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Workforce Development and Organizational Culture

MUSC Hollings Cancer Center is dedicated to recruiting, training, and developing a cancer workforce that reflects the greatness of the communities we serve.

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What We Do

The Hollings Office of Workforce Development and Organizational Culture (OWD) cultivates a skilled and engaged workforce and provides training and development opportunities that foster a supportive environment that promotes career advancement for all faculty and staff members.

As part of our mission to recruit, develop, and retain a comprehensive cancer workforce, we:

  • Expand recruitment efforts and strengthen pathway programs to enhance the cancer workforce, including partnerships with other educational institutions.
  • Support retention and career advancement for all individuals by implementing mentorship programs and providing access to career development resources.
  • Create innovative training activities to foster excellence, promote collaboration, and enhance mentorship.
  • Expand opportunities for the career advancement of all individuals, including faculty development programs, career advancement session sponsorships, and leadership academy training for staff.

OWD staff develop and lead all of our strategic initiatives to promote engagement, retention, and long-term success across the cancer center. They receive input and guidance from the Office of Workforce Development and Organizational Culture Committee. This collaborative group is composed of individuals from a range of professional roles and experiences within Hollings.

Mentor Up Program

Our Mentor Up program builds mentorship capacity and strengthens connections between undergraduate institutions and MUSC. The program guides students toward graduate school through meaningful mentoring relationships that support academic progression, career growth, and personal well-being. It also enhances the workforce by fostering mentor/mentee partnerships between junior and senior faculty to promote collaboration and long-term professional development.

If you are interested in participating in Mentor Up, please contact Bernardica Brown at beb300@musc.edu.

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Professional Development

AACR Professional Development Support Award

In collaboration with the Hollings Office of Cancer Research Training and Education Coordination, we sponsor four trainees/junior faculty each year to attend the American Association for Cancer Research Annual Meeting. Attendees have opportunities to share their research on a national stage, network with other cancer researchers, and attend targeted professional development sessions at the conference.

The call for applications opens in January each year. The awardees attending the 2026 AACR Annual Meeting are:

  • Dr. Avik Chatoopadhyay, Postdoc trainee
  • Dr. Poria Dorali, Postdoc trainee
  • Emma Funk, Graduate trainee
  • Dr. Ivo Woogeng, Postdoc trainee

Scholars in Health Impact and Access Award

This award provides professional development, support, and initial funding aimed at launching impactful, career-enhancing cancer research for early-stage investigators. It is a two-year award open to cancer researchers with a Ph.D., M.D., or D.O. degree who are within the first four years of their first faculty appointment. The goal of the award is to increase early-career participation in cancer research among individuals with projects that focus on increasing access to cancer screening or treatment, or with a focus on understanding or reducing cancer disparities that impact South Carolina.

The next call for applications will be in August 2026.

Awardee Spotlight

Trisha Amboree, Ph.D.

Dr. Amboree is focused on advancing cancer health impact through research on cervical cancer prevention and barriers to screening. Building on extensive experience in epidemiology and community-engaged research, she aims to identify barriers at individual, community, and system levels and develop targeted interventions to reduce challenges in determining cancer incidence and mortality. Her long-term vision is to lead a precision cancer prevention program aimed at closing gaps in cervical cancer prevention and care.

Dr. Nick Shungu and Dr. Trisha Amboree hold a framed certificate between them acknowledging Amboree's award
Dr. Nick Shungu presents Dr. Trisha Amboree with the Scholars in Health Impact and Access Award.

Annual Hollings Professional Development Event

Each fall, we host an event at Hollings that focuses on sharing best practices in workforce or professional development. Past events include:

  • Leadership training on best practices in reducing bias in the recruitment and hiring process.
  • “A Culture of Belonging: Excellence in Recruitment and Retention,” keynote delivered by Dr. Avery August, Cornell University.
  • “Elevating the Cancer Workforce in South Carolina: Advancing Science, Practice, and Sustainability,” keynote delivered by Dr. Lori Carter-Edwards, Kaiser Permanente Bernard J. Tyson School of Medicine.

Institutional Support for Employees

The Division of Organizational Engagement and Excellence (OEE) at the Medical University of South Carolina exists enterprise-wide to monitor federal and state compliance, enhance organizational culture, and strengthen employee and community engagement. Our team is committed to fostering a supportive and welcoming environment across our campuses and regional health networks through strategic initiatives and meaningful engagement.

The MUSC Resiliency Program provides a wide array of interventions, trainings and support to all individual care team members, teams, units, departments, and leaders across the enterprise to promote well-being, resilience, and performance. Strength-based programs are used to equip care team members with practical skills that can help them thrive in their professional and personal lives. This model is part of the larger professional fulfillment model that includes personal resilience, efficiency of practice, and culture of wellness.

