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.

项目摘要 该提案的目标是招募和保留一支种族多元化的教师队伍，并承诺 多样性、公平和包容（DEI），通过创新的社会支持和指导减少孤立， 通过培养教职员工担任领导职务来维持包容性卓越。范德比尔特已经 通过雇用妇女担任关键的行政职务，表明了对多样化领导的承诺。然而，在这方面， 按种族和社会经济地位雇用多样化教师的情况没有跟上。通过创新 招聘计划和专业关系，范德比尔特完成了10个教师集群雇用种族 不同的早期职业科学家他们各自的研究重点相互协调， 在四个主题核心中。为了进一步支持教师的多样性，范德比尔特承诺3机构美元 每一个国家卫生研究院第一美元，促进雇用至少18名范德比尔特第一（V-FIRST）教师。 关键因素，如高级教师导师的支持，同行网络，专业技能发展， 更好地了解机构文化可大大促进向终身职晋升的过渡。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 促进可持续文化变革的行政机构。这份提案将表明， 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，这是一个关键的机构可持续性因素。 目标1.确保在强大的知识分子群体中的学术和专业职业发展。的 教师发展核心（FDC）领导团队将确保我们的V-FIRST新兵接受所有培训 职业发展的各个方面，以一种阶段适当的方式。我们将通过以下方式加强V-FIRST指导 一个由不同的、全国公认的高级科学家组成的补充骨干队伍，以及职业生涯中期的范德比尔特 对DEI有坚定承诺的教师。目标2.创造包容性的卓越环境 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，以及参与共同的社会利益活动。我们还将 扩大“安全空间”，例如由UR领导的每月工作进展会议范德比尔特早餐俱乐部 高级教师，并启动高级UR教师讲座系列（我的旅程），以提高学术生产力 减少隔离。目标3.通过准备V-FIRST为可持续的包容性社区做出贡献 领导能力。持续的机构包容性卓越需要具有明确DEI的领导者 承诺.我们已经创建了一个个性化的领导力计划，这将为V-FIRST奠定基础 成为机构领导者。V-FIRST ECF将接受外部指导，并将参加 通过欧文管理研究生院进行行政领导学院培训。