UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10494788
• 负责人: Joann Trejo
• 金额: $ 15.8万
• 依托单位: UNIVERSITY OF CALIFORNIA, SAN DIEGO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-09 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10494788
• 关键词: Administrator; Adopted; Advisory Committees; Affinity; Area; Biochemistry; Biological Sciences; Biomedical Research; California; Cardiovascular Diseases; Chemistry; Cognitive Science; Collaborations; Collection; Communicable Diseases; Communication; Competence; Coupled; Data; Development; Disabled Persons; Engineering; Ensure; Environment; Ethnic group; Evaluation; Evaluation Methodology; Evidence based program; Faculty; Fostering; Funding; Goals; Grant; Health Sciences; Human; Immersion; Immunology; Individual; Infectious Disease Immunology; Infrastructure; Institutes; Institution; Institutional support resources; Leadership; Longevity; Malignant Neoplasms; Mentors; Mentorship; Methodology; Modeling; Neurosciences; Oceanography; Organizational Change; Organizational Culture; Participant; Perception; Pharmacy facility; Process; Productivity; Program Development; Program Sustainability; Protocols documentation; Public Health Schools; Research; Resources; Schools; Science; Social Sciences; Strategic Planning; Structure; System; Teacher Professional Development; United States National Institutes of Health; Universities; Vision; Woman; Work; career development; climate data; cohesion; cohort; diversity and equity; diversity and inclusion; equity diversity and inclusion; evidence base; expectation; experience; flexibility; medical schools; operation; outreach; physical science; programs; racial and ethnic; recruit; research and development; retention rate; satisfaction; success; tool development

Abstract A diverse faculty body enhances scientific discovery. Despite efforts to increase diversity, women, persons with disabilities, and individuals from certain racial /ethnic groups remain underrepresented in the biomedical workforce. Diversifying biomedicalresearch faculty is an ongoing challenge and a high-priority need. There are also barriers to retention of underrepresented faculty and success which can include a lack of clarity around promotion criteria, effective mentorship and formalfaculty development programs as well as perceptions of unwelcoming institutional cultures and a lack of inclusivity. Thus, multiple evidence-based strategies are needed to enhance faculty diversity, success and inclusion. Cluster hiring at academic institutions is an effective strategy for enhancing faculty diversity. This strategy coupled with formal structured faculty mentorship, research and career development programs improvefaculty competencies, enable success and can impact organizational culture. Transforming institutional culture requires organized programs led by experienced faculty, administrators, staff, and institutional leaders, with a shared vision of enhancing faculty diversity and inclusion. Such programs also require institutional support and resources to ensure sustainability. The overall goal of the University of California, San Diego (UCSD) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Administrative Core is to provide strategic leadership, management, and administrative oversight to support the UCSD FIRST Cohort Program’s evidence-based strategies to recruit twelve new faculty, enhance FIRST participants’ academic advancement, research success, and inclusive institutional excellence. We hypothesize that cluster hires within four areas of institutionalresearch strength, neurosciences, cancer, cardiovascular disease, infectious disease and immunology, will provide affinity groups as the nidus of inclusive excellence. Immersion in structured programs organized by theFaculty Development Core will provide direction in academic promotion resulting in enhanced retention and academic success. We propose four specific aims: Aim 1. Provide management and coordination to support theadministrative, communication, and fiscal components of the FIRST Cohort Program, Aim 2. Establish and implement protocols for search, recruitment, and hiring of FIRST Cohort, Aim 3. Promote FIRST cohort faculty impactful research productivity to meet retention expectations and Aim 4. Implement strategic plan to foster institutional inclusive excellence and culture transformation. Working with the Evaluation Core, the AdministrativeCore will leverage existing data on faculty perceptions of the research environment and faculty development to establish metrics for the “baseline” and successful cultural transformation. These aims will promote UCSD culture change towards inclusive excellence by using evidence-based strategies to enhance underrepresented faculty academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.

抽象的 多元化的教师队伍可以增强科学发现。尽管努力增加多样性，但妇女、残疾人 残疾人和来自某些种族/族裔群体的个人在生物医学劳动力中的代表性仍然不足。 生物医学研究人员的多元化是一项持续的挑战，也是一项高度优先的需求。也有障碍 保留代表性不足的教员和成功，其中可能包括晋升标准不明确， 有效的指导和正式的教师发展计划以及对不受欢迎的机构的看法 文化和缺乏包容性。因此，需要多种基于证据的策略来增强师资力量 多样性、成功和包容性。学术机构的集群招聘是提高能力的有效策略 师资多样性。该策略与正式的结构化教师指导、研究和职业相结合 发展计划可以提高教师的能力，促进成功，并可以影响组织文化。 转变机构文化需要由经验丰富的教职员工、管理人员、工作人员领导的有组织的计划， 和机构领导者，有着增强教师多样性和包容性的共同愿景。此类节目还 需要机构支持和资源来确保可持续性。加州大学的总体目标， 圣地亚哥（加州大学圣地亚哥分校）可持续转型教师机构招聘（FIRST）行政核心 是提供战略领导、管理和行政监督，以支持 UCSD FIRST Cohort 计划的循证策略招募 12 名新教师，提高 FIRST 参与者的学术水平 进步、研究成功和包容性的机构卓越。我们假设集群在内部雇用 机构研究实力四大领域，神经科学、癌症、心血管疾病、传染病 和免疫学，将提供亲和团体作为包容性卓越的核心。沉浸在结构化 由教师发展核心组织的计划将为学术推广提供指导，从而导致 提高保留率和学业成功。我们提出四个具体目标： 目标 1. 提供管理和 协调支持第一队列计划的行政、沟通和财政部分， 目标 2. 建立并实施第一批人员的搜寻、招募和聘用协议，目标 3. 促进 FIRST 队列教师具有影响力的研究生产力，以满足保留期望和目标 4。实施 促进机构包容性卓越和文化转型的战略计划。进行评估 核心管理核心将利用有关教师对研究环境和看法的现有数据 教师发展，为“基线”和成功的文化转型建立衡量标准。这些目标 将通过使用基于证据的策略来促进 UCSD 文化向包容性卓​​越的转变，以增强 教师的学术进步、研究和职业发展、整合和代表性不足 实施全系统结构化教师发展计划，以增强包容性。