies; food and nutrition; childhood and parenting; and sexuality, gender, and identity. The successful candidate must have a PhD in hand by July 1, and be able to teach Introduction to Cultural Anthropology and Introduction to Physical Anthropology. There will also be an opportunity to teach a class drawing upon the applicant’s expertise. Review of applications begins on May 15 and continues until the position is filled. Submit letter of application, curriculum vitae, evidence of teaching excellence, and the contact information, including email addresses, for three references via an online application at </span><a href="https://exchange10.uic.edu/owa/redir.aspx?C=4Mb6O2qdRkawXbRHvbFrv3q8TZdaHNAIBNavDANaG3kXnm8TXM_KFUJGoLMFcU8ft_IULtdBwZo.&URL=http%3a%2f%2fjobs.unlv.edu%2fopenings.html" style="font-family: 'Segoe UI', Helvetica, Arial, sans-serif;" target="_blank"><span style="font-family: Calibri,sans-serif;">http://jobs.unlv.edu/openings.html</span></a><span style="font-family: Calibri,sans-serif;">. For assistance with UNLV’s online applicant portal, contact UNLV Employment Services at (702) 895-2894 or </span><a href="https://exchange10.uic.edu/owa/redir.aspx?C=4Mb6O2qdRkawXbRHvbFrv3q8TZdaHNAIBNavDANaG3kXnm8TXM_KFUJGoLMFcU8ft_IULtdBwZo.&URL=mailto%3ahrsearch%40unlv.edu" style="font-family: 'Segoe UI', Helvetica, Arial, sans-serif;" target="_blank"><span style="font-family: Calibri,sans-serif;">hrsearch@unlv.edu</span></a><span style="font-family: Calibri,sans-serif;">. Applicants of under-represented groups are encouraged to apply.</span><span style="font-family: Calibri,sans-serif;"> EEO/AA Educator and Employer.</span></span>Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-73556793285811254572013-05-03T14:27:00.000-07:002013-05-03T14:27:26.851-07:00Jill Scott, Student Liaison to the AAPA Executive Committee and BANDIT FB mod!<span style="font-family: Arial, Helvetica, sans-serif;"><w:sdt contentlocked="t" id="89512093" sdtgroup="t"><span style="font-size: 1pt;"><w:sdtpr></w:sdtpr><w:sdt docpart="E53A22C70FCF48D380C62036B58F34FE" id="89512082" storeitemid="X_42F6C9C3-D52A-4385-BA22-6BA9916E1E39" text="t" title="Post Title" xpath="/ns0:BlogPostInfo/ns0:PostTitle"></w:sdt></span>
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<span style="font-family: Arial, Helvetica, sans-serif;">My name is <a href="http://clas.uiowa.edu/anthropology/people/jill-scott">Jill Scott</a> and I am a PhD
candidate in Anthropology at the <a href="http://clas.uiowa.edu/anthropology/">University
of Iowa</a> (where I also received my MA). I went to the <a href="http://www.anthro.illinois.edu/">University of Illinois at
Urbana-Champaign</a> for my BA in Anthropology, and prior to that, I received
my AA at <a href="http://www.mchenry.edu/anthropology/index.asp">McHenry County
College</a> in Crystal Lake, IL.</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">It is my pleasure to write this post as the current <a href="file:///C:/Users/DentAdmin/Downloads/physanth.org">American Association of Physical
Anthropologists</a> Student Liaison to the Executive Committee. What
this means is that I am the only student representative on the AAPA Executive
Committee. While students make up a significant portion of the AAPA membership
and presenters at each annual meeting (and by significant, I mean at least
half), there is a dearth of student representation within the organization. The
AAPA Executive Committee realizes this, and hence, wanted to increase the voice
of students in the AAPA. As such, one of my first official acts was to create
an AAPA ad hoc Student Committee, that is, a committee run by students, for
students. Even if you are not a student representative or don’t serve on a
committee, there are ways to get involved in the AAPA other than presenting. The
reasons for students to get involved are many.</span></div>
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<b><span style="font-family: Arial, Helvetica, sans-serif;">“If you want to
assume a leadership position in the AAPA, start early.”<o:p></o:p></span></b></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">These words are not directly my own, but are paraphrased
from a faculty advisor I heard tell this to her own students when encouraging
them to attend the AAPA Business Meeting, and I think they’re particularly
appropriate here. </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">Yes, networking at the meetings is important, and something
that we all hopefully already do. However, there are activities at the meetings
(other than hitting the bar with our friends after a long day of talks and
posters) that are also important to learning how the organization functions,
which is useful for all members to know. The simplest way to get informed is to
attend the AAPA Business Meeting. I myself never attended in the past because I
thought it was some kind of “secret society” that only full (i.e., non-student)
members were allowed to attend. After all, they vote on resolutions at the
business meeting, right? Right, but I can tell you that as a student member,
it’s YOUR duty to vote on these resolutions and proposals too! </span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">I am happy to report that this year I attended the AAPA
Business Meeting after having been explicitly told that it’s open to <b>ALL</b> members. And I am even happier to
report that I actually found it INTERESTING (then again, I am a huge nerd, but
I hope that we all are!) At the business meeting, each member of the Executive
Committee and all Committee Chairs give a very brief report of their activities
over the past year. This includes a report from the <i>AJPA</i> and <i>Yearbook</i> editors
(including some useful tips on how to get published in each), a recap of how
much money was made at the AAPA Auction (which is useful to know because that
money goes to fund OUR student awards), and brief reports from <a href="http://www.wennergren.org/">Wenner-Gren</a> President, <a href="http://www.wennergren.org/about/leslie-c-aiello">Leslie Aiello</a>, and <a href="http://www.nsf.gov/funding/pgm_summ.jsp?pims_id=5407">NSF Biological
Anthropology</a> Program Chair, <a href="http://www.nsf.gov/staff/staff_bio.jsp?lan=cehardt&org=NSF&from_org=NSF">Carolyn
Ehardt</a>. Both of their reports reflected the current statuses of their
respective funding agencies along with some useful tips on how to get funded.
