Purpose
This is the reissuance of Notice of Special Interest (NOSI): Administrative Supplement for Continuity of Biomedical and Behavioral Research Among First-Time Recipients of NIH Research Project Grant Awards (NOT-OD-20-055). The overarching goal of this program is to enhance the retention of investigators facing critical life events who are transitioning to the first renewal of their first independent research project grant award or to a second new NIH research project grant award. Retention at the first renewal or continuous NIH research project grant support is crucial for sustaining both the ongoing research NIH has made an investment in and for retaining diverse talent in the biomedical research workforce. This program supports “at-risk” investigators as identified in the NIH Next Generation Researchers Initiative (see https://grants.nih.gov/ngri.htm).
This retention program seeks to maintain the productivity of current first-time recipients of eligible independent NIH research project grant awards who are dealing with a critical life event(s), such that they can remain competitive for the first renewal of their award or for a second research project grant award. For retention supplements to support the transition from K award to independence, see the companion NOSI (NOT-OD-23-031).
Background
Investigators, especially women, leave science at critical transition stages or branching points in their career which for the NIH-supported scientific workforce include transitions from post-doctoral training to faculty positions (Heggeness et al., 2016 Aug; 91(8):1164-72, Acad Med; Nikaj et al., 2019, the FASEB Journal) and prior to obtaining their first R01 renewal (Hechtman et al., 2018: 115(31)7943-7948, PNAS). The rate of R01/R01-equivalent renewals has potential impact on the longevity of an investigator’s research career (Pohlhaus et al., 2011 Jun; 86(6):759-67, Acad Med) and there remains a gender disparity in NIH funding that should be addressed. These vulnerable career stages often parallel critical life events that commonly contribute to faculty attrition. Data from NSF demonstrate that among biomedical scientists and engineers, women are far more likely than men to cite family responsibilities as a reason for being unemployed or leaving the workforce. (NCSES Report – Employment, especially figure 30).
Pregnancy and childbirth in particular, appear to be significant contributors to the underemployment of women scientists and engineers given that pregnancy can impact research productivity (Cech and Blair-Loy, 2019 116(10)4182-4187, PNAS The Changing career trajectories of new parents in STEM; Powell, 2021, Nature The parenting penalties faced by scientist mothers). The demands of childbirth and subsequent primary caregiving responsibilities may necessitate changes to career goals and alter researchers career trajectories, depriving the scientific workforce of an important source of talent and undermining NIH’s investment in promising avenues of new research. Retaining investigators at this critical transition point will protect the research investment already made via the parent NIH award and enhance the diversity of the investigator pool.