UAB/TU FIRST Administrative Core

UAB/TU First Partnership寻求通过建立一个 致力于多样性和包容性卓越的自我加强的科学家社区。为此，我们将聘请 在共同和/或互补优势领域的新教师集群，将他们作为一个专注于队列的群体 关于健康差距的问题。按照我们的概念模型，我们将用人际、组织、 以及社区支持，以帮助他们建立成功的研究计划，以确保R01级的资金。在……里面 此外，我们将利用该计划制定政策、文化和环境变化，旨在加强 UAB和TU在生物医学研究方面的多样性和包容性优秀的文化。 UAB/TU第一伙伴关系的行政核心将提供：1)基础设施、工作人员和 项目管理流程，包括全面管理、财务管理和协调 核心和伙伴机构之间的合作；2)开发和维护支助基础设施， 包括内部和外部通信基础设施；3)管理以下人员的招聘和聘用 多样性和包容性卓越，以及4)报告和与国家卫生研究院的合作，包括在 全国首届行政指导委员会。该核心将在四个MPI的指导下运行 (Selwyn Vickers博士，联系Pi；Mona Fuad，Clayton Yates和Raegan Durant)，显著 UAB和Tuskegee的机构支持和承诺。UAB承诺每年提供1740万美元 在招聘、招聘和薪资/启动支持方面，以及另外200万美元的相关支持，这将有助于 该伙伴关系和TU的目标承诺每年提供20万美元的支持。 这一承诺将使UAB/TU First Partnership通过以下方式改变我们机构的文化 建立一个致力于多样性和包容性卓越的自我加强的科学家社区，并 通过实现以下具体目标，实现重大的系统性和可持续的机构文化变革 目标：1)集中管理所有UAB/TU第一伙伴关系活动和要管理的委员会 人员，分配财政资源，以确保有效管理和公平分配 资源，并确保核心的整合和伙伴机构之间的协作；2)建立和 维护UAB/TU第一伙伴关系支助基础设施，包括通信渠道和网站 和协作平台，促进领导层、委员会、本杰明-卡弗科学家、 和协作者；3)制定并实施集群招聘计划，该计划整合了以下方面确定的战略需求 UAB和TU，包括招聘、面试、招聘和保留协议；以及4)改进 通过有针对性的干预措施，在每个机构营造多元化和包容性卓越的体制氛围 以社会生态模式(SEM)为指导，包括UAB/TU第一伙伴关系的整合 将吸取的经验教训纳入战略规划、招聘、留用和晋升的体制进程。

The UAB/TU FIRST Partnership seeks to transform culture at our two partner institutions by building a self-reinforcing community of scientists committed to diversity and inclusive excellence. To do so, we will hire clusters of new faculty in areas of mutual and/or complementary strengths, engage them as a cohort focused on health disparities. Following our conceptual model, we will surround them with interpersonal, organizational, and community support to help them establish successful research programs to secure R01-level funding. In addition, we will leverage this program to enact policy, culture and environmental changes aimed at reinforcing a culture of diversity and inclusive excellence in biomedical research at both UAB and TU. The Administrative Core of the UAB/TU FIRST Partnership will provide: 1) infrastructure, staff, and processes for program management, including overall management, fiscal management, and coordination among cores and the partner institutions; 2) development and maintenance of a support infrastructure, including internal and external communications infrastructure; 3) management of recruitment and hiring for diversity and inclusive excellence, and 4) reporting and collaboration with the NIH, including representation on the National FIRST Executive Steering Committee. This Core will function under the direction of four MPIs (Drs. Selwyn Vickers, contact PI; Mona Fouad, Clayton Yates, and Raegan Durant), with significant institutional support and commitment from both UAB and Tuskegee. UAB has committed $17.4 million per year in recruitment, hiring, and salary/startup support and another $2 million in related support that will contribute to the goals of the Partnership and TU has committed $200,000 in support each year. This commitment will allow the UAB/TU FIRST Partnership to transform culture at our institutions by building a self-reinforcing community of scientists committed to diversity and inclusive excellence, and to achieve significant systemic and sustainable institutional culture change by achieving the following specific aims: 1) provide central management of all UAB/TU FIRST Partnership activities and committees to manage personnel, allocate financial resources to ensure effective administration and equitable distribution of resources, and ensure integration of cores and collaboration between the partner institutions; 2) establish and maintain UAB/TU FIRST Partnership support infrastructure, including communications channels and a website and collaborative platform to facilitate interaction between leadership, committees, Benjamin-Carver Scientists, and collaborators; 3) develop and implement a cluster hiring plan that integrates strategic needs identified by UAB and TU, including recruitment, interviewing, hiring, and retention protocols; and 4) improve the institutional climate of diversity and inclusive excellence at each institution through targeted interventions guided by the Social Ecological Model (SEM) levels, including the integration of UAB/TU FIRST Partnership lessons learned into institutional processes for strategic planning, hiring, retention, and promotion.