University of Maryland First Program

STEM缺乏多样性仍然是一个长期存在的问题，限制了我们解决 个人、机构、社区和整个社会面临的紧迫问题。 尽管我们的校园里有许多促进多样性的倡议，包括 学生层次的人口代表性不足，STEM教授职称的多样性仍然存在 很低。为了发生持久的变化，并真正将URM教员纳入我们的高等教育机构 学习，我们需要确定大学可以实施的方法，以实现 招聘、教师敬业度、终身教职和晋升流程。仿照迈耶霍夫 学者计划，UM First计划将致力于实现机构、部门、 和教职员工层面的改革，以促进马里兰大学学院的包容性卓越 医学大学(UMSOM)和马里兰大学巴尔的摩县分校(UMBC)。 评估核心团队的目标是在UMSOM和UMBC之间进行协作， 以及与NIH第一协调和评估中心(CEC)进行评估、监控和 跟踪计划活动。使用混合方法方法，评价核心将评估 除了在整个项目中提供持续反馈外，UM First计划的影响 通知UM First活动中的修改。 该评估将首先审查UM的几个初级和中期成果。这个 令人感兴趣的主要结果包括：检查新聘用教师的百分比变化 在机构和部门层面代表URM小组；检查在 保留在机构和部门层面的URM教员的百分比；以及 UM First计划对UM First集群招聘的学术生产力的影响。这个 令人感兴趣的中间结果包括：在新的 机构和部门层面的教职员工申请人才库；UM的成功招聘首先 UMBC和UMSOM的教职员工集群招聘；书面机构招聘的记录变化 政策；书面APT政策的书面变化；机构需求的显著增加 文化和气候；STEM领导层对Dei的机构承诺增加 教师和他们的部门，以及UM First教师集群招聘和他们的导师， 以及；成功实施UM First学院发展核心活动。

A lack of diversity in STEM continues to be a persistent problem, limiting our capacity to address pressing problems facing individuals, institutions, communities, and our society as a whole. Although many initiatives exist on our campuses to promote diversity and include underrepresented populations at the student level, diversity in the STEM professoriate remains low. For lasting change to occur and to truly include URM faculty in our institutions of higher learning, we need to identify approaches that can be implemented by universities to transform hiring, faculty engagement, and tenure and promotion processes. Modeled on the Meyerhoff Scholars Program, the UM FIRST initiative will work toward effecting institutional, departmental, and faculty-level changes to foster inclusive excellence at both the University of Maryland School of Medicine (UMSOM) and the University of Maryland Baltimore County (UMBC). The goals of the Evaluation Core team are to work collaboratively across UMSOM and UMBC, as well as with the NIH FIRST Coordination and Evaluation Center (CEC) to assess, monitor, and track program activities. Using a mixed methods approach, the Evaluation Core will assess the impact of the UM FIRST Initiative in addition to providing ongoing feedback throughout the project to inform modifications in the UM FIRST activities. The evaluation will examine several primary and intermediate outcomes of UM FIRST. The primary outcomes of interest include: examining the change in percent of new faculty hires representing URM groups at the institution and department level; examining the change in percent of URM faculty retained at the institution and department level, and; examining the impact of the UM FIRST initiative on academic productivity of UM FIRST cluster hires. The intermediate outcomes of interest include: an increase in URM representation among new faculty applicant pools at the institution and department level; the successful hiring of UM FIRST faculty cluster hires across UMBC and UMSOM; documented change in written institution hiring policies; documented change in written APT policies; a significant increase in institution DEI culture and climate; an increase in institutional commitment to DEI among leadership, STEM faculty and their departments, and among UM FIRST faculty cluster hires and their mentors, and; the successful implementation of UM FIRST Faculty Development Core activities.