Look,

Simply put the university cannot recommend following the national guidelines. These must be mandatory. Considering the cost of living in this city is rising rapidly our stipends must come close to Bay Area stipends.

But whatever we say it really does not matter unless UCLA establishes a comprehensive post-doc policy (the likes of Gladstone). It is obvious that UCLA does not really care about post-docs. We are dispensable. Well we do have that post-doc nite which ran up a $10,000 bill just to show that UCLA "cares". I recommend in the future we boycott such ostentatious and pointless events. That kind of money can be spent better on other things like our Career Centre.

To sum this rant up, on our behalf, the only thing we can do is to remind this university that the reason grant money keeps coming in is our >60hr/week workloads. Maybe the right people will one day listen.

Yours truly
Dimitrios

"Pissed off post-doc for today"

Yes, the cost of living in LA keeps rising. I'm tired of hearing that you're a post-doc and thus should live in squalor. I'm looking for a new apartment right now and to have anywhere within a reasonable distance, I'm looking at more than $1000 for a studio apartment. Since when are adults supposed to live in a single tiny room?

The university needs to have a mandatory pay scale especially since I thought NIH will require this for any NIH grants (whether to the post-doc or to the PI) very soon.

This is also clearly due to a lack of commitment to postdocs by the university as a number of other schools have implemented such requirements.

I could not agree more with the last posting. The irony of the situation is that PIs make a face if you live far from UCLA. So they want us to get paid minimum wage but at the same time afford over $1000 rent in the westwood area. I mean even the studios in Weyburn are $940 and that is Unviersity housing. My boss made a face when I told him I live Downtown! This is by far the most oxymoronic situation i have encountered!

Bottom line, trainees or not (I love when they call us trainees but in reality well...) we have doctorate degrees and I think after all the years of undergraduate and PhD training that we need to be paid accordingly. And people I do not want to sound elitist but yes damn it we have PhDs so UCLA fork out the money!

Good nite :)

When $10,000 is thrown away for a dog and pony show, is not caring for post-docs. To be honest, is mocking us.

Here are the salaries for Gladstone. For more info about how to implement postdoc policies I invite you all to pay a visit to:

http://www.gladstone.ucsf.edu/gladstone/site/postdoc/

Here also the final implementation plan:

Based on the recommendations of the subcommittees, the new Gladstone Postdoctoral Fellows Training Program was formally adopted by the Directors and President on August 20, 1999 for implementation on September 1, 1999.

Stipends and Benefits

To address the special financial challenges posed by working and living in the Bay Area, the new plan provides higher compensation (Annual Salaries for 2002–2003). It incorporates a 5% housing allowance and provides a lump sum payment of $750 to all new postdoctoral fellows to help defray the costs of moving and setting up a household in the Bay Area. Over the first four years of fellowship training, stipends increase by an average of 12.4% (~$3000–5000 per year during the first four years, or ~$5000–7000 over the NIH scale) (Recommendations 1 and 7)

The plan is completely transparent, equitable, and free of bias. Salary is determined by qualifying years of postgraduate experience. Provided overall performance is satisfactory, salary adjustments are based on a published scale. (Recommendation 2)

The plan creates a Gladstone Scholars Program allowing postdoctoral fellows to accept the added benefits associated with winning prestigious and competitive fellowships (e.g.,HHMI, Pfizer, and Damon-Runyon). In addition, a new position recognizing the career development step for NIH K award recipients has been developed. (Recommendations 3 and 4)

The new plan provides for the possibility of promotion to research scientist after three years. Such promotion will be based solely on scientific and professional achievement. Promotion to research scientist will be recognized by a salary increase above the typical postdoctoral fellow level (Annual Salaries for 2002–2003). In addition, promotion to research scientist qualifies the individual for participation in the Gladstone retirement program (all previous Gladstone service will count toward vesting, resulting in 60% vesting if promoted at the three-year mark). (Recommendation 5)

Human Resources (HR) will reassess the dental care plan in the coming year. (Recommendation 6)

A list of benefits available to all postdoctoral fellows at Gladstone is shown in the summary of benefits.

Mentoring

Mentoring will be a hallmark of the Gladstone postdoctoral program. The Directors charged a committee, chaired by one of the Directors, to develop mentoring standards for further discussion. These standards will be distributed to all PIs, fellows and graduate students. Specific discussions of mentorship will be implemented during the annual performance reviews between trainees and PIs and between Directors and PIs. Mentors will receive feedback about their performance in meeting the mentoring standards.

