Services Offered by GIA Core
The Geographic Information Analysis (GIA) Core of the Population Research Institute (PRI) at the Penn State University is one of the few spatial analysis units in the US that is supported by the Eunice Kennedy Shriver National Institute of Child Health and Human Development (NICHD). While the primary objective of the GIA Core is to assist PRI researchers in incorporating a spatial perspective into their population studies, inquiry about GIA services from other institutes and universities has grown in the past few years.
Who Can Use GIA Services
To address the increasing demand, the PRI now provides GIA services to the population researchers in other NICHD-funded population centers. This includes:
- PRI Research Associates at Penn State (eligible for pilot hours seed grants)
- Social Science Researchers at Penn State (eligible for pilot hours seed grants)
- NIH Population Center Associates Not at Penn State
Service Level Details
The GIA Core services available to external researchers in a NICHD-funded population center can be classified into three levels.
- Basic: The fundamental GIA service includes, but is not limited to, geospatial data management and archiving, geocoding, mapping, nested contextual data construction, and basic exploratory spatial data analysis (ESDA). Details/Example
- Intermediate: This level of services is comprised of tasks associated with non-nested data construction, research design issues, the use of global positioning systems (GPS) and/or wireless devices, customized programming, and advanced ESDA. Details/Example
- Advanced: The GIA Core provides advice on how to incorporate advanced spatial analysis techniques into population research. The development of advanced spatial analysis in the past two decades has generated numerous innovative methods, such as spatial econometrics, geographically weighted regression, geostatistics, and Bayesian spatial hierarchical modeling. Details/Example
For more, please see Why the GIA Core and Spatial Analysis?
Interested? Please Contact GIA
If you believe that the GIA Core services discussed above may make your research special/spatial, please contact GIA and the GIA Core will reply with further instructions. For more information about the GIA Core and the services it provides, please visit our website: http://www.pop.psu.edu/services/GIA
Please note: All collaborations are subject to IRB approval.
| Time | Event | Speaker | Loaction | Notes |
|---|---|---|---|---|
| 8:00-8:30 | Coffee and registration | |||
| 8:30-8:45 | Welcome | Justin Schwartz, Provost | Presidents Hall | |
| 8:45-9:15 | Welcome and Introduction to the IFSE | Deborah Ehrenthal, Director, Social Science Research Institute | Presidents Hall | |
| 9:15-9:30 | Introduction of Keynote Speaker | Wendy Hanna-Rose, Mentoring Models for Faculty Success chair, Professor of biochemistry and molecular biology | Presidents Hall | |
| 9:30-10:30 | Keynote: Reconceptualizing Faculty Mentoring | Joyce Yen, Director of the University of Washington (Seattle) ADVANCE Center for Institutional Change | Presidents Hall | |
| 10:30-10:45 | Break | |||
| 10:45-noon | Faculty Panel Discussion | Jenny Hamer, Professor, African American Studies, Interim Associate Provost and Senior Faculty Mentor for Educational Equity; Director of the Midcareer Faculty Advancement Program | Presidents Hall | |
| Noon – 1 | Networking Lunch | Presidents Hall | ||
| 1-2:30 | Concurrent Workshops, Part 1 | Effective Communication – a Center for Improvement of Mentored Experience Workshop | Room 108 | Up to 50 |
| Peer coaching mentoring circles | Room 205 | Up to 40 | ||
| Faculty Coaching – a new approach to supporting faculty | Room 208 | Up to 30 | ||
| Next STEPS Training in Equitable Faculty Search (Part 1) | Room 107 | By invitation, up to 20 | ||
| 2:30-2:45 | Break | |||
| 2:45-4:15 | Concurrent Workshops, Part 2 | Aligning Expectations – a Center for Improvement of Mentored Experience Workshop | Room 108 | Up to 50 |
| Peer coaching mentoring circles | Room 205 | Up to 40 | ||
| Faculty Coaching – a new approach to supporting faculty | Room 208 | Up to 30 | ||
| Next STEPS Training in Equitable Faculty Search (Part 2) | Room 107 | By invitation, up to 20 | ||
| 4-4:15 | Closing Remarks | TBD | Presidents Hall | |
| 4:15-5 | Networking Cocktails | TBD |
| Workshop Description | Workshop Contact | ||
|---|---|---|---|
| Concurrent Workshops, Part 1 | Effective Communication – a Center for Improvement of Mentored Experience Workshop (TBN) | Good communication is a key element of any relationship, and a mentoring relationship is no exception. As mentors, it is not enough to say that we know good communication when we see it. Rather, it is critical that mentors reflect upon and identify the specific characteristics of effective communication and take time to practice communication skills. This workshop will focus on development of knowledge and skill as a mentor to: · Foster open communication with the mentee. · Address how differences in communication styles, background, position of power, etc., can alter the intent and the perception of what is said and heard. · Use multiple strategies for improving communication. | Wendy Hanna-Rose |
| Peer coaching mentoring circles (Yen) | A Peer Coaching Circle (PCC) is a small group of faculty from a similar career stage who meet regularly to support each other’s personal and professional goals. Qualitative data from national, professional development programs for early career faculty demonstrate that PCCs are a highly impactful form of faculty development. PCCs: · Provide opportunity for participants to strategize and gain momentum toward achieving their goals and to hold themselves accountable for investing in their own development. · Support participants in the development of basic coaching skills. · Facilitate community with other faculty at a similar career stage.
