A survey-based analysis of the academic job market

Overcoming the Tropical Andes publication divide: Insights from local researchers on challenges and solutions

The Tropical Andes, one of the world's most biodiverse regions, is vital for ecological research and conservation. However, while researchers in Bolivia, Ecuador, and Peru contribute significantly to scientific knowledge, their publication rates in academic journals have historically lagged behind neighboring nations. A multifaceted strategy was employed to understand and address the publication divide in the Tropical Andes region. This approach focused on regional researchers and consisted of a three-day workshop to improve scientific writing skills, offer publication insights, and equip researchers with tools to overcome obstacles. A series of surveys were also conducted to explore the challenges faced by local researchers and their proposed solutions, covering topics such as participant demographics, factors contributing to lower publication rates, personal barriers, proposed strategies for improving publications, specific topics of interest, participant satisfaction, most valuable workshop topics, and future recommendations. The workshop had an overwhelming response, with over 500 interested participants registering in just a few days, mostly experienced professionals, highlighting the need for such initiatives in the region. About two-thirds had ready-to-publish materials, highlighting the potential impact of targeted interventions on unlocking untapped knowledge. The surveys revealed the challenges contributing to the publication divide, including insufficient training, cultural emphasis on economic development, language barriers, limited resource access, lack of institutional support, high publishing costs, and time and financial constraints. The most common personal barriers were insufficient knowledge and experience in the publication process, lack of self-confidence, and fears of rejection. Proposed solutions include conducting training workshops, fostering collaborative networks, improving resource accessibility, and an institutional and cultural shift that encourages publishing. Addressing challenges faced by experienced professionals in the Tropical Andes by understanding individual needs, fostering support, and demystifying the publication process offers a promising path to closing the publication divide and unlocking the region's valuable scientific contributions.

Analysis of NIH K99/R00 awards and the career progression of awardees

Many postdoctoral fellows and scholars who hope to secure tenure-track faculty positions in the United States apply to the National Institutes of Health (NIH) for a Pathway to Independence Award. This award has two phases (K99 and R00) and provides funding for up to 5 years. Using NIH data for the period 2006-2022, we report that ~230 K99 awards were made every year, representing up to ~$250 million annual investment. About 40% of K99 awardees were women and ~89% of K99 awardees went on to receive an R00 award annually. Institutions with the most NIH funding produced the most recipients of K99 awards and recruited the most recipients of R00 awards. The time between a researcher starting an R00 award and receiving a major NIH award (such as an R01) ranged between 4.6 and 7.4 years, and was significantly longer for women, for those who remained at their home institution, and for those hired by an institution that was not one of the 25 institutions with the most NIH funding. Shockingly, there has yet to be a K99 awardee at a historically Black college or university. We go on to show how K99 awardees flow to faculty positions, and to identify various factors that influence the future success of individual researchers and, therefore, also influence the composition of biomedical faculty at universities in the United States.

Why should early-career scientists publish in society journals

In this editorial, written by early-career scientists, we advocate for the invaluable role of society journals in our scientific community. By choosing to support these journals as authors, peer reviewers, and as editors, we can reinforce our academic growth and benefit from their re-investment back into the scientific ecosystem. Considering the numerous clear merits of this system for future generations of microbiologists and more broadly, society, we argue that early-career researchers should publish our high-quality research in society journals to shape the future of science and scientific publishing landscape.

Analysis of NIH K99/R00 Awards and the Career Progression of Awardees

Many postdoctoral fellows and scholars who hope to secure tenure-track faculty positions in the United States apply to the National Institutes of Health (NIH) for a Pathway to Independence Award. This award has two phases (K99 and R00) and provides funding for up to five years. Using NIH data for the period 2006-2022, we report that ~230 K99 awards were made every year, representing up to ~$250 million annual investment. About 40% of K99 awardees were women and ~89% of K99 awardees went on to receive an R00 award annually. Institutions with the most NIH funding produced the most recipients of K99 awards and recruited the most recipients of R00 awards. The time between a researcher starting an R00 award and receiving a major NIH award (such as an R01) ranged between 4.6 and 7.4 years, and was significantly longer for women, for those who remained at their home institution, and for those hired by an institution that was not one of the 25 institutions with the most NIH funding. Shockingly, there has yet to be a K99 awardee at a historically Black college or university. We go on to show how K99 awardees flow to faculty positions, and to identify various factors that influence the future success of individual researchers and, therefore, also influence the composition of biomedical faculty at universities in the US.