In short, the business meeting is full of all kinds of benefits, but you have
to be present to reap them!</span></div>
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<span style="font-family: Arial, Helvetica, sans-serif;">For many of us in biological anthropology, the AAPA is our
primary professional organization, yet you may have no idea how it actually
operates (I didn’t until I began interacting with the Executive Committee over
the past year). Unlike some of our “sister organizations” (e.g., the <a href="http://www.aaanet.org/">American Anthropological Association</a> and the <a href="http://www.saa.org/">Society for American Archaeology</a>), the AAPA has
no permanent, paid staff. The AAPA is entirely volunteer-based, other than some
of the work that we outsource (e.g., membership is managed in part by <a href="http://timssnet.allenpress.com/ECOMaapa/timssnet/common/tnt_frontpage.cfm">Allen
Press</a>- the website where you log in to become a member or renew
membership). As such, I have learned that there are several AAPA <a href="http://physanth.org/association/committees">committees</a> on which one
can serve. Presently, many committees are served only by full AAPA members, as
is stipulated by the association bylaws, but there are opportunities for those
of us who are still students as well.</span></div>
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<span style="font-size: 11pt;"><span style="font-family: Arial, Helvetica, sans-serif;">I am here to
tell you about some of the opportunities available to graduate (and
undergraduate) students in the AAPA, some of which you may be aware of, some of
which you may not unless you carefully read every word of the “Call for Papers”
every year.<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><b><u><span style="font-size: 11pt;">Attend the Business Meeting</span></u></b><b><span style="font-size: 11pt;">!</span></b><span style="font-size: 11pt;"> Friday
evening of the meetings.<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">AAPA Student Liaison to the Executive Committee</span></u><span style="font-size: 11pt;">: This position was started in
2012 and lasts for a 1 year term from one year’s meetings to the next (i.e., my
official term runs from 2013–2014). The call for applications goes out in the
annual “Call for Papers” and the applications for next year’s Student Liaison
will be due September 15, 2013.<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">AAPA Student Committee</span></u><span style="font-size: 11pt;">: This was just founded at the meetings in Knoxville, so I’m not
sure exactly what we’ll be doing yet, but </span><a href="http://aapabandit.blogspot.com/2013/04/sarah-livengood-bas-rep-and-bandit-fb.html?spref=fb"><span style="font-size: 11pt;">Sarah Livengood</span></a><span style="font-size: 11pt;"> (BAS Student Rep) and I have
discussed holding a workshop of some sort at the 2014 AAPAs. <b>If you are interested in serving on this
committee and have ideas you’d like to see us accomplish, please contact me!<o:p></o:p></b></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">Reviewer for the Undergrad Research Symposium</span></u><span style="font-size: 11pt;">: For the last several years, the
AAPA Committee on Diversity has hosted the Undergraduate Research Symposium on
Wednesday evening prior to the Opening Reception. As part of this Symposium,
graduate student volunteers review the undergraduate abstract submissions.
Check the “Call for Papers” to find out how to volunteer to be a reviewer!<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">Career Development Committee Panel</span></u><span style="font-size: 11pt;">: Each year the Career
Development Committee (CDC) hosts a panel on issues pertinent to students and
early career bioanthropologists. This year’s session focused on tips for
landing a job, next year is scheduled to discuss applying for grants, and other
years the panel has discussed issues related to teaching and “non-traditional”
jobs for physical anthropologists. I would highly recommend attending these
panels!<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">PA WMN Luncheon/Happy Hour</span></u><span style="font-size: 11pt;">: Again for the past several years, the Physical Anthropology
Women’s Mentoring Network (PA WMN) has hosted a luncheon (for which
registration is required) for young females in the field to sit down and
discuss important issues with more established women in the field. The PA WMN
also hosts a happy hour open to all women in the field to come chat about
issues faced by women in physical anthropology.<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><u><span style="font-size: 11pt;">BANDIT Happy Hour</span></u><span style="font-size: 11pt;">: If you’re reading this blog post, you should already know that
BANDIT holds a happy hour that students are welcome to attend to discuss issues
pertinent to students and early career physical anthropologists!<o:p></o:p></span></span></div>
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<!--[if !supportLists]--><span style="font-family: Arial, Helvetica, sans-serif;"><span style="font-size: 11pt;">·<span style="font-size: 7pt;">
</span></span><!--[endif]--><b><u><span style="font-size: 11pt;">Apply for Student Awards</span></u></b><b><span style="font-size: 11pt;">! </span></b><span style="font-size: 11pt;">The AAPA has
a variety of </span><a href="http://physanth.org/association/awards"><span style="font-size: 11pt;">student awards</span></a><span style="font-size: 11pt;"> available for student research
presentations (podium and poster), some of which are sponsored by or co-sponsored
with the </span><a href="http://www.anthgen.org/index.html"><span style="font-size: 11pt;">American Association for
Anthropological Genetics</span></a><span style="font-size: 11pt;">, the </span><a href="http://aapabandit.blogspot.com/2013/01/very-excited-to-announce-second-annual.html?spref=fb"><span style="font-size: 11pt;">American Association of Anatomists</span></a><span style="font-size: 11pt;">, and the </span><a href="http://physanth.org/association/awards/DAADahlbergprize.pdf"><span style="font-size: 11pt;">Dental Anthropology Association</span></a><span style="font-size: 11pt;">. Even if you’re not presenting,
