Cyberinfrastructure Leadership Academy

网络基础设施领导学院研讨会的目标是培养新一代国家网络基础设施（CI）领导人，他们可以塑造国家CI议程，以促进科学进步，这在很大程度上并日益依赖于CI提供的先进数字能力。实现这一目标的机制是在接近退休或最近退休的高级CI领导者和新兴的中期CI领导者之间建立指导关系。科学、技术、工程和数学（STEM）教育、研究、开发和商业领域中，计算和/或数据密集型的部分正在迅速增长，因此依赖于CI。CI劳动力管道有几个阶段，随着婴儿潮一代的退休，最重要的高级CI领导者正在迅速缩小。这种外派给新兴的计算和数据密集型研究社区带来了重大挑战，这在很大程度上依赖于高级CI领导者，他们不仅要监督CI的设计、开发、实施和促进，还要塑造研究CI生态系统和议程，无论是在他们自己的机构还是在全国范围内。在这种专业知识流失中幸存下来的关键是在不可挽回地丢失之前尽可能多地获取专业知识。在高级CI领导者和新兴的中期CI领导者之间建立师徒关系是非常宝贵的，因为这种关系不仅可以实现知识、经验和智慧的转移，而且可以巩固新兴CI领导者的能力，即使在高级CI领导者退休后，他们也可以继续利用高级CI领导者的专业知识。迄今为止，很少有人重视管道的高级端。CI领导力学院研讨会旨在通过阻止CI议程/生态系统/社区专业知识的外流来解决这一差距。网络基础设施领导学院研讨会采用召集高级CI领导者（其中许多人即将退休或最近退休）和新兴的中期CI领导者的方法，以实现以下目标：(1)将知识、经验，特别是智慧从高级CI领导者转移到新兴CI领导者，以使新兴CI领导者能够塑造国家研究CI景观。(2)在资深CI领导者和新兴CI领导者之间建立师徒关系，以促进长期的专业发展。(3)在新兴CI领导者之间建立同伴指导关系，以便为国家领导做准备和定位，因为高级CI领导者减少了他们的日常参与。本次研讨会过程的重要组成部分包括：(a)高级和新兴CI领导者就与国家研究CI生态系统/社区直接相关的主题发表白皮书，通过帮助高级和新兴CI领导者相互了解，这是导师配对的重要组成部分。(b)观点小组提供利益相关者的观点，如研究资助机构、行业和研究人员选区。(c)高级CI领导就他们的经验进行简短的会谈，以及高级CI领导与新兴的职业中期领导者之间的座谈，旨在建立专业和个人联系。本次研讨会的重点是来自传统上在CI领导层中代表性不足的人群的新兴CI领导者，包括(a)妇女，(b)代表性不足的少数民族，(c)少数民族服务机构，(d)非博士学位授予机构，以及(e) EPSCoR管辖范围内的机构。

The Cyberinfrastructure Leadership Academy workshop's objective is to prepare a new generation of national Cyberinfrastructure (CI) leaders who can shape the national CI agenda, in order to promote the progress of science, which depend heavily and increasingly on the advanced digital capabilities that CI provides. The mechanism for accomplishing this goal is establishing mentoring relationships between senior CI leaders who are nearing retirement or recently retired, and emerging midcareer CI leaders. A mushrooming fraction of Science, Technology, Engineering and Mathematics (STEM) education, research, development and commerce is computing- and/or data-intensive, and therefore depends on CI. The CI workforce pipeline has several stages, and one of the most vital, senior CI leaders, is rapidly narrowing as Baby Boomers retire. This outmigration presents a significant challenge to the burgeoning computing- and data-intensive research community, which depends heavily on senior CI leaders not only to oversee CI design, development, implementation and facilitation, but also to shape the research CI ecosystem and agenda, both locally at their own institutions and especially nationally. Crucial to surviving this expertise drain is capturing as much of that expertise as possible, before it is irretrievably lost. Establishing mentoring relationships between senior CI leaders and emerging midcareer CI leaders is invaluable, because such relationships not only enable the transfer of knowledge, experience and wisdom, but also serve to solidify the ability of emerging CI leaders to continue to draw on the expertise of senior CI leaders even after the latter retire. To date, little emphasis has been placed on the senior end of the pipeline. The CI Leadership Academy workshop's intends to address this gap, by stanching the outflow of CI agenda/ecosystem/community expertise.The Cyberinfrastructure Leadership Academy workshop takes the approach of convening a combination of senior CI leaders, many of whom are nearing retirement or have recently retired, and emerging midcareer CI leaders, to meet the following objectives: (1) Transfer knowledge, experience and especially wisdom from senior CI leaders to emerging CI leaders, in order to enable emerging CI leaders to shape the national research CI landscape. (2) Initiate mentoring relationships between senior CI leaders and emerging CI leaders, in order to foster longer term professional development. (3) Establish peer mentoring relationships among emerging CI leaders, in order to prepare and position them for national leadership, as senior CI leaders reduce their day to day engagement. Important components of this workshop's process include: (a) White papers from the senior and emerging CI leaders on topics directly relevant to the national research CI ecosystem/community are a valuable component in mentorship matchmaking, by helping senior and emerging CI leaders to understand each other. (b) Perspective panels offer the viewpoints of stakeholders such as research funding agencies, industry, and researcher constituencies. (c) Brief talks by senior CI leaders on their experiences, and sit-downs between senior CI leaders and emerging midcareer leaders, are designed to establish both professional and personal linkages. This workshop includes a focus on emerging CI leaders from populations that have traditionally been underrepresented in CI leadership, including (a) women, (b) underrepresented minorities, (c) Minority Serving Institutions, (d) non-PhD-granting institutions, and (e) institutions in EPSCoR jurisdictions.