Research Initiative Supporting Excellence at the University of Cincinnati (RISE-UC): A Program to Develop and Support Research-Active Faculty Members.
Research Initiative Supporting Excellence at the University of Cincinnati (RISE-UC): A Program to Develop and Support Research-Active Faculty Members.
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辛辛那提大学（Rise-UC）支持卓越的研究计划：开发和支持研究活性教师的计划。
DOI：
10.1097/acm.0000000000005270
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发表时间：
2023-10-01
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各种力量的结合显着增加了对研究活跃的教师实现持续成功的挑战。本文介绍了辛辛那提大学医学院（UCCOM）的一个部门如何实施一项战略计划，即辛辛那提大学（RISE-UC）的卓越研究计划，以促进其研究活跃的教师的研究活动，财政年度（FY）2011-FY 2021。RISE-UC已经实施并定期更新，以满足不断变化的需求。RISE-UC支持教师通过财政和行政服务进行研究，以培养足够数量的研究人员;建立共享的治理模式;为发展医生科学家创造途径;开发离散和有针对性的内部研究资金;建立学术研究服务（ARS）单位（作为支持研究的基础设施）;加强教师指导;并承认，庆祝和奖励研究成功。RISE-UC通过共享治理获得信息，并导致教师和外部资金的总规模大幅增加。超过50%的物理学家-科学家培训计划毕业生是UCCOM的活跃研究人员。内部奖励计划实现了约16.4倍的投资回报率，外部直接成本研究资金总额从约55，400，000美元（2015财年）增加到约114，500，000美元（2021财年）。ARS协助提交了57份赠款提案，并提供了教职员工普遍认为非常有用或有用的服务。早期职业教师的同行指导小组导致23名参与者中有12人获得主要赠款资金（≥ 10万美元; 2017年春季至2021年春季），来源包括美国国立卫生研究院奖，国防部资金，退伍军人事务部资金和基金会奖。研究认可包括约77,000美元/年的奖励支付给教师的赠款提交和授予的赠款。RISE-UC是一个全面的方法来促进研究教师的成功的例子，并可能作为具有类似愿望的其他机构的典范。
A combination of forces have markedly increased challenges to research-active faculty achieving sustained success. This article describes how one department at the University of Cincinnati College of Medicine (UCCOM) implemented a strategic plan, the Research Initiative Supporting Excellence at the University of Cincinnati (RISE-UC), to promote the research activity of its research-active faculty, fiscal year (FY) 2011–FY 2021. RISE-UC was implemented and regularly updated to address evolving needs. RISE-UC supported faculty members pursuing research via fiscal and administrative services to grow a critical mass of investigators; establish a shared governance model; create pathways for developing physician–scientists; develop discrete and targeted internal research funding; establish an Academic Research Service (ARS) unit (as infrastructure to support research); enhance faculty member mentorship; and recognize, celebrate, and reward research success. RISE-UC was informed by shared governance and resulted in substantial increases in total size of the faculty and external funding. More than 50% of Physician-Scientist Training Program graduates are active researchers at UCCOM. The internal awards program realized a return on investment of ~16.4-fold, and total external direct cost research funds increased from ~$55,400,000 (FY 2015) to ~$114,500,000 (FY 2021). The ARS assisted in the submission of 57 grant proposals and provided services faculty members generally found very helpful or helpful. The peer-mentoring group for early-career faculty members resulted in 12 of 23 participants receiving major grant funding (≥ $100,000; spring 2017–spring 2021) from sources including National Institutes of Health awards, Department of Defense funding, Veterans Affairs funding, and foundation awards. Research recognition included ~$77,000/year in incentive payments to faculty members for grant submissions and grants awarded. RISE-UC is an example of a comprehensive approach to promote research faculty member success and may serve as a model for other institutions with similar aspirations.
影响因子：
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作者：
Bailey DN;Crawford JM;Jensen PE;Leonard DGB;McCarthy S;Sanfilippo F
通讯作者：
Sanfilippo F