Faculty Development Core

教师发展核心

• 批准号: 10696176
• 负责人: BENJAMIN K CHEN
• 金额: $ 21.63万
• 依托单位: ICAHN SCHOOL OF MEDICINE AT MOUNT SINAI
• 依托单位国家: 美国
• 财政年份: 2021
• 资助国家: 美国
• 起止时间: 2021-09-24 至 2026-08-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10696176
• 关键词: Address; Applications Grants; Biomedical Research; Career Mobility; Climate; Clinical; Communities; Development; Development Plans; Discrimination; Educational workshop; Ethnic Population; Evaluation; Extramural Activities; Faculty; Funding; Goals; Grant; Health system; Individual; Institution; Knowledge; Manuscripts; Medicine; Mentors; Mentorship; Modeling; Personal Satisfaction; Population; Preparation; Productivity; Publications; Research; Research Support; Resources; STEM field; STEM research; Scholars Program; Science; Secure; Series; Social support; Teacher Professional Development; Testing; Training; Training Programs; Underrepresented Populations; United States National Institutes of Health; Work; Writing; anti-racism; career; career development; career life balance; cohort; community building; cultural competence; curriculum enhancement; design; early-career faculty; experience; faculty research; faculty support; improved; medical schools; member; parity; peer coaching; programs; racial population; racism; satisfaction; skill acquisition; skills; success; unconscious bias

SUMMARY Efforts to diversify the trainee population in STEM and biomedical research in the US have achieved some success. Nevertheless, diversifying the faculties of research institutions has lagged behind and remains a significant challenge. This disturbing lack of parity is attributed to numerous factors, including disproportionately high rates of attrition from underrepresented racial and ethnic groups during the transition from training into faculty-level research careers, lack of adequate mentorship, bias and racism, and challenges associated with securing extramural funding. The overarching goal of the Faculty Development Core (FDC) is to support faculty development, mentoring, sponsorship, and promotion for the FIRST Cohort. We will implement a program of professional development and career advancement tailored for a cohort/cluster model and intended to support the research success of the individual members of the cohort and of the cohort as a whole. Our program will combine mentoring/sponsorship, a curriculum of enhanced research skills development with support for producing strong grant applications, social supports to help FIRST Cohort faculty navigate the specific challenges and obstacles often faced by early-career faculty from underrepresented groups in science and medicine, and opportunities for networking at all levels across our institution, within the local community, and in the broader scientific community. The FDC will work closely with the Evaluation Core to track and assess metrics of success. Activities will include 1) required mentor/sponsor training centered on bias reduction, anti-racism, and mentoring for research success; 2) creation of individual development plans (IDPs); 3) mentor/sponsor committees; 4) a focused and FIRST Cohort program to support the development of knowledge and skills around building a successful research program and preparation of competitive grant applications. To reduce isolation, build community, and promote well-being, we will implement an integrated program to enhance professional development incorporating: 1) a cohort Coaching Team focused on work-life balance and well-being and on the specific barriers faced by underrepresented groups in academic medicine; 2) a Professional Development Workshop series to equip early-career faculty with strategies to improve their productivity and overall sense of satisfaction; and 3) a program of individualized coaching; and; 4) peer mentoring. To create opportunities for networking and increasing the visibility of FIRST Cohort faculty within our institution and beyond, we will identify formal and informal networking opportunities that will begin immediately upon hire and which will evolve over the period of the grant incorporating opportunities to network and engage with 1) faculty at all levels; 2) institutional leaders; 3) the larger scientific community; and 4) local communities. The proposed FIRST Cohort program will create a cohesive program of faculty development integrating various resources currently siloed at our institution. The program can potentially serve as a model for other research-focused institutions committed to inclusive excellence, and dissemination of best practices will be coordinated through the Center for Scientific Diversity.

概括 美国 STEM 和生物医学研究学员群体多样化的努力已取得一些成果 成功。然而，研究机构的师资多元化已经落后，仍然是一个问题 重大挑战。这种令人不安的不平等现象是由多种因素造成的，其中包括不成比例的 从培训到过渡期间，代表性不足的种族和族裔群体的流失率很高 教师级别的研究职业、缺乏足够的指导、偏见和种族主义以及与此相关的挑战 确保外部资金。教师发展核心（FDC）的总体目标是支持教师 FIRST Cohort 的发展、指导、赞助和推广。我们将实施一项计划 专为队列/集群模型量身定制的专业发展和职业发展，旨在支持 该队列中个别成员以及整个队列的研究成功。我们的计划将 将指导/赞助结合起来，这是一个增强研究技能发展的课程，并支持 提出强有力的资助申请和社会支持，以帮助 FIRST Cohort 教师应对特定的挑战 来自科学和领域代表性不足群体的早期职业教师经常面临的挑战和障碍 医学，以及在我们机构、当地社区和其他各级建立联系的机会 更广泛的科学界。 FDC 将与评估核心密切合作，跟踪和评估指标 的成功。活动将包括 1) 所需的导师/发起人培训，重点是减少偏见、反种族主义、 以及研究成功的指导； 2) 制定个人发展计划（IDP）； 3) 导师/赞助者 委员会； 4) 一个有重点的 FIRST Cohort 计划，以支持知识和技能的发展 建立成功的研究计划并准备竞争性资助申请。为了减少隔离， 建设社区，促进福祉，我们将实施一项综合计划，以提高专业水平 发展包括：1）一个专注于工作与生活平衡和福祉以及 学术医学领域代表性不足的群体面临的具体障碍； 2) 专业发展 研讨会系列为早期职业教师提供提高生产力和整体意识的策略 满意; 3) 个性化辅导计划；和; 4）同伴辅导。创造机会 网络并提高 FIRST Cohort 教师在我们机构内外的知名度，我们将确定 正式和非正式的社交机会将在受聘后立即开始，并将随着工作的推移而不断发展 资助期间包含与 1) 各级教师建立联系和接触的机会； 2）制度性 领导者； 3）更大的科学界； 4) 当地社区。拟议的第一队列计划将 创建一个有凝聚力的教师发展计划，整合我们机构目前孤立的各种资源。 该计划有可能成为其他致力于包容性研究的机构的典范 卓越性和最佳实践的传播将通过科学多样性中心进行协调。