Faculty Development Core

教师发展核心

• 批准号: 10494242
• 负责人: BENJAMIN K CHEN
• 金额: $ 21.7万
• 依托单位: ICAHN SCHOOL OF MEDICINE AT MOUNT SINAI
• 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 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10494242
• 关键词: Address; Applications Grants; Biomedical Research; Career Mobility; Climate; Clinical; Communities; Development; Development Plans; Discrimination; Educational workshop; Ethnic group; Evaluation; Extramural Activities; Faculty; Funding; Goals; Grant; Health system; Individual; Institution; Knowledge; Manuscripts; Medicine; Mentors; Mentorship; Modeling; NCI Scholars Program; Personal Satisfaction; Population; Preparation; Productivity; Publications; Race; Research; Research Support; Resources; STEM field; STEM research; Science; Secure; Series; Social support; Teacher Professional Development; Testing; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Work; Writing; anti-racism; career; career development; career life balance; cohesion; cohort; cultural competence; curriculum enhancement; design; early-career faculty; experience; faculty research; faculty support; improved; medical schools; member; parity; peer coaching; programs; racism; satisfaction; skill acquisition; skills; success; unconscious bias

SUMMARY Efforts to diversify the trainee population in STEM and biomedical research in the US have achieved some success. Nevertheless, diversifying the faculties of research institutions has lagged behind and remains a significant challenge. This disturbing lack of parity is attributed to numerous factors, including disproportionately high rates of attrition from underrepresented racial and ethnic groups during the transition from training into faculty-level research careers, lack of adequate mentorship, bias and racism, and challenges associated with securing extramural funding. The overarching goal of the Faculty Development Core (FDC) is to support faculty development, mentoring, sponsorship, and promotion for the FIRST Cohort. We will implement a program of professional development and career advancement tailored for a cohort/cluster model and intended to support the research success of the individual members of the cohort and of the cohort as a whole. Our program will combine mentoring/sponsorship, a curriculum of enhanced research skills development with support for producing strong grant applications, social supports to help FIRST Cohort faculty navigate the specific challenges and obstacles often faced by early-career faculty from underrepresented groups in science and medicine, and opportunities for networking at all levels across our institution, within the local community, and in the broader scientific community. The FDC will work closely with the Evaluation Core to track and assess metrics of success. Activities will include 1) required mentor/sponsor training centered on bias reduction, anti-racism, and mentoring for research success; 2) creation of individual development plans (IDPs); 3) mentor/sponsor committees; 4) a focused and FIRST Cohort program to support the development of knowledge and skills around building a successful research program and preparation of competitive grant applications. To reduce isolation, build community, and promote well-being, we will implement an integrated program to enhance professional development incorporating: 1) a cohort Coaching Team focused on work-life balance and well-being and on the specific barriers faced by underrepresented groups in academic medicine; 2) a Professional Development Workshop series to equip early-career faculty with strategies to improve their productivity and overall sense of satisfaction; and 3) a program of individualized coaching; and; 4) peer mentoring. To create opportunities for networking and increasing the visibility of FIRST Cohort faculty within our institution and beyond, we will identify formal and informal networking opportunities that will begin immediately upon hire and which will evolve over the period of the grant incorporating opportunities to network and engage with 1) faculty at all levels; 2) institutional leaders; 3) the larger scientific community; and 4) local communities. The proposed FIRST Cohort program will create a cohesive program of faculty development integrating various resources currently siloed at our institution. The program can potentially serve as a model for other research-focused institutions committed to inclusive excellence, and dissemination of best practices will be coordinated through the Center for Scientific Diversity.

概括 在美国在STEM和生物医学研究中多样化的学员人群多样化的努力已取得了成就 成功。然而，多元化研究机构的能力落后于 重大挑战。这种令人不安的缺乏均等归因于许多因素，包括不成比例 从培训过渡到的过渡期间，人数不足的种族和族裔群体的损耗率高 教师级的研究职业，缺乏足够的指导，偏见和种族主义以及与之相关的挑战 获得壁外资金。教师发展核心（FDC）的总体目标是支持教师 第一个队列的开发，指导，赞助和晋升。我们将实施一个程序 专业发展和职业发展，为队列/集群模型量身定制，旨在支持 队列各个成员和整个队列的研究成功。我们的计划将 结合指导/赞助，增强研究技能发展的课程和支持 生产强大的赠款申请，社会支持以帮助首次队列教师驾驶特定 从科学领域代表性不足的团体和 医学，以及在我们机构，当地社区内以及 更广泛的科学界。 FDC将与评估核心紧密合作以跟踪和评估指标 成功。活动将包括1）以减少偏见，反种族主义为中心的必需导师/赞助者培训， 并指导研究成功； 2）制定个人发展计划（IDP）； 3）导师/赞助商 委员会； 4）专注的第一个队列计划，以支持围绕知识和技能的发展 构建成功的研究计划和竞争性赠款应用程序的准备。为了减少隔离， 建立社区并促进福祉，我们将实施一个集成计划，以增强专业 开发合并：1）一个专注于工作与生活的平衡和福祉的队列教练团队以及 人为医学中代表性不足的群体面临的具体障碍； 2）专业发展 研讨会系列，以配备早期职业教师的策略，以提高其生产率和整体意识 满意; 3）个性化教练计划；和; 4）同行指导。创造机会 网络并提高我们机构及以后的第一人群教师的知名度，我们将确定 正式和非正式的网络机会将在雇用后立即开始，并将发展 赠款的期限结合了与1）各级教师建立联系和互动的机会； 2）机构 领导者； 3）更大的科学界； 4）当地社区。拟议的第一个队列计划将 创建一个凝聚力的教师发展计划，该计划整合了当前在我们机构中孤立的各种资源。 该计划有可能成为其他致力于包容的研究机构的模型 卓越和最佳实践的传播将通过科学多样性中心进行协调。