you can still apply for funding to attend the meetings via the </span><a href="http://physanth.org/news/pollitzer-travel-awards-2013"><span style="font-size: 11pt;">William S. Pollitzer Student
Travel Award</span></a><span style="font-size: 11pt;">. This year,
the AAPA awarded <b>43 </b>Pollitzer Travel
Awards and this number has only been increasing! Again, check the “Call for
Papers” to see when applications for student awards are due each year!<b><o:p></o:p></b></span></span></div>
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</span></span><!--[endif]--><u><span style="font-size: 11pt;">Volunteer to Chair a Session</span></u><span style="font-size: 11pt;">: Remember when you register to present at
the AAPAs and you’re asked if you’d be willing to chair a session? Well, yes,
you can do this as a grad student! But remember, you have to be comfortable
with stopping people at 15 minutes, including all the big wigs in the field, so
if you’re not comfortable with this, this is not the position for you!<o:p></o:p></span></span></div>
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<span style="font-size: 11pt;"><span style="font-family: Arial, Helvetica, sans-serif;">Opportunities
for student involvement are ever increasing in the AAPA, so I hope that you
will consider getting involved. Please feel free to get in touch with me if you
have any additional questions, suggestions, or would like to volunteer for the
Student Committee!</span><span style="font-family: Calibri, sans-serif;"><a href="" name="_GoBack"></a><o:p></o:p></span></span></div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-40573269895802153532013-04-30T07:38:00.001-07:002013-04-30T07:40:20.479-07:00Sarah Livengood, BAS rep and BANDIT FB mod!<span style="font-size: large;"><span style="font-family: 'Times New Roman', serif;">My name is Sarah V. Livengood and I am the current student
representative for the </span><a href="http://www.aaanet.org/sections/bas/" style="font-family: 'Times New Roman', serif;">Biological
Anthropology Section</a><span style="font-family: 'Times New Roman', serif;"> (BAS) of the American Anthropological Association
(AAA). I am a doctoral student at the </span><a href="http://www.uark.edu/depts/anthinfo/" style="font-family: 'Times New Roman', serif;">University of Arkansas</a><span style="font-family: 'Times New Roman', serif;">. I earned
my MA at </span><a href="http://www.cas.gsu.edu/anthropology/" style="font-family: 'Times New Roman', serif;">Georgia State
University</a><span style="font-family: 'Times New Roman', serif;"> and my BA at the </span><a href="http://www.uncg.edu/ant/" style="font-family: 'Times New Roman', serif;">University
of North Carolina at Greensboro</a><span style="font-family: 'Times New Roman', serif;">. As a freshman I was lucky enough to attend
the AAA conference with student government funding allocated to our
anthropology club. The experience gave me the chance to see everything my
discipline has to offer. It also provided me the opportunity to see what an
academic conference actually is, and when it came time to present my research I
was far less intimidated by the experience.</span></span><br />
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<span style="font-family: "Times New Roman","serif"; font-size: large;">I did not attend the AAA meeting again until my first year as a
graduate student. I became active in BAS accidently when I stumbled into the
BAS board meeting. My advisor had encouraged me to attend the BAS <i>business</i> meeting, and I misread the
program. My mistake became an opportunity when I was encouraged <a href="http://www.blogger.com/blogger.g?blogID=3819620844167690741" name="_GoBack"></a>to throw my name in the hat for the student representative
seat. Getting involved in the “business side of things” has been an eye-opening
experience. Not only have I got to spend time with professional anthropologists
that I admire, but I have also learned what keeps an association running, how
they support their members, and the resources available to me as a student. <o:p></o:p></span></div>
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<span style="font-size: large;"><span style="font-family: "Times New Roman","serif";">I have found there are benefits to getting involved as a
student. The AAA as a whole offers countless opportunities for students to be
active in a professional organization, and the boost to your CV isn’t too
shabby. You can find ways to get involved through </span><a href="http://www.aaanet.org/about/Prizes-Awards/section_awards.cfm"><span style="font-family: "Times New Roman","serif";">sections</span></a><span style="font-family: "Times New Roman","serif";"> and </span><a href="http://www.aaanet.org/cmtes/index.cfm"><span style="font-family: "Times New Roman","serif";">committees</span></a><span style="font-family: "Times New Roman","serif";">, and there is even
a student section (<a href="http://www.studentanthropologists.org/">National
Association of Student Anthropologists</a>). Biological anthropology students
can benefit from all of these opportunities and gain a supportive network within
the AAA. The Biological section has a business meeting and reception every
year, sponsors several poster and paper sessions, and has a </span><a href="http://www.aaanet.org/sections/bas/studentprize.html"><span style="font-family: "Times New Roman","serif";">student paper/poster competition</span></a><span style="font-family: "Times New Roman","serif";"> that includes recognition
at the business meeting, a monetary prize, and publication in the <a href="http://www.anthropology-news.org/index.php/2013/04/11/introducing-bas-editor-julienne-rutherford/">BAS
section of Anthropology News</a>. <o:p></o:p></span></span></div>
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<span style="font-size: large;"><span style="font-family: "Times New Roman","serif";">One of the biggest issues I face as BAS student representative
is encouraging student participation in AAA, and helping students realize that
there is a place for them and their research at the AAA conference. The AAA has
provided me with countless opportunities to further my career, and the chance
to meet and work with people I might never meet otherwise. Attending any conference can be expensive, and
I only made it to my first meeting with the support of my department and university.
