UNM FIRST: Faculty Development Core

新墨西哥大学第一：教师发展核心

• 批准号: 10493712
• 负责人: Irene Salinas
• 金额: $ 7.37万
• 依托单位: UNIVERSITY OF NEW MEXICO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-01 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10493712
• 关键词: Achievement; Administrator; Advisory Committees; Arts; Award; Biomedical Research; Career Choice; Categories; Communities; Data Science; Department chair; Development; Development Plans; Disadvantaged; Disadvantaged minority; Diverse Workforce; Ensure; Environment; Ethnic group; Evaluation; Event; Extramural Activities; Faculty; Female; Fostering; Foundations; Funding; Future; Goals; Health; Hispanic; Hispanic-serving Institution; Home; Hour; Human; Individual; Institution; Institutional Practice; International; Leadership; Legitimacy; Love; Maps; Mentors; Minority; Mission; Neurosciences; New Mexico; Policies; Process; Race; Research; Research Activity; Research Personnel; Research Support; Resource Development; STEM field; Science; Secure; Series; Teacher Professional Development; Time; Training; Underrepresented Minority; United States National Institutes of Health; Universities; Woman; Work; base; career; career development; cohort; college; community based research; community building; diversity and equity; early-career faculty; faculty research; faculty support; improved; innovation; meetings; peer; peer coaching; preservation; programs; recruit; research and development; role model; skill acquisition; social; social exclusion; success

FACULTY DEVELOPMENT CORE SUMMARY/ABSTRACT Recruitment and retention of a diverse biomedical faculty workforce is necessary for the National Institutes of Health mission of discovery and innovation toward improving human health. However, the success of this mission requires institutions to change their culture so that faculty who belong to historically disadvantaged and underrepresented racial and ethnic groups do not face challenges such as marginalization, lack of appropriate mentoring, lack of visibility and recognition of scholarly achievements, and tokenism. Our long-term goal is to transform institutional culture at The University of New Mexico (UNM) to systemically achieve diversity of the biomedical workforce and sustained inclusive excellence. Recent efforts led by the National Science Foundation UNM ADVANCE program have begun to support cultural change towards inclusive excellence at UNM. Yet, transformation requires hiring, promoting, and retaining diverse early career faculty, a recalcitrant challenge among NIH-funded institutions across the U.S. The central hypothesis of this proposal is that the UNM FIRST program will successfully hire, promote, and retain a cohort of early career faculty who will accelerate significant discoveries in the interdisciplinary fields of neuroscience and data science. The specific aims of the UNM FIRST Faculty Development Core are: to establish a program that reduces isolation and increases community building for the UNM FIRST faculty hires (AIM #1); to develop personalized faculty career and research development plans for each of the UNM FIRST faculty hires (AIM #2); to develop a retention toolkit for the UNM FIRST faculty cohort (AIM #3). The proposed mentoring plan, networking activities, professional development resources and retention toolkit will be institutionalized thanks to the Institutional Innovation Implementation Board (I3 Board), that includes key administrators and stakeholders at UNM who have committed to UNM Institutional support of the UNM FIRST program. The significance of the proposed work is that careful implementation of the Faculty Development Core activities will not only increase the likelihood of the UNM FIRST cohort to secure extramural R01 or equivalent NIH funding and achieve professional legitimacy in their fields but will also impact all future diverse faculty hires at UNM. Importantly, supporting faculty development of a diverse workforce in a majority-minority state and Hispanic Serving Institution will subsequently provide a pipeline for increasing the diversity of the biomedical workforce by offering diverse faculty representation as role models for female and historically underrepresented trainees. UNM will be the home of diverse faculty who will attain professional legitimacy while building careers they love in a welcoming scientific community where they belong, feel valued, and contribute to ongoing institutional efforts to change the culture at UNM to promote inclusive excellence via systemic changes.

学院发展核心摘要/摘要 招聘和保留一个多样化的生物医学教师队伍是必要的国立研究所 我们的使命是发现和创新，以改善人类健康。然而，这一成功 使命要求机构改变他们的文化，使教师谁属于历史上处于不利地位， 代表性不足的种族和族裔群体没有面临边缘化、缺乏适当的 导师制、学术成就缺乏知名度和认可度以及象征主义。我们的长期目标是 改变新墨西哥州大学（UNM）的机构文化，系统地实现 生物医学劳动力和持续的包容性卓越。国家科学院最近的努力 基金会UNM ADVANCE计划已开始支持文化变革，以实现包容性卓越， 新墨西哥大学。然而，转型需要招聘，晋升和留住多样化的早期职业教师，这是一个令人沮丧的问题。 这一建议的核心假设是， UNM第一计划将成功地雇用，促进和留住一批早期职业教师，他们将 加速神经科学和数据科学跨学科领域的重大发现。具体 UNM FIRST教师发展核心的目标是：建立一个减少孤立的计划， 增加UNM FIRST教师招聘的社区建设（AIM #1）;发展个性化的教师 职业和研究发展计划为每个UNM第一教师聘用（目标#2）;制定一个 UNM FIRST教师队列的保留工具包（AIM #3）。拟议的指导计划、网络 活动、专业发展资源和留用工具包将制度化， 机构创新执行委员会（I3委员会），包括主要管理人员和利益攸关方， UNM谁已承诺UNM第一计划的UNM机构支持。的意义 建议的工作是，认真实施教师发展核心活动，不仅会增加 UNM FIRST队列获得院外R 01或同等NIH资金并实现 专业的合法性在他们的领域，但也将影响所有未来不同的教师在UNM雇用。重要的是， 支持教师在少数民族占多数的州和西班牙裔服务的多元化劳动力的发展 机构随后将通过以下方式为增加生物医学劳动力的多样性提供渠道： 为女性和历史上代表性不足的学员提供多样化的教师代表作为榜样。 UNM将成为多元化教师的家园，他们将在建立自己热爱的职业生涯的同时获得专业合法性 在一个欢迎他们所属的科学界，感到有价值，并为正在进行的机构 努力改变新墨西哥大学的文化，通过系统性变革促进包容性卓越。