Administrative Core

项目摘要：行政核心 为了推动围绕教师招聘的多样性、公平和包容性(DEI)努力，密歇根进步计划 密歇根大学(UM)的文化转型(M-PACT)计划招聘和培养一批 生物医学和健康科学方面的新教员，帮助建立不同学者的渠道，使最佳 促进可持续发展的做法将产生重大影响，并广泛传播宝贵的经验教训。冲向 为了实现这些目标，M-PACT将建立一个强大的行政核心来管理和协调计划的 活动。行政核心的一大优势是其领导和关键的专业知识和奉献精神 人事部。多元化的教职员工团队符合M-PACT的主要目标，即 使密歇根大学生物医学和健康科学方面的教师队伍多样化。核心也有强大的内部和 外部咨询机构，将指导方案战略，作为问责机制，并发挥以下作用 帮助该计划应对潜在的挑战和问题。有了所有这些资产，核心将实现 以下是具体目标：1)建立具有凝聚力的治理结构，利用重要经验 关键人员的专业知识和UM领导层的大力支持，以管理所有行政和 将使M-PACT能够有效和高效地实现其计划目标的财务组成部分 方式；2)在行政上支持实施队列模式，以雇用和成功培养30人 11所顶尖密歇根大学学校、学院和研究所的新教员，使用循证实践和 减少搜索过程中的偏见的程序，以及建立更多样化的杰出人才池 符合NIH First Program要求的候选人，包括通过扩大 生机勃勃的NextProf计划--为URM研究生和博士后准备的一个有价值的会议 全国范围内学术生涯的研究员--健康科学；以及3)传播重要的M-PACT成果， 成果和应用。核心的努力将有助于正在进行的文化转型努力 嗯，通过与M-PACT支持者(即，执行委员会、迪恩斯的 咨询委员会、分组领导和赞助商-导师)将最佳做法制度化。核心将会工作 与国家机构多样性中心密切合作，传播有关最佳做法的知识 这是对M-PACT的招聘流程和教师发展规划进行评估的结果 更广泛的生物医学和健康科学研究领域，通过会议、学术出版物、社会 媒体和其他公共传播手段。

PROJECT SUMMARY: ADMINISTRATIVE CORE To drive diversity, equity and inclusion (DEI) efforts around faculty hiring, the Michigan Program for Advancing Cultural Transformation (M-PACT) at the University of Michigan (UM) proposes to hire and nurture a cohort of new faculty in the biomedical and health sciences, help build a pipeline of diverse scholars, institutionalize best practices for advancing sustainable DEI impact and broadly disseminate valuable lessons learned. Toward those objectives, M-PACT will establish a strong Administrative Core to manage and coordinate the program's activities. A major strength of the Administrative Core is the expertise and dedication of its leadership and key personnel. The diverse team of faculty and staff are in line with the primary objective of M-PACT, which is to diversify the faculty in the biomedical and health sciences at UM. The core also has strong internal and external advisory bodies that will guide program strategy, act as mechanisms of accountability, and serve to help the program navigate potential challenges and issues. With all of these assets, the core will achieve the following specific aims: 1) establish a cohesive governance structure that leverages the significant experience and expertise of the key personnel and strong support of the UM leadership to manage all administrative and financial components that will enable M-PACT to achieve its program goals in an effective and efficient manner; 2) administratively support the implementation of a cohort model to hire and successfully nurture 30 new faculty across 11 top-tier UM schools, colleges and institutes, using evidence-based practices and procedures to reduce bias in the search process, as well as to develop more diverse pools of outstanding candidates that meet the requirements of the NIH FIRST Program, including through an expansion of the vibrant NextProf program – a valuable conference for preparing URM graduate students and postdoctoral fellows nationwide for academic careers – to health sciences; and 3) disseminate important M-PACT findings, outcomes and applications. The core's efforts will contribute to the ongoing cultural transformation efforts at UM towards inclusive excellence by working with M-PACT constituencies (i.e., executive committee, Deans' Advisory Committee, Cluster Leads and Sponsor-Mentors) to institutionalize best practices. The core will work closely with the National Center for Institutional Diversity to disseminate the knowledge around best practices that results from the evaluation of M-PACT's hiring processes and faculty development programming to the broader fields of biomedical and health sciences research via conferences, academic publications, social media and other means of public communication.