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Defining Goals and Expectations: Program Leaders

Defining Goals and Expectations: Program Leaders Kimberly Kerstann, Ph.D. and Paula Vertino , Ph.D. Winship Cancer Institute Emory University Atlanta, GA. Program Leaders: Model. Common model to have multiple program leaders

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Defining Goals and Expectations: Program Leaders

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  1. Defining Goals and Expectations: Program Leaders Kimberly Kerstann, Ph.D. and Paula Vertino, Ph.D.WinshipCancer Institute Emory University Atlanta, GA

  2. Program Leaders: Model • Common model to have multiple program leaders • 463 Programs listed on the Cancer Centers Branch website - 72% have at least 2 Program Leaders • 39% Single leader • 58% Two co-leaders • 14% > Two leaders • Co-Leaders or Primary Leader and Co-Leader • Typically receive CCSG support for 10% effort for leaders and 5% for co-leaders. • Variation among cancer centers as to how these individuals meet.

  3. Program Leaders: Selection Selection Process • Nomination by Senior Leadership team Leader Characteristics • Outstanding Science, strong leadership skills, dedication to the cancer center and the science and administrative abilities • Solid track record of funded cancer-relevant research, active participation in the research program activities and collaborations, organizational and interpersonal skills. Orientation Process • Often no standardized process for orientation of new leaders • Generally an informal process that includes various interactions with Associate Directors

  4. Defining the Program Leader’s Role • Create a job description for each, often tailored specifically to program. • Role should be distinct between Program Leaders and Co-Leaders • Some centers pair PhDs with MDs to partner the clinical and research focus. • Should bring complementary, but different skill sets to the table. • Define the financial/general resources available to accomplish their job. • Average contribution of $5-10k in discretionary funds for program meeting, journal clubs, seminars • Examples of additional resources provided – Administrative support for seminar and retreat planning • Centralized or De-centralized

  5. Program Leaders: Responsibilities • Involvement in strategic planning for Program development and faculty recruitment • Participation in center leadership meetings • Involvement in career development of junior faculty. • Conduct Program meetings and retreats • Assist with or directly review faculty applications for membership • Provide narratives for CCSG competitive and non-competitive renewal.

  6. Program Leader: Authority • None. • Hmmm. nope….still none • Really I’m not sure there is any • Why am I doing this?

  7. Program Leader: Authority • Could differ substantially between Matrix organizations and other models. • Authority to assist in shaping the strategic vision of the center • Authority to direct philanthropic and center funds on various levels • Authority to direct program meetings and/or center seminar series

  8. Mechanisms of Interaction and Engagement • Senior Leadership Meetings • Program Leader Meetings • Monthly Program Meetings • Program-specific Scientific Retreat • Center-wide Scientific Symposium • Annual reviews with Director and Administration

  9. Program Leaders: Expectations Administration’s expectations of Program Leaders • Understand the administrative process and CCSG guidelines • Active engagement in the cancer center • Active engagement in CCSG renewal. • Results! • Scientific growth and productivity • Vision • Collaboration • peer-reviewed funding • highlighting of unique opportunities to the cancer center.

  10. Program Leader for the Cancer Genetics and Epigenetics Program Paula Vertino, Ph.D. Professor of Radiation Oncology • A national leader in the field of cancer related Genetics and Epigenetics. • Actively engaged in trainee development: • 16 postdocs and graduate students • Director of Graduate Studies for the newly developed Cancer Biology Program • Served as co-leader of program for at least 5 years before transitioning to role of leader. • Cancer Center supports 10% effort for this role

  11. Goals and Responsibilities • Communicate vision of Director/ Associate Directors to membership • Prioritize Program needs, bring to Leadership • Prioritize scientific discoveries for center support; secure leadership buy-in • Strategic Planning (at both the Program and Center level) • Disease-specific working groups • Promote and facilitate Intra- and Inter-programmatic scientific activities • Career Development of junior faculty • Review applications for faculty for membership • CCSG renewal!!

  12. Mechanisms of Interaction and Engagement • Executive Committee Meetings • Scientific Research Council Meetings • Monthly Program Meetings • Program-specific Scientific Retreat • Participate in disease-specific working groups • Center-wide Scientific Symposium • Seed Grant Program • Program Project Pipeline Initiative

  13. Expectations • Program Leaders expectations of Administration • Data Collection and Management (eg. member core usage, publications, grants) • Financial / Administrative support • Support and/or operational guidance for strategic advancement and prioritization of scientific initiatives • Leave the science up to us…

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