Cornell FIRST Administration Core

项目摘要（行政核心） 康奈尔大学FIRST计划的行政核心将支持10名新员工的招聘和保留。 助理教授来自在他们的领域代表性不足的群体，同时改变机构气候 成为一种包容性的卓越文化。康奈尔大学的计划的力量是其作为一个 一个复杂的私人机构与公共使命，其成立的基础上支持多样性，文化， 跨学科研究，以及在不同规模上催化变革的记录， 制度化。鉴于康奈尔大学成功地建立了有效发展和 支持早期职业教师，特别是那些在各自领域代表性不足的教师，康奈尔大学是一个很好的 位置来测试的假设，第一队列教师将成功的环境， 通过赞助、一致的和以个人为中心的指导来支持宣传， 以证据为基础的专业发展。我们进一步假设康奈尔大学的机构 文化和科学卓越将通过雇用第一批不同的 教师。康奈尔大学的第一个项目的特点是跨学科的教师在各自领域的代表性不足， 在六个学院和20个部门，重点是保留，职业发展和评估。的 康奈尔大学FIRST计划的行政核心将开发一个包容性的FIRST队列搜索 这一过程将导致在3个集群10个招聘，包括定量生物医学科学，感染， 生物学和健康公平;雇用和保留一个多样化的新教师的第一批利用 康奈尔大学现有的跨学科领域系统的方法，其中教师组织的研究兴趣 而不是部门;并将促进可持续的机构文化变革，以支持第一 队列教师，以加强他们的发展，保留，进步和晋升。给你康奈尔 将加速其在康奈尔大学的归属框架，以发展包容性卓越的文化，使用 影响招聘、指导、晋升和任期、薪资公平的机构政策组合， 其他举措旨在提高组成的多样性，保留，和我们的教师的成功。我们 预计康奈尔大学的第一个项目将成功地雇用，保留和支持10个新的教师 在他们的领域代表性不足，同时促进可持续的机构文化变革。这些活动将 导致康奈尔大学生物、生物医学和健康科学教师的多样性增加， 为学院的多样性和STEM劳动力的后代做出贡献。

Project Summary (Administrative Core) The Administrative Core for the Cornell FIRST program will support the hiring and retention of 10 new assistant professors from groups underrepresented in their fields, while transforming institutional climate into a culture of inclusive excellence. The strength of Cornell’s program is its foundational roots as a complex private institution with a public mission, with its founding based on support for diversity, a culture of interdisciplinary research, and a track record of catalyzing change at different scales that were institutionalized. Given Cornell’s success in establishing programs for the effective development and support of early-career faculty, particularly those underrepresented in their fields, Cornell is in an excellent position to test the hypothesis that FIRST Cohort faculty will be successful in an environment that supports advocacy through sponsorship, consistent and individual-centered mentoring, and evidence-based professional development. We further hypothesize that Cornell’s institutional culture and scientific excellence will be enhanced with the hiring of a FIRST Cohort of diverse faculty. Cornell’s FIRST program features interdisciplinary hiring of faculty underrepresented in their fields, across six colleges and 20 departments, with a focus on retention, career development, and evaluation. The Administrative Core of the Cornell FIRST program will develop an inclusive FIRST Cohort search process that will lead to 10 hires in 3 clusters encompassing quantitative biomedical sciences, infection biology and health equity; hire and retain a diverse FIRST cohort of new faculty taking advantage of Cornell’s existing interdisciplinary field system approach where faculty are organized by research interest rather than by department; and will foster sustainable institutional culture change to support FIRST Cohort faculty to enhance their development, retention, progression, and promotion. Here, Cornell will accelerate its Belonging at Cornell framework for developing a culture of Inclusive Excellence, using a combination of institutional policies that impact hiring, mentoring, promotion and tenure, salary equity, and other initiatives aimed at enhancing compositional diversity, retention, and success of our faculty. We expect that the Cornell FIRST program will successfully hire, retain, and support 10 new faculty underrepresented in their fields, while fostering sustainable institutional culture change. These activities will result in increased diversity of the faculty in the biological, biomedical, and health sciences at Cornell, while contributing to the diversity of academy, and future generations of the STEM workforce.