The Medical University of South Carolina Employee Assistance Program (MUSC EAP) is a worksite-based program designed to assist organizations in addressing productivity issues, as well as assisting employees in identifying and resolving personal and occupational concerns that may affect job performance.

Training & Development Resources

MUSC and other local and national organizations offer programs to support professional and leadership development, mentorship and training for people at all stages of their healthcare education and careers.

Faculty Resources

MUSC Programs

Center for Advancement, Recruitment & Retention of the Workforce

The Center for Advancement, Recruitment and Retention of the Workforce (ARROW) is dedicated to strengthening career pathways in academic medicine, healthcare and biomedical sciences. Through mentorship, leadership training and career development programs, ARROW equips faculty and trainees at MUSC with the tools needed to achieve their professional goals.

Learning Initiative for Faculty in Training (LIFT) Academy (Office of Research Development)

The LIFT Academy is a multifaceted program developed to support faculty who are applying for their first NIH Research Project (R01) or R01-equivalent. Investigators conducting hypothesis-driven research who have strong preliminary data are encouraged to apply. The R01 mechanism provides up to five years of support, with a budget that covers the costs required to complete the research project.

South Carolina Translational Research (SCTR)

SCTR is a statewide, NIH-funded institute that provides consultative expertise, resources, training, and funding to support research teams. Our goal is to accelerate scientific discoveries from the laboratory to clinical and public health practice to improve the health of patients and communities across South Carolina and beyond.

External Programs

AAMC Professional Development Resources (AAMC)

The AAMC offers a wide array of learning and networking opportunities for individuals in academic medicine, covering areas such as leadership, education, research and career advancement. Resources include webinars, certificate programs, virtual communities and in-person seminars aimed at helping build skills, enhance leadership and navigate career challenges.

Trainee Resources

MUSC Programs

Center for Advancement, Recruitment & Retention of the Workforce

The Center for Advancement, Recruitment and Retention of the Workforce (ARROW) is dedicated to strengthening career pathways in academic medicine, healthcare and biomedical sciences. Through mentorship, leadership training and career development programs, ARROW equips faculty and trainees at MUSC with the tools needed to achieve their professional goals.

Post-Baccalaureate Reapplication Education Program (PREP) (College of Medicine)

PREP students engage in post-baccalaureate courses to prepare them for medical school. Students who successfully meet all PREP requirements are admitted to the College of Medicine. 

Target Audience: Students with a strong interest in serving rural, medically underserved, or economically disadvantaged communities in South Carolina are encouraged to apply.

South Carolina Translational Research (SCTR)

SCTR is a statewide, NIH-funded institute that provides consultative expertise, resources, training, and funding to support research teams. Our goal is to accelerate scientific discoveries from the laboratory to clinical and public health practice to improve the health of patients and communities across South Carolina and beyond.

Summer Institute (College of Medicine)

The Summer Institute is a six-week program designed to help increase MCAT scores and provide professional development for aspiring medical school applicants.

Target Audience: Aspiring medical school applicants

External Programs

AAMC Professional Development Resources (AAMC)

The AAMC offers a wide array of learning and networking opportunities for individuals in academic medicine, covering areas such as leadership, education, research and career advancement. Resources include webinars, certificate programs, virtual communities and in-person seminars aimed at helping build skills, enhance leadership and navigate career challenges.

Undergraduate Resources

MUSC Programs

Building Learning Opportunities for Cancer, Knowledge, and Success (BLOCKS) (Hollings & College of Charleston)

Through the generous support of the Donaldson Charitable Trust, Hollings and the College of Charleston offer a pathway program in cancer biology and prevention science called Building Learning Opportunities for Cancer, Knowledge, and Success (BLOCKS). This 32‑week initiative is designed to give students meaningful, hands-on research experience. Participants are paired with a research mentor at Hollings Cancer Center, where they gain direct exposure to real-world cancer research and professional development opportunities.

If you are interested in learning more about BLOCKS, please contact Bernardica Brown at beb300@musc.edu.

Target Audience: College of Charleston Honors College students

Health Professions Exploration Program (HPEP) (College of Health Professions)

The MUSC College of Health Professions' Health Professions Exploration Program (HPEP) is a career exploration and mentoring program.

Target Audience: High school and undergraduate students interested in the health professions

MUSC Summer Undergraduate Research Program (SURP) (College of Graduate Studies)

SURP is a 10-week research and education-based program that promotes access to graduate education and enhances specific skills that are required for success in a subsequent MS, Ph.D., or M.D./Ph.D. in Biomedical Sciences.

Target Audience: Undergraduate students. Priority is given to rising juniors and seniors with a strong interest in pursuing graduate studies.