A lot of universities offer funding if you are presenting, but there are also
options if you aren’t presenting. Your anthropology club is a great way to get
a group of students together to help alleviate some of the costs through shared
hotel rooms, transportation, etc. and a university sponsored organization can
petition student governments to help fund educational trips. Also check out the
variety of </span><a href="http://www.aaanet.org/about/Prizes-Awards/all_prizes_awards.cfm"><span style="font-family: "Times New Roman","serif";">student awards</span></a><span style="font-family: "Times New Roman","serif";"> offered by
different sections of the AAA’s, some of these are travel related. And of
course, contact your student representative if you have any questions! <o:p></o:p></span></span></div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-36510709786390563542013-02-22T12:42:00.003-08:002013-02-22T12:45:23.513-08:00BANDIT on Facebook!<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiu66Y-2Dn-rnTM7LhIyhsLAn8wC6kagVXrxuzuwl8MU0F_94aIbG3UgTSTHxJBvDh-fmELYJJyKzLOtKN6zimnNr28X0H7EuNSFO1gfIHuStfzp7-8PpsnKnZUfILzVApkth_JjfrICqM/s1600/facebook-like-icon.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="185" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiu66Y-2Dn-rnTM7LhIyhsLAn8wC6kagVXrxuzuwl8MU0F_94aIbG3UgTSTHxJBvDh-fmELYJJyKzLOtKN6zimnNr28X0H7EuNSFO1gfIHuStfzp7-8PpsnKnZUfILzVApkth_JjfrICqM/s200/facebook-like-icon.png" width="200" /></a></div>
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If you haven't already, please come <a href="http://www.facebook.com/pages/BANDIT-Biological-Anthropology-Developing-Investigators-Troop/270345732991556?fref=ts" target="_blank">join us on Facebook</a>! I have teamed with an amazing cohort of biological anthropologists (<a href="http://blogs.scientificamerican.com/context-and-variation/2013/02/21/the-biological-anthropology-field-experiences-web-survey-now-live/" target="_blank">Kate Clancy</a>, <a href="https://sites.google.com/site/rgairnelson/" target="_blank">Robin Nelson</a>, <a href="http://mammalssuck.blogspot.com/" target="_blank">Katie Hinde</a>, <a href="http://slu.academia.edu/KatieMacKinnon" target="_blank">Katie MacKinnon</a>, and<a href="http://biomarkersandmilk.blogspot.com/" target="_blank"> Elizabeth Quinn</a>) to grow BANDIT in new and exciting ways outside the constraint of a regular blog. I will continue to post original content here, including guest posts on a variety of subjects, but the FB page is a more nimble tool for up-to-date postings and discussions. Check it out, and "like" us!Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-88684212696380501232013-01-24T11:03:00.000-08:002013-01-24T11:03:16.182-08:00Postdoc Opportunity in Health Disparities!<br />
<a href="http://www.wisc.edu/" target="_blank">University of Wisconsin - Madison</a><br />
<a href="http://www.obgyn.wisc.edu/our-department/default.aspx" target="_blank">Department of Obstetrics and Gynecology</a><br />
<a href="http://www.obgyn.wisc.edu/CWHDR/" target="_blank">Center for Women's Health and Health Disparities Research</a><br />
Mentored Post-doctoral Training Program in Health Disparities Research (T32 Program)<br />
Application Deadline: <b>April 1, 2013</b><br />
<br />
Program Background: Mentored post-doctoral training program in health disparities research funded through the NIH Ruth L. Kirschstein National Research Service Award (NRSA) Institutional Training Grant (T32). <b><u>This post-doctoral program provides year-long support for training in interdisciplinary research that addresses disparities in health status and health outcomes among minority mothers, infants, children and their families.</u> </b>The Center for Women's Health and Health Disparities (CWHDR) Research T32 Program began under the direction of <a href="http://obgyn.wisc.edu/directory/detail.aspx?id=114" target="_blank">Dr. Gloria E. Sarto </a>in the spring of 2007. The program has been renewed for an additional 5 years.<br />
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Goal of Award: <b><u>To provide training at the postdoctoral level in interdisciplinary research that addresses disparities in health status and health outcomes among minority populations as well as to recruit underrepresented minorities into academic research careers</u></b>. The HDRS Training Program provides interdisciplinary and multifaceted opportunities for research that includes not only biomedical and behavioral sciences, but also investigation into quality of care, including cost, access and satisfaction with services; the causes of and barriers to reducing health disparities; attitudes towards health, language spoken, educational level, community profile and socioeconomic status; identification of assessment measures for outcomes, quality and appropriateness of health care services. Attracting minorities from various disciplines such as physicians, nurses, pharmacists, sociologists, social workers, and nutritionists, into academic research careers will help in this endeavor.<br />
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To address not only the broad array of research areas outlined above but also the interdisciplinary nature of the possible candidates, the faculty is interdisciplinary and consists of physician scientists, perinatal researchers, sociologists, nurse scientists, nutritional scientists, epidemiologists and economists. <b><u>To promote interdisciplinary research and disciplinary cross training, we provide two mentors for each Scholar, balancing the biomedical/basic science and behavioral/demography and epidemiology approaches to address health disparities. Benefits include a full NIH stipend, tuition, fees and travel funds. </u></b>The CWHDR currently funds a total of 5 positions.<br />
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Eligibility Requirements:<br />
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· Postdoctoral scholars must have received, as of the beginning date of the NRSA appointment, a Ph.D., M.D., D.D.S., or comparable doctoral degree from an accredited domestic or foreign institution. Eligible doctoral degrees include, but are not limited to, the following: D.M.D., D.C., D.O., D.V.M., O.D., D.P.M., Sc.D., Eng.D., Dr. P.H., D.N.Sc., D.P.T., Pharm.D., N.D. (Doctor of Naturopathy), D.S.W., Psy.D, as well as a doctoral degree in nursing research.<br />
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· Scholar agrees to devote full-time effort in research related activities for a minimum of 2 years and a maximum of 3 years to this T32 training program.<br />
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· Scholars must be interested in research that involves health disparities or health in underserved populations.<br />
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· No individual may receive more than 3 years of aggregate Kirschstein-NRSA support at the postdoctoral level, including any combination of Kirschstein-NRSA support from institutional research training grants and individual fellowships.<br />
