International perspectives on supporting the career development of anatomists.

To investigate the perception of career planning and development among senior clinical nurses and identify factors that facilitate or hinder their career development in a tertiary hospital setting in China. Career planning and development are important aspects of contemporary nursing roles. However, there is limited literature that comprehensively explores the challenges and motivations nurses encounter in their career development through self-reported career planning. As career paths for nurses continue to diversify, it remains unclear whether nurses can adapt their career plans effectively to achieve greater job satisfaction and support their individual career growth. The study was conducted in October 2023 in a tertiary hospital in China. Fifty-three senior clinical nurses were recruited using purposive sampling. Participants were asked to indicate their perceptions of career planning and development, including their career preferences, self-assessed strengths and weaknesses, and perceived facilitators and barriers. They were invited to indicate their future career preferences across four domains: clinical practice, education, management, and research. Thematic analysis was employed to analyze the qualitative data. Additionally, participants were instructed to develop personal career development road maps using a provided framework. Most participants (94.34%, n = 50) favored career development in clinical practice, aspiring to roles such as advanced practice nurse (APN) or specialist nurse, while fewer preferred education (37.74%, n = 20), research (22.64%, n = 12), or management (18.87%, n = 10). Four key themes emerged: (1) Helping others through a good job, reflecting a desire to help others through meaningful work; (2) Multifaceted drive for self-improvement, influenced by personal growth, economic incentives, and professional recognition; (3) Insufficient sense of autonomy, with restricted decision-making power acting as a barrier; and (4) Challenges in time planning and allocation, highlighting difficulties in balancing work, life, and career goals. This study explores the career development of senior clinical nurses, highlighting their strong preference for clinical pathways such as APN and specialist nursing. Facilitators include economic incentives, moral values, family support, and organizational culture, while barriers encompass lack of autonomy, skill gaps, time constraints, and work-life conflicts. Strengthening team support, streamlining non-direct care tasks, and safeguarding personal time are essential for fostering senior clinical nurses' career development. Policymakers should implement clear advanced practice nursing frameworks, standardize credentialing processes, and allocate adequate resources to make clinical pathways both appealing and accessible. By addressing these factors, nurses can more effectively pursue advanced roles, ultimately enhancing patient outcomes and the broader healthcare system.

A transatlantic cooperation for enriched neuroscience training.

Introduction: The 2019 ACC/AHA Guideline on the Primary Prevention of Cardiovascular Disease recommends adults engage in ≥ 150 minutes of moderate or ≥75 minutes of vigorous intensity aerobic activity per week to reduce cardiovascular risk. Cardiologist adherence to these guidelines is unknown. Methods: Electronic surveys were sent to 437 ACC CardioSurve cardiologists, a representative sample of current ACC members. Demographic data was collected. Respondents were asked to quantify and rate intensity of exercise in an average week. Results: Between February and March 2020, a total of 189 panelists completed the survey for a response rate of 43%, of which 13% were women. There was even representation in number of years in practice: 33% early career, 27% mid-career, and 35% late career. Cardiologists across all career stages were evenly represented; 33% early career, 27% mid-career, and 35% late career. Overall only 56% of cardiologists met exercise guidelines (Figure). Less than half participated in vigorous activity (46%) with higher prevalence among mid versus early career (58% vs 38%, p=0.035). Interventional cardiologists were less likely to meet the standards for exercise intensity compared to general cardiology (44% vs. 59%, p=0.09). Early career respondents were less likely to adhere to activity recommendations (39% vs 59%, p=0.018). Those who reported vigorous activity were more likely to strength train at least twice per week (43% vs. 15%, p < 0.001). Conclusions: Nearly half of cardiologists are not adherent to the ACC recommended guidelines for aerobic activity. The impact on cardiologists’ health was not quantified, but this study suggests there is room for improvement in prevention behaviors. Since physicians are known to serve as role models for their patients, we hypothesize lack of adherence to activity guidelines may also negatively impact our patients.

Health science researchers need training and support to effectively pursue independence in their research careers. Little data exist regarding the specific resources that faculty researchers have found or would find...

