1. Workforce Development Domain Task Force (WD DTF): Mentoring to Sustainable Independence Workgroup Christine A. Sorkness, Pharm.D. Professor of Pharmacy and Medicine Senior Associate Executive Director, Institute for Clinical and Translational Research University of Wisconsin-Madison Workgroup Facilitator 7/8/2015

2. Project Description
The success of a sustainable and diversified biomedical workforce is to retain talented academic researchers, mentoring them to independence. This work group (WG) will identify best “K to R” practices from CTSA consortium programs, that successfully transition KL2 scholars. The WG will also identify: (1) key program elements that contribute to success; (2) processes and mechanisms to share best practices; and (3) resources to leverage.

3. Background: Sustaining a Translational Science Career
Translational Science F-T-F meeting, 4/2015
What we know – Building on the foundation of the CTSA Strategic Goal 2 KFC efforts, Janice Gabrilove
“K to R Work Group” (2012) → “Mentored to Independent Investigator WG” (n=30 Ed KFC members)
Projects undertaken
In depth literature/systematic review (Yin & Toto)
KFC member survey (Sweeney)
Qualitative research study of 20 funded and 20 unfunded KL2’s from 9 CTSA’s (Robinson)
WD DTF Mentoring to Sustainable Independence project received support to move forward 4/2015; approved at 5/27/15 CTSA Steering Committee meeting

4. In Depth Literature Review
Findings
Mentoring (multidisciplinary)
Protected time
Early exposure to research methodology
K to R programs
Institutional culture shifts fostering and rewarding team science
Unknowns; future directions
Best mentoring methods to foster success
Delineate essential vs supplemental program elements
Leadership training

5. Understanding Career Success & Contributing Factors
Georgeanna Robinson, EdD
University of Pittsburgh
Institute for Clinical Research Education
CTS meeting, April 2015, DC

6. Methods
Interviews of 20 funded KL2’s vs 20 non-funded KL2’s from 9 CTSA’s
Definition of “non-funded”
No R01 or equivalent within last 2 years of last K award
Characteristics (personal/family issues, lacked protected time, suffered tormentors, slow starters, chose alternative career paths)
Identification of personal and organizational factors for funding success

7. Personal Factors Contributing to Success
Networking
Aids productivity
Makes research enjoyable
Needs to be done proactively
Collaborations allowed non-independently funded investigators to conduct research w/o being PI
Persistence and resilience
Mostly seen as a learned skill
Has to be internally driven (pressure to persevere can lead to burnout)
Need to celebrate small successes

8. Personal Factors Contributing to Success (cont.)
Initiative
Controlling and driving one’s own career
Onus of success rests with the scholar
Autonomy
Freedom to take ownership of his/her work
Choice of what to work on (+ what to decline)
Optimization of schedule and work environment
Personal and professional balance
63% struggled to create balance
Need to seek longer-term balance and/or reject expectation of constant balance

9. Organizational Factors Contributing to Success
Mentor and mentorship
Protected time
Institutional resources and support
Research facilities and logistical support
Strong community of researchers
Bountiful study subjects in relevant patient populations
Collaborative opportunities

10. Next Steps REDCap Survey for distribution to ID volunteers
Co-chairs, project components, and WG framework
Deliverables and timeline
Review Ed KFC projects/publications in more depth
Update literature review
REDCap Survey of “K to R” practices from CTSAs
ID essential vs supplemental elements
ID resources to leverage for career development and research mentorship training (CTSA & NRMN)
ID processes/mechanisms to share best practices across the CTSAs

11. DISCUSSION AC