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.

修改项目摘要/摘要部分 多样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，代表性不足的种族/民族（UR）科学家和妇女仍然不成比例地低，特别是作为学术研究机构的教师。需要实施多种基于证据的战略，以提高教师的多样性，包容性和创造包容性卓越的文化。然而，知识差距存在于综合战略，以解决多样性和包容性，教师集群招聘的影响，以及机构变革模式对促进包容性卓越。加州圣地亚哥大学（UCSD）NIH可持续转型教师机构招聘（FIRST）计划的总体目标是：1）促进可持续的机构文化变革，2）通过雇用多元化的教师队伍促进机构卓越，3）支持教师发展，指导，赞助和推广。其目标是：1）展示机构支持， 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FIRST计划目标的影响，3）进行新教师的招聘，概述机构承诺，并根据对多样性，公平和包容性的承诺建立招聘委员会，4）建立一个保留计划，以确保机构的承诺和新教师聘用的支持性环境， 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，增加社区建设和促进所有新聘教师的职业发展。主要假设是，教师招聘，赞助，持续的导师和专业发展的支持，嵌入在一个机构实施循证实践，以创造包容性卓越的学术文化的队列模型将实现机构文化和科学劳动力多样性的指标显着改善。我们提出以下具体目标。目标1。行政的目的 核心是提供战略领导，管理和行政监督，以支持招聘和保留UCSD FIRST教师，并监督实施专业发展和机构转型，以实现包容性卓越。目标二。教师发展核心的目的是使用基于证据的战略，以提高第一教师的学术进步，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实施一项评价计划， 该项目的目的是评估FIRST计划的机构影响，并协助协调和评估中心评估FIRST联合队列计划。总之，这些目标将通过使用循证策略来促进UR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，以提高包容性，从而促进UC San Diego的机构文化变革。