Third Party Evaluation Committee
The Third-party Evaluation Committee will provide accountability for the program, alongside generating lessons for future program planning and implementation by evaluating the program’s effectiveness and its short- and medium-term impact during implementation (in the third year) and upon its completion (the sixth year).
- Interim evaluation: May to July 2019
- Final evaluation: May to July 2022
Members of the Third Party Evaluation Committee
||Keiko Nishino (Professor, Department of International Policy Studies, School & Graduate School of Policy Studies, Kwansei Gakuin University)）
||Masafumi Nagao (Visiting Professor, Institute for the Advanced Study of Sustainability, United Nations University)
||Akihiko Hashimoto (Senior Researcher, Department for Educational Policy and Evaluation Research, National Institute for Educational Policy Research)
Overview, Objectives, and Evaluation Indices
||Overview and Objectives
||Approach (1): Putting in place a diverse research environment
Approach (2): Enhancing women researchers’ research skills and training leaders
Approach (3): Fostering the hiring and promotion to management positions of women researchers
Approach (4): Developing models for realizing diverse research environments
- Programs will be put in place to make it easier for women researchers to work.
- A specified number of women researchers will build on their research skills and receive leadership training.
- The number of women researchers who are hired and promoted to management positions will increase.
- Diversity research will yield results that are put into practice and verified.
- Utilization of programs and their ease of use
- Number of trainees and results of training evaluations by trainees
- Number of women researchers hired and promoted
- Reports and presentations of research results; status of model development
- Women researchers will be able to work in a stable manner with peace of mind.
- The research skills of women researchers will increase, and their leadership skills will be strengthened.
- The number of women researchers will increase, and the number of women researchers in management positions will increase.
- Models will be developed for creating a diverse research environment.
- Awareness and motivation of women researchers; understanding and support of supervisors and colleagues
- Number of projects by women researchers receiving outside funding and number of papers by women researchers; number of major projects with female leaders receiving outside funding; number of joint research projects that transcend organizational boundaries
- Women researchers as a percentage of total faculty members; female managers as a percentage of all managers; status of participation of women researchers in organizational decision-making; degree of interest of female high-school students in science and engineering; etc.
- Status of model development and adoption
- The number of women researchers working on leading-edge topics will increase.
- Inclusive research structures that welcome diversity will be put in place, and diverse knowledge and ideas will yield research findings and new products.
- The program will help internationalize local industry and boost its international competitiveness.
- Awareness and motivation of women researchers, university students, and high-school students in the region
- R&D structures put in place by educational and research institutions, local governments, private-sector companies, etc.
- Awareness and evaluation of leaders at involved organizations, etc.
- Examples of good practice