T32 Training Program in
the Biology of Cancer
Larry H. Matherly, Ph.D.
Director, Cancer Biology
Graduate Program
Department of Oncology
November 15, 2012
Cancer Biology
Graduate Program

Provides foundation for
T32 CA009531

Founded in 1987

Based in the Department of
Oncology (2010) at WSU

Broad-based curriculum in
state-of-the-art molecular
and cell biology research
with strong specialization in
cancer

Unique interface of
graduate program with
clinical activities in the KCI
cancer hospital
Shermaine Mitchell-Ryan (Y4)
Cancer Biology
Graduate Program

Currently 57
interdisciplinary faculty

Areas of research
interest broadly include
tumor biology, tumor
immunology, cancer
prevention,
carcinogenesis, cancer
therapeutics, molecular
genetics, population
studies, and cancer
metatasis
Seema Shah (Y3)
Cancer Biology
Graduate Program


30 trainees

29 domestic trainees

12 males, 18 females

2 MD/PhD trainees

5 URM trainees

~4-5 recruits per year
4 trainees currently
supported by F30/F31
fellowships

>97% completion rate

4.7 years to completion
Aaron Burr (Y3)
Cancer Biology
Graduate Program

More than 70 PhD
alumni have progressed
to postdoctoral training
positions in universities,
research institutes, and
pharmaceutical firms

At least twelve hold
academic rank of at least
Assistant Professor

Many others in pharma,
other professional
positions
Dr. Johnathan Whetstine, Dr. Matherly,
and Dr. Jeffrey Taub
T32 CA009531-26

“Training in the Biology of Cancer”

Currently in year 26

Last competitive review in February 2012


Received perfect score of 10

Renewed for years 26-30
19 faculty members

2 junior faculty, 2 clinical faculty

Supports 6 predoctoral trainees/year

Draws from Departments of Oncology and
Pharmacology
T32 Stategies



Focus of training program

Interdisciplinary, topical, unique niche

Pre- and postdoctoral trainees
Relation to other training programs

Pre- and postdoctoral training grants
(e.g., R25, T32)

Other support mechanisms (GRAs,
individual F31-type fellowships)
Benefits to trainees

Separate from other
departmental/institutional programs
Game plan for T32

Program director should have active
extramurally supported research program

Experience in education, administration, and
mentorship

Associate Director with similar qualifications

Internal and external advisory committees
Game plan for T32

Diverse, well funded, generally experienced
mentors

Include faculty of different ranks

May require co-mentors

Evidence of faculty collaboration

Documented training history (trainee
publications, grants, professional
appointments, etc.)

Evaluative process for mentor selection and
replacement
Game plan for T32

Robust applicant pool (highly selective)






Domestic (“training grant eligible”)
Not all local
5 year history of applicant numbers (applied,
enrolled, completed degree)
Qualifications of most recent applicant pool
and current trainees (institution, GPA, GREs)
MD/PhD trainees
Good recruitment strategies




Graduate fairs
Undergraduate research fellowships
Recruiting day
Strong discriminators of success
Game plan for T32

Diversity recruitment

Track record on recruitment and retention

Specific recruiting plan
• ABRCMS
• Partner with minority institutions
• Alumni
• IMSD
• “Dean’s Diversity Fellowship”
• Summer undergraduate programs

Must justify number of training slots

Particular focus (e.g., MD/PhD)
Game plan for T32

Robust trainee selection criterion

Nomination and competition

Ratio of nominees/trainees

For predocs, no support for first year

Distribution of trainees to mentors

Retention and graduation rates


100% of training slots filled

Focus on underrepresented minorities
Plan to evaluate trainee progress

Annual review (2 year max support)

Exit interview
Game plan for T32

Must document training facilities, key
equipment, and types of departmental or
interdepartmental interactions among
trainees and faculty

Plans to address issues of institutional
geography and trainee access to
scientific, educational, and clinical
resources
Game plan for T32

Must provide evidence of institutional
support

Cost sharing, tuition/benefit coverage
• No faculty salaries allowed
• 40% tuition costs not covered for predocs
• Insurances exceeding $2000 not covered

Stipend and tuition support for years prior to
and following T32 support

Infrastructure (facilities, cores, specimens,
grants management, purchasing, etc.)

Other support (program staff, recruiting
costs, travel to scientific conferences, etc.)

Documentation is essential
Game plan for T32

Unique features of training plan

Unique curriculum (e.g., didactic courses,
clinical rounding, qualifying exams, etc.)

Other training opportunies (networking,
symposia, seminars, etc.)

National/international meetings, special
workshops, local meetings (GSRD,
Graduate Student Forum), etc.

Clinical interface

Transition to individual fellowships

Practical training (traditional/non-traditional,
grant and fellowships, lab management, etc.)

Special populations (women, minorities)
Game plan for T32

Responsible conduct of research

Mandatory

Didactic course

Documented curriculum

Participating faculty

Record of participation
Game plan for T32

Trainees must continue to be productive in
field and advance up professional ladder

10 year follow-up (professional
appointments, publications, grants, honors)

Evidence of career progression
• Open to interpretation
• Publications, grants, honors, positions, etc.

Plan for trainee follow-up
• Tracking and solicitation

Alumni visits
Game plan for T32


Effect of training program on curriculum
and/or research orientation

Impact on faculty productivity

Foster collaborations

Institutional visibility

Faculty and trainee recruiting
Value of training-related expenses

Training costs

Travel and professional development

Special programs
Questions?
CB Graduate Students with Dr. Judith Campisi
Cancer Biology Student Symposium, May 2012