To evaluate the design of I-Corps@NCATS as a translational scientist training program, we mapped specific elements of the program’s content and pedagogy to the characteristics of a translational scientist, as first defined by Gilliland et al. []: systems thinker, process innovator, boundary spanner, team player, and skilled communicator. Using a mixed-methods evaluation, we examined how the I-Corps@NCATS training program, delivered across twenty-two Clinical and Translational Science Award Hubs, impacted the development of these key translational scientist characteristics.

Post-racing thoroughbreds (TBs) are increasingly being considered for Equine Assisted Services (EAS), but their use has not yet been widely characterised. This study aimed to generate detailed data on TBs and other breeds (OBs) of horses in EAS via an online survey. The survey was completed by 129 EAS practitioners from 15 countries and reported detailed data on 427 EAS equids, including 57 TBs. Most of the EAS horses were housed collectively, had access to free exercise over 12 h per day and had unrestricted access to forage. The most commonly recorded selection criteria for EAS horses consisted of: demonstrating a good personality; enjoying the work; absence of propensity to kick/bite. Detailed data gathered on individual horses showed that in comparison to OBs, TBs were younger, more likely to be a gelding, less likely to be used in ridden programmes, and tended to present more behavioural issues than OBs. The majority of the participants agreed that TBs have specific assets of particular interest to EAS programmes, such as sensitivity, body/movement characteristics or responsiveness/flight response. Finally, a large majority of participants reported that they believe TBs to be suitable for EAS programmes and some would consider working with them. These results showed TBs to already be in use in various EAS programmes and more could be incorporated in the future. In terms of animal welfare and beneficiaries’ safety, a selection process could therefore be designed and implemented to choose the most adapted horses for each EAS centre, according to living conditions and EAS activities practised (ridden or not ridden).

Data from a national survey of 348 U.S. sports field managers were used to examine the effects of participation in Cooperative Extension events on the adoption of turfgrass weed management practices. Of the respondents, 94% had attended at least one event in the previous 3 yr. Of this 94%, 97% reported adopting at least one practice as a result of knowledge gained at an Extension turfgrass event. Half of the respondents had adopted four or more practices; a third adopted five or more practices. Nonchemical, cultural practices were the most-adopted practices (65% of respondents). Multiple regression analysis was used to examine factors explaining practice adoption and Extension event attendance. Compared to attending one event, attending three events increased total adoption by an average of one practice. Attending four or more events increased total adoption by two practices. Attending four or more events (compared to one event) increased the odds of adopting six individual practices by 3- to 6-fold, depending on the practice. This suggests that practice adoption could be enhanced by encouraging repeat attendance among past Extension event attendees. Manager experience was a statistically significant predictor of the number of Extension events attended but a poor direct predictor of practice adoption. Experience does not appear to increase adoption directly, but indirectly, via its impact on Extension event attendance. In addition to questions about weed management generally, the survey asked questions specifically about annual bluegrass management. Respondents were asked to rank seven sources of information for their helpfulness in managing annual bluegrass. There was no single dominant information source, but Extension was ranked more than any other source as the most helpful (by 22% of the respondents) and was ranked among the top three by 53%, closely behind field representative/local distributor sources at 54%.

In daycare centres, the close contact of children with other children and employees favours the transmission of infections. The majority of children <6 years attend daycare programmes in Germany, but the role of daycare centres in the SARS-CoV-2 pandemic is unclear. We investigated the transmission risk in daycare centres and the spread of SARS-CoV-2 to associated households. 30 daycare groups with at least one recent laboratory-confirmed SARS-CoV-2 case were enrolled in the study (10/2020–06/2021). Close contact persons within daycare and households were examined over a 12-day period (repeated SARS-CoV-2 PCR tests, genetic sequencing of viruses, symptom diary). Households were interviewed to gain comprehensive information on each outbreak. We determined primary cases for all daycare groups. The number of secondary cases varied considerably between daycare groups. The pooled secondary attack rate (SAR) across all 30 daycare centres was 9.6%. The SAR tended to be higher when the Alpha variant was detected (15.9% vs. 5.1% with evidence of wild type). The household SAR was 53.3%. Exposed daycare children were less likely to get infected with SARS-CoV-2 than employees (7.7% vs. 15.5%). Containment measures in daycare programmes are critical to reduce SARS-CoV-2 transmission, especially to avoid spread to associated households.

Cerberiopsis candelabra Vieill. is a long-lived, monocarpic (= semelparous) and mass-flowering rain-forest tree, endemic to New Caledonia. Population size structures suggest establishment has been episodic, followed by a recruitment gap that might signal population decline. Here, we use age structures based on tree rings to better assess population dynamics and persistence, and investigate influences of tree size, age and growth rate on flowering. Age structures of populations surveyed in 2007–2008 were unimodal, with establishment over c. 15–81 y, followed by a recruitment gap of c. 23–79 y. Seedling mortality was generally high. High densities of flowering trees or large-scale exogenous disturbances may be necessary for in-situ regeneration. There was no evidence of a simple flowering threshold: flowering in 2017 occurred across a wide range of tree size, age and growth rate. Instead, evidence suggested that size and age at flowering may vary among plants depending on their growth trajectory. Environmental triggers of flowering were not identified by dating tree establishment, but the last three mass-flowering events occurred in years of tropical cyclones. Regeneration and persistence might be facilitated if large-scale disturbances trigger flowering, improving reproductive efficiency by synchronising flowering and linking reproduction with environmental conditions that enhance seedling recruitment.

