Advancing the Culture of PhD Learning & Scholarship in Biology & Health Sciences

描述(由申请人提供)：布朗大学生物和医学系的IMSD项目将显著增加接受生物医学和公共卫生研究职业培训的未被充分代表(UR)博士研究生的数量。这一IMSD项目预计将把该部门10个博士生项目中的UR学生人数增加到25%。该基金每年资助10-12名博士生，平均为期一年。一年级学生将通过有选择的程序被任命，并获得必要的支持、建议、指导和发展工具，以克服学业准备方面的不足或在获得博士学位的过程中遇到的其他不利因素。绩效指标将在内部和外部咨询委员会的监督下监督正在进行的详细评估，以评估实现目标的进展情况，根据需要调整战略的能力，并为在博士培训中促进多样性文化提供激励。具体目标是：1)加强和扩大与服务或培训大量UR学生的机构的战略伙伴关系。除了推进我们目前的合作伙伴关系和发展新的合作伙伴关系外，我们还将改善我们与布朗-Tougaloo项目的长期关系，并发展与服务于UR学生学术利益的专业组织的关系。2)为IMSD学员实施多方面、个性化的教育计划，提供持续到学位的建议和支持结构，使学生能够充分发展他们的潜力。该计划的核心是一个以技能为基础的非学分培训模块的“菜单”，专为IMSD受训人员设计，但向所有研究生开放。其他部分包括研讨会、咨询会议、IMSD实习生-教员活动、同行导师网络、学生-教员契约、互动计划网站以及与外部和内部顾问的年度务虚会，以提供计划内的整合和连续性。所有IMSD教员培训师都有联邦资助，并有成功指导UR学员的记录。3)通过提高教师导师和他们的研究项目从这一领域的投资中获得的好处的认识，并通过提供一个设定对多样性和奖励成就的期望的制度结构，改善博士培训中的部门多样性实践。当我们IMSD导师和顾问教员小组以外的教员观察这个小组的成功并为他们自己的实验室寻找IMSD学者时，他们将获得奖励。这一目标的最终结果将通过a)UR学生总体数量的增加，b)UR学生数量达到临界值的个别博士项目的增加，以及c)UR学生进行论文研究的教师实验室的增加来衡量。管理学院与院长办公室的关系提供了共同领导和问责，以实现积极的变革和推动机构文化。

DESCRIPTION (provided by applicant): The IMSD Program in Brown University's Division of Biology and Medicine will significantly increase the number of underrepresented (UR) PhD students trained for careers in biomedical and public health research. This IMSD Program is projected to increase its UR student population in the Division's 10 doctoral programs to 25%. The IMSD grant will fund 10-12 doctoral students per year for an average of one year. First-year students will be appointed via a selective process and provided with the necessary support, advising, mentoring, and development tools to overcome deficiencies in academic preparation or other disadvantages en route to earning their PhDs. The PIs will oversee ongoing and detailed evaluation with internal and external advisory board oversight to permit assessment of progress toward goals, the ability to adjust strategy as needed, and provide incentives for advancing a culture of diversity within PhD training. The specific aims are: 1) Enhance and Expand Strategic Partnerships with institutions that serve or train large numbers of UR students. In addition advancing our current partner relationships and developing new partnerships, we will improve on our long-standing relationship with the Brown-Tougaloo Program, and advance relationships with professional organizations serving the academic interests of UR students. 2) Implement a Multi-Faceted, Personalized Educational Program for IMSD Trainees that provides a continuous-to-degree advising and support structure empowering students to develop their full potential. The Program core is a "menu" of skill-based not-for-credit training modules designed for IMSD Trainees but open to all graduate students. Other components include seminars, advisory meetings, IMSD Trainee-faculty functions, a Peer Mentor network, student-faculty compacts, an interactive Program Web site, and an Annual retreat with External and Internal Advisors provide integration and continuity within the Program. All IMSD faculty trainers have federal funding and a record of successfully mentoring UR trainees. 3) Improve Divisional Diversity Practices in PhD Training by raising awareness of the benefits faculty mentors and their research programs derive from investments in this area and by providing an institutional structure that sets expectations for diversity and rewards achievement. As faculty beyond our group of IMSD mentor and advisor faculty observe the successes of this group and seek out IMSD Scholars for their own labs, they will receive incentives. The eventual outcomes of this aim will be measured by increases the in the number of a) UR students overall, b) individual doctoral programs with a critical mass of UR students and c) faculty labs with UR students doing thesis research. The IMSD's relationship with the Dean's office provides co- leadership and accountability to effect positive change and advance the institutional culture.