Division of Biomedical Research Workforce Office of Extramural

Division of Biomedical Research Workforce Office of Extramural Programs Office of Extramural Research Office of the Director NIH Training and Early Stage Investigator Programs: Updates from the Division of Biomedical Research Workforce P. Kay Lund Ph. D

Division of Biomedical Research Workforce Develop, maintain, enhance & assess NIH policies & programs that support innovative research training, career development & diversity of the biomedical research workforce • Director DBRW P. Kay Lund, Ph. D Scientific Workforce Diversity Officer Lisa Evans, JD Training Program Policy Officer Henry Khachaturian, Ph. D Training Program Policy and Evaluation Officer Jennifer Sutton, MS • • • Research and economic analyses related to biomedical research workforce & the associated career options & labor market. Labor Economist/Modeling Hiring! AAAS fellow Marguerite Mathews, Ph. D Program Analyst Kristen Kirkham Collaborators/Advisors Walter Schaffer, Ph. D Alison Hall, Ph. D http: //acd. od. nih. gov/Biomedical_research_wgreport. pdf ‘NIH should create a permanent unit in the Office of the Director that works with the extramural research community, the NSF and the NIH ICs to coordinate data collection activities and provide ongoing analysis of the workforce and evaluation of NIH policies so that they better align with the workforce needs’.

Topics and Current Activities • Early outcomes of the K 99 -R 00 program • IRACDA program as a model for retention of postdocs in research & academia • Postdoc training, benefits and overtime • Enhanced diversity (under-represented groups, women in leadership, basic and physician scientists, cross-discipline literacy) • Implementation of Physician Scientist Workforce working group recommendations (Pilot programs to Recruit, Retain and Accelerate Independence, Feb 16 workshop) • New resources and tools P. Kay Lund

K 99 -R 00 History and Background • Established in 2006, in response to the “Bridges to Independence” report • Intended to promote earlier transition to faculty positions and lower the average of new investigators, then 42 • Non-citizens are eligible • Two-year mentored phase (K 99), followed by a three-year independent phase (R 00)

K 99 -R 00 Applicants and Outcomes, 2007 -2015 • Average 34 at time of application; 4 -5 years after doctoral degree • Fewer women (40% applicants & awardees) • 86 -95% transition to R 00 • Fewer women move to another institution • Many fewer MDs and MD/Ph. Ds than Ph. Ds • FOA modified to clarify eligibility of physician scientists (PSW): clinical training (residency) does not count towards 4 year eligibility window Jennifer Sutton NIH SARB

Applications, Awards, and Success Rates 1200 35% Applications 30% 25% 800 20% Success Rate 600 15% 400 10% Awards 200 5% 0 0% 2007 2008 2009 2010 2011 Fiscal Year 2012 2013 2014 2015 Success Rate Applications and Awards 1000

All NIH K 99/R 00 Awardees: Subsequent Research Awards Received Another RPG Only 2010 2009 Received an R 01 or DP 2 2008 At time of R 01/DP 2 Median Age: 39 2007 0% 20% 40% 60% 80%

Areas for Further Consideration • How to enhance participation by physician- scientists and women • Implications of greater proportion of women staying at the home institution • Status of K 99 awardees who did not transition • Formal evaluation with a comparison group • Comparisons with other K awards P. Kay Lund, Jennifer Sutton

Research Intensive Partner IRACDA Program 25% 75% • Institutional Research and Career Development for • • • early stage postdocs (K 12, NIGMS) Research-intensive institution and partner institution serving historically under-represented groups Research project, faculty experience at partner (teaching, participation in dept activities, research into teaching, mentoring student research, students from partners to research intensive institution) Research and teaching mentor High expectation for faculty position Started in 1999 (2 programs now 20), 450 alumni NIGMS Jessica Faupel Badger

IRACDA Alumni Career Outcomes 80 70 60 % 50 40 Geographic distribution of alumni in academia Research intensive, Masters, Undergrad Higher proportions at institutions serving underrepresented groups than an F 32 comparison cohort • Model could be more broadly adopted • • • 30 20 10 0 academic faculty government research industry research science nonhealth non-science research professional IRACDA all alumni (1999 -2014) N=391 Jessica Faupel Badger NIGMS

IRACDA Alumni Are More Diverse Than F 32 awardees 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% AI/AN/PI/Multiple Black / African. American Hispanic Unknown/Withheld/ Not Disclosed Asian White IRACDA Full (n=496) IRACDA F 32 Subset Academic (n=242) (n=213) (n=324) (n=177) Jessica Faupel Badger

Other Postdoctoral Training Issues • NRSA/F 32 evaluation (under completion, indicates enhanced retention/RPG success) • Postdoctoral benefits working group • NRSA training related expenses (TRE)/institutional allowance (IA) less than benefits for RPG supported postdocs (despite 2016 increase) • Working group recommends increased benefits and separate category of subsistence allowance to cover benefits • Recent change in Department of Labor (DOL) FLSA paid overtime rule (new threshold $47, 476 to be ineligible) has promoted increased attention to postdoc pay • Increased NRSA stipends projected for FY 2017 to levels above the new threshold (subject to FY 2017 appropriations) • Many institutions plan to raise pay of RPG supported postdocs • Some concerns about reductions in the number of postdocs P. Kay Lund, Jennifer Sutton

