Faculty Development Core

教师发展的核心：抽象 德克萨斯大学西南分校(UTSW)和达拉斯大学(UTD)有多个互补优势，包括协同 在生物医学工程(BME)、脑科学和癌症这三个最早的集群领域的合作， 和强有力的教师发展计划。我们的联合达拉斯医疗区UTSW-D First计划将招募 从这些集群地区代表不足的群体(URG)到医学院的优秀初级教员队列- 加州学区。UTSW-D第一教员将在一个特殊的环境中与优秀的研究人员共处一室 空间、核心设施和互动教员。我们的第一批学者将接受专注于职业发展的培养- 教育机会和成为高级教员和未来领导者的公平和明确的途径。我们承诺 留住我们才华横溢的教职员工，让他们在学术阶梯上不断进步。目标一号将设计一个国际- 启动我们的首批学者的独立科学生涯的入职计划。我们会去- 开发一份基于网络的教师清单，以指导从博士后到教师的过渡。我们会利用这个优势 我们两个机构在建立跨学科/跨机构分层指导方面的独特优势 团队。学者将接受科学的管理培训和高管培训。AIM 2将创造一个长长的- 定期职业发展计划，以增加和留住First Scholers的职业生涯。我们将推出 针对初级URG调查人员的需求量身定做的创新计划，并扩展现有的 成功的教师职业发展计划。目标3将促进包容和公平的文化-- 真正使我们的第一批学者能够充分发挥他们的潜力，不受职业生涯阻碍的阻碍 由偏见和微侵略性产生的压力。Aim 4将确保公平和透明的宣传- 学者晋升和留用的任命和终身教职(P&T)程序。这些目标加在一起就是恶魔- 加强我们对招聘和留住优秀一线教员的坚定承诺，以提高 在达拉斯医疗区和其他地方的终身教职轨道上的URG和Dei文化。影响：我们的医疗 学区UTSW-D第一个项目将对我们的科学和健康产生多重积极的下游影响 它的影响将通过为其当前和未来的发展提供长期的体制支持来维持。 诗歌能力。它的成功将改善达拉斯两个旗舰STEMM(Sci- 科学、技术、工程、数学、医学)机构。首尔(氏)自我强化的意念 而教师发展文化将加强我们的科学界，并将具有多重地位- 积极的下游效应。我们的创新战略伙伴关系将成为提高包容性的典范 通过全国范围内的机构合作伙伴关系实现卓越。

FACULTY DEVELOPMENT CORE: ABSTRACT UT Southwestern (UTSW) and UT Dallas (UTD) have multiple complementary strengths, including synergistic collaborations in the three FIRST cluster areas of biomedical engineering (BME), brain science, and cancer, and robust faculty development programs. Our joint Dallas Medical District UTSW-D FIRST program will recruit a cohort of outstanding junior faculty from underrepresented groups (URG) in these cluster areas to the Medi- cal District. UTSW-D FIRST faculty will be co-located in an exceptional environment with outstanding research space, core facilities, and interactive faculty. Our FIRST Scholars will be nurtured with focused career develop- ment opportunities and a fair and clear path to become senior faculty and future leaders. We are committed to retaining our talented faculty as they progress up the academic ladder. Aim 1 will design an inte- grated onboarding program to launch the independent scientific careers of our FIRST Scholars. We will de- velop a faculty-launch web-based checklist to guide transition from postdocs to faculty. We will take advantage of the unique strengths of our two institutions to establish interdisciplinary/interinstitutional tiered mentoring teams. Scholars will receive scientific management training and executive coaching. Aim 2 will create a long- term career development program to grow FIRST Scholars’ careers and retain them. We will launch innovative programs tailored to the need of junior URG investigators and expand already existing successful faculty career development programs. Aim 3 will promote an inclusive and equitable cul- ture to enable our FIRST Scholars to reach their fullest potential, unhampered by career-impeding stresses generated by biases and microaggressions. Aim 4 will ensure a fair and transparent promo- tion and tenure (P&T) process for Scholar advancement and retention. Together these aims demon- strate our deep commitment to recruiting and retaining talented FIRST faculty to improve the representation of URG in the tenure-track and the DEI culture at the Dallas Medical District and beyond. Impact: Our Medical District UTSW-D FIRST program will have multiple positive downstream effects on science and health of our community, and its impact will be sustained through long-term institutional support for its current and future di- verse faculty. Its success will improve the science DEI landscape in Dallas’ two flagship STEMM (Sci- ence, Technology, Engineering, Mathematics, Medicine) institutions. FIRST’s self-reinforcing DEI and faculty development culture will strengthen our science community and will have multiple posi- tive downstream effects. Our innovative strategic partnership will be a model for improving inclusive excellence through institutional partnerships nationwide.