Two-Part Series on Government Jobs – PART TWO: WHICH FEDERAL AGENCIES & CONTRACTORS HIRE SCIENTISTS?

September 9, 2013

Piece of paper with the words "Government Jobs" in boldWhich agencies hire scientists?

While the OITE is an NIH entity, great science happens in other divisions all across government.  Almost all of these places hire scientists for both bench and non-bench positions.  Non-bench positions can include: science administration (grants management from almost every agency, managing research programs, career development training), science policy (how innovative science is completed and promoted), regulation (determining if a drug is safe or an agricultural product is good for the environment).

Here is a list of government agencies hiring biomedical scientists. The list is not complete, and we would love your feedback on ones we missed!

National Institutes of Health (NIH): The NIH hires scientists for both bench and non-bench positions in the intramural research program (IRP), as well as non-bench positions within the division of extramural science, which manages the grants process in order to fund science around the country and the world.

Department of Health & Human Services (HHS): As the parent agency of the NIH, this organization hires scientists to do administrative jobs understanding how to improve health care and fund science for America.

Centers for Disease Control & Prevention (CDC):  This agency is tasked with disease prevention and protection.  They have labs to understand the mechanisms of diseases and infectious agents, both at the bench and through epidemiology.  They also have administration jobs to help set policies and run the organization.

Food & Drug Administration (FDA): Most of the time people think of the FDA as only regulatory review; however, they have writing jobs, policy jobs, and science administration.  In addition, the FDA does a large amount of bench research in areas critical to the FDA mission. View more details here.

U.S. Department of Agriculture (USDA): The USDA has the Agriculture Research Service, it’s division of lab positions.  There are also many laboratories across the US and the world to test our food supply safety.

National Aeronautics & Space Administration (NASA): NASA has an entire division set aside for biological research.

Department of Defense (DOD): The Department of Ddefense has many research programs housed in each branch of the military, and you can apply as a civilian (or opt to join the service).  These research programs focus on welfare of the military (protection and prevention), and also general labs for hospitals and forensics.  Also, there may even be faculty opportunities at the Academies.

Public Health Service: This is an all officer core tasked with protecting public health.  They have opportunities for scientists, clinicians, dentists, nurses, vets, and public health people.  (Note: at the moment they are only recruiting for medical officers).  Scientists in this group work all kinds of jobs both at the bench and away from the bench in the NIH, CDC, EPA and other government agencies.

Uniformed Services of the Health Sciences University (USHSU): The medical/dental university of the armed services, which is located on the campus of the Walter Reed National Military Medical Center.  This is a medical school with positions for faculty member (including research programs), and other types of academic support positions.

Veterans Affairs (VA): Bench based positions will be within the hospital laboratory systems.  Non-bench jobs can include policy and administration to improve the lives of American’s veterans.

Environmental Protection Agency (EPA): The EPA hires scientists to understand how things in our environment will affect humans and the world in which we live.  There are bench jobs examining environmental factors to our health, both from a basic science perspective from the NC facility and also from labs strategically placed around the country.  Administration jobs can range from science policy, grants administration, regulation, and more.

U.S. Patent and Trademark Office (USPTO): This organization reviews all patents submitted to the U.S. government.  Scientists review these patents according to their area of discipline.

Federal Bureau of Investigation (FBI): The FBI hires scientists as special agents and also to do research in the core labs (such as DNA forensics).

US Congress and Executive Branch: There are policy based jobs helping us guide science through the political process both in the US and abroad.  Congress has whole committees dedicated to science (like the House Science, Space, and Technology Committee or the Senate Commerce, Science and Transportation Committee).  The Executive Branch has the Office of Science and Technology Policy and also science policy within the State Department.

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Now, many people think that the only way to get a job with the government is to go through USAjobs.gov.  Not true!  Most offices also use a variety of contracting firms to help fill openings (for example at the NIH we often use Kelly Scientific and SAIC).  Contracting jobs are a great way to get your foot in the door and gain additional skill sets to make you even more competitive for a federal position.   They are also typically hired much faster than positions within the federal system, and may or may not have the same citizenship requirements.  Most offices treat contractors just the same as they do federal employees, so do not feel like this is not a good option to help move your career forward.

