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Strategic Objective
Integrate education and research to support development of a diverse STEM workforce with cutting-edge capabilities
Strategic Objective
Overview
The global competitiveness of the United States in the 21st century depends directly on the readiness of the Nation’s STEM workforce. Educational institutions around the country must recruit, train, and prepare a diverse STEM workforce to advance the frontiers of science and participate in the U.S. technology-based economy. One of NSF’s most enduring contributions to the national innovation ecosystem is the integration of education and research in the activities we support. When students participate in cutting-edge research activities under the guidance of the Nation’s most creative scientists and engineers, the students can gain the up-to-date knowledge and practical, hands-on experience needed to develop into creative contributors who can engage in innovative activities throughout all sectors of society. The successive cadres of high-tech workers, each armed with practical knowledge of the most advanced thinking and technology of the day, create the flow of highly adaptable human capital needed to power discovery and innovation. NSF also supports the development of a strong STEM workforce by investing in building the knowledge that informs improvements in STEM teaching and learning. Such improvements include effective curricular and teaching strategies for increased student learning, as well as new approaches enabled by advanced classroom technologies. Investments in social science and education research in learning, teaching, and institutions can have major impacts when derived insights are applied to the education of the STEM workforce.
The transformation of the frontiers of science and engineering requires dramatic change in the diversity of S&E communities. The demographic evolution in the United States is reflected in a strong, growing workforce whose makeup is changing rapidly. Women and members of minority groups represent an expanding portion of the country’s potential intellectual capital. NSF is committed to increasing access for currently underrepresented groups to STEM education and careers through our investments in research and education. The resulting enhancement of diversity is essential to provide the strength that comes from diverse perspectives, as well as to assure development of the Nation’s intellectual capital.
Read Less...Progress Update
The Strategic Review examined the strengths and weaknesses of NSF’s three primary graduate support mechanisms: research assistantships, fellowships, and traineeships.
1. With its current ratio of 80 percent research assistantships, 15 percent fellowships, and 5 percent traineeships, is NSF meeting the objectives of G1/O2?
2. What are the strengths and weaknesses of the three primary graduate support mechanisms employed by NSF? What are the ratios of graduate support mechanisms by discipline?
The Strategic Review used evidence and information provided by external evaluations of NSF programs, National Center for Science & Engineering Statistics (NCSES) published reports, a special tabulation of data from the NCSES Survey of Earned Doctorates, reports from professional associations, and other sources to answer the key analytical questions.
The primary mechanisms of NSF graduate support are research assistantships (RAs) linked to individual investigator awards (less than 5 percent are linked to Centers or similar types of programs), fellowships (directly awarded to the graduate student to support their own research), and traineeships (awarded to an institution to support graduate students participating in a particular research program). Recent high-profile reports have stated that the current graduate support system rests too heavily on individual research grants and that a shift to more multiple-year fellowships and traineeships is warranted, returning to a more balanced system of graduate student support similar to that of the 1960s.1,2 These reports are generally critical of RAs, with statements such as “students on research grants are not necessarily provided with the kinds of programmatic commitment to success, alignment with 21st-century careers, and professional development activities that are components of training grants.” 1
The sources of evidence that were reviewed suggest that all support mechanisms have been successful in preparing students for the workforce. Although some data exists to understand the impacts of both fellowships and traineeships, and there are some data for center-based RAs, to date there has been no comprehensive data collection across all three graduate support mechanisms to assess the strengths and weaknesses of each approach. To better understand NSF’s portfolio of graduate support, the agency should undertake a careful analysis of the relative merits and risks of each support mechanism.
