Enhancing Career Development of HBCU Biomedical Researchers: Extended Training in Grantsmanship and Mentoring

项目摘要/摘要 增加生物医学劳动力的多样性要求未被充分代表(UR)学员的教师导师 精通赠款精神和指导，以便：a)展示文化能力，充分支持普遍定期审议 学员，让他们参加严格的研究培训，并为他们进入研究生课程做好准备，以及b)支持 教师的职业发展，包括UR教师，衡量研究型教师的晋升和过渡 这取决于它们获得外部资金支持的能力。然而，掌握这些复杂的技能是耗时和 教职员工需要接受专业培训才能达到熟练程度。对于大多数教师培训来说，传统的、现状的方法是 “低接触”的一次性工作坊。拟议的研究旨在产生关于以下方面的成果和益处的新知识 通过多地点HBCU实验的密集、持续的培训模式方法(高接触)。研究设计 建立在循证最佳做法的基础上，包括北德克萨斯大学健康科学中心(UNTHSC) 国家研究指导网络迈向学术研究(NRMN-STAR)计划，包括2 创新方面：1)它包括一项对照随机研究，以测试持续与一次性的疗效 干预措施(高接触与低接触)，以及2)与STAR计划中研究过的恩赐精神一起，它 包括辅导培训。这项研究是由三所历史悠久的黑人学院/大学(HBCU)合作进行的。 萨凡纳州立大学(LEAD)、奥尔巴尼州立大学和阿拉巴马州立大学--每所大学都有 可受益于新的培训方法以增加其教职员工和学生数量的UR教职员工和学生数量 对生物医学科学界的贡献。为期3年的培训实验将有3名教员参加。 参与者(18人/队列，总研究人数为54人)，来自合作伙伴的所有全职教职员工，他们是 对生物医学/行为研究感兴趣。将邀请所有学科申请，以支持多样化的 参与生物医学/行为研究的学科，包括跨学科和基于社区的研究。 这项研究将是随机选择和分配参与者的混合实验设计。每一批人将 参加为期12个月的培训实验，低接触组接受为期2天的介绍性研讨会和 后续网络研讨会，高接触小组接受介绍性研讨会和其他研讨会/网络研讨会和 每月接受同行教练的指导。这两个团体都有资格申请试点项目资金。目标超过了12人 一个月的实验是让教员准备一份研究提案，可以在下一个资助周期提交给NIH。 将收集每个队列的教师效能调查前/后的数据，并在实验结束后，教师 将对助学金提交、奖励、学生指导和同行指导的工作效率进行监控，并取得成果 将高接触组和低接触组与每个地点所有教职员工的对照组进行比较。我们希望这项研究 研究结果和结果将导致一个可转化为毅力和职业生涯的预测性模型 其他HBCU和多数院校的师资发展。

Project Summary / Abstract Increasing the diversity of the biomedical workforce requires that faculty mentors of underrepresented (UR) trainees are proficient in grantsmanship and mentoring in order to: a) demonstrate cultural competencies to adequately support UR trainees, engage them in rigorous research training, and prepare them for entry to graduate programs, and b) support career development of faculty, including UR faculty, where advancement and transition for research faculty is measured by their ability to obtain external funding support. However, mastering these complex skills is time-consuming and faculty need specialized training to gain proficiency. The conventional, status quo approach for most faculty training is “low-touch,” one-time workshops. The proposed study aims to generate new knowledge on the outcomes and benefits of an intensive, sustained training model approach (high touch) through a multi-site HBCU experiment. The study design builds on evidence–based best practices, including the University of North Texas Health Science Center (UNTHSC) National Research Mentoring Network Steps Toward Academic Research (NRMN-STAR) Program, and includes 2 innovative aspects: 1) it includes a controlled randomized research study to test the efficacy of sustained vs. one time interventions (high vs. low touch), and 2) along with grantsmanship which has been studied in the STAR program, it includes mentoring training. The study is a partnership between three Historically Black Colleges/Universities (HBCUs) - Savannah State University (lead), Albany State University, and Alabama State University – each of which has large numbers of UR faculty and students who can benefit from new training approaches to increase their faculty and students’ contributions to the biomedical scientific community. The 3–year training experiment will engage 3 cohorts of faculty participants (18/cohort for a total study population of 54), drawn from all full-time faculty at the partners who are interested in pursuing biomedical/behavioral research. All disciplines will be invited to apply to support a diversity of disciplines participating in biomedical/behavioral research, including interdisciplinary and community-based research. The study will be a mixed experimental design with random selection and assignment of participants. Each cohort will engage in a 12 month training experiment, with the low touch group receiving an introductory 2 day workshop and a follow-up webinar, and the high touch group receiving the introductory workshop and additional workshops/webinars and monthly coaching from peer coaches. Both groups will be eligible to apply for pilot project funding. The goal over the 12 month experiment is for faculty to prepare a research proposal which can be submitted to NIH in the next funding cycle. Pre-/Post survey data on faculty efficacy will be gathered for each cohort, and following the end of the experiment, faculty productivity for grant submissions, awards, student mentoring, and peer coaching will be monitored, and outcomes compared for the high and low touch groups against a comparison group of all faculty at each site. We expect that study research findings and outcomes will lead to a predictive model that can be translated to persistence and career development of faculty at other HBCUs and majority institutions.