Evaluation Core

评估核心

基本信息

批准号：
10663767
负责人：
Carolyn Smith-Morris
金额：
$ 4.95万
依托单位：
UT SOUTHWESTERN MEDICAL CENTER
依托单位国家：
美国
项目类别：
财政年份：
2023
资助国家：
美国
起止时间：
2023-06-01 至 2028-05-31
项目状态：
未结题

来源：
https://reporter.nih.gov/project-details/10663767
关键词：
Address Appointment Attitude Biomedical Engineering Brain Cancer Cluster Collaborations Communication Data Data Set Development Educational workshop Effectiveness Ensure Equity Evaluation Faculty Feedback Focus Groups Funding Future Goals Grant Home Individual Institution Institutional Practice Interdisciplinary Study Interview Joints Laboratories Leadership Logic Medical Mentors Methods Modeling Outcome Outcome Assessment Output Participant Pathway interactions Peer Review Process Process Measure Productivity Program Development Publications Research Science Standardization Structure Surveys System Talents Teacher Professional Development Texas Training Underrepresented Populations United States National Institutes of Health Vision Woman Work Writing career career development cohort cultural equity design effectiveness evaluation effectiveness measure equity, diversity, and inclusion faculty research implicit bias improved innovation operation professor programs racial minority recruit science, technology, engineering, mathematics, and medicine tenure track tool

项目摘要

EVALUATION CORE: ABSTRACT The Medical District UTSW-D FIRST EVALUATION core will assess and improve the effectiveness of our joint Program. Our goal is that our results will inform best practices for increasing diversity hiring of tenure-track fac- ulty beyond the end of FIRST funding. This work is critical because diversity of tenure-track faculty is currently the most recalcitrant bottleneck for improving diversity of the biomedical workforce. We have assembled an evaluation team of experts in mixed-method quantitative and qualitative assessment, and will engage all stake- holders, including the Scholars, to develop a comprehensive evaluation process. Because the FIRST legacy can only be sustained by instilling equity and inclusion in all institutional and departmental practices, we will use a data-driven approach to guide leaders to address structural and institutional barriers effectively. Aim 1 will assess the effect of the FIRST program on our diversity, equity, and inclusion (DEI) culture at the institu- tional, departmental, and laboratory levels. We will use quantitative and qualitative approaches to obtain a rich dataset. The latter includes semi-structured interviews, focus groups, and Town Hall discussions. Aim 2 will assess the effectiveness of the FIRST ADMINISTRATIVE Core in all aspects of the FIRST talent recruitment process. These include immediate recruitment of FIRST Scholars and cultivating long term relations with po- tential future FIRST applicants through our Science, Technology, Engineering, Mathematics and Medicine (STEMM) pathways. Aim 3 will assess the effectiveness of the Faculty Development Core, which is focused on supporting our FIRST Scholars by designing onboarding and long-term career development/retention pro- grams, as well as promoting an equitable culture. Evaluation data will be discussed, and improvements will be made iteratively in a timely manner. Our rigorous and iterative evaluation practices will drive better administra- tive and professional development processes and the development of a self-reinforcing system for sustainable DEI culture change to impact the medical district and both of our sponsoring institutions. Eventually, our results will have impacts beyond Texas to the entire nation.

评估核心：摘要医疗区UTSW-D首次评估核心将评估和提高我们联合的有效性程序。我们的目标是，我们的结果将为提高终身制方面雇用多样性的最佳实践提供信息。超越了第一笔资金结束的Ulty。这项工作至关重要，因为终身教师的多样性目前是改善生物医学劳动力多样性的最顽固的瓶颈。我们已经组装了混合方法定量和定性评估专家的评估团队，并将与所有利益相关 - 包括学者在内的持有人开发全面的评估过程。因为第一个遗产只能通过在所有机构和部门实践中灌输公平和包容来维持使用数据驱动的方法来指导领导者有效地解决结构和机构障碍。目标1 将评估第一个计划对我们在研究所的多样性，公平和包容（DEI）文化的影响领域，部门和实验室一级。我们将使用定量和定性方法来获得富人数据集。后者包括半结构化访谈，焦点小组和市政厅的讨论。 AIM 2意志评估第一个行政核心在第一个人才招聘的各个方面的有效性过程。这些包括立即招募第一学者以及与PO-建立长期关系通过我们的科学，技术，工程，数学和医学，将来未来的第一申请人（Stemm）途径。 AIM 3将评估教师发展核心的有效性，该核心的重点是通过设计入职和长期职业发展/保留率来支持我们的第一学者克，以及促进公平的文化。评估数据将被讨论，并将改进及时迭代。我们严格且迭代的评估实践将推动更好的管理 - 为可持续发展的自我增强系统的发展和专业发展过程 DEI文化改变了影响医疗区和我们的两个赞助机构。最终，我们的结果将对整个国家产生影响。