PROJECT SUMMARY PURPOSE AND GOALS OF PROJECT
The project will: conduct research around the long-term preservation of and use of software-dependent data objects, and develop prototypes which will lead to the development of useful tools for archivists to preserve and supply access to electronic records within the long-term. We view the preservation of software-dependent records like a two-fold problem. The very first aspect may be the preservation from the original record and which makes it available at any later time. The second reason is creating a digital representation from the content from the electronic record inside a software independent fashion and employ this digital object being an infrastructure independent proxy (IIP) for that original record.
We offer demonstrate that IIP objects can be produced based on the analysis of three classes of electronic records (text, compound, spatial), which sustained use of the digital object could be provided through software tools. We further offer demonstrate a mechanism to partially automate the entire process of digital object creation and management, and also to demonstrate a prototype of these an infrastructure independent management tool as an Archivists’ Workbench (AW) software program. We will investigate issues of robustness, structural change and scalability. Within this project we be prepared to utilize and extend our research leads to the following manner: We develop the premise that text-encoding like ASCII or Unicode and bitmap-encoding of images are infrastructure independent. We contend that tagged representation of structured information within the style of XML is definitely an access-friendly infrastructure independent representation of self-describing records Our approach to IIP creation would be to develop wrappers around software outputs so that: All metadata describing the context from the document is transformed into an XML document having a well-defined DTD (Document Type Definition) all textual details are converted to XML documents all pictures are transformed into bitmaps all references to pictures and also to other documents inside a record are transformed into persistent links, that are also represented within an XML-compliant form We provide long-term retention from the IIP along with the original, with appropriate referential integrity enforced together.
SIGNIFICANCE AND RELATIONSHIP TO NHPRC Objectives and goals The proposed project directly addresses among the top-priority goals within the NHPRC Strategic Plan: Goal 3 ( The NHPRC will let the nation’s archivists, records managers, and documentary editors to beat the obstacles and make use of the opportunities resulting from electronic technologies by continuing to supply leadership in funding research-and-development on appraising, preserving, disseminating and providing use of important documentary sources in electronic form.) Also, our project directly addresses counsel in Research Issues in Electronic Records and concentrates on question (3). Research around the retention of software-dependent data objects is key in order to develop a strong reason for further growth and development of requirements and policies for that long-term preservation of and use of electronic records. Finally, our project will develop the lessons learned from an on-going one-year project between SDSC and NARA known as the “NARA DOCT / Electronic Records Management Project” (http://www.sdsc.edu/NARA), going on October 1, 1999.
PLAN Of labor FOR GRANT PERIOD The project’s overall goal would be to research key functions of the Archivists’ Workbench (AW) and also to prototype them using different classes of software-dependent electronic records. The types of software-dependent records will span the next range: textual, compound, and spatial. The important thing functions we offer research are: input or ingestion, DTD creation, document validation, error handling, DTD evolution. Milestones: Year Development of technology. Initial illustration showing technology using files with textual materials Year Demonstration of initial version of archivists’ workbench software, with DTD learning and validation. Illustration showing long-term preservation of pdf and files with mixed textual/graphical content. Year Final Illustration showing software.
Illustration showing GIS record preservation using collections from representative archival repositories. We now have had initial discussions with researchers from university assuring archives. We plan to use freely available information in the Federal Geographic Data Committee (FGDC) and also the San Diego Association of Governments (SanDAG) (see http://fgdc.er.usgs.gov/ and http://www.sandag.cog.ca.us). We expect to develop an archival advisory group comprising expert archivists providing feedback around the metadata attributes essential for long-term preservation of various classes of records, the character of relationships to become maintained across records and collections and also the usability from the tools coded in the course of the project
PRODUCTS/PUBLICATIONS To become COMPLETED DURING GRANT PERIOD The main products of the project is going to be prototype software that’ll be made freely available, reports using the findings and recommendations in our research,.and also the publication of leads to suitable archival and technical journals. The program tools for that Archivist’s Workbench which are ultimately made freely available will depend mainly on the findings in our research, but we anticipate the software includes tools for format conversion software for text, HTML, compound documents, and GIS records; tools for example-based DTD learning; document validation and error reporting module; error handling modules; specification tool for error management policies; and DTD evolution tools. We’ll prepare reports from the findings and recommendations from the project making them accessible through the Internet. Additionally we will send notices from the availability of reports and requests for comments towards the appropriate listservs.
EXECUTIVE SUMMARY
The purpose of the Millennium Project would be to enhance the growth and development of an institutional culture in the University of Arizona that fosters productivity, creativity, and academic excellence. The Millennium Project Summary Report distills the cumulative findings from the Millennium Project, identifying facets of the campus climate that has to change to further the university’s goal of achieving an academic environment that will permit all faculty, staff, and students to become productive and unhindered by any impediments because of considerations of gender, race/ethnicity, rank, or other reason.1 While Phase 1 concentrates on faculty, Phase 2, currently underway, concentrates on classified staff and appointed personnel. The Summary Report includes positive faculty comments concerning the University of Arizona, in addition to observations regarding places that faculty want to see improvement. There are lots of areas where all faculty, no matter gender, race/ethnicity or rank, share similar perspectives. There’s also a number of places that faculty differ by gender, race/ethnicity, and/or rank. Considering the fact that women of color often experience both gender and race discrimination, the perspectives of ladies of color are contained in the categories of both women faculty as well as faculty of color. The course of faculty of color includes the perspectives of men and women.