The rapid advances in machine learning (ML) present unprecedented opportunities for planetary science. We have established a dedicated working group (WG) focused on the application of ML in this field to harness these technological advancements, address complex scientific questions, and enhance our understanding of planetary systems.The Europlanet Machine Learning Working Group held its kick-off meeting during the EPSC 2024 in Berlin, September 2024. The discussion focused on launching the group for exchanging ideas and opportunities with people within and outside of Europlanet’s membership for the first year of its launch. Some of the main goals established were to create a knowledge-sharing platform for members to share their research and invite collaboration, form sub-groups within the WG to expand on current research focus, and foster new collaborative research opportunities within or outside of Europlanet with new funding.As of May 2025, the Europlanet Machine Learning Working Group has 30 members. Better still, the group has so far been able to attract both senior and early career members.The WG will build upon the achievements of the Europlanet RI project, which has addressed a broad range of ML applications across planetary research. The new group will delve deeper into specialized areas and foster collaboration and knowledge exchange. This targeted approach will enable the development of tailored ML solutions, drive innovation, and accelerate scientific discoveries.Bridging the gap between ML and planetary science, the WG will position academic institutions and industry stakeholders at the forefront of cutting-edge research. The WG will developML methods and tools for planetary surface and subsurface mapping, mineralogy, geomorphology, and geology; apply ML techniques to planetary atmospheres, climates, and weather systems; study the formation and evolution of planetary systems, exoplanets, and astrobiology; create ML frameworks and platforms for data integration, fusion, visualization, and dissemination. Large Language Models (e.g., ChatGPT) will be utilized as tools for ML in planetary science. Figure 1. Europlanet Machine Learning Working Group web page (https://www.europlanet.org/services/europlanet-machine-learning-working-group/)The Machine Learning WG initiated regular monthly meetings on the third Wednesday of each month from January 2025 onwards, where members of the WG got an opportunity to present their current or published work followed by a Q/A session. On the Europlanet website(Fig. 1), you can see the scheduled meetings and speakers. We will highlight some of the talks given by our members. Membership in the WG requires being a member of Europlanet. Benefits include participating in high-impact, state-of-the-art ML science, sharing ML tools and facilities on the Europlanet ML Portal, developing collaborations, participating in future Europlanet EC-funded ML proposals, and accessing Europlanet ML training, career development, and professional services.

'Men are from Mars, Women are from Venus,' goes the popular adage. Research studies the world over have only reinforced the truth behind this statement, and we now live in a society wherein the differences in attitudes, aspirations, and intentions of both the genders have been widely acknowledged. Against this backdrop, egalitarian views that have come to supersede stereotypical notions on gender roles have paved way for women careers. However, the career progress rates of men and women are drastically different; for the record, though 27% of the entry level Indian workforce is women, only 5% of senior executives in India are so, as against a global average of 20%. Where does the change in approach or attitude (towards careers) between men and women come about? At what level and what age? Is there intentionality in career pathing by men? If so, where does it stem from? This report is based on a nation-wide survey of Indian professionals (men and women) and was aimed at finding answers to these pertinent questions. The respondents employed in the corporate sector typically belonged to distinctly different career stages namely early career, mid career, and advanced or matured career stages.

Academic careers are complex, diverse, and increasingly competitive. Building on previous research on selection criteria for admission to early research careers, this research expands the analytical focus to examine attributes requested in job ads at each stage of an academic career. Our data, extracted from a European job platform, draws on over 40 different disciplines, 3000 universities, and 60 countries. We developed a taxonomy from the selection criteria data and analysed 40,819 advertisements for all stages combined and posted in 2016-2021. We analysed the most prevalent and salient attributes listed in academic job ads to determine the most important attributes in the five most represented countries and disciplines, and changes by stage and across the academic career lifespan. We find that degree and achievements play a principal role in academic recruitment at each stage of career, mobility is key to progression in senior roles, teaching gains importance towards professoriate, and senior academics need to be equipped with skills and/or experience in fundraising, curriculum, and outreach. The insights inform policy and practice for institutional researcher development, capabilities framework development, human resources, and academic recruitment, and provide guidance for academic career planning and development.

