| NPA Pilot Recognition Program: Case Studies |
About | Administration | Authorship & Intellectual Property Policies | Benefits | Compensation | DEIB | International Issues | Orientation | Professional DevelopmentAbout the NPA Pilot Recognition Program The NPA Pilot Recognition Program is designed to highlight specific efforts by institutions that show real-life alignment with NPA's recommended policies and practices (the 2014 version was in place during this pilot program), currently the NPA’s 2024 Recommended Postdoctoral Policies and Practices (RPPP). In this pilot effort, university actions showcase examples of alignment with the RPPP. This NPA program is intended to spotlight aligned practices while providing information to peer organizations in evaluating their own postdoctoral activities. These are not intended as true “best practices” as these are not the only organizations aligned with the RPPP or employing similar policies and practices. Instead, this pilot calls out actions identified through analysis of the 2022 NPA Institutional Policy Survey responses as following RPPP guidance in specific areas by institutions willing to share their work and thoughts. The pilot recognizes specific policies and practices rather than the institution as a whole. Often, there are multiple ways to align with RPPP recommendations. The pilot also selected institutions for diversity in size, geographic location, and public/private status. Going forward, the NPA intends to expand its recognition program to consider the full extent of institutional postdoc policies and practices by comparing responses to a new survey instrument against policies and practices in the new RPPP. The NPA thanks contributing organizations, postdoctoral associations, and their representatives for participating in this pilot and sharing their policies and practices for the benefit of all, as well as the NPA Advocacy Committee and its hard-working Recognition Program Task Force members. AdministrationBoston Children's Hospital
Through the joint effort of the Offices of Postdoc Affairs, Human Resources, Vice President of Research, Chief Scientific Officer, and the Boston Children's Hospital (BCH) Postdoc Association, BCH used data to inform and advocate for better salaries and extra benefits that include retirement, portable childcare subsidies, loan repayment assistance and protected professional development time at the institution. In addition, the gathered data have led to more detailed performance reviews and conflict resolution policies. Key to success in this practice has been maintaining an open and supportive environment for postdocs where they can share their thoughts and challenges and feel motivated to advocate for themselves. Another objective has been to maintain a strong, ongoing relationship with the postdoctoral association that allows the sharing of data. LEARN MORE
Authorship & Intellectual Property PoliciesSanford Burnham Prebys
Sanford Burnham Prebys is being highlighted for its inclusion of postdocs into policies for authorship and intellectual property. Sanford Burnham Prebys is a non-profit, private, research institution hosting approximately 60-65 postdoctoral researchers. The institution holds postdocs to the same standards as faculty for publication and intellectual property authorship and ownership, eliminating any bias based on employment status. The institution developed its authorship and intellectual property policies by including the voices of postdocs. There are several ways in which postdocs are informed of current policies, with an emphasis on sharing these policies early. The Office of Education Training and International Services, which supports postdocs, developed and uses a handbook and resources guide, including authorship and intellectual property policies, which is given to all postdocs early in their work tenure as part of their "Welcome to the Institution" package to ensure familiarity and avoid disputes, as well as provided to postdocs and their mentors using an internal site that can be centrally updated. As part of the institute’s responsible conduct of research orientation & refresher training, postdocs are informed that they can seek guidance from the institution’s research integrity officer in the case of authorship disputes. Postdocs can also contact the general counsel office if they have questions or issues related to intellectual property. Sanford Burnham Prebys indicates that their current policies best serve postdocs via direct inclusion rather than creating top-down dictates. LEARN MORE
BenefitsEmory University School of Medicine
Emory University School of Medicine works to ensure equity and transparency in postdoc benefits at the institution. Emory leverages national data and policies to guide their approach to postdoc salaries and other benefits. Specifically, Emory has adopted a comprehensive benefits program for their postdoctoral researchers and standardized its postdoc compensation to the National Institutes of Health (NIH) National Research Service Awards (NRSA) stipend levels. Currently, Emory is working to ensure that all postdocs, regardless of funding source, have access to equivalent benefits, leveraging the recent notice of clarification from NIH. Emory has found that working to communicate policies and benefits to postdocs and their faculty supervisors is critical to help all stakeholders understand the rationale behind their current structure. Ultimately, offering strong benefits and benchmarked salary levels allows Emory’s School of Medicine to remain competitive in recruiting talented postdocs. LEARN MORE
Massachusetts Institute of Technology