Here is a list of contracting firms to explore; again, sure we missed some but this is a terrific start. (table adapted from the Navy)

Contractors * Web Link
Alutiiq LLC http://www.alutiiq.com/
Booz Allen Hamilton http://www.boozallen.com/
CAMRIS International http://www.camris.com/
Colette Inc. http://www.colette-inc.com
Destiny Management Services http://www.destinymgmtsvcs.com/
General Dynamics Information Technology http://www.gdit.com/
Kelly Scientific http://www.kellyservices.com/global/science/
KForce http://www.kforce.com/
The Henry M. Jackson Foundation (HJF) http://www.hjf.org/
Lab Support http://www.labsupport.com/
Lab Pros http://www.labprosinc.com/
Management Consulting Inc. (MANCON) http://www.manconinc.com/
The McConnell Group http://www.themccgroup.com
The Oak Ridge Institute for Science and Education (ORISE) http://orise.orau.gov/
Research Triangle Institute International (RTI) http://www.rti.org/
Science Applications International Corporation (SAIC) http://www.saic.com/
TechFlow http://www.techflow.com/
Yoh Scientific http://jobs.yoh.com/

* Posting of these contractor names does not constitute endorsement by NIH OITE.

 


How a Mentor Helped Me Succeed…and How I Now Get to Help Her

July 10, 2013

Post written by Lori M. Conlan, Director of the Postdoc Office and the Career Services Center at the OITE

This week I had lunch with the first mentor I had outside of the lab environment. In 2006, I had just left my postdoc to join a non-profit in Manhattan—the New York Academy of Sciences. I knew I could do the job running a career development program for graduate students and postdocs, but I was clueless about how life worked in an office. I started on a Tuesday, and by Friday I was sent off on my first business trip to Miami. One of my colleagues, the VP of marketing and membership, went with me. Through out the entire trip she explained the rules of the trade and actively engaged me in business meetings with university leaders. She was never officially charged to be my mentor, nor did I specifically ask her to be my mentor—it was a relationship that grew organically due to the integrated nature of our work. Over the next year or so this terrific mentor helped me learn to develop successful marketing campaigns, improved my non-technical writing, taught me how to be persuasive, and most importantly how to navigate office politics and big egos. I always knew that she was giving me more than she was receiving, but she has always been passionate at mentoring the next generation. We loosely stayed in touch after she left the organization, a common thing that happens with networking and mentoring. I was always appreciative that she smoothed the transition from the bench to the desk, but never knew how I was going to give back in the circle of networking.

Fast-forward seven years. She and her husband are moving to DC for his job and she is looking for connections here. Now, I am happy to be on the other side giving back to the networking relationship. We chatted about what her passions are and how she can relate her skill sets to those passions. She went away from lunch yesterday with broader ideas about the types of places she would like to work, specific venues in DC, and even a few introductions. I know she is a master networker, and has met with tons of people as she explores what is next in her career, but I did feel like I gave back a bit for all the good she did for me years ago.

When I talk with fellows about finding mentors, they often ask, “But what do I have to offer them?” So, as you ponder setting up mentoring relationships and you wonder about how you will give back to the relationship—don’t underestimate what you may be giving back in the future. Mentoring always leads to positive outcomes for both people in the relationship. And what those positive outcomes are changes as your lives change. I hope you too find a mentor that you can connect with for years to come.  And don’t worry if you lose touch, these good mentoring relationships can always be re-invigorated no matter how long you have been apart (even seven years in this case).

Check out the OITE’s other blog posts for more on mentoring and networking


Community Provides More Than Support

June 17, 2013

There are many important aspects to having a successful career.  One aspect often overlooked is making sure you have a community of peers.  Communities provide more than just support for everyday life and challenges.  They are great for building networks, developing co-mentoring relationships and gaining leadership experience.  Coming to a large campus, like the NIH or a college campus, can feel like you have landed on a different planet.  Everything is so different.  Finding welcoming and supportive groups and peers can help ease that transition.  But, it can also help you prepare for the next step in your career.

While the resources below are specific to the NIH, all universities have similar groups to make you feel welcome.  Check your campus list of organizations. This is not an exhaustive list of groups available, but is meant to provide an idea of what types of organizations exist.  All of these groups are welcome to everyone in the NIH community.

