Recruiting and Retaining URM Students

招募和留住 URM 学生

• 批准号: 8309031
• 负责人: Nicquet M.J. Blake
• 金额: $ 29.77万
• 依托单位: UNIVERSITY OF TEXAS HLTH SCIENCE CENTER
• 依托单位国家: 美国
• 财政年份: 2011
• 资助国家: 美国
• 起止时间: 2011-08-01 至 2016-07-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/8309031
• 关键词: Achievement; Address; African; African American; Award; Biological Sciences; Biomedical Research; Charge; Communities; Complement; Country; Data; Development; Diabetes Mellitus; Doctor of Philosophy; Doctor' s Degree; Economics; Educational workshop; Enrollment; Evaluation; Fellowship; Funding; Future; Glare; Goals; Grant; Health Professional; Health Sciences; Healthcare; Hispanic Americans; Hispanics; Institution; Leadership; Left; Measurable; Measures; Mentors; Minority; Minority Groups; Mission; Obesity; Occupations; Outcome; Physicians; Population; Preparation; Publications; Records; Recruitment Activity; Research; Resources; Role; Rosa; Schools; Science; Scientist; Series; Societies; South Texas; Stream; Stroke; Students; System; Texas; Time; Training; Underrepresented Minority; United States National Institutes of Health; Universities; Vision; design; doctoral student; graduate student; improved; innovation; knowledge base; next generation; programs; remediation; success

DESCRIPTION (provided by applicant): Charged with the responsibility of educating future health professionals and scientists, the University of Texas Health Science Center at San Antonio (UTHSCSA) has enthusiastically embraced this mission, training the second highest percentage of Hispanic physicians in the country and providing a steady stream of scientists and health professionals to South Texas and the nation. Historically however, less than 15% of doctoral students in the Graduate School of Biomedical Sciences (GSBS) are from underrepresented minority (URM) groups. In a recent review of the Graduate School's achievements, the leadership recognized a disparity between the school's role in the institutional mission of educating a diverse student body and its measurable outcomes. It became evident that if the GSBS hoped to realize its vision of training the next generation of talented and diverse scientific innovators and accomplish its mission coincident with being a Hispanic serving institution, significant changes were warranted. To pursue this commitment, the GSBS conducted an extensive evaluation of its programs and then designed the series of programs and activities articulated in this proposal to proactively address the problems of recruiting and retaining URM students. Programmatic evaluations uncovered three glaring problems: 1.) the numbers of URM students entering the GSBS was inconsistent with UTHSCSA's institutional designation as a Hispanic serving Institution, 2.) 25% of URM students entering the program leave (dismissed or withdraw) within the first year, and 3.) for those that survive the first year, URM students graduate at a much slower rate than their non URM colleagues. The programmatic changes to be implemented include enrichment courses for first year URM students, individualized mentoring plans to keep students focused, and professional development workshops to prepare students for independent research. Through these initiatives, IMSD students will complete their degrees in a manner consistent within predominant institutional norms for non-URM students. IMSD students will graduate with outstanding publication and research records and as such will be highly recruited by prestigious institutions with T32 support. These initiates will serve the common goal of increasing the number of URM students who enter the professorate and begin to address the significant disparity of URM in the STEM.

描述（由申请人提供）：负责教育未来的卫生专业人员和科学家的责任，德克萨斯大学健康科学中心在圣安东尼奥（UTHSCSA）热情地接受了这一使命，培训西班牙裔医生在该国的第二高比例，并提供科学家和卫生专业人员的稳定流南德克萨斯州和国家。然而，从历史上看，生物医学科学研究生院（GSBS）的博士生中只有不到15%来自代表性不足的少数民族（URM）群体。在最近对研究生院成就的回顾中，领导层认识到，学校在教育多样化学生群体的机构使命中的作用与其可衡量的成果之间存在差距。很明显，如果GSBS希望实现其培养下一代有才华和多样化的科学创新者的愿景，并完成其使命，同时作为一个西班牙裔服务机构，重大的变化是必要的。 为了实现这一承诺，GSBS对其方案进行了广泛的评估，然后设计了一系列方案和活动，以积极解决招聘和留住URM学生的问题。方案评价发现了三个突出的问题：1.进入GSBS的URM学生人数与UTHSCSA作为西班牙裔服务机构的机构名称不一致，2。25%的URM学生进入程序离开（解雇或退出）在第一年内，和3。对于那些在第一年幸存下来的人来说，URM的学生毕业的速度比他们的非URM同事要慢得多。要实施的方案变化包括URM一年级学生的强化课程，个性化的辅导计划，以保持学生的重点，和专业发展研讨会，为学生的独立研究做好准备。 通过这些举措，IMSD学生将以符合非URM学生主要机构规范的方式完成学位。IMSD学生将以出色的出版和研究记录毕业，因此将在T32的支持下被着名机构高度招聘。这些启动将服务于增加URM学生谁进入professorate和开始，以解决URM在干的显着差距的数量的共同目标。