Canadian Institutes of Health Research Salary/Career Award Programs - Evaluation Report - Long Descriptions

Figure 1: Percentage of annual salary awards expenditures as a proportion of the total CIHR grants and awards budget and number of newly paid awards
Percentage of salary awards expenditure from total CIHR G&A budget New paid awards
2000/01 8.6% 181
2001/02 7.8% 168
2002/03 7.4% 158
2003/04 6.8% 125
2004/05 6.4% 112
2005/06 5.5% 107
2006/07 4.6% 103
2007/08 4.2% 114
2008/09 4.0% 108
2009/10 3.7% 82

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Figure 2: Average research outputs of funded and non-funded salary award applicants for the duration of a salary/career award
Yearly average
Funded Non-funded
Books/Book chapters published 2.1 1.4
Reports/Technical reports published 1.4 0.8
Master’s thesis/Doctoral dissertation published 2.3 1.8
Multi-median Content (including non-referred articles) produced 1.7 1.6

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Figure 3: Percentage of salary award funded and non-funded researchers obtaining CIHR operational funding
After holding/applying for award Before holding/applying for award
All CIHR Grants Funded 78% 64%
Non-funded 72% 35%
Other CIHR Grants Funded 51% 29%
Non-funded 45% 14%
OOGP Funded 59% 48%
Non-funded 58% 25%

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Figure 4: Research grants received by funded and non-funded researchers from organizations other than CIHR
SSHRC Canadian private organization Canadian university International organization NSERC Other federal organization Foundation (Canadian) Provincial organization
Funded 3% 6% 8% 9% 9% 15% 21% 25%
Non-funded 2% 8% 9% 8% 11% 9% 19% 25%

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Figure 5: Salary awards received by funded and non-funded researchers from organizations other than CIHR
NSERC Other federal organization Other (including Foundations) Canadian private organization International organization Canadian university Provincial organization
Funded 1% 2% 8% 7% 7% 11% 62%
Non-funded 0% 4% 7% 6% 5% 11% 68%

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Figure 6: Career progression of CIHR salary awarded funded and non-funded researchers

Funded researchers (N=531)
Assistant Professor Associate Professor Professor
Before receiving a salary award 63% 0% 0%
At time of survey 28% 56% 16%

Non-funded researchers (N=292)
Assistant Professor Associate Professor Professor
Before receiving a salary award 68% 0% 0%
At time of survey 48% 38% 14%

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Figure 7: Salary awardee collaboration/participation in networks/committees
Far less/Less often than before No difference More often than before Far more often than before Don't know
Be a member of a committee 1.2% 39.8% 35.9% 18.9% 4.3%
Be a member of a formal network (e.g., research network, professional association) 0.4% 44.1% 31.4% 18.0% 6.1%
Collaborate with international knowledge users outside of the academic sector 0.4% 52.7% 23.7% 9.2% 14.1%
Collaborate with national knowledge users/outside of the academic sector 0.2% 46.4% 29.2% 12.7% 11.5%
Collaborate with other researchers internationally 0.6% 33.7% 41.9% 21.1% 2.6%
Collaborate with other researchers in Canada 0.4% 31.2% 44.3% 21.1% 3.0%
Collaborate with other researchers within the same institution 1.8% 39.2% 41.6% 14.1% 3.2%

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Figure 8: Extent to which CIHR salary awards cover researchers’ salaries for the period of the award

Funded Researchers
Not at all To a small extent To some extent To a moderate extent To a great extent
5% 8% 21% 34% 32%

Clinician Scientist
Not at all To a small extent To some extent To a moderate extent To a great extent
0% 20% 45% 15% 20%

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Figure 9: Satisfaction with the application and decision-making process (funded and non-funded researchers)
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree Don't know / Not applicable
My funding was released within a reasonable period of time. 1% 2% 3% 48% 46% 1%
CIHR program staff responded promptly to my questions related to decision process. 0% 2% 9% 24% 24% 42%
The decision regarding my application was released within the posted timelines. 1% 3% 3% 52% 37% 4%
The peer review process was fair. 1% 1% 16% 57% 21% 4%
The peer review process was transparent. 2% 8% 23% 47% 18% 3%
The feedback received from the peer review committee on my application was useful. 1% 4% 17% 56% 19% 2%
CIHR program staff responded promptly to my questions related to the application process. 1% 2% 10% 29% 30% 29%
The information requested in the application was relevant to my evaluation. 0% 2% 8% 56% 33% 1%
The forms were easy to understand and complete. 0% 6% 15% 50% 28% 1%
The application form was an appropriate length. 0% 4% 8% 53% 34% 1%
The application guidelines provided by CIHR were clear. 0% 6% 8% 48% 37% 1%
My application was processed by CIHR within the stated timelines. 0% 2% 2% 42% 52% 1%
I was given enough time to prepare and submit my application. 0% 2% 5% 51% 41% 0%

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Figure 10: Partner financial commitments for CIHR salary awards (open and strategic) (1999-2010)
Year Amount ($)
1999/00 $11,563,722
2000/01 $6,844,409
2001/02 $8,027,922
2002/03 $16,371,518
2003/04 $4,008,186
2004/05 $5,336,162
2005/06 $5,399,740
2006/07 $1,600,032
2007/08 $2,342,843
2008/09 $1,541,345
2009/10 $326,875

