Goal 4: Develop Workforce and Resources

Promotion of interdisciplinary science to address therapeutic challenges in cardiac arrhythmias management

The main therapeutic challenges that remain to be addressed in the field of cardiac arrhythmias generally require the participation of scientific expertises as diverse as physiology, medicine, engineering, chemistry, nanotechnology, material science and others. Today, there is little incentive to assemble such cross-expertise teams. Novel funding mechanisms could reward the time and effort invested in forming cross-expertise... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

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-10 net votes
7 up votes
17 down votes
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Goal 4: Develop Workforce and Resources

Implementation Research Workforce Addressing Health Inequities

What are the best strategies to develop a highly competent diverse Implementation Science research workforce to address health inequities?

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Details on the impact of addressing this CQ or CC

• Enhance fundamental knowledge about new and trans-disciplinary D&I field.
• Improve understanding on ways to scale-up and deliver proven interventions to address health inequities.
• New knowledge generation regarding important adaptations of interventions implemented in the local context.
• Improve health outcomes, particularly in underserved populations in both the U.S. and abroad.
• Successful D&I research training programs will help ensure a competent diverse D&I research workforce.
• Identification of the most effective career timing and combination (balance) of discipline-specific and trans-disciplinary courses essential to develop a cadre of trans-disciplinary implementation science researchers.

Feasibility and challenges of addressing this CQ or CC

Feasibility:
• Dedicated NHLBI Center to promote, develop, implement, and disseminate research findings to address heart, lung, blood, sleep-related conditions and diseases.
• Identified new approaches to creating partnerships with trans-disciplinary research teams that expand beyond academia and increased understanding of the unique nature of mentorship needed for this discipline.
• Experience from several other ICs can be leveraged to improve or ability to be successful and decrease our launch time.
• Field is gaining momentum because of the realization of the unsustainable economic burden of health inequities (expected to increase in the future) in the U.S.

Challenges:

 

• Dedicated training mechanisms are needed to develop and meet our current/future T4 research workforce needs to address health inequities.

• Resources needed that provide unique training approaches (e.g., a trans-disciplinary scientific training environment, knowledge and experience with health disparity populations, unique training faculty (mentor) composition and opportunities to train mentees as future D&I mentors, innovative research tools and research experiences, and broad and diverse partnerships.

• Unique linkages with practice settings across disciplines needed.

Name of idea submitter and other team members who worked on this idea NHLBI Staff

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11 net votes
20 up votes
9 down votes
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Goal 4: Develop Workforce and Resources

Promoting collaborations to advance research

Insufficient funding and resources hamper scientific progress. Providing funding opportunities that require collaborations across multiple institutions would encourage open and collaborative research while promoting advances in research due to complementary expertise, sharing of resources, combining scientific efforts, etc.

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Details on the impact of addressing this CQ or CC

It would enhance research, accelerate the pace of discoveries, create collegial and collaborative environments across institutions and research groups. It would also promote team science and foster junior investigators who will learn the advantages of collaborating and functioning as a team.

Feasibility and challenges of addressing this CQ or CC

It would require funding opportunities with availability of funds being contingent on collaborations across a certain number of institutions/centers having complementary resources, expertise, & research teams.

Name of idea submitter and other team members who worked on this idea CFB

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36 net votes
44 up votes
8 down votes
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Goal 4: Develop Workforce and Resources

Preserving and promoting expertise in integrative physiology

From my perspective, one of the key “critical challenges” facing the NHLBI in particular, and medical science in general, is to avoid being blinded by the promises of the reductionists in the “personalized, precision medicine” of the future. In order to understand the advances being made at the molecular level, we need to preserve and promote expertise in truly integrative physiology, what I like to call “PHYSIOMICS”.... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Details on the impact of addressing this CQ or CC

Unfortunately, human physiologists are being squeezed out of the medical industrial complex by the basic scientists on one end, and the epidemiologists on the other. Most departments of medicine now require on 80/20 commitment to have a significant research component of an academic career, and it is becoming increasingly difficult for those few of us physiologists remaining to compete with the pressures of both research funding and clinical mandates. I urge the leadership at NHLBI to preserve a strong focus on human physiology, and continue to support the small, but high resolution studies that are required to answer key research questions. I would submit that studying an individual patient’s unique physiology is as much “personalized” or “precision” medicine as it is to read their genome. Remember, despite billions of dollars of research support, there remains nothing better to predict the risk of diabetes, than a simple measure of waist size!

