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NIAMS Training Grant and Career Development Award Program Evaluation

NIAMS Training Grant and Career Development Award Program Evaluation. Presented by David Wofsy, M.D. Chairman Evaluation Working Group September 27, 2007. Working Group Members. David Wofsy, M.D., Chair ; University of California, San Francisco; VA Medical Center (IIIR)

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NIAMS Training Grant and Career Development Award Program Evaluation

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  1. NIAMSTraining Grant and Career Development Award Program Evaluation Presented by David Wofsy, M.D. Chairman Evaluation Working Group September 27, 2007

  2. Working Group Members • David Wofsy, M.D., Chair ; University of California, San Francisco; VA Medical Center (IIIR) • Paul D. Allen, M.D., Ph.D.; Brigham and Women's Hospital • Anne Davidson, M.D.; Feinstein Medical Research Institute • Milton Hernandez, Ph.D.; National Institute of Allergy and Infectious Diseases • Alan Moshell, M.D.; Washington Hospital Center • Alice Pentland, M.D.; University of Rochester • Sean P. Scully, M.D., Ph.D. ; Cedars Medical Center • Elizabeth Shane, M.D. ; Columbia University

  3. Overarching Questions 1. How successful has each component of the training program been (T32, F32, K01, K08) in maintaining the pipeline of researchers in NIAMS mission areas? 2. Is the existing structure still appropriate to meet current and projected training needs?

  4. Definition of Success - Trainees Research is primary focus of career - Academia - Industry - Government Research is a secondary career focus - Educators in research environment - Clinicians who contribute to research

  5. Definition of Success - Programs Quantitative Measures - Percent of recipients who achieve success [Note: we did not set the bar] Qualitative Measures - Importance of the research - Breadth of research activities - Responsiveness to scientific environment - Collaboration

  6. Definition of Success - NIAMS Quantitative Measures - Percent of trainees who achieve success - Percent of programs that achieve success Qualitative Measures - Impact on public health (translational research?) - Breadth of programs (NIAMS mission areas) - Recruitment of promising investigators - Effective strategic planning for the future

  7. Bottom Line 1. The committee was impressed by the success of each component of the training program (T32, F32, K01, K08), which exceeded the committee members’ expectations in each case. 2. Many important questions could not be answered with the available data and methodology. 3. NIAMS should design and implement prospective mechanisms to assess the success of individual trainees, institutional training programs, and each component of its own training portfolio.

  8. Methodology • Outside contractor conducted the data collection • Career outcomes of trainees • Interviews with NIAMS EP staff • Discussions within working group and with colleagues • Study evaluated career outcomes for sample of trainees who received: • Post-doctoral T32 grants in 1993-1994 (n=109) • Post-doctoral F32 grants in 1993-1994 (n=44) • K01 awards in 1995-1996 (n=6) • K08 awards in 1995-1996 (n=58)

  9. Findings With regard to the working group’s definition of success for individual trainees: T32 F32 K01 K08 (n=109) (n=44) (n=6) (n=58) __________________________________________ Science-Related Career 75% 84% 100% 100% Current Active Research 55% 75% 100% 62% Recent Publication 50% 59% 83% 85% __________________________________________

  10. Findings(con’d) • 17% of T32s, 34% of F32s, 83% of K01s, and 55% of K08s in sample received R01 grants. • Success rates reflected a logical continuum, with lower percentage of T32 trainees establishing independent research careers than F32, K01, and K08 awardees.

  11. Limitations • No comparison of distinct areas of NIAMS’s mission (e.g., arthritis, skin, musculoskeletal) • No way to assess cause-and-effect relationship between training components and eventual success • No analysis of NIAMS’s performance relative to other NIH institutes

  12. Limitations (con’d) • Inadequate data regarding qualitative measures • No data regarding retention over the long haul • Questionable applicability of a retrospective analysis to determine future needs in a changing landscape

  13. Recommendation 1 Establish a structured data collection mechanism to support ongoing evaluation of training program effectiveness.

  14. Recommendation 2 Acknowledge the economic aspects of research by providing more flexibility on the percent effort required for K awards to accommodate clinical responsibilities and other personal and professional circumstances, and by lifting restrictions that limit other sources of funding.

  15. Recommendation 3 Avoid imposing a time limit from completion of degree on applications. Maintain flexibility and discretion of the peer review board to reward outstanding candidates.

  16. Recommendation 4 Build on current success of the training grant and career development award program - as well as the recent increase of participants in NIAMS mission-related programs - by increasing funding for NIAMS training grant mechanisms. The pipeline of researchers cannot be expanded unless the number of awards and the amount of funding is also increased.

  17. Recommendation 5 Consider integrating a new component into NIAMS institutional training grant strategy that would address the related dilemmas of prolonged training followed by multiple application cycles in pursuit of a K award, which were seen as major deterrents to a career in science.

  18. Recommendation 6 Increase NIAMS budget for R01 grants so that there are more opportunities for trainees to conduct independent research at the end of the pipeline.

  19. Recommendation 7 Centralize training information to make information on different mechanisms more accessible to potential applicants. Encourage collaborative interaction with professional and constituent organizations to develop a robust complementary portfolio of training funding.

  20. Recommendation 8 Structure the criteria for success in grant review to encourage and reward integrated and interdepartmental approaches, foster innovation, and support interdisciplinary mentorship in applications. Reinforce the value of grant writing and management in program curriculum.

  21. Recommendation 9 Reinforce the value of mentorship by providing a range of opportunities (e.g., annual meeting at NIAMS, web-based modules, etc) that support training of mentors as well as trainees, and that foster an environment of collaboration and support for mentors and those being mentored.

  22. Recommendation 10 Work with other NIH Institutes and private foundations to insure that there is a comprehensive and complementary portfolio of funding mechanisms for trainees.

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