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· An NRSA appointment may not be held concurrently with another federally sponsored fellowship, traineeship, or similar Federal award that provides a stipend or otherwise duplicates provisions of the NRSA.<br />
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· Scholar will be a US citizen or non-citizen national, or has been lawfully admitted for permanent resident status and possesses an Alien Registration Receipt Card (I-151 or I-551) or some other verification of legal admission as a permanent resident.<br />
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Find more information about the Center for Women's Health and Health Disparities Research T32 Program and how to apply at <a href="http://obgyn.wisc.edu/CWHDR/">obgyn.wisc.edu/CWHDR/</a><br />
<br />
<br />
Direct Questions to: Julia Brasileiro or Doris Franklin at (608) 262-7573 or CWHDR@obgyn<br />
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-38603240808986371902013-01-23T13:48:00.000-08:002013-01-23T13:48:14.121-08:00Funding opportunity: NSF's INSPIRE program<br />
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">Thanks to NSF Biological Anthropology Program Director Carolyn Erhardt for the following announcement: </span></div>
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">NSF will be providing an <b><i><a href="http://www.nsf.gov/publications/pub_summ.jsp?WT.z_pims_id=504852&ods_key=nsf13518"><span style="color: #dbe5f1; mso-themecolor: accent1; mso-themetint: 51;">informational
webcast on INSPIRE</span></a> </i></b>(Integrated NSF Support Promoting
Interdisciplinary Research and Education)<b><i> to be held</i></b> <b><i>on
Tuesday, January 29, 2013 from 4:00 p.m. – 5:30 p.m. EST.</i></b> During
the webcast, the FY 2013 INSPIRE solicitation (NSF 13-518) will be discussed,
and INSPIRE program officers will interactively answer questions submitted by
the online audience. (Check out the current list of <a href="http://www.nsf.gov/publications/pub_summ.jsp?ods_key=nsf13040"><span style="color: #dbe5f1; mso-themecolor: accent1; mso-themetint: 51;">INSPIRE
Frequently Asked Questions</span></a>.)<o:p></o:p></span></div>
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">Information on accessing and
registering for the free webcast will be available through <a href="http://www.nsf.gov/funding/pgm_summ.jsp?pims_id=504852"><span style="color: #dbe5f1; mso-themecolor: accent1; mso-themetint: 51;">the INSPIRE
program website</span></a>. <b>Participants</b>
<b>must be registered to view the webcast</b>.<o:p></o:p></span></div>
<b><span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">Summary of the INSPIRE funding opportunity:</span></b><span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;"> The INSPIRE awards program was established to address some
of the most complicated and pressing scientific problems that lie at the
intersection of traditional disciplines. It is intended to encourage
investigators to submit bold, exceptional proposals that some may consider to
be at a disadvantage in a standard NSF review process; it is <em><b>not</b></em> intended for
proposals that are more appropriate for existing award mechanisms. INSPIRE is
open to interdisciplinary proposals on any NSF-supported topic, submitted <em><b>by invitation only</b></em>
after a preliminary inquiry process initiated by submission of a required
Letter of Intent (LOI). In fiscal year 2013, INSPIRE provides support through
the following three pilot grant mechanisms: <o:p></o:p></span><br />
<ul type="disc">
<li class="MsoNormal" style="color: #dbe5f1; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-themecolor: accent1; mso-themetint: 51; tab-stops: list .5in;"><strong><span style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">INSPIRE Track 1.</span></strong><span style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">
This is essentially a continuation of the pilot CREATIV mechanism from FY
2012, which was detailed for 2012 in <a href="http://nsf.gov/pubs/2012/nsf12011/nsf12011.jsp"><span style="color: #dbe5f1; mso-themecolor: accent1; mso-themetint: 51;">Dear
Colleague Letter NSF 12-011</span></a>. <o:p></o:p></span></li>
<li class="MsoNormal" style="color: #dbe5f1; mso-list: l0 level1 lfo1; mso-margin-bottom-alt: auto; mso-margin-top-alt: auto; mso-themecolor: accent1; mso-themetint: 51; tab-stops: list .5in;"><strong><span style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">INSPIRE Track 2.</span></strong><span style="font-family: "Arial","sans-serif"; mso-fareast-font-family: "Times New Roman";">
These are "mid-scale" research awards at a larger scale than
Track 1, allowing for requests <b>of
up to $3,000,000 over a duration of up to five years</b>. Expectations for
cross-cutting advances and for broader impacts are greater than in Track
1, and the review process includes external review. <o:p></o:p></span></li>
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These are prestigious individual awards to single-investigator proposals
that present ideas for interdisciplinary advances with unusually strong,
exciting transformative potential.<o:p></o:p></span></li>
</ul>
<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">All NSF directorates and programmatic offices
participated in INSPIRE in FY 2012 and are continuing their participation in FY
2013.<o:p></o:p></span><br />
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<b><span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">LETTER OF INTENT (LOI) DUE DATES:<o:p></o:p></span></b></div>
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">INSPIRE Track 2 Inquiries: Letter of Intent Due Date February
20, 2013 <o:p></o:p></span></div>
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">INSPIRE Track 1 Inquiries (also for Director’s INSPIRE
Awards): Letter of Intent Due Date March 29, 2013 <o:p></o:p></span></div>
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<span style="color: #dbe5f1; font-family: "Arial","sans-serif"; mso-themecolor: accent1; mso-themetint: 51;">Full proposal submission
is by invitation only, based on evaluation by NSF staff of the required Letter
of Intent. <o:p></o:p></span></div>
</div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-40441775370471683502013-01-22T13:11:00.003-08:002013-01-22T13:26:35.150-08:002012 Anthropological Anatomy Research Winners!<span style="font-size: large;"><br /></span>
<br />
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<span style="font-size: large;"><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-hansi-theme-font: major-latin;">At last year's AAPA meeting in conjunction with the <a href="http://aapabandit.blogspot.com/2012/03/anatomy-education-and-career-workshop.html" target="_blank">anatomy career workshop</a> sponsored by the American Association of Anatomists and hosted by me and my colleague Alison Doubleday, a <a href="http://aapabandit.blogspot.com/2012/02/student-awards-for-anthropological.html" target="_blank">student prize competition</a> was held to recognize</span><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-size: 11.5pt; mso-hansi-theme-font: major-latin;"> student poster and podium presentations that best implemented anatomical
