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。在眼镜蛇的带领下 主任和项目协调员，行政核心执行导师和教师发展计划， 监察先导计划负责人的研究进度，订立基准，以及跟进和评估 研究核心指导委员会由方案主任主持，并由方案协调员组成， 研究核心主任，代表用户，高级大学行政官员和系主任 企业，将确保对该计划的持续机构支持，消除阻碍 中心的成功，并参与战略规划的研究核心的可持续性。一个外部咨询 国际专家委员会和中心主任将向COBRE主任提供一般性方案建议 和大学行政官员，并评估试点项目领导人的进展。行政核心将 实现以下具体目标。在目标1中，行政核心将协调和执行一个教师 COBRE教师和试点项目领导人的发展计划。该项目由项目协调员组织， 将扩大到包括导师培训，并更加重视教师在所有职业阶段的需求。此外 对于正式的导师，教师发展计划包括以下领域的面对面和异步内容会议： 研究和学术成功的重要性。明确的里程碑是使用个人发展计划定义的， 重新审视个人反思。教师发展计划的主要目标是成功地引导教师 通过晋升/终身职位的过程，并为教师提供一个支持性的环境。目标2：行政 核心将监督战略规划、财务管理、合规性和中心评估，以确保 在第三阶段之后，研究核心有望实现可持续发展。遵守所有机构和NIH法规将 对研究支出进行核实，并为确定核心服务的收费结构提供信息。行政 核心将进行研究核心，教师发展计划和试点项目的年度绩效评估 领导人的人选信号在目标3中，行政核心将管理试点项目方案。第3阶段的新功能， 项目接受者将扩大到包括邻近的IDEA计划机构的教师，特别强调 支持那些利用研究核心并很有可能获得独立支持的项目。 项目将经过严格的审查过程，其中包括一个IDEA计划调查员小组， 项目协调员，然后由EAC和COBRE主任进行二次审查。试点项目负责人将 接受指导和职业指导，并将接受年度研究绩效评估。

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.