Advancing the Culture of PhD Learning & Scholarship in Biology & Health Sciences

推进博士学习文化

• 批准号: 8845205
• 负责人: ANDREW G. CAMPBELL
• 金额: $ 50.48万
• 依托单位: BROWN UNIVERSITY
• 依托单位国家: 美国
• 财政年份: 2008
• 资助国家: 美国
• 起止时间: 2008-04-01 至 2016-03-31
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/8845205
• 关键词: Academic achievement; Accountability; Achievement; Address; Area; Attitude; Awareness; Benchmarking; Biology; Community Networks; Development; Disadvantaged; Doctor of Philosophy; Evaluation; Faculty; Fostering; Funding; Goals; Grant; Health; Health Sciences; Hispanic-serving Institution; Human; Incentives; Individual; Institution; Institutional National Research Service Award; Investments; Laboratories; Leadership; Learning; Learning Module; Measures; Medicine; Mentors; Outcome; Population; Preparation; Process; Professional Organizations; Research; Research Training; Rewards; Route; Scholarship; Science; Structure; Students; System; Training; Underrepresented Minority; Underrepresented Students; Universities; Visit; Work; base; career; college; design; doctoral student; empowered; expectation; experience; graduate student; improved; innovation; interest; meetings; peer; pre-doctoral; programs; public health research; skills; success; tool development; web site

DESCRIPTION (provided by applicant): The IMSD Program in Brown University's Division of Biology and Medicine will significantly increase the number of underrepresented (UR) PhD students trained for careers in biomedical and public health research. This IMSD Program is projected to increase its UR student population in the Division's 10 doctoral programs to 25%. The IMSD grant will fund 10-12 doctoral students per year for an average of one year. First-year students will be appointed via a selective process and provided with the necessary support, advising, mentoring, and development tools to overcome deficiencies in academic preparation or other disadvantages en route to earning their PhDs. The PIs will oversee ongoing and detailed evaluation with internal and external advisory board oversight to permit assessment of progress toward goals, the ability to adjust strategy as needed, and provide incentives for advancing a culture of diversity within PhD training. The specific aims are: 1) Enhance and Expand Strategic Partnerships with institutions that serve or train large numbers of UR students. In addition advancing our current partner relationships and developing new partnerships, we will improve on our long-standing relationship with the Brown-Tougaloo Program, and advance relationships with professional organizations serving the academic interests of UR students. 2) Implement a Multi-Faceted, Personalized Educational Program for IMSD Trainees that provides a continuous-to-degree advising and support structure empowering students to develop their full potential. The Program core is a "menu" of skill-based not-for-credit training modules designed for IMSD Trainees but open to all graduate students. Other components include seminars, advisory meetings, IMSD Trainee-faculty functions, a Peer Mentor network, student-faculty compacts, an interactive Program Web site, and an Annual retreat with External and Internal Advisors provide integration and continuity within the Program. All IMSD faculty trainers have federal funding and a record of successfully mentoring UR trainees. 3) Improve Divisional Diversity Practices in PhD Training by raising awareness of the benefits faculty mentors and their research programs derive from investments in this area and by providing an institutional structure that sets expectations for diversity and rewards achievement. As faculty beyond our group of IMSD mentor and advisor faculty observe the successes of this group and seek out IMSD Scholars for their own labs, they will receive incentives. The eventual outcomes of this aim will be measured by increases the in the number of a) UR students overall, b) individual doctoral programs with a critical mass of UR students and c) faculty labs with UR students doing thesis research. The IMSD's relationship with the Dean's office provides co- leadership and accountability to effect positive change and advance the institutional culture.

描述（由申请人提供）：布朗大学生物学和医学部的IMSD计划将显着增加代表性不足的（UR）博士学位学生的生物医学和公共卫生研究职业培训。该IMSD计划预计将在该部门的10个博士学位课程中将其学生人数增加到25％。 IMSD赠款平均每年为10-12名博士生提供资金，平均为一年。一年级学生将通过选择性过程任命，并为克服学术准备或其他缺点的缺陷提供必要的支持，建议，指导和开发工具，以赢得博士学位。 PI将通过内部和外部咨询委员会的监督监督正在进行的和详细的评估，以允许对目标进行评估，根据需要调整策略的能力，并为推进博士学位培训中多样性文化提供激励措施。具体目的是：1）加强和扩展与服务或培训大量学生的机构建立战略合作伙伴关系。除了促进当前的合作伙伴关系并建立新的伙伴关系之外，我们还将改善与Brown-Tougaloo计划的长期关系，并与服务于我们学生的学术利益的专业组织建立关系。 2）针对IMSD学员实施多方面的个性化教育计划，该计划提供了连续的咨询和支持结构，以增强学生的全部潜力。该程序核心是为IMSD学员设计的基于技能的非信用培训模块的“菜单”，但向所有研究生开放。其他组件包括研讨会，咨询会议，IMSD培训人员教师职能，同伴导师网络，学生教师紧凑型，交互式计划网站以及与外部和内部顾问的年度务虚会在该计划中提供整合和连续性。所有IMSD教职员工都有联邦资金和成功指导您的学员的记录。 3）通过提高对教师导师的利益及其研究计划的认识，从该领域的投资中提高了对福利的认识，并提供了对多样性和奖励成就的期望，从而改善了博士培训的部门多样性实践。作为我们的IMSD导师和顾问教师小组以外的教师，观察了该小组的成功，并为自己的实验室寻找IMSD学者，他们将获得激励措施。这个目标的最终结果将通过增加a）学生总体的数量来衡量，b）与我们的学生进行关键的学生和c）与我们的学生进行论文研究有关的个人博士学位课程。 IMSD与院长办公室的关系提供了共同领导和责任，以实现积极的变化并推动制度文化。