methodologies in innovative anthropological research</span><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-hansi-theme-font: major-latin;">. </span><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-size: 11.0pt; mso-hansi-theme-font: major-latin;">Seventeen graduate students from programs across the United States
applied for the “American Association of Anatomists Anthropological Anatomy
Award”. </span><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-size: 11.5pt; mso-hansi-theme-font: major-latin;">Presentations
were judged on novelty of research question and design, use of anatomical
methodologies, and presentation style. Two $500 prizes were awarded, one for
best podium presentation and one for best poster presentation. Two $250 prizes
were awarded, one for honorary podium presentation and one for honorary poster
presentation. Each award winner also
received the most current issue of <i>The
Anatomical Record</i>. Over 100
individuals attended the student awards ceremony, during which these award
winners were announced. </span><span style="font-family: "Calibri","sans-serif"; mso-ascii-theme-font: major-latin; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-hansi-theme-font: major-latin;"><o:p></o:p></span></span></div>
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<span style="font-family: "Calibri","sans-serif"; font-size: large; mso-ascii-theme-font: major-latin; mso-bidi-font-family: Calibri; mso-bidi-font-size: 11.0pt; mso-hansi-theme-font: major-latin;">Awardees include:</span></div>
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<li><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;">- </span><b style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: "Calibri","sans-serif";">Best
podium presentation:<a href="http://www.gabriellerusso.com/" target="_blank"> </a></span></b><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;"><a href="http://www.gabriellerusso.com/" target="_blank">Gabrielle Russo</a> (University of Texas
at Austin) for her presentation, </span><i style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: Calibri, sans-serif;">Internal bone structure
of the last sacral vertebral body and its relationship to tail length</span></i></li>
<li><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;">- </span><b style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: "Calibri","sans-serif";">Best
poster presentation: </span></b><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;"><a href="https://sites.google.com/a/email.arizona.edu/adam-d-foster/" target="_blank">Adam Foster</a> (University of Arizona)
for his presentation<i>, </i></span><i style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: Calibri, sans-serif;">Ontogenetic development of postcranial adaptations to bipedalism
in the rat</span></i></li>
<li><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;">- </span><b style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: "Calibri","sans-serif";">Honorable
Mention podium presentation: </span></b><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;"><a href="http://cashp.gwu.edu/ntroach/" target="_blank">Neil Roach</a> (Harvard University) for
his presentation, </span><i style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: Calibri, sans-serif;">Derived anatomy of the
shoulder and wrist enable throwing ability in Homo</span></i></li>
<li><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;">- </span><b style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: "Calibri","sans-serif";">Honorable
Mention poster presentation: </span></b><span style="font-family: "Calibri","sans-serif"; font-size: large; text-indent: -0.25in;"><a href="http://gc-cuny.academia.edu/JustinGladman" target="_blank">Justin Gladman</a> (City University of
New York) for his presentation, </span><i style="font-size: x-large; text-indent: -0.25in;"><span style="font-family: "Calibri","sans-serif";">Detailed measurements
of primate calcanei from 3D models allow for reliable body mass estimation</span></i></li>
</ul>
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<span style="font-family: Calibri, sans-serif; font-size: large;">We had very generous one-off funding last year via a grant from AAA and no plans to be able to offer the award for a second year. However, AAPA is collaborating with AAA so that <a href="http://aapabandit.blogspot.com/2013/01/very-excited-to-announce-second-annual.html" target="_blank">we can offer a single award this year</a>! </span></div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com1tag:blogger.com,1999:blog-3819620844167690741.post-84452676666756190122013-01-22T12:53:00.001-08:002013-01-23T13:39:26.633-08:002nd annual Anthropological Anatomy Award at AAPA Very excited to announce the <a href="http://www.physanth.org/news/aaa-aapa-anatomy-award-2013" target="_blank">second annual Anthropological Anatomy Award</a> for the 2013 AAPA meeting. Last year Dr. Alison French Doubleday and I received funding from the American Association of Anatomists (the "other" AAA) to host a <a href="http://aapabandit.blogspot.com/2012/03/anatomy-education-and-career-workshop.html" target="_blank">workshop on careers for biological anthropologists in anatomy</a> education and research. Those funds also afforded us the opportunity to recognize<a href="http://aapabandit.blogspot.com/2013/01/2012-anthropological-anatomy-student.html" target="_blank"> stellar student research on hot topics in anatomy</a>. This year, AAPA is teaming with AAA to fund a single award for the best presentation on anthropologically-oriented anatomy research. This means that posters will be judged against talks, because we feel strongly that the two formats are of equal value. My email address is in the announcement. Feel free to contact me with questions and submissions (due March 1).<br />
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IMPORTANT NOTE 1: You may participate in this competition even if you are already competing in the overall AAPA student competition. No limit!<br />
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IMPORTANT NOTE 2: Presentations co-authored by students can be considered, but note that the cash prize will be split among the winners. In the case of co-authored presentations, it must be made very clear how each student contributed equally.Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-20551699662257277942012-11-27T14:17:00.000-08:002012-11-27T14:17:22.090-08:00Central States Anthropological Society meeting!<br />
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<strong style="font-weight: bolder;"><a href="http://www.aaanet.org/sections/csas/?page_id=22" target="_blank">CSAS 2013 Annual Meeting</a></strong></h2>
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<strong style="font-weight: bolder;">April 4-6, 2013</strong></h3>
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<strong style="font-weight: bolder;">Crowne Plaza Hotel, St. Louis, Missouri</strong></h3>
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<span style="color: red;">CALL FOR PAPERS</span></h3>
