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Faculty Development Core

教师发展核心

基本信息

批准号：
10664628
负责人：
Alyssa H Hasty
金额：
$ 15.47万
依托单位：
VANDERBILT UNIVERSITY MEDICAL CENTER
依托单位国家：
美国
项目类别：
财政年份：
2023
资助国家：
美国
起止时间：
2023-06-01 至 2028-05-31
项目状态：
未结题

来源：
https://reporter.nih.gov/project-details/10664628
关键词：
Address Award Career Mobility Communities Department chair Development Elements Ensure Environment Ethnic Population Face Faculty Feeling Foundations Freedom Funding Goals Grant Individual Inequity Institution Leadership Letters Medicine Mentors Positioning Attribute Productivity Program Development Race Racial Equity Research Resources Role Scientist Senior Scientist Series Services Social support Socioeconomic Status Stereotyping Talents Teacher Professional Development Training United States National Institutes of Health Universities Woman Work career career development cohort collaborative environment community building early-career faculty equity, diversity, and inclusion expectation faculty mentor faculty support gender equity graduate school health equity innovation interest leadership development lectures meetings member mid-career faculty next generation operation peer peer networks programs racial diversity racial minority racial minority population recruit senior faculty skill acquisition skills social success tenure track

项目摘要

PROJECT SUMMARY The goal of this proposal is to recruit and retain a racially diverse faculty workforce with a commitment to diversity, equity and inclusion (DEI), to reduce isolation through innovative social support and mentoring, and to sustain inclusive excellence by preparing faculty members for leadership positions. Vanderbilt has demonstrated its commitment to diverse leadership by hiring women into key administrative roles. However, the hiring of diverse faculty by race and socioeconomic status has not kept pace. Through innovative recruitment programs and professional relationships, Vanderbilt completed a 10-faculty cluster hire of racially diverse early career scientists. Their individual research focus synergistically aligns with each other and amongst the four Thematic Cores. To further support faculty diversity, Vanderbilt commits 3 institutional dollars for each NIH FIRST dollar, facilitating the hire of at least 18 Vanderbilt FIRST (V-FIRST) faculty members. Critical factors, such as support of senior faculty mentors, peer networking, professional skill development, and a better understanding of institutional culture significantly enhances transition to promotion with tenure. In addition, emphasizing leadership increases faculty retention and enables early career faculty (ECF) to become administrative agents for sustainable cultural change. This proposal will demonstrate that deliberate career advancement and community building opportunities within an academically rich collaborative environment will lead to V-FIRST faculty promotion and retention. Furthermore, development of V-FIRST leadership skills will optimize their transition into Vanderbilt administration, a key institutional sustainability element. Aim 1. Ensure scholarly and professional career development in a robust intellectual community. The Faculty Development Core (FDC) Leadership Team will ensure our V-FIRST recruits receive training in all aspects of career development in a stage-appropriate manner. We will enhance V-FIRST mentoring through a complementary cadre of diverse, nationally recognized senior scientists, as well as mid-career Vanderbilt faculty members with a strong commitment to DEI. Aim 2. Create an environment of inclusive excellence to reduce isolation and build community. The mentors and FDC Leadership Team will identify collaborative and career advancement opportunities, as well as participate in common social interest activities. We will also expand “safe spaces”, such as the Vanderbilt Breakfast Club, a monthly works-in-progress meeting led by UR senior faculty and initiate a Senior UR Faculty Lecture Series (My Journey), to enhance scholastic productivity and reduce isolation. Aim 3. Contribute to a sustainable inclusive community by preparing V-FIRST faculty for leadership. Sustained institutional inclusive excellence requires leaders with clear DEI commitment. We have created a personalized leadership program that will lay the foundation for V-FIRST members to become institutional leaders. V-FIRST ECF will receive external coaching and will participate in Executive Leadership Institute training through the Owen Graduate School of Management.

项目总结