  • The Graduate Student Council and the postdoc association Felcom both support trainees by providing social events, career networking and communities for intramural trainees.
  • NIH Black Scientists and Friends Network, an informal group dedicated to the mentoring and career enhancement of Black scientists at NIH. For more information, contact Dr. Roland Owens.
  • LGBT-Fellows and Friends helps its members thrive in their professional and personal lives by addressing issues unique to the LGBT community.  Join the LGBT-FF listserv to learn about up-coming LGBT-FF seminars, professional development activities and networking opportunities.
  • The NIH SACNAS (Society for Advancing Hispanics/Chicanos & Native American in Science) chapter provides a trans-NIH resource to provide a forum to network, share successes and strategize about future goals. For more information and to learn about upcoming events, join the NIH-SACNAS listserv.
  • The Women of Color Research Network supports all scientists interested in raising the voice and visibility of Women of Color (WOC) in biomedical and behavioral research.  This new social media site is for women of color and everybody interested in diversity in the scientific workforce.  Visit the Web site to join.
  • MOM-DAD-DOCS seeks to provide mentorship, support, and networking to intramural trainees (basic or clinical) with children.  Contact Lori Conlan (conlanlo AT mail.nih.gov)
  • The Office of Equal Opportunity and Diversity Management plays a lead role in making certain that representatives of all groups feel comfortable and can work optimally on the NIH campus.
  • Visiting Fellows Committee, ~60% of the NIH postdoc population is visiting from other countries.  There are over 20 country groups to connect you with fellows from around the world: https://www.training.nih.gov/country_support_groups

If I Could Do One Thing Differently in My Career…

June 10, 2013

Post written by Sharon Milgram, Director of The Office of Intramural Training & Education.

One of the fun things I get to do as part of my job directing the Office of Intramural Training & Education, is to give talks on the NIH campus and at universities across the United States.  Students ask me all types of questions about my career; how a physical therapist became a cell biologist, what I like about my previous faculty job and my current administrative job, what I don’t like, what I look for when I hire new employees, etc. One question always gets asked– what I would do differently if I could do it all over again. I always give the same response – “I would have learned more about leadership and management earlier in my career”.

Yes, I got my faculty job based on my science — the papers I published, the grants I wrote, and the way I communicated enthusiasm for protein trafficking. But, I was successful in that job because of the hard work and dedication of the many students and staff who worked with me. When I communicated my expectations clearly and dealt with issues calmly and up-front, my lab ran more smoothly and I got more work done. Therefore, my success depended on my science skills AND my management/leadership skills. The same is true now in a completely different setting. My success in the OITE depends on others doing their best work.  It is critical that I work continuously on my management and leadership skills.

There is broad agreement that scientists must develop strong interpersonal skills to do effective team science and to transition from training to management positions (at and away from the bench). Yet, we don’t always find the time to be trained in these areas. Many students, postdocs and mentors find little value in “soft skills” training.  They believe that a successful career in science is determined predominantly by publications, patents, funding, etc. However, the book Lab Dynamics (Cohen and Cohen)* surveyed scientists and found that nearly two-thirds reported that interpersonal conflict had hampered progress on a scientific project between 1-5 times in their career. Furthermore, many of our alumni share that managing and leading a team is one of the earliest challenges they face.

To help you start developing your management and leadership skills, the OITE has developed the “Workplace Dynamics” series. The workshops focus on: 1) increased awareness of self and others using the Myers-Briggs Type Indicator®; 2) communication styles and influencing others; 3) conflict dynamics; 4) team theory; and 5) diversity training. Our goal is to help you gain greater self-awareness and an appreciation that others may approach conflict and group work differently. We hope that by providing a language to discuss these differences, you will be better able to manage yourself and work across differences in the workplace. We use examples that resonate with scientists and combine didactic material with interactive group work. We know that trainees appreciate the interactive group work, but that they also like helpful resources they can access from home. I have listed some of these resources at the bottom of this post in the hopes that readers not currently at NIH can benefit from the reading the material as they seek similar programs on their campuses. Those of you currently at NIH – summer interns, postbacs, grad students, postdocs, clinical and research fellows – take advantage of these workshops now. The Summer/Fall Workplace Dynamics series starts in June.  Find our more and register here.

