Biomedical Sciences Blog

BioSpace.com is pleased to present the Pfizer Entry-Level (BS/MS) Science Career Fair on Wednesday, February 27th at The Hyatt Regency McCormick Place in Chicago, Illinois from 11:00 a.m. to 5:30 p.m.

Source: BioSpace

The BioSpace Career Fair will be held in Genetown on Tuesday, February 19, 2008 at the Cambridge Center Marriott in Cambridge, MA.

Source: BioSpace

BioSpace and DeviceSpace are joining forces to present the Biotech Bay Career Fair on Monday, February 4, 2008 at the San Francisco Airport Marriott in Burlingame, CA. This event will feature exhibitors and candidates from the Biotech, Pharmaceutical, and Medical Device & Diagnostics industries.

BioSpace and DeviceSpace Career Fairs give job seekers the opportunity to meet face-to-face with the region's elite science industry employers while presenting the opportunity to interview for hundreds of specialized open positions.

BioSpace and DeviceSpace Career Fairs draw experienced, pre-screened candidates from all areas of biotechnology, pharmaceuticals, medical devices and diagnostics including drug discovery, research and development, quality control and assurance, regulatory affairs and compliance, engineering, clinical research, sales and marketing and more! We provide the industry's finest venue for face-to-face science industry recruiting.

Our seasoned team has produced and managed hundreds of professional science career events over the past 9 years, making us the leading and most respected biotech, pharmaceutical, medical device and diagnostics Career Fair Company in the United States. Exhibitors and candidates alike can be sure that the Biotech Bay Career Fair will be professionally managed, well attended and packed with top level life science talent!

Sources: BioSpace

Pfizer BS, MS and PhD Science Career Fair

BioSpace.com is pleased to present the Pfizer Life Science Career Fair on Tuesday, February 12th at The Sheraton Imperial Hotel in Durham, North Carolina from 11:00 a.m. to 5:30 p.m.

For this event, Pfizer is ONLY looking for candidates with experience in the functional areas listed below:

• Biologists - In Vitro or In Vivo experience (Associate/Sr. Associate Scientist)
• Chemists - specifically with skills in analytical chemistry, medicinal chemistry, natural product chemistry, synthethic organic chemistry, and analytical method development (Associate/Sr. Associate Scientist)
• Cheminformatics - Ph.D. or equivalent experience with 3-5 years of strong scientific accomplishment
• Computational Sciences - Computational Biologists and Computational Chemists -- PhD or equivalent experience with 3-5 years of strong scientific accomplishment required
  
• CVMED (Cardiovascular Metabolic Diseases) Lab Heads: Qualified candidates will be responsible for positioning targets for definitive human studies, managing a team of 4+ laboratory associate scientists, and leading collaborations with external scientists from both academic and business collaborations. PhD required with relevant experience. Opportunities available in Obesity, Muscle, Bone & GI therapeutic areas.

If you are interested in attending this event, please register to attend.

• To view job descriptions of the positions we are hiring for at this event, please click on the link below
  View Pfizer Scientific Positions
  
• If you are interested in other opportunities at Pfizer please apply to open positions by clicking the link below.
  VIEW OTHER OPPORTUNITIES
  

Join us at the Pfizer Science Career Fair and learn about the myriad of opportunities now available at Pfizer.

Sources: BioSpace

The process leading up to your first faculty job is almost guaranteed to be a nerve-racking ordeal. Many applicants don't know how to make a good first impression. It is common--and reasonable--to question whether you have the right set of skills and credentials for a particular faculty job.

Whether at a large research-intensive university on the West Coast or a small teaching college in New England, the recruitment process is much the same all across the country. Search committees receive scores of applications, which they whittle down by a variety of means to a half-dozen or so serious contenders. The lucky ones can expect a grueling 1- to 2-day campus visit that usually involves presenting a mock lecture and a research talk and a marathon series of one-on-one meetings with faculty members, staff, students, and administrators.

But there are many differences in what search committees at different types of institutions look for in an applicant and an application and in the qualities that make for a good fit. The faculty members we interviewed--from institutions large and small--revealed some substantial variations in how the recruitment process works and in which factors most affect applicants' chances of getting a tenure-track offer.

