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Fall petB intron team

drorchid — Tue, 06 Dec 2011 21:12:21 +0000

all present!

Fall atpF intron team

drorchid — Tue, 06 Dec 2011 21:04:39 +0000

not pictured: Alivia McMahon

Biological drug treatment gets $3.1M in funding

rochekelly — Wed, 20 Jul 2011 15:48:21 +0000

Trailblazing research teams in Ottawa will get provincial grants to continue scientific studies that will have a major impact on health and medicine.

A project led by Dr. Michael Rudnicki at the Ottawa Hospital Research Institute is getting $3.1 million to develop biological drugs that stimulate the regeneration of the heart, pancreas, and muscle tissue.

These drugs could dramatically alter the way diabetes, heart disease and neuromuscular diseases are treated.

In addition, Dr. Alan Forster is working on “eTrigger” technology to prevent medical errors and improve patient safety.

Complications related to medical care currently affect one in eight patients and adverse events can be related to medication, surgeries, hospital-acquired infections, diagnostic errors, or management errors, said Forster.

Using sophisticated software that alerts nurses, doctors, and pharmacists, “the goal of this is to use information to actually anticipate problems as opposed to just communicate, which is how we normally think of things,” he said.

The announcement was made by Ontario Minister of Research and Innovation Glen Murray and Ottawa Centre MPP Yasir Naqvi at the Ottawa Hospital Wednesday..

http://www.ottawasun.com/2011/07/20/biological-drug-treatment-gets-95m-in-funding

Getting published: the great publish or perish conundrum begins!

jessplainsong — Wed, 11 May 2011 23:42:05 +0000

I’ve been working on a publication with my husband and some other researchers over the last few days, reporting on some research I conducted at a university last year. Now we are in the write up phase of the work – well overdue, as my report went in last June. I am really thrilled that my husband has fought to have my name included in the authorship, as I actually did the research. I interviewed the participants, I created the report (such as it was), I analysed the themes, and I still have all the interview transcripts and video data. One of the academics has been arguing that my name ought not to appear on anything as I was merely a gun hired to do the work. However, my husband has been pretty pugnacious about defending my involvement and actually sought advice from the ethics division at the university, and they made the position clear: if I have been involved in the work, then my name goes on the paper. I cannot understand why my name should not have been part of the authorship and I do not understand why the academic opposed to my inclusion was so vociferous in his opposition. He chose to have his name removed from the research. I am glad the issue was resolved. Another of the authors also (surprisingly) defended my involvement, stating that when checking the paper in “track changes” mode, my edits were all over it. Yep. I spent about 10 hours on the paper. A good way to haul myself out of a little low patch and I am proud of the work I did on that research study.

The paper is going to a major journal this week, and we should find out pretty soon whether it has been accepted for publication. With all the other well-published authors on the paper, it should get up, but one never knows. It will probably need substantial revision – I think it is a little long, and I think we could successfully edit it to a more reasonable length: at present it is about 7000 words long, and the preferred word length for the journal is about 5000.

Apart from reporting on the study, publications are vital to academics. Regular publishing in journals and books maintains one’s standing in academia, publishing provides valuable research points for universities and for a young researcher (sic) like me, it is a vital aspect of my development as an academic that I publish articles prior to my PhD being awarded. As I have written before, I hope to have at least four publications prior to my PhD being awarded. I am working on a paper about vocal identity for a major journal; there are two arising from the (separate) research done last year, and I hope to prepare a few more for various other journals as the opportunity arises. This is part of the great frustration of working as an academic in the modern Australian institution: publish or perish. To be honest, I see the point of publishing. It clarifies one’s thoughts, it publishes results from the study for other researchers; it shows work being done in the field. But I dislike that universities are making it an indispensable part of the work one does as an academic. Some people are just better suited to teaching and service, and research should probably not be included in their work load. I know plenty of lecturers and academics who are not suited to research, who rarely publish in their field, yet they are great teachers and administrators. The university system does not always recognise this. And of course it is not the fault of the universities that they are making research track record so important: it is vital for their standing in the academic community that they show research outputs. It is also to maintain government funding that they insist their academics publish. Rather product driven, I fear.

This paper, should it get up, will be my second publication since I began my PhD in 2009. I’m keeping my fingers crossed. In the meantime, though, time to see my supervisor and discuss my first draft of one of my chapters.

