Faculty Development Core

教师发展核心

• 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
• 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

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.

项目概要 该提案的目标是招募和留住种族多元化的教师队伍，并致力于 多样性、公平和包容性 (DEI)，通过创新的社会支持和指导减少孤立，以及 通过为教职人员担任领导职位做好准备来保持包容性卓越。范德比尔特有 通过聘用女性担任关键行政职务，展示了其对多元化领导力的承诺。然而， 按种族和社会经济地位聘用多元化教师的步伐并未跟上。通过创新 招聘计划和专业关系，范德比尔特完成了 10 名种族歧视教师的集群招聘 多样化的早期职业科学家。他们各自的研究重点彼此协同一致，并且 属于四个主题核心。为了进一步支持教师多元化，范德堡大学承诺提供 3 笔机构资金 NIH FIRST 每投入 1 美元，就能雇佣至少 18 名范德比尔特 FIRST (V-FIRST) 教职人员。 关键因素，例如高级教师导师的支持、同行网络、专业技能发展以及 更好地了解机构文化可以显着促进向终身晋升的过渡。在 此外，强调领导力可以提高教师的保留率，并使早期职业教师 (ECF) 成为 可持续文化变革的行政代理人。该提案将表明，深思熟虑的职业生涯 在学术丰富的协作环境中取得进步和社区建设机会将 导致 V-FIRST 教师晋升和保留。此外，V-FIRST 领导技能的发展将 优化他们向范德比尔特政府的过渡，这是机构可持续发展的一个关键要素。 目标 1. 确保在强大的知识界中学术和职业生涯的发展。这 教师发展核心 (FDC) 领导团队将确保我们的 V-FIRST 新员工接受所有方面的培训 以适合阶段的方式进行职业发展的各个方面。我们将通过以下方式加强 V-FIRST 指导： 由多元化、国家认可的高级科学家以及职业生涯中期的范德比尔特组成的补充骨干队伍 教师们对 DEI 有着坚定的承诺。目标 2. 创建包容性卓越的环境 减少孤立并建立社区。导师和 FDC 领导团队将确定协作 和职业发展机会，以及参与共同的社会兴趣活动。我们还将 扩大“安全空间”，例如范德比尔特早餐俱乐部，这是由 UR 领导的每月一次正在进行的会议 高级教师并发起高级教师讲座系列（我的旅程），以提高学术生产力 并减少隔离。目标 3. 通过准备 V-FIRST 为可持续发展的包容性社区做出贡献 领导力学院。持续的制度包容性卓越需要领导者具有明确的 DEI 承诺。我们创建了个性化领导力计划，为 V-FIRST 奠定基础 成员成为机构领导者。 V-FIRST ECF将接受外部辅导并参加 通过欧文管理研究生院进行行政领导力学院培训。