MAVEN: Developing Diverse Senior Scientists Leaders

MAVEN：培养多元化的资深科学家领导者

• 批准号: 10480898
• 负责人: Karina W. Davidson
• 金额: $ 48.08万
• 依托单位: FEINSTEIN INSTITUTE FOR MEDICAL RESEARCH
• 依托单位国家: 美国
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-09-01 至 2025-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10480898
• 关键词: Area; Award; Collaborations; Committee Membership; Communities; Control Groups; Cultural Backgrounds; Data; Development; Development Plans; Economics; Education; Educational Activities; Elements; Enrollment; Ensure; Ethics; Ethnic Origin; Evaluation; Faculty; Funding; Future; Future Generations; Gender; Goals; Grant; Hearing; Individual; Industry; Institutes; Institution; Job Satisfaction; Journals; Leadership; Learning; Measurable; Mentors; Mentorship; Methods; Minority; Mission; Morale; National Institute of General Medical Sciences; Operations Research; Organizational Culture; Outcome; Participant; Policies; Policy Maker; Population Heterogeneity; Positioning Attribute; Principal Investigator; Problem Solving; Process; Productivity; Program Sustainability; Public Health; Publications; Race; Randomized; Reduce health disparities; Reproducibility; Research; Research Personnel; Research Project Grants; Resources; Rewards; Science; Scientist; Selection Bias; Senior Scientist; Societies; Structure; Surveys; Testing; Time; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Woman; base; career; career development; career networking; cohort; critical period; design; evidence base; experience; falls; health disparity; indexing; innovation; mid-career faculty; next generation; open data; optimism; primary outcome; professor; programs; public engagement with science; recruit; responsible research conduct; role model; satisfaction; senior faculty; skill acquisition; skills; success; summer institute; synergism; training opportunity

Increasing the diversity of the scientific workforce at the senior level is essential to facilitating the nation's research agenda,1 to training future generations of scientists,2 to advising public health policy makers, to enriching scientific approaches, and to reducing national health disparities.1 Requisite to this goal of diversity at the senior scientist level is providing a greater number of underrepresented scientists with key skills to navigate to a productive, engaging, and rewarding senior faculty position and science portfolio. The long-term objective of the MAVEN program is to expand the national pool of qualified women and minority candidates for senior scientist positions across all NIGMS areas of science. We intend to create a self- sustaining community committed to inclusive excellence in science. We will do so by adapting best education practices from other industries in executive leadership, strategic career planning, and institution culture change, to create a sustainable, but intensive program with objective evaluation metrics. Our innovations include proactive invitations to apply and randomization of those applicants to a control group or to program attendance. Four cohorts of scientists will be invited to attend MAVEN, two 5-day institutes focused on senior scientist career planning, respect-based leadership, evidence-based mentoring, organizational culture problem solving, transparency and Open Science, interdisciplinary team collaboration and inclusivity, effective science thought leadership and public engagement with science. These residential summer institutes will be comprised of didactics, discussions, and interactive individual and team-based activities. Between the institutes there will be 10 months of mentorship, networking, and conduct of institutional responsible conduct of research projects. Target program participants are scientists 10-15 years from their final training, who identify as belonging to an ethnicity, race or gender under-represented at the senior levels of faculty, and who currently hold one or more NIGMS-funded R01 or equivalent grants. To achieve the MAVEN long-term objective, MAVEN scientists will be provided the skills to attain: 1) increased career satisfaction (primary outcome); 2) peak academic productivity; 3) expanded scientific networks; and 4) leadership ascension. Program success will be evaluated by comparison of the control group to MAVEN scientists for change in career satisfaction scores and a blended Major Educational Score Index comprised of h-index, relative citation ratio, number of publications in journals with an impact factor > 5, and annual federal grant dollar amounts. We will also explore changes to professional scientific network size and the leadership ascension between the two groups, tested quantitatively. If our scientific leaders and role models are diverse, we stand to benefit from enrichment of the pool of future investigators, the broader perspective in research agenda prioritization, the greater success in recruiting diverse research participants, and the enhanced ability to reduce health disparities.

提高高级科学劳动力的多样性对于促进国家至关重要 研究议程，1培训子孙后代的科学家，2向公共卫生政策制定者提供建议，以 丰富科学方法并减少国家健康差异。1必要的目标 高级科学家级别的多样性为更多代表性的科学家提供了关键 导航到富有成效，参与和有益的高级教师职位和科学作品集的技能。这 Maven计划的长期目标是扩大合格妇女和少数民族的国家 在所有科学领域的高级科学家职位的候选人。我们打算创建一个自我 维持致力于卓越科学的社区。我们将通过最佳调整来做到这一点 执行领导，战略职业规划和机构的其他行业的教育实践 文化变革，以客观的评估指标创建一个可持续但密集的计划。我们的 创新包括主动邀请函，将这些申请人申请和随机分配给对照组或 参加参加。将邀请四名科学家参加Maven，这是两个为期5天的机构 专注于高级科学家职业规划，基于尊重的领导，基于证据的指导， 组织文化问题解决，透明和开放科学，跨学科团队合作 以及包容性，有效的科学思想领导力以及与科学的公众参与。这些住宅 夏季学院将包括教学，讨论以及基于团队的交互式和互动性的 活动。在该机构之间，将有10个月的指导，网络和行为 机构负责研究项目的行为。目标计划参与者是科学家10 - 15年 从他们的最终培训中，他们认为属于种族，种族或性别不足 高级教职员工，目前持有一个或多个由NIGMS资助的R01或同等补助金。到 实现Maven的长期目标，将为Maven科学家提供获得的技能：1） 职业满意度（主要结果）； 2）高峰学术生产力； 3）扩大的科学网络；和 4）领导力提升。计划成功将通过将对照组与Maven进行比较来评估 科学家的职业满意度分数变化和混合的主要教育分数指数包括 H索引，相对引文比率，影响因子> 5的期刊中的出版物数量和年度 联邦赠款金额。我们还将探讨专业科学网络规模的变化和 两组之间的领导力提升，进行了定量测试。 如果我们的科学领导者和榜样是多种多样的，我们将从丰富的池中受益 未来的研究者，研究议程优先级的更广泛的观点，在 招募多样化的研究参与者，并提高了减少健康差异的能力。