PIs will receive additional training in mentoring through management development seminars, talks by outside investigators who are particularly successful mentors, and distribution of pertinent literature. This training will focus on issues identified as needing particular attention.

Gladstone will facilitate the creation of a mentoring network that extends beyond the contribution that might be provided by the fellow’s immediate supervisor. For example, a Women in Science Lecture Series has been created, which gives female fellows an opportunity to interact with particularly successful women scientists. (Recommendations 11 and 12)

Awareness among trainees of existing procedures for addressing problems between postdoctoral fellows and mentors will be increased. Fellows will be encouraged to approach their mentor directly. If further action is required, fellows can seek resolution from the Institute’s Director, the Postdoctoral Fellows Advisor in HR, or the President. The Directors and HR can consider involvement of an external consultant if conflicts remain unresolved. Training in conflict resolution (for mentors and trainees) will be incorporated into the in-house training program (Gladstone Extension). (Recommendation 13)

A comprehensive handbook for postdoctoral fellows is being prepared by HR. The handbook will describe goals, policies, and responsibilities for new fellows. (Recommendations 14)

Career Development

Although prolonged (5–6 total years) postdoctoral fellowships are discouraged, Gladstone does not set a strict limit on the duration of postdoctoral training. Gladstone will establish mentoring and career counseling programs that will help to avoid unnecessarily long fellowships. Fellows are eligible for promotion to research scientist after three years. Based on merit and scientific potential, these promotions are initiated by the investigator and approved by the Institute Director. (Recommendation 15)

PIs will discuss career plans and prospects with fellows at least yearly. This discussion, which would include formulation of a career path, should be part of the existing formal performance review process for fellows. Fellows and graduate students will be actively encouraged to seek career-planning advice from other faculty members on an informal basis. A new position Postdoctoral Fellows Advisor has been established in the HR Department. The advisor will play an integral role in helping fellows seek a position outside Gladstone. (Recommendations 16 and 17)

PIs can communicate to their fellows the attributes of a successful PI through periodic round table lunches with PIs and talks with other successful scientists (e.g., on the selection processes for faculty positions). Gladstone will generate more opportunities for postdoctoral fellows to interact with PIs (e.g., Annual Joint Scientific Retreat, Distinguished Lecture dinners, and informal, after-work gatherings). (Recommendations 10 and 18)

A Career Opportunities Seminar Series and postdoctoral lunches featuring successful scientists will be established to assist fellows who select nonacademic careers in industry or elsewhere. A PI has been identified to assist the fellows in organizing these meetings. (Recommendation 19)

Gladstone will begin a formal career advising program to ensure the placement of postdoctoral fellows into the best possible jobs. To this end, a postdoctoral fellows advisor position has been created within for the HR Department. Gladstone alumni will be used as a resource through listings in a directory (to be prepared by HR) and by inviting alumni to return to Gladstone; during these visits, fellows will be provided opportunities to discuss career strategies and opportunities. (Recommendation 20)

Miscellaneous Recommendations

The Gladstone Extension Program will be expanded to include courses more relevant for postdoctoral fellows, including informatics, diversity, Excel biostatistics, grant writing, and manuscript preparation. The Committee on the Advancement of Women Scientists at Gladstone has already sponsored a lecture by Dr. Zena Werb entitled “How to get a job: Successful searches for postdoctoral fellows.” (Recommendation 8 and 9)

The Directors have embraced the concept of emphasizing interactions with UCSF as a fundamental priority and will at all stages of Gladstone/UCSF interactions facilitate such relationships, including those activities involving postdoctoral fellows. (Recommendation 21)

The President stated at the Gladstone Joint Scientific Retreat, with the unqualified backing of the Directors, that discrimination of any kind would not be tolerated at Gladstone. The Committee on Advancement of Women Scientists at Gladstone has been established and will evaluate and recommend changes and develop new programs to advance women scientists in the Institutes. (Recommendation 22)

The HR Department will provide to all new postdoctoral fellows a letter of appointment that states the goals of the fellowship, the policies concerning fellowships at Gladstone, and the responsibilities of the fellow and PI. (Recommendation 23)

Gladstone will provide a certificate or letter of completion of postdoctoral fellowship training. (Recommendation 24)

To ensure that the legitimate educational needs and career interests of the fellows are being met, the anonymous survey of postdoctoral fellows will be repeated in 1–2 years. (Recommendation 25) The entire Final Report of Committee to Evaluate the Gladstone Postdoctoral Fellow Training Program has been distributed and future reports will be distributed as well. (Recommendation 26)