Administrative Core

FIU-RCMI行政核心 摘要 管理核心旨在最大限度地提高严谨性、重要性、创新性、协作性， 我们建议中心的研究，培训和社区努力的生产力，并将提供必要的 基础设施：（a）建立一种培养文化，以创造一个健康差距社区 重点关注早期研究者（ESI）和社区伙伴关系的发展;（B）跨部门 我们中心内部的合作;（c）机构内和机构间的合作和支持;（d） 社区-大学合作研究和资源;以及（e）与NIMHD和RCMI合作 协调中心。通过行政核心，中心领导人将共同实施 中心的计划和协调我们的努力，跟踪和评估我们的进展和成果，并寻求和遵循 我们的咨询委员会和社区咨询委员会（CAB）的智慧，以实现最佳效率 和结果。行政核心将领导拟议中心在以下方面的工作： （B）扩大我们在少数群体健康和保健方面的范围 差异研究;（c）改进我们的ESI指导方法;（d）扩大我们的研究伙伴关系， 服务不足和弱势社区;以及（e）加强我们的教师招聘方法。的 行政核心的方案活动将包括交叉培训、联合活动和激励措施， 参与健康差异研究工作，与研究者发展合作， 研究能力核心，并通过社区的合作联系， 社区参与核心，负责监督我们的CAB。行政核心还将提供监督 并支持我们的三项R 01等效研究，并在与招聘工作中发挥重要作用 在教师搜索，筛选和招聘过程中的核心。此外，行政核心将是我们的家园， 评估小组，他们是RCMI评估员工作组的创始成员和RCMI的共同作者 评价概念模型（RCMI-ECM）。评估将以我们中心的逻辑模型和 RCMI-ECM，衡量标准包括：同行评审出版物;同行评审会议 演讲;博士后培训生; ESI;以演讲者为中心的研究讲习班，研讨会和培训; 以社区为重点的讲习班、研讨会和培训;以及外部赠款申请。我们还将评估 指导质量和满意度的ESI，并将参加RCMI协调中心的 评估以及

FIU-RCMI Administrative Core Abstract The Administrative Core is designed to maximize the rigor, significance, innovation, collaboration, and productivity of our proposed Center's research, training, and community endeavors, and will provide essential infrastructure for: (a) establishing a nurturing culture for creating a community of health disparities scholarship focused on the growth of early stage investigators (ESIs) and community-partnerships; (b) cross-component collaboration within our Center; (c) intra- and inter-institutional collaboration and support; (d) a point of entry for community-university partnered research and resources; and (e) working with NIMHD and the RCMI Coordinating Center. Through the Administrative Core, Center leaders will come together to implement the Center's plan and harmonize our efforts, track and evaluate our progress and outcomes, and seek and follow the wisdom of our Advisory Committee and Community Advisory Board (CAB) to achieve optimum efficiency and results. The Administrative Core will lead the proposed Center's efforts in: (a) building upon our achievements during our initial funding cycle; (b) broadening our scope in regard to minority health and health disparities research; (c) refining our approach to ESI mentoring; (d) expanding our research partnerships with underserved and vulnerable communities; and (e) bolstering our approach to faculty recruitment. The Administrative Core's programmatic activities will include cross-trainings, joint events, and incentives for involvement in health disparities research work, in collaboration with the Investigator Development and Research Capacity Cores, and facilitated by collaborative connections in the community through the Community Engagement Core, which oversees our CAB. The Administrative Core also will provide oversight and support for our three R01-equivalent studies, and have a significant role in working with the Recruitment Core in faculty search, screen, and hiring processes. Moreover, the Administrative Core will be home to our Evaluation Team, who are founding members of the RCMI Evaluators' Workgroup and co-authors of the RCMI Evaluation Conceptual Model (RCMI-ECM). Evaluation will be guided by our Center's Logic Model and the RCMI-ECM, with metrics including number of: peer-reviewed publications; peer-reviewed conference presentations; postdoctoral trainees; ESIs; investigator-focused research workshops, seminars, and trainings; community-focused workshops, seminars, and trainings; and, external grant applications. We also will evaluate mentorship quality and satisfaction among ESIs, and will participate in the RCMI Coordinating Center's assessments, and the