Faculty Development Core

教师发展核心

• 批准号: 10362243
• 负责人: BENJAMIN K CHEN
• 金额: $ 12.96万
• 依托单位: ICAHN SCHOOL OF MEDICINE AT MOUNT SINAI
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-24 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10362243
• 关键词: Address; Applications Grants; Biomedical Research; Career Mobility; Climate; Clinical; Communities; Development; Development Plans; Discrimination; Educational workshop; Ethnic group; Evaluation; Extramural Activities; Faculty; Funding; Goals; Grant; Health system; Individual; Institution; Knowledge; Manuscripts; Medicine; Mentors; Mentorship; Modeling; NCI Scholars Program; Personal Satisfaction; Population; Preparation; Productivity; Publications; Race; Research; Research Support; Resources; STEM field; STEM research; Science; Secure; Series; Social support; Teacher Professional Development; Testing; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Work; Writing; anti-racism; career; career development; career life balance; cohesion; cohort; cultural competence; curriculum enhancement; design; early-career faculty; experience; faculty research; faculty support; improved; medical schools; member; parity; peer coaching; programs; racism; satisfaction; skill acquisition; skills; success; unconscious bias

SUMMARY Efforts to diversify the trainee population in STEM and biomedical research in the US have achieved some success. Nevertheless, diversifying the faculties of research institutions has lagged behind and remains a significant challenge. This disturbing lack of parity is attributed to numerous factors, including disproportionately high rates of attrition from underrepresented racial and ethnic groups during the transition from training into faculty-level research careers, lack of adequate mentorship, bias and racism, and challenges associated with securing extramural funding. The overarching goal of the Faculty Development Core (FDC) is to support faculty development, mentoring, sponsorship, and promotion for the FIRST Cohort. We will implement a program of professional development and career advancement tailored for a cohort/cluster model and intended to support the research success of the individual members of the cohort and of the cohort as a whole. Our program will combine mentoring/sponsorship, a curriculum of enhanced research skills development with support for producing strong grant applications, social supports to help FIRST Cohort faculty navigate the specific challenges and obstacles often faced by early-career faculty from underrepresented groups in science and medicine, and opportunities for networking at all levels across our institution, within the local community, and in the broader scientific community. The FDC will work closely with the Evaluation Core to track and assess metrics of success. Activities will include 1) required mentor/sponsor training centered on bias reduction, anti-racism, and mentoring for research success; 2) creation of individual development plans (IDPs); 3) mentor/sponsor committees; 4) a focused and FIRST Cohort program to support the development of knowledge and skills around building a successful research program and preparation of competitive grant applications. To reduce isolation, build community, and promote well-being, we will implement an integrated program to enhance professional development incorporating: 1) a cohort Coaching Team focused on work-life balance and well-being and on the specific barriers faced by underrepresented groups in academic medicine; 2) a Professional Development Workshop series to equip early-career faculty with strategies to improve their productivity and overall sense of satisfaction; and 3) a program of individualized coaching; and; 4) peer mentoring. To create opportunities for networking and increasing the visibility of FIRST Cohort faculty within our institution and beyond, we will identify formal and informal networking opportunities that will begin immediately upon hire and which will evolve over the period of the grant incorporating opportunities to network and engage with 1) faculty at all levels; 2) institutional leaders; 3) the larger scientific community; and 4) local communities. The proposed FIRST Cohort program will create a cohesive program of faculty development integrating various resources currently siloed at our institution. The program can potentially serve as a model for other research-focused institutions committed to inclusive excellence, and dissemination of best practices will be coordinated through the Center for Scientific Diversity.

摘要 美国在STEM和生物医学研究领域使受训人口多样化的努力取得了一些成果 成功。尽管如此，研究机构教职人员的多样化已经落后，仍然是一个 这是一个巨大的挑战。这种令人不安的不平等是由许多因素造成的，包括不成比例的 从培训过渡到培训期间代表不足的种族和族裔群体的高流失率 教员级别的研究职业、缺乏足够的指导、偏见和种族主义，以及与以下方面相关的挑战 确保获得外部资金。学院发展核心(FDC)的首要目标是支持教师 第一批人的发展、指导、赞助和推广。我们将实施一项计划 为队列/群组模式量身定做的专业发展和职业晋升，旨在支持 队列中的个别成员和整个队列的研究成功。我们的节目将 将指导/赞助结合起来，这是一个增强研究技能发展的课程，并支持 提供强大的拨款申请、社会支持，帮助First Cohort教员驾驭特定的 来自科学和技术领域代表性不足的群体的早期职业教师经常面临的挑战和障碍 医疗，以及在我们机构、当地社区和 更广泛的科学界。FDC将与评估核心密切合作，跟踪和评估指标 成功之路。活动将包括1)必要的导师/赞助者培训，以减少偏见、反种族主义、 为研究成功提供指导；2)制定个人发展计划；3)指导/赞助者 委员会；4)重点和第一个队列方案，以支持以下方面的知识和技能的发展 建立一个成功的研究项目并准备有竞争力的拨款申请。为了减少孤立， 建设社区，增进福祉，我们将实施一项综合计划，以提升专业 发展并入：1)一支关注工作与生活平衡和福祉的队列教练团队 学术医学中代表性不足群体面临的具体障碍；2)职业发展 系列工作坊，为早期职业教师提供提高工作效率和整体意识的策略 满足感；3)个性化辅导计划；4)同伴指导。为……创造机会 在我们机构内外建立网络并提高第一批教员的知名度，我们将确定 正式和非正式的人脉机会将在受聘后立即开始，并将在 资助期包括1)与各级教职员工建立联系和接触的机会；2)机构 领导人；3)更大的科学界；4)地方社区。拟议的第一个队列计划将 创建一个有凝聚力的教师发展计划，整合我们机构目前孤立的各种资源。 该计划可能会成为其他致力于包容性研究的机构的典范 将通过科学多样性中心协调最佳做法和最佳做法的传播。