It is not because I am now a faculty member that I do not care about the fate of my former postdoc fellows. Instead, I try to bring awareness and mentoring to my grads and postdoc in my institute about their professional careers and to take their career as importantly as their bench work.
The National Academies just published a report on the postdoc situation. And it is really a call for action or maybe a recall for action, as the previous one was published in…..2000 (that is a century in terms of scientific research). It simply refocus on one obvious thing that many postdoctoral associations and raw numbers have been saying: as the academic career is now the alternative career after a PhD, so do the postdoc should be. I have and many others have experienced the postdoc limbo in which you try to bridge the gap between your position terminated (as the grant ends up) and securing a new (and more stable position).
I agree that postdocs should have a five-year term and for international postdocs like I was it was somehow already the case. Many international postdocs are here on a H1-B worker status, that gives you 5 years, with possibility to an extra year (6 years). But at the end of this period, you will have to leave the United States for one year before re-applying for an H1-B. It is not easy if you are single or married, but if you have a family with kids in the public school system, it becomes a nightmare. Therefore international postdocs have to think now twice. If you are thinking for applying for a green card, the sponsored option that is available with a faculty position is vanishing quickly (as faculty positions are becoming more and more scarce) and industry jobs are simply a no-no (as other private companies, they have to face a yearly quota of H1-B visas and the queue is extremely long). But then, how to deal then with the status of Research Assistant Professor (RAPs)? This kind of non-tenure faculty position is kind of a purgatory for senior postdoc and looks a lot like a sort of adjunct professor position (more fitted to scientist). You lead a research project, write grants but your are on soft money. That means if you run dry on grants, you are out.
I also agree that postdoc mentors have to be hold accountable for their postdoc career. I strongly advice and recommend my students, in addition to getting results, to also think in long term their goals and expectations, even if it means they may not pursue a scientific (or academic) career after the PhD. I just feel it is criminal to hire a graduate student or postdoc to have the research done and dispose them as a piece of old furniture once the grants runs out or when the clock rings. So far, little have been done to hold PIs accountable for such mentoring. Thank God, I have a AAA mentoring during my graduate and postdoc mentoring but other fellows were less lucky than me.
Now it is coming the problematic point. Salary! Right now the NRSA postdoc salary is fixed $42’000. But here is the trick, you don’t have yet the fringes and benefits associated. Thats roughly 33% of the gross salary. So if I have a $75’000/year startup package and decide to hire a postdoc, I will likely have to carve out my grant $56’000 just for the postdoc and thats leave me with $19’000 to pay for supplies and research equipment. The problem that you encounter is when you are a young PI, you have to hire a postdoc to help to run the lab (at a graduate student is never ready to take a project by day 1) to generate preliminary data to apply for early careers (R03 NIH) because nobody will give you money if you cannot show you are capable to have the research proposed up and running. This is also where you can assess if you have negotiated well your offer letter (and nobody teaches you how to negotiate). Once negotiated, it is almost impossible to discuss the terms. Now if as they request $50’000, thats brings a whooping $66’000 of your startup gone for postdoc salary. Good luck to keep your lab running on $9’000 for a whole fiscal year! That means we gonna have to rethink the current funding mechanism (grants for trainings, grant for consumables) and also rethink about if these fringes and benefits should be now included in the indirect costs. But yes, that means this solution is not viable for young investigators as it would simply kill us in the egg.
This is a critical time. Budget has been shrinking, the “ol’ glory days” of postdocs are gone and we have to find a viable alternative to have our research lab innovation wheel keep spinning. It is time that faculty, postdocs, funding agencies and institutions sit together and discuss on a consensus that provide a quality training, a cost-effective and a viable environment for young academics.
You can judge by yourself:
Report Urges Significant Reforms to Improve the Training and Salary of Postdoctoral Researchers
WASHINGTON — A new report from the National Academy of Sciences, National Academy of Engineering, and Institute of Medicine urges significant changes to improve the postdoctoral training system in the United States. The postdoctoral experience should be refocused to have training and mentoring at its center, the report says. In addition, the salaries of postdoctoral researchers should be increased to reflect more accurately the value of their training and contribution to research.
