Faculty Development Core

教师发展核心

基本信息

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
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/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

项目摘要

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.

项目概要该提案的目标是招募和留住种族多元化的教师队伍，并致力于多样性、公平和包容性 (DEI)，通过创新的社会支持和指导减少孤立，以及通过为教职人员担任领导职位做好准备来保持包容性卓越。它致力于通过聘用女性担任关键行政职务来实现多元化领导力。按种族和社会经济地位聘用多样化的教师并没有跟上创新的步伐。招聘计划和专业关系，范德比尔特完成了 10 名种族歧视教师的集群招聘不同的早期职业科学家的个人研究重点彼此协同一致。为了进一步支持教师多样性，范德堡大学承诺在四个主题核心中投入 3 美元。 NIH FIRST 每投入 1 美元，就能雇佣至少 18 名范德比尔特 FIRST (V-FIRST) 教职人员。关键因素，例如高级教师导师的支持、同行网络、专业技能发展以及更好地了解机构文化可以显着促进向终身晋升的过渡。此外，强调领导力可以提高教师的保留率，并使早期教师职业生涯（ECF）成为可能该提案将表明，有意识的职业生涯。在学术丰富的协作环境中取得进步和社区建设机会将此外，V-FIRST 领导技能的发展将促进 V-FIRST 教师的晋升和保留。优化他们向范德比尔特政府的过渡，这是机构可持续发展的一个关键要素。目标 1. 确保在强大的知识界中学术和职业生涯的发展。教师发展核心 (FDC) 领导团队将确保我们的 V-FIRST 新员工接受所有方面的培训我们将通过适合阶段的方式加强 V-FIRST 指导。由多元化、国家认可的资深科学家以及职业生涯中期的范德比尔特组成的补充骨干队伍目标 2：创造一个包容性卓越的环境。为了减少孤立并建立社区，导师和 FDC 领导团队将确定协作。我们还将提供职业发展机会，以及参与共同的社会兴趣活动。扩大“安全空间”，例如范德比尔特早餐俱乐部，这是由 UR 领导的每月一次正在进行的会议高级教师并发起高级教师讲座系列（我的旅程），以提高学术生产力目标 3. 通过准备 V-FIRST 为可持续的包容性社区做出贡献。持续的机构包容性卓越需要具有明确 DEI 的领导者。我们制定了个性化领导力计划，为 V-FIRST 奠定基础。成为机构领导者的 V-FIRST ECF 成员将接受外部辅导并参与通过欧文管理研究生院进行行政领导力学院培训。