Leadership and Administrative Core

项目摘要/摘要--领导行政核心 加州大学旧金山分校多元社区老龄化研究中心(CADC) (加州大学旧金山分校)自1997年以来一直得到资助。我们有完善的、全面的、 对少数民族老龄化研究具有广泛影响的跨学科研究和指导计划。CADC的 研究主题侧重于了解健康差距的多层次社会和行为机制 影响老年人并制定干预措施以实现健康公平。CADC的资产包括Strong 科学的领导力、多样化的教职员工以及对实现老年人健康公平的热情承诺 以及指导来自不同背景的下一代研究人员。加州大学旧金山分校的实力 生物医学研究机构吸引了大量有才华的早期职业研究人员进行 健康差距/公平研究。在过去的25年里，CADC密切指导了99名不同的科学家 从传统上被排除在研究小组和代表性不足的研究小组(2018-2023年周期为20个)，提供 他们试点研究资金、培训、职业发展活动和纵向指导。自始至终， 领导和行政核心(LAC)提供了科学的领导和协调，并培养了 公平和包容的文化。在这次拟议的更新中，拉加办事处将继续提供科学领导 并协调和评估我们的研究教育组件(REC)和分析核心(ANC)的健壮性 为不同的早期职业研究人员提供的纵向指导和研究教育和培训计划， 在通过与加州大学默塞德分校(UCM)建立新的联系来扩大我们的影响范围的同时， 一家位于加利福尼亚州中央山谷乡村的西班牙裔服务机构，经过改进和扩展 加州大学旧金山分校的合作。LAC的目标是：1)协调我们区域经济委员会和非国大的内部活动； 以及与其他RCMAR和RCMAR协调中心的外部活动，分享我们的培训 与RCMAR协调中心的材料和研究资源；2)维护CADC的结构， 流程以及多样性、公平、包容性和可获得性的文化(DeIA)，以有效地指导CADC 科学家在内部执行委员会(EC)、外部咨询委员会(EAC)、 和一个社区咨询委员会(CAB)；3)每年挑选3-4名CADC科学家--不同的早期调查人员 来自传统上被排除在外和代表性不足的团体，专注于中心的研究主题-通过 与REC合作，严格的招聘、审查和遴选流程；4)扩大联合研究 以及指导CADC和UCM之间以及CADC和其他加州大学旧金山分校之间的协作活动 NIA/NIH赞助的中心和项目，以及与老龄化相关的研究人员；5)评估CADC的指导 和研究教育和培训计划，并通过以下方式维护跟踪飞行员科学家的系统 授予独立研究经费。

PROJECT SUMMARY/ABSTRACT – LEADERSHIP ADMINISTRATIVE CORE The RCMAR Center for Aging in Diverse Communities (CADC) at the University of California San Francisco (UCSF) has been funded continuously since 1997. We have a well-established comprehensive, interdisciplinary program of research and mentoring with broad impact on minority aging research. CADC’s research theme focuses on understanding multilevel social and behavioral mechanisms of health disparities impacting older adults and developing interventions to achieve health equity. CADC’s assets include strong scientific leadership, diverse faculty, and a passionate commitment to achieving health equity among older adults, and to mentoring the next generation of researchers from diverse backgrounds. UCSF's strength as a biomedical research institution attracts substantial numbers of talented early career investigators conducting health disparities/equity research. Over the past 25 years, CADC has closely mentored 99 diverse Scientists from traditionally excluded and underrepresented in research groups (20 in the 2018-2023 cycle), delivering them pilot study funding, training, career development activities, and longitudinal mentoring. Throughout, the Leadership and Administrative Core (LAC) has provided scientific leadership and coordination and fostered a culture of equity and inclusion. In this proposed renewal, the LAC will continue to provide scientific leadership and coordinate and evaluate our Research Education Component (REC) and Analysis Core’s (AnC) robust longitudinal mentoring and research education and training program for diverse early career investigators, while expanding our reach through a newly established affiliation with University of California Merced (UCM), a Hispanic serving institution situated in the rural Central Valley of California, and enhanced and expanded collaborations at UCSF. The aims of the LAC are to: 1) coordinate the internal activities of our REC and AnC, and external activities with other RCMARs and the RCMAR Coordinating Center, sharing our training materials and research resources with the RCMAR Coordinating Center; 2) maintain CADC’s structure, processes, and culture of diversity, equity, inclusion, and accessibility (DEIA) to effectively mentor CADC Scientists, with guidance from an internal Executive Committee (EC), an External Advisory Committee (EAC), and a Community Advisory Board (CAB); 3) select 3-4 CADC Scientists per year – diverse early investigators from traditionally excluded and underrepresented groups focused on the Center’s research theme – through a rigorous recruitment, review, and selection process in collaboration with the REC; 4) expand joint research and mentoring collaborative activities between CADC and UCM, and between CADC and other UCSF NIA/NIH sponsored centers and programs, and aging-related researchers; 5) evaluate CADC’s mentorship and research education and training program and maintain a system for tracking pilot Scientists through award of independent research funding.