UC San Diego FIRST Program

修改后的项目摘要/摘要部分 多样化的生物医学劳动力对科学创新和卫生公平至关重要。然而，代表不足的种族/民族(UR)科学家和女性仍然不成比例地低，特别是作为学术研究机构的教师。需要实施多种以证据为基础的战略，以加强教师的多样性和包容性，并创造包容的优秀文化。然而，在解决多样性和包容性的综合战略、教师集群招聘的影响以及促进包容性卓越的体制变革模式方面，存在着知识差距。加州大学圣地亚哥分校(UCSD)NIH教师可持续转型机构招聘(FIRST)计划的总体目标是：1)促进可持续的机构文化变革，2)通过招聘不同的教职员工来促进机构卓越，3)支持教师发展、指导、赞助和晋升。目标是：1)展示制度支持； 制定或修改战略计划，其中包括将实施的要素，以实现系统和可持续的机构文化变革，实现包容性卓越；2)制定评估计划，以评估对机构实现第一个项目目标的影响；3)招聘新教师，概述机构承诺，并根据对多样性、公平和包容性的承诺，发展招聘委员会；4)建立留任计划，以确保机构承诺和支持新教师聘用的环境； 5)建立个人研究和职业发展计划、导师计划和6)制定战略，以减少孤立，加强社区建设，并促进所有新聘教师的职业发展。主要的假设是，将教师招聘、赞助、持续指导和支持专业发展的队列模式嵌入到一所实施基于证据的做法的机构中，以创造包容的优秀学术文化，将在机构文化和科学劳动力多样性的衡量标准方面实现显著改善。我们提出了以下具体目标。目标1.行政管理的目标 核心是提供战略领导、管理和行政监督，以支持UCSD First教师的招聘和保留，并监督实施、专业发展和机构转型，以实现包容性卓越。目标2.学院发展核心的目标是使用基于证据的策略来促进一流教师的学术进步、研究成功和包容性的机构卓越。目标3.评价核心的目的是制定和执行一项评价计划，以评估 第一个方案的机构影响，并协助协调和评价中心对合并的第一批方案进行评估。这些目标将共同推动加州大学圣地亚哥分校的机构文化变革，通过使用基于证据的战略来促进加州大学圣地亚哥分校的教师招聘、学术进步、研究和职业发展、整合和实施全系统结构化的教师发展计划，以增强包容性。

Modified Project Summary/Abstract Section A diverse biomedical workforce is critical for scientific innovation and health equity. Yet, underrepresented racial/ethnic (UR) scientists and women remain disproportionately low, particularly as faculty at academic research institutions. Multiple evidence-based strategies need to be implemented to enhance faculty diversity, inclusion and to create cultures of inclusive excellence. However, a knowledge gap exists regarding integrated strategies to address diversity and inclusion, the impact of faculty cluster hiring, and institutional change models on fostering inclusive excellence. The overall goal of the University of California San Diego (UCSD) NIH Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Program is to: 1) foster sustainable institutional culture change, 2) promote institutional excellence by hiring a diverse cohort of faculty and 3) support faculty development, mentoring, sponsorship and promotion. The objectives are to: 1) demonstrate institutional support, develop or modify a strategic plan with elements that will be implemented to achieve systemic and sustainable institutional culture changes towards inclusive excellence, 2) develop an evaluation plan to assess impact on the institution towards achieving FIRST program goals, 3) conduct recruitment of new faculty, outline institutional commitments, and develop recruitment committees based on commitments to diversity, equity and inclusion, 4) establish a retention plan to secure institutional commitment and a supportive environment for new faculty hires, 5) establish individual research and career development plans, mentorship plans and 6) develop strategies to reduce isolation, increase community building and foster career development for all new faculty hires. The primary hypothesis is that a cohort model of faculty hiring, sponsorship, continual mentorship and support for professional development, embedded within an institution implementing evidenced-based practices to create academic cultures of inclusive excellence will achieve significant improvements in metrics of institutional culture and scientific workforce diversity. We propose the following Specific Aims. Aim 1. The aim of the Administrative Core is to provide strategic leadership, management, and administrative oversight to support the recruitment and retention UCSD FIRST faculty and oversee implementation professional development and institutional transformation for inclusive excellence. Aim 2. The aim of the Faculty Development Core is to use evidence based strategies to enhance FIRST faculty academic advancement, research success, and inclusive institutional excellence. Aim 3. The aim of the Evaluation Core is to develop and implement an evaluation plan to assess the institutional impact of the FIRST Program and to assist the Coordination and Evaluation Center evaluation of the combined FIRST Cohort Programs. Together, these aims will promote institutional culture change at UC San Diego towards inclusive excellence by using evidence-based strategies to enhance UR faculty recruitment, academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.