NRMN Logic Model Phase I

OMB #0925-0747
EXP. 11/2019

Attachment 11:
NRMN Logic Model
Phase I

National Research Mentoring Network (NRMN) Simplified Logic Model, Key Outcomes, Most Important Outcomes, and
Evaluation/Research Questions Being Addressed Phase I
Mission:
Overarching Goal:

To promote and provide mentoring to diversify the biomedical workforce
To significantly contribute to national efforts of increasing the size, quality, diversity, and research productivity of the biomedical
workforce trained to improve human health

Program Components, Goals, &
Outputs
Key Program Outputs

Phase I
Participants
(estimated)

# participants registered on
NRMNet.net

5,597

# mentees and mentors
engaged in relationships
initiated or supported in any
way across all NRMN
programs
# mentors and mentees
actively networking in
MyNRMN
# mentors and mentees
matched through a Virtual
Guided Mentorship Program

7,500

Key Outcomes and Impacts

Research and Evaluation Questions NRMN Will Address

Key Outcomes
*Most Important Outcome (MIO)

**Requires coordinated NRMN and CEC data

MATCHING/ LINKING
A national network for diverse mentors
and mentees who connect virtually and
face-to-face*
● Greater career persistence in biomedical
sciences among under-represented
groups.

1,000
316

●

●

● Greater self-efficacy in ability to
succeed in biomedical careers.

Do mentees who register for NRMNet and access additional mentors
through the NRMN Network self-report increased self-efficacy in their
ability to succeed in a biomedical career and go on to persist in
biomedical science?**
Do mentees who engage in the NRMN Virtual Guided Mentorship
Program or My NRMN activities (e.g. individual networks, groups
functions) self-report increased access to mentors and an expanded
mentoring network? **

TRAINING
# early career faculty trained
in grant writing

400

Evidence-based intensive grantsmanship
coaching for early career faculty*
Evidence-based training for mentors and
mentees across career stages and
disciplines*

# mentors trained
# individuals certified as
NRMN or NRMN Master
mentors

2,700
200

● Increased skills, knowledge and selfefficacy (confidence) in grant writing
● Increased skills, knowledge and selfefficacy (confidence) in creating and

●

●

Do early career faculty who engage in intensive grantsmanship
coaching self-report increased skills, knowledge, and self-efficacy in
grant writing and subsequently submit and receive more grants
(compared to the rates in the Ginther report)? (**after 18 months)
Do mentors who engage in training through NRMN (and in some
cases certified) self-report increased knowledge, skills and selfefficacy in their ability to maximize their mentoring relationships in a
culturally responsive manner? Do these increases correlate with
dosage, mode and topics of training?

National Research Mentoring Network (NRMN) Simplified Logic Model, Key Outcomes, Most Important Outcomes, and
Evaluation/Research Questions Being Addressed Phase I
# mentees trained

# organizations and
institutions actively
partnering with NRMN
# unique resources made
widely available on the
NRMNet
# of access hits across
resources on NRMNet

# faculty trained as grant
writing coaches
# facilitators trained to
implement mentor and
mentee training
# leaders, institutional
change agents and Master
Facilitators

700

40
45
3,300 page views
per week
100
500
100

maintaining effectiveness of mentoring
relationships.
● Greater advocacy for mentorship
● Increased commitment to cultural
awareness in promoting diversity in
biomedical research.
REFERRING
Resources for mentors and mentees
across career stages and disciplines*
● Increased pool of high quality,
audience-valued, targeted resources
available to diverse individuals across
career stages pursuing biomedical
careers*
PROMOTING
A national organization with a core
infrastructure advancing the science of
mentoring for research career
persistence. *
● Influence on institutional climate and
structural barriers to creating an
environment supporting diverse
populations in the biomedical career
pipeline
● Recognition of the value of mentoring
for diverse workforce at all career
stages at colleges/universities.
● Commitment by institutions nationwide
to promote diversity in biomedical
sciences

●

●

●

●

Do mentees who engage in training through NRMN self-report
increased knowledge, skills and self-efficacy in their ability to
maximize their mentoring relationships?
Do mentees rate their relationships with NRMN trained mentors as
more effective than mentees working with mentors not NRMN
trained mentors?**

Do mentees who register on NRMNet and access additional resources
through the NRMN Network of organizations and partnering
institutions self-report increased self-efficacy in their ability to
succeed in a biomedical career and persist in biomedical science?**
Do mentors and institutional officials who engage in training through
NRMN self-report increased efficacy in navigating and referring
scholars to mentoring resources on NRMNet?**

● Do grantsmanship coaches report increased knowledge, skills and selfefficacy in teaching others to be more effective grant writers? Do these
coaches expand the impact of NRMN through implementation of their
skills within their own institutions/ organizations and beyond?
● Do mentor/mentee training facilitators report increased knowledge,
skills and self-efficacy in teaching others to be more effective
mentors/mentees? Do these facilitators expand the impact of NRMN
through implementation of their skills within their own institutions/
organizations and beyond? Does effectiveness of their training and
extent of their impact correlate with level/ type of facilitator training,
critical mass of facilitators in their institution/ organization and
perceived institutional/ organizational barriers?
● Do institutional change agents (e.g. AAMP Pioneers, Mentoring
Academy participants, master facilitators) engage in activities, which
increase the attention to/ support for mentoring program at their
institution/ organization?