Faculty Development Core

教师发展核心

• 批准号: 10494242
• 负责人: BENJAMIN K CHEN
• 金额: $ 21.7万
• 依托单位: ICAHN SCHOOL OF MEDICINE AT MOUNT SINAI
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-24 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10494242
• 关键词: Address; Applications Grants; Biomedical Research; Career Mobility; Climate; Clinical; Communities; Development; Development Plans; Discrimination; Educational workshop; Ethnic group; Evaluation; Extramural Activities; Faculty; Funding; Goals; Grant; Health system; Individual; Institution; Knowledge; Manuscripts; Medicine; Mentors; Mentorship; Modeling; NCI Scholars Program; Personal Satisfaction; Population; Preparation; Productivity; Publications; Race; Research; Research Support; Resources; STEM field; STEM research; Science; Secure; Series; Social support; Teacher Professional Development; Testing; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Work; Writing; anti-racism; career; career development; career life balance; cohesion; cohort; cultural competence; curriculum enhancement; design; early-career faculty; experience; faculty research; faculty support; improved; medical schools; member; parity; peer coaching; programs; racism; satisfaction; skill acquisition; skills; success; unconscious bias

SUMMARY Efforts to diversify the trainee population in STEM and biomedical research in the US have achieved some success. Nevertheless, diversifying the faculties of research institutions has lagged behind and remains a significant challenge. This disturbing lack of parity is attributed to numerous factors, including disproportionately high rates of attrition from underrepresented racial and ethnic groups during the transition from training into faculty-level research careers, lack of adequate mentorship, bias and racism, and challenges associated with securing extramural funding. The overarching goal of the Faculty Development Core (FDC) is to support faculty development, mentoring, sponsorship, and promotion for the FIRST Cohort. We will implement a program of professional development and career advancement tailored for a cohort/cluster model and intended to support the research success of the individual members of the cohort and of the cohort as a whole. Our program will combine mentoring/sponsorship, a curriculum of enhanced research skills development with support for producing strong grant applications, social supports to help FIRST Cohort faculty navigate the specific challenges and obstacles often faced by early-career faculty from underrepresented groups in science and medicine, and opportunities for networking at all levels across our institution, within the local community, and in the broader scientific community. The FDC will work closely with the Evaluation Core to track and assess metrics of success. Activities will include 1) required mentor/sponsor training centered on bias reduction, anti-racism, and mentoring for research success; 2) creation of individual development plans (IDPs); 3) mentor/sponsor committees; 4) a focused and FIRST Cohort program to support the development of knowledge and skills around building a successful research program and preparation of competitive grant applications. To reduce isolation, build community, and promote well-being, we will implement an integrated program to enhance professional development incorporating: 1) a cohort Coaching Team focused on work-life balance and well-being and on the specific barriers faced by underrepresented groups in academic medicine; 2) a Professional Development Workshop series to equip early-career faculty with strategies to improve their productivity and overall sense of satisfaction; and 3) a program of individualized coaching; and; 4) peer mentoring. To create opportunities for networking and increasing the visibility of FIRST Cohort faculty within our institution and beyond, we will identify formal and informal networking opportunities that will begin immediately upon hire and which will evolve over the period of the grant incorporating opportunities to network and engage with 1) faculty at all levels; 2) institutional leaders; 3) the larger scientific community; and 4) local communities. The proposed FIRST Cohort program will create a cohesive program of faculty development integrating various resources currently siloed at our institution. The program can potentially serve as a model for other research-focused institutions committed to inclusive excellence, and dissemination of best practices will be coordinated through the Center for Scientific Diversity.

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