UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10494787
• 负责人: MARIA ELENA MARTINEZ
• 金额: $ 47.4万
• 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/10494787
• 关键词: Address; Area; Award; Biomedical Research; California; Collaborations; Common Data Element; Communication; Data; Databases; Development; Development Plans; Elements; Environment; Ethnic group; Evaluation; Evidence based practice; Faculty; Faculty Recruitment; Fostering; Goals; Individual; Institution; Knowledge; Lead; Leadership; Mentors; Mentorship; Modeling; Participant; Population; Positioning Attribute; Productivity; Program Development; Protocols documentation; Research; Scientist; Secure; Strategic Planning; Structure; System; Teacher Professional Development; Theoretical model; Time; United States National Institutes of Health; Universities; Woman; base; career; career development; career networking; cohort; community building; diversity and equity; diversity and inclusion; evidence base; expectation; faculty support; health equity; improved; innovation; organizational climate; programs; racial and ethnic; recruit; research and development; success; supportive environment; women faculty

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.

修改后的项目摘要/摘要部分 多元化的生物医学劳动力对于科学创新和健康公平至关重要。然而，种族/族裔 (UR) 科学家和女性的代表性不足仍然不成比例，特别是作为学术研究机构的教员。需要实施多种基于证据的策略，以增强教师的多样性和包容性，并创造包容性卓越的文化。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制度变革模式方面，存在知识差距。加州大学圣地亚哥分校 (UCSD) NIH 可持续转型教职机构招聘 (FIRST) 计划的总体目标是：1) 促进可持续的机构文化变革，2) 通过聘用多元化的教职人员队伍来促进机构卓越，3) 支持教职员工的发展、指导、赞助和晋升。目标是：1）展示机构支持， 制定或修改战略计划，其中包含将要实施的要素，以实现系统性和可持续的机构文化变革，以实现包容性卓越；2）制定评估计划，评估对机构实现 FIRST 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、公平性和包容性的承诺建立招聘委员会；4）制定保留计划，以确保机构承诺和为新教师提供支持性环境。 教师聘用， 5) 制定个人研究和职业发展计划、指导计划，以及 6) 制定战略，以减少孤立、加强社区建设并促进所有新聘教员的职业发展。主要假设是，将教师招聘、赞助、持续指导和专业发展支持纳入一个机构内，实施基于证据的实践以创建包容性卓越的学术文化，从而实现机构文化和科学劳动力多样性指标的显着改善。我们提出以下具体目标。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，以支持招募和保留 UCSD FIRST 教员，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. 教师发展核心的目标是使用基于证据的策略来提高 FIRST 教师的学术进步、研究成功和包容性的机构卓越性。目标 3. 评估核心的目的是制定和实施评估计划来评估 FIRST 计划的机构影响，并协助协调和评估中心评估合并的 FIRST 队列计划。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策略来加强大学教师招聘、学术进步、研究和职业发展、整合和实施全系统结构化教师发展计划，以增强包容性，从而实现包容性卓越。