The changing career paths of PhDs and postdocs trained at EMBL

Individuals with PhDs and postdoctoral experience in the life sciences can pursue a variety of career paths. Many PhD students and postdocs aspire to a permanent research position at a university or research institute, but competition for such positions has increased. Here, we report a time-resolved analysis of the career paths of 2284 researchers who completed a PhD or a postdoc at the European Molecular Biology Laboratory (EMBL) between 1997 and 2020. The most prevalent career outcome was Academia: Principal Investigator (636/2284=27.8% of alumni), followed by Academia: Other (16.8%), Science-related Non-research (15.3%), Industry Research (14.5%), Academia: Postdoc (10.7%) and Non-science-related (4%); we were unable to determine the career path of the remaining 10.9% of alumni. While positions in Academia (Principal Investigator, Postdoc and Other) remained the most common destination for more recent alumni, entry into Science-related Non-research, Industry Research and Non-science-related positions has increased over time, and entry into Academia: Principal Investigator positions has decreased. Our analysis also reveals information on a number of factors - including publication records - that correlate with the career paths followed by researchers.

Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey

Postdocs encounter numerous hurdles in terms of their professional survival and academic development, as a result of institutional reform and the prevailing academic environment. These challenges significantly impact their job satisfaction, which in turn plays a crucial role in shaping their scientific research career trajectory. To facilitate the advancement of relevant systems and augment the job satisfaction of postdocs, this study employs the 2020 Nature Global Postdoctoral Survey data to conduct a comprehensive analysis. Utilizing descriptive statistics, correlation analysis, and regression analysis, the impact of job characteristic elements on postdoctoral job satisfaction was examined within the theoretical framework of the Job Requirements-Resources (JD-R) model, as well as the mechanisms by which job characteristic elements impact postdoctoral job satisfaction. It was found that job demands and job resources negatively and positively predicted postdoctoral job satisfaction, respectively, with job burnout and job engagement playing a partial mediating role. Job demands can drive postdocs to develop negative coping psychology and limit the motivating effect of job resources on job engagement; job resources can act as a buffer to reduce the probability of postdocs experiencing job burnout as a result of job demands. The aforementioned findings generally support the applicability of the JD-R model to postdocs, theoretically revealing the intrinsic psychological mechanisms by which job characteristics influence postdoctoral job satisfaction and providing theoretical supplements and practical references for postdoctoral training and management.

The power of peer networking for improving STEM faculty job applications: a successful pilot programme

To attain a faculty position, postdoctoral fellows submit job applications that require considerable time and effort to produce. Although mentors and colleagues review these applications, postdocs rarely receive iterative feedback from reviewers with the breadth of expertise typically found on an academic search committee. To address this gap, we describe an international peer-reviewing programme for postdocs across disciplines to receive reciprocal, iterative feedback on faculty applications. A participant survey revealed that nearly all participants would recommend the programme to others. Furthermore, our programme was more likely to attract postdocs who struggled to find mentoring, possibly because of their identity as a woman or member of an underrepresented population in STEM or because they changed fields. Between 2018 and 2021, our programme provided nearly 150 early career academics with a diverse and supportive community of peer mentors during the difficult search for a faculty position and continues to do so today. As the transition from postdoc to faculty represents the largest 'leak' in the academic pipeline, implementation of similar programmes by universities or professional societies would provide psycho-social support necessary to prevent attrition of individuals from underrepresented populations as well as increase the chances of success for early career academics in their search for independence.

Recruiting women faculty through inclusive, family-friendly practices

Recruitment of STEM faculty is biased against parents and caregivers. Specifically, women experience discrimination associated with childrearing and marriage. Underestimating the value of these candidates leads to a tremendous loss of talent. Here, we present a toolkit to facilitate the recruitment of talented women caregivers by providing guidelines for hiring.