References:

Lab Dynamics: Management Skills for Scientists, Cohen and Cohen (2005) New York: Cold Spring Harbor Press

MBTI: http://www.myersbriggs.org/

Type Talk at Work (Revised): How the 16 Personality Types Determine Your Success on the Job by Otto Kroeger, Janet M. Thuesen and Hile Rutledge (2002) Delta

Thomas-Kilmann Conflict Mode Instrument (Tuxedo NY: Xicom, 1974) and CPP TKI product page

Eckerd College Center for Conflict Dynamics: http://www.conflictdynamics.org/

Becoming a Conflict Competent Leader: How You and Your Organization Can Manage Conflict Effectively by Craig E. Runde and Tim A. Flanagan (2006) Jossey-Bass

Crucial Confrontations by Kerry Patterson, Joseph Grenny, Ron McMillan and Al Switzler (2004) McGraw-Hill

Feedback That Works: How to Build and Deliver Your Message, CCL, 2000

Emotional Intelligence: 10th Anniversary Edition; Why It Can Matter More Than IQ by Daniel Goleman  (2006), Bantam

Working with Emotional Intelligence by Daniel Goleman (2000) Bantam

Readings for Diversity and Social Justice, Third Edition by Maurianne Adams, Warren Blumenfeld, Carmelita Castaneda and Heather W. Hackman (2013) Routledge

 


Preparing for the Application Season

June 3, 2013

Regardless of whether you are planning on applying to Graduate School or Professional school, a successful application requires preparation.  If you remember one word from this post, remember “Early.”  Take your exams (GRE, MCAT, LSAT, GMAT, etc.) early.  Get your letters of recommendation lined up early.  Write your personal statement early.  Have someone look over your materials early.  Submit your applications early.  When you get an interview, show up early.

For those applying to graduate school:

You will want to have your GRE taken by the end of August or beginning of September.  This means you need to start studying now.  In particular, you need to go back and review your high school math.  If you don’t use, you lose it.  The chances are that you haven’t used much of what will be on the test in your four (or more) years of undergrad.  You need to take practice exams…lots of them.  Much of successful test taking is being comfortable and familiar with the format.  Reading about the format is not the same as practicing it.

So why do you need to get your GRE done so early?  So you can know whether or not to retake the exam.  If you are unsure whether your scores are strong enough for a particular program, ask the Director of that program.  Unlike Medical School, these programs are trying to recruit you.  Most of the time, the program directors will respond directly to your e-mail asking about the strength of your application.   Writing in with your scores early shows that you are prepared and organized.  Writing in late, shows just the opposite.

For those applying to professional schools:  This specific material is written for Medical School applications, but the principles apply to all professional school applications.

Submit your AMCAS as soon as possible (note, that is another way to say “Early”).  Ideally, you want to submit it with in two weeks of the opening. Do NOT wait for your MCATs.  You can always add more schools later depending on where your scores make you most competitive.  Your odds of acceptance decrease the later you submit your application.  You simply do not look prepared if your application comes in right before the terminal deadline.  Also, medical schools review applications in waves.  The sooner your application is in, the fewer competitors you have for the most number of invitations.

Once your applications are in, pay attention to your e-mail.  Even if you are on vacation, check it daily.  You want to get your secondaries turned around and back to the schools quickly.  You need to show that you are eager to get in and that you are organized enough to turn things around quickly.  If your secondary sits in your inbox for a week while you are relax on vacation, you look eager to relax on vacation and not attend medical school.

For all applicants:

Nothing is as valuable as face-to-face interactions with representatives of the schools you are applying to.  If you are in the Washington D. C. area, the NIH hosts a “Graduate and Professional School Fair” on July 17 in Bethesda.  This is really a first chance to meet admissions officers and make a strong impression.  There will be 153 programs in attendance to meet with postbacs and students as well as informational sessions geared toward specific disciplines such as med schools, dental school, pharmacy school, psychology programs, PhD programs in biomedical sciences.  If you are in the area, this really is an opportunity you do not want to miss.


Tips on Conducting a Job Search Anywhere

May 20, 2013

Do you need to find a job in a geographically limited area far from your current location? Maybe your significant other just found a dream job, or maybe you just always wanted to live in Seattle, WA – whatever the reason, a remote and geographically limited job search poses a distinct set of challenges that require some strategizing to overcome. Here are a few thoughts that may help from a person who recently was searching for a job in Dallas, TX, while living in Bethesda, MD.  These tips are useful in any job search, but particularly for conducting a remote search.

Begin the search early. Job options tend to be reduced when they are limited by geography. Imposing boundaries on the location means relying on fewer potential employers. The more time you allow for finding a job, the better.

