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POSTDOCTORAL TRAINING PROGRAM

POSTDOCTORAL TRAINING PROGRAM

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POSTDOCTORAL TRAINING PROGRAM

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  1. POSTDOCTORAL TRAINING PROGRAM • MEDICAL SCHOOL STRATEGIC PLANNING RETREAT

  2. POSTDOCTORAL TRAINING PROGRAMS PLANNING COMMITTEE Committee Chair: Joe Lipsick (Pathology) Committee Members: • Linda Boxer (Medicine) • Karen Christopherson (Postdoc, Dev Biology) • Michael Cowan (Dean’s Office) • Uta Francke (Genetics) • Mark Kay (Pediatrics) • Liqun Luo (Biological Sciences) • Jody Puglisi (Structural Biology) • Marci Schaner (Postdoc, Medicine) • Anne Villeneuve (Developmental Biology)

  3. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA School of Medicine ~1000 (75%) Other Schools ~350 (25%) PI-based Postdocs ~800 (80%) Program-based Clinical Fellows ~200 (20%) Postdoctoral Scholars at Stanford ~1350

  4. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA Individual faculty attract and train outstanding Postdoctoral Scholars So, what is there to fix? • The unseen engine driving research in the School of Medicine • Responsibility of individual Faculty (not the Institution per se) • Increasing number of Postdoctoral Scholars versus constraints • Recognition and representation • Livable compensation and housing • Emerging opportunities and directions • Job market is changing

  5. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA Annual Support Research grants (salary) $ 17, 871, 292 Benefits $ 2, 073, 070 Fellowships $ 10, 524, 729 Agency fellowships $ 4, 169, 324 Mixed funding $ 6, 707, 819 TOTAL $ 41, 346, 234 1,014 (74% SU Total) U.S. citizens 461 (45%) Foreign nationals 553 (55%) Age Ranges 25-29 167 (16%) 30-34 505 (50%) 34+ 339 (33%) Family Life Married 474 (47%) with Children 168 (17%) Research Pt. Care Total Basic Sci. Depts 277 2 279 Clinical Depts 528 207 735 TOTAL 805 209 1014

  6. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA Postdoc Issues are National not just Local NAS-COSEPUP Report (2000) used as guide by Provost’s Committee and Medical School Committee at Stanford

  7. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA • Principles from COSEPUP Report • Postdoctoral experience is an apprenticeship for career development, not a cheap “pair of hands” in the lab. • Postdocs deserve appropriate recognition and compensation for their contributions to the research enterprise. • Nature and purpose of postdoctoral appointments should be well-defined at the postdoc, advisor, and institutional levels.

  8. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA • Recommendations from COSEPUP Report • Institutional recognition and compensation of postdocs should reflect their contributions to the research enterprise. • Monitor progress and provide formal annual evaluations. • Ensure all postdocs have access to health insurance. • Set limits for total time of postdoc training (five years, summing time at all institutions). • Involve postdocs in process of setting institutional policies. • Provide substantial guidance in career planning. • Establish a separate office of postdoctoral affairs. • Encourage and financially support a postdoc organization. • Institutions should not encourage unlimited growth of postdoc population in the face of limited employment opportunities.

  9. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA • Progress on Postdoc Issues at Stanford • Postdoc pay levels have increased significantly • All postdocs covered by health insurance • Benefits now include paid disability/life and voluntary dental • Postdocs develop SUPD organization funded by SoM (1998) • Provost appoints University Committee on Postdocs (1999) • Appointment of Associate Dean for Postdoctoral Scholars (2000) • Tuition no longer charged at $920/qtr as taxable income (2000) • Postdoc representation on Univ. Committee on Research (2001) • Senior Assoc Dean appoints SoM Committee on Postdocs (2001) • Grievance procedures for postdocs adopted by Provost (2001)

  10. POSTDOCTORAL TRAINING PROGRAMS BACKGROUND DATA Housing Issues are VERY Local Median Postdoc Salary: $36,000 Recommended 30% Max for Housing: $11,000 Rent for local one bedroom apt: 1,800/mo x 12 = $21,600 You do the math...

