The Medical District UTSW-D FIRST Program

总体：摘要 这份达拉斯医学区UTSW-D第一份提案是由德克萨斯西南大学联合提交的- ERN医学中心(UTSW)和德克萨斯大学达拉斯分校(UTD)。我们的制度有互补之处 科学优势和卓有成效的合作记录。我们的综合第一方法将联合 招聘一批优秀和多样化的初级教员到医务区的三个生物- 医学工程(BME)、脑科学和癌症。我们的首批节目将促进文化转型- 提高教师的多样性、公平性、包容性、可获得性和生命力。总目标 是改善Dei文化，以促进从市建局招募人才成为第一学者，以及 通过严格的职业发展方法培养他们，帮助他们建立自己的职业生涯并留住 从长远来看。这些在多元卓越方面的成就将进一步增强神的文化，并已 长期影响。目标1将建立一个创新的联合第一队列计划，使用财政责任，Evi- 将在我们独特的环境中经过严格测试的基于Dence的方法。我们会利用我们的前任- 现有机构队列发展计划的经验，如UTSW的捐赠学者(ES)Pro- 格拉姆和UTD的进步。长期的ES项目有95%的提升率到副教授 拥有终身教职，并产生了2名HHMI调查员。椅子和中心主任。UTD的NSF进步：或者- STEM学术职业中性别平等的组织变革较新，但潜力很大- 泰尔。我们将从这些计划中学习，创建我们独特的联合优先计划，明确关注联合 招聘短兵相接，实现多元化卓越。我们还将发展科学、技术、工程、数学和 医学(STEMM)途径，以增加未来URG的能力。这一目标将集中在招聘优秀人才上。 URG的教职员工，并在管理核心中进行了描述。目标2将确保我们的第一批学者蓬勃发展 并在我们的机构中取得长期的成功。我们将主动加入First Scholars并为客户提供- 托马斯化的指导和研究支持。我们将提供高管培训、管理和领导力 培训、职业发展、联盟和赞助。这些方法在教职员工中有描述。 发展核心。目标3将使用严格的基于证据的定量和定性方法来评估- 完成我们的第一个节目。我们将评估队列模型、我们的干预措施和上下文的影响 多个层面的因素。这一目标在《评价核心》中有描述。我们的评价将为我们的未来提供信息 培养可持续的机构文化的方法，以增加UTSW和UTD教师的多样性 和领导力。第一项遗产将使用数据驱动的战略来指导机构和去中心化 各部门领导人将纳入最佳做法，以克服结构性和体制性障碍，以实现 并加强和深化科学工作人员的途径和学术界与社区的伙伴关系。

OVERALL: ABSTRACT This Dallas Medical District UTSW-D FIRST proposal is submitted jointly by the University of Texas Southwest- ern Medical Center (UTSW) and the University of Texas at Dallas (UTD). Our institutions have complementary scientific strengths and a track record of productive collaboration. Our integrated FIRST approach will jointly recruit a cohort of exceptional and diverse junior faculty to the Medical District in the three cluster areas of Bio- medical Engineering (BME), Brain Science, and Cancer. Our FIRST Programs will catalyze a cultural transfor- mation and increase diversity, equity, inclusion, accessibility (DEIA) and vitality of our faculty. The overall goal is to improve DEI culture that will enhance recruitment of talents from URGs to become FIRST Scholars, and to nurture them through rigorous career development approaches to help them build their career and retain them in the long run. These achievements in diverse excellence will further increase DEI culture and have long term impact. Aim 1 will establish an innovative joint FIRST cohort program using fiscally responsible, evi- dence-based approaches that will be rigorously tested within our unique environment. We will leverage our ex- periences from existing institutional cohort development programs such UTSW’s Endowed Scholars (ES) Pro- gram and UTD’s ADVANCE. The longstanding ES program has a 95% promotion rate to Associate Professor with tenure and produced 2 HHMI Investigators, dept. chairs and center directors. UTD’s NSF ADVANCE: Or- ganizational Change for Gender Equity in STEM Academic Professions program is newer but has great poten- tial. We will learn from these programs to create our unique joint FIRST program with an explicit focus on co- hort hiring for diversity excellence. We will also grow the science, technology, engineering, mathematics, and medicine (STEMM) pathways to increase future URG faculty. This aim will focus on recruitment of talented URG faculty and is described in the ADMINISTRATIVE core. Aim 2 will ensure that our FIRST Scholars thrive and succeed at our institutions for the long-term. We will proactively onboard FIRST Scholars and provide cus- tomized mentorship and research support. We will offer, executive coaching, management and leadership training, career development, allyship and sponsorship. These approaches are described in the FACULTY DEVELOPMENT core. Aim 3 will use rigorous evidence-based quantitative and qualitative approaches to eval- uate our FIRST program. We will assess the impacts of the cohort model, our interventions, and contextual factors at multiple levels. This aim is described in the EVALUATION Core. Our evaluation will inform our future approaches to foster a sustainable institutional culture to increase the diversity of the UTSW and UTD faculty and leadership. The FIRST legacy will be sustained using data-driven strategies to guide institutional and de- partmental leaders to incorporate best practices to overcome structural and institutional barriers for DEI cul- ture, and to enhance and deepen the science workforce pathways and academic-community partnerships.