Numerous factors will complicate this assessment. During their tenure in graduate school, most students are supported by more than one type of funding mechanism that may come from a number of sources and for only part of the academic year.3 There are also more sources of support than RAs, traineeships, and fellowships. Graduate students can also be supported on teaching assistantships (TA), scholarships, and/ or self-supported through their own resources.4 Another complication is that the ratios of support mechanisms differ greatly by discipline4, though there are few data to determine the primary cause driving these differences, such as whether they are resulting from external constraints, whether they have developed organically in response to the needs of the respective research communities, or a combination of both. Biological sciences have the highest percentage of traineeships (8 percent) relative to all funding sources (including teaching assistants, self-support and “other”) with all other disciplines having less than 3 percent. The percent of fellowship support is relatively constant between 5 percent and 14 percent across most disciplines. Psychology and computer science have high percentages of self-support (~50 percent) whereas biological sciences, physical sciences, geoscience, and mathematics have 25 percent or less.
3. Are certain mechanisms of NSF graduate student support more effective in increasing diversity of the STEM workforce?
Amalgamated data across all disciplines from CY 2009 to CY 2013 show that RAs, fellowships/scholarships, and TAs are the dominant support mechanisms for all racial/ethnic groups, with American Indian/Alaska Native and Black students also having significant funding coming from their personal savings and loans (23 percent to 25 percent).3 These data also indicate that for all underrepresented groups, fellowships/scholarships are the primary means of support in graduate school (32 percent to 39 percent of doctoral graduates), with RAs (15 percent to 24 percent) and TAs (10 percent to 13 percent) providing less support. Significant differences in the proportion of underrepresented groups across disciplines means that amalgamated demographic data mask graduate support differences among disciplines.5 Nevertheless, even when analyzing data on fellowship support provided to underrepresented groups by discipline, there is a strong indication that this mechanism is effective in increasing diversity in science and engineering doctoral recipients.6 Data also show that, since RAs are open to foreign students and other graduate support mechanisms are not, permanent residents (40 percent) and temporary residents (54 percent) rely more heavily on RA support as compared to U.S. citizens (27 percent).3 Unfortunately, with available data it is not possible to determine the level to which RA support of foreign students is impacting this avenue for supporting underrepresented groups.3
When considering differences in gender, for those disciplines where the number of male to female doctoral candidates is similar or less than 1:2, the distribution of funding across all types of support is nearly equal. For those disciplines where females are a clear minority, the fellowship/scholarship support of female graduate students increases to similar levels as underrepresented groups.5
Opportunities for Action or Improvement
• Initiate a data collection using a common, well-documented methodology that will allow comparisons across all three graduate support mechanisms.
• Analyze current approaches that aim to improve graduate student preparedness for entering the workforce beyond traditional roles in academia.
• Understand how awardee institutions position graduate students for future careers and identify NSF programs that contribute to these types of training activities. Support workshops to discuss effective practices for ensuring graduate preparedness. Support pilot programs of new concepts in broadening graduate skills.
• Explore whether additional investments in fellowships targeting increasing diversity would further the goals of G1/O2.
In their cross-cutting assessment of the Strategic Review results, the PIO and COO determined that activities initiated in response to these recommendations should be tracked as an Agency Priority Goal.
1Research Universities and the Future of America: Ten Breakthrough Actions Vital to Our Nation's Prosperity and Security. Committee on Research Universities; Board on Higher Education and Workforce; Policy and Global Affairs; National Research Council. (2012).
2 Advancing Graduate Education in the Chemical Sciences. Summary Report of an ACS Presidential Commission. American Chemical Society. (2013).
3Special tabulation of data from the Survey of Earned Doctorates. National Science Foundation, National Center for Science and Engineering Statistics. March 2015.
4 Tables 35-41, Survey of Graduate Students and Postdoctorates in Science and Engineering (2012). National Science Foundation, National Center for Science and Engineering Statistics.
5 Tables 35-41, Doctorate Recipients from U.S. Universities: 2012. Special Report NSF 14-305. National Science Foundation, National Center for Science and Engineering Statistics. 2012. Arlington, VA. Available at www.nsf.gov/statistics/sed/2012/.
6 Women, Minorities, and Persons with Disabilities in Science and Engineering: 2015. National Science Foundation, National Center for Science and Engineering Statistics. 2015. Special Report NSF 15-311. Arlington, VA. Available at www.nsf.gov/statistics/wmpd/.