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.

项目总结 这项提议的目标是招聘和保留一支种族多元化的教职员工队伍，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 通过为担任领导职务的教职员工做好准备来保持包容性的卓越。范德比尔特已经 它通过聘用妇女担任关键的行政职务，展示了它对多样化领导的承诺。然而， 根据种族和社会经济地位聘用不同教员的情况并没有跟上步伐。通过创新 招聘计划和职业关系，范德比尔特完成了一项由10名教师组成的种族集群招聘 不同的早期职业科学家。他们各自的研究重点协同一致，并 在四个主题核心中。为了进一步支持教师多样性，范德比尔特承诺投入3美元 NIH每支付第一美元，就可以雇佣至少18名Vanderbilt First(V-First)教员。 关键因素，如高级教师导师的支持、同行网络、专业技能发展以及 对机构文化的更好理解大大促进了向终身教职晋升的过渡。在……里面 此外，强调领导力可以增加教师的保留率，并使早期职业教师(ECF)成为 促进可持续文化变革的行政代理人。这项提议将展示深思熟虑的职业生涯 在学术丰富的协作环境中的进步和社区建设机会将 导致V-First教职员工的晋升和留住。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关键要素。 目标1.确保学术和职业生涯在一个强大的知识界发展。这个 学院发展核心(FDC)领导团队将确保我们的V-First新人接受所有培训 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 国家公认的不同高级科学家以及职业生涯中期的范德比尔特的补充干部 对Dei有强烈承诺的教职员工。目标2.创造包容的优秀环境 以减少孤立，建立社区。导师和FDC领导团队将确定协作 和职业发展机会，以及参加共同的社会利益活动。我们还将 扩大“安全空间”，例如范德比尔特早餐俱乐部，这是一个由UR领导的每月工作进行中的会议 并举办UR高级讲师系列讲座(我的旅程)，以提高学术生产力 并减少孤立。目标3.通过准备V-First为可持续的包容性社区做出贡献 领导力学院。持续的机构包容性卓越需要具有明确意图的领导者 承诺。我们已经创建了一个个性化的领导力课程，这将为V-First奠定基础 成员将成为机构领导人。V-First ECF将接受外部指导，并将参与 管理领导力学院通过欧文管理研究生院进行培训。