Amherst College

One of the nation's top-ranking liberal arts colleges, Massachusetts-based Amherst College has about 1600 students and 177 full-time instructional faculty. The biology department has 12 faculty members, four of whom were hired in the last decade. Despite the institution's focus on teaching, says Ethan Temeles, an associate professor in the biology department who has been on search committees for many years, teaching isn't the only factor in screening applicants--or even, necessarily, the main one. Teaching is a very high priority at Amherst, but like other top liberal arts colleges, Amherst's biology faculty maintain active research programs, their labs staffed mostly by advanced undergraduates. So applicants to Amherst need serious research credentials.

In particular, Temeles looks for evidence that applicants have a background that will allow them to set up and maintain a research program that's appropriate to the institution--and to keep the research going while managing a teaching load that's much heavier than most research institutions require. "We want to see evidence from our candidates that they are able to keep their research going while they simultaneously develop their teaching," Temeles says.

"In the past decade, our hires average 3 to 5 years' postdoc experience to allow them to reach a certain level of maturity," says Temeles. That maturity, he says, helps on the teaching side, too. "We feel that the postdoc experience helps a candidate with both teaching and research. The more experience a candidate has in research and teaching, the more successful they would be in their pursuits here."

This maturity, for Temeles, often is apparent during interviews. Those interviewing for a faculty position at Amherst should come prepared, not just with answers, but with questions related to both teaching and research. A bit of research on the interests of an individual professor in the department can assure better conversations with the faculty members who control your fate.

As for teaching expectations, Temeles says, he and his colleagues are looking for evidence of genuine interest in teaching. So they ask applicants to submit a general teaching philosophy and a synopsis of their teaching experience, whether it was instructing and organizing lab courses or course curriculum development. Amherst hiring committees like to see evidence that a faculty candidate can teach courses in areas that are not currently being covered by the department. He advises that people looking for a job at a small college need to market their teaching interests and experience in a way that complements what faculty members are already doing: "If you can do that plus teach in the area that's being advertised, then that's a big advantage."

Although it helps to present cover letters and statements of teaching and research that are well written, what is most important in the application package, Temeles says, is how they are conceived and laid out. "It helps to be a good writer, but at the same time, you don't have to be a Richard Dawkins. What is important is that you have a good idea of where you want to go and can lay that out clearly," says Temeles. "Applications like that can really jump out."

The biggest difference between a small college like Amherst and a major research university, Temeles says, is in the extent of the professional interactions among staff. "At a university, you could be a behavioral ecologist interviewing for the department of ecology and evolution where there may be 20 people doing the same thing, so having a conversation is relatively easy to do, but at a small college you may end up meeting people who work on molecular and cell biology, and you need to be able to talk to them about common teaching interests."

Swarthmore College

Michael Brown, an associate professor of physics at Swarthmore College, which is located just outside of Philadelphia, Pennsylvania, says that any new addition to their small faculty--the physics faculty has nine members--has to buy into Swarthmore's style of teaching and show a real commitment to educating undergraduates. "Candidates must be cognizant of what this job really entails," says Brown. "If we see they are pushing their research side too much and if there is no teaching experience, then this is a red flag."

During the interview, candidates are required to give a seminar that draws students in. "We like to see them engage the students in some dialogue," says Brown. "Our classes are small, with only about eight students, so we look for someone who can be quick on their feet and can answer questions."

Looking back over the 12 years he has been involved in hiring at the college, Brown says that he has often been surprised by the candidates when they meet in person. Reading through their CVs, teaching and research statements, and letters of recommendation, he says, offers a very limited view. Some applicants who rise to the top of the pile because their dossier looks strong can sink back down again in face-to-face interviews, and vice versa. "In an hour of private discussions, a lot can come out--personality, enthusiasm, and passion for science--or not," says Brown. "While the tangibles are on paper, all the intangibles come across in the interview"--and those intangibles can have a big impact on Swarthmore's hiring decisions.

Most of Swarthmore's recent physics hires have been temporary. Swarthmore's tenured faculty members are granted a sabbatical leave every 4 years, so each year the department has two or three temporary positions to fill. These opportunities, Brown says, offer great training for young graduates who want to find long-term employment at a teaching college. "While these positions are not permanent, they provide very good experience that will bring you forward to a permanent position somewhere else," he adds.

Whether they are filling temporary or permanent positions, Brown and his colleagues look for much the same thing: 2 to 3 years of postdoc experience during which the candidate clearly demonstrated a commitment to research and a passion for teaching and interacting with students. Although letters of recommendations carry weight, Brown doesn't care whether you worked for someone famous or at an elite institution. "We don't look for pedigree except for if somebody is a candidate that comes from a similar college as ours; that's when we know without question they know what we are about."