And of course, keep working at the others.

Workshops on Building Successful Research Teams

Bridget Aymar — Wed, 09 Mar 2011 14:31:48 +0000

Howard Gadlin, PhD, NIH Ombudsman, and nationally recognized leader in higher education ombudsman work, will present “Building Successful Research Teams: Preventing and Managing Conflict.” This interactive workshop for faculty and PIs will focus on strategies for building successful research teams by anticipating and preventing conflict, reducing the standard reactions of paralysis and avoidance, and developing skills for intervening and discussing difficult topics.

This event has been designated by the Office of the Vice President for Research to satisfy the Awareness/Discussion component of the Responsible Conduct of Research (RCR) continuing education requirement.

Two sessions are scheduled:

Monday, April 11, 3:00-5:00 pm, Mississippi Room, Coffman Memorial Union
Tuesday, April 12, 9:00-11:00 am, Veterinary Science Room 145

For details and registration, click here.

Research as a way of life

jessplainsong — Fri, 15 Oct 2010 23:54:03 +0000

I have been learning a furious amount about research this week: that it can be great in groups; that it can labyrinthine in its complexity; that once the planning and scraping and kowtowing for funds is out of the way, that the ideas are brilliant and life changing. It’s a horrible, enthralling, captivating game. The Australian Gov’t in its ineffable wisdom give less than 1% of their GDP to research and development. What a shocking under-support of much needed research in all fields. This is ridiculous.

Still, I am just now beginning to understand the complex processes surrounding grant applications and, as project manager, am feeling privileged to be part of a team that values the ideas, intelligence, and experience of its members, and who are excited about the research being planned. What a brilliant day yesterday, but how exhausting too!

Not that I can say much, mind.

Of course, as a portfolio career musician, do I want to develop my career in research, or do I want to maintain my singing teaching, my performing and my writing? Time will tell. I remember when I was thirty saying to a careers counsellor that I wanted to be working in the university sector. She looked at me oddly – well – here I am, ten years later, developing my skills in a range of areas across the university sector: teaching, research, planning, management. All part time, all time consuming, but engrossing. Hilarious. How odd my brain.

genetic mix: is it soup yet?

fmitchell07 — Sun, 31 Jan 2010 00:41:08 +0000

The hottest bit of research in breeding today centers on the use of DNA as a tool in evaluating horses and in planning matings. Earlier this month, I wrote about the company created by Emmeline Hill and parters called Equinome. It has already launched a product claiming to decipher genetic information about muscle development that determines whether a racer would be a sprinter, miler, or stayer.

The press release for this new business brought sufficient excitement to the bloodstock ‘net that Hill is the subject of an interview in the new issue of The Thoroughbred Times by John Sparkman. He also has a new post on the subject.

Such is the interest in the research on DNA that bloodstock researcher and technology innovator Les Brinsfield brought an article to my attention from New Zealand. There a group of researchers from China and New Zealand led by Allan Davie are working to find the genetic markers in mitochondrial DNA that would explain the Thoroughbred’s outstanding aerobic capacity for utilizing oxygen.

If they could find differences in mtDNA between racehorses who had high aerobic function and those with lower aerobic function, then they could develop tests to select those horses with high aerobic function before they raced or even if they were unraced.

The researchers are trying to find these markers as a preliminary to a commercial venture because the efficient use of oxygen is the “physiological foundation for elite racing performance in both humans and horses.”

We all want to know which horses are going to be the fastest, and this research could be one way to do that, if the teams from China and New Zealand are successful.

The twist to all the products and plans is that they haven’t actually proven anything in concrete terms. None of them have been used to produce successful racehorses who then have greater predictability for producing more good athletes.

Will that sort of progressive improvement ever result from DNA research? Well, it might. But given what we currently understand about genetic information and its recombination, chance and the vast statistical probabilities of the many different factors that all work in accord suggest that day could be a long way off.

How to reward people who participate in research

gmullenix — Tue, 25 Mar 2008 17:48:06 +0000

Research projects often require collaboration among colleagues. Sometimes the research assignment is an addition to their regular work load. The decision to participate in an evaluation may involve some perception of risk.

Risk is often percived when program innovations are implemented. Successful innovations are initially supported by people with vision for the future and a willingness to accept additional assignments. Such people make an extra effort involving new work, and should be rewarded to encourage future risk-taking

Here is a description of a recognition program for staffs who have made a significant effort to ensure mission accomplishment. The system recognizes that rewards increase the frequency of desirable behavior.