SC CHEER Youth Enjoy Science Program (Hollings)

The SC CHEER Youth Enjoy Science program is a two-year research and education program that introduces local high school and undergraduate students to biomedical and cancer research while building skills, confidence and pathways to careers in science and health care. Students complete seven-week paid research internships over consecutive summers, gaining hands-on experience in real-world research environments, along with continued engagement throughout the school year.

Target Audience: Rising sophomores and juniors who attend Burke High School, Charleston Charter School for Math and Science, North Charleston High School, St. John’s High School, Claflin University, South Carolina State University, or Voorhees University

SCSU Honors Program (Hollings & SCSU)

The Honors Program in Applied Oncology Sciences Research offered at South Carolina State University (SCSU) is intended to increase the pipeline of highly skilled undergraduates from a variety of backgrounds who pursue careers in biomedical research and cancer disparities. Over the course of three years (sophomore to senior), 15 selected SCSU students complete seven classes taught by SCSU and MUSC faculty for a total of 43 credit hours.

Target Audience: South Carolina State University students

Summer Medicine Academy (College of Medicine & South Carolina Area Health Education Consortium)

The Summer Medicine Academy is a one-week residential program sponsored by SC AHEC and the College of Medicine. Fifteen Academy Fellows take part in a week of clinical and didactic sessions at MUSC, a shadowing experience, and a community service project.

Target Audience: Students interested in learning about the various factors that affect health in South Carolina communities. First-generation college students, students from rural and urban communities, students with disabilities, and students who have overcome financial barriers to education are encouraged to apply.

External Programs

Summer Careers Academy (South Carolina Area Health Education Consortium)

The SC AHEC Summer Careers Academy is a one-week program designed to help undergraduate students, especially those from rural and underserved areas, prepare for entry into health professions programs in South Carolina.

Target Audience: Undergraduate students

High School Student Resources

Health Professions Exploration Program (HPEP) (College of Health Professions)

The MUSC College of Health Professions' Health Professions Exploration Program (HPEP) is a career exploration and mentoring program.

Target Audience: High school and undergraduate students interested in the health professions

SC CHEER Youth Enjoy Science Program (Hollings)

The SC CHEER Youth Enjoy Science program is a two-year research and education program that introduces local high school and undergraduate students to biomedical and cancer research while building skills, confidence and pathways to careers in science and health care. Students complete seven-week paid research internships over consecutive summers, gaining hands-on experience in real-world research environments, along with continued engagement throughout the school year.

Target Audience: Rising sophomores and juniors who attend Burke High School, Charleston Charter School for Math and Science, North Charleston High School, St. John’s High School, Claflin University, South Carolina State University, or Voorhees University

Health Professional Resources

Tobacco Treatment Specialist Training (Hollings)

The 4-day MUSC Tobacco Treatment Specialist training is designed to train multidisciplinary clinicians who work in various health care and community settings including primary care, behavioral health, addictions and rehabilitation settings, public housing, oncology settings, and worksite wellness.

Target Audience: Health care professionals working in various settings

Gathering Feedback

a smiling woman sits in a classroom with other people seated around her

Workforce Community Survey

OWD surveys Hollings faculty, trainees, and staff. Results from the most recent survey helped lead to the development of the Executive Leadership Academy for Cancer Centers (ELACC).
Learn More About ELACC arrow_forward

Community Survey Executive Summary

The 2026 OWD Survey evaluated employee perceptions of organizational culture, belonging, leadership, professional development, fairness and career advancement within Hollings Cancer Center. A total of 149 individuals responded (29.7% of 501 invited participants), representing a broad cross section of Hollings, with research faculty (23.6%) and administrative staff (23.0%) comprising the largest respondent groups.

Key Strengths

Survey results indicate strong positive perceptions regarding workplace respect, leadership commitment and organizational inclusion.

Culture and Respect

  • 89.9% agree that Hollings leadership is committed to treating people respectfully.
  • 85.9% believe harassment is not tolerated at Hollings.
  • 86.6% experience respect among colleagues and peers.

Inclusion and Belonging

  • 82.6% feel connected to the vision, mission, and values of Hollings.
  • 78.5% feel they are an integral part of Hollings.
  • 77.9% feel Hollings employees reflect the community it serves.
  • 73.2% know how to report concerns related to discrimination.

Professional Development

  • 79.2% report that their job provides learning and training opportunities that support career development.
  • 69.8% have opportunities to discuss professional development with a supervisor or mentor.

Opportunities for Improvement

While overall results were positive, several areas emerged as priorities for continued attention.

Career Advancement and Leadership Opportunities

  • Only 51.7% believe they have personal opportunities for leadership advancement.
  • 47.7% agree that all individuals have equal opportunities for leadership positions and career advancement.