The report also recommends that graduate students avoid viewing postdoctoral positions as the default next step, given that growth in the number of postdoctoral researchers far exceeds growth in the number of tenure-track jobs to which many of these researchers aspire. Instead, with the assistance of their institutions, graduate students should consider a broad range of scientific career paths, said the committee that wrote the report.
“The demand for junior research workers has boomed in recent decades, but the number of research faculty positions into which the junior researchers might hope to move has not kept pace,” said committee chair Gregory Petsko, Arthur J. Mahon Professor of Neurology and Neuroscience at Weill Cornell Medical College. “The result is a system that has created expectations for academic career advancement that in many – perhaps most — cases cannot be met.”
Concern about the postdoctoral training system has been gnawing at the research community for decades, the report observes. The National Academies produced a report in 2000 that called for reforms to the system. Some progress has been made since then, the new report notes. For example, many universities have created offices of postdoctoral affairs to provide better services to postdoctoral researchers, and postdoctoral researchers created the National Postdoctoral Association to provide a forum and unified voice for themselves.
Other aspects of postdoctoral training have seen little change. There is no convincing evidence that most postdoctoral researchers are receiving adequate mentoring, and little evidence that universities and mentors are providing adequate information about other types of careers. Salaries, always relatively low, have failed to even keep pace with inflation.
Meanwhile, the percentage of Ph.D.s who pursue postdoctoral training has been growing steadily and broadening from the biomedical and physical sciences to engineering and the social sciences. In the United States, an estimated 60,000 to 100,000 postdoctoral researchers now work in various research fields.
Although the data are not definitive, the average length of time researchers spend in postdoctoral positions seems to be increasing, the report says. Sources of funding have changed as well. The number of postdoctoral fellowships and trainee positions — which provide postdoctoral researchers relative autonomy and recognition — has remained nearly constant for decades, while the number of postdoctoral researchers hired as part of research grants or supported by nonfederal sources has grown dramatically.
Postdoctoral research positions are intended to give young scientists advanced research training with a fixed term of appointment. In reality, the practice of employing postdocs as long-term researchers, with little mentoring and little hope of moving into a career that requires advanced research training, unfortunately seems to be becoming more common, said the committee.
To address problems in the postdoctoral training system, the committee developed recommendations for best practices covering five areas — period of service, title and role, career development, compensation and benefits, and mentoring – along with a sixth recommendation on data collection.
Period of service. Postdoctoral appointments for a researcher should total no more than five years in duration, barring extraordinary circumstances (e.g. family leave, illness). This maximum term should include cumulative postdoctoral research experience. Host institutions should maintain a record of how long a postdoctoral researcher remains in a position and provide that information to funding agencies as part of grant proposals. And to facilitate tracking of postdoctoral researchers, funding agencies could assign each postdoctoral researcher an identifier and keep record of the total length of time any given individual is holding such a position.
Title and role. In many instances, positions currently occupied by postdoctoral researchers are more appropriately filled by permanent staff scientists (e.g., technicians, research assistant professors, staff scientists, laboratory managers). The title of “postdoctoral researcher” should be applied only to those people who are receiving significant advanced training in research. When the appointment period is completed, the postdoctoral researchers should move on to a permanent position elsewhere or be transitioned internally to a staff position with a different and appropriate designation and salary. Funding agencies should have a consistent designation for “postdoctoral researchers” and require evidence that advanced research training is a component of the postdoctoral experience. Host institutions should create or identify professional positions for individuals who are conducting research but not receiving training, and they should receive appropriate remuneration, benefits, and privileges.
Career development. Host institutions and mentors should, beginning at the first year of graduate school, make students aware of the wide variety of career paths available for Ph.D. recipients, and explain that postdoctoral positions are intended only for those seeking advanced research training. The postdoctoral position should not be viewed by graduate students or principal investigators as the default step after the completion of doctoral training.
“Training for the Ph.D. degree is an ideal preparation for many different careers, and this recommendation is not meant to suggest that the number of graduate students in the physical, life and social sciences is too great,” said Petsko. “It is vital, however, that information about the full range of such career opportunities be available to all graduate students, and that the institutional culture not imply that careers outside a traditional academic track are in any sense inferior options.”