Has your heart ever started racing when you are sitting in a scientific meeting and an insight suddenly hits you, but there is no question and answer session? Have you ever mulled over the seed of a really interesting new idea but cannot quite see how to develop it as a research proposal? Have you ever worked long and hard on a grant application, but have a nagging feeling that there is something about the significance that a review section might not see the same way you do? If the answer is yes to any of these questions then you are in good company. These experiences are common among those early in their career trying to make a transition from trainee to faculty or from mentored researcher to independent investigator. Fortunately for you, a unique opportunity has arrived. A new online scientific forum, just launched by Wiley Open Access, will allow you to jump into the scientific fray with both feet. You might even make a splash. Career Corner is a Wiley Open Access journal blog site linked to Wiley's newest online journal, Brain and Behavior. Its purpose is to promote intellectual exchange between clinician scientists at early stages of their careers and the larger scientific community. By serving as a forum for early career scientists to share their findings and discuss the process that led them to their research outcomes, Career Corner aims to facilitate mainstream scientific discourse while highlighting what training grants are capable of producing. Our audience is any research scientist in the early stages of career development (K-applicants, other early career award applicants, early career development grant awardees, trainees, residents, and faculty up to the associate professor level). As editor and coordinator of Career Corner, and member of the editorial board of Brain and Behavior, I invite you to join our effort. Primary content will be updated regularly in coordination with the main journal publication, but the blog will also run as an open dialogue of scientific debate between early career scientists and their senior and junior colleagues. Career Corner will provide both a ready forum for early career scientists to comment on articles of significant interest to them and a means by which early career scientists can have their ideas critiqued by established researchers from the international community. In pursuit of the content listed below, I will be soliciting editorial board members as well as pertinent external colleagues to review contributions and to write commentaries on early career original research articles published in the main journal. Early career scientists will also be strongly encouraged to enter the scientific debate by submitting their comments on both early career articles and those of established scientists. In addition, the blog will also encourage submission onto the blog site itself nascent research ideas, methodological questions, preliminary data, and other components of research proposals for commentary and advice by our members. Information will be cross-linked between the journal website and the blog. On the journal homepage, there will be a section pointing readers to the blog, as well as links to the blog on the article page for any article that is featured in the blog. For any blog entry pertaining to an article in the journal, there will be links provided to the original journal article. The following is a list of potential content for Career Corner. Because this is a unique enterprise among biomedical journals, we will welcome comments and suggestions from participants to help shape this forum and share in its evolution. Planned content is as follows: Invited commentaries about articles published in Brain and Behavior, along with blog posts of discussion between the corresponding author and other readers. Descriptions of proposed research studies under early career awards. Pilot data and proposed research methodology. Trial/experiment rational with power/sample size calculations. Hypothesis-driven approaches with literature review. Opinions describing the need for research in a chosen direction. Descriptions of pending applications (both basic and clinical pathways K-08 and K-23). Ongoing doctorate/postdoctorate research descriptions. Links to preliminary findings if individuals are interested in getting feedback about something that might lead to a Brain and Behavior full publication. Undergraduate students may also provide a contribution with a letter of support from supervising faculty assuring quality of research environment and plans to complete/publish the project. By establishing a single location where early career researchers can view examples of good work that is advancing the field, we anticipate enhancing the career development process for all who participate. Early careers will also be fostered by coordinating the blog with application cycles of NIH, EU, and other worldwide foundations (e.g., the Brain and Behavior Research Foundation) that fund early career investigators in neurology, neuroscience, and behavioral sciences. We look forward to your contributions, and cannot wait to see how far this enterprise can go.

Hypertension Section Editors Series: Early Career Introduction and Update.

MP25-18 DEVELOPMENT OF A CLINICAL-SCHOLAR INDEX SCORE FOR MEASURING ACADEMIC CONTRIBUTIONS IN UROLOGY

What it means to receive the UEG Rising Star Award.

This article examines the pathway of those pursuing early careers in the cardiovascular sciences, both past and present, highlighting new challenges and the roadblocks they present. This article emphasizes the need for multitasking in today’s academic environment and provides information about career training opportunities offered by the American Heart Association. During the past 10 years in academia, we have heard terms like early career and early-stage investigator with increasing frequency. During my doctoral work and postdoctoral training in the early 2000s, career stage, or status, was less concerning to bench scientists. Now, however, the scientific community has come to the consensus that systematic training is integral to doctoral and postdoctoral studies, as students and fellows try to balance the requirements of their discipline with the exigencies of modern-day scientific professionalism. According to the National Institutes of Health, an early-stage investigator is defined as “those who are within 10 years of completing his/her terminal research degree or … within 10 years of completing medical residency (or the equivalent).” After the introduction of policies designed to assist early-stage investigators who are competing for funding with more established investigators, the number of competing R01 awards offered to those meeting that definition has steadily increased. In addition, special scoring consideration has been afforded to this group, along with enhanced emphasis on their proposed research projects. In fact, discussions geared toward supporting early-career researchers are hinting that steps should be taken to reduce the amount of time trainees spend in graduate school and postdoctoral training. As Chair of the Basic Cardiovascular Sciences Early Career Committee, I am privileged to write this article about the extensive training opportunities provided to early careerists by the American Heart Association (AHA). Early careerists are the innovators who will bring new ideas and technologies to the fight against cardiovascular disease. …

Updates From the Third Federal Interagency Conference on Traumatic Brain Injury

Spotlight on the Youth and Early Career Special Interest Group

How to Promote Career Advancement and Gender Equity for Women in Gastroenterology: A Multifaceted Approach