University of California, Berkeley

"It's not about being a good salesman; it's about being an intelligent, mature scientist," says Marc Hellerstein, a professor in the department of nutritional science and toxicology at the University of California, Berkeley. Hellerstein, who has helped hire 15 professors over the last 13 years, says that although a slick cover letter and well-written work statements are impressive, the outcome of a job search is likely to depend on a handful of other key factors: the originality of a candidate's research, evidence of persistence and sustained effort, funding potential, and references from well-known scientists in the field. "The main thing I want to see is quality and productivity," says Hellerstein. "We not only have to judge what they've done, but what they will do--and that's the hard part."

Evaluating a candidate's potential for continuous, sustained research productivity is not easy for hiring committees, he says, but he tends to rely on two indicators: a proven track record in getting financial support, and a background that demonstrates collaborative potential within the department. "We look for something that broadens the capability of the existing faculty and can fill a niche."

Although funding is important, Hellerstein says, it isn't necessary to have a high-profile award--any competitive new investigator grant from a government agency or nonprofit foundation support would suffice--but fellowships are not as effective in making your case. The point is for the candidate to prove to the committee members that he or she can successfully put together a grant proposal that can stand up to scrutiny and win funding. "Having achieved getting funding is important because you can demonstrate that you can do it."

Hellerstein says that the decision usually comes down to the in-person interviews. Being able to explain the logic behind your body of work and to clearly state long-term research goals is the way to get high marks when doing sit-down meetings with individual faculty members. Also important, according Hellerstein, is making research connections with faculty members and offering opportunities for possible collaborations. "If you can engage somebody with your work and say, 'We can work on that together,' then you're in good shape," he adds.

Columbia University

As chair of the psychology department at Columbia University in New York City, Geraldine Downey has been involved in hiring junior-level faculty every year for the last 5 years, and she expects that streak to continue. The key to getting hired in her department, she says, is publication in top journals. Downey and her search committee usually make their first cuts from the 200+ applications they receive for every opening on this factor alone. "We want to know that this individual can take the paper right through the publication process and get it into a top journal before we really look at them as a viable candidate," she says.

Once the pool of applicants has been narrowed to 20 or so, Downey looks for succinct cover letters with a logical flow of thought showing a strong, logical line of research that complements her department's existing specialties. "I'm looking for somebody who follows their first idea with a second, related idea," she says. "And I expect this to come across very well in a cover letter, just in a couple of sentences."

For the handful who make it to the interview stage, doing homework can make the difference between an offer and a trip home. Instead of obsessing over how many hours you will be asked to teach each year, ask about the department and how well it is supported by the administration. Discuss the work done by other scientists within--and outside--the department. Demonstrate an interest in the world around you.

An applicant is expected to be an asset to the department, says Downey, so she or he should be interested in the future of the department at a broad level: "What we're looking for is someone who sees the forest from the trees."

Source: Science Careers by Andrew Fazekas

Jan. 24, 2008 -- Washington University in St. Louis and the pharmaceutical company Pfizer Inc. will collaborate more closely under a new biomedical research agreement that has the potential to move discoveries from the laboratory bench to patients' bedsides more quickly.

The $25 million, five-year agreement represents a new model of partnership between academia and industry by bringing together University and Pfizer scientists to jointly propose, design and carry out research projects as well as to develop talented biomedical researchers through a fellowship program.

The collaboration will focus on the broad arena of immuno-inflammatory disorders, a particular area of interest for Pfizer and one in which Washington University School of Medicine has internationally renowned scientific expertise. Immuno-inflammatory disorders include arthritis and related diseases of bone and cartilage, atherosclerosis, asthma and chronic obstructive pulmonary disease. In addition, immuno-inflammatory processes can underlie pain, diabetes, obesity, cancer, central nervous system and gastrointestinal disorders, and eye problems.

"This innovative model of partnership intimately links the scientific talent of Washington University with the extraordinary expertise of a pharmaceutical company like Pfizer," says Washington University Chancellor Mark Wrighton. "We believe it will serve as a new paradigm for other academic-industry collaborations, and we look forward to the vibrant discoveries and medical advances that the agreement encourages."