Massachusetts Institute of Technology (MIT) offers numerous benefits to support postdoctoral associates (who are employees), with generous leave policies including parental bonding leave, health and welfare benefits, mental health and wellbeing benefits, a robust employee assistance program, commuting benefits, need-based childcare scholarships for our on-site childcare centers and a portable childcare subsidy program. MIT has also used mandatory minimum salary requirements for all postdoctoral scholars for more than a decade, with a 2024 increase to $66,950. Postdoctoral scholars also benefit from the support and advocacy of a full-time director of postdoctoral services in the Office of the Vice President for Research (VPR), as well as a full-time staff member in MIT’s office of career advising and professional development with access to career fairs, mentorship training, grantsmanship training, and individual advising geared to their unique career stage. Postdoctoral scholars are provided with benefits and resources information early-- in their offer letter-- and are invited to attend monthly orientation sessions, provided in a collaboration of the Department of Human Resources, the VPR, and the postdoctoral association (PDA). The International Scholars Office also offers web resources and a separate orientation for international postdoctoral scholars. LEARN MORE
New York University Grossman School of Medicine
Dedicated to cultivating a supportive environment for postdoctoral training, the New York University Grossman School of Medicine has proactively refined policies and practices to provide tailored benefits that meet the distinct needs of its postdoctoral community. These comprehensive benefits encompass health insurance, dental insurance, and prescription drug coverage, extending to eligible dependents. Postdoctoral fellows also have the opportunity to apply for affordable housing, access confidential counseling services, and, following a six-month probationary period, are eligible for 21 days of paid vacation annually, with additional time off at the discretion of the mentor. The Grossman School of Medicine further extends support with perks like discounts on business cards, car rentals, gym memberships, theater tickets, and wireless phone services. The institution's strategic approach involved addressing initial challenges related to diverse postdoctoral fellow job titles based on funding sources, resulting in improved benefits and the flexibility for postdocs with NIH NRSA support to choose their employment class. Building collaborative partnerships within HR and administrative leadership facilitated enhancements to vacation and leave policies. Communication strategies, including a weekly newsletter, bi-monthly orientations, a dedicated website, and open-access meetings, have played a pivotal role. Recommendations for peer institutions emphasize data-driven decision making, comprehensive cost understanding, and proactively addressing potential risks. LEARN MORE
CompensationVan Andel InstituteVan Andel Institute (VAI) has prioritized postdoctoral support by compensating postdocs significantly above NIH NRSA levels. Under the leadership of its chief scientific officer, Peter Jones, Ph.D., D.Sc. (hon), VAI implemented a minimum postdoc salary of $70,000, reflecting the institute's commitment to their existing and future postdocs and capturing national attention. Thanks to VAI’s sustained attention to this issue, over 95% of VAI postdocs report that their experience meets or exceeds their expectations. Additionally, VAI actively seeks feedback from relevant stakeholders when determining postdoctoral compensation and ensures that existing postdocs stay well-informed about compensation and benefit changes through emails, newsletters, and seminars, maintaining a personal touch due to its relatively small size. VAI’s commitment highlights that whether an institution is well-endowed or not, having a designated person in charge of monitoring postdoc pay and benefits, along with leadership support, is crucial to enact meaningful changes in postdoc compensation. LEARN MORE
University of PennsylvaniaThe University of Pennsylvania has demonstrated a significant commitment to its postdoctoral researcher community through a series of impactful changes implemented July 1, 2023. The introduction of a new minimum stipend of $65,000, stipend adjustments for all postdoctoral researchers to meet the established minimum, and a one-year subsidy for mentors when necessary, reflect the university’s dedication to ensuring fair and competitive compensation. A revision and expansion to benefits for non-NRSA postdoctoral researchers, including reduced expenses for health insurance coverage for spouses and dependents, expanded health coverage incorporating fertility treatments, and enhanced behavioral health benefits underscores the university’s commitment to the overall well-being of the postdoctoral community. Non-NRSA postdoctoral researchers also gained access to commuter and parking benefits, Health Savings Accounts (HSA), and Dependent Care Accounts. These changes collectively reflect the University of Pennsylvania's proactive efforts to provide a conducive and supportive environment for the professional growth and welfare of its postdoctoral researchers. For peer institutions seeking to implement similar changes, it is recommended they prioritize dialogue and consultation to ensure widespread information dissemination and stakeholder buy-in. LEARN MORE
Yale UniversityYale continues to lead in postdoctoral recruitment with its dedication to competitive postdoctoral scholar compensation. This accomplishment stemmed directly from Yale's comprehensive approach, involving school administrators, college deans, and department chairs. Yale also conducted analyses of peer institutions, the rising cost of living, and historical policy trends to inform its latest compensation policy, which played a crucial role in prompting rapid action by Yale administrators to prevent compensation offers from falling significantly behind peer institutional standards. The new compensation policy was widely communicated to postdocs, faculty, and administrators through email, Yale Postdoctoral Association (YPA), Yale Black Postdoctoral Association (YBPA), and Office of Postdoctoral Affairs (OPA) newsletters. As a result, Yale has solidified its position as a leader in postdoctoral recruitment with its competitive postdoctoral compensation policy and has set a precedent for other institutions to follow suit. LEARN MORE
