Establishing a Lab

Establishing A Lab
Staffing and HR Issues – Frances Glanville
Conflict – Dan Smith
Research – Craig Crosson
Presented by the COM Faculty Affairs and
Development Team
Staffing a lab – before you start
• Determine what functions need to be
performed – always better to create the job
before you find the person to fill it
• Use personnel in other labs, either at MUSC,
or your previous institution, as examples
• Consult with a senior investigator to
determine what your needs are
Staffing a lab – Hiring Steps
• Identify funding source and amount
• Make sure space is available, as well as lab
equipment, computer, phone, etc.
• Draft a position description that includes
responsibilities, education, skills
• Send email with funding source, draft position
description, etc to your business manager or
CoE representative
Staffing a lab – International Hires
• Notify your Business Manager or CoE representative as soon as you
think you might be hiring an international candidate – some of the
rules are different
• International hires can take months, be prepared for this delay
• Pay for international hires is generally determined by the
Department of Labor and can be higher than generally expected
• Not all expenses incurred in visa processing will be known up front
and not all expenses can be paid by the applicant, law requires that
some specific fees be paid by the sponsor.
• There are other rules involved in International hires that can affect
hiring length and cost – talk to your business manager or CoE
• Changes in work location, salary, and/or responsibilities can result
in an employee being required to obtain a new visa – make no
changes without consulting the international office
Staffing a lab –
Employee started work, now what?
• Take the time to review the position description and
your expectations with the new hire – at least twice
– once on first day of work, and again about 3-4
weeks later
• Plan a brief check-in meeting at 1 week, 2 weeks, 1
month and 2 months after start date. Use this
meeting to review performance and re-enforce
• Document, document, document – Document any
issues that arise – this is important for you and the
Staffing a lab –
New employee is doing really well
• Make sure to “Praise in public”
• Do not promise an increase in either title or
salary – these are granted by HRM and are
based upon position requirements, not
Staffing a lab –
things are not going well
• Document, document, document – Document
any issues that arise – this is important for you
and the employee.
• Consult your business manager or CoE
representative as soon as you have some idea
the employee may not work out – they can guide
you through the process of remediation and/or
separation of the employee
• Do not notify the employee they are being
suspended, separated or otherwise “punished”
until after seeking advice from your business
manager or CoE representative
• Department Business Manager/Administrator
• CoE-HR Representative
– Frances Glanville (manager) [email protected] or 792-7964
– Andrew Bettis (876-2259) [email protected] for Psychiatry, ENT, SCTR,
Orthopaedic Surgery, and Surgery
– Morgan Furr (876-2257) [email protected] for Biochemistry, Microbiology,
Neurology, Neurosurgery, Neurosciences Research, and Pharmacology
– Jen Swigart (876-2865) [email protected] Dermatology, Ophthalmology,
Path & Lab Medicine, Radiation Oncology, Radiology, Center for Biomedical
Engineering, Regenerative Medicine, Urology, Dean’s Office, and OB/Gyn
– Kathy Wiita-Fisk (876-2258) [email protected] Department of Medicine (all
divisions); Hollings Cancer Center, and Public Health Sciences
– Contacts for Departments that do not use the CoE: Anesthesia (David
Chandler); Family Medicine (Pam Beasley); Pediatrics (Debbie Sessoms)
• Re: Post-doctoral Fellows – Dr. Ed Krug (876-2404) [email protected]
• Re: International Issues – Denise Smith (792-7083) [email protected]
• Re: Graduate Students – Karla Locklear (876-2406) [email protected]
Types of Conflict
• Professional
– Scientific integrity/intellectual
– Clinical “turf war”
– Clinical misbehavior (medical error, being a jerk publicly,
with a patient)
• Personal
– Diversity-related issues (gender, race, sexual orientation,
religion, etc.)
– Personality
• Abusive behavior
• Peer conflict
• Conflict with supervisors
These are NOT mutually exclusive; in
fact, they often go together
Conflict is Bad
• Higher stress and absenteeism
• Reduced motivation
• Jerks beget other jerks
– Respond in kind
– Sets a tone for the environment
• Inhibit teamwork and team spirit
• Productivity suffers
Handling Conflict
• Identify the issues
– Trickier than it might seem
Performance vs. personal vs. both?
Communication problems
Sole target or one of many?
Any insight into motives?
• Seek information
– From others, from “problem person”
– Privately, earnestly, not in a gossipy way
Handling the Problem Person
• When you are rude, unprofessional, or mean to
someone who treats you badly, you are part of
the problem.
• Some people may simply not know that what
they do annoys others.
– No, really!
• In a calm, constructive way, let these people
• What they’re doing
• How it affects you/the team
• What change you would like to see in their behavior
Handling the Problem Person – cont.
• Focus on behaviors
– Not personality traits
– Consider:
– “You’re hateful and obnoxious and I don’t have to put up with
it!” versus
– “When you criticize my work in personal terms, it’s very
difficult for me not to get offended!”
