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Sustaining the Clinical Translational Research Workforce: Training and Empowering the Next Generation of Investigators

机译：维持临床转化研究人员队伍：培训和增强下一代研究人员的能力

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There is mounting concern that clinician scientists are a vanishing species, and that the pipeline for clinical translational research (CTR) investigators is in jeopardy. For the majority of current junior CTR investigators, the career path involves first obtaining a National Institutes of Health (NIH) funded K-type career development award, particularly K08 and K23, and subsequently an NIH R01. This transition, popularly referred to as K2R, is a major hurdle with a low success rate and gaps in funding. In this Perspective, the authors identify factors that facilitate K2R transition and important aspects of increasing and sustaining the pipeline of CTR investigators. They also highlight significant differences in success rates of women and those underrepresented in biomedical research. Early career exposure to research methodology, protected time, multidisciplinary mentoring, and institutional “culture shift” are important for fostering and rewarding team science. Mentoring is the single most important contributor to K2R success, and emerging evidence suggests that formal mentor training and team mentoring are effective. Leadership training can empower junior investigators to thrive as independent CTR investigators. Future research should focus on delineating the difference between essential and supplemental factors to achieve this transition, and mentoring methods that foster success, including those that promote K2R transition of women and those underrepresented in biomedical research. The Clinical Translational Science Awards National Consortium is well positioned to test existing models aimed at shortening the timeframe, increasing the rate of K2R transition, and identifying strategies that improve success.
机译：人们越来越担心临床医生是正在消失的物种，并且临床转化研究（CTR）研究人员的工作正处于危险之中。对于大多数当前的初级CTR调查员而言，其职业道路首先涉及获得美国国立卫生研究院（NIH）资助的K型职业发展奖，特别是K08和K23，然后是NIH R01。这种过渡，通常称为K2R，是成功率低且资金缺口大的主要障碍。在此观点中，作者确定了促进K2R过渡的因素以及增加和维持CTR研究人员的渠道的重要方面。他们还强调了妇女和生物医学研究中代表性不足的妇女的成功率存在显着差异。早期职业生涯中的研究方法，受保护的时间，多学科的指导以及机构的“文化转变”对于培养和奖励团队科学非常重要。指导是K2R成功的唯一最重要的因素，并且新出现的证据表明正式的指导者培训和团队指导是有效的。领导力培训可以使初级调查人员蓬勃发展为独立的CTR调查人员。未来的研究应着重于描述实现这一过渡的基本要素和补充要素之间的差异，以及指导成功的指导方法，包括那些促进妇女从K2R过渡的方法以及在生物医学研究中代表性不足的方法。临床转化科学奖国家财团非常有资格测试现有模型，以缩短时间表，提高K2R转换率以及确定可提高成功率的策略。

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