Career Enhancement Program (CEP)

职业提升计划（CEP）

• 批准号: 10469379
• 负责人: Cesar M Castro
• 金额: $ 8.69万
• 依托单位: DANA-FARBER CANCER INST
• 依托单位国家: 美国
• 财政年份: 2020
• 资助国家: 美国
• 起止时间: 2020-08-03 至 2025-07-31
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10469379
• 关键词: Achievement; American Association of Cancer Research; Attention; Cancer Center; Career Mobility; Clinical; Consultations; Dana-Farber Cancer Institute; Diagnosis; Educational process of instructing; Environment; Extramural Activities; Faculty; Fostering; Funding; Gender; Grant; Gynecologic Oncology; Head; Hospitals; Individual; Institution; International; Israel; Leadership; Malignant neoplasm of ovary; Measures; Medical center; Mentors; Minority Recruitment; Monitor; New England; Oncology; Outcome; Outcome Measure; Paper; Peer Review; Persons; Publications; Research Personnel; Resources; Secure; Societies; Source; Supervision; Talents; Training; Training Programs; Translational Research; anticancer research; cancer therapy; career; drug development; faculty support; instructor; medical schools; member; novel therapeutics; professor; programs; rapid growth; recruit; senior faculty; success; translational cancer research; translational scientist

Project Summary CAREER ENHANCEMENT PROGRAM THE OVERALL OBJECTIVE of the Career Advancement Program will be: to increase the breadth and depth of the ovarian cancer translational investigator pool at the DF/HCC and across the US. We expect to train individuals who will become 2025’s National / International leaders in the pathobiology, diagnosis, treatment and control of Ovarian Cancers. The program will be led by Dr. David Spriggs, one of the overall SPORE PI’s and with the ongoing advice and consultation of Drs D’Andrea and Dr. Steve Cannistra. Dr. Spriggs has a long track record of successful recruiting and mentoring new academic investigators into new drug development and ovarian cancer treatment. The Specific aims will define the Career Enhancement Program: Aim 1. Identify appropriate candidates, primarily junior faculty members seeking to become independent investigators in ovarian cancer research, provide and secure funding for these investigators, and assure SPORE resources for awardees. This group will include applicants from the rich DFHCC pool of fellows and junior faculty as well as candidates from the other New England Institutions, Collaborating SPORE’s and national candidates solicited from AACR and the Society of Gynecologic Oncology. We are particularly committed to increase the diversity of the peer reviewed translational science investigators in ovarian cancer. Selection will rely on the entire SPORE leadership and be confirmed by the EAB. Aim 2. Promote a mentoring environment and plan that will assist the career enhancement and success of the CEP awardees. Through the environment in the DF/HCC, we will create individualized training programs (IDP’s)for every funded junior faculty person and build a team of scientific, clinical and personal mentors around each one; Aim 3. Monitor the scientific and academic progress of the awardees and the program. Particular attention will be given transition points, such as the instructor/assistant professor interface and the attainment of RO1 equivalent funding which will mark transition to full independence. Short term outcome measures will include publication of high impact papers and the submission of extramural peer reviewed funding. Long term outcomes will be persistence in ovarian cancer translational research as measured by continuing peer reviewed publication in ovarian cancer research and achievement of senior faculty status at academic institutions 5-7 years after completion of the CEP completion. The majority of support will come from a variety of institutional sources from the DFHCC, the DFCI, the Beth Israel Deaconess Medical Center and the MGH. Specific plans for the identification, recruitment and mentoring of a diverse awardee pool will incorporate resources for specific gender and minority recruitment efforts from Harvard Medical School and the individual hospitals involved in the SPORE.

项目概要 职业提升计划 职业发展计划的总体目标是：增加职业发展的广度和深度 我们希望对 DF/HCC 和美国各地的卵巢癌转化研究人员库进行培训。 将成为 2025 年病理学、诊断、治疗领域国家/国际领导者的个人 该项目将由 SPORE PI 之一的 David Spriggs 博士领导。 在 D’Andrea 博士和 Steve Cannistra 博士的持续建议和咨询下，Spriggs 博士拥有长期的经验。 成功招募和指导新的学术研究人员进行新药开发的记录 具体目标将确定职业提升计划：目标 1。 确定合适的候选人，主要是寻求成为独立调查员的初级教员 卵巢癌研究中，为这些研究人员提供并确保资金，并确保 SPORE 资源 该群体还包括来自 DFHCC 丰富的研究员和初级教师人才库的申请者。 作为来自其他新英格兰机构的候选人，合作 SPORE 和国家候选人 我们特别致力于增加 AACR 和妇科肿瘤学会的支持。 卵巢癌领域经过同行评审的转化科学研究人员的多样性。 整个 SPORE 领导层并由 EAB 确认 目标 2. 促进指导环境和计划。 这将有助于通过 CEP 获奖者的职业发展和成功。 DF/HCC，我们将为每位受资助的初级教员创建个性化培训计划（IDP），并建立 目标 3. 监测科学和 获奖者的学术进步和项目将得到特别关注，例如。 作为讲师/助理教授接口并获得 RO1 同等资金，这将标志着 向完全独立过渡的短期成果措施将包括发表高影响力的论文。 提交外部同行评审资金将是卵巢的持久性。 通过持续同行评审的卵巢癌研究出版物来衡量癌症转化研究 完成 CEP 5-7 年后在学术机构取得高级教师地位 大部分支持将来自 DFHCC 的各种机构来源。 DFCI、贝斯以色列女执事医疗中心和 MGH 的甄别、招募具体计划。 对多元化获奖者的指导将纳入针对特定性别和少数群体的资源 从哈佛医学院和参与 SPORE 的各个医院招募。