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

项目总结 佛罗里达第一旅的目标是测试招聘、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，少数族裔教师发展计划本身并不是 始终与URM代表、招聘或晋升的变化相关联。因此，教职员工 发展是必要条件，但不是充分条件。研究确定了两个主要的行政管理 增加URM教员在生物医学科学中代表性的障碍：(1)需要协调一致 解决征聘、留用和晋升问题所需的方案努力和资源以及(2) 需要一位资深领袖冠军。 我们的管理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的财政、通信和组织管理-First 桥旅致力于最大限度地提高效率和效果的关键创新。首先，我们正在重组我们的 招聘程序，以确保有足够的营销资源和最佳做法，以减少偏见。第二, 我们将招聘URM教员到股票研究角的一个中心，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 协调一致的方案努力。第三，我们的整体治理结构包括多名高级领导 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(见整体核心中的图4)。第四，我们将利用 UF-FSU CTSA的研究和教职员工基础设施的使命如下：“翻译科学在 佛罗里达州立大学让社区参与开发和测试生物行为干预措施 翻译光谱，以解决健康的社会文化决定因素。因此，要解决行政管理问题 对于增加URM师资的障碍，我们提出了一个总体目标： 因此，为了解决增加URM师资的行政障碍，我们提出了一个总体目标：目标。 建立一个灵活的行政结构，与现有的体制做法相协调，以 成功实施了佛罗里达第一大桥。

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.