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Summary of the Recommendations and the Implementation Plan
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Subcommittees
reviewed the recommendations that had been made in three major areas:
stipends and benefits, mentoring, and career development. All 26 of
the recommendations made and the actions taken to implement them are
summarized here.
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| Stipends
and Benefits |
| Recommendations |
Actions
Taken |
1. Review postdoctoral fellow stipends in the Bay
Area and compare Gladstone scale.
2. Review M.D./Ph.D., gender, and institute comparability (with respect
to salary) within Gladstone.
3. Consider expanding the upper end of the fellow salary scale for
truly outstanding fellows.
4. Permit fellows to apply for and receive the highest fellowship
stipend for which they are eligible.
5. Do a cost/benefit analysis of adding a retirement plan for fellows.
6. Survey satisfaction with dental care plans and consider adding
other options.
7. Consider additional financial support mechanisms for fellows (e.g.,
housing subsidies and help with childcare). |
To
address the special financial challenges posted by working and living in
the Bay Area, the new plan provides higher compensation.
Salary increase of approximately $3,0005,000 per year during
the first four years and $5,0007,000 over the NIH scale.
Annual
Salaries for 20022003
Summary
of Benefits
5% housing allowance
$750 lump sum payment to all new postdoctoral fellows to help defray
cost of moving and setting up a household in the Bay Area
Plan is equitable and free of bias. Salary adjustments based on published
scale, if performance is satisfactory.
Creates the Gladstone
Scholars Program, which
allows postdoctoral fellows to accept the added benefits associated with
winning prestigious and competitive fellowships.
Establishes a new position recognizing the career development step
for K award recipients.
Possibility of promotion to research scientist after three years,
based on scientific and professional achievement. 2% salary increase and
qualification for participation in retirement program.
Human Resources will assess the dental plan in the coming year. |
| Mentoring |
| Recommendations |
Actions
Taken |
11.
Mentoring should be made a priority item by Gladstones top administrators
and by the PIs. Mentoring skills should be included as one of the performance
categories for which PIs are evaluated.
12. Consider a periodic training session for PIs on aspects of good
mentoring.
13. Develop a neutral and confidential means of addressing issues
or problems between postdoctoral fellows and mentors.
14. Develop a Gladstone postdoctoral fellows handbook that
discusses key aspects of postdoctoral training and identifies means by which
this training can be obtained at Gladstone. |
The
Directors agreed that mentoring will be a hallmark of the Gladstone program,
and a committee was formed to develop mentoring standards for further discussion.
The standards have now been developed and distributed to all investigators
(PIs) and fellows.
Discussions of mentorship will be a part of the annual performance
reviews for fellows and PIs.
Fellows will be surveyed annually on mentoring and the surveys, identified
by lab only will be given to the PI, Director, and Human Resources.
PIs will receive additional training in mentoring.
Gladstone will facilitate the creation of a mentoring network that
extends beyond the individual PIs.
A Women in Science Program has been established to assist women fellows.
Committee
on Advancement of Women Scientists at Gladstone
Increase awareness among trainees of existing procedures for addressing
problems between the fellow and the mentor. Encourage fellows to approach
their mentor directly. If further action is required, fellows can seek resolution
from the Institute Director, the postdoctoral fellows advisor, or the President.
The Directors and Human Resources can consider involvement of an external
consultant if conflicts remain unresolved. Training in conflict resolution
resolution will be offered through the Gladstone Extension program.
A handbook for fellows is being prepared by Human Resources. |
| Career
Development |
| Recommendations |
Actions
Taken |
10.
Develop a program to foster collegial interactions between fellows and faculty
and to provide additional help with career development.
15. A strict limit should not be placed on the duration of postdoctoral
training and can be avoided by appropriate mentoring and career counseling.
16. PIs should discuss career plans and prospects with fellows at
least annually for the first two years and then semiannually thereafter.
17. PIs should assume that the vast majority of their fellows intend
to become independent PIs.
18. PIs must communicate to their fellows a list of all the attributes
and skills that are required to be a successful PI.
19. PIs should acquaint themselves with what it takes
to facilitate entry into a career in industry, as many of our fellows are
considering that option.
20. The Gladstone Institutes should start a formal career-advising
program.
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Although prolonged postdoctoral fellowships (56 total years) are discouraged,
Gladstone does not set a strict limit on the duration of postdoctoral training.
Fellows are eligible for promotion to research scientist after three
years.
PIs will discuss career plans and prospects with fellows at least
yearly.
Fellows are encouraged to seek career advice from other faculty members
on an informal basis.
The new Postdoctoral
Fellows Advisor
in the Human Resources Department will play an integral role in helping
fellows seek a position outside Gladstone
PIs will communicate to their fellows by various means the attributes
of a successful PI.
Gladstone will generate more opportunities for fellows to interact
with PIs.
A Career Opportunities Seminar Series and lunches featuring successful
scientists will be established to assist fellows who select nonacademic
careers in industry or elsewhere.
Gladstone will begin a formal career-advising program to assist in
placing fellows into the best possible jobs.
Gladstone alumni will be used as a resource. |
| Other
Recommendations |
| Recommendations |
Actions
Taken |
8.
Expand the in-house training program (Gladstone Extension) to include more
classes for fellows on grantsmanship, ethics, conflict of interest, and
outside consulting.
9. Offer Gladstone Extension classes on personnel management skills
and on career development specifically for fellows.
21. Emphasize programs that enhance interactions between the Gladstone
Institutes and the rest of the scientific community at UCSF
22. Take steps to reverse perceived discriminatory attitudes and
practices toward women postdoctoral fellows.
23. Provide to all new postdoctoral fellows a letter of appointment
that states the goals of the fellowship, the policies concerning fellowships
at Gladstone, and the responsibilities of the fellows and PIs.
24. Provide a certificate or letter of completion of postdoctoral
training to assist fellows in securing subsequent employment.
25. Periodically evaluate the balance of interests among postdoctoral
fellows, their faculty mentors, and the institution as a whole to assure
that the legitimate educational needs and career interests of the fellows
are being met.
26. Distribute this report to all Gladstone PIs.
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The Gladstone Extension Program will be expanded to include courses more
relevant for fellows, including infomatics, diversity, Excel biostatistics,
grant writing, and manuscript preparation.
The Directors have embraced the concept of emphasizing interactions
with UCSF as a fundamental priority and will at all stages of Gladstone/UCSF
interactions facilitate such relationships.
Gladstones policy that discrimination of any kind will not
be tolerated was reaffirmed by President and Directors.
Human Resources will provide to all new postdoctoral fellows a letter
of appointment.
Gladstone will provide a certificate or letter of completion of training.
An anonymous survey of fellows will be repeated in 12 years
to insure that the needs and interests of the fellows are being addressed
appropriately.
The entire report from the original Committee to Evaluate the Gladstone
Postdoctoral Training Program has been distributed, and future reports will
be distributed as well. |
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