Experience with Scientific Teaching in Face-to-Face Settings Promoted Usage of Evidence-Based Practices during Emergency Remote Teaching

During the Spring of 2020, instructors across the nation scrambled to transition their face-to-face courses to remote/online modalities. Necessarily, teaching practices adapted. This study investigated how the usage of evidence-based practices as defined by scientific teaching (ST) was impacted during this rapid transition. More than 130 science faculty teaching courses in biology, mostly from primarily undergraduate institutions in the U.S. Midwest, completed the Measurement Instrument of Scientific Teaching (MIST) for one course of their choosing (lecture portion only for laboratory-based courses). Participants compared how they taught the course in the face-to-face versus the remote setting. MIST scores declined in every category of ST. An instructor's face-to-face MIST score was the largest predictor for the remote MIST score. Fourteen representative participants completed a follow-up interview to discuss how and why they made the changes they did within each ST category. Interviews uncovered variation in how individual practices were emphasized, scheduled, and implemented in normal teaching environments, how access to resources changed in the Spring of 2020, and how all of these things impacted the way ST practices were adopted in emergency remote teaching. Recommendations for mitigating declines in the use of evidence-based teaching in response to future unexpected events are discussed.

Proactive strategies for an inclusive faculty search process

A case study on an inclusive faculty hiring process at Emory University provides advice for institutions creating their own hiring panels and workflows.

Postdocs as Key to Faculty Diversity: A Structured and Collaborative Approach for Research Universities

Over the past 50 years the diversity of higher education faculty in the mathematical, physical, computer, and engineering sciences (MPCES) has advanced very little at 4-year universities in the United States. This is despite laws and policies such as affirmative action, interventions by universities, and enormous financial investment by federal agencies to diversify science, technology, mathematics, and engineering (STEM) career pathways into academia. Data comparing the fraction of underrepresented minority (URM) postdoctoral scholars to the fraction of faculty at these institutions offer a straightforward empirical explanation for this state of affairs. URM postdoc appointments lag significantly behind progress in terms of both undergraduate and Ph.D.-level STEM student populations. Indeed, URM postdoc appointments lag well-behind faculty diversity itself in the MPCES fields, most of which draw their faculty heavily from the postdoctoral ranks, particularly at research-intensive (R1) universities. Thus, a sea-change in how postdocs are recruited, how their careers are developed, and how they are identified as potential faculty is required in order to diversify the nation’s faculty, and particularly the R1 MPCES professoriate. Our research shows that both Ph.D. students and postdocs benefit from intentional structure at various levels of their respective “apprentice” experiences, a factor that we believe has been neglected. Several key structural approaches are highly effective in these regards: (1) A collaborative approach in which leading research universities collectively identify outstanding URM candidates; (2) Faculty engagement in recruiting and supporting these postdocs; (3) Inter-institutional exchange programs to heighten the visibility and broaden the professional experiences of these postdocs; (4) Community-building activities that create a sense of belonging and encourage continuing in academia for each cohort; and (5) Continuing research based on outcomes and new experimental approaches. The California Alliance, consisting of UC Berkeley, UCLA, Caltech, and Stanford, has been engaged in such a program for almost a decade now, with most of the California Alliance URM postdocs now in tenure track positions or on the path toward careers as faculty at research intensive (R1) institutions. If this approach was brought to scale by involving the top 25 or so URM Ph.D.-producing R1 institutions in the MPCES fields, about 40% of the national URM postdoctoral population in these fields could be affected. Although this impact would fall short of bringing URM MPCES faculty ranks up to full representation of the United States population as a whole, it would vastly improve the outlook for URM students and their aspirations to take on leadership roles as scientists and engineers.

Training the Next Generation of Clinical Psychological Scientists: A Data-Driven Call to Action

The central goal of clinical psychology is to reduce the suffering caused by mental health conditions. Anxiety, mood, psychosis, substance use, personality, and other mental disorders impose an immense burden on global public health and the economy. Tackling this burden will require the development and dissemination of intervention strategies that are more effective, sustainable, and equitable. Clinical psychology is uniquely poised to serve as a transdisciplinary hub for this work. But rising to this challengerequires an honest reckoning with the strengths and weaknesses of current training practices. Building on new data, we identify the most important challenges to training the next generation of clinical scientists. We provide specific recommendations for the full spectrum of stakeholders-from funders, accreditors, and universities to program directors, faculty, and students-with an emphasis on sustainable solutions that promote scientific rigor and discovery and enhance the mental health of clinical scientists and the public alike.

