Administrative Core

行政核心是COBRE的核心组成部分，对其整体成功至关重要。由科布雷领导 主任兼项目协调员，行政核心执行导师和教师发展计划， 监测试点项目负责人的研究进展，设定基准，跟踪和评估试点项目的绩效 研究核心。指导委员会由计划主任担任主席，由计划协调员组成， 研究核心主任、有代表性的用户、大学高级行政官员和 企业，将确保继续为该计划提供机构支持，消除阻碍 中心的成功，并参与研究中心可持续性的战略规划。外部咨询 国际专家委员会和中心主任将向科布雷主任提供一般方案建议 和大学行政官员，并评估试点项目负责人的进展情况。行政核心意志 落实以下具体目标。在目标1中，行政核心将协调和执行一名教员 Cobre教职员工和试点项目负责人的发展计划。由计划协调员组织，该计划 将扩大到包括导师培训，并更加重视教师在所有职业生涯阶段的需求。此外 对于正式的导师来说，教师发展计划包括面对面和异步内容会议，内容涉及以下领域 对研究和学术成功的重要性。明确的里程碑是使用符合以下条件的个人发展计划来定义的 重新访问以进行个人反思。教师发展计划的主要目标是成功地引导教师。 通过晋升/终身教职程序，并为教师提供支持性环境。在目标2中，行政部门 CORE将监督战略规划、财务管理、合规和中心评估，以确保 研究核心在第三阶段之后将变得可持续。遵守所有机构和NIH法规将 将对研究支出进行核查，并将为核心服务的费用结构的制定提供信息。行政部门 CORE将对研究核心、教师发展计划和试点项目进行年度绩效评估 领袖们。在目标3中，行政核心将管理试点项目方案。第三阶段的新功能，即试点人员池 项目接受者将扩大到包括邻近IDEA项目机构的教师，并特别强调 关于支持利用研究核心并很有可能导致独立支持的项目。 项目将经过严格的审查过程，其中包括一个由IDEA项目调查人员组成的小组，该小组由 项目协调员，随后由选管会和科布雷主任进行二次审查。试点项目负责人将 接受导师和职业指导，并将接受年度研究业绩审查。

The Administrative Core is a central component of the COBRE and critical to its overall success. Led by the COBRE Director and Program Coordinator, the Administrative Core executes the mentorship and faculty development plan, monitors research progress of the Pilot Project Leaders, sets benchmarks, and tracks and assesses the performance of the research cores. The Steering Committee, chaired by the Program Director and composed of the Program Coordinator, research core Directors, representative users, top university administrative officials and the chair of the Department of Business, will ensure continued institutional support for the program, remove institutional barriers that impede the Center’s success, and participate in strategic planning for the sustainability of the research cores. An External Advisory Committee of international experts and center directors will provide general programmatic advice to the COBRE Director and university administrative officials and assesses the progress of Pilot Project Leaders. The Administrative Core will implement the following Specific Aims. In Aim 1, the Administrative Core will coordinate and execute a faculty development program for COBRE faculty and Pilot Project Leaders. Organized by the Program Coordinator, this program will be expanded to include mentor training and a greater emphasis on the needs of faculty at all career stages. In addition to formal mentors, the faculty development program includes in-person and asynchronous content sessions in areas of importance for research and academic success. Clear milestones are defined using individual development plans that are revisited for personal reflection. The major goal of the faculty development program is to navigate faculty successfully through the promotion/tenure process and to provide a supportive environment for faculty. In Aim 2, the Administrative Core will oversee strategic planning, fiscal management, compliance, and center evaluation in order to ensure that the research cores are on track to become sustainable after Phase 3. Compliance with all institutional and NIH regulations will be verified for research expenditures and will inform the setting of fee structures for core services. The Administrative Core will conduct annual performance evaluations of the research cores, faculty development program, and Pilot Project Leaders. In Aim 3, the Administrative Core will administer the pilot project program. New for Phase 3, the pool of pilot project recipients will be expanded to include faculty in neighboring IDeA program institutions, with particular emphasis on supporting projects that utilize the research cores and have a high likelihood of leading to independent support. Projects will undergo a rigorous review process that includes a panel of IDeA program investigators chaired by the Program Coordinator, followed by a secondary review by the EAC and COBRE Director. Pilot Project Leaders will receive mentorship and career guidance and will undergo an annual research performance review.