Development

开发核心 A.学院招生计划 SDSU和UCSD的机构代表都承诺支持招聘一名教师 在全面伙伴关系的五年期间，每个成员国都有自己的国家。特定个人 目前尚未确定预期征聘的人员。在SDSU，科学院院长 将宣布该职位的可用性，以这些部门的主席，在癌症的位置， 差异可能是相关的。院长将协助召集一个搜索委员会，其中包括 具有癌症和/或癌症差异方面的专业知识的个人。该委员会将更广泛地 组成比科学学院的典型委员会，因为它将包括代表， 谁在这个补助金有重大利益的个人，包括来自UCSD的个人。相关期刊， 将利用名录服务器和其他专门为此类职位招聘教员的机制。 当一个潜在的雇用已经确定，赠款资金可用于协助提供启动或初步 为这位新员工提供资金。在UCSD，PI将与CC联络委员会合作，以确定机会， 招募一名从事与癌症差异相关的研究议程的教员。Pis还将与 医学院院长，以确定可能与专业领域相关的部门。而 招聘的优先领域目前还不明确，UCSD是一个机会均等的雇主， 有兴趣增加其少数民族和妇女教师。事实上，加州大学最近完成了 两份报告，其中载有关于招聘和留住女教师的建议， 招聘和保留少数民族教师。CC主任卡森博士的承诺书， 学校医学院院长布伦纳博士的支持信表明，机构领导人是 准备与伙伴关系的领导层合作，支持征聘工作。 我们预计，我们的机构将更具竞争力，以吸引优秀的教师从事癌症 差异研究，因为全面SDSU-UCSD CC合作伙伴关系。

DEVELOPMENTAL CORE A. FACULTY RECRUITMENT PLANS Institutional representatives at both SDSU and UCSD have committed to support the recruitment of one faculty member each during the course of the 5 years of the Comprehensive Partnership. Specific individuals anticipated to be recruited have not been identified at this time. At SDSU, the Dean of the College of Sciences will announce the availability of the position to the Chairs of those Departments where a position in cancer disparities might be relevant. The Dean will assist the faculty in convening a search committee that includes individuals with expertise in cancer and/or in cancer disparities. This committee will be more broadly constituted than the typical committee in the College of Sciences, as it will include representation from individuals who have a major interest in this grant, including individuals from UCSD. Relevant periodicals, listservs, and other mechanisms specifically designed to recruit faculty for positions like this will be utilized. When a potential hire has been identified, grant funds may be used to assist in providing start up or initial funding for this new hire. At UCSD, the Pis will work with the CC Liaison Committee to identify opportunities to recruit a faculty member pursuing a research agenda relevant to cancer disparities. The Pis will also work with the Dean of the School of Medicine to identify departments that may be relevant to the area of expertise. While the priority area for recruitment is not explicit at this time, UCSD is an equal opportunity employer and is very interested in increasing its minority and women faculty. Indeed, the University of California recently completed two reports with recommendations on the recruitment and retention of women faculty and likewise the recruitment and retention of minority faculty. The letter of commitment from Dr. Carson, Director of the CC and the letter of support from Dr. Brenner, Dean of the School Medicine indicate that the institutional leaders are prepared to work with the leadership of the Partnership to support recruitments efforts. We anticipate that our institutions will be more competitive to attract outstanding faculty pursuing cancer disparities research because of the Comprehensive SDSU-UCSD CC Partnership.