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.

项目摘要 职业提升计划 职业发展计划的总体目标将是：增加职业发展计划的广度和深度 在DF/HCC和整个美国，卵巢癌的翻译研究人员库。我们期待着训练 个人将成为2025年S在病理生物学、诊断、治疗方面的国家/国际领导者 和卵巢癌的控制。该项目将由大卫·斯普里格斯博士领导，他是整个孢子派的成员之一 并得到丹安德里亚博士和史蒂夫·坎尼斯特拉博士的持续建议和咨询。斯普里格斯博士有一个很长的 在新药开发领域成功招募和指导新的学术研究人员的记录 以及卵巢癌的治疗。具体目标将确定职业发展计划：目标1。 确定合适的候选人，主要是寻求成为独立调查人员的初级教职员工 在卵巢癌研究中，为这些研究人员提供并确保资金，并确保孢子资源 获奖者。这一群体将包括来自DFCC丰富的研究员池和初级教职员工的申请者 作为来自新英格兰其他机构的候选人，合作的孢子和国家候选人 征集自AACR和妇科肿瘤学会。我们特别致力于增加 同行评议的卵巢癌转化学研究人员的多样性。选择将取决于 整个孢子领导层，并得到EAB的确认。目标2.促进指导环境和计划 这将有助于CEP获奖者的职业发展和成功。通过环境中的 DF/CC，我们将为每个受资助的初级教员创建个性化培训计划(IDP)，并建立 一个由科学、临床和个人导师组成的团队围绕着每个人；目标3.监督科学和 获奖者和项目的学术进步。将特别注意过渡点，如 作为讲师/助理教授的接口并获得相当于RO1的资金，这将标志着 过渡到完全独立。短期成果措施将包括发表影响较大的论文。 以及提交校外同行评审的资金。长期结果将是在卵巢中持续存在 卵巢癌研究中持续发表的同行评议的癌症翻译研究 和在完成CEP后5-7年在学术机构获得高级教员资格 完成了。大部分支持将来自DFCC的各种机构来源， DFCI、贝丝以色列女执事医疗中心和MGH。具体的甄别、招聘计划 对不同获奖者的指导将纳入针对特定性别和少数族裔的资源 来自哈佛医学院和参与该孢子的个别医院的招募工作。