  11. POSTDOCTORAL TRAINING PROGRAMS MEDICAL SCHOOL MISSION: A premier research-intensive school of medicine that improves health in the 21st century through our discoveries, leadership and innovation in education, patient care, and biomedical and clinical research POSTDOCTORAL TRAINING MISSION: We facilitate the development of postdoctoral scholars into independent scientists

  12. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES STRENGTHS: SoM and University-wide research environment and facilities Cross-disciplinary & translational research opportunities GOAL: Environment Ensure that the intellectual, research, and work-life environments at Stanford attract the highest quality postdoctoral scholars who are broadly representative of all economic and ethnic groups WEAKNESSES/THREATS: Lack of available / affordable housing Lack of available / affordable childcare National budget / funding priorities for research Visa process changes Increasing disparities between academic and industry compensation OPPORTUNITIES: New programs resulting from Bio-X and other initiatives

  13. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES • INITIATIVES • Environment • Develop and achieve an institutional standard for “total compensation” through: • more affordable housing • equitable compensation • improved benefits package • improved childcare programs • Develop outreach and mentorship programs to establish Stanford as a national leader in postdoctoral training of under-represented minorities. GOAL: Environment Ensure that the intellectual, research, and work-life environments at Stanford attract the highest quality postdoctoral scholars who are broadly representative of all economic and ethnic groups

  14. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES STRENGTHS: Overall high quality of postdoctoral population GOAL: Identity Recognize the contribution of postdoctoral scholars to the success of the University’s research and teaching. WEAKNESSES/THREATS: The ambiguous status of postdoctoral scholars in the University PI and Departmental variability of postdoctoral experience OPPORTUNITIES: Access of postdoc “alumni” for training and development programs

  15. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES • INITIATIVES • Identity • Develop a single designation for postdoctoral scholars at the University level. GOAL: Identity Recognize the contribution of postdoctoral scholars to the success of the University’s research and teaching.

  16. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES STRENGTHS: Relative small sizes of faculty-based research programs GOAL: Mentoring and advancement Provide postdoctoral scholars with an appropriate balance of freedom and support. WEAKNESSES/THREATS: Individual isolation Inconsistent mentorship OPPORTUNITIES: New programs resulting from Bio-X and other initiatives

  17. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES • INITIATIVES • Mentoring and advancement • Use COSEPUP guidelines for faculty mentoring of postdoctoral scholars • Provide added support for training and educational opportunities by strengthening the Office of Postdoctoral Affairs. GOAL: Mentoring and advancement Provide postdoctoral scholars with an appropriate balance of freedom and support.

  18. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES STRENGTHS: Faculty connections with local industry Employment opportunities in the area GOAL: Career Provide support for postdoctoral scholars to pursue the career paths of their choice. WEAKNESSES/THREATS: Inconsistent career counseling National budget / funding for basic research Local economy OPPORTUNITIES: Links to biotech / industry Access to postdoc “alumni” for training and development programs New programs (Bio-X)

  19. POSTDOCTORAL TRAINING PROGRAMS STRATEGIC INITIATIVES • INITIATIVES • Career • Develop a professionally staffed Career Center together with the Office of Graduate Education. GOAL: Career Provide support for postdoctoral scholars to pursue the career paths of their choice.

  20. Develop and achieve an institutional standard for“total compensation” for postdoctoral scholars (including salary and stipends, benefits, housing programs, childcare programs) POSTDOCTORAL TRAINING PROGRAMS RETREAT INITIATIVES • Develop a professionally staffed Career Center together with the Office of Graduate Education.

  21. Develop and achieve an institutional standard for“total compensation” for postdoctoral scholars (including salary and stipends, benefits, housing programs, childcare programs) by: Increasing the inventory of affordable Stanford housing available to postdoctoral scholars and/or housing subsidies. Developing a more comprehensive benefits package for postdoctoral scholars. Developing enhanced childcare programs that address the economic and work schedule constraints of postdocs. Developing an equitable compensation program. Develop a professionally staffed Career Center together with the Office of Graduate Education. POSTDOCTORAL TRAINING PROGRAMS PRIORITIZED INITIATIVES

  22. RECOMMENDATIONS FOR IMMEDIATE ACTION Increase minimum annual salary for postdoctoral scholars in the School of Medicine to $35,000 or the NIH scale, whichever is greater. POSTDOCTORAL TRAINING PROGRAMS PRIORITIZED INITIATIVES Note: Stanford minimum will be raised to $36,000 in two years (Fall 2003).

  23. RECOMMENDATIONS FOR IMMEDIATE ACTION Increase minimum annual salary for postdoctoral scholars in the School of Medicine to $35,000 or the NIH scale, whichever is greater. Address duration of postdoctoral training: 5 years post degree, summing all institutions (COSEPUP) 3 + 1 years post degree at Stanford? 4 + 1 years post degree at Stanford? Eliminate the use of “volunteer” or “self-employed” postdoctoral scholars in the School of Medicine. Work with the Provost to build as much postdoc/resident housing on campus as possible(420 units at Quarry site versus population of ~1800). POSTDOCTORAL TRAINING PROGRAMS PRIORITIZED INITIATIVES