University of Maryland First Program

STEM缺乏多样性仍然是一个持续存在的问题，限制了我们解决问题的能力。 个人、机构、社区和整个社会面临的紧迫问题。 虽然我们的校园里有许多促进多样性的举措， 在学生层面代表性不足的人口，在STEM教授的多样性仍然存在 低为了持久的变化发生，并真正包括URM教师在我们的高等院校 学习，我们需要确定大学可以实施的方法， 招聘，教师参与，终身教职和晋升过程。仿照迈耶霍夫 学者计划，UM第一倡议将致力于影响机构，部门， 以及学院层面的变革，以促进马里兰州大学 医学部（UMSOM）和马里兰州巴尔的摩县大学（UMBC）。 评估核心团队的目标是在UMSOM和UMBC之间协同工作， 以及NIH FIRST协调和评估中心（CEC），以评估、监测和 跟踪方案活动。采用混合方法，评价核心将评估 除了在整个项目中提供持续的反馈外， 通知UM FIRST活动中的修改。 评估将检查UM FIRST的几个主要和中间结果。的 感兴趣的主要结果包括：检查新教职员工百分比的变化 在机构和部门一级代表城市资源管理小组; URM教师的百分比保留在机构和部门一级，并检查 UM FIRST计划对UM FIRST集群雇用的学术生产力的影响。的 感兴趣的中间成果包括： 在机构和部门一级的教师申请人池; UM FIRST的成功招聘 跨UMBC和UMSOM的教师集群招聘;书面机构招聘的记录变化 政策;书面APT政策中记录的变更;机构DEI显著增加 文化和气候;领导层、STEM、 教师和他们的部门，并在UM第一教师集群雇用和他们的导师， 以及; UM FIRST教师发展核心活动的成功实施。

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.