Pfizer, with corporate headquarters in New York City, has many research laboratories, including those in suburban St. Louis. "I'm delighted that we continue to innovate and find more effective models to interact with universities and research partners," says Karen Seibert, Ph.D., head of inflammation research for Pfizer. "This agreement will strengthen an already strong partnership between Pfizer scientists and the talented research community at Washington University - a partnership committed to advancing science to meet the needs of patients."

The Washington University-Pfizer relationship has its roots in a research agreement the University signed in 1982 with St. Louis-based Monsanto - a legacy company of Pfizer. The new agreement differs from previous paradigms in which pharmaceutical companies have provided funding to academic institutions for research projects primarily conceived and conducted by university researchers. The new model stresses equality in intellectual input, commitment and execution by both parties, as well as a mechanism to develop future research talent in immuno-inflammatory diseases, which is so central to many disease processes.

Under the new agreement, research on immuno-inflammatory disorders will occur in laboratories at Washington University and at Pfizer. While the company's Chesterfield, Mo., location is likely to be one site of the work, individual projects will leverage the skills and experience of Pfizer's research scientists worldwide.

"This is a great opportunity for both partners," says Jeffrey Gordon, M.D., director of the University's Center for Genome Sciences, who worked closely with Pfizer on the new agreement. "It leverages the complementary strengths and interests of the two institutions, boosts basic and clinical research in the St. Louis region, and represents an innovative new framework under which academic and industry researchers can collaborate in a way that is mutually advantageous to the University and the company, and beneficial to society."

By partnering more closely from a project's conception to its completion, both Washington University and Pfizer are hoping to more efficiently capture research innovations that can be readily applied to clinical care. Such success is dependent not only on the quality of the science but on the collaborative relationship between academic researchers and those in industry, Gordon says.

Washington University School of Medicine's 2,100 employed and volunteer faculty physicians also are the medical staff of Barnes-Jewish and St. Louis Children's hospitals. The School of Medicine is one of the leading medical research, teaching and patient care institutions in the nation, currently ranked fourth in the nation by U.S. News & World Report. Through its affiliations with Barnes-Jewish and St. Louis Children's hospitals, the School of Medicine is linked to BJC HealthCare.

Source: mednews.wustl.edu

CAMBRIDGE, Mass. (January 17, 2008) – Whitehead Institute for Biomedical Research has unveiled an innovative plan that significantly improves salary and benefits for its postdoctoral scientists–a crucial step in addressing the needs of these promising young researchers.

"Our scientific achievements would not have been possible without our dedicated and talented postdocs. The updated Whitehead postdoc benefits package will support the postdoc endeavor and maintain this vital human resource," says Whitehead Institute Director David Page.

“Over the years, the postdoctoral position has evolved to become integral to a research career in biology, and it serves as a time when young scientists hone their skills to develop an independent research program,” said Whitehead Institute Director David C. Page.

“The duration of postdoc training, which is typically designed for three to five years, strongly affects the career trajectory and personal lives of postdocs compared to prior generations of scientists,” Page noted. “ Scientists are now starting their careers at an older age, which puts pressure on family responsibilities and retirement planning. Furthermore, we and others find that the salary and benefits packages provided to postdocs have not changed to reflect this reality.”

Working with its Postdoctoral Association, the Institute now has put together a plan that includes a first-year salary of $47,000, with an annual adjustment that accounts for the rise in cost of living. The plan also provides basic dental and health benefits as well as group term life insurance.

Additionally, Whitehead is launching an innovative solution to provide all of its postdocs, including those funded by external fellowships, with comparable retirement benefits. The retirement benefit to be paid will be calculated as 8% of salary. Because these retirement contributions will be provided at an early point in their careers, the power of compounded interest will magnify the bottom line for postdocs.

“Our scientific achievements would not have been possible without our dedicated and talented postdocs,” said Page. “The updated Whitehead postdoc benefits package will support the postdoc endeavor and maintain this vital human resource. As a backbone of the scientific community, discoveries made by postdocs are, and will continue to be, an important resource for our nation and the world.”

Source: MIT

When it comes to meeting Food and Drug Administration (FDA) requirements for their products, pharmaceutical, biologics, and medical device manufacturers are often challenged to maintain in-house staff with sufficient expertise in regulatory affairs. One reason for this difficulty has been the relative dearth of academic programs devoted to training individuals in regulatory affairs and the need to develop these experts through on-the-job training. There are relatively few academic programs focused on educating individuals about the regulatory requirements for medical products. One such offering is the Master of Science in Regulatory Affairs degree program developed by the Center for Bio/Pharmaceutical and Biodevice Development (CBBD) at San Diego State University (SDSU).

