UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10494790
• 负责人: VIVIAN REZNIK
• 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/10494790
• 关键词: Area; Award; Budgets; California; Collaborations; Communities; Competence; Development; Development Plans; Educational process of instructing; Elements; Environment; Equilibrium; Ethnic group; Faculty; Fostering; Funding; Goals; Grant; Institution; Intervention; Knowledge; Leadership; Manuscripts; Mentors; Mentorship; Methodology; Organizational Culture; Participant; Population; Positioning Attribute; Preparation; Process; Program Development; Research; Research Personnel; Research Training; Schools; Scientist; Services; Structure; System; Teacher Professional Development; Time; Training Programs; United States National Institutes of Health; Universities; Woman; Writing; career; career development; career networking; cohort; community building; design; evidence base; faculty support; health equity; improved; innovation; peer; peer coaching; programs; racial and ethnic; recruit; research and development; senior faculty; skills; success; women faculty

Abstract A diverse biomedical workforce is critical for enhancing scientific innovation, health equity, and inclusive excellence. However, the number of historically underrepresented racial/ethnic (UR) scientists and women, especially UR women remain disproportionately low in the biomedical workforce, particularly as faculty at research institutions. UR and women biomedical researchers are also less likely to be awarded NIH funding and are underrepresented in leadership positions. Key barriers to faculty retention and success include a lack of clarity regarding promotion criteria, effective mentorship and formal structured faculty development programs. In addition, the gap in representation is caused in large part by institutional cultures that lack critical elements of inclusion and equity. 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. Formal structured faculty mentorship, research and career development programs improve faculty competencies and success and can impact organizational culture. The goal of the University of California San Diego (UCSD) Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Faculty Development Core is to use evidence-based strategies to enhance FIRST participants’ academic advancement, research success, and inclusive institutional excellence. The objective of the Faculty Development Core is to develop institutional strategies to establish effective mentorship, enhance research and career development and promote interventions that will reduce isolation and increase community building for all UCSD FIRST participants. We hypothesize that UCSD FIRST cohort participants engaging in the Faculty Development Core program components will obtain direction in academic promotion, strong mentorship in research and career development, access to networks of colleagues, integration into their units and inclusion in robust communities of diverse scholars comprised of peers, near-peers and senior faculty across UCSD. We propose three specific aims. Aim 1. Strategy and Methodology. To improve UCSD FIRST faculty training for promotion, tenure and advancement and enhance integration into the department/division and institution. Aim 2. Professional Development and Progression. To improve and support faculty research and career development using evidence-based strategies. Aim 3. Culture and Environment. To reduce isolation, promote community building, support new faculty timely academic advancement and to enhance institutional inclusive excellence. Together, these aims will promote UCSD culture change towards inclusive excellence by using evidence-based strategies to enhance UR faculty academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.

抽象的 多元化的生物医学劳动力对于加强科学创新、健康公平和包容性至关重要 然而，历史上代表性不足的种族/族裔（UR）科学家和女性的数量， 尤其是 UR 女性在生物医学劳动力中的比例仍然偏低，尤其是作为教员 研究机构和女性生物医学研究人员也不太可能获得 NIH 资助和资助。 领导职位上的代表性不足。保留教师和取得成功的主要障碍包括缺乏人才。 关于标准提升、有效指导和正式结构化教师发展计划的明确性。 此外，代表性差距在很大程度上是由于制度文化缺乏关键要素造成的。 因此，需要多种基于证据的策略来增强教师的多样性和成功。 学术机构的集群招聘是增强教师多样性的有效策略。 正式结构化的教师指导、研究和职业发展计划可提高教师的能力 和成功，并可以影响加州大学圣地亚哥分校 (UCSD) 的目标。 可持续转型的教师机构招聘（FIRST）教师发展核心是使用 基于证据的策略，以提高 FIRST 参与者的学术进步、研究成功和 包容性的机构卓越性 教师发展核心的目标是发展机构。 建立有效指导、加强研究和职业发展并促进 旨在减少隔离并加强所有 UCSD FIRST 参与者社区建设的干预措施。 追求 UCSD FIRST 队列参与者参与教师发展核心计划 组成部分将获得学术晋升方向、研究和职业发展方面的强有力指导， 进入同事网络，融入他们的单位并融入强大的多元化社区 由加州大学圣地亚哥分校的同行、近同行和高级教师组成，我们提出了三个具体目标。 1. 改进 UCSD FIRST 教师晋升、终身教职和晋升培训的策略和方法。 目标 2. 专业发展和加强与部门/部门和机构的融合。 进步。使用基于证据的策略来改进和支持教师的研究和职业发展。 目标 3. 文化和环境 减少孤立，促进社区建设，及时支持新教师。 这些目标将共同促进学术进步和提高机构包容性。 通过使用基于证据的策略来增强 UR 师资力量，UCSD 文化将向包容性卓​​越转变 学术进步、研究和职业发展、全系统的整合和实施 教师制定了发展计划以增强包容性。