NIH Fellows
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Tenure-Track Program
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Preface
The concept of tenure in intramural research
has evolved gradually over the years as a policy and
process to ensure the highest attainable quality in the
scientific staff engaged in intramural research and
related medical care. The conferring of tenure in
intramural research is a vote of confidence in the
achievements and potential of the candidate, and the
research support which is implied by that decision
requires that it be made with maximum care.
John Carol Eberhart, Ph.D.
Tenure in the NIH Intramural Program
Dec. 30, 1987
Tenure at NIH, defined as the long-term commitment of
salary, personnel, and research resources, lies at the heart
of the creative freedom we value so much here. The
flexibility to seize new scientific opportunities, to act
immediately on a new idea, and to undertake long-term and
highly innovative projects accompany the privileges of
tenure. In addition to protecting scientific freedom, as it
does in the academic setting, tenure at NIH also conveys
resources to take advantage of that freedom. The security of
support provided by our tenure system and the freedom from
the time demands and uncertainty of grant application are
our most important inducements in recruiting and retaining
the best scientists in the world.
Tenure at NIH differs from tenure at a university.
University tenure does not typically include long-term
commitment of salary, resources, and personnel, as it does
at NIH. Indeed, according to Bickel (Academic Med. 66:249,
1991) 42% of academic tenure comes without any salary
whatsoever. Furthermore, most academic institutions have not
moved aggressively to institute post-tenure evaluations.
Perhaps they feel this need is met by NIH study sections and
other peer-review groups. In contrast, the Intramural
Research Program Boards of Scientific Counselors review the
accomplishments of tenured scientists every four years.
But until now, academic tenure has had certain features
that were absent from the NIH system. These include defined
tenure-tracks, with written policies and regular review,
stop-the-clock provisions, and special programs for women
and minority scientists. The goal of NIH's new
career-development initiative is to enhance the NIH tenure
process by adding these features. In doing so, we will
improve our support for the independence and creative
freedom of young scientists and thereby invest in the future
scientific excellence of the intramural program.
Advantages of the Tenure-Track
- To Investigators
- To Laboratory/Branch Chiefs
- Establishes a recruitment and retention mechanism
for the most outstanding young scientists.
- Allows better planning for future staffing of
laboratory/branch.
- Provides a means to launch into new scientific
opportunity areas.
- To Scientific Directors and NIH
- Assures fresh talent through recruitment of
outside scientists and retention of the best fellows.
- Enhances scientific quality and stimulates
creativity and collaboration.
- Develops future scientific leaders for NIH or
elsewhere.
NIH Intramural Research Program Tenure-Track
Procedures
- Introduction
The primary purpose of an NIH fellowship or clinical
associateship is to provide time-limited research
training and development opportunities to postdoctoral
scientists. It is anticipated that, upon completion of
their fellowship, the vast majority of all fellows will
leave NIH to pursue careers at extramural institutions.
The tenure-track has been created to provide an
opportunity for outstanding postdoctoral scientists
trained inside and outside the NIH Intramural Research
Program to prove themselves as independent scientists and
to compete for permanent positions as tenured independent
investigators.
- Objective
The NIH tenure-track has been created to provide an
unambiguous, uniform, and equitable mechanism for
identifying and promoting outstanding scientists to the
ranks of permanent intramural researchers. The goal of
this system is to provide all necessary resources and
encouragement to tenure-track scientists, thus giving
them a fair opportunity to demonstrate their creativity
and productivity as independent scientists.
Tenure at NIH differs from tenure at an academic
institution. Tenure at NIH is defined as the long-term
commitment of salary, personnel, and research resources
needed to conduct an independent research program within
the scope of the institutes' missions, and subject to
regular review by the Laboratory/Branch Chief and review
and approval at least every four years by the Boards of
Scientific Counselors.