Diversity • New Diversity Website – NIH and IC specific information • RFI on enhancing diversity of the physician scientist workforce • Working group on Women in Biomedical Careers • Re-entry & retention programs: NIH-Re-entry, NIAID Primary Caregiver Technical Assistance, NSF-ADVANCE, Doris-Duke Helping Hands; New • Interactions with Dr. Hannah Valantine and Office of Scientific Workforce Diversity Lisa Evans, P. Kay Lund. TAC, Office of Research on Women’s Health

Physician Scientists: Feb 16 Workshop to Discuss New Approaches • Physician Scientists (MD, DVM, DDS, Nursing) • Leaders at Academic Health Centers, Early Stage Investigators • Representatives of Professional Societies & Licensing Boards • NIH Staff from Office of Director, Multiple ICs Suggestions for pilot programs • Research in Residency • Partnerships for Faculty Career Development • More Research On-Ramps 14 Lund, Hall, Mills

Physician Scientist Workshop Recommendations (February 2016) • Research in Residency tailored to specialty • Input from Accreditation Boards (July 2016 meeting) • New pilots to support research in residency & transition to fellowships • Retain and diversify faculty through mentoring networks • Engage societies in co-training /faculty development • Broaden metrics of success • Optimize administrative supplements to research grants • (Diversity, On-ramps for residents/MD) Hall, Mills, Lund

NEW TOOLS & RESOURCES

NIH Research Training Website https: //researchtraining. nih. gov Launched in 2015, one stop for funding opportunities Useful resource for trainees Modifications and integration with new DBRW website in progress

Biomedical Research Workforce Dashboard Version 1. 0, includes AAMC data Public launch planned for late 2016/2017 Useful data for extramural community

Other Issues and Questions • Maintain morale of our very talented pool of trainees and early stage scientists • How can pre- and post-doctoral training be better aligned with needed and essential jobs/career paths (e. g. integration with business, policy, communication? • Can more be done to promote earlier independence, for all scientists including MD/physician scientists? • What are the characteristics of effective mentors/mentoring at different stages of career development and can we collect better data? Tell me and I forget, teach me and I may remember Involve me and I learn – Benjamin Franklin

Remember and Emphasize Biomedical Research Career Positives Science Long-term, constant exciting discoveries (own and the field) Academics Flexible and rewarding positions in academics and other research careers Mentees A family of former trainees, mentees across the USA and beyond Yes! Amazing rewards of their achievements Funding Writing a grant is itself a reward & fun • Immersion and expertise in the topic • More than the $$ 20

THANK YOU QUESTIONS/DISCUSSION ?

EXTRA SLIDES

0 23 NIMHD NINR OD ORIP Jennifer Sutton NIH SARB NCCIH NLM NIAMS NIDCD NIBIB NIAAA NEI NIDA NIAID NIDDK NIDCR NHGRI 80 NIEHS NINDS NIA NIMH NIGMS NICHD NHLBI NCI Applications and Awards 160 Applications and Awards by IC, FY 2015 140 120 100 Applicatio 60 40 Awards 20

Early Outcomes: Subsequent R 01/DP 2 Awards 2007 K Awardees K 22 K 01 K 99/R 00 0% 20% 40% 60% 80% Percent 24

Similar Career Outcomes for IRACDA Alumni & F 32 Awardees 80 70 % 60 IRACDA all alumni 50 IRACDA subset 40 F 32 subset 30 20 10 0 academic faculty government research industry research science nonhealth non-science research professional Jessica Faupel Badger

IRACDA Alumni Distributed More Broadly Across Institutions Than F 32 Awardees 90 80 70 IRACDA all alumni 60 IRACDA subset % 50 40 F 32 subset 30 20 10 0 Associates Baccalaureate Masters Doctoral Research Universities Research University Medical School Jessica Faupel Badger

Trends in New K Awards: K 01, K 08, K 23, 400 350 Number of K Awards 300 250 K 08 K 23 200 150 K 01 100 50 0 1997199819992000200120022003200420052006200720082009201020112012201320142015 Fiscal Year

Trends in Total K Awards: K 01, K 08, K 23 1 400 1 200 Number of K Awards K 08 1 000 K 23 800 K 01 600 400 200 0 97 998 999 000 001 002 003 004 005 006 007 008 009 010 011 012 013 014 015 9 1 1 1 2 2 2 2 Fiscal Year

Trends in Training and Career Development Support for Postdoctorates and Early Faculty 6 000 5 000 Training Grant Appointments 4 000 3 000 Individual Career Development Awards 2 000 1 000 0 Individual Fellowships Institutional Career Development 98 999 000 001 002 003 004 005 006 007 008 009 010 011 012 013 014 015 9 1 2 2 2 2 2 1 2 2 2