Grant Supplements and Diversity Efforts

The NIH announced an “encouragement” for NIMH BRAINI PIs to apply for the availability of Research Supplements to Promote Diversity in Health-Related Research (Admin Supp).

Administrative supplements for those who are unaware, are extra amounts of money awarded to an existing NIH grant. These are not reviewed by peer reviewers in a competitive manner. The decision lies entirely with Program Staff*. The Diversity supplement program in my experience and understanding amounts to a fellowship- i.e., mostly just salary support – for a qualifying trainee. (Blog note: Federal rules on underrepresentation apply….this thread will not be a place to argue about who is properly considered an underrepresented individual, btw.) The BRANI-directed the encouragement lays out the intent:

The NIH diversity supplement program offers an opportunity for existing BRAIN awardees to request additional funds to train and mentor the next generation of researchers from underrepresented groups who will contribute to advancing the goals of the BRAIN Initiative. Program Directors/Principal Investigators (PDs/PIs) of active BRAIN Initiative research program grants are thus encouraged to identify individuals from groups nationally underrepresented to support and mentor under the auspices of the administrative supplement program to promote diversity. Individuals from the identified groups are eligible throughout the continuum from high school to the faculty level. The activities proposed in the supplement application must fall within the scope of the parent grant, and both advance the objectives of the parent grant and support the research training and professional development of the supplement candidate. BRAIN Initiative PDs/PIs are strongly encouraged to incorporate research education activities that will help prepare the supplement candidate to conduct rigorous research relevant to the goals of the BRAIN Initiative

I’ll let you read PA-16-288 for the details but we’re going to talk generally about the Administrative Supplement process so it is worth reprinting this bit:

Administrative supplement, the funding mechanism being used to support this program, can be used to cover cost increases that are associated with achieving certain new research objectives, as long as the research objectives are within the original scope of the peer reviewed and approved project, or the cost increases are for unanticipated expenses within the original scope of the project. Any cost increases need to result from making modifications to the project that would increase or preserve the overall impact of the project consistent with its originally approved objectives and purposes.

Administrative supplements come in at least three varieties, in my limited experience. [N.b. You can troll RePORTER for supplements using “S1” or “S2” in the right hand field for the Project Number / Activity Code search limiter. Unfortunately I don’t think you get much info on what the supplement itself is for.] The support for underrepresented trainees is but one category. There are also topic-directed FOAs that are issued now and again because a given I or C wishes to quickly spin up research on some topic or other. Sex differences. Emerging health threats. Etc. Finally, there are those one might categorize within the “unanticipated expenses” and “increase or preserve the overall impact of the project” clauses in the block I’ve quoted above.

I first became aware of the Administrative Supplement in this last context. I was OUTRAGED, let me tell you. It seemed to be a way by which the well-connected and highly-established use their pet POs to enrich their programs beyond what they already had via competition. Some certain big labs seemed to be constantly supplemented on one award or other. Me, I sure had “unanticipated expenses” when I was just getting started. I had plenty of things that I could have used a few extra modules of cash to pay for to enhance the impact of my projects. I did not have any POs looking to hand me any supplements unasked and when I hinted very strongly** about my woes there was no help to be had***. I did not like administrative supplements as practiced one bit. Nevertheless, I was young and still believed in the process. I believed that I needn’t pursue the supplement avenue too hard because I was going to survive into the mid career stretch and just write competing apps for what I needed. God, I was naive.

Perhaps. Perhaps if I’d fought harder for supplements they would have been awarded. Or maybe not.

When I became aware of the diversity supplements, I became an instant fan. This was much more palatable. It meant that at any time a funded PI found a likely URM recruit to science, they could get the support within about 6 weeks. Great for summer research experiences for undergrads, great for unanticipated postdocs. This still seems like a very good thing to me. Good for the prospective trainees. Good for diversity-in-science goals.

The trouble is that from the perspective of the PIs in the audience, this is just another rich-get-richer scheme whereby free labor is added to the laboratory accounts of the already advantaged “haves” of the NIH game. Salary is freed up on the research grants to spend on more toys, reagents or yet another postdoc. This mechanism is only available to a PI who has research grant funding that has a year or more left to run. Since it remains an administrative decision it is also subject to buddy-buddy PI/PO relationship bias. Now, do note that I have always heard from POs in my ICs of closest concern that they “don’t expend all the funds allocated” for these URM supplements. I don’t know what to make of that but I wouldn’t be surprised in the least if any PI with a qualified award, who asks for support of a qualified individual gets one. That would take the buddy/buddy part out of the equation for this particular type of administrative supplement.