- Eligibility for Tenure-Track
Outstanding scientists engaged in clinical or
laboratory research become eligible to enter tenure-track
positions after completing postdoctoral training. This
experience should be sufficiently extensive to allow
thorough evaluation of an individual's potential as a
tenure-track scientist.
- Creating a Tenure-Track Slot
The decision to create a tenure-track position is made
by the Laboratory/Branch Chief, Scientific Director and
the ICD Director in consultation with a broad group of
senior scientists which may include: Promotion and Tenure
Review Panels and Boards of Scientific Counselors within
each ICD. This decision shall be based on scientific and
programmatic needs, and the availability of
resources.
- Application and Selection Procedures
After deciding to create a tenure-track position, the
Scientific Director with the concurrence of the ICD
Director appoints a Search Committee to identify highly
qualified candidates for the position and recommend
specific individuals to fill the new position. The Search
Committee shall be chaired by an expert in the scientific
discipline in which the candidate is being recruited, and
shall consist of persons representing the interests of
the Institute, Laboratory/Branch, Deputy Director for
Intramural Research, women, minority, and/or disabled
scientists.
The Search Committee shall review applications
solicited through advertisements and other appropriate
channels. After receiving and reviewing applications, and
inviting promising candidates to campus for interviews
and seminars, the Search Committee will prepare a short
list of candidates. After consultation with the
Laboratory/Branch Chief in which the tenure-track
position is to be filled, the Scientific Director and ICD
Director shall select a name from the short list, and
forward this candidate's name to the Deputy Director for
Intramural Research for final approval of the new
tenure-track candidate and the procedures used to create
their position.
- Tenure-Track Agreement
The Tenure-Track Agreement, co-signed by the
Scientific Director, the Laboratory or Branch Chief, and
the tenure candidate, confirms that the specified
research program of the tenure-track candidate is
consistent with the long-term goals of the Institute's
intramural research program. The Tenure-Track Agreement
also defines the timeline and resources -- including
space, personnel, and budget -- that will be allotted to
the tenure-track candidate. These resources must be
sufficient to permit the candidate to become established
as an independent scientist. It is the responsibility of
both the Laboratory or Branch Chief and the Scientific
Director to ascertain that these resources are assigned
equitably and without discrimination based on a
candidate's gender, race, ethnic background or physical
handicaps. A copy of the Tenure-Track Agreement is to be
sent to the Deputy Director for Intramural Research.
- Informing the Tenure-Track Candidate
Each tenure-track candidate will sign and receive a
copy of the Tenure-Track Agreement bearing the signatures
of the Scientific Director and Laboratory or Branch
Chief. The candidate's tenure clock begins after he or
she signs the Tenure-Track Agreement and an official
personnel action converts or appoints the candidate to
the position of Investigator (tenure-track).
- Timetable: Stop-the-Clock and Extend-the-Clock
Provisions
The candidate will be granted six years to establish
his or her record as an independent scientist before
being evaluated for tenure. Exceptions are described
below.
At the candidate's request, and with the written
approval of the Laboratory or Branch Chief, the tenure
clock may be stopped for up to one year to allow a
candidate extended family or sick leave. The tenure clock
may be stopped to accommodate leave and/or leave without
pay for reasons such as childbirth, adoption, major
illness, or family emergency. The tenure clock will not
be stopped for normal annual or sick leave. Candidates
should have documentation of stop-the-clock leave on file
at the time leave is taken or shortly thereafter.
At the candidate's request, and with the approval of
the Laboratory or Branch Chief, the tenure clock may be
adjusted to permit a candidate to work part-time to
accommodate care for children or other family members.
The adjustment in the tenure-track will be proportionate
with the reduction made in working hours and salary.
Thus, if a scientist arranges to hold a half-time
appointment for his or her first two years as a
tenure-track candidate, completing the tenure-track with
a full-time appointment, he or she would be evaluated for
tenure seven (7) years after entering the tenure-track
but with six (6) years cumulative time on the job.
