Institutional Career Development Core

I.机构职业发展核心(KL2) 摘要/摘要 印第安纳州临床和转化科学研究所(CTSI)在以下方面取得了持续的成就 通过其职业发展、教育和研究培训(CERT)计划培训KL2学者。 值得注意的是，CERT已经培训了47名KL2学者，其中大多数留在了学术职位(92%)，花了一年时间 他们75%的研究时间、晋升为副教授(43%)和获得外部培训的时间中位数 作为首席调查人员的资助(95%)，包括14个R01，7个其他R级奖项和15个K或同等级别 职业奖项。这47位学者来自29个不同的学科，在 性别(46%的妇女)和种族/族裔(15%的少数民族代表不足)，分布良好 从T1到T4的光谱研究。另外一个优势是，我们的学者是从 该州的3所主要研究型大学：印第安纳大学、普渡大学和华盛顿大学 巴黎圣母院。这扩大了学者、教师导师和翻译研究的广度。在这 应用，我们提出了许多新的和创新的培训计划，这些计划建立在我们的基础上 程序。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 对机构临床和转化型科学家的培训和职业发展的影响， 区域和国家层面。1)提高我们个性化基础计划的灵活性和覆盖范围 研究、培训和加速从导师到独立调查员(K到R)的地位。2)增加领域培训 我们的CERT项目既有独特的优势，也有差距。关键领域包括实施、 社区参与、监管事务和人口健康。3)在3个新领域开展研究培训： 团队科学、创业精神和体验式学习。4)通过以下方式测试创新的培训方法 研究和国家合作。我们在我们所有的CTSI中都采用了“4D”的持续创新周期 活动：设计、演示、复制和传播。我们还计划创新的举措，以服务于 作为更广泛传播的示范节目。这包括a)同伴和社区辅导 补充我们已经强大的教师指导计划的计划：b)一名CTSA KL2学者 交流方案；c)为区域CTSA方案服务的i-Corps培训班；d)国家 协调在线CTSA--行业药物开发培训方案 与我们的创始行业合作伙伴礼来公司。我们正在利用NCATS Common优化项目评估 使用新的指标进行增强的指标。我们正在加强招聘和保留任职人数不足的人员。 少数民族科学家，并提供一门关于翻译研究伦理的新课程。

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.