Diversity, Equity, Inclusion, and BelongingSalk Institute for Biological StudiesThe Salk Institute for Biological Studies (the Institute) established its Diversity, Equity & Inclusion (DEI) office in 2018 and in conjunction with the postdoctoral office (PDO) have provided a range of joint activities that promote DEI while providing career development. Salk’s DEI office and PDO collaborate to offer postdocs training to enhance their mentoring experience, programs to address and mitigate implicit bias, and an Alumni Mentoring Program, which allows postdocs to gain key insights to careers in academia and industry, talk through challenges, and receive feedback on presentations and/or CVs from trusted, experienced researchers. Additionally, a PDO weekly digest email includes advertisements for opportunities across campus that ensure that relevant information is made readily accessible to the target audience, such as Salk Discussion Circle (a quarterly book club) that brings postdocs and other groups together to discuss books highlighting particular lived experiences. Salk has facilitated the establishment of affinity groups to create a sense of community, belonging, and cultural education for all trainees and employees at the Institute, including formation of four affinity groups that seek to create an inclusive environment for a range of identities that have been historically underrepresented in biomedical research. Looking ahead, Salk is also focused on programs and offering fellowships with the specific aims of recruiting a more diverse postdoc population and exploring opportunities for increased programmatic funding to promote additional affinity groups. LEARN MORE
University of Illinois ChicagoThe Office of Postdoctoral Affairs (OPA) at University of Illinois Chicago (UIC) takes a multi-pronged approach to diversity, equity, inclusion, and belonging (DEIB) efforts to support postdoctoral scholars. As a Minority Serving Institution, UIC believes that diversity is a cornerstone of intellectual achievement and crucial to achieve their mission. Programs implemented by the UIC OPA office include the Equity Exclamation! section of the weekly newsletter, which highlights events with DEIB themes, as well as utilizing the postdoc website as a one-stop location for regularly updated list of campus resources. This includes resources for international postdocs, URM postdocs, LGBTQIA+ postdocs, postdocs with disabilities, female-identifying postdocs, and expecting and postdoc parents. In addition, information is included that addresses related mental health and wellness, nondiscrimination, harassment, and conflict resolution issues. These best practices center around the concept of regularly talking and normalizing the conversation around the DEIB space, so that postdocs and community members are actively participating and incorporating DEIB in their daily lives to have the greatest impact. Regular communication and reminders of these resources at the postdoc orientation and through the weekly newsletter are also helpful. OIC recommends that others start with any DEIB programs already in place, even if small, and use them as a foundation to strengthen and build additional efforts. LEARN MORE
International IssuesColumbia University
Since its inception, Columbia’s Office of Postdoctoral Affairs (OPA) has been committed to providing services, programs, and resources that meet the needs of the university’s international postdocs, who constitute a large percentage of the university’s total postdoc population. Through workshops, presentations, and social activities, OPA ensures its international postdocs receive ample information and training through multiple modalities in order to succeed. OPA conducts surveys after such events with resulting data showing they help promote community, knowledge, and confidence among the international postdoc population. Having established and maintained a Wellness branch, OPA recognizes the value and importance of wellness efforts to Columbia’s full postdoc population but sees particular potential in their application to international postdocs. In addition, OPA pays particular attention to assisting international postdocs with language skills, from English language course tuition reimbursement to offering workshops led by linguists who use simulations and role-play to enhance effective communication. OPA also recommends that other postdoc offices looking to assist their international postdocs first reach out to any existing university office serving international scholars/students for potential collaboration. LEARN MORE
OrientationUniversity of Texas Medical BranchThe University of Texas Medical Branch (UTMB) has developed an orientation program for new postdocs to provide a comprehensive introduction to the institution's resources, policies, and expectations. The program aims to familiarize postdocs with available resources, facilities, and support services on campus and the local area; orient them to policies, procedures, and compliance requirements for the institution and the Postdoctoral Scientist Certificate Program; and facilitate networking and community building among postdocs. The program structure includes a welcome email, an information handbook, and orientation lunch sessions, which are offered three times a year in a hybrid format. Additionally, a weekly newsletter has been implemented to highlight upcoming events, career building opportunities, and new job opportunities. The main goal of the orientation program is for all incoming postdocs to utilize the institution's resources and feel welcome. The program is designed to be tailored to each cohort's needs and wants, ensuring that the orientation program is tailored to meet these requirements as well. LEARN MORE
