As mentioned in Science, a new report from the US Academies of Sciences, Engineering, and Medicine have deduced we have a problem with too many PhDs and not enough of the jobs that they want.
The report responds to many years of warning signs that the U.S. biomedical enterprise may be calcifying in ways that create barriers for the incoming generation of researchers. One of the biggest challenges is the gulf between the growing number of young scientists who are qualified for and interested in becoming academic researchers and the limited number of tenure-track research positions available. Many new Ph.D.s spend long periods in postdoctoral positions with low salaries, inadequate training, and little opportunity for independent research. Many postdocs pursue training experiences expecting that they will later secure an academic position, rather than pursuing a training experience that helps them compete for the range of independent careers available outside of academia, where the majority will be employed. As of 2016, for those researchers who do transition into independent research positions, the average age for securing their first major NIH independent grant is 43 years old, compared to 36 years old in 1980.
No mention (in the executive summary / PR blurb) that the age of first R01 has been essentially unchanged for a decade despite the NIH ESI policy and the invention of the K99 which is limited by years-since-PhD.
No mention of the reason that we have so many postdocs, which is the uncontrolled production of ever more PhDs.
On to the actionable bullet points that interest me.
Work with the National Institutes of Health to increase the number of individuals in staff scientist positions to provide more stable, non-faculty research opportunities for the next generation of researchers. Individuals on a staff scientist track should receive a salary and benefits commensurate with their experience and responsibilities.
This is a recommendation for research institutions but we all need to think about this. The NCI launched the R50 mechanism in 2016 and they have 49 of them on the books at the moment. I had some thoughts on why this is a good idea here and here. The question now, especially for those in the know with cancer research, is whether this R50 is being used to gain stability and independence for the needy awardee or whether it is just further larding up the labs of Very Important Cancer PIs.
Expand existing awards or create new competitive awards for postdoctoral researchers to advance their own independent research and support professional development toward an independent research career. By July 1, 2023, there should be a fivefold increase in the number of individual research fellowship awards and career development awards for postdoctoral researchers granted by NIH.
As we know the number of NIH fellowships has remained relatively fixed relative to the huge escalation of "postdocs" funded on research grant mechanisms. We really don't know the degree to which independent fellowships simply annoint the chosen (population wise) versus aid the most worthy and deserving candidates to stand out. Will quintupling the F32s magically make more faculty slots available? I tend to think not.
As we know, if you really want to grease the skids to faculty appointment the route is the K99/R00 or basically anything that means the prospective hire " comes with money". Work on that, NIH. Quintuple the K99s, not the F32s. And hand out more R03 or R21 or invent up some other R-mechanism that prospective faculty can apply for in place of "mentored" K awards. I just had this brainstorm. R-mechs (any really) that get some cutesy acronym (like B-START) and can be applied for by basically any non-faculty person from anywhere. Catch is, it works like the R00 part of the K99/R00. Only awarded upon successful competition for a faculty job and the offer of a competitive startup.
Ensure that the duration of all R01 research grants supporting early-stage investigators is no less than five years to enable the establishment of resilient independent research programs.
Sure. And invent up some "next award" special treatment for current ESI. and then a third-award one. and so on.
Phase in a cap – three years suggested – on salary support for all postdoctoral researchers funded by NIH research project grants (RPGs). The phase-in should occur only after NIH undertakes a robust pilot study of sufficient size and duration to assess the feasibility of this policy and provide opportunities to revise it. The pilot study should be coupled to action on the previous recommendation for an increase in individual awards.
This one got the newbie faculty all het up on the twitters.
This makes it seem like post docs could easily move on to their next career stage, they just...don't want to? pic.twitter.com/eTKVjrKwuz
— Benjamin Saunders (@BenSaunders) April 13, 2018
You have got to be kidding me. We are the ones who went through this bullshit. Maybe we don’t want it to keep getting worse for those coming after us? But sure, we are the monsters. https://t.co/ZvRCpdSwWi
— Mike Feigin (@mikefeigin) April 13, 2018
being examples if you are interested.
They are, of course, upset about two things.
First, "the person like me". Which of course is what drives all of our anger about this whole garbage fire of a career situation that has developed. You can call it survivor guilt, self-love, arrogance, whatever. But it is perfectly reasonable that we don't like the Man doing things that mean people just like us would have washed out. So people who were not super stars in 3 years of postdoc'ing are mad.
Second, there's a hint of "don't stop the gravy train just as I passed your damn insurmountable hurdle". If you are newb faculty and read this and get all angree and start telling me how terrible I am.....you need to sit down an introspect a bit, friend. I can wait.
New faculty are almost universally against my suggestion that we all need to do our part and stop training graduate students. Less universally, but still frequently, against the idea that they should start structuring their career plans for a technician-heavy, trainee-light arrangement. With permanent career employees that do not get changed out for new ones every 3-5 years like leased Priuses either.
Our last little stupid poll confirmed that everyone things 3-5 concurrent postdocs is just peachy for even the newest lab and gee whillikers where are they to come from?
This new report will go nowhere, just like all the previous ones that reach essentially the same conclusion and make similar recommendations. Because it is all about the
1) Mouths at the trough.
2) Available slops.
We continue to breed more
And the American taxpayers, via their duly appointed representatives in Congress, show no interest in radically increasing the budget for
And even if Congress trebled or quintupled the NIH budget, all evidence suggests we'd just to the same thing all over again. Mint more PhDs like crazee and wonder in another 10-15 years why careers still suck.