UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10701801
• 负责人: VIVIAN REZNIK
• 金额: $ 22.12万
• 依托单位: UNIVERSITY OF CALIFORNIA, SAN DIEGO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-09 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10701801
• 关键词: Acceleration; Advanced Development; Area; Award; Budgets; California; Collaborations; Communities; Competence; Development; Development Plans; Educational process of instructing; Elements; Environment; Equity; Ethnic Origin; Ethnic Population; Faculty; Fostering; Funding; Goals; Grant; Institution; Intervention; Knowledge; Leadership; Manuscripts; Mentors; Mentorship; Methodology; Organizational Culture; Participant; Population; Positioning Attribute; Preparation; Process; Productivity; Program Development; Race; Recommendation; Research; Research Personnel; Research Training; Schools; Scientist; Services; Structure; System; Teacher Professional Development; Training Programs; United States National Institutes of Health; Universities; Woman; Writing; career; career development; career networking; cohort; community building; design; evidence base; faculty support; health equity; improved; innovation; patient engagement; peer; peer coaching; programs; recruit; research and development; research faculty; senior faculty; skills; success; women faculty; women of color

Abstract A diverse biomedical workforce is critical for enhancing scientific innovation, health equity, and inclusive excellence. However, the number of historically underrepresented racial/ethnic (UR) scientists and women, especially UR women remain disproportionately low in the biomedical workforce, particularly as faculty at research institutions. UR and women biomedical researchers are also less likely to be awarded NIH funding and are underrepresented in leadership positions. Key barriers to faculty retention and success include a lack of clarity regarding promotion criteria, effective mentorship and formal structured faculty development programs. In addition, the gap in representation is caused in large part by institutional cultures that lack critical elements of inclusion and equity. Thus, multiple evidence-based strategies are needed to enhance faculty diversity, success and inclusion. Cluster hiring at academic institutions is an effective strategy for enhancing faculty diversity. Formal structured faculty mentorship, research and career development programs improve faculty competencies and success and can impact organizational culture. The goal of the University of California San Diego (UCSD) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Faculty Development Core is to use evidence-based strategies to enhance FIRST participants’ academic advancement, research success, and inclusive institutional excellence. The objective of the Faculty Development Core is to develop institutional strategies to establish effective mentorship, enhance research and career development and promote interventions that will reduce isolation and increase community building for all UCSD FIRST participants. We hypothesize that UCSD FIRST cohort participants engaging in the Faculty Development Core program components will obtain direction in academic promotion, strong mentorship in research and career development, access to networks of colleagues, integration into their units and inclusion in robust communities of diverse scholars comprised of peers, near-peers and senior faculty across UCSD. We propose three specific aims. Aim 1. Strategy and Methodology. To improve UCSD FIRST faculty training for promotion, tenure and advancement and enhance integration into the department/division and institution. Aim 2. Professional Development and Progression. To improve and support faculty research and career development using evidence-based strategies. Aim 3. Culture and Environment. To reduce isolation, promote community building, support new faculty timely academic advancement and to enhance institutional inclusive excellence. Together, these aims will promote UCSD culture change towards inclusive excellence by using evidence-based strategies to enhance UR faculty academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.

摘要 多样化的生物医学劳动力对于促进科学创新、卫生公平和包容性至关重要 太棒了。然而，历史上代表性不足的种族/民族(UR)科学家和妇女的数量， 尤其是UR女性在生物医学劳动力中仍然不成比例地低，特别是作为 研究机构。UR和女性生物医学研究人员获得NIH资助的可能性也较小 在领导职位上的代表性不足。留住教师和取得成功的关键障碍包括缺乏 明确晋升标准、有效的指导和正式的结构化教师发展计划。在……里面 此外，代表性方面的差距在很大程度上是由缺乏关键要素的机构文化造成的 包容性和公平性。因此，需要多种基于证据的策略来提高教师的多样性、成功性。 和包容性。学术机构的集群招聘是增强教师多样性的有效策略。 正式的教师指导、研究和职业发展计划提高了教师的能力 和成功，并可以影响组织文化。加州大学圣地亚哥分校(UCSD)的目标 教师院校招聘促进可持续转型(一)教师发展核心是用 以证据为基础的战略，以提高首批参与者的学术进步、研究成功和 普惠性的优秀机构。学院发展核心的目标是发展学院 建立有效的导师关系、加强研究和职业发展以及促进 为所有加州大学圣迭戈分校的第一批参与者减少孤立和加强社区建设的干预措施。我们 假设加州大学圣迭戈分校第一批参与教师发展核心计划的参与者 组件将在学术晋升方面获得指导，在研究和职业发展方面获得强大的指导， 接触同事网络，融入他们的单位，并融入各种不同的强大社区 学者由加州大学伯克利分校的同行、近乎同行和资深教职员工组成。我们提出了三个具体目标。目标 1.战略与方法。改进加州大学圣迭戈分校的教师晋升、终身教职和晋升培训 并加强与部门/司和机构的整合。目标2.专业发展和 进步。使用循证策略改进和支持教师研究和职业发展。 目标3.文化与环境减少孤立，促进社区建设，及时支持新教师 促进学术进步和加强机构包容性卓越。这些目标合在一起将促进 UCSD文化通过使用基于证据的策略来加强UR师资队伍，朝着包容性卓越的方向转变 学术进步、研究和职业发展、全系统整合和实施 有组织的教师发展计划，以增强包容性。