UAB/Tuskegee Faculty Institutional Recruitment for Sustainable Transformation (UAB/TU FIRST) Partnership (NIH U54)

UAB/塔斯基吉学院可持续转型机构招聘（UAB/TU FIRST）合作伙伴关系（NIH U54）

• 批准号: 10361941
• 负责人: Raegan Winston Durant
• 金额: $ 42.13万
• 依托单位: UNIVERSITY OF ALABAMA AT BIRMINGHAM
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-22 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10361941
• 关键词: Address; Advocate; Affect; Alabama; Area; Cardiovascular Diseases; Collaborations; Communities; Complement; Development; Development Plans; Diabetes Mellitus; Ensure; Environment; Evaluation; Faculty; Fostering; Foundations; Goals; Grant; Health Status; Individual; Infrastructure; Institutes; Institution; Institutional Policy; Location; Logistics; Malignant Neoplasms; Mentors; Modeling; Neurosciences; Obesity; Outcome; Policies; Positioning Attribute; Research; Research Personnel; Research Support; Research Training; Resources; Rural; Scientist; Series; Surgeon; Testing; United States National Institutes of Health; Universities; Washington; Work; career; career development; cohort; collaboratory; diversity and equity; diversity and inclusion; early-career faculty; experience; health disparity; interest; model design; peer networks; peer support; programs; recruit; social; success

The overarching goal of the University of Alabama at Birmingham (UAB)/Tuskegee University (TU) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Partnership is to create systemic and sustainable culture change to further support inclusive excellence in research at both institutions. Within our theme of Health Disparities, we will build a community of scientists committed to inclusive excellence by recruiting 12 early-career faculty committed to promoting diversity and inclusion and interested in addressing health disparities. These faculty will be hired across 3-4 clusters representing areas of research strength and opportunity across our institutions: cancer, obesity and diabetes, cardiovascular disease, and neuroscience. Program hires will be designated as Benjamin-Carver Scientists in honor of two barrier-breaking investigator leaders – Regina Benjamin, MD and George Washington Carver. Our Scientists will be surrounded by a comprehensive support infrastructure including sponsors, mentors, career coaches, institutional research navigators, and professional development opportunities to help them mitigate the difficulties experienced by new hires and accelerate the development of collaborative networks and peer support. We have targeted our activities and support mechanisms to ensure that they impact all levels of influence in the Social Ecological Model including Individual, Interpersonal, Organizational, Community and Policy. All levels are reflected in the following specific aims: 1) recruit and hire clusters of Benjamin-Carver Scientists who are committed to advancing diversity, equity, and inclusion in areas of shared research need and support them by implementing individual career development plans, enhanced with scientific mentoring, career coaching, and advocate sponsorship; 2) provide enhanced support for new faculty through an Office of Integrated Research Support in which Research Navigators will help new faculty coordinate sponsor, mentor, and career coaching support; connect new faculty to existing support resources; and assist new faculty with logistic, fiscal, and regulatory matters related to proposal development and grants management; 3) provide extended opportunities for professional development and networking, including a diverse and inclusive Research Community Collaboratory to help faculty build a collaborative network of peers; 4) expand a series of diversity and inclusion programs at both UAB and Tuskegee to help foster systemic and sustainable cultural change; 5) institute changes to institutional policies and environment to support sustainable institutional culture change, including initiatives to support diverse and inclusive hiring and retention; and 6) evaluate the UAB/TU FIRST Partnership and work with the FIRST Coordination and Evaluation Center (CEC) to determine whether this cohort and cluster design model of faculty hiring, sponsorship, continual mentoring, and professional development, embedded within programs to create academic cultures of inclusive excellence produces significant change in metrics of institutional culture.

阿拉巴马大学伯明翰（UAB）/Tuskegee University（TU）的总体目标 可持续转型的教师机构招聘（第一）伙伴关系是建立系统性和 可持续文化的变化，以进一步支持两个机构研究的包容性卓越。在我们内部 健康差异的主题，我们将建立一个由科学家组成的社区，致力于通过 招募12个早期职业教师致力于促进多样性和包容性，并在解决方面有趣 健康差异。这些教职员工将在3-4个集群中携带，代表研究力量的领域和 整个机构的机会：癌症，肥胖和糖尿病，心血管疾病和神经科学。 计划员工将被指定为本杰明·卡佛（Benjamin-Carver）科学家 领导者 - 医学博士里贾纳·本杰明（Regina Benjamin）和乔治·华盛顿·卡佛（George Washington Carver）。我们的科学家将被 全面的支持基础设施，包括赞助商，导师，职业教练，机构研究 导航员和专业发展机会，以帮助他们减轻遇到的困难 新员工和加速协作网络和同伴支持的发展。 我们针对我们的活动和支持机制，以确保它们影响所有级别 在社会生态模型中的影响，包括个人，人际关系，组织，社区和 政策。所有级别都反映在以下特定目标中：1）招募和雇用本杰明·卡弗的集群 致力于推进多样性，公平性和包容性的科学家 并通过实施个人职业发展计划来支持他们，并通过科学心理增强 职业教练和倡导赞助； 2）通过 综合研究支持，研究导航员将帮助新的教师协调赞助商，心理， 和职业教练支持；将新教师与现有的支持资源联系起来；并协助新教师 逻辑，财政和法规事项与提案开发和赠款管理有关； 3）提供 扩展专业发展和网络的机会，包括潜水员和包容性 研究社区合作组织，以帮助教师建立一个同行的协作网络； 4）扩展一系列 UAB和Tuskegee的多样性和包容计划，以帮助培养系统性和可持续文化 改变; 5）制定对机构政策和环境的改变，以支持可持续的机构文化 变革，包括支持潜水员和包容性招聘和保留的举措； 6）评估UAB/TU 第一伙伴关系并与第一个协调与评估中心（CEC）合作，以确定是否是否 该教职员工招聘，赞助，延续和专业人士的群体设计模型 开发，嵌入了计划中，以创建包容性卓越作品的学术文化 制度文化指标的重大变化。