The AGEP Alliance State System Model to Transform the Hiring Practices and Career Success of Tenure Track Historically Underrepresented Minority Faculty in Biomedical Sciences

GEP联盟国家系统模型将改变生物医学科学领域历史上代表性不足的少数族裔教师的终身教职的招聘实践和职业成功

基本信息

批准号：
1820984
负责人：
Philip Rous
金额：
$ 129.42万
依托单位：
University of Maryland Baltimore County
依托单位国家：
美国
项目类别：
Continuing Grant
财政年份：
2018
资助国家：
美国
起止时间：
2018-10-01 至 2025-03-31
项目状态：
未结题

来源：
https://www.nsf.gov/awardsearch/showAward?AWD_ID=1820984&HistoricalAwards=false
关键词：
AGEP Alliance State System Model

项目摘要

This collaborative research brings together five public universities with the goal of developing, implementing, studying, evaluating and disseminating a state level AGEP Alliance model to increase the number of historically underrepresented minority (URM) tenure-track faculty in the biomedical sciences. This AGEP Alliance model represents a state system approach to recruiting and training URM postdoctoral fellows and transitioning them into tenure-track faculty positions. In addition to providing professional development and mentoring for a group of 16 URM postdoctoral fellows and early career faculty, this AGEP Alliance also addresses institutional URM faculty hiring and advancement policies and practices. This AGEP Alliance model work is through partnerships between the University of Maryland Baltimore County, Salisbury University, Towson University, the University of Maryland College Park (UMCP), and the University of Maryland at Baltimore.This alliance was created in response to the NSF's Alliances for Graduate Education and the Professoriate (AGEP) program solicitation (NSF 16-552). The AGEP program seeks to advance knowledge about models to improve pathways to the professoriate and success of URM graduate students, postdoctoral fellows and faculty in specific STEM disciplines and/or STEM education research fields. AGEP Transformation Alliances develop, replicate or reproduce; implement and study, via integrated educational and social science research, models to transform the dissertator phase of doctoral education, postdoctoral training and/or faculty advancement, and the transitions within and across the pathway levels, of URMs in STEM and/or STEM education research careers. While this Alliance is primarily funded by the AGEP program, additional support has been provided by the NSF INCLUDES program, which focuses on catalyzing the STEM enterprise to collaboratively work for inclusive change. The ADVANCE program also provided support for this AGEP Alliance model work, and the ADVANCE program embraces three goals that are relevant to this Alliance model's development, implementation and testing: To develop systemic approaches to increase the participation and advancement of women in academic STEM careers; to develop innovative and sustainable ways to promote gender equity that involve both men and women in the STEM academic workforce; and to contribute to the research knowledge base on gender equity and the intersection of gender and other social identities in STEM academic careers.As the nation addresses a STEM achievement gap between URM and non-URM undergraduate and graduate students, our universities and colleges struggle to recruit, retain and promote URM STEM faculty who serve as role models and academic leaders for URM students to learn from, work with and emulate. Recent NSF reports indicate that URM STEM associate and full professors occupy 8% of these senior faculty positions at all 4-year colleges and universities, and about 6% of these positions at the nation's most research-intensive institutions. This AGEP Alliance's state system approach is advancing a model to improve the success of URM early career biomedical sciences faculty, which ultimately leads to improved academic mentorship for URM undergraduate students in STEM and innovative biological science research to benefit our nation's security, economic progress and prosperity.The integrated research component, led by UMCP's KerryAnn O'Meara examines how the intersectionality of race, ethnicity and gender shape the experiences of candidates for assistant professorships, and the evaluation of those candidates by reviewers. Institutional faculty hiring practices, processes and procedures are also being studied to better understand how they advantage or disadvantage some candidates over others.This AGEP Alliance state system model is engaging institutional leadership and external advisory boards, which will provide feedback to the team and suggest adjustments to model development, implementation and testing, as well as efforts for institutional transformation and sustainability. Staff at Westat will provide formative and summative evaluations. The dissemination plan includes article submissions to peer-reviewed social science, academic career diversity, and disciplinary education and research journals.This award reflects NSF's statutory mission and has been deemed worthy of support through evaluation using the Foundation's intellectual merit and broader impacts review criteria.

这项合作研究汇集了五所公立大学，其目的是开发，实施，研究，评估和传播州级Agep联盟模型，以增加生物医学科学中历史上代表性不足的少数民族（URM）终身教师的数量。该Agep联盟模型代表了一种国家系统方法，用于招募和培训URM博士后研究员，并将其转变为终身教师职位。除了为16个URM博士后研究员和早期职业教师提供专业发展和指导外，该Agep联盟还涉及机构URM教师雇用和晋升政策和实践。 This AGEP Alliance model work is through partnerships between the University of Maryland Baltimore County, Salisbury University, Towson University, the University of Maryland College Park (UMCP), and the University of Maryland at Baltimore.This alliance was created in response to the NSF's Alliances for Graduate Education and the Professoriate (AGEP) program solicitation (NSF 16-552). AGEP计划旨在提高有关模型的知识，以改善URM研究生，博士后研究员和在特定的STEM学科和/或STEM教育研究领域的教授的途径和成功。 Agep转化联盟发展，复制或繁殖；通过综合的教育和社会科学研究来实施和研究，以改变博士教育，博士后培训和/或教师进步的宣传阶段，以及在整个途径和/或STEM教育研究职业中的URMS和/或途径层次的过渡。尽管该联盟主要由AGEP计划资助，但NSF包括计划提供了额外的支持，该计划的重点是催化STEM Enterprise以协作为纳入的变更。 Advance计划还为该AgeP联盟模型工作提供了支持，并且Advance计划涵盖了与该联盟模型的发展，实施和测试相关的三个目标：开发系统的方法来增加妇女在学术STEM职业中的参与和进步；开发创新和可持续的方式来促进涉及男女在STEM学术劳动力中的性别平等；并为STEM学术职业中性别公平和性别与其他社会身份的相互作用的研究知识做出贡献。该国解决了URM和非URM本科生和研究生的STEM成就差距，我们的大学和我们的大学和我们的大学都在努力招募，保留和促进URM STEM教师，并为URM STEM培养员提供榜样和学术领导者，并为URM与UR的学生服务，并与他们一起学习，并从事学习和学习的工作，并与他们一起学习，并努力工作，并与他们一起学习，并与他们一起学习，并与他们一起学习，并与他们一起工作，并与他们一起工作，并与他们一起学习。 NSF的最新报告表明，URM STEM的副业和全部教授在所有4年的大学中占了这些高级教师职位的8％，在该国最重要的研究机构中，这些职位中约有6％。这种年龄盟联盟的国家系统方法正在推进一个模型，以改善URM早期职业生物医学科学的成功，最终导致改善了STEM和创新生物学科学研究中URM本科生的学术指导，从而使我们国家的安全，经济进步和繁荣受益。助理教授职位的候选人的经验，以及评论者对这些候选人的评估。还对机构教师招聘实践，过程和程序进行了研究，以更好地了解他们如何优势或不利于其他候选人，而不是其他候选人。这个Agep Alliance State Syste System模型正在吸引机构领导和外部咨询委员会，这将为团队提供反馈，并建议调整对模型开发，实施，测试和维持能力的调整，以及对机构转换的努力。 Westat的员工将提供形成性和总结性评估。传播计划包括对同行评审的社会科学，学术职业多样性以及纪律教育和研究期刊的文章提交。该奖项反映了NSF的法定使命，并被认为是值得通过基金会的智力优点和更广泛的影响来通过评估来获得支持的。