Significantly, the research establishes that many female faculty and faculty of color experience an especially challenging and often hostile campus climate.
The possible lack of accountability and also the diffusion of responsibility through the university hinder the achievement of the equitable climate for those. Moreover, the lack of adequate data on matters which range from salary and gratifaction to workload prevents complete assessment from the disparate working conditions of college. Attention to data collection may be the necessary initial step in measuring and addressing problems of inequity.
The Summary Report proposes an ACTION Diary for A NEW MILLENNIUM that’s grounded within the findings from the study. The experience Agenda is made to address these complaints and to transform the university right into a DIVERSE COMMUNITY, a reasonable COMMUNITY, along with a HOSPITABLE COMMUNITY for those.
For a more comprehensive consider the cumulative findings from the Millennium Project, begin to see the Millennium Project Report at length, available on the web through http://www.u.arizona.edu/~millen/index.html. 2 Each bulleted item within the Action Agenda in the Executive Summary also looks like a boxed Action Initiative in reaction to a specific issue in the text from the narrative from the Summary Report.
Background METHODS
Commissioned by President Peter Likins, the Millennium Project is jointly sponsored through the university’s Association for ladies Faculty and also the Commission around the Status of ladies. Funding for that Millennium Project was supplied by the Commission around the Status of ladies and by the University of Arizona (UA) administration, including President Likins, the Provost, the vice-presidents, and also the deans. The collaborative leadership for that Project was supplied by Project Director Christine Cress (Portland State University); Association for ladies Faculty Past President Naomi Miller, Co- Chair, and Commission around the Status of ladies Immediate Past Chair Myra Dinnerstein, Co-Chair. The Steering Committee contains the two Co-Chairs, Mary Poulton, CSW Past Chair, and Kari McBride, Past Chair, Equity Committee, CSW.
Jeni Hart, Center for that Study better Education, served as Graduate Associate. Additionally, the Millennium Project was based on a Campus Advisory Board, made up of representatives from different colleges, organizations, and leadership positions in the University of Arizona; a residential area Advisory Board, made up of leading people in the local community having a commitment to the excellence better education within the state of Arizona; along with a National Advisory Board, made up of scholars and administrators with national reputations within the areas of gender and better education. Numerical data, such as the gender/race distribution of college and administrative leaders, workload, salary, and perspectives on working conditions in the UA, were supplied by: the UA Office of Decision and Planning Support; a 1998-1999 national survey of 378 institutions better education nationwide through the Higher Education Research Institute at UCLA (837 UA faculty responses), that allows for comparisons along with other universities.
Individual interview and concentrate group data utilizing an open-ended interview questionnaire provided the chance for faculty to convey their views at length, as did discussion categories of already existing campus communities, e.g., Women in Academic Medicine, Women in Science, and Lesbian, Gay, Bisexual Studies. The final amount of Project interview participants in most groups (Focus Groups, Individual Interviews, E-mail, Discussion Groups, Administrative Discussion Groups) was 274 individuals. Of these, 165 faculty were randomly selected as well as an additional 109 participated as people in an administrative (n=41) or organized discussion group (n=68). The participants represented all 15 from the university’s colleges and professional schools, including over 80 departments and offices. The participants included 214 ladies and 59 men, who 175 were white, non-Hispanics and 55 were people of color.
ACTION Diary for A NEW MILLENNIUM
In consultation using the Millennium Project leadership, appoint a Millennium Project Oversight Committee to utilize the President’s Cabinet to watch the implementation from the Action Diary for a New Millennium. Fund no less than a 0 FTE position for any Project Oversight Coordinator to operate in conjunction with the Millennium Project Oversight Committee, plus an annual supporting plan for operations. Create and fund at least a 0 FTE position to guarantee the collection and analysis of college data, to be able to enable the assessment from the disparate working conditions of college. The results from the data collection and analysis process ought to be reported towards the Millennium Project Oversight Committee and President’s Cabinet, with periodic summaries of results released to the faculty in particular. Schedule an interim evaluation from the university’s progress toward meeting the goals outlined within the Action Diary for a New Millennium, to occur two years following the Millennium Project Report release, using the aim of identifying any more steps that should be taken toward those goals. Schedule an extensive evaluation from the university’s achievement from the goals outlined within the Action Diary for a New Millennium, to occur no after five years following the Millennium Project Report release, using the aim of articulating a consistent vision for future years.
In the following pages, most important initiatives are designated by roman numerals, whereas supporting initiatives are designated by bullets.
