UNM FIRST: Evaluation Core

项目摘要 UNM First计划的评估核心将使用尖端理论、测量和统计 对实施教师招聘队列模式的效果进行创新测试的方法， 赞助、持续的指导和支持，以及教师发展。我们的长期目标是转型 新墨西哥大学(UNM)的机构文化，以增加多样性和包容性的卓越。我们的 中心假设是，增加和支持STEM领域的教师多样性和包容性需要 持续评价和自我反省，评价执行进展和挑战对 不断变化的制度文化。联合国监测机制第一次评价核心的具体目标是：与 第一个协调评估中心(CEC)，以评估队列集群招聘模式的影响 多层次分析(目标1)；以国家科学基金会资助的联合国监测机制建立的数据收集为基础 高级课程，包括表征教师对机构环境和文化的看法以及 STEM相关领域研究支持的内部和外部背景(AIM 2)；应用有前景的做法 以团队科学为基础，增加利益相关者对实施和 首先在整个联合国监测机制的各级进行评价(目标3)；并测试执行情况和成效 首先使用多层次和多方法分析来审查个人和机构成果 随着时间的推移，在UNM First方案(目标4)雇用教员之后的几年中。 具体地说，我们将使用混合方法在主题内和主题之间进行纵向设计，以持续 监控、跟踪和评估第一个计划的活动和第一个计划在变更中的结果 通向包容性卓越和更大科学发现的制度文化。主要结果将是 评估，包括由第一个CEC确定的公共数据元素以及重要的指标 对于UNM First计划，例如：(1)UNM First教员成功获得NIH R01-Level 资助；(2)机构文化和环境的转变，以支持不同的教员；(3)促进和 UNM第一学院和其他不同学院的任期；和(4)保留UNM第一学院和其他 多元化的教职员工。团队科学和实施科学的战略和方法将作为 评估UNM First计划的指导框架。我们将使用实现 科学的方法，以最大限度地扩大、有效、采用、实施和维护 UNM First计划在促进包容性卓越方面的循证做法。的重要意义。 这项拟议的研究旨在确定教师队列招聘模式可能对院校产生的影响 改变文化和增加NIH生物医学劳动力。

Project Summary The Evaluation Core of the UNM FIRST program will use cutting edge theoretical, measurement, and statistical approaches to conduct an innovative test of the effects of implementing a cohort model of faculty hiring, sponsorship, ongoing mentoring and support, and faculty development. Our long-term goal is to transform institutional culture at The University of New Mexico (UNM) to increase diversity and inclusive excellence. Our central hypothesis is that increasing and supporting faculty diversity and inclusion in STEM fields requires ongoing evaluation and self-reflection, and that evaluating implementation progress and challenges is critical to changing institutional culture. The specific aims of the UNM FIRST Evaluation Core are: to coordinate with the FIRST Coordination Evaluation Center (CEC) to evaluate the impact of the cohort cluster hiring model at multiple levels of analysis (AIM 1); to build upon data collection established by the NSF funded UNM ADVANCE Program, including characterizing faculty perceptions of the institutional climate and culture and the inner and outer context of research support in STEM related fields (AIM 2); to apply promising practices grounded in the science of team science to increase stakeholder engagement in the implementation and evaluation of UNM FIRST at all levels across UNM (AIM 3); and to test the implementation and effectiveness of UNM FIRST using a multilevel and multimethod analysis examining individual and institutional outcomes over time in the years proceeding and following the hiring of faculty by the UNM FIRST program (AIM 4). Specifically, we will use a mixed-methods longitudinal within- and between-subjects design to continuously monitor, track, and evaluate FIRST program activities and the outcomes of the FIRST program in changing institutional culture toward inclusive excellence and greater scientific discovery. Primary outcomes to be evaluated, include common data elements identified by the FIRST CEC, as well as metrics that are important to the UNM FIRST program, such as: (1) success among UNM FIRST Faculty hires in obtaining NIH R01-level funding; (2) transformation of institutional culture and climate to support diverse faculty; (3) promotion and tenure of UNM FIRST Faculty and other diverse faculty; and (4) retention of UNM FIRST Faculty and other diverse faculty. The science of team science and implementation science strategies and methods will serve as the guiding frameworks for evaluation of the UNM FIRST program. We will use implementation science methods to maximize the reach, effectiveness, adoption, implementation, and maintenance of evidence-based practices by the UNM FIRST program in promoting inclusive excellence. The significance of the proposed research is to determine the impact that faculty cohort hiring models can have on institutional culture change and to increase the NIH biomedical workforce.