FACULTY RECRUITMENT & DEVELOPMENT CORE

学院招生与发展 经过对我们目前研究基础设施的优势和劣势进行仔细分析，并根据研究战略计划的目标和目的评估我们的地位，很明显，我们必须加倍努力，继续加强教师招聘和发展。 在目前的竞争性继续申请中，我们建议在指定领域招募更多的教师，包括：癌症生物学/肿瘤学，神经科学，艾滋病毒/艾滋病，人类遗传学和心血管/高血压。基本战略将是在不同的目标领域确定和招聘训练有素和有前途的初级教员，并为他们提供必要的资源和有效的指导，使他们发展成为独立的、有竞争力的主流生物医学研究人员。尽管如此，该机构将努力吸引更有经验的调查人员，他们将成为磁铁，并指导初级调查人员。将与美国的研究密集型机构建立和扩大研究伙伴关系/联合会。 States.这些隶属关系应显着有助于教师的发展，包括有效的指导，和竞争性的研究合作。学院努力营造一个更有利于教师发展的环境，其中一部分是修订了学院教师晋升和留用政策和准则，以促进职业发展。在我们计划的重建阶段，RCMI行政核心将利用机构和RCMI的财政资源，特别加强以下领域的工作：（1）教师招聘：在此阶段将强调基础和临床研究人员的招聘。除了初级教师水平的研究人员，经验丰富和富有成效的研究人员将积极寻求。主要目的是让他们在目标地区担任磁铁调查员。(2)教师导师：将与美国研究密集型机构的有成就和经验丰富的教师密切合作，制定一个更正式和有组织的导师计划。其中一些导师将来自已建立的研究伙伴关系。

FACULTY RECRUITMENT & DEVELOPMENT After a careful analysis of our strengths and weakness with regards to our current research infrastructure, and by assessing our status in reference to the goals and objectives of the Strategic Plan for Research, it is evident that we must redouble efforts to continue and strengthen faculty recruitment and development. In the present competitive continuation application, we propose to recruit additional faculty in the designated areas which include; Cancer Biology/Oncology, Neurosciences, HIV/AIDS, Human Genetics, and Cardiovascular/Hypertension. The basic strategy will be to identify and recruit well-trained and promising junior faculty in the different targeted areas, and to provide the necessary resources and effective mentoring for them to develop into independent, competitive, mainstream biomedical investigators. Nonetheless, the institution will devote efforts to attract more experienced investigators who will serve as magnets, and to mentor junior investigators. The establishment and expansion of research partnerships/consortiums will be pursued and developed with research-intensive institutions in the United States. These affiliations should significantly contribute to faculty development including effective mentorship, and competitive research collaborations. A part of the institutional efforts to nurture an environment more conducing to faculty development, institutional faculty promotion and retention policies and guidelines have been revised to stimulate career development. During this rebuilding phase of our program, the RCMI Administrative Core will lead efforts to specifically strengthen the following areas, utilizing both institutional as well as RCMI financial resources: (1) Faculty Recruitment: Recruitment of basic and clinical investigators will be emphasized during this phase. In addition to junior faculty level investigators, highly experienced and productive researchers will be actively sought. The main intention is for them to serve as magnet investigators in the targeted areas. (2) Faculty Mentorship: A more formal and organized mentorship program will be developed in close collaboration with accomplished and experienced faculty at research-intensive institutions in the United States. Some of these mentors will emanate from the established research partnerships.