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<span style="color: red;">Abstract deadline December 7th!!!</span></div>
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The Annual Meeting of the Central States Anthropological Society will be held at the Crowne Plaza Hotel in St. Louis, Missouri, April 4-6, 2013. Faculty, students, independent scholars, and practitioners are encouraged to submit abstracts for papers, posters, organized sessions, workshops and roundtables in all four fields of anthropology, as well as applied. The annual CSAS conference is student-friendly and features a paper competition for both undergraduate and graduate students. It also offers an opportunity for anthropologists from throughout the central states, from institutions large and small, to meet, talk, and network. The 2013 conference will be hosted by the <a href="http://www.umsl.edu/divisions/artscience/anthro/" style="color: #829260;">University of Missouri, St. Louis’ Department of Anthropology, Sociology and Languages</a>, and most of the events will be held in the <a href="http://www.crowneplaza.com/hotels/us/en/st.-louis/stlrf/hoteldetail?dp=true&sitrackingid=175424928&siclientid=1863" style="color: #829260;">Crowne Plaza Hotel</a>, located in downtown St. Louis.</div>
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The conference will feature a distinguished lecture by <a href="http://artsci.wustl.edu/~pboyer/PBoyerHomeSite/index.html" target="_blank">Dr. Pascal Boyer</a>, the <a href="http://artsci.wustl.edu/~pboyer/LuceWebSite/IndexGrey2.html" target="_blank">Henry Luce Professor of Individual and Collective Memory</a> at Washington University, St. Louis. The title of his lecture is “The Naturalness of Social Institutions: How Human Evolution and Cognition Explain Patterns of Human Sociality”.</div>
Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com1tag:blogger.com,1999:blog-3819620844167690741.post-90386437453623445402012-11-05T14:30:00.002-08:002012-11-05T14:30:53.915-08:00Bioanth student prize at AAA - STILL TIME!!!<span style="font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; line-height: 14px;"><span style="color: white;">The Biological Anthropology Section of the AAA encourages all students who are interested in competing for the 2012 student prize at this year's AAA meeting to submit your name, paper title, and session to Dr. Robin Nelson (robin.nelson@ucr.edu) by November 7th. Both podium and poster presentations are eligible. </span></span><br />
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<span style="color: #333333; font-family: lucida grande, tahoma, verdana, arial, sans-serif;"><span style="line-height: 14px;"><a href="http://www.aaanet.org/sections/bas/studentprize.html" target="_blank">Check out the previous winners!</a></span></span><br />
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<span style="background-color: white; color: #333333; font-family: 'lucida grande', tahoma, verdana, arial, sans-serif; line-height: 14px;"><span style="font-size: x-small;"><br /></span></span>Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-29832120853365253752012-10-31T14:28:00.003-07:002012-10-31T19:32:23.631-07:00Biological Anthropology at the AAA meeting!<span style="font-family: Times, Times New Roman, serif; font-size: large;">I can't believe it's nearly time to head to the <a href="http://aaa.confex.com/aaa/2012/webprogrampreliminary/start.html" target="_blank">2012 AAA meeting</a> in <a href="http://www.youtube.com/watch?v=ElrHsX3ysIk" target="_blank">San Francisco</a>! The Biological Anthropology Section of AAA is organizing <a href="http://www.aaanet.org/sections/bas/index.html" target="_blank">many sessions and activities</a> at the meeting, including a few of particular interest to me: </span><br />
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BIOCULTURAL INSIGHTS INTO LIFE HISTORY AND HUMAN SOCIAL BEHAVIOR</span></span><br />
<span style="font-family: Times, Times New Roman, serif; font-size: large;">Chair: <b style="line-height: 18.883333206176758px; text-align: justify; text-indent: 37.7952766418457px;"><a href="http://aapabandit.blogspot.com/2010/09/michaela-howells-is-awesome.html" target="_blank">Michaela Howells</a></b></span><br />
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<span style="font-family: Times, Times New Roman, serif;">CROSSING SAFELY INTO TODDLERHOOD: AN ECOLOGICAL PERSPECTIVE ON RISKS TO INFANT CARE</span></span><br />
<span style="font-family: Times, Times New Roman, serif; font-size: large;">Chair:<b style="line-height: 18.883333206176758px; text-align: justify; text-indent: 37.7952766418457px;"> <a href="http://www.human.cornell.edu/bio.cfm?netid=sly3" target="_blank">Sera Young</a></b></span><br />
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<span style="font-family: Times, Times New Roman, serif;">BRAINS IN THE WILD: THE CHALLENGES OF <a href="http://blogs.plos.org/neuroanthropology/" target="_blank">NEUROANTHROPOLOGY</a></span></span><br />
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<span style="font-family: Times, Times New Roman, serif; font-size: large;"><span style="text-align: justify; text-indent: 37.7952766418457px;">Chair:</span><span style="font-weight: bold; line-height: 18.883333206176758px; text-align: justify; text-indent: 37.7952766418457px;"> </span><a href="http://culturematters.wordpress.com/author/gregdowney/" style="font-weight: bold; line-height: 18.883333206176758px; text-align: justify; text-indent: 37.7952766418457px;" target="_blank">Greg Downey</a></span></div>
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<span style="font-family: Times, Times New Roman, serif; font-size: large;">2012 <a href="http://www.nasonline.org/publications/biographical-memoirs/memoir-pdfs/howells-william.pdf" target="_blank">W.W. HOWELLS</a> BOOK AWARD: Sarah Blaffer Hrdy, "<a href="http://www.hup.harvard.edu/catalog.php?isbn=9780674060326" target="_blank">Mothers and Others: The Evolutionary Origins of Mutual Understanding</a>"</span></div>
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<span style="font-family: Times, Times New Roman, serif; font-size: large;">2012 BAS DISTINGUISHED LECTURE: Darna Dufour, "Anthropological Perspectives on Nutrition Transitions"<b> </b></span></div>
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<span style="font-family: Times, Times New Roman, serif; font-size: 12pt;">Other sessions of interest to bio-folks include the following (can you tell which ones I'm super excited about and have you noticed the suspicious <a href="http://anthropomics.blogspot.com/" target="_blank">Marksist </a>pattern?):</span><br />
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<span style="font-size: 12pt;">EVOLUTIONARY UNDERSTANDINGS OF CULTURAL PRACTICES</span></span><br />
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Thursday, November 15, 2012: 10:15 AM-12:00 PM<br />
Chair: Douglas M Jones<br />
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EVOLUTIONARY INSIGHTS INTO CHILDHOOD, PARENTING, AND COOPERATION<br />
Thursday, November 15, 2012: 1:45 PM-3:30 PM<br />
Organizer & Chair: Lee Cronk<br />