Name of idea submitter and other team members who worked on this idea Benjamin Levine

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6 net votes
16 up votes
10 down votes
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Goal 4: Develop Workforce and Resources

Development of IT tools to rapidly access key portions of the EHR

As the volume of information in EHR has continued to increase, one of the current challenges is how to find key pieces of information within the EHR. For example if a patient presents to the ED with Chest Pain as chief complaint, key information for that patient related to this chief complaint should be retrieved by the IT system and presented to the clinician for review such as prior ECG's, prior work-ups including any... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Details on the impact of addressing this CQ or CC

Speed clinical care and reduce costs

Feasibility and challenges of addressing this CQ or CC

Should be feasible but would require some partnering with HIS and AI companies to move this forward.

Name of idea submitter and other team members who worked on this idea Mohamud Daya

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2 net votes
4 up votes
2 down votes
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Goal 4: Develop Workforce and Resources

Increasing the pool of senior mentors

What is the best way for the mentoring effort of senior investigators to be encouraged, enhanced, and supported to develop early career investigators?

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Details on the impact of addressing this CQ or CC

Increasing the pool of and enhancing the skills of diverse senior mentors is critical to the development of young investigators in appropriate scientific disciplines. This would promote the development of strategies to improve the quality and number of available mentors and promote an approach to mentoring that includes science, career development and research management.

Feasibility and challenges of addressing this CQ or CC

The development of the next generation of talented new investigators who are committed to conducting research related to the mission of NHLBI can be accomplished through mechanisms that provide protected time and resources to senior investigators.

Name of idea submitter and other team members who worked on this idea NHLBI Staff

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8 net votes
27 up votes
19 down votes
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Goal 4: Develop Workforce and Resources

How to decrease the amount/level of mistreatment by medical staff toward Sickle Cell Patients

How can we better train the medical staff to realize that we are individuals and not see us as a disease as opposed to an individual when treating us in the Emergency Room. To listen to the patients advice and comments. Helps them realize most adult patients have been taking narcotics the majority of their lives and that's why they require higher doses (without the judgment).

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Name of idea submitter and other team members who worked on this idea Kena Drew

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3 net votes
3 up votes
0 down votes
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Goal 4: Develop Workforce and Resources

Bridge “translational gap”

Provide resources and training to improve the ability of scientists to bridge the “translational gap”. Continue and expand the VITA program.

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Name of idea submitter and other team members who worked on this idea Society for Vascular Surgery

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5 net votes
7 up votes
2 down votes
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Goal 4: Develop Workforce and Resources

Comparison Groups for Training Evaluation

Evaluating whether a particular training program is effective can be difficult if an appropriate comparison group is not available.

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Details on the impact of addressing this CQ or CC

A concerted effort is needed across the different institutes and other research-oriented training programs (e.g., RWJF) to collect and combine common data. A NIH Working Group may need to determine the best way to do this. Type of information needed is background (baseline) educational and career information about trainees, and educational and career information collected longitudinally. Specific metrics indicating success at different career stages (e.g. publications and grants at the post-doc and faculty level, or continued training at the graduate level for undergraduates, etc) would be developed and collected. In addition, specific information about the training programs themselves is needed, such as length and intensity of training, training content, mentoring components, research components, etc. Personality types of the trainees such as those obtained from the Myers-Briggs Test would be useful.

Feasibility and challenges of addressing this CQ or CC

This is NOT meant to be a competitive enterprise (e.g. which program is “best”) but rather a concerted effort to determine what works best for different segments of the population at different stages of career development, and an ability to draw relevant “comparison” groups from the mix. The study designs need to recognize the importance of not taking a cohort of students/trainees historically disadvantaged from succeeding in biomedical research and to offer them nothing to create a control setting that allows a greater chance of producing a positive effect size for a given intervention.

Name of idea submitter and other team members who worked on this idea Treva Rice for the PRIDE (Programs to increase diversity among individuals engaged in health-related research): Joe GN “Skip” Garcia, Francisco Moreno Girardin Jean-Louis, Gbenga Ogedegbe, DC Rao, Victor Davila-Roman, Mohamed Boutjdir, Betty Pace, Juan Gonzales, Bettina M Beech, Keith Norris, Marino Bruce, Alicia Fernandez, Kirsten Bibbins-Domingo, and Margaret Handley.

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2 net votes
7 up votes
5 down votes
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Goal 4: Develop Workforce and Resources

Increase and Support Research Based Faculty

As the current chair of the Research and Training Division, I would like to convey that the AAAAI membership would like the NHLBI to consider the following in the development of its strategic plan:

There has been a decline in research-based faculty in the past few years.  The challenge is two-fold.  First, increase the research faculty pipeline with increased focus on training and recruitment of research focused fellows... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Name of idea submitter and other team members who worked on this idea Mitchell Grayson on behalf of the American Academy of Allergy, Asthma, and Immunology

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59 net votes
76 up votes
17 down votes
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Goal 4: Develop Workforce and Resources

Shall we increase the transparency of the grant review process to prevent potential biases?

