Faculty Development Core

核心摘要-教师发展核心 改善招聘、留用和经验教师计划(FIIRRE)教师发展核心 (FDC)的首要目标是满足职业和职业发展、培训和指导 集中聘用10名致力于解决健康差距的终身教职助理教授的需求 和股票研究。FDC是FIIRRE制定和实施体制的更广泛目标的核心 促进包容性卓越并消除学术生涯障碍的计划和政策 促进来自不同背景的教师的发展。FDC的活动将围绕以下具体情况展开 目标：(1)建立和实施教师指导和专业发展计划，以加强 学术进步和留住小规模的教员。作为多重导师网络的一部分，新招聘的教员将 与两名同行导师、一名资深赞助人和另外两名资深导师相匹配，其中至少一人是 小规模团体的成员。FDC将协调新开发和现有的访问 旨在加强指导关系、研究的专业发展培训和讲习班 生产力、工作与生活融合、任期和晋升；(2)在机构范围内制定和实施 高级教职员工和单位领导(主席、院长、中心主任)的教育计划，以培养 包罗万象的卓越。单位领导层将通过以下方式加强其战略多样性领导能力 参与集体领导力发展计划，其中将包括个人承诺，倡导 在南卡罗来纳大学所有级别的包容性，主持圆桌讨论，将包容性 将原则纳入领导，并将最佳做法纳入每个股的搜索委员会和任期以及 促进过程；(3)减少孤立，建立一个包容和支持的社区，并发展 具有健康差异和公平研究兴趣的机构范围内的教师联盟。最新的 成立的联合体将作为跨学科健康差距研究的协调机构。它 将提供建立科学网络、增强领导技能的机会，并为 合作，培养有前途的早期教师的研究能力，并创建一个多学科 应对资助机构和社会优先事项的气候。预计财团成员 可以成为学术调查和其他作品的联合调查员、合著者和顾问。这个 FDC将与行政和评价核心密切合作，协调共同的活动并确保 监督我们在实现具体目标以及技能和职业发展方面的进展 学员和导师的进展情况。我们预计FDC将从我们的 提供创新的指导和职业发展服务，并将与我们的大学密切合作 领导力将我们的集体学习和最佳实践结合在一起，造福于我们的大学社区。

CORE SUMMARY – FACULTY DEVELOPMENT CORE The Faculty Initiative for Improved Recruitment, Retention & Experience (FIIRRE) Faculty Development Core (FDC) has the overarching goal of meeting the career and professional development, training and mentoring needs of a cluster hire of ten new tenure-track Assistant Professors who are committed to health disparities and equity research. The FDC is central to the broader goals of FIIRRE to develop and implement institutional programs and policies that promote inclusive excellence and dismantle barriers to academic career advancement of faculty from diverse backgrounds. FDC activities will be centered around the following Specific Aims: (1) Establish and implement a faculty mentoring and professional development program to enhance academic advancement and retain minoritized faculty. As part of a multi-mentor network, new faculty hires will be matched to two peer mentors, one senior sponsor, and two other senior mentors, at least one of whom is a member of a minoritized group. The FDC will coordinate access to both newly developed and existing professional development trainings and workshops aimed at enhancing mentoring relationships, research productivity, work-life integration, and tenure and promotion; (2) Develop and implement an institution-wide education program for senior faculty and unit leadership (Chairs, Deans, Center Directors) to foster a culture of inclusive excellence. Unit leadership will strengthen their strategic diversity leadership capacities through participating in a collective leadership development initiative that will include personal pledges to advocate for inclusivity at all levels at the University of South Carolina, hosting roundtable discussions to translate inclusive principles into leadership, and integrating best practices into each Unit’s search committees and tenure and promotion processes; (3) Reduce isolation, build an inclusive and supportive community, and develop an institution-wide consortium of faculty with health disparities and equity research interests. The newly established consortium will serve as a coordinating body for cross-disciplinary health disparities scholarship. It will host opportunities for scientific networking, enhancement of leadership skills, and provide a vehicle for collaboration, nurture research capacities of promising early-career faculty, and create a multidisciplinary climate that is responsive to funding agency and societal priorities. It is expected that Consortium members could become co-investigators, co-authors, and consultants on scholarly investigations and other works. The FDC will work closely with the Administrative and Evaluation Cores to coordinate shared activities and ensure the monitoring of our progress toward meeting the specific aims as well as the development of skills and career progress of mentees and mentors. We anticipate the FDC will produce promising outcomes from our innovative mentoring and professional development offerings and will work closely with our University leadership to integrate our collective learning and best practices for the benefit of our University community.