Developing a DIVERSE COMMUNITY
Increase representation of ladies faculty and faculty of color in tenure-track positions and leadership roles. Establish a yearly reporting process to trace the numbers of women faculty and faculty of color recruited and retained in each college. Offer substantive rewards to colleges that increase amounts of women faculty and faculty of color in tenure-track positions, through incentives for example receiving a new line in the Provost or other resources. Make each college and it is dean accountable for helping the numbers of women faculty and faculty of color in leadership positions. Implement and sustain an organized centralized exit procedure in order to determine why faculty leave, following on the pilot Exit Interview Study conducted through the Provost’s Office (1999-2000), and institute a procedure for applying what’s learned in the analysis to enhance the climate for those faculty.
Adopt policies to make sure that diversity is really a true institutional priority. Initiate a “critical mass” program to aid the hiring of tenure-track women faculty and faculty of color in departments that house an unusually small proportion of these faculty. To deal with the relative isolation of college of color and junior faculty, begin a program providing you with resources and support for networking categories of faculty of color, junior faculty, along with other groups, similar to the University of Michigan’s Women of Color within the Academy Project. Educate promotion and tenure and check committees about the criteria for newly emerging research areas (e.g., feminist studies, race/ethnicity studies, sexuality studies, community-based and applied research) contributing to multiple models for faculty success.
Identify and rectify salary inequities. Identify funds for that College of drugs to rectify salar disparities documented within the GRACE Project4 from the University of Arizona College of drugs report. Immediately begin a salary equity review process by undertaking the University Compensation Advisory Team (UCAT) recommendation to have an annual faculty salary monitoring report. The establishment from the equity review ought to be supported by something for addressing any salary inequities which are identified. To obtain detailed information on the college by college basis, each college should conduct an income and climate study modeled around the GRACE Project from the College of drugs (see Appendix within this report for any summary of the methodology and findings). Each college should subsequently begin a plan to correct any inequities which are identified. Provide resources not just to retain accomplished faculty who receive outside offers, but additionally to compensate similarly accomplished faculty who don’t seek outside offers.
Apply policies and operations consistently. Candidate selection process Promote equity inside the hiring process by requiring each department use a comprehensive listing of negotiable items available as part of start-up packages to new hires. Systematically monitor all start-up packages by reviewing letters of offer across departments and colleges. Use of Resources and Policies Make internal helpful information on research and faculty development activities equally visible and open to all. The GRACE (Generating Respect for those in a Climate of academic Excellence) Project is really a comprehensive study made to investigate reasons for, and implement methods to, the disparity between men and women faculty within the College of drugs. See Appendix within this report and http://www.medicine.arizona.edu/grace/ to learn more.
Publicize existing policies (e.g., alternative duties, sexual harassment, sick childcare, maternity leave) and be sure equitable enforcement and application in each and every department through oversight and education. Review Process Because of the difficulty of achieving blind review through all performance review processes, create a “second-look” review mechanism for ladies faculty and faculty of color to make sure fair management of individuals during these groups. Mandate representation of ranks of college in the annual review process. Grievance Process Investigate patterns of complaints within the handling of grievances to determine which, if any, remedial action must be taken.
Distribute faculty workload equitably. Establish a yearly departmental reporting process to check faculty teaching and repair responsibilities. Pay particular focus on the workload for ladies and faculty of color, recognizing the responsibility of informal advising assumed by those faculty. Create a college-based system of rewards, including compensatory release some time and research support for faculty with extraordinary teaching and repair responsibilities. Publicize the brand new pilot Research Career Development Fund, made to provide special support in the Provost’s Office for research and inventive activity by faculty who’ve assumed unusually heavy teaching and repair loads. Evaluate mechanisms for utilizing a part-time tenure-track choice to enable faculty to attain their greatest potential with the choice of a part-time or full-time path toward tenure which will accommodate a number of work-lifecircumstances.
CREATING A HOSPITABLE COMMUNITY
Address subtle discrimination and sexual harassment.
Explain that subtle discrimination along with other disrespectful behavior won’t be tolerated at any level, and require administrators to consider this into consideration for all evaluations and merit raises.
CONCLUSION
The alterations The Millennium Project Report proposes won’t be realized without institutional accountability to make sure that they are completed. As one faculty member observed, “What is required is somebody that will enforce the policies which exist. There is so much disregard from the current policies. Nobody includes a way of looking into whether situations are being enforced. Consider getting these leads to the President soon, and ensure that there’s someone inside who is equitable and can enforce the policies.” The Millennium Project Action Diary for a New Millennium will in the end evolve because the larger university community starts to work on increasing the campus climate. The goals from the Millennium Project are only able to be realized through continuing dialogue among all people in the campus community. Moreover, the Millennium Project could be deemed successful only if the university administration, employed in concert using the faculty, progresses to address the plethora of recommendations outlined within the Report. To summarize with the words of 1 faculty member interviewed for that Project: “Don’t permit this to Millennium Project sit inside a big folder and never be applied!” Require practicing all deans, department heads, and directors on the continuing basis, to avoid sexual harassment and subtle discrimination. Encourage administrators to teach their faculty consequently. Thoroughly investigate patterns of complaints against any administrator and discipline discriminatory administrators, removing them from positions of leadership if required.
