Institutional Career Development Core

机构职业发展核心

• 批准号: 10153915
• 负责人: Sheri L Robb
• 金额: $ 103.75万
• 依托单位: INDIANA UNIV-PURDUE UNIV AT INDIANAPOLIS
• 依托单位国家: 美国
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-05-18 至 2023-04-30
• 项目状态: 已结题
• 来源: https://reporter.nih.gov/project-details/10153915
• 关键词: Active Learning; Area; Award; Clinical Sciences; Collaborations; Communities; Complement; Discipline; Entrepreneurship; Ethnic Origin; Foundations; Funding; Gender; Indiana; Industry; Innovation Corps; Institutes; Mentors; Modeling; Positioning Attribute; Principal Investigator; Program Evaluation; Race; Regulatory Affairs; Research; Research Ethics; Research Personnel; Research Training; Science; Testing; Time; Training; Training Programs; Training and Education; Translational Research; Underrepresented Minority; Universities; Woman; career; career development; clinical development; design; drug development; faculty mentor; flexibility; industry partner; innovation; mentoring community; mid-career faculty; minority scientist; novel; peer; population health; program dissemination; programs; recruit; translational scientist

I. INSTITUTIONAL CAREER DEVELOPMENT CORE (KL2) SUMMARY/ABSTRACT The Indiana Clinical and Translational Sciences Institute (CTSI) has a sustained record of accomplishment of training KL2 Scholars through its Career development, Education and Research Training (CERT) Program. Notably, CERT has trained 47 KL2 Scholars, with most retained in academic positions (92%), spending a median of 75% of their time in research, being promoted to Associate Professor (43%), and obtaining external funding as principal investigators (95%) including 14 R01s, 7 other R-level awards and 15 K or equivalent career awards. These 47 Scholars have come from 29 different disciplines, have been diverse in terms of gender (46% women) and race/ethnicity (15% underrepresented minorities), and are nicely distributed across the spectrum of T1 through T4 research. An additional strength is the fact that our Scholars are recruited from the 3 major research universities in the state: Indiana University, Purdue University, and the University of Notre Dame. This expands the pool or Scholars, faculty mentors, and breadth of translational research. In this application, we propose a number of new and innovative training initiatives that build upon our foundational programs. We designed the four specific aims of the KL2 Career Development Core Program to maximize its impact on the training and career development of clinical and translational scientists at an institutional, regional, and national level. 1) Increase the flexibility and reach of our foundational programs for personalize research training and accelerate mentored-to-independent investigator (K to R) status. 2) Add training in areas where our CERT program has unique strengths as well as gaps. Key domains include implementation, community-engagement, regulatory affairs, and population health. 3) Develop research training in 3 new areas: team science, entrepreneurship, and experiential learning. 4) Test innovative training approaches through research and national collaborations. We employ the continuous innovation cycle of “4Ds” in all of our CTSI activities: Design, Demonstrate, Duplicate, and Disseminate. We also plan innovative initiatives that can serve as model programs for dissemination more broadly. These include a) peer and community mentoring programs to complement our already robust faculty-mentoring program: b) an inter-CTSA KL2 Scholar exchange program; c) an I-Corps training course that serve regional CTSA programs; d) national coordination of an on-line CTSA-industry training program in drug development conducted in collaboration with Lilly, our founding industry partner. We are optimizing program evaluation utilizing NCATS common metrics augmented with novel metrics. We are enhancing recruitment and retention of underrepresent minority scientists, and offering a new course in translational research ethics.

I. 机构职业发展核心（KL2） 摘要/摘要 印第安纳临床与转化科学研究所 (CTSI) 拥有以下成就的持续记录： 通过职业发展、教育和研究培训 (CERT) 计划培训 KL2 学者。 值得注意的是，CERT 已培训了 47 名 KL2 学者，其中大多数保留了学术职位 (92%)，花费了 中位数 75% 的时间用于研究，晋升为副教授 (43%)，并获得外部 作为主要研究者的资助 (95%)，包括 14 个 R01、7 个其他 R 级奖项和 15 K 或同等奖项 这 47 名学者来自 29 个不同的学科，在领域上各不相同。 性别（46% 为女性）和种族/民族（15% 代表性不足的少数群体），并且很好地分布在 T1 到 T4 研究范围的另一个优势是我们的学者是从其他国家招募的。 该州的 3 所主要研究型大学：印第安纳大学、普渡大学和印第安纳大学 圣母大学扩大了这方面的学者、教师导师和转化研究的广度。 应用程序中，我们提出了许多新的和创新的培训举措，这些举措建立在我们的基础之上 我们设计了 KL2 职业发展核心计划的四个具体目标，以最大限度地发挥其作用。 对机构中临床和转化科学家的培训和职业发展的影响， 区域和国家层面 1) 提高个性化基础计划的灵活性和覆盖范围。 研究培训并加速从指导到独立研究者（K 到 R）地位 2) 增加各领域的培训。 我们的 CERT 计划具有独特的优势和差距，关键领域包括实施、 社区参与、监管事务和人口健康 3) 开展 3 个新领域的研究培训： 团队科学、创业精神和体验式学习 4) 通过测试创新培训方法。 我们在所有 CTSI 中采用“4D”的持续创新周期。 活动：设计、演示、复制和传播 我们还计划可以服务的创新举措。 作为更广泛传播的示范计划，其中包括： a) 同伴和社区指导。 计划来补充我们已经强大的教师指导计划：b) CTSA KL2 间学者 交流计划； c) 服务于地区 CTSA 计划的 I-Corps 培训课程； 协调合作开展的药物开发在线 CTSA 行业培训计划 我们与我们的创始行业合作伙伴礼来公司 (Lilly) 合作，利用 NCATS 通用技术优化项目评估。 我们正在加强代表性不足的招聘和保留。 少数民族科学家，并提供转化研究伦理学的新课程。