Adjustments in the tenure clock may not be made
after-the-fact, and cannot be made for more than 10
years.
By written agreement between the Laboratory or Branch
Chief and the Scientific Director, and with the
candidate's consent, an exceptional candidate may be
evaluated for tenure before six years have elapsed.
Standards for granting early tenure will be identical to
those applied to other candidates. Clinical researchers
may have up to eight (8) years on tenure track.
- Evaluation of Tenure-Track Candidates
Tenure-track scientists will be evaluated continually
by their Section and Laboratory or Branch Chief and the
Scientific Director. One of these individuals will meet
annually with the tenure-track scientist to provide oral
and written evaluation on performance. Copies of this
evaluation, signed by the Laboratory or Branch Chief and
the Scientific Director, shall be provided to the
candidate and to the review team evaluating the candidate
for tenure.
Formal reviews will be conducted within approximately
three years by the Board of Scientific Counselors or
other formally constituted review team established by the
Scientific Director and approved by the ICD Director. The
review team will recommend that the candidate be: 1)
continued in the tenure-track, 2) dropped from the track,
or 3) considered for early evaluation for tenure. The
Board of Scientific Counselors shall identify particular
areas of strength and weakness and suggest steps
necessary to improve a candidate's chances of securing
tenure. To be continued in the tenure-track, a candidate
must demonstrate continued research progress consistent
with the programmatic and research goals defined in the
Tenure-Track Agreement. The pace of this progress should
be sufficient such that, if continued, the candidate
would achieve considerable standing as an independent
scientist in the research community after six years.
If a candidate is not continued in the tenure-track,
or is denied tenure, he or she will be permitted one
terminal year.
- Tenure Decision
Candidates for Tenure shall be reviewed by the ICD's
Promotion and Tenure Review Panel which shall notify the
candidate in writing whether he or she will or will not
be advanced for tenure consideration. The Committee shall
solicit outside letters on behalf of the candidate, and,
in concurrence with the Scientific Director and ICD
Director, shall make a recommendation to the Central NIH
Tenure Committee that is chaired by the DDIR. Criteria
used in the evaluation of candidates for tenure by the
Central NIH Tenure Committee shall include:
- Scientific merit of their research;
- Contribution of their work to their laboratory or
section;
- Scientific independence, productivity, leadership;
- Potential for sustained intellectual growth; and
- Other contributions to the NIH Intramural Research
Program.
This evaluation may consider
- Candidate's publications and the impact of those
publications on other scientists;
- Letters of recommendation from NIH and non-NIH
scientists;
- Participation in and direction of scientific
conferences and symposia
- Development of innovative techniques or patentable
products, overall contribution to intramural research
at NIH;
- Mentoring and other leadership within the
laboratory, branch, or section; and
- Adherence to the highest ethical standards in the
conduct of science.
After reviewing the candidate, the Central NIH Tenure
Committee makes its recommendation on tenure. The DDIR
shall issue the final approval or disapproval for each
conversion to tenure. The Scientific Director will notify
candidates in writing of the DDIR's decision.
If a candidate is advanced for tenure consideration
before six years have elapsed, and is denied tenure, his
or her Scientific Director with approval of the ICD
Director may re-submit the tenure application at a later
date, but before the six year maximum.
Changes of Titles for NIH Scientists
|
Current
|
New
|
Position
|
Title
|
Title*
|
Comment
|
Permanent Staff
|
ICD**
|
Tenured Independent Scientist (GS-13-GS-15)
Commissioned Officers
|
Senior Investigator
|
Senior Investigator (GS-13-GS-15)
|
Tenured Position, Independent Investigator
|
Collaborative Investigator, Clinician, Dentist,
Veterinarian
|
Senior Investigator
|
Staff Scientist, Staff Clinician
|
|
Non-Permanent Staff
|
Tenure-Track Scientist
|
None; commonly use Senior Staff Fellows, and
Visiting Associate
|
Investigator
|
Tenure-Track, Independent Investigator
|
Research Associate Staff Fellow Senior Staff
Fellow
|
|
Research Fellow
|
|
Clinical Associate
|
|
Clinical Fellow
|
|
IRTA***, Visiting Fellow, NRSA, PRAT
|
|
Postdoctoral Fellow
|
|
*PHS Commissioned Officer Billets will be
changed to use these titles.