<br /><span style="color: yellow;"><b>****BORDERING ON FACT: <a href="http://aapabandit.blogspot.com/2011/01/revisiting-controversy-of-debated.html" target="_blank">WHEN ANTHROPOLOGISTS HAVE TO TAKE SCIENCE TO TASK</a>****</b> </span></span><br />
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Organizers: Clare L Boulanger; Chairs: Chelsea Blackmore<br />
Jonathan M Marks (University of North Carolina-Charlotte)
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CURRENT ISSUES IN BEHAVIORAL ECOLOGY<br />
Thursday, November 15, 2012: 4:00 PM-5:45 PM<br />
Chair: Kristin Snopkowski<br />
<br /><b><span style="color: yellow;">****INTEGRATING OUR SCIENCES: CROSSING THE BORDERS OF THE DISCIPLINES****</span></b><br />
Friday, November 16, 2012: 1:45 PM-3:30 PM<br />
Organizers: Alice B Kehoe; Chairs: Leslea Hlusko<br />
Participants: Jonathan M Marks, Montgomery Slatkin, Carole L Crumley,
Rasmus Nielsen, and John H Moore<br />
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A SUM GREATER THAN ITS PARTS: MULTI-DISCIPLINARY PERSPECTIVES ON LATER HUMAN
EVOLUTION<br />
Saturday, November 17, 2012: 1:45 PM-5:30 PM<br />
Organizers & Chairs: Jamie L Clark and Adam P Van Arsdale;<br />
Discussants: Milford H Wolpoff and Julien Riel-Salvatore<br />
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CLIMATE CHANGE POLICY AND ANTHROPOLOGY: CROSSING MULTIPLE BORDERS AND SCALES<br />
Saturday, November 17, 2012: 4:00 PM-5:45 PM<br />
Organizers: Shirley J Fiske; Chairs: Carole L Crumley and Shirley J Fiske<br />
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CURRENT THEMES IN EVOLUTIONARY ANTHROPOLOGY: DEMOGRAPHIC TRANSITION,
COOPERATION, AND CULTURAL TRANSMISSION<br />
Saturday, November 17, 2012: 4:00 PM-5:45 PM<br />
Organizers: Eric A Smith; Chairs: Adam H Boyette<br />
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-26540479569648639042012-10-10T12:18:00.001-07:002012-10-10T12:28:41.720-07:00NIH PaylinesWhat's a <a href="http://www.niaid.nih.gov/researchfunding/grant/strategy/pages/7payline.aspx" target="_blank">payline</a>, you ask? At NIH, your grant is ranked as a percentile (based on what is known as the priority score which I won't discuss in this post but you can wonk out <a href="http://grants.nih.gov/grants/peer/guidelines_general/scoring_system_and_procedure.pdf" target="_blank">here</a>). What is considered a good percentile may deviate from a FUNDABLE percentile, and at the individual institute level there's a great deal of variation. However, generally speaking a good percentile these days is around a 10 (i.e. 10th percentile, meaning your proposal is in the top 10 percent of all grants reviewed by that study section that cycle. Bask in its awesomeness.) You should feel good about that score. However, it's the payline that determines whether you get funded, and this keeps dropping. In some institutes, the payline is set at the 6th percentile so even though you might have a super-awesome score, you are not going to hit the NIH jackpot this time around.<br />
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Or maybe you will: my R03 placed in the 10th percentile on first submission and we were told by many folks in the know to be <a href="http://livingtlove.files.wordpress.com/2012/06/chickens_hatch.jpg" target="_blank">cautiously optimistic</a>. And we were until they set the payline that year at the <b>*9th*</b> percentile. <a href="http://fabiusmaximus.files.wordpress.com/2012/05/20120506-despair-3.jpg" target="_blank">I'm not even kidding.</a> So imagine our delight and relief when several months later we learned that the payline had been reset to the 13th percentile and we were in! That's not very common, but it can happen, and sometimes you can speak to your program officer about the likelihood of this (after you receive your score and do some homework on recent paylines.)<br />
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<a href="http://www.einstein.yu.edu/administration/grant-support/nih-paylines.aspx" target="_blank">This site</a> compiles recent data on percentiles and paylines across the institutes. Most institutes have reported their Fiscal Year 2012 funding strategies and paylines, and the National Institute of Allergy and Infectious Diseases (NIAID) has already reported its FY13 payline (6th percentile! eeeek). For you early career people, there is a teensy weensy silver lining, and that is you are scored more generously than more established researchers (e.g. already a PI on an NIH grant) so you might get funded at a slightly higher percentile. For example, the National Institute of Child Health and Human Development (NICHD) set its regular 2012 payline at the 10th percentile and at the 13th for New and Early Stage Investigators, a potentially game-changing differential. (<a href="http://grants.nih.gov/grants/new_investigators/" target="_blank">Do you qualify?</a>) Typically, you need to be within 10 years of your terminal degree and not have been a PI on an R01 (R03s and R21s are fine). So if you've been contemplating developing an R01, keep an eye on the clock so that you don't lose those extra points.<br />
<br />Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0tag:blogger.com,1999:blog-3819620844167690741.post-56844911418220258542012-10-05T12:34:00.001-07:002012-10-05T12:36:57.137-07:00AAPA Professional Development Awards!Since 2009 the <a href="http://www.physanth.org/" target="_blank">American Association of Physical Anthropologists </a>has been recognizing early career researchers with a small but mighty professional development grant ($5000). I received one of these in 2010 which launched a project for which I otherwise had no funding, leading to one publication and several conference presentations so far. The 2013 competition was announced in the <a href="http://www.physanth.org/annual-meeting/82nd-annual-meeting-2013/call-for-papers-2013" target="_blank">call-for-papers</a> for the Knoxville meeting.<br />
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<li>Applicants must have completed the Ph.D. or equivalent terminal degree in physical anthropology or an allied discipline. </li>
<li>Applicants must be conducting applied or academic research that is within the disciplinary boundaries of physical anthropology. </li>
<li><b>Applicants must be junior faculty members (including postdoctoral scholars, lecturers, and assistant professors) and must be non-tenured at the time of the award.</b></li>
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<b><u>Membership in the AAPA is NOT a requirement</u></b>. An applicant may receive only one Professional Development Grant during their career. The program is directed toward the career progress of individuals, therefore co-authored/multi-authored applications will not be considered. Completed applications must be received on or before <b>January 15, 2013</b> (<a href="http://bandwidthstyling.files.wordpress.com/2011/01/charo-11.jpg" target="_blank">This person</a>'s birthday!).</div>
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Julienne Rutherfordhttp://www.blogger.com/profile/17989351017526826333noreply@blogger.com0