UAB/Tuskegee Faculty Institutional Recruitment for Sustainable Transformation (UAB/TU FIRST) Partnership (NIH U54)

UAB/塔斯基吉学院可持续转型机构招聘（UAB/TU FIRST）合作伙伴关系（NIH U54）

• 批准号: 10705176
• 负责人: Raegan Winston Durant
• 金额: $ 438.09万
• 依托单位: UNIVERSITY OF ALABAMA AT BIRMINGHAM
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-22 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10705176
• 关键词: Acceleration; Address; Advocate; Affect; Alabama; Area; Cardiovascular Diseases; Collaborations; Communities; Complement; Development; Development Plans; Diabetes Mellitus; Ensure; Environment; Evaluation; Faculty; Fostering; Foundations; Goals; Grant; Health Status; Individual; Infrastructure; Institution; Institutional Policy; Location; Logistics; Malignant Neoplasms; Mentors; Modeling; Neurosciences; Obesity; Outcome; Policies; Positioning Attribute; Research; Research Personnel; Research Support; Research Training; Resources; Rural; Scientist; Series; Surgeon; Testing; United States National Institutes of Health; Universities; Washington; Work; career; career development; cohort; collaboratory; community building; diversity and equity; diversity and inclusion; early-career faculty; equity, diversity, and inclusion; experience; health disparity; improved; interest; model design; peer networks; peer support; programs; recruit; social; success

The overarching goal of the University of Alabama at Birmingham (UAB)/Tuskegee University (TU) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Partnership is to create systemic and sustainable culture change to further support inclusive excellence in research at both institutions. Within our theme of Health Disparities, we will build a community of scientists committed to inclusive excellence by recruiting 12 early-career faculty committed to promoting diversity and inclusion and interested in addressing health disparities. These faculty will be hired across 3-4 clusters representing areas of research strength and opportunity across our institutions: cancer, obesity and diabetes, cardiovascular disease, and neuroscience. Program hires will be designated as Benjamin-Carver Scientists in honor of two barrier-breaking investigator leaders – Regina Benjamin, MD and George Washington Carver. Our Scientists will be surrounded by a comprehensive support infrastructure including sponsors, mentors, career coaches, institutional research navigators, and professional development opportunities to help them mitigate the difficulties experienced by new hires and accelerate the development of collaborative networks and peer support. We have targeted our activities and support mechanisms to ensure that they impact all levels of influence in the Social Ecological Model including Individual, Interpersonal, Organizational, Community and Policy. All levels are reflected in the following specific aims: 1) recruit and hire clusters of Benjamin-Carver Scientists who are committed to advancing diversity, equity, and inclusion in areas of shared research need and support them by implementing individual career development plans, enhanced with scientific mentoring, career coaching, and advocate sponsorship; 2) provide enhanced support for new faculty through an Office of Integrated Research Support in which Research Navigators will help new faculty coordinate sponsor, mentor, and career coaching support; connect new faculty to existing support resources; and assist new faculty with logistic, fiscal, and regulatory matters related to proposal development and grants management; 3) provide extended opportunities for professional development and networking, including a diverse and inclusive Research Community Collaboratory to help faculty build a collaborative network of peers; 4) expand a series of diversity and inclusion programs at both UAB and Tuskegee to help foster systemic and sustainable cultural change; 5) institute changes to institutional policies and environment to support sustainable institutional culture change, including initiatives to support diverse and inclusive hiring and retention; and 6) evaluate the UAB/TU FIRST Partnership and work with the FIRST Coordination and Evaluation Center (CEC) to determine whether this cohort and cluster design model of faculty hiring, sponsorship, continual mentoring, and professional development, embedded within programs to create academic cultures of inclusive excellence produces significant change in metrics of institutional culture.

亚拉巴马大学伯明翰分校（UAB）/塔斯基吉大学（TU）的总体目标 教师机构招聘可持续转型（第一）伙伴关系是创造系统和 可持续的文化变革，以进一步支持这两个机构的包容性卓越研究。在我们 健康差异的主题，我们将建立一个致力于包容性卓越的科学家社区， 招聘12名致力于促进多样性和包容性的早期职业教师，并有兴趣解决 健康差距。这些教师将在3-4个代表研究实力领域的集群中聘用， 在我们的机构的机会：癌症，肥胖和糖尿病，心血管疾病和神经科学。 计划的雇员将被指定为本杰明-卡弗科学家，以荣誉两个突破障碍的调查员 领导人-里贾纳本杰明，医学博士和乔治华盛顿卡弗。我们的科学家将被一个 全面的支持基础设施，包括赞助商、导师、职业教练、机构研究 导航员和专业发展机会，以帮助他们减轻所经历的困难， 新员工，并加快发展合作网络和同行支持。 我们的活动和支助机制有针对性，以确保它们影响到所有各级， 影响力的社会生态模式，包括个人，人际，组织，社区和 政策所有层次都体现在以下具体目标中：1）招募和雇用本杰明-卡弗集群 致力于在共同研究领域推进多样性、公平性和包容性的科学家需要 通过实施个人职业发展计划，并通过科学指导加强， 职业指导，并倡导赞助; 2）通过一个办公室， 综合研究支持，其中研究导航员将帮助新的教师协调赞助商，导师， 和职业指导支持;连接新教师现有的支持资源;并协助新教师 与提案开发和赠款管理相关的后勤、财务和监管事项; 3）提供 扩大专业发展和建立网络的机会，包括多样化和包容性的 研究社区合作实验室，以帮助教师建立同行的协作网络; 4）扩大一系列 在UAB和塔斯基吉的多样性和包容性计划，以帮助促进系统和可持续的文化 5）改变机构政策和环境，以支持可持续的机构文化 变革，包括支持多元化和包容性招聘和保留的举措;以及6）评估UAB/TU FIRST合作伙伴关系，并与FIRST协调和评估中心（CEC）合作，以确定是否 这种群体和集群设计模式的教师招聘，赞助，持续的指导，和专业 发展，嵌入方案，以创造包容性卓越的学术文化产生 机构文化衡量标准发生重大变化。