Faculty Development Core

教师发展核心

• 批准号: 10664628
• 负责人: Alyssa H Hasty
• 金额: $ 15.47万
• 依托单位: VANDERBILT UNIVERSITY MEDICAL CENTER
• 依托单位国家: 美国
• 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/10664628
• 关键词: Address; Award; Career Mobility; Communities; Department chair; Development; Elements; Ensure; Environment; Ethnic Population; Face; Faculty; Feeling; Foundations; Freedom; Funding; Goals; Grant; Individual; Inequity; Institution; Leadership; Letters; Medicine; Mentors; Positioning Attribute; Productivity; Program Development; Race; Racial Equity; Research; Resources; Role; Scientist; Senior Scientist; Series; Services; Social support; Socioeconomic Status; Stereotyping; Talents; Teacher Professional Development; Training; United States National Institutes of Health; Universities; Woman; Work; career; career development; cohort; collaborative environment; community building; early-career faculty; equity, diversity, and inclusion; expectation; faculty mentor; faculty support; gender equity; graduate school; health equity; innovation; interest; leadership development; lectures; meetings; member; mid-career faculty; next generation; operation; peer; peer networks; programs; racial diversity; racial minority; racial minority population; recruit; senior faculty; skill acquisition; skills; social; success; tenure track

PROJECT SUMMARY The goal of this proposal is to recruit and retain a racially diverse faculty workforce with a commitment to diversity, equity and inclusion (DEI), to reduce isolation through innovative social support and mentoring, and to sustain inclusive excellence by preparing faculty members for leadership positions. Vanderbilt has demonstrated its commitment to diverse leadership by hiring women into key administrative roles. However, the hiring of diverse faculty by race and socioeconomic status has not kept pace. Through innovative recruitment programs and professional relationships, Vanderbilt completed a 10-faculty cluster hire of racially diverse early career scientists. Their individual research focus synergistically aligns with each other and amongst the four Thematic Cores. To further support faculty diversity, Vanderbilt commits 3 institutional dollars for each NIH FIRST dollar, facilitating the hire of at least 18 Vanderbilt FIRST (V-FIRST) faculty members. Critical factors, such as support of senior faculty mentors, peer networking, professional skill development, and a better understanding of institutional culture significantly enhances transition to promotion with tenure. In addition, emphasizing leadership increases faculty retention and enables early career faculty (ECF) to become administrative agents for sustainable cultural change. This proposal will demonstrate that deliberate career advancement and community building opportunities within an academically rich collaborative environment will lead to V-FIRST faculty promotion and retention. Furthermore, development of V-FIRST leadership skills will optimize their transition into Vanderbilt administration, a key institutional sustainability element. Aim 1. Ensure scholarly and professional career development in a robust intellectual community. The Faculty Development Core (FDC) Leadership Team will ensure our V-FIRST recruits receive training in all aspects of career development in a stage-appropriate manner. We will enhance V-FIRST mentoring through a complementary cadre of diverse, nationally recognized senior scientists, as well as mid-career Vanderbilt faculty members with a strong commitment to DEI. Aim 2. Create an environment of inclusive excellence to reduce isolation and build community. The mentors and FDC Leadership Team will identify collaborative and career advancement opportunities, as well as participate in common social interest activities. We will also expand “safe spaces”, such as the Vanderbilt Breakfast Club, a monthly works-in-progress meeting led by UR senior faculty and initiate a Senior UR Faculty Lecture Series (My Journey), to enhance scholastic productivity and reduce isolation. Aim 3. Contribute to a sustainable inclusive community by preparing V-FIRST faculty for leadership. Sustained institutional inclusive excellence requires leaders with clear DEI commitment. We have created a personalized leadership program that will lay the foundation for V-FIRST members to become institutional leaders. V-FIRST ECF will receive external coaching and will participate in Executive Leadership Institute training through the Owen Graduate School of Management.

项目摘要 该提案的目的是招募和保留一支多样化的教职员工，并致力于 多样性，公平和包容（DEI），通过创新的社会支持和心理来减少孤立，以及 通过为教职员工准备领导职务来维持包容性卓越。范德比尔特有 通过雇用妇女担任关键行政角色，证明了其对潜水员领导的承诺。然而， 通过种族和社会经济地位雇用潜水员教师的步伐并没有保持步伐。通过创新 招募计划和专业关系，范德比尔特（Vanderbilt 潜水员早期的职业科学家。他们的个人研究重点是协同彼此保持一致的一致 在四个主题核心中。为了进一步支持教师多样性，范德比尔特（Vanderbilt）提交了3个机构美元 对于NIH的每一美元，支持至少18位Vanderbilt First（V-First）教职员工的山丘。 关键因素，例如支持高级教师导师，同伴网络，专业技能发展和 对制度文化的更好理解可显着增强其用期的过渡。 此外，强调领导力增加了教师的保留，并使早期职业教师（ECF）成为 可持续文化变革的行政代理商。该提议将证明有意的职业 在学术丰富的协作环境中的进步和社区建设机会将 导致V-优先的教师晋升和保留。此外，发展V-First领导能力将 优化他们向范德比尔特政府的过渡，这是一个关键的机构可持续性要素。 目标1。确保在强大的知识群落中的科学和职业职业发展。这 教师发展核心（FDC）领导团队将确保我们的V-优先新兵接受所有人的培训 职业发展的各个方面以适当的方式。我们将通过 完全是潜水员的干部，全国认可的高级科学家以及职业范德比尔特 对DEI的坚定承诺。目标2。创造一个包容性卓越的环境 减少隔离并建立社区。导师和FDC领导团队将确定合作 以及职业发展机会，并参与共同的社会利益活动。我们也会 扩大“安全空间”，例如范德比尔特早餐俱乐部，这是UR领导的每月进行的一次工作会议 高级教师并发起高级UR教师讲座系列（我的旅程），以增强Scholastic Product 并减少隔离。目标3。通过准备V-First，为可持续的包容性社区做出贡献 领导的教师。持续的机构包容性卓越需要清晰的领导者 承诺。我们创建了一个个性化的领导力计划，该计划将为V-First奠定基础 成员成为机构领导者。 V-First ECF将获得外部教练，并将参加 执行领导学院通过欧文管理研究生院进行培训。