Navigating clues to success in academia

Academic success and how to achieve it takes diverse forms, depending on who's asked. We suggest that happiness, impact, and longevity can be achieved with professional effort and support that balances the toil and joys of one's chosen path.

Preprinting is positively associated with early career researcher status in ecology and evolution

The usage of preprint servers in ecology and evolution is increasing, allowing research to be rapidly disseminated and available through open access at no cost. Early Career Researchers (ECRs) often have limited experience with the peer review process, which can be challenging when trying to build publication records and demonstrate research ability for funding opportunities, scholarships, grants, or faculty positions. ECRs face different challenges relative to researchers with permanent positions and established research programs. These challenges might also vary according to institution size and country, which are factors associated with the availability of funding for open access journals. We predicted that the career stage and institution size impact the relative usage of preprint servers among researchers in ecology and evolution. Using data collected from 500 articles (100 from each of two open access journals, two closed access journals, and a preprint server), we showed that ECRs generated more preprints relative to non-ECRs, for both first and last authors. We speculate that this pattern is reflective of the advantages of quick and open access research that is disproportionately beneficial to ECRs. There is also a marginal association between first author, institution size, and preprint usage, whereby the number of preprints tends to increase with institution size for ECRs. The United States and United Kingdom contributed the greatest number of preprints by ECRs, whereas non-Western countries contributed relatively fewer preprints. This empirical evidence that preprint usage varies with the career stage, institution size, and country helps to identify barriers surrounding large-scale adoption of preprinting in ecology and evolution.

Myths and facts about getting an academic faculty position in neuroscience

We at the National Institute of Neurological Disorders and Stroke routinely receive questions and statements from trainees and faculty that suggest widespread beliefs about the necessity of a National Institutes of Health K99/R00 award, other prior funding, and/or specific types of publications for obtaining one's first tenure-track position in neuroscience. To address these beliefs, we examined the funding and publication history of a cohort of investigators who began their first academic faculty position between 2009 and 2019, and we interviewed several senior academic leaders with extensive experience in hiring new faculty. Our data show that <11% of newly hired faculty had a K99/R00 award and that neither prior funding nor papers in prestigious journals were necessary to obtain a tenure-track faculty position. Interviews with academic leaders almost uniformly referred to critically important factors that were considered to be more important in the hiring process than funding or publishing in high-profile journals.

Gender bias in academia: A lifetime problem that needs solutions

Despite increased awareness of the lack of gender equity in academia and a growing number of initiatives to address issues of diversity, change is slow, and inequalities remain. A major source of inequity is gender bias, which has a substantial negative impact on the careers, work-life balance, and mental health of underrepresented groups in science. Here, we argue that gender bias is not a single problem but manifests as a collection of distinct issues that impact researchers' lives. We disentangle these facets and propose concrete solutions that can be adopted by individuals, academic institutions, and society.

Building and sustaining mentor interactions as a mentee

Mentorship is experience and/or knowledge-based guidance. Mentors support, sponsor and advocate for mentees. Having one or more mentors when you seek advice can significantly influence and improve your research endeavours, well-being and career development. Positive mentee-mentor relationships are vital for maintaining work-life balance and success in careers. Early-career researchers (ECRs), in particular, can benefit from mentorship to navigate challenges in academic and nonacademic life and careers. Yet, strategies for selecting mentors and maintaining interactions with them are often underdiscussed within research environments. In this Words of Advice, we provide recommendations for ECRs to seek and manage mentorship interactions. Our article draws from our experiences as ECRs and published work, to provide suggestions for mentees to proactively promote beneficial mentorship interactions. The recommended practices highlight the importance of identifying mentorship needs, planning and selecting multiple and diverse mentors, setting goals, and maintaining constructive, and mutually beneficial working relationships with mentors.