**ICD, Institute, Center and Division
***IRTA-Intramural Research Training Award fellows;
NRSA-National Research Service Award fellows;
PRAT-Pharmacology Research Training Program
fellows.
Sample Tenure-Track Agreement
Dear ____________________:
The Intramural Research Program of the __________________
(Institute), NIH, is pleased to offer you a position as a
tenure-track investigator. This offer signifies that your
research program in the Laboratory of __________________ is
consistent with the research goals and objectives of the
__________________ (Institute) and the NIH. Appointment or
conversion to a tenure-track position also signifies our
expectation that within the next six years you will develop
an independent research program of considerable standing in
your field. With the resources described below, you will be
expected to manage a research program, develop important
presentations and publications on this research, train
personnel who work with you, and contribute to the overall
research program of NIH. Criteria for evaluation of tenure
candidates are listed in the brochure, "The Tenure-Track
Program of the National Institutes of Health."
Not every scientist who seeks tenure will be granted
tenure. But we wish to optimize the likelihood of your
success as an independent intramural scientist by making the
following resources available to you.
- _____ square feet of laboratory space, plus access to
all common facilities in the Laboratory of
__________________.
- Permission to recruit and responsibility to train ___
postdoctoral personnel supported under the Visiting
Fellow, IRTA or other authorities approved by the
Laboratory/Branch Chief and Scientific Director.
- Technical support provided by _______staff.
- An approximate planned budget for services, small
equipment, animals, and supplies of $_______ per year to
be used by members of your research team. In addition,
due consideration will be given to your requests for
additional equipment items on a start-up and yearly
basis.
While every effort will be made to provide the stated
resources on a continuing basis, circumstances beyond the
control of the Scientific Director may necessitate some
adjustments. You will be notified in writing, as early as
possible, of such changes.
The position offered to you is a (full-time/part-time
fraction__) (excepted Civil Service/PHS Commissioned Corps)
appointment carrying a salary of $________ per year, with a
full range of health and retirement benefits and subject to
periodic increases and cost-of-living adjustments based on
the personnel system governing your appointment.
We anticipate that with continued outstanding progress in
your position, you will be renewed every year after an
initial appointment of two years, up to a maximum of six
years. (Modify as appropriate for Commissioned Corps and
stop-the-clock provisions). This maximum time will begin on
the date of the official personnel action pertaining to your
appointment/conversion to the tenure-track.
You will be given an annual evaluation by your
(Laboratory/Branch) Chief, and at least every three years,
you will be evaluated by the Board of Scientific Counselors
(BSC). The BSC will recommend that you be continued on the
tenure-track, dropped from the tenure-track, or considered
for tenure. The tenure review process is initiated by the
(Laboratory/Branch) Chief and Scientific Director, who will
request that the ICD Promotion and Tenure Committee solicit
outside letters on your behalf from distinguished scientists
and make a recommendation to the Scientific Director. If the
Scientific Director agrees to support your conversion to
tenure, your tenure nomination will be presented to the
Central NIH Tenure Review Committee chaired by the Deputy
Director for Intramural Research, who shall make the final
decision on tenure. The tenure decision process will take
six months to one year following initiation by your
(Laboratory/Branch) chief.
If you are not considered for tenure, or do not receive
tenure, your (Laboratory/Branch) Chief may resubmit your
credentials if your allotted (six/__) years has not elapsed,
or you may be informed that you will not be tenured at the
NIH. Under the latter circumstances, you will be permitted
to continue your research program for one year while you
search for a position outside of the NIH.