Financial and intellectual conflict(s) of interest are common in academic medical sciences. Those conflicts could potentially bias decisions of study section members and change grant application outcomes. During the grant review process, financial and/or intellectual conflict(s) of interest disclosures of the study section members are not readily available to the grant applicants or the public. Should the NHBI increase... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Critical Challenge (CC)

Details on the impact of addressing this CQ or CC

Increased transparency in the grant review process will provide a more plain level field for all applications, including new investigators with novel ideas.

Feasibility and challenges of addressing this CQ or CC

Public disclosure of financial (more than intellectual) conflict(s) of interest are becoming the standard in medical societies and scientific publications.

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18 net votes
24 up votes
6 down votes
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Goal 4: Develop Workforce and Resources

Which factors are associated with systems performance?

What are the institutional factors, including structure and culture of care, that characterize systems performance? Which of these factors are potentially modifiable and/or scalable?

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Name of idea submitter and other team members who worked on this idea AHA Staff & Volunteers

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-3 net votes
2 up votes
5 down votes
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Goal 4: Develop Workforce and Resources

Encouraging Junior Scientists to be Mentors in T-32 Programs

To ensure continuity of mentorship across generations, should we create incentives to encourage participation of younger, junior faculty in the leadership of our T32 programs?

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Details on the impact of addressing this CQ or CC

To ensure continuity of mentorship across generations, teach junior investigators an important skill, alleviate the mentoring workload of more senior investigators.

Feasibility and challenges of addressing this CQ or CC

Various types of incentive can be offered to junior investigators, some of them would need to be negotiated with the institutions.
Mentoring is an important part of a scientist life and is a skill that is learned by observation and practice. Good mentoring is essential for a successful career of any investigator. Encouraging young investigators to start mentoring from the early phases of their career will improve their skills and create a cadre of very competent future mentors.

Name of idea submitter and other team members who worked on this idea NHLBI Staff

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22 net votes
37 up votes
15 down votes
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Goal 4: Develop Workforce and Resources

Training Biomedical Research Experts for Life Beyond the Ivory Tower

Only 10-20% of graduates from PhD programs in the biomedical sciences will pursue a scientific career in the traditional tenure track academic model.

This is in part due to a mismatch between a large number of highly qualified scientists and the relatively small number of tenure track positions available. Instead of viewing the careers of the 80-90% as "alternative careers", we have to accept that in fact the traditional... more »

Is this idea a Compelling Question (CQ) or Critical Challenge (CC)? Compelling Question (CQ)

Details on the impact of addressing this CQ or CC

The majority of trainees in NHLBI graduate and postdoctoral training programs will likely pursue a diverse spectrum of careers such as scientists in the biotech and pharmaceutical industry, educators, health and science journalists, editors, patent lawyers or health/science consultants in the world of finance and politics.

Most NHLBI T32 training grants are awarded to academic institutions and the mentors tend to be tenure-track or tenured academics with NIH R01 funding. The question we have to address is whether these traditional training programs and mentors are well-suited to advise and prepare trainees for careers outside of academia.

The NHLBI should fund novel training programs that require or encourage involving mentors outside of academia and funding training projects that allow trainees to work in industry, publishing, writing, politics, non-profits and other non-traditional areas related to heart, lung and blood research. This will prepare trainees for future careers and increase their likelihood of obtaining satisfying jobs.

Feasibility and challenges of addressing this CQ or CC

Such newer T32 training programs will require a rethinking of the goals of training. There will be challenges for how to assess the quality and identify benchmarks of success for the training programs. Instead of merely looking at the number of publications by a trainee, one should also consider the impact they will make on society by using their expertise in biomedical research to improve education, health and science reporting, political and financial decisions, etc.

One should also consider awarding such training programs jointly to multiple institutions and encourage sharing of trainees. For example, a T32 program that wants to train future science writers and journalists with expertise in cardiovascular medicine would encourage their trainees to visit multiple partner institutions with expertise in cardiovascular medicine and in journalism/writing during their training period.

Instead of spending two years in one lab under a single mentor working on one or two projects, non-traditional T32 programs would encourage exposure to multiple projects, mentors, etc.

Name of idea submitter and other team members who worked on this idea Jalees Rehman

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0 net votes
4 up votes
4 down votes
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