UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10494788
• 负责人: Joann Trejo
• 金额: $ 15.8万
• 依托单位: UNIVERSITY OF CALIFORNIA, SAN DIEGO
• 依托单位国家: 美国
• 财政年份: 2022
• 资助国家: 美国
• 起止时间: 2022-09-09 至 2027-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10494788
• 关键词: Administrator; Adopted; Advisory Committees; Affinity; Area; Biochemistry; Biological Sciences; Biomedical Research; California; Cardiovascular Diseases; Chemistry; Cognitive Science; Collaborations; Collection; Communicable Diseases; Communication; Competence; Coupled; Data; Development; Disabled Persons; Engineering; Ensure; Environment; Ethnic group; Evaluation; Evaluation Methodology; Evidence based program; Faculty; Fostering; Funding; Goals; Grant; Health Sciences; Human; Immersion; Immunology; Individual; Infectious Disease Immunology; Infrastructure; Institutes; Institution; Institutional support resources; Leadership; Longevity; Malignant Neoplasms; Mentors; Mentorship; Methodology; Modeling; Neurosciences; Oceanography; Organizational Change; Organizational Culture; Participant; Perception; Pharmacy facility; Process; Productivity; Program Development; Program Sustainability; Protocols documentation; Public Health Schools; Research; Resources; Schools; Science; Social Sciences; Strategic Planning; Structure; System; Teacher Professional Development; United States National Institutes of Health; Universities; Vision; Woman; Work; career development; climate data; cohesion; cohort; diversity and equity; diversity and inclusion; equity diversity and inclusion; evidence base; expectation; experience; flexibility; medical schools; operation; outreach; physical science; programs; racial and ethnic; recruit; research and development; retention rate; satisfaction; success; tool development

Abstract A diverse faculty body enhances scientific discovery. Despite efforts to increase diversity, women, persons with disabilities, and individuals from certain racial /ethnic groups remain underrepresented in the biomedical workforce. Diversifying biomedicalresearch faculty is an ongoing challenge and a high-priority need. There are also barriers to retention of underrepresented faculty and success which can include a lack of clarity around promotion criteria, effective mentorship and formalfaculty development programs as well as perceptions of unwelcoming institutional cultures and a lack of inclusivity. Thus, multiple evidence-based strategies are needed to enhance faculty diversity, success and inclusion. Cluster hiring at academic institutions is an effective strategy for enhancing faculty diversity. This strategy coupled with formal structured faculty mentorship, research and career development programs improvefaculty competencies, enable success and can impact organizational culture. Transforming institutional culture requires organized programs led by experienced faculty, administrators, staff, and institutional leaders, with a shared vision of enhancing faculty diversity and inclusion. Such programs also require institutional support and resources to ensure sustainability. The overall goal of the University of California, San Diego (UCSD) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Administrative Core is to provide strategic leadership, management, and administrative oversight to support the UCSD FIRST Cohort Program’s evidence-based strategies to recruit twelve new faculty, enhance FIRST participants’ academic advancement, research success, and inclusive institutional excellence. We hypothesize that cluster hires within four areas of institutionalresearch strength, neurosciences, cancer, cardiovascular disease, infectious disease and immunology, will provide affinity groups as the nidus of inclusive excellence. Immersion in structured programs organized by theFaculty Development Core will provide direction in academic promotion resulting in enhanced retention and academic success. We propose four specific aims: Aim 1. Provide management and coordination to support theadministrative, communication, and fiscal components of the FIRST Cohort Program, Aim 2. Establish and implement protocols for search, recruitment, and hiring of FIRST Cohort, Aim 3. Promote FIRST cohort faculty impactful research productivity to meet retention expectations and Aim 4. Implement strategic plan to foster institutional inclusive excellence and culture transformation. Working with the Evaluation Core, the AdministrativeCore will leverage existing data on faculty perceptions of the research environment and faculty development to establish metrics for the “baseline” and successful cultural transformation. These aims will promote UCSD culture change towards inclusive excellence by using evidence-based strategies to enhance underrepresented faculty academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.

抽象的 潜水员的教师增强了科学发现。尽管努力增加多样性，但妇女，患有 在生物医学劳动力中，残疾人和某些种族 /族裔的个人的人数不足。 多元化的生物医学研究学院是一个持续的挑战和高优先级的需求。也有障碍 保留代表性不足的教师和成功，这可能包括涉及促销标准的明确性， 有效的精神训练和正式教师发展计划以及对不受欢迎的机构的看法 文化和缺乏包容性。这是需要多种基于证据的策略来增强教师的 多样性，成功和包容。在学术机构招聘集群是增强的有效策略 教师多样性。该策略加上正式的结构化教师精神，研究和职业 开发计划提高了教师的能力，使成功并可能影响组织文化。 改造机构文化需要经验丰富的教职员工，管理人员，员工， 和机构领导者，具有增强教师多样性和包容性的共同愿景。此类程序也是如此 需要机构支持和资源以确保可持续性。加利福尼亚大学的总体目标 圣地亚哥（UCSD）可持续转型（第一）行政核心的教师机构招聘 是提供战略领导力，管理和行政监督，以支持UCSD第一人群 计划基于证据的策略来招募十二位新教师，增强了第一参与者的学术 进步，研究成功和包容性机构卓越。我们假设其中的集群雇用 机构研究强度，神经科学，癌症，心血管疾病，传染病的四个领域 免疫学将提供亲和力团体作为包容性卓越的Nidus。沉浸在结构化中 教师发展核心组织的计划将在学术晋升中提供指导，从而导致 增强的保留和学术成就。我们提出了四个具体目标：目标1。提供管理和 支持第一个队列计划的Theadministrative，沟通和财政组成部分的协调， 目标2。建立和实施用于搜索，招聘和雇用第一人群的协议，目标3。 首先队列教师有影响力的研究生产力，以满足保留期望并瞄准4。 促进机构包容性卓越和文化转型的战略计划。处理评估 核心，行政管理将利用有关研究环境的教师看法的现有数据 教师发展以建立“基线”和成功的文化转型的指标。这些目标 通过使用基于证据的策略来增强，将促进UCSD文化变革，以卓越的卓越卓越 代表性不足的教师学术进步，研究和职业发展，融合和 实施整体范围的结构化教师发展计划，以增强包容性。