Use your network. Your network should be your first resource in a remote job search. Know the histories of the people in your network, and keep up with their current locations. Ask people currently or historically linked to the area for suggested companies or connections. Some of your contacts may work for a company with an office in that location and may be willing to send out feelers on your behalf. Always ask permission before using a contact’s name or, even better, ask them to provide an introduction.

Do not limit yourself to professional contacts. Talk to friends, alumni associations, volunteer organizations, members of your religious institute, or anywhere else you may find an unexpected lead. If you are a member of a professional or volunteer organization, contact the local chapters to make some connections. Seek local people at conferences. Make your job search as widely known as possible – the more exposure the better. Conducting a secretive job search poses more of a challenge, but typically you can advertise pretty broadly without you current boss finding out.

Use job Sites. Job sites will be your friend. Most career sites filter searches to a specific area or radius around an area. Check out the state labor department for local search engines. The City of Dallas website had links to six local search engines.

Know your business. If you are looking for an academic job, search all the universities. For me, looking for a job in science policy in Dallas meant searching anywhere that might have a policy/government relations office, like non-profit organizations and universities. After finding some leads, go back to your network and look for the connections. Cold e-mails to directors or assistant directors (managers) located in offices of interest can end up in future leads or even a job.  So don’t be afraid to write them a note.  None of the offices I contacted were hiring at the time, but I continued to receive several leads from the people I contacted with in those initial cold e-mails.

Be flexible. Compromising a little on the job you are seeking may go a long way towards finding a position. As a person recently preparing for a science policy career in Washington, DC, where policy jobs are plentiful, now moving to Dallas, TX, where science policy jobs are next to non-existent, I had to broaden my search to jobs with similar skills requirements and career goals. After some considerable research, I found a job in the communications office of a local university requiring many of the same skills and tasks that I enjoyed in science policy.

To recap: start early, use your network heavily, use search engines wisely, cold call companies of interest, and use your network even more.

What are your suggestions or experiences for a remote job search?


Finding the Perfect Postdoc

May 13, 2013

Are you starting to think about finding the perfect postdoc position?

First, you need to decide whether you need to do a postdoc at all.  Depending on your career aspirations, a postdoc may only serve to delay your entry into your desired career or even hinder your ability to get started doing what you really want to do.  However, that is another post for another time.

You have decided that a postdoc is the next step, so here are some key elements to consider:

Advisor:  Many people think that the advisor’s reputation is the only thing to consider but we argue that to have a good postdoc experience you need to make sure that you and your advisor are compatible.  Here are some things to look for:

  • Mentoring style: We all say we want autonomy as a postdoc, but the level of autonomy really can differ.  Some advisors you may never see and getting their attention to discuss data is difficult. Others are more hands on and stop by multiple times a day to discuss experiments, techniques, data, etc.  Determine your preference in this spectrum.
  • Record: Understand where they publish.  How stable is their funding?  You should also know if they have expectation that you will write for your own funding or not. Consider the pros and cons of both tenured and tenure-track investigators (feel free to discuss this is the comment section).
  • Your Career: Pick an advisor that will support your career, no matter what you want to do next.  A good sign is if they know where former trainees work and are still in contact.  Do they have a strong network that you can tap into as you look for your next position?

Project:  You will want to know the project(s) you will be working on and how much you get to define it.  Is it really your project, or your boss’s project where you are doing the work?  Also, does the project have built-in skills development for you to learn new techniques and write grants? Is it interesting to you?

Labmates:  Do you like small labs that feel like family, or large labs with lots of people with differing expertise?  You will want to ask the current lab members about the work culture, work-life balance and the average length of a postdoc in the lab and where past members have gone after leaving.  These are the people you will spend a large portion of your time with, so getting the right fit is key to your overall happiness.

Institution:  Does the institution where the lab is based have career support in the form of a postdoc office or association?  You will also want to know the standard pay scale and benefits for postdocs and whether that is negotiable.  Also, don’t forget about your science and determine if the institution has facilities, such as core groups, that will support your research.

Location:  Yes, it does matter.  For some, being in a big city is the only way to truly live. For others, all that noise and commotion is too much to handle.  If you have a family (or are hoping to start one), their needs are important to consider as well.  Also, remember that your income needs to be considered with in the context of the cost of living for that area.

These are just a few key elements to consider.  Feel free to add a comment discussing other considerations when choosing the perfect postdoc.