It took awhile for me to become aware of the FOA version of the administrative supplement whereby Program was basically issuing a cut-rate RFA. The rich still get richer but at least there is a call for open competition. Not like the first variety I discussed whereby it seems like only some PIs, but not others, are even told by the PO that a supplement might be available. This seems slightly fairer to me although again, you have to be in the funded-PI club already to take advantage

There are sometimes competing versions of the FOA for a topic-based supplement issued as well. In one case I am familiar with, both types were issued simultaneously. I happen to know quite a bit about that particular scenario and it was interesting to see the competing variety actually were quite bad. I wished I’d gone in for the competing ones instead of the administrative variety****, let me tell you.

The primary advantage of the administrative supplement to Program, in my viewing, is that it is fast. No need to wait for the grant review cycle. These and the competing supplements are also cheap and can be efficient, because of leverage from the activities and capabilities under the already funded award.

As per usual, I have three main goals with this post. First, if you are an underrepresented minority trainee it is good to be aware of this. Not all PIs are and not all think about it. Not to mention they don’t necessarily know if you qualify for one of these. I’d suggest bringing it up in conversations with a prospective lab you wish to join. Second, if you are a noob PI I encourage you to be aware of the supplement process and to take advantage of it as you might.

Finally, DearReader, I turn to you and your views on Administrative Supplements. Good? Bad? OUTRAGE?

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COI DISCLAIMER: I’ve benefited from administrative supplements under each of the three main categories I’ve outlined and I would certainly not turn up my nose at any additional ones in the future.

*I suppose it is not impossible that in some cases outside input is solicited.

**complained vociferously

***I have had a few enraging conversations long after the fact with POs who said things like “Why didn’t you ask for help?” in the wake of some medium sized disaster with my research program. I keep to myself the fact that I did, and nobody was willing to go to bat for me until it was too late but…whatevs.

****I managed to get all the way to here without emphasizing that even for the administrative supplements you have to prepare an application. It might not be as extensive as your typical competing application but it is much more onerous than Progress Report. Research supplements look like research grants. Fellowship-like supplements look like fellowships complete with training plan.

Projected NRSA salary scale for FY2017

NOT-OD-16-131 indicates the projected salary changes for postdoctoral fellows supported under NRSA awards.

Being the visual person that I am…

As anticipated, the first two years were elevated to meet the third year of the prior scale (plus a bit) with a much flatter line across the first three years of postdoctoral experience.

What think you o postdocs and PIs? Is this a fair* response to the Obama overtime rules?

Will we see** institutions (or PIs) where they just extend that shallow slope out for Years 3-7+?

h/t Odyssey and correction of my initial misread from @neuroecology
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*As a reminder, $47,484 in 2016 dollars equals $39,715 in 2006 dollars, $30,909 in 1996 dollars and $21,590 in 1986 dollars. Also, the NRSA Yr 0 for postdocs was $20,292 for FY1997 and $36,996 for FY2006.

**I bet yes***.

***Will this be the same old jerks that already flatlined postdoc salaries? or will PIs who used to apply yearly bumps now be in a position where they just flatline since year 1 has increased so much?

Grad school committees reveal true purpose

Do admissions committees really prefer neuroscience PhDs have neuroscience undergrad degrees?

— Adam J Calhoun (@neuroecology) May 4, 2016

I suggest you assess the criteria used by graduate school admissions processes with an eye to labor issues.

How many of these are related to trying to get the best, most efficient, dedicated and smartest worker bees into the department labs?

How many are related to “we need these skills”?

Abortion is more humane than child neglect

jmz4 asks:

DM, what’s your reasoning behind advocating for reducing grad student numbers instead of just bottlenecking at the PD phase? I’d argue that grad students currently get a pretty good deal (free degree and reasonable stipend), and so are less exploited. Also, scientific training is useful in many other endeavors, and so the net benefit to society is to continue training grad students.

My short answer is that it is more humane.

Heh.

@neuromusic I have bad news for them about grad school

— Steve Shea (@sheacshl) April 6, 2016

all of this.

On whitening the CV

I heard yet another news story* recently about the beneficial effects of whitening the resume for job seekers.