Compensation and benefits of employment. Current postdoctoral salaries are low, the report says. The study committee considered five different approaches for determining an appropriate minimum salary, and all of them suggest an amount of $50,000 or more. In addition, data reveal that the starting salary for NIH’s National Research Service Award (NRSA) postdoctoral award – currently set at $42,000 for 2014 — has become the de facto standard for many disciplines and at many universities. The NIH should raise the NRSA postdoctoral starting salary to $50,000 (2014 dollars) and adjust it annually for inflation. Postdoctoral salaries should be appropriately higher where regional cost of living, disciplinary norms, and institutional or sector salary scales dictate higher salaries. (Two committee members did not support the recommendation for a prescriptive salary standard; see footnote on p. 6 of report.)
To implement this recommendation, federal agencies should require host institutions to provide documentation of the salary a postdoctoral researcher will receive with all grant proposals. Professional societies should collect data on salaries for all positions and make these publicly available.
Mentoring. The postdoctoral experience should have training and mentoring at its center, the report stresses. Host institutions should create provisions that encourage postdoctoral scholars to seek advice, either formally or informally, from multiple advisers, in addition to their immediate supervisor. Host institutions and funding agencies should take responsibility for ensuring the quality of mentoring through training programs for the mentors and evaluation of their performance. Funding agencies should identify better ways of evaluating or rewarding mentoring as an essential component of research. Professional societies are in an ideal position to provide additional mentors to supplement those at host institutions.
Data collection. Current data on the postdoctoral population, in terms of demographics, career aspirations, and career outcomes are neither adequate nor timely. Every institution that employs postdoctoral researchers should collect data on the number of currently employed postdoctoral researchers and where they go after completing their research training, and make this information publicly available. The National Science Foundation should serve as the primary curator for establishing and updating a database system that tracks postdoctoral researchers, including non-academic and foreign-trained postdoctoral researchers.
The study was sponsored by the Presidents’ Committee of the National Academy of Sciences, National Academy of Engineering, and Institute of Medicine; the Alfred P. Sloan Foundation; and the Burroughs Wellcome Fund. The National Academy of Sciences, National Academy of Engineering, Institute of Medicine, and National Research Council make up the National Academies. They are private, independent nonprofit institutions that provide science, technology, and health policy advice under a congressional charter granted to NAS in 1863. The National Research Council is the principal operating arm of the National Academy of Sciences and the National Academy of Engineering. For more information, visit http://national-academies.org. A committee roster follows.
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NATIONAL ACADEMY OF SCIENCES
NATIONAL ACADEMY OF ENGINEERING
INSTITUTE OF MEDICINE
Committee on Science, Engineering, and Public Policy
Committee to Review the State of Postdoctoral Experience in Scientists and Engineers
Gregory A. Petsko1,2 (chair)
Arthur J. Mahon Professor of Neurology and Neuroscience, and
Appel Alzheimer’s Disease Research Institute
Weill Cornell Medical College; and
Gyula and Katica Tauber Professor of Biochemistry and Chemistry Emeritus
New York City
Director of Postdoctoral Affairs
Office of the Vice Chancellor for Research
University of North Carolina
- Russell Bernard2
Department of Anthropology
University of Florida
Daniel Nathans Professor and Director
Department of Molecular Biology and Genetics
Johns Hopkins University School of Medicine
Frederick Emmons Terman Dean
School of Engineering, and
John M. Fluke Professor of Electrical Engineering
- Albert Reece1
Vice President for Medical Affair, ands
Bowers Distinguished Professor and Dean
School of Medicine
University of Maryland
Professor of Pediatrics and Biochemistry, and
Dean for Postdoctoral Affairs
University of Chicago
Professor of Economics
Andrew Young School for Policy Studies
Georgia State University
Medical Science Liaison
Bruce V. and Diana M. Rauner Distinguished Service Professor, and
Kavli Institute for Cosmological Physics
University of Chicago
Deputy General Counsel
Labor, Employment, and Benefits Group
University of California System
Former Executive Vice President and Deputy Director
Sandia National Laboratories (retired)
1Member, Institute of Medicine
2Member, National Academy of Sciences
3Member, National Academy of Engineering