Administrative Core

行政核心项目总结 Cobre第一阶段，组织修复、再生和衰老的比较生物学，支持 凯瑟琳·W·戴维斯再生生物学和医学中心(戴维斯)的发展和成长 居中)。戴维斯中心是MDI生物实验室(MDIBL)的主要研究中心。科布雷 第二阶段将支持三个项目负责人和两个科学核心，并将继续支持 戴维斯中心，以建立一个关键的调查人员和自给自足的研究计划。 行政核心对科布雷二期的管理和成功至关重要。 PD/PI和行政核心总监Kevin Strange博士主要负责管理 计划并监督科布雷、其教职员工及其核心的发展。他得到了 行政核心联席主任纳迪亚·罗森塔尔博士和项目协调员艾米·索梅斯女士。决定 关于预算，COBRE的核心用途和指导是由主任和联席主任与 外部咨询委员会(EAC)和内部咨询委员会(IAC)的咨询。领导力和 监督包括项目负责人研究计划与中心资源的协调和整合 和活动；建立和管理中心资源的分配；组织中心活动； 组织EAC和IAC会议；管理严格的教师职业发展计划；教师和 项目评估；教师招聘；以及与其他团体的互动，以促进Cobre目标。 Cobre第一阶段支持四名职业生涯早期项目负责人和一名职业生涯中期项目负责人。 从形成性和终结性的角度来看，第一阶段都非常成功。所有五位项目负责人 毕业于第一阶段，获得独立研究计划资助，并取得多项其他成就 成功，包括发表重要的同行评议论文，创造专利/可专利的知识分子 财产，基金会和R21赠款的接收，重要的同行认可，以及职业中期项目 这是他实验室研究方向上的一次重大而富有成效的变革。一期工程的成功直接关系到 这是由于执行了一项将在第二阶段使用的严格的职业发展计划。 该计划的内容包括严格的教师招聘程序、一年两次的选管会审查、一年两次的项目 领导者职业生涯SWOT分析和科学顾问审查，强制性拨款提案制定和 审查、点对点指导以及定期小组会议和与行政核心的会议 董事和联席董事。 MDIBL的长期战略科学目标是在再生能源领域建立世界级的研究计划 生物和医学。在可预见的未来，戴维斯中心仍将是MDIBL唯一的研究重点 因此，其可持续性是MDIBL领导层最优先考虑的问题。可持续发展将通过以下方式实现 建立一支在再生和衰老生物学前沿工作的临界数量的研究人员队伍。

ADMINISTRATIVE CORE PROJECT SUMMARY COBRE Phase I, Comparative Biology of Tissue Repair, Regeneration and Aging, supported the development and growth of the Kathryn W. Davis Center for Regenerative Biology and Medicine (Davis Center). The Davis Center is the major research focus of the MDI Biological Laboratory (MDIBL). COBRE Phase II will support three Project Leaders and two scientific cores, and will continue to support the growth of the Davis Center in order to establish a critical mass of investigators and a self-sustaining research program. The Administrative Core is critical to the management and success of COBRE Phase II. The COBRE PD/PI and Administrative Core Director, Dr. Kevin Strange, has primary responsibility for administering the program and overseeing the development of the COBRE, its faculty and its cores. He is assisted by the Administrative Core Co-Director, Dr. Nadia Rosenthal, and Program Coordinator, Ms. Amy Somes. Decisions regarding budgets, core usage and direction of the COBRE are made by the Director and Co-Director with advice from the External Advisory Committee (EAC) and Internal Advisory Committee (IAC). Leadership and oversight includes coordination and integration of Project Leader research programs with Center resources and activities; establishing and managing the allocation of Center resources; organizing Center activities; organizing EAC and IAC meetings; management of a rigorous faculty career development plan; faculty and program evaluation; faculty recruitment; and interactions with other groups to further COBRE goals. COBRE Phase I supported four early-career Project Leaders and one mid-career Project Leader. Phase I was highly successful both from formative and summative standpoints. All five Project Leaders graduated from Phase I with independent research program grant support and achieved multiple other successes including publication of significant peer-reviewed papers, creation of patented/patentable intellectual property, receipt of foundation and R21 grants, significant peer recognition and, for the mid-career Project Leader, a major and productive change in his laboratory research direction. The success of Phase I is directly attributable to the implementation of a rigorous career development plan that will be utilized in Phase II. Elements of this plan include a rigorous faculty recruitment process, biannual EAC reviews, biannual Project Leader career SWOT analyses and scientific advisor reviews, mandatory grant proposal development and review, peer-to-peer mentoring, and regular group meetings and meetings with the Administrative Core Director and Co-Director. MDIBL’s long-term strategic scientific goal is to build a world-class research program in regenerative biology and medicine. The Davis Center will remain MDIBL’s sole research focus for the foreseeable future and its sustainability is therefore of the highest priority to MDIBL leadership. Sustainability will be achieved by establishing a critical mass of investigators working at the forefront of regenerative and aging biology.