UC San Diego FIRST Program

加州大学圣地亚哥分校 FIRST 项目

• 批准号: 10701794
• 负责人: MARIA ELENA MARTINEZ
• 金额: $ 517.45万
• 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/10701794
• 关键词: Address; Advanced Development; Area; Award; Biomedical Research; California; Collaborations; Common Data Element; Communication; Data; Databases; Development; Development Plans; Elements; Environment; Equity; Ethnic Origin; Ethnic Population; Evaluation; Evidence based practice; Faculty; Faculty Recruitment; Fostering; Funding; Goals; Individual; Institution; Knowledge; Lead; Leadership; Mentors; Mentorship; Modeling; Participant; Population; Positioning Attribute; Productivity; Program Development; Protocols documentation; Race; Recommendation; Research; Scientist; Secure; Strategic Planning; Structure; System; Teacher Professional Development; Theoretical model; United States National Institutes of Health; Universities; Woman; career; career development; career networking; cohort; community building; diversity and inclusion; equity, diversity, and inclusion; evidence base; expectation; faculty support; health equity; improved; innovation; organizational climate; programs; recruit; research and development; success; supportive environment; women faculty; women of color; Address; Advanced Development; Area; Award; Biomedical Research; California; Collaborations; Common Data Element; Communication; Data; Databases; Development; Development Plans; Elements; Environment; Equity; Ethnic Origin; Ethnic Population; Evaluation; Evidence based practice; Faculty; Faculty Recruitment; Fostering; Funding; Goals; Individual; Institution; Knowledge; Lead; Leadership; Mentors; Mentorship; Modeling; Participant; Population; Positioning Attribute; Productivity; Program Development; Protocols documentation; Race; Recommendation; Research; Scientist; Secure; Strategic Planning; Structure; System; Teacher Professional Development; Theoretical model; United States National Institutes of Health; Universities; Woman; career; career development; career networking; cohort; community building; diversity and inclusion; equity, diversity, and inclusion; evidence base; expectation; faculty support; health equity; improved; innovation; organizational climate; programs; recruit; research and development; success; supportive environment; women faculty; women of color

Modified Project Summary/Abstract Section A diverse biomedical workforce is critical for scientific innovation and health equity. Yet, underrepresented racial/ethnic (UR) scientists and women remain disproportionately low, particularly as faculty at academic research institutions. Multiple evidence-based strategies need to be implemented to enhance faculty diversity, inclusion and to create cultures of inclusive excellence. However, a knowledge gap exists regarding integrated strategies to address diversity and inclusion, the impact of faculty cluster hiring, and institutional change models on fostering inclusive excellence. The overall goal of the University of California San Diego (UCSD) NIH Faculty Institutional Recruitment for Sustainable Transformation (FIRST) Program is to: 1) foster sustainable institutional culture change, 2) promote institutional excellence by hiring a diverse cohort of faculty and 3) support faculty development, mentoring, sponsorship and promotion. The objectives are to: 1) demonstrate institutional support, develop or modify a strategic plan with elements that will be implemented to achieve systemic and sustainable institutional culture changes towards inclusive excellence, 2) develop an evaluation plan to assess impact on the institution towards achieving FIRST program goals, 3) conduct recruitment of new faculty, outline institutional commitments, and develop recruitment committees based on commitments to diversity, equity and inclusion, 4) establish a retention plan to secure institutional commitment and a supportive environment for new faculty hires, 5) establish individual research and career development plans, mentorship plans and 6) develop strategies to reduce isolation, increase community building and foster career development for all new faculty hires. The primary hypothesis is that a cohort model of faculty hiring, sponsorship, continual mentorship and support for professional development, embedded within an institution implementing evidenced-based practices to create academic cultures of inclusive excellence will achieve significant improvements in metrics of institutional culture and scientific workforce diversity. We propose the following Specific Aims. Aim 1. The aim of the Administrative Core is to provide strategic leadership, management, and administrative oversight to support the recruitment and retention UCSD FIRST faculty and oversee implementation professional development and institutional transformation for inclusive excellence. Aim 2. The aim of the Faculty Development Core is to use evidence based strategies to enhance FIRST faculty academic advancement, research success, and inclusive institutional excellence. Aim 3. The aim of the Evaluation Core is to develop and implement an evaluation plan to assess the institutional impact of the FIRST Program and to assist the Coordination and Evaluation Center evaluation of the combined FIRST Cohort Programs. Together, these aims will promote institutional culture change at UC San Diego towards inclusive excellence by using evidence-based strategies to enhance UR faculty recruitment, academic advancement, research and career development, integration and implementation of system-wide structured faculty development programs to enhance inclusivity.

修改的项目摘要/摘要部分 多样化的生物医学劳动力对于科学创新和健康公平至关重要。然而，代表性不足的种族/族裔（UR）科学家和妇女仍然不成比例地少，尤其是作为学术研究机构的教职员工。需要实施多种基于证据的策略，以增强教师的多样性，包容性并创造包容性卓越的文化。但是，关于解决多样性和包容性的综合策略，教师群体招聘的影响以及机构变革模型对促进包容性卓越的影响的知识差距。加利福尼亚大学圣地亚哥分校（UCSD）NIH可持续转型招聘（第一）计划的总体目标是：1）促进可持续的机构文化变革，2）通过雇用多样化的教职员工和3）支持教师发展，培训，成员和促进。目标是：1）证明机构支持， 制定或修改将实施的要素以实现系统性和可持续的机构文化向包容性卓​​越的变化，2）制定评估计划，以评估对机构实现第一计划目标的影响，3）招募新教师，概述机构的承诺，并建立一定的竞选委员会，以确保自动化的承诺，4）教师雇用， 5）制定个人研究和职业发展计划，指导计划以及6）制定策略，以减少隔离，增加社区建设并促进所有新教师雇员的职业发展。主要的假设是，教师招聘，赞助，持续的指导和对专业发展的支持模型，嵌入了一个实施基于证据的实践的机构中，以创造具有卓越卓越的学术文化，从而在制度文化和科学劳动力的多样性方面取得了重大改进。我们提出以下特定目标。目标1。行政的目的 核心是提供战略领导力，管理和行政监督，以支持UCSD招聘和保留的第一任教师，并监督实施专业发展以及为卓越的机构转型。目的2。教师发展核心的目的是使用基于证据的策略来增强第一教师的学术进步，研究成功和包容性的机构卓越。目标3。评估核心的目的是制定和实施评估计划以评估 第一个计划的机构影响，并协助合并的第一队列计划的协调和评估中心评估。这些目标共同利用基于证据的策略来增强教职员工的招聘，学术进步，研究和职业发展，整合和实施系统范围的结构化教师发展计划，以增强包容性。