|
Wendy Hanna-Rose | |
| Faculty Coaching – a new approach to supporting faculty (Ray Block and Jeanine Staples) | Faculty coaching is a growing approach to supporting faculty throughout the career cycle. This workshop is facilitated by two Penn State professors who are also experienced faculty coaches. They will share more about the coaching approach, its benefits for early and mid-career faculty members, and focus particular attention on the experiences of Black, Indigenous and People of Color (BIPOC). The workshop will center on: · Why faculty coaching is a growing approach to supporting faculty broadly, many of whom struggle to effectively manage the competing career demands of teaching, research, and service. · How to support junior and mid-career faculty in maintaining a healthy work/life balance. · When to begin and advance mentorship through coaching to optimize success metrics in faculty recruitment, advancement, and retention. | Jenny Hamer | |
| Next STEPS Training in Equitable Faculty Search (Part 1) | When hiring for faculty positions, Penn State is competing for the best talent with many other institutions. A well-designed recruitment process intentionally blunts existing biases and helps all job candidates portray themselves in the most favorable light, while also putting Penn State’s best foot forward as a supportive work environment. This workshop outlines best practices for the entire hiring process, from composing a job advertisement to following up after a job offer is made. | Dave Hunter | |
| Break | |||
| Concurrent Workshops, Part 2 | Aligning Expectations – a Center for Improvement of Mentored Experience Workshop (TBN) | A critical element of an effective mentor-mentee relationship is a shared understanding of what each person expects from the relationship. Importantly, expectations change over time so frequent reflection and clear communication about expectations are needed on a regular basis. This workshop will focus on development of knowledge and skill as a mentor to: · Establish expectations and clearly communicate them to a mentee. · Design and communicate clear goals for the mentoring relationship. · Listen to and consider the expectations of their mentee in the mentoring relationship.
|
Wendy Hanna-Rose |
| Peer coaching mentoring circles (Yen) “This is a repeat of the morning session” | A Peer Coaching Circle (PCC) is a small group of faculty from a similar career stage who meet regularly to support each other’s personal and professional goals. Qualitative data from national, professional development programs for early career faculty demonstrate that PCCs are a highly impactful form of faculty development. PCCs: · Provide opportunity for participants to strategize and gain momentum toward achieving their goals and to hold themselves accountable for investing in their own development. · Support participants in the development of basic coaching skills. · Facilitate community with other faculty at a similar career stage.
|
Wendy Hanna-Rose | |
| Faculty Coaching – a new approach to supporting faculty (Ray Block and Jeanine Staples) “This is a repeat of the morning session” | Faculty coaching is a growing approach to supporting faculty throughout the career cycle. This workshop is facilitated by two Penn State professors who are also experienced faculty coaches. They will share more about the coaching approach, its benefits for early and mid-career faculty members, and focus particular attention on the experiences of Black, Indigenous and People of Color (BIPOC). The workshop will center on: · Why faculty coaching is a growing approach to supporting faculty broadly, many of whom struggle to effectively manage the competing career demands of teaching, research, and service. · How to support junior and mid-career faculty in maintaining a healthy work/life balance. · When to begin and advance mentorship through coaching to optimize success metrics in faculty recruitment, advancement, and retention. | Jenny Hamer | |
| Next STEPS Training in Equitable Faculty Search (Part 2) | When hiring for faculty positions, Penn State is competing for the best talent with many other institutions. A well-designed recruitment process intentionally blunts existing biases and helps all job candidates portray themselves in the most favorable light, while also putting Penn State’s best foot forward as a supportive work environment. This workshop outlines best practices for the entire hiring process, from composing a job advertisement to following up after a job offer is made. | Dave Hunter |