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 方法进行创新的测试的影响，实施队列模型的教师招聘， 赞助，持续的指导和支持，以及教师发展。我们的长期目标是 机构文化在新墨西哥州（UNM）的大学，以增加多样性和包容性卓越。我们 中心假设是，增加和支持教师的多样性和包容性在STEM领域需要 认识到持续不断的评价和自我反思，评价执行进展和挑战对于 改变制度文化。UNM FIRST评价核心的具体目标是： FIRST协调评估中心（CEC）评估队列集群招聘模式在 多层次分析（AIM 1）;建立在由美国国家科学基金会资助的联合国医学研究所建立的数据收集基础上 先进的计划，包括表征教师对机构气候和文化的看法， STEM相关领域研究支持的内部和外部背景（AIM 2）;应用有前途的实践 以团队科学为基础，增加利益相关者在实施中的参与， * 在整个新墨西哥州各级评价“新墨西哥州第一个战略”（目标3）;并测试执行情况和效力 UNM FIRST使用多层次和多方法分析检查个人和机构的结果 随着时间的推移，在几年的过程中，并通过UNM第一计划（AIM 4）聘请教师。 具体来说，我们将使用混合方法纵向内和之间的主题设计，不断 监测、跟踪和评估FIRST计划的活动和FIRST计划在改变 机构文化走向包容性卓越和更大的科学发现。主要成果是 评估，包括由FIRST CEC确定的通用数据元素，以及重要的指标 UNM FIRST计划，例如：（1）UNM FIRST教师在获得NIH R 01级 （2）转变机构文化和气候，以支持多样化的教师;（3）促进和 UNM第一教师和其他不同教师的任期;（4）UNM第一教师和其他教师的保留 多样的教师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，以最大限度地达到，有效性，采用，实施和维护 UNM FIRST计划在促进包容性卓越方面的循证实践。的意义 拟议的研究是为了确定教师群体招聘模式对机构的影响， 文化变革和增加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.