Advancing the Culture of PhD Learning and Scholarship in Biology and Health Scien

推进生物和健康科学博士学习和学术文化

• 批准号: 7895137
• 负责人: ANDREW G. CAMPBELL
• 金额: $ 16.15万
• 依托单位: BROWN UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2009
• 资助国家: 美国
• 起止时间: 2009-09-01 至 2011-08-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/7895137
• 关键词: Academic Training; Academic achievement; Accountability; Achievement; Area; Attitude; Awareness; Behavioral Research; Biological; Biology; Communities; Development; Disadvantaged; Doctor of Philosophy; Educational process of instructing; Evaluation; Faculty; Funding; Goals; Grant; Head; Health; Health Sciences; Health Services Accessibility; Home environment; Incentives; Individual; Institutes; Investments; Laboratories; Leadership; Learning; Measures; Medicine; Mentors; Minority; Minority-Serving Institution; NCI Scholars Program; Outcome; Population; Preparation; Process; Professional Organizations; Public Health; Qualifying; Research; Resources; Rewards; Scholarship; Structure; Students; System; Training; Underrepresented Minority; Universities; Visit; career; design; empowered; expectation; falls; improved; innovation; interest; meetings; minority trainee; peer; programs; public health research; success; tool; web site

DESCRIPTION (provided by applicant): The IMSD Scholars Program in Brown University's Division of Biology and Medicine will significantly increase the number of underrepresented minority (URM) Ph.D. students trained for careers in basic biomedical and public health research. Efforts already initiated have doubled our percentage of URM students in the past three years. This IMSD Program is projected to again double (to 20%) the URM population in the Division's 10 doctoral programs. The IMSD grant will fund 5-7 doctoral students per year for up to two years. First year students will be appointed via a selective process and provided with the necessary support, advising, mentoring, and developmental tools to overcome deficiencies in academic preparation or other disadvantages and successfully attain a PhD. The PIs will oversee continuous and detailed evaluation with internal and external oversight to permit assessment of progress toward goals, the ability to adjust strategy as needed, and provide incentives for advancing a culture of diversity within Ph.D. training. Three specific aims are proposed. (1) Enhance and expand strategic partnerships with institutions that are minority-serving or train large numbers of URM students. In addition to new partnerships, we will improve our long-standing relationships with the Leadership Alliance and Brown-Tougaloo Program, and develop relationships with professional organizations serving the academic interests of URM students. (2) Implement a Multifaceted Personalized Educational Program for IMSD Scholars that provides a continuous-to-degree advising and support structure empowering students to develop their full potential. The program core is a menu of training modules designed specifically for IMSD Scholars. Seminars, advising meetings, IMSD Scholar-faculty functions, a peer mentor network, student-faculty compacts, an interactive program website, and an annual retreat with external and internal advisors provide integration and continuity within the program. All IMSD faculty trainers have federal funding and a record of successfully mentoring URM trainees. (3) Improve divisional diversity practices in Ph.D. training by raising awareness of the benefits faculty mentors and their research programs derive from investments in this area and by providing an institutional structure that sets expectations for diversity and rewards achievement. As faculty beyond the initial group of mentors observe the successes of this group and seek out IMSD Scholars for their own labs, they will receive incentives. The eventual outcomes of this aim will be measured by increases in the number of (a) URM students overall, (b) individual doctoral programs with a critical mass of URM students, and (c) faculty labs with URM students doing thesis research. The IMSD's administrative home in the Dean's office provides the leadership and accountability to effect positive change and advance the institutional culture. In percent terms, the number of underrepresented minorities (URM) earning Ph.D.s in biological and health sciences falls far below their percentage of the overall U.S. population. This is a major problem because contrasted to the majority population, URM populations in the U.S. have significant disparities in access to health care and outcomes related to personal health. To overcome these biases, large numbers of qualified URM Ph.D.s must be produced. The proposed IMSD program will double the number of URM students entering Ph.D. training in biology and public health at Brown University through proven training, retention/advising and assessment strategies that involve strong leadership, internal and external advisory oversight, and strong institutional commitment.

描述（由申请人提供）：布朗大学生物学和医学系的IMSD学者计划将大大增加代表性不足的少数民族（URM）博士学位。接受了基本生物医学和公共卫生研究的职业培训。在过去的三年中，已经开始的努力已经使我们的URM学生百分比增加了一倍。该IMSD计划预计将在该部门的10个博士学位课程中再次将URM人口翻一番（达到20％）。 IMSD赠款每年将为5-7名博士生提供2年的资金。第一年的学生将通过选择性过程任命，并为克服学术准备或其他缺点的缺陷提供必要的支持，建议，指导和发展工具，并成功获得博士学位。 PI将通过内部和外部监督监督持续且详细的评估，以允许对目标进行进步，根据需要调整战略的能力，并为推进博士学位的多样性文化提供激励。训练。 提出了三个具体目标。 （1）与少数族裔服务或培训大量URM学生的机构增强和扩大战略合作伙伴关系。除了新的合作伙伴关系外，我们还将改善与领导力联盟和棕色兼杜格鲁计划的长期关系，并与服务于URM学生的学术利益的专业组织建立关系。 （2）针对IMSD学者实施一个多方面的个性化教育计划，该计划提供了连续的咨询和支持结构，以赋予学生充分的潜力。程序核心是专门为IMSD学者设计的培训模块菜单。研讨会，咨询会议，IMSD学者 - 教师职能，同伴导师网络，学生教师紧凑型，互动计划网站以及与外部和内部顾问的年度务虚会在该计划中提供集成和连续性。所有IMSD教职员工都有联邦资金和成功指导URM受训人员的记录。 （3）改善博士学位的分区多样性实践。通过提高对教师导师及其研究计划的认识来培训，从该领域的投资中得出，并提供了一种对多样性和奖励成就的期望的机构结构。随着最初的导师群体以外的教师观察了这一群体的成功并为自己的实验室寻找IMSD学者，他们将获得激励措施。这个目标的最终结果将通过（a）URM学生的总数增加，（b）具有关键的URM学生的个人博士课程的数量来衡量，（c）与URM学生进行论文研究的教师实验室。 IMSD在院长办公室的行政家中提供了领导和责任，以实现积极的变化并推进机构文化。 以百分点为单位，在生物和健康科学中获得博士学位的人数不足的人数远低于其整体人口的百分比。这是一个主要问题，因为与大多数人口形成鲜明对比，美国的URM人口在获得医疗保健和与个人健康有关的结果方面存在很大的差异。为了克服这些偏见，必须产生大量合格的URM博士学位。拟议的IMSD计划将使进入博士学位的URM学生人数增加一倍。布朗大学生物学和公共卫生培训，通过涉及强大的领导力，内部和外部咨询监督以及强大的机构承诺的经过验证的培训，保留/建议和评估策略。