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During the development of a new pharmaceutical, the manufacturer initially assigns a code name to the drug. Once approved, the drug receives a United States Adopted Name (USAN)—a generic, nonproprietary designation. Upon being listed in the United States Pharmacopeia, this nonproprietary name becomes the drug's official name. Additionally, the manufacturer assigns a proprietary name or trademark, which serves as the brand name under which the drug is marketed. It is worth noting that...
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What's in a name?

Michael D Schaller1, Gary McDowell2,3, André Porter4

  • 1Department of Biochemistry, West Virginia University, Morgantown, United States.

Elife
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PubMed
Summary
This summary is machine-generated.

Standardizing postdoctoral positions is crucial for the sustainability of biomedical research. Addressing varied job titles, training, and compensation ensures a stronger research workforce.

Keywords:
careers in sciencepoint of viewpostdocs

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Area of Science:

  • Biomedical Research
  • Postdoctoral Training
  • Academic Institutions

Background:

  • The sustainability of the US biomedical research enterprise faces significant challenges.
  • Improving the postdoctoral training experience is a key priority.
  • Inconsistent job titles hinder accurate identification and support of postdoctoral researchers.

Purpose of the Study:

  • To summarize the negative impacts of current employment structures on postdoctoral training, compensation, and benefits.
  • To advocate for the standardization of postdoc categorization and treatment by academic research institutions.
  • To present case studies of institutions that have successfully addressed these challenges.

Main Methods:

  • Literature review and analysis of current employment structures affecting postdocs.
  • Examination of detrimental effects on training, compensation, and benefits.
  • Case study analysis of institutional models for improving postdoctoral workforce and research enterprise sustainability.

Main Results:

  • Current employment structures negatively impact postdoctoral training, compensation, and benefits.
  • Lack of standardized categorization complicates the identification and support of postdocs.
  • Successful institutional models exist for enhancing the postdoctoral workforce.

Conclusions:

  • Standardizing the categorization and treatment of postdocs is essential for improving training and benefits.
  • Academic institutions must address employment structure issues to enhance the postdoctoral workforce.
  • Implementing standardized practices can improve the overall sustainability of the biomedical research enterprise.