Fostering Institutional Resources for Science Transformation: The FLORIDA-FIRST Health-science Brigade

培养科学转型的机构资源：佛罗里达第一健康科学旅

• 批准号: 10361704
• 负责人: SYLVIE NAAR
• 金额: $ 15.57万
• 依托单位: FLORIDA STATE UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-24 至 2025-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10361704
• 关键词: Academia; Address; Chronic Disease; Communities; Community of Practice; Development; Development Plans; Disease Management; Educational workshop; Ensure; Faculty; Florida; Fostering; Funding; Goals; Growth; Health; Health Sciences; Human Resources; Individual; Institution; Institutional Practice; Knowledge; Lead; Learning; Mental Health; Mentors; Modeling; Organizational Change; Process; Productivity; Professional Organizations; Public Health; Research; Research Personnel; Resources; Science; Scientist; Series; Sex Bias; Social Environment; System; Teacher Professional Development; Testing; Textiles; United States National Institutes of Health; Universities; Work; Workforce Development; Writing; career; career development; cohesion; cohort; conflict resolution; design; disorder prevention; diversity and equity; diversity and inclusion; early-career faculty; evidence base; experience; faculty mentor; faculty research; field study; health science research; health training; meetings; member; next generation; pre-doctoral; programs; racism; research and development; resilience; skills; social; supportive environment; symposium

PROJECT SUMMARY The FLORIDA-FIRST BRIGADE provides an exciting opportunity to test a system-level approach for promoting the next generation of NIH-funded health scientists through engagement at the macro, meso, and micro levels. As described in our Overall Core, our strategy involves developing and implementing this model at Florida State University or FSU (macro) within our Equity Research Corner (meso) to foster research and professional development of our new URM faculty (micro) to produce an evidence-based approach that can be replicated in other FSU departments and hiring units. With evidence, this strategy will contribute to significant systemic and sustainable institutional culture change over baseline toward inclusive excellence at the faculty, cohort/center, and institution level. The Macro level includes changes to the institution and the broader culture at FSU. The Meso level focuses on the Equity Research Corner and the cohort itself and building a cohesive and supportive environment to support productivity and retention. The micro level builds skills and resilience in the individual faculty member. To that end, we propose three specific aims: (1) Re-align institutional practices to support The FIRST Cohort’s promotion and tenure to ensure credit for collaborative work completed as a cluster, consideration of unique aspects of fields of study, and protection from undue administrative burden (Macro); (2) Engage The FIRST Cohort as a group in activities to foster an environment of social acceptance, belonging, and inclusion (Meso); and (3) Develop and implement integrated individual research and career development plans and mentoring plans for The FIRST Cohort. Our approach includes strategies at each of these levels for greatest public health impact that will be sustainable beyond the project period. Through targeting positive change in the institution, the cohort, and the individual, The FIRST Cohort will gain a wealth of knowledge and experience and concrete skills sets to cultivate and enhance their own personal scientific career and trajectory and contribute to self-sustaining improvements in diversity and inclusive excellence at FSU.

项目摘要 佛罗里达州第一旅为测试系统级别的方法提供了一个令人兴奋的机会 通过在Macro，Meso和 微水平。如我们的整体核心中所述，我们的战略涉及开发和实施该模型 在我们的股票研究角（MESO）内的佛罗里达州立大学或FSU（宏），以促进研究和 我们新的URM教师（Micro）的专业发展，以产生一种基于证据的方法 在其他FSU部门和招聘部门中复制。有了证据，该策略将有助于重要 系统性和可持续的制度文化过于基线的变化，朝着教师的包容性卓越而变化， 队列/中心和机构一级。宏观层面包括对机构和更广泛文化的变化 在FSU。中索级别着眼于股票研究角和队列本身并建立一个凝聚力 以及支持生产力和保留率的支持环境。微观层面建立了技能和韧性 个人教师。为此，我们提出了三个具体目标：（1）重新调整机构实践 支持第一个队列的晋升和任期，以确保完成合作工作的信用 群集，考虑研究领域的独特方面以及免受unue行政燃烧的保护 （宏）; （2）参与第一个队列作为一个小组的活动，以促进社会接受环境， 归属和包容（Meso）； （3）开发和实施综合的个人研究和职业 开发计划和第一个队列的心理计划。我们的方法包括每个的策略 这些水平对最大的公共卫生影响，将在项目时期之外具有可持续性。通过 针对机构，同伙和个人的积极变化，第一个队列将获得财富 知识，经验和具体技能，以培养和增强自己的个人科学 职业和轨迹，并为多样性和包容性卓越的自我维持改善做出贡献 FSU。