I wasn’t paying close attention so I don’t know the specific context. 

But suffice it to say, minority job applicants have been found (in studies) to get more call-backs for job interviews when the evidence of their non-whiteness on their resume is minimized, concealed or eradicated. 

Should academic trainees and job seekers do the same?

It goes beyond using only your initials if your first name is stereotypically associated with, for example, being African-Anerican. Or using an Americanized nickname to try to communicate that you are highly assimilated Asian-Anerican. 

The CV usually includes awards, listed by foundation or specific award title. “Ford Foundation” or “travel award for minority scholars” or similar can give a pretty good clue. But you cannot omit those! The awards, particularly the all-important “evidence of being competitively funded”, are a key part of a trainee’s CV. 

I don’t know how common it is, but I do have one colleague (I.e., professorial rank at this point) for whom a couple of those training awards were the only clear evidence on the CV of being nonwhite. This person stopped listing these items and/or changed how they were listed to minimize detection. So it happens.

Here’s the rub. 

I come at this from the perspective of one who doesn’t think he is biased against minority trainees and wants to know if prospective postdocs, graduate students or undergrads are of Federally recognized underrepresented status.

Why? 

Because it changes the ability of my lab to afford them. NIH has this supplement program to fund underrepresented trainees. There are other sources of support as well. 

This changes whether I can take someone into my lab. So if I’m full up and I get an unsolicited email+CV I’m more likely to look at it if it is from an individual that qualifies for a novel funding source. 

Naturally, the applicant can’t know in any given situation** if they are facing implicit bias against, or my explicit bias for, their underrepresentedness. 

So I can’t say I have any clear advice on whitening up the academic CV. 

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*probably Kang et al.

**Kang et al caution that institutional pro-diversity statements are not associated with increased call-backs or any minimization of the bias.

Grad students are hilarious

Scene: Laboratory of Hibernation Studies

PI: “We need to discuss your thesis plans…what have you come up with so far?”

Grad Student: “Bears”

PI: “What? Dude, we have a sweet ground squirrel model all ready to go. What do you want to use it for?”

GS: “I want to start up a bear lab. It’ll be great.”

PI: -Dead Stare-

GS: “Bears! Hibernation! …..get it?”

……

GS: “Meanie”

NSF Graduate Fellowship changes benefit…..?

I was wondering about the impact of the recent change in NSF rules about applying for their much desired fellowship for graduate training. Two blog posts are of help.

Go read:

Small Pond Science 

Dr. Zen

Master’s to doctoral transition

Question for the biomedical types: 

Have you ever heard of a doctoral program in which entering with a Master’s degree significantly shortens the arc from entry to degree?

In my limited experience, the treatment of those with Master’s degrees is not any different from those without. Same initial course load, same exams and qualification steps. 

Do any of you know of programs with a different approach?

Blooding the trainees

In that most English of pastimes, fox hunting, the noobs are smeared about the face with the blood of the poor unfortunate fox after dismembering by hound has been achieved.

I surmise the goal is to get the noob used to the less palatable aspects of their chosen sporting endeavor. 

Anyway, speaking of manuscript review and eventual publication, do you plan a course for new trainees in the lab?

I’m wondering if you have any explicit goals for them- Should a mentor try to get new postdocs or grads a pub, any pub as quickly and easily as possible?

Or should they be thrown into a multi-journal fight so as to fully experience the joys of desk rejection, ultimate denial after four rounds of review somewhere and the final relief of just dumping that Frankensteinian monster of a paper in a lowly journal and being done. 

Do you plan any of this out for your newest trainees?

I’m 14 carat……want to look good for the PI, mmm

Have you ever been in a lab with a golden-child trainee?

Was it you?

NCI will ease that difficult transition to postdoc

I am still not entirely sure this is not an elaborate joke.

http://grants.nih.gov/grants/guide/rfa-files/RFA-CA-16-005.html

The purpose of the NCI Predoctoral to Postdoctoral Fellow Transition Award (F99/K00) is to encourage and retain outstanding graduate students who have demonstrated potential and interest in pursuing careers as independent cancer researchers. The award will facilitate the transition of talented graduate students into successful cancer research postdoctoral appointments, and provide opportunities for career development activities relevant to their long-term career goals of becoming independent cancer researchers.

The need for a transition mechanism that graduate students can apply for is really unclear to me.