Professional DevelopmentIowa State UniversityIowa State University’s (ISU) Graduate College has established an Office of Postdoctoral Affairs maintained by a full-time staff member (postdoc coordinator) who enables successful postdoctoral professional development and demonstrates the benefit of having an employee dedicated fully to postdoctoral matters. The postdoc coordinator runs the Postdoc Success Program each academic year, which focuses on the current needs of the postdocs determined by surveys from the previous year’s programming, national trends, postdoc “alumni” data, and input from the PDA's executive board. The Graduate College has embraced a cross-cutting approach to leverage internal resources across the university and dedicate them toward professional development. This provides an effective and sustainable powerhouse of resources without the financial burden of bringing in outside experts. The Office of Postdoctoral Affairs recommends creating support mechanisms for strong professional development that are intentional, sustainable and well-supported that can evolve and adapt with the changing needs of the postdocs. LEARN MORE
University of California, San DiegoThe University of California, San Diego (UCSD) employs diverse policies and activities to help postdoctoral scholars (postdocs) succeed. The best practices indicated by UCSD are early engagement for postdocs in career planning when they enter UCSD, employing a holistic and personalized approach to professional development, and developing strategic partnerships with other academic and non-academic institutions. UCSD intentionally builds and designs its program to support the diversity of careers available to postdocs inside and outside academia. Professional development training at UCSD comprises workshops tailored for academic career preparation, such as a collaboratively organized academic leadership program based on the Burroughs-Wellcome Foundation lab management course, and industry/non-academia sessions. Additionally, they offer EPIC Bootcamp – a six-part course designed to assist postdocs in career planning and creating individual development plans. Notably, UCSD employs a full-time program manager who provides personalized career coaching tailored to address each individual’s current knowledge and abilities and individual career goals and priorities. Through personal coaching and programming, postdocs are encouraged to embrace all aspects of their lives and identities, both professionally and personally, within their career planning process when determining their desired career destinations and in their definitions of success. UCSD connects postdocs with career planning and professional development considerations early in their appointment through their monthly new postdoc orientation. The Postdoctoral Scholar Office supports faculty mentors by providing resources to support their postdocs’ skill development and career exploration, particularly for careers beyond academia, and they use strategic partnerships with other institutions and industries to leverage additional opportunities for their postdoc community. LEARN MORE
University of Pittsburgh Schools of the Health SciencesThe University of Pittsburgh Schools of the Health Sciences is being highlighted for its work in postdoctoral professional development. The Office of Academic Career Development, Health Sciences, has been supported by the Office of the Senior Vice Chancellor for the Health Sciences for over 20 years, an investment that has had a significant impact upon the recruitment, retention, and training of the next generation of leaders in scientific innovation and discovery. The Office of Academic Career Development is the centralized clearinghouse responsible for approving all postdoctoral appointments in the health sciences and, therefore, has access to and oversight of the almost 700 members of this postdoctoral community, 57% of whom are international. The office is further empowered to mandate that postdocs 1) attend a career development orientation, 2) develop an annual career development plan, and 3) establish a mentoring team. Additionally, this office has the authority to deny postdoctoral appointments for faculty who do not comply with these policies. Through this office, all postdocs, regardless of their research field, department, or mentor, are provided with diverse professional development opportunities, including a wide variety of workshops, seminars, and courses. The unique strengths of the Office of Academic Career Development, Health Sciences, in supporting postdoctoral development are its centralized appointment process and innovative programming, accompanied by generous funding and visible institutional support and authority granted by its senior-level university champions. LEARN MORE
University of Rochester School of Medicine and DentistryThe University of Rochester (UR) launched myHub, a tool bringing together materials in eight critical professional development areas, including writing services, alumni mentorship, events, fellowships and grants, research ethics, graduate student and postdoctoral groups, career services, and internships. myHub has facilitated hundreds of trainee meetings, events and workshops, while spurring the formation of nine new trainee groups in the DEI and career-related spaces. In addition, myHub has increased acceptance of non-academic careers and allowed the PDA to focus on community building rather than on professional development. myHub has also enabled new interactive activities with other areas of the university, including alumni relations, graduate schools, and provost offices. Programming advances in myHub are developed in consultation with a myHub Trainee Advisory Group, comprised of representatives from all student and postdoc organizations, including the PDA. LEARN MORE
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