– Behavior = changeable
– Person(ality) = less so
– Maintain professionalism
Establishing a Lab
Dean’s Office Research Staff
Faculty Contracts
Laboratory Space
Submitting a Grant
Bridge Funding
Pilot Project Program
Dean’s Office Research Staff
Etta Pisano: Dean
Craig Crosson: Senior Associate Dean for Research
Mary McConnell: Program Coordinator
Steve Rosenzweig: Research Infrastructure
Ann-Charlotte “Lotta” Granholm-Bentley: Special Projects
Jan Buffington: Space Management
Patrick Flume: Clinical Research Task Force
Research Leadership Team: Etta Pisano, William Argraves, Howard
Becker, Kathleen Brady, Craig Crosson, Judy Dubno, Gary Gilkeson,
Lotta Granholm, Louis Guillette, Dan Lackland, Steve Rosenzweig
Faculty Contracts
• MUSC utilizes annual Faculty Appointment Contracts
(FAC) – same format for faculty in each of the Colleges
• July 1 – June 30
• For most new faculty, the offer letter serves as the faculty
contract through June 30 of the first year of employment.
• Thereafter, each faculty member will receive a FAC from
their department/division on an annual basis.
Laboratory Space
In the College of Medicine, all space is assigned to departments and
centers based on an analysis of need prepared by the Academic Space
Committee. Space may not be loaned to another unit within the College or
MUSC without approval in advance.
Academic Space Committee
Chair, Dr. Gary Gilkeson
Jan Buffington, Space Management
The committee meets weekly to assess the appropriate use of the
College of Medicine’s research and office space, and to assist the
departments with their space requirements to ensure the success of all
of their missions. The Committee is advisory to the Senior associate
Dean for Research and the Dean.
Institutional Animal Care & Use Committee
Purpose: to ensure that animals used in research receive humane care and
treatment and all applicable laws, regulations and requirements are met.
• Review applications and amendments
• Establish guidelines and policies
• Educate and train faculty and staff
• Oversee all aspects of the animal care and use in conjunction with
Division of Laboratory Animal Resources
Contact Information
Cyndi Rosenblatt, MPA, CPIA (IACUC Program Manager)
Rupak Mukherjee, PhD (IACUC Chair)
[email protected]
Institutional Review Board for
Human Research (IRB)
Institutional Review Boards (IRBs) that provide the primary review and
approval of all human research protocols at MUSC. The IRBs, as well as
the principal research investigator, are responsible for safeguarding the
rights and welfare of human subjects who participate in research.
6th Floor (Room 601)
Harborview Towers
Institutional Review Board
• IRB 1
1st Tuesday
• IRB 2
3rd Tuesday
• IRB 3
2nd and 4th Tuesdays
– Mark Hamner, M.D.
– Susan Newman, Ph.D.
– Linda Bunch, CIP
– Susan Sonne, Pharm.D.
– Steven Swift, M.D.
– Summer Young, J.D., MPH, CIP
David Lewin, M.D.
Donald Courtney, M.D.
Jackie Shedrow CIP
Paul Kelly
Submitting a Grant Proposal at MUSC
Contact your assigned Grants Administrator in the Office of Research
and Sponsored Programs.
Federal and All Other Non-Corporate Sponsors
• Valerie Chestnut (2-8266)
• Rebecca Antley (2-3991)
• Susan Greene (2-2040)
• Amy Boehm (2-7248)
• Ted Blevins (2-9686)
Corporate Sponsors
• Cindy L. Brown (2-7191)
• Laura Craig (2-1055)
Submitting a Grant Proposal at MUSC
The ORSP Grants Administrator can assist with items like the following:
• Registering PI/staff with any required or agency specific electronic
proposal systems
• Provide Cayuse accounts; Cayuse is MUSC’s system to system
grants submission system, typically utilized when submitting
applications via the portal
• Provide MUSC specific information required on grant proposal
forms (i.e. DUNS and CAGE codes, F&A rates and dates, fringe
benefit rates, signing official etc.)
• Answer any other questions or assist in clarifying requirements of
the grant submission process
Complete an electronic Proposal Data Sheet (ePDS), attach the
completed proposal, route for approval via the established
division/departmental/college channels and submit to ORSP Grants
Administrator at least 3 business days prior to the sponsor’s
official deadline
Bridge Funding
The purpose of the bridge funding program is to support investigators with
established clinical or basic research programs during periods when a
competitive renewal or “next stage” application is not funded.
The originating grant must have received full indirect costs. Examples of
eligible grants include competing R01 and NSF renewals and new R01
resubmissions that were initiated by an R03, R21 or K award.
Bridge funding awards will not exceed $60,000. Awards will be co-funded by
equal contributions from the Dean’s office and the Department where the
original award was assigned. The award period will be for one year.
Application deadlines for bridge-funding will be April 15th, August 15th, and
December 15th of each year.
SCTR Pilot Project Program
Support the conduct of scientifically meritorious, new and
innovative pilot projects through a competitive cross-SCTR grant
program with open solicitation, peer review and funding in grant
categories such as Discovery, Early Career Investigator, Novel
Methodology and Technology
• 78 funded projects including 3 cores
• $3.5 million pilot funds awarded
– (including matching funds contributions of $360k)
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