Note: These are open to non-citizens on the appropriate visa. This is unlike the NRSA pre- and post-doc fellowships.

Horizon

Often times in academics we are anticipating a job change in the near future. Postdocs, in particular, since this is supposed to be a temporary job. But faculty occasionally anticipate a job change too. On the market b/c you fear tenure won’t fall, to leverage progress into a better job, to jump out of the rat race, to join Administration. 

I give advice based on Yoda’s wisdom. 

Yoda: Ready are you? What know you of ready? For eight hundred years have I trained Jedi. My own counsel will I keep on who is to be trained. A Jedi must have the deepest commitment, the most serious mind. This one a long time have I watched. All his life has he looked away… to the future, to the horizon. Never his mind on where he was. Hmm? What he was doing. Hmph. Adventure. Heh. Excitement. Heh. A Jedi craves not these things. You are reckless. 

No, not the paternalistic grouch stuff. In this he is worse than a greybeard of science. 

No it is the part about doing a good job on what you are currently doing. To me this is the basis for making the future stuff more likely to go your way.  

No matter how removed the anticipated job category, the candidate who has been successful in her previous job is going to look better. 

I entertained the McKinsey thing at one point during my training. Looked into it, saw who they hired and spoke to a friend of a sibling who went that way. They did not want people who had a disappointing career in science up to that point. They knew what CN or S publications meant. They wanted excellence.

Now of course plenty of people get alternative career jobs after a disappointing career as grad student or postdoc. But I think the take away message is that you should maximize your success in whatever job you are doing now. Don’t just slack because you plan to be out-o-here in a year. 

Success now increases the chances of getting into whatever next job lies over the horizon. 

There is also the consideration that you may find yourself staying in the job you have much longer than anticipated or desired. A year from now, you don’t want to look back and wish you had finished that experiment, paper, grant application or whatever.

Work based on the idea you may still be in this job in a year or three. Sometimes things happen. Maybe the local institution finally steps up and does you a solid. Maybe that firm job offer elsewhere is denied by the Dean or P&T committee. Maybe the University System puts down a hiring freeze.

You’ll be better off if you are taking care of business in your existing job.

Mentoring and parenting

Like it or not, your mentoring behavior is intimately tied to the experiences you had as a scientific trainee. Let me rephrase that for emphasis. Tied to the way you experienced your training.

In the very general sense, if you thought something was good for you, you are going to tend to try to extend that to your trainees. And if something was bad for you, you are going to try to avoid that for your trainees.

Obviously, the ability that you have to emulate or avoid certain behaviors of your mentors-of-reference* is not going to be perfect. But let us assume for argument’s sake that you can make a fair stab at mentoring the way that you would intend yourself to mentor.

This is not all that dissimilar to parenting, I find. There are obvious ways in which I think my parents did an absolutely bang up job of raising me. They set me on a path of life that is in many ways ideal. A career that is fulfilling, a political and social stance that I am proud of, a strength of will and freedom from many of the family-drama related pathologies that plague many adults. I would hope to provide this type of parenting to my own children. Absolutely.

The NIH removes requirement for standardized scores in pre-doc fellowship applications

Huh.

NOT-OD-15-120:

To align with recent changes in the fellowship biosketch format,this Notice eliminates the requirement for inclusion of scores from standardized exams (e.g., MCAT, GRE) in the fellowship biosketch from the following funding opportunity announcements, effective immediately:

For reference, from PA-14-147:

Note that scores for standardized exams (e.g., MCAT, GRE) as well as a listing of the applicant’s courses and grades must be included in the Fellowship Applicant Biographical Sketch, and NOT in this attachment.

Anybody seen a rationale for this one?

The overall thrust of the Investigator Biosketch revamp seems to be to brag even more highly upon personal accomplishments, rather than suitability for the specific proposal. Also to allow people with non-traditional (non-published, say) accomplishments to brag on those.

Doesn’t it seem like eliminating standardized scores works against this?

Can anyone think of why this would be a good thing for NIH to do?

Next point: I see where it says it is eliminating the requirement, not telling applicants not to include their scores. Fascinating.

First: If you have excellent standardized scores, I suggest you continue to put those in the pre-doc NRSA biosketch somewhere people.

Second: If you don’t put them in there, the reviewer who is fond of such measures of your aptitude is going to assume your scores are really bad. Right?

Third: I think this is more evidence of NIH changes that will throw chaos into the system rather than really improving much.