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Figure 12: Health researcher needs for salary/career awards
Needs met Importance
Maintaining or increasing my salary level 3.67 3.81
Ability to retain trainees 3.33 3.89
Teaching release - more time for research 3.88 4.08
Ability to attract trainees 3.48 4.11
Career advancement-improving my prospects for promotion 4.40 4.42
Independence in initiating/conducting health research 4.46 4.64
Recognition-improving my profile and reputation as a researcher 4.56 4.45
Ability to obtain other research funds 4.59 4.71
Ability to develop or maintain a research program 4.74 4.89

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Figure 13: Application pressure for CIHR salary/career award programs
Program subcategory Applications received Applications approved Applications funded Success rate
Totals 3756 1026 891 N/a
New Investigators, Open 2291 494 461 20%
New Investigators, Strategic 1186 355 269 23%
Clinician Scientist Ph.II, Open 66 52 50 76%
Clinical Investigators, Strategic 14 9 9 64%
Investigators, Strategic 45 29 27 60%
Mid-Career Awards, Strategic 20 10 9 45%
Research Chairs, Strategic 134 77 66 49%

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Biomedical theme (N=264)
Needs met Importance
Maintaining or increasing my salary level 3.64 3.47
Ability to retain trainees 3.73 3.71
Teaching release - more time for research 3.76 3.87
Ability to attract trainees 3.7 4.01
Career advancement-improving my prospects for promotion 4.29 4.08
Independence in initiating/conducting health research 4.43 4.38
Recognition-improving my profile and reputation as a researcher 4.57 4.49
Ability to obtain other research funds 4.4 4.44
Ability to develop or maintain a research program 4.69 4.87

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Clinical theme (N=98)
Needs met Importance
Maintaining or increasing my salary level 3.12 3.14
Ability to retain trainees 3.37 3.56
Teaching release - more time for research 3.81 4.02
Ability to attract trainees 3.55 3.77
Career advancement-improving my prospects for promotion 4.16 4.13
Independence in initiating/conducting health research 4.57 4.49
Recognition-improving my profile and reputation as a researcher 4.51 4.47
Ability to obtain other research funds 4.37 4.70
Ability to develop or maintain a research program 4.70 4.84

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Health system and services theme (N= 55)
Needs met Importance
Maintaining or increasing my salary level 3.67 3.81
Ability to retain trainees 3.33 3.89
Teaching release - more time for research 3.88 4.08
Ability to attract trainees 3.48 4.11
Career advancement-improving my prospects for promotion 4.40 4.42
Independence in initiating/conducting health research 4.46 4.64
Recognition-improving my profile and reputation as a researcher 4.56 4.45
Ability to obtain other research funds 4.59 4.71
Ability to develop or maintain a research program 4.74 4.89

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Social, cultural and population health theme (N= 77)
Needs met Importance
Maintaining or increasing my salary level 3.64 3.47
Ability to retain trainees 3.73 3.71
Teaching release - more time for research 3.76 3.87
Ability to attract trainees 3.7 4.01
Career advancement-improving my prospects for promotion 4.29 4.08
Independence in initiating/conducting health research 4.43 4.38
Recognition-improving my profile and reputation as a researcher 4.57 4.49
Ability to obtain other research funds 4.4 4.44
Ability to develop or maintain a research program 4.69 4.87

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New Investigators (N=426)
Needs met Importance
Maintaining or increasing my salary level 4.49 4.52
Ability to retain trainees 3.52 3.55
Teaching release - more time for research 4.42 4.39
Ability to attract trainees 3.49 3.87
Career advancement-improving my prospects for promotion 3.53 4.02
Independence in initiating/conducting health research 4.34 4.63
Recognition-improving my profile and reputation as a researcher 4.29 4.42
Ability to obtain other research funds 3.80 4.02
Ability to develop or maintain a research program 4.53 4.82

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Investigators (N=84)
Needs met Importance
Maintaining or increasing my salary level 3.17 3.19
Ability to retain trainees 3.64 3.90
Teaching release - more time for research 3.63 3.70
Ability to attract trainees 3.80 4.11
Career advancement-improving my prospects for promotion 3.84 3.77
Independence in initiating/conducting health research 4.29 4.41
Recognition-improving my profile and reputation as a researcher 4.31 4.38
Ability to obtain other research funds 4.29 4.61
Ability to develop or maintain a research program 4.74 4.88

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Clinician Scientists (N=20)
Needs met Importance
Maintaining or increasing my salary level 4.30 4.30
Ability to retain trainees 4.00 4.30
Teaching release - more time for research 2.80 2.90
Ability to attract trainees 2.80 3.60
Career advancement-improving my prospects for promotion 2.80 3.80
Independence in initiating/conducting health research 4.40 4.80
Recognition-improving my profile and reputation as a researcher 4.40 4.80
Ability to obtain other research funds 3.30 3.80
Ability to develop or maintain a research program 4.40 4.70

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New Investigators (N=426)

« Back to New Investigators (N=426)

Investigators (N=84)

« Back to Investigators (N=84)

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