These findings suggest a need for greater transparency, accessibility and communication regarding career progression pathways.

Fairness and Recognition

Survey responses indicate opportunities to strengthen:

  • Recognition of employee contributions.
  • Perceptions of fairness across the organization.
  • Confidence that concerns about discrimination will be addressed appropriately by leadership.

Communication and Workforce Support

Open-ended feedback highlighted requests for:

  • Stronger onboarding and early-career support.
  • Enhanced mentoring and professional development programs.
  • Increased communication and leadership visibility.
  • Additional networking and collaboration opportunities.
  • Greater recognition and appreciation of employee contributions.
  • Continued focus on workload management and employee well-being.

You Said, We Did

You Said

Needs Improvement

  • Faculty Development & Academic Training.
  • Leadership Communication.
  • Training and Skill Building Opportunities.
  • Onboarding, Early Career Support & Orientation.
  • Workload & Operational Barriers.
  • Career Advancement & Promotion.
  • Networking, Collaboration, & Community Building.
  • Work Environment, Culture, & Employee Well-Being.

We Are Doing

  • Recognizing Individuals who Strengthen Everyone (R.I.S.E.)
    • To honor exceptional MUSC Hollings Cancer Center staff and administrators who embody our mission to lead health innovation and improve lives. This award celebrates individuals who demonstrate integrity, collaboration, respect, and service in ways that strengthen our culture and elevate the experiences of patients, colleagues, and the community. RISE honorees will be recognized for going beyond expectations through leadership, teamwork, and contributions that uplift the entire Hollings environment.
  • Employee Social: New Hire Edition
    • Designed to welcome newly hired employees (staff and administrators) into the MUSC community. This social gathering offers a relaxed and friendly environment where new colleagues can meet one another, build early connections, and begin forming the relationships that support collaboration and belonging. Attendees will have the opportunity to learn about different roles across departments, share experiences, and engage with peers who are also beginning their journey at MUSC. As part of our future program initiatives, this event reflects our commitment to fostering a welcoming, inclusive culture where every new team member feels supported, valued, and connected from the very start.
  • Focus Groups
    • Designed to gather in‑depth insights from employees on specific topics related to workforce development and organizational culture. Bring together a small group of participants to provide qualitative feedback that helps identify trends, uncover opportunities, and deepen understanding of the employee experience. The information gathered supports data‑informed decision‑making and contributes to the development of programs, strategies, and initiatives that strengthen engagement, performance, and organizational well‑being.

You Said

  • “We could use more women in leadership roles.”
  • “The culture of tolerance when an individual experiences discrimination must change.”
  • “More events that encourage team building exercises.”

We Did

2024
  • American Association for Cancer Research (AACR)
    • Began sponsoring the first group of Hollings faculty members (Assistant Professors), post-doctoral fellows, and graduate student trainees who are involved in cancer research to advance their career.
    • Recipients: Maria Turos-Cabal, Leonardo Ferreira, Ozge Saatci, and Silvia Guglietta.
  • Mentor Up Program
    • Launched the first cohort:
      • Senior Faculty to Junior Faculty - 5 pairs
      • Undergrad to Graduate - 19 pairs
  • MUSC Harassment Discrimination Reporting Form
    • Added link to OWD website.
2025
  • Evidence Academy
    • Brought together 53 researchers, practitioners, and community leaders to share actionable, evidence-based strategies that strengthen sustainable cancer workforce development across South Carolina.

You Said

  • “Help foster a climate and culture of inclusivity.” (CCSG)
  • “Inform cancer center members and leadership on best practices in promoting a culture of inclusivity.” (CCSG)
  • “Women and equitable opportunities for leadership positions and career advancement.”

We Did

2023
  • Established Hollings Office of Workforce Development and Organizational Culture Committee (meets monthly).
  • Hosted leadership training on best practices in reducing bias in the recruitment and hiring process provided by the MUSC Division of Organizational Engagement & Excellence (OEE).
2024
  • Hollings Grand Rounds
    • Keynote speaker and roundtable discussions centered around advancing a culture of belonging in recruitment and retention at Hollings.         
    • Keynote Speaker: Dr. Avery August
  • Leadership Role in New Hollings Developing Leaders Program
    • Serve on the Hollings Executive Leadership Council and serve for a minimum of 3 years to transition to independent leadership roles at Hollings (2 of 3 are women).
    • Recipients: Dr. Joni Nelson, Dr. Jen Wang, and Dr. David Long
  • External Professional Development Support for Hollings Faculty
    • Provide financial support for early/mid-career faculty to attend AAMC Early Career Faculty Development Seminar.
    • Recipient: Caitlin Allen
  • Recruitment and Career Support
    • Hollings Junior Faculty Health Impact Access Award
    • Recipient: Trisha Amboree