Background

At the time that SDSU was contemplating the design of an M.S. degree program in regulatory affairs, only two such programs were available in the United States. Both of the universities offering these degrees were located on the East Coast, in the heart of the pharmaceutical industry, and both programs originated within existing departments of pharmacy. Such industry influences and departmental connections explained why the M.S. program in quality assurance and regulatory affairs at Temple University (Philadelphia, Pennsylvania) and the M.S. program in drug regulatory affairs at Long Island University (Brooklyn, New York) focused primarily on pharmaceuticals.

The influence of local industry also played a role in shaping SDSU's degree program, but with quite different results. SDSU is located in a county that is home to more than 350 companies involved in health care product R&D. In contrast to the overwhelming concentration of pharmaceutical companies found on the East Coast, San Diego County's health care product companies are more or less evenly distributed among all aspects of the health care spectrum, including pharmaceuticals, biologics/biotechnology, and medical device companies.

Many of the health care product companies in San Diego began life as small start-up ventures. Although such firms typically concentrated their early efforts on technology development and proof-of-concept testing, they recognized the need for regulatory affairs expertise. Hence, many of the region's companies were still in their early stages of development when they began to develop or hire staff with relevant training in regulatory affairs. It was within this milieu that the CBBD designed the curriculum for its M.S. degree program in regulatory affairs.

Curriculum and Faculty Development

To determine the shape of the program, CBBD staff conducted surveys among many of the health care product companies in the region. The results of the survey not only confirmed that there was a need for such a regulatory affairs program, but also helped to determine the thrusts that the program should take. To assist in developing the curriculum, SDSU hired two individuals with extensive experience in the health care R&D industry. They designed a curriculum to provide education in the laws and regulations that pertain to health care product manufacturers, and to consider the effects of such laws and regulations on areas of R&D with significant regulatory exposure.

One of the first steps taken by the program's director was to organize an advisory committee consisting of senior regulatory affairs professionals working at local pharmaceutical, biologics, and medical device companies. This advisory committee helped flesh out the content of each course and develop a syllabus for each one. Armed with these syllabi, the director recruited regulatory professionals to teach these courses, as well as to participate as guest lecturers. The advisory committee continues to advise the director on developing new courses and selecting potential candidates to teach these courses. The degree program was approved by the university at the end of March 1999, and the first courses for the program were launched in the fall of 1999.

The Program

SDSU's regulatory affairs program is a 40-unit degree curriculum that takes 21 to 24 months to complete. One of the required courses is an introduction to the pharmaceutical, biotechnology, and medical device industries, which provides an overview of the R&D process for each of these sectors. The program also requires students to take courses on food and drug law, good manufacturing practices, and investigational and marketing applications. Once students have completed the requisite coursework, they are required to complete a thesis or project report.

The elective courses in the curriculum are designed to expose students to further details about the regulatory impact on the R&D effort. These electives include courses on medical device regulations, clinical trials, quality control, validation, and postapproval activities. In addition, three business courses on organizational behavior, operations management, and communication strategies are included in the curriculum to highlight the importance of working and communicating effectively in a team-based atmosphere. A full listing of available courses may be found at the center's Web site.

Individual Courses and Distance Learning

For individuals interested in expanding their knowledge of regulatory affairs, but unable to commit the time and resources necessary to pursue a master's degree, SDSU also offers a certificate in regulatory affairs. CBBD offers courses from the regulatory affairs program through the SDSU College of Extended Studies, and individuals can enroll in these individual courses to expand their expertise and gain university credit.

CBBD has explored the possibility of making this program and its courses available throughout the California State University (CSU) system. After evaluating a number of options, CBBD decided to transform the local lecture courses to Internet-based online distance-learning presentations. Currently, all of the regulatory affairs courses are available online, and students from throughout the U.S. and Canada have successfully completed this online coursework.

Students and Graduates

The program was launched with 14 students but currently has more than 45 students enrolled. Most of the students enter the program as working professionals: approximately two-thirds come from the pharmaceutical, biologics, and medical device industries, while the remaining third are employed in contract research organizations and other scientific organizations. To date, 19 students have completed their M.S. degrees in regulatory affairs, including one student who came to the program from South Korea.