Background: The Ohio State University Wexner Medical Center identified a cluster of coronavirus disease 2019 (COVID-19) cases on an inpatient geriatric stroke care unit involving both patients and staff. The period of suspected severe acute respiratory coronavirus virus 2 (SARS-CoV-2) transmission and exposure on the unit was December 20, 2020, to January 1, 2021, with some patients and staff developing symptoms and testing positive within the 14 days thereafter. Methods: An epidemiologic investigation was conducted via chart review, staff interviews, and contact tracing to identify potential patient and staff linkages. All staff who worked on the unit were offered testing regardless of the presence of symptoms as well as all patients admitted during the outbreak period. Results: In total, 6 patients likely acquired COVID-19 in the hospital (HCA). An additional 6 patients admitted to the unit during the outbreak period subsequently tested positive but had other possible exposures outside the hospital (Fig. 1). One patient failed to undergo COVID-19 testing on admission but tested positive early in the cluster and is suspected to have contributed to patient to employee transmission. Moreover, 32 employees who worked on the unit in some capacity during this period tested positive, many of whom became symptomatic during their shifts. In addition, 18 employees elected for asymptomatic testing with 3 testing positive; these were included in the total. Some staff also identified potential community exposures. Additionally, staff reported an employee who was working while symptomatic with inconsistent mask use (index employee) early in the outbreak period. The index employee likely contributed to employee transmission but had no direct patient contact. Our epidemiologic investigation ultimately identified 12 employees felt to be linked to transmission based on significant, direct patient care provided to the patients within the outbreak period (Fig. 1). In addition, 3 employees had an exposure outside the hospital indicating likely community transmission. Conclusions: Transmission was felt to be multidirectional and included employee-to-employee, employee-to-patient, and patient-to-employee transmission in the setting of widespread community transmission. Interventions to stop transmission included widespread staff testing, staff auditing regarding temperature and symptom monitoring, and re-education on infection prevention practices. Particular focus was placed on appropriate PPE use including masking and eye protection, hand hygiene, and cleaning and disinfection practices throughout the unit. SARS-CoV-2 admission testing and limited visitation remain important strategies to minimize transmission in the hospital.

Figure 1.

Funding: No

Disclosures: None

ABSTRACT IMPACT: The Independent Investigator Incubator program provides 1:1 mentoring from ‘super-mentors’ to enhance junior faculty careers in research. OBJECTIVES/GOALS: In 2014, the Indiana University School of Medicine (IUSM) in collaboration with the Indiana CTSI established the Independent Investigator Incubator (I3) Program. The I3 Program is designed to provide 1:1 mentoring for new research faculty during the crucial early years of their careers. Our goal is to provide an overview of the I3 design and 5-year data. METHODS/STUDY POPULATION: The I3 Program employs a resource-sharing, centralized design that provides concentrated 1:1 mentorship from a senior faculty ‘super mentor’ as well as other resources, such as grant writing support. Unlike many mentorship programs, I3 mentors closely interact with the mentees within the School and are compensated for their efforts (5% full-time equivalency per mentee, max of 15%). The number of ‘super mentors’ has grown from 6 to 15 faculty over 5 years, and mentors typically serve 4 to 5 mentees. Mentee applications are accepted on a rolling enrollment basis. The I3 mentees represent a diverse group based on sex, ethnicity, terminal degree, academic track, and discipline. Mentors and mentees have annual reviews through the program. RESULTS/ANTICIPATED RESULTS: In five years, 110 mentees have enrolled in the I3 program. Upon entering, 53% had no external funding, 28% had internal funding, 12% had K-awards, 7% had R03/R21 awards. Over the first five years, 75% have received extramural funding. The median funding was $340,000 with nearly a third of mentees securing grants > 1 million in direct costs. For mentees who joined the program in its first three years (n=59), the average time to a notable extramural grant (defined as a NIH or foundation grant >$300K direct costs) was 2.2 years (median - 2.6 years). Nearly all mentees were satisfied with their mentor pairing based on the mentor’s ‘availability’ and ‘valuable feedback,’ and all mentees wanted the mentoring relationship to continue DISCUSSION/SIGNIFICANCE OF FINDINGS: Since 2014, the I3 Program has had a positive impact on the careers of junior faculty at IUSM as determined by faculty satisfaction and funding metrics. Future focus areas will include developing criteria/models for graduating from the program to balance fiscal sustainability with mentee needs during their transition to mid-career.