This subcommittee’s task was to recommend specific actions to implement recommendations 15–20 of the Final Report of Committee to Evaluate the Gladstone Postdoctoral Fellow Training Program. The actions we suggest for each recommendation are summarized below. Some of the recommendations overlapped and were combined.

Recommendation 15: A strict limit should not be placed on the duration of postdoctoral training. Prolonged (>5–6 total years) postdoctoral fellowships are discouraged and can be avoided by appropriate mentoring and career counseling.

It was the consensus of the group that a strict limit not be placed on the duration of postdoctoral fellowships at Gladstone. The typical tenure is three years, but the appointment is renewed annually. We recommend that during the third year, at the discretion of the PI, the postdoctoral fellow may be considered for promotion to research scientist. This position is intended to facilitate a fellow’s transition to a permanent job outside of Gladstone and has a three-year maximum. Fellows who are not promoted would remain at Gladstone for a maximum of one additional year. HR would be notified and asked to help in the job search.

Recommendation 16: PIs should discuss career plans and prospects with fellows at least annually for the first two years and then semiannually thereafter. This discussion, which would include formulation of a career time plan, should be part of the existing performance review process. At the option of the PI and fellow, an HR representative could be included in the career-planning discussions.

Recommendation 17: PIs should assume that the vast majority of their fellows intend to become independent PIs. However, the PIs should be equally prepared to advise fellows who select a different career path. Inquire at annual (or semiannual) meetings as to career goals and provide appropriate advice to help fellows plan for the future.

It was suggested that faculty members be routinely available to discuss career plans with individual fellows on an informal basis. Fellows are encouraged to seek out faculty whose research interests and experience may be particularly relevant to their career plans, and faculty are encouraged to make themselves available for such meetings. During the second (or, at latest, third) year, the fellow, the PI, and a faculty member with relevant experience/information should meet to discuss the fellow’s career plans. This meeting would be separate from the annual performance evaluation.

Several roles for the HR Department were proposed. (1) HR could keep copies of particularly well written CVs and grant research plans for fellows to review. (2) HR could organize annual presentations by the Grants and Contracts Department on funding opportunities and grant writing for all postdoctoral fellows. The participation of PIs in these workshops was considered to be important. (3) HR could obtain the schedule of lecture and seminars, including those presented by the UCSF Postdoctoral Scholars Association, and forward the information to Gladstone fellows. (4) HR could develop a “postdoctoral fellows handbook” that would be posted on the Gladstone web site. An overview of “postdoc life” at Gladstone, along with opportunities for training in grant writing, career development, etc., could also be posted. (5) HR could maintain a list of web sites that that cover such topics as interviewing and resume preparation.

Recommendation 18: PIs must communicate to their fellows a list of all of the attributes and skills that are required to be a successful PI. These communications can be made both directly to the fellow and by reference to a handbook for Gladstone postdoctoral fellows (see Recommendation 14, above).

The committee declined to recommend implementing item 18. The “phenotype” of a PI varies considerably, and the committee believes that periodic roundtable discussions with some of the PIs would be more useful.

Recommendation 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. Schedule an annual meeting between Gladstone scientists and industry representatives to advise PIs on what, if anything, they can do to improve their performance here. Consider inviting fellows to this meeting as well. The intention here is not to train fellows specifically for industry or to alter our academic orientation. Rather, the intention is to make the investigators aware of what, if anything, they can do to assist fellows who wish to work in industry to actually obtain a position there.

Recommendation 20: The Gladstone Institutes should start a formal career-advising program. The goal of this program would be to assist in placing postdoctoral fellows into the best possible jobs. Advice should be provided on job opportunities and qualifications for different scientist positions. Networking opportunities for fellows with Gladstone alumni, business leaders, and headhunters should be facilitated.

The committee recommends that a monthly seminar series on career opportunities be established. Representatives from biotech and large pharmaceutical companies, preferably scientists, would be invited to describe what scientists in industry do and how opportunities vary with different levels of experience, as well as their current responsibilities. Speakers with expertise in areas other than traditional “bench” work, such as genomics/bioinformatics, intellectual property, patent law, quality assurance/manufacturing, teaching, and consulting, should also be invited.

In addition, Gladstone alumni could be invited to speak to postdoctoral fellows about seeking jobs. The presentations could be included in the Monday noon seminar series, and followed by meetings with postdoctoral fellows.