We are very pleased to be able to make this commitment of
resources to you. Your research is of tremendous interest to
our program and we hope to welcome you to the ranks of
career-status, independent NIH scientists as you
successfully pursue the tasks of your tenure-track service.
We look forward to your acceptance of this offer and request
that you sign and return copies of this form to us within
the next two weeks.
Sincerely,
__________________________________________________
(Lab/Branch Chief)
__________________________________________________
(Optional -- Section Head)
__________________________________________________
(Director, Division of Intramural Research)
ACCEPTED:__________________________________________________
(candidate)
(date)
cc: Deputy Director for Intramural Research
Tenure-Track and Tenure Appointments Process
Step 1
|
Scientific Director (SD), ICD Director, and Lab/
Branch Chief, after consultation with senior
scientist in the ICD, determine need for a new
tenure-track position.
|
Step 2
|
SD establishes a search committee with
concurrence of the ICD Director and advertises for
tenure-track candidates.
|
Step 3
|
Search committee evaluates applications
including letters of reference, invites promising
candidates to campus for interviews and seminars,
and recommends one to three candidates to the
Laboratory/Branch Chief, the SD, and the ICD
Director. In consultation with the
Laboratory/Branch Chief, the SD and ICD Director
select one name and forward it to the Deputy
Director of Intramural Research (DDIR) for
approval. DDIR reviews and approves selection
process and candidate.
|
Step 4
|
SD, Lab/Branch Chief, in consultation with
potential candidate, prepare and sign Tenure-Track
Agreement. Copy is sent to DDIR.
|
Step 5
|
Candidate signs Tenure-Track Agreement and is
appointed or converted to tenure-track position,
starting tenure-track clock.
|
Step 6
|
Yearly: Section/Lab/ Branch Chief prepares oral
and written performance evaluation for
candidate.
|
Step 7
|
Approximately every three years: Board of
Scientific Counselors (BSC) reviews candidate's
performance and qualifications for tenure, and
decides whether candidate should be continued in
tenure-track, dropped from track, or advanced for
tenure decision.
|
Step 8
|
Before tenure-track time elapses, SD and ICD
Director, in consultation with the Laboratory/
Branch Chief, review candidate and decide whether
to propose candidate for tenure, continue candidate
in tenure-track, or drop from track.
|
Step 9
|
Candidate is informed in writing of BSC, Chief,
SD and ICD Director decisions.
|
Step 10
|
If candidate is advanced to consideration, ICD
Promotion and Tenure Review Committee is formed to
solicit outside letters and assemble and review
credentials. Promotion and Tenure Review Committee,
in concurrence with SD and ICD Director, makes a
recommendation to the NIH Central Tenure Review
Committee.
|
Step 11
|
NIH Central Tenure Review Committee reviews
credentials and makes recommendation to DDIR.
|
Step 12
|
DDIR makes tenure decision.
|
Step 13
|
DDIR informs SD of decision. SD informs
candidate, in writing, of the decision.
|
Step 14
|
If candidate is not approved for tenure or is
dropped from tenure-track, he or she has one
terminal year to wrap up work and find another
job.
|
- For Appointment to Tenure-Track
- In considering the advisability of creating a
tenure-track position, the Scientific Director
solicits input from any of several sources, including
senior ICD scientists, ICD Promotion and Tenure Review
Panel, and Laboratory/Branch Chiefs. Advice from
Boards of Scientific Counselors may be solicited. (See
Guidelines for Assuring Broad Scientific Input
Concerning New Tenure-Track Positions.)
- The Scientific Director, with concurrence of the
ICD Director, appoints a Search Committee to review
and recommend the appointment of highly qualified
individuals to fill a tenure-track position.
