Story 01
Summary
DCCPS supports researchers along their career paths through various training opportunities.
Current State
Early- and mid-career cancer researchers often face significant challenges as they embark upon, build, and sustain their careers.
500 Over the years, DCCPS has trained more than 500 fellows at NCI, some for several years.
$22 million NCI allocated over $22 million toward the development of these fellows.
45% Maintaining a strong focus on diversity, 45% of the most recent class considered themselves non-White.
Strategy
Expand and extend the capacity for cancer research by engaging a diverse pool of talented learners in cancer research and supporting their pursuit of a career in cancer research.
DCCPS Contribution
Building and sustaining a strong and vibrant cancer control and prevention research program is dependent upon the contributions of both new and seasoned investigators and the sustained commitment from NCI and its community. The DCCPS New Grantee Workshop provides interactive sessions and informal activities, where new and early-stage R01 investigators learn strategies to successfully manage their grants and gain opportunities to network with colleagues and NCI scientific staff. The investigators also learn about NCI’s tools, trends, and resources to support and build their research career. Over the past 8 years, more than 230 new and early-stage R01 investigators have participated in these New Grantee Workshops. DCCPS also provides numerous ongoing webinars and trainings to target new, mid-level, and experienced investigators in specific research areas. Of the numerous trainings provided by the division across the cancer control research spectrum, a few examples include the NCI Office of Cancer Survivorship New Investigators Series; Training Institute for Dissemination and Implementation Research in Cancer; NCI/AcademyHealth Healthcare Delivery Research Visiting Scholars Program; SEER Program Cancer Registrar Training; and educational videos, webinars, and conferences to assist researchers in the use of the Health Information National Trends Survey data sets. Building a career in cancer control and population sciences is both challenging and rewarding, and DCCPS is working to ensure that our investigator community has the tools and knowledge to succeed in a lifelong research career.
Story 02
Summary
A new training opportunity expands the cancer control and population sciences workforce in the area of implementation science.
Current State
The cancer workforce should reflect the people it serves and can require us to address workforce barriers and challenges for training and mentorship in areas of science where groups have historically been underrepresented.
Strategy
- Engage a diverse pool of talented trainees and early-career scientists and support their pursuit of careers in cancer research.
- Eliminate barriers and facilitate entry for individuals historically excluded from or underrepresented in the cancer workforce.
- Develop initiatives to address gaps and increase the number of, and training for, cancer researchers from underrepresented and underserved backgrounds.
DCCPS Contribution
DCCPS supported the development and piloting of a new Training on Advancing Health Equity through Implementation Science in partnership with the Implementation Science Centers in Cancer Control. The training addresses a need for growth in the workforce among underrepresented individuals in implementation science and cancer control. This new training is unlike others because it provides skill building at the intersection of implementation science and health equity and incorporates interactive, personalized training opportunities and mentoring.
In February 2024, 17 diverse scholars attended and engaged in this new evidence-informed program. Key competencies identified in the training include engaging community and centering on community-based needs, equity-relevant methods, cultural humility, and the integration of equity into research grants and evidence-informed mentoring. This pilot training seeks to contribute to optimizing the diversity of our cancer control workforce by promoting underrepresented scholars who want to learn and apply implementation science to promote health equity and access to evidence-based interventions in cancer control.
Story 03
Summary
The transdisciplinary focus of the K01 Mentored Research Scientist Development Award has been expanded to now include cancer control and prevention research.
Current State
Our most important resource is our cancer care and research workforce. It is critical to address the uncertainty of a successful future in cancer research with increased funding opportunities and to generate new strategies to support career paths, particularly for cancer researchers from underrepresented and underserved backgrounds.
Strategy
- Develop initiatives to address gaps and increase the number of and training for cancer researchers from underrepresented and underserved backgrounds.
- Generate new strategies to support career paths in life sciences and non-research science fields, such as in education, health policy, and health journalism.
DCCPS Contribution
These talented researchers bring diverse, fresh perspectives, and innovative ideas that fuel scientific advancement. However, many early-career researchers and postdoctoral researchers would benefit from more experience and advanced training to compete successfully for research grant funding.
In response to this need, DCCPS and the Division of Cancer Prevention partnered with the Center for Cancer Training to now offer K01 funding opportunities specific to cancer control and population sciences and cancer prevention. The K01, known as the Mentored Research Scientist Development Award, is a training mechanism that provides 3 to 5 years of support, pilot funding, and protected mentored time for postdoctoral scholars and non-tenured junior faculty (e.g., assistant professor or the equivalent). By expanding the transdisciplinary focus of the K01 award to now include cancer control and population sciences and cancer prevention, NCI is enhancing opportunities for our workforce as they successfully transition to research independence.
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