Fostering Institutional Resources for Science Transformation: The FLORIDA-FIRST Health-science Brigade

项目摘要 佛罗里达州第一旅的目标是测试一个雇佣、赞助、指导， 和支持专业发展，拟议的行政核心旨在无缝地 管理这一努力。研究表明，少数民族教师发展计划本身并不是 与统一资源管理处的代表性、征聘或晋升方面的变化始终相关。因此，教师 发展是必要条件，但不是充分条件。研究表明，两个主要的行政管理 增加URM教师在生物医学科学中的代表性的障碍：（1）需要协调 解决招聘、留用和晋升问题所需的方案努力和资源，以及（2） 需要一位资深领袖的支持 我们的行政核心旨在解决这些差距。行政核心将提供 集中协调佛罗里达州第一的财政、通信和组织管理 桥梁旅，以最大限度地提高效率和关键创新的效果。首先，我们正在重组我们的 招聘程序，以确保充足的营销资源和最佳做法，以减少偏见。第二、 我们将招募URM教师进入公平研究角的中心，以确保统一的最佳实践， 指导、赞助、行政支持和晋升程序。这将创造前所未有的 协调方案工作。第三，我们的整体治理结构包括多个高级领导 来自不同领域的冠军，包括中心主任，教务长办公室，副总裁办公室， 研究，和教师工会（见图4中的整体核心）。第四，我们将利用翻译 研究和教师的基础设施的UF-FSU的CTSA与以下使命，“转化科学在 佛罗里达州立大学参与社区开发和测试生物行为干预措施， 翻译谱，以解决健康的社会文化决定因素”。为解决行政 增加URM教师的障碍，我们提出了一个总体目标： 因此，为了解决增加URM教师的行政障碍，我们提出了一个总体目标：目标。 建立一个灵活的行政结构，与现有的机构做法相协调， 成功实施佛罗里达州第一座桥梁。

PROJECT SUMMARY The goal of The FLORIDA-FIRST BRIGADE is to test a cohort model of hiring, sponsorship, mentoring, and support for professional development, and the proposed administrative core is designed to seamlessly manage this effort. Research suggests that minority faculty development programs alone are not consistently associated with changes in URM representation, recruitment or promotion. Thus, faculty development is a necessary but not sufficient condition. Studies have identified two primary administrative barriers to increasing URM faculty representation in biomedical sciences: (1) the need for coordinated programmatic efforts and resources necessary to address recruitment, retention, and promotion and (2) the need for a senior leader champion. Our Administrative Core is designed to address these gaps. The Administrative Core will provide centralized coordination of fiscal, communications, and organizational management of The FLORIDA-FIRST BRIDAGE Brigade to maximize efficiency and effectiveness of key innovations. First, we are restructuring our recruitment procedures to ensure adequate marketing resources and best practices to reduce bias. Second, we will recruit URM faculty into a center in the Equity Research Corner to ensure unified best practices for mentoring, sponsorship, administrative support, and promotion procedures. This will create unprecedented coordinated programmatic efforts. Third, our overall governance structure includes multiple senior lead champions from different domains, including center directors, Provost Office, Office of Vice President for Research, and the faculty union (see Figure 4 in the Overall Core). Fourth, we will leverage the translational research and faculty infrastructure of the UF-FSU’s CTSA with the following mission, “Translational science at Florida State University engages communities in developing and testing biobehavioral interventions across the translational spectrum to address sociocultural determinants of health.” Thus, to address administrative barriers to increasing URM faculty, we propose one overarching aim: Thus, to address administrative barriers to increasing URM faculty, we propose one overarching aim: Aim. To institute a nimble administrative structure to harmonize with the existing institutional practices to successfully implement The FLORIDA-FIRST BRIDAGE.