- The Scientific Director and ICD Director, in
consultation with the Laboratory/Branch Chief, select
the candidate from those recommended by the Search
Committee. (See The Composition of a Tenure-Track
Search Committee.)
- The process for soliciting input and developing
recommendations, as outlined above, shall be reviewed
by the DDIR, who then issues final approval of all
appointments to tenure-track.
- Conversion to Tenure
- Each tenure-track candidate is reviewed by a Board
of Scientific Counselors at approximately three-year
intervals.
- The ICD Promotion and Tenure Review Panel reviews
each candidate and forwards a recommendation with
concurrence by the SD and ICD Director.
- The Central NIH Tenure Committee reviews each
candidate for tenure and makes a recommendation to the
DDIR.
- The DDIR issues final approval for all conversions
to tenure.
- Direct Hire of Mid-Level to Senior Faculty to
Tenure
- The Scientific Director, with concurrence of the
ICD Director, constitutes a Search Committee to review
candidates and make recommendations to fill such
positions. The Search Committee is constituted as for
tenure-track candidates.
- The Scientific Director and ICD Director shall
select a nominee for further review.
- The Central NIH Tenure Committee reviews the
candidate and makes a recommendation to the DDIR.
- Final approval is granted by the DDIR.
- Guidelines for Assuring Broad Scientific Input
Concerning New Tenure-Track Positions
The intent of these guidelines is to guarantee that
the decision to dedicate resources to a tenure-track
position is based on broad input from knowledgeable
scientists within the Institute in which the appointment
will be made. Because circumstances vary considerably
among Institutes, Laboratories and Branches, the
following guidelines are intended to provide several
different possible mechanisms to be used singly or in
combination to garner scientific input:
- Discussion and endorsement by the senior (tenured
and tenure-track) members of a Laboratory/Branch for
the establishment of a new tenure-track position.
- Discussion and endorsement by the
Laboratory/Branch Chiefs of an Intramural Research
Program (IRP).
- Discussion and endorsement by a standing committee
broadly representative of senior scientists within an
IRP, or newly constituted to consider the
establishment of a specific tenure-track position. One
possibility would be to use the Search Committee,
which would subsequently be charged to recommend a
candidate after deciding that the position should be
tenure-track.
- Discussion and endorsement by the Promotion and
Tenure Committee of an IRP.
- The advice of the Board of Scientific Counselors
may also be solicited on the creation of tenure-track
positions. The criteria to be used by these groups
include whether or not there is
- Programmatic or scientific need within the
Institute, Laboratory or Branch for the
tenure-track position, and
- Availability of resources to support the
tenure-track scientist.
- Composition of a Tenure-Track Search Committee
The Search Committee for a tenure-track candidate
should consist of at least six members, including the
following:
- A chairperson, from within or outside of the
Institute, who is expert in the scientific area in
which the tenure-track candidate is being recruited;
The Special Interest Groups in Immunology,
Structural Biology, Cell Biology, Molecular Biology,
Neurobiology, and Genetics would be excellent sources
for such people.
- The Chief for whose Laboratory/Branch the
tenure-track candidate is being recruited or his or
her designee.
- A representative nominated by the DDIR.
- The Woman Scientist Advisor from the Institute, or
her designee who is expert in the scientific area
under consideration.
- A scientist who identifies herself or himself as
being an under-represented minority, or a disabled
scientist.
- An OEO representative from the ICD, serving ex
officio.
Other than the chairperson, these or additional
members may come from the Laboratory/ Branch in which
the tenure-track has been established.
The Search Committee shall review applications
received as a result of advertising the position, and,
as appropriate, solicit further nominations for the
position from a variety of sources. Likely candidates
should be invited for interviews and to give seminars.
A short list (no more than two 2 or 3) of
highly-qualified candidates should be reviewed by the
Laboratory/Branch Chief who will recommend a candidate
to the Scientific Director and ICD Director who in
turn will forward a name to the DDIR for review and
approval.
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