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.

摘要 一个多样化的教职员工群体促进了科学发现。尽管努力增加多样性，但妇女、有残疾的人 残疾人和某些种族/族裔群体的个人在生物医疗劳动力中的比例仍然偏低。 使生物医学研究人员多样化是一项持续的挑战，也是一项高度优先的需求。也有障碍 留住人数不足的教职员工和取得成功，其中可能包括晋升标准不够清晰， 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 不同文化和缺乏包容性。因此，需要多种以证据为基础的策略来加强教师队伍 多样性、成功和包容性。学术机构集群招聘是一种有效的提高 教师多元化。这一战略与正式的教师指导、研究和职业生涯相结合。 发展计划提高了教师的能力，使之能够取得成功，并可能影响组织文化。 转变机构文化需要有组织的项目，由经验丰富的教职员工、管理人员、员工 以及机构领导人，他们都有一个共同的愿景，即加强教师的多样性和包容性。这类节目还 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是， 圣地亚哥(UCSD)学院招聘促进可持续转型(第一个)行政核心 提供战略领导、管理和行政监督，以支持加州大学圣地亚哥分校的第一批 计划的循证战略，招聘12名新教师，提高首批参与者的学术水平 进步、研究成功和包容性的机构卓越。我们假设群集在内部招聘 机构研究实力的四个领域：神经科学、癌症、心血管疾病、传染病 和免疫学，将提供亲和力群体作为包容性优秀的核心。沉浸在结构化中 由学院发展核心组织的课程将在学术促进方面提供指导，从而 增强留存能力和学业成就。我们提出了四个具体目标：目标1.提供管理和 协调以支持第一个队列计划的行政、沟通和财务部分， 目标2.建立和实施寻找、招聘和雇用第一批人的协议，目标3.促进 第一，培养有影响力的研究人员，以满足留任期望和目标4.实施 制定战略计划，促进机构包容性卓越和文化转型。使用评估 管理核心将利用教员对研究环境的看法的现有数据，并 教师发展，以建立衡量标准的“基线”和成功的文化转型。这些目标 将推动加州大学圣迭戈分校的文化变革，通过使用循证战略来促进包容性卓越 代表不足的教师学术进步、研究和职业发展、整合和 实施全系统有组织的教师发展方案，以增强包容性。