The proposed system meets the following design criteria:

The system offers a meaningful reward

This is a system of certificates for performance. For many of the cultures in which Compassion works, individuals collect certificates marking achievements of their career and education. For these people the certificate is a meaningful reward, especially when combined with positive effect on their performance appraisal.

The system recognizes levels of achievement

Certificates will reward levels of achievement:Certificate of participation—This is the most frequently given certificate. It recognizes participation. It is of the nature “Thanks you for being at this event.” It describes the purpose of the event, its length. The typical citation might read:

The management thanks Sr. Juan Garcia for his participation in an evaluation workshop. The workshop was held in Lima, Peru. The workshop met for 3 days during which Sr. Gracia participated in small group exercises to practice the skills of a project evaluator

This certificate is signed by a manager, one level of supervision above the highest ranking participant. It is the responsibility of the signing manager to prepare the certificates.

It is expected that every participant who completes the full event will be issued a certificate. There is no annual limit to the number of certificates that can be issued. This level of certificate has no performance review value value.

Certificate of achievement—This certificate is awarded for performance at the local office level. It recognizes significant innovation or effort by an individual that furthers the achievement of mission at the local level. The typical citation might read:

Ms. Joseph Mambo designed an attendance form which reduced the amount of time required for projects to report attendance by 20%. Ms. Joseph Mambo conducted a needs analysis, designed a form, created the necessary training module and conducted a successful pilot test of the new form. Her dedication to improved ministry has resulted in higher project secretary morale and reduced attendance data errors.

This certificate will be signed by the ranking manager upon recommendation of the performers supervisor. It is the responsibility of the supervisor to prepare the certificate, including writing the citation.

Each local office will issue no more certificates than represented by 20% of staff annually. The certificate will boost the next performance appraisal score by 5 points.

Certificate of program contribution—This certificate is awarded for contribution to area mission. It recognizes exceptional effort to promote area established goals. A area mission. It recognizes exceptional effort to promote area established goals. A typical citation might read:

Sr. Jose Jefe demonstrated his commitment to the Island Area mission by undertaking the pilot study of a new service to street children. Through his efforts the leadership of the Island area was able to implement the new service in 30% less time than the proposal estimated. Sr. Jefe selected a partner for the pilot study, designed procedures required and met the reporting deadlines. Sr. Jose did this while continuing to maintain compliance with stated standards for new services.

This certificate will be signed by the ranking area manager and the local office manager following the recommendation of the supervisor. It is the responsibility of the supervisor to prepare the certificate with citation for the area manager’s consideration. On rare occasions the country managermay veto the award with a written justification to the area manager.

Each area manager will issue no more than one award to each local office annually. This certificate will add 7 points to the next performance appraisal score of the recipient.

Certificate of corporate contribution—This certificate is awarded for contributions to the corporate program quality effort. It recognizes exceptional effort to promote corporate program quality goals. A typical citation might read:

Ms. Nida Odihambo showed an extraordinary understanding of the corporate commitment to accountability by voluntarily undertaking the first corporate effort to evaluate the impact of AID grants for vocational training. Ms. Odihambo established an electronic work group of colleagues. Using the discussions of the electronic forum, a research proposal was drafted and accepted by AID. As a result of the leadership exercised by Ms. Nida, OPS International has its first rigorous study of vocational training impact and a research model that can guide a corporate impact study.

This certificate is signed by the a high-ranking corporate officer following the recommendation of the area manager. The corporate officer will issue no more than two certificates yearly. The certificate will add 10 points to the next annual performance review.

1) Citations should be as precise as possible. The citation should accurately and precisely state the nature of the contribution. What did this person do and what contribution did those efforts make to the larger goals of the organization?

2) Limits on the number of citations issued are an attempt to avoid cheapening the value of the certificate. If a lot of people get certificates, the certificates become of less value as a reward.

3) It is recommended that decisions about awarding certificates be made only at the end of the fiscal year. This will allow the issuing authorities to choose among the nominations. Nominations can be made at the time the effort is recognized.

At the time I first drafted this I was the proud father of two sailors. I thank them for calling my attention to their awards. Good ideas and grandchildren come from the next generation.