Advancing the Culture of PhD Learning and Scholarship in Biology and Health Scien

推进生物和健康科学博士学习和学术文化

• 批准号: 7895137
• 负责人: ANDREW G. CAMPBELL
• 金额: $ 16.15万
• 依托单位: BROWN UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2009
• 资助国家: 美国
• 起止时间: 2009-09-01 至 2011-08-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/7895137
• 关键词: Academic Training; Academic achievement; Accountability; Achievement; Area; Attitude; Awareness; Behavioral Research; Biological; Biology; Communities; Development; Disadvantaged; Doctor of Philosophy; Educational process of instructing; Evaluation; Faculty; Funding; Goals; Grant; Head; Health; Health Sciences; Health Services Accessibility; Home environment; Incentives; Individual; Institutes; Investments; Laboratories; Leadership; Learning; Measures; Medicine; Mentors; Minority; Minority-Serving Institution; NCI Scholars Program; Outcome; Population; Preparation; Process; Professional Organizations; Public Health; Qualifying; Research; Resources; Rewards; Scholarship; Structure; Students; System; Training; Underrepresented Minority; Universities; Visit; career; design; empowered; expectation; falls; improved; innovation; interest; meetings; minority trainee; peer; programs; public health research; success; tool; web site

DESCRIPTION (provided by applicant): The IMSD Scholars Program in Brown University's Division of Biology and Medicine will significantly increase the number of underrepresented minority (URM) Ph.D. students trained for careers in basic biomedical and public health research. Efforts already initiated have doubled our percentage of URM students in the past three years. This IMSD Program is projected to again double (to 20%) the URM population in the Division's 10 doctoral programs. The IMSD grant will fund 5-7 doctoral students per year for up to two years. First year students will be appointed via a selective process and provided with the necessary support, advising, mentoring, and developmental tools to overcome deficiencies in academic preparation or other disadvantages and successfully attain a PhD. The PIs will oversee continuous and detailed evaluation with internal and external oversight to permit assessment of progress toward goals, the ability to adjust strategy as needed, and provide incentives for advancing a culture of diversity within Ph.D. training. Three specific aims are proposed. (1) Enhance and expand strategic partnerships with institutions that are minority-serving or train large numbers of URM students. In addition to new partnerships, we will improve our long-standing relationships with the Leadership Alliance and Brown-Tougaloo Program, and develop relationships with professional organizations serving the academic interests of URM students. (2) Implement a Multifaceted Personalized Educational Program for IMSD Scholars that provides a continuous-to-degree advising and support structure empowering students to develop their full potential. The program core is a menu of training modules designed specifically for IMSD Scholars. Seminars, advising meetings, IMSD Scholar-faculty functions, a peer mentor network, student-faculty compacts, an interactive program website, and an annual retreat with external and internal advisors provide integration and continuity within the program. All IMSD faculty trainers have federal funding and a record of successfully mentoring URM trainees. (3) Improve divisional diversity practices in Ph.D. training by raising awareness of the benefits faculty mentors and their research programs derive from investments in this area and by providing an institutional structure that sets expectations for diversity and rewards achievement. As faculty beyond the initial group of mentors observe the successes of this group and seek out IMSD Scholars for their own labs, they will receive incentives. The eventual outcomes of this aim will be measured by increases in the number of (a) URM students overall, (b) individual doctoral programs with a critical mass of URM students, and (c) faculty labs with URM students doing thesis research. The IMSD's administrative home in the Dean's office provides the leadership and accountability to effect positive change and advance the institutional culture. In percent terms, the number of underrepresented minorities (URM) earning Ph.D.s in biological and health sciences falls far below their percentage of the overall U.S. population. This is a major problem because contrasted to the majority population, URM populations in the U.S. have significant disparities in access to health care and outcomes related to personal health. To overcome these biases, large numbers of qualified URM Ph.D.s must be produced. The proposed IMSD program will double the number of URM students entering Ph.D. training in biology and public health at Brown University through proven training, retention/advising and assessment strategies that involve strong leadership, internal and external advisory oversight, and strong institutional commitment.

描述(由申请人提供)：布朗大学生物和医学系的IMSD学者项目将显著增加受过基础生物医学和公共卫生研究职业培训的少数族裔(URM)博士生数量。在过去的三年里，已经开始的努力使我们的URM学生的比例翻了一番。这一IMSD项目预计将使该部门10个博士项目中的URM人数再次增加一倍(至20%)。该基金每年资助5-7名博士生，资助期限最长为两年。一年级学生将通过有选择的程序被任命，并为他们提供必要的支持、建议、指导和发展工具，以克服学业准备方面的不足或其他不利因素，并成功获得博士学位。绩效指标将在内部和外部监督下监督持续和详细的评估，以评估实现目标的进展情况，根据需要调整战略的能力，并为促进博士培训中的多样性文化提供激励。 提出了三个具体目标。(1)加强和扩大与为少数群体服务的机构的战略伙伴关系，或培训大量的URM学生。除了新的合作伙伴关系外，我们还将改善与领导力联盟和Brown-Tougaloo计划的长期关系，并与服务于URM学生学术兴趣的专业组织发展关系。(2)为国际管理发展学院学者推行多元化的个人化教育计划，提供持续至学位的辅导及支援架构，让学生充分发挥潜能。该计划的核心是专门为IMSD学者设计的培训模块菜单。研讨会、咨询会议、IMSD学者-教师活动、同行导师网络、师生契约、互动计划网站以及与外部和内部顾问的年度务虚会提供了该计划的整体性和连续性。所有IMSD教员培训师都有联邦资助，并有成功指导URM学员的记录。(3)通过提高教师导师和他们的研究项目从这一领域的投资中获得的好处的认识，并通过提供一个设定对多样性和奖励成就的期望的制度结构，来改善博士培训中的部门多样性做法。当最初的导师小组以外的教职员工观察这个小组的成功，并为自己的实验室寻找IMSD学者时，他们将获得激励。这一目标的最终结果将通过以下方面的增加来衡量：(A)URM学生的总体数量，(B)URM学生达到临界数量的个别博士项目，以及(C)URM学生进行论文研究的教职员工实验室。学院位于院长办公室的行政总部提供领导力和问责性，以实现积极的变革和推动机构文化。 就百分比而言，获得生物和健康科学博士学位的少数族裔(URM)人数远远低于他们在美国总人口中所占的比例。这是一个主要问题，因为与大多数人口相比，美国的URM人群在获得医疗保健和与个人健康相关的结果方面存在显著差异。为了克服这些偏见，必须培养出大量合格的URM博士。拟议的IMSD项目将通过经过验证的培训、保留/建议和评估战略，使进入布朗大学生物和公共卫生博士培训的URM学生人数翻一番，这些战略包括强大的领导力、内部和外部咨询监督以及强大的机构承诺。