NRSA Training Core

印第安纳州临床和翻译科学研究所(CTSI)在为TL1 Pre-1配备 博士(9年)和博士后实习生(4年)通过其职业发展、教育和 研究培训(CERT)计划。首先，CERT在9个资助项目上培训了86名CTSI博士前实习生 循环。博士前课程完成者继续进行高水平的研究，研究时间的中位数百分比 60%。大多数人仍在学术或研究岗位上。第二，CERT培养了10名博士后 学员超过3个资助周期，大多数课程完成者保留在学术职位上，并花费 他们90%的研究时间的中位数。第三，我们的TL1计划在以下方面具有相当大的多样性 性别(57.3%)、代表性不足的少数民族(12.5%)和科学学科(27个不同的学科 博士后和8个不同学科的博士后培训生)。此外，实习生研究的类型跨越了 从T1到T4的翻译研究范围。TL1 NRSA培训核心的四个具体目标 本申请的目的是：1)提高我们基础项目的灵活性和覆盖范围， 尤其是通过异步和/或在线策略，向新的科学受众(例如，牙科， 药学、兽医、验光、专职医疗)，以及对培训学员的关注。2) 最大限度地提高TL1培训的职业发展部分，包括基本支持(例如，编写补助金 技能、生物统计和导师培训)、突出知识和技能，以及有针对性的培训，以填补 CERT计划特别强大的临床和转化科学工作人员(使用大数据， 实施科学、社区参与和交流以及药物开发)。3)发展 3个新领域的研究性培训：团队科学、创业和体验式学习。4)追求 区域和国家CTSA协作，以实现更大的创新和影响。指导我们的关键模型 战略计划是我们在所有CTSI活动中采用的“4D”的持续创新周期： 设计、演示、复制和传播。我们还创建了创新的计划，可以作为 更广泛传播的示范节目。其中包括a)i-Corps培训；b)国家培训 与行业合作伙伴协调体验式培训机会；c)混合博士后培训 学术界与行业、社区、政府或医疗保健合作伙伴之间的关系。最后，我们有了计划 进一步加强招聘和留住代表性不足的少数族裔科学家。我们正在加强 关于负责任的研究行为的指导，以及翻译研究伦理的新课程，以及 使用通用指标和新指标进行评估。

The Indiana Clinical and Translational Sciences Institute (CTSI) has a sustained record of equipping TL1 pre- doctoral (for 9 years) and postdoctoral trainees (for 4 years) through its Career development, Education and Research Training (CERT) Program. First, CERT has trained 86 CTSI predoctoral trainees over 9 funding cycles. Predoctoral program completers continue in research a high level with a median percent research time of 60%. The majority remain in academic or research positions. Second, CERT has trained 10 postdoctoral trainees over 3 funding cycles with most program completers retained in academic positions and spending a median of 90% of their time in research. Third, there has been substantial diversity in our TL1 program in terms of gender (57.3%), underrepresented minorities (12.5%), and scientific disciplines (27 different disciplines for predoctoral and 8 different disciplines for postdoctoral trainees). Also, the type of trainee research spans across the T1 to T4 translational research spectrum. The four specific aims of the TL1 NRSA Training Core proposed in this application are to: 1) Increase the flexibility and reach of our foundational programs, particularly through asynchronous and/or online strategies, outreach to new scientific audiences (e.g., dental, pharmacy, veterinary medicine, optometry, allied health) and attention to trainees earlier in the pipeline. 2) Maximize the career development components of TL1 training, including essential support (e.g., grant writing skills, biostatistics, and mentor training), salient knowledge and skills, and targeted training to fill gaps in the clinical and translational science workforce where the CERT program is especially strong (using big data, implementation science, community engagement and communication, and drug development). 3) Develop research training in 3 new areas: team science, entrepreneurship, and experiential learning. 4) Pursue regional and national CTSA collaborations for greater innovation and impact. The key model that guides our strategic initiatives is the continuous innovation cycle of “4Ds” that we adopt in all of our CTSI activities: Design, Demonstrate, Duplicate, and Disseminate. We also created innovative initiatives that could serve as model programs for dissemination more broadly. These include a) an I-Corps training; b) national coordination of experiential training opportunities with industry partners; c) hybrid postdoctoral training between the academia and an industry, community, government, or health care partner. Finally, we have plans for further enhancing recruitment and retention of underrepresent minority scientists. We are enhancing instructions in the responsible conduct of research with a new course in translational research ethics, and evaluations with Common Metrics plus novel metrics.