Administrative Core

行政核心

• 批准号: 10661215
• 负责人: ROBERT M SELLERS
• 金额: $ 18.71万
• 依托单位: UNIVERSITY OF MICHIGAN AT ANN ARBOR
• 依托单位国家: 美国
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-06-13 至 2028-05-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10661215
• 关键词: Accountability; Address; Advisory Committees; Automobile Driving; Committee Members; Communication; Communities; Dedications; Effectiveness; Evaluation; Evidence based practice; Faculty; Future Teacher; Goals; Health Sciences; Human Resources; Institution; Institutionalization; Knowledge; Leadership; Learning; Mentors; Michigan; Minority Graduate Student; Modeling; Office of Administrative Management; Outcome; Positioning Attribute; Postdoctoral Fellow; Procedures; Process; Publications; Resource Sharing; Schools; Structure; Teacher Professional Development; Training; United States National Institutes of Health; Universities; Work; career; cohort; college; early-career faculty; equity, diversity, and inclusion; experience; graduate student; health science research; improved; programs; social media; success; symposium

PROJECT SUMMARY: ADMINISTRATIVE CORE To drive diversity, equity and inclusion (DEI) efforts around faculty hiring, the Michigan Program for Advancing Cultural Transformation (M-PACT) at the University of Michigan (UM) proposes to hire and nurture a cohort of new faculty in the biomedical and health sciences, help build a pipeline of diverse scholars, institutionalize best practices for advancing sustainable DEI impact and broadly disseminate valuable lessons learned. Toward those objectives, M-PACT will establish a strong Administrative Core to manage and coordinate the program's activities. A major strength of the Administrative Core is the expertise and dedication of its leadership and key personnel. The diverse team of faculty and staff are in line with the primary objective of M-PACT, which is to diversify the faculty in the biomedical and health sciences at UM. The core also has strong internal and external advisory bodies that will guide program strategy, act as mechanisms of accountability, and serve to help the program navigate potential challenges and issues. With all of these assets, the core will achieve the following specific aims: 1) establish a cohesive governance structure that leverages the significant experience and expertise of the key personnel and strong support of the UM leadership to manage all administrative and financial components that will enable M-PACT to achieve its program goals in an effective and efficient manner; 2) administratively support the implementation of a cohort model to hire and successfully nurture 30 new faculty across 11 top-tier UM schools, colleges and institutes, using evidence-based practices and procedures to reduce bias in the search process, as well as to develop more diverse pools of outstanding candidates that meet the requirements of the NIH FIRST Program, including through an expansion of the vibrant NextProf program – a valuable conference for preparing URM graduate students and postdoctoral fellows nationwide for academic careers – to health sciences; and 3) disseminate important M-PACT findings, outcomes and applications. The core's efforts will contribute to the ongoing cultural transformation efforts at UM towards inclusive excellence by working with M-PACT constituencies (i.e., executive committee, Deans' Advisory Committee, Cluster Leads and Sponsor-Mentors) to institutionalize best practices. The core will work closely with the National Center for Institutional Diversity to disseminate the knowledge around best practices that results from the evaluation of M-PACT's hiring processes and faculty development programming to the broader fields of biomedical and health sciences research via conferences, academic publications, social media and other means of public communication.

项目概要：行政核心 为了推动围绕教师招聘的多样性，公平性和包容性（DEI）努力，密歇根州推进计划 密歇根大学（UM）的文化转型（M-PACT）计划雇用和培养一批 生物医学和健康科学的新教师，帮助建立一个多元化学者的管道， 促进可持续的DEI影响的做法，并广泛传播宝贵的经验教训。朝向 为了实现这些目标，M-PACT将建立一个强有力的行政核心，以管理和协调该计划的 活动行政核心的一个主要优势是其领导层的专业知识和奉献精神， 人员的多元化的教职员工团队符合M-PACT的主要目标，即 多样化的教师在生物医学和健康科学在UM。核心还具有强大的内部和 外部咨询机构，将指导计划战略，作为问责机制， 帮助该计划应对潜在的挑战和问题。有了所有这些资产，核心将实现 以下具体目标：1）建立一个有凝聚力的治理结构， 关键人员的专业知识和UM领导层的大力支持，以管理所有行政和 财务组成部分，使M-PACT能够以有效和高效的方式实现其计划目标， 方式; 2）行政上支持实施队列模式，以雇用和成功培养30名 在11所顶级UM学校，学院和研究所的新教师，使用基于证据的实践， 减少搜索过程中的偏见以及开发更多样化的未缴摊款库的程序 符合NIH FIRST计划要求的候选人，包括通过扩大 充满活力的NextProf计划-为准备URM研究生和博士后的宝贵会议 研究员在全国范围内从事学术事业-健康科学;以及3）传播重要的M-PACT调查结果， 成果和应用。核心的努力将有助于正在进行的文化转型努力， UM通过与M-PACT选区（即，院长执行委员会 咨询委员会、集群领导和赞助商导师），以使最佳做法制度化。核心会起作用的 与国家机构多样性中心密切合作，传播有关最佳做法的知识 这是从M-PACT的招聘过程和教师发展规划的评估结果， 通过会议、学术出版物、社会和经济活动， 媒体和其他公共传播手段。