Conclusion

SDSU's program provides courses that teach not only the basics of regulatory requirements but also how FDA interprets and enforces its regulations. With the scope of the courses as well as the ability to extend the presentation of these courses online, our program offers individuals an opportunity to gain additional education in the regulatory aspects of health care research and development, regardless of their geographic location.

By Larry Gundersen, Ph.D., RAC, is director of regulatory affairs programs at San Diego State University in San Diego, California. He can be reached vialgunders@sciences.sdsu.edu.

Source: www.sciencemag.org

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ADV CARBOHYD CHEM BI	3.5
BMC MOL BIOL	3.5
BIOL REPROD	3.498
AM J PREV MED	3.497
J STRUCT BIOL	3.496
OBES RES	3.491
ELECTROCHEM COMMUN	3.484
BIOCHEM CELL BIOL	3.483
CELL TRANSPLANT	3.482
ADV VIRUS RES	3.48
GEOLOGY	3.477
J NEUROSCI RES	3.476
J DENT RES	3.475
CNS DRUG REV	3.474
REV MINERAL GEOCHEM	3.472
ECOL APPL	3.47
PROTEIN SCI	3.462
BIOL BLOOD MARROW TR	3.458
J SLEEP RES	3.458
J NEUROTRAUM	3.453
SURV OPHTHALMOL	3.451
CHEMPHYSCHEM	3.449
J CLIN MICROBIOL	3.445
OCEANOGR MAR BIOL	3.444
J MEMBRANE SCI	3.442
DIVERS DISTRIB	3.441
SEMIN ARTHRITIS RHEU	3.44
VALUE HEALTH	3.433
GENET MED	3.427
MAGN RESON MED	3.427
NEUROSCIENCE	3.427
CELL RES	3.426
TUBERCULOSIS	3.425
J CHEM INF MODEL	3.423
APOPTOSIS	3.421
J CLIMATE	3.419
ORG ELECTRON	3.418
CURR PROB CARDIOLOGY	3.417
FUNCT ECOL	3.417
P NUTR SOC	3.411
J CELL BIOCHEM	3.409
EXP HEMATOL	3.408
J POLYM SCI POL CHEM	3.405
CRIT REV PLANT SCI	3.4
DEV COMP IMMUNOL	3.399
INVEST RADIOL	3.398
NEUROMOL MED	3.396
SEX TRANSM INFECT	3.395
J ANIM ECOL	3.39
OIKOS	3.381
AM J BIOETHICS	3.379
PLANT BIOTECHNOL J	3.378
FEBS LETT	3.372
CLIN ENDOCRINOL	3.358
CLIM DYNAM	3.344
CRIT REV EUKAR GENE	3.342
ECOGRAPHY	3.34
NEUROGASTROENT MOTIL	3.338
INT J PARASITOL	3.337
BRIT J DERMATOL	3.334
EUR J PAIN	3.333
OECOLOGIA	3.333
J AM GERIATR SOC	3.331
ANN SURG ONCOL	3.329
OBSTET GYNECOL SURV	3.329
PHYS REV C	3.327
BIOCHEM SOC SYMP	3.324
PLANT CELL PHYSIOL	3.324
MOVEMENT DISORD	3.323
REV NEUROSCI	3.32
SHOCK	3.318
GLOBAL ECOL BIOGEOGR	3.314
BBA-PROTEINS PROTEOM	3.311
J VASC SURG	3.311
J AM SOC MASS SPECTR	3.307
J BIOL INORG CHEM	3.303
BBA-MOL BASIS DIS	3.298
CYTOM PART A	3.293
EVOL DEV	3.293
J VIRAL HEPATITIS	3.29
VLDB J	3.289
ALIMENT PHARM THERAP	3.287
LIMNOL OCEANOGR	3.287
TRANSFUSION	3.278
CANCER LETT	3.277
FERTIL STERIL	3.277
Q REV BIOPHYS	3.269
J HUM EVOL	3.267
J CARDIOVASC ELECTR	3.265
CLIN SCI	3.263
PROTIST	3.262
MED IMAGE ANAL	3.256
J PSYCHOPHARMACOL	3.255
CLIN MICROBIOL INFEC	3.254
EUR PHYS J C	3.251
MOL MEMBR BIOL	3.25
CURR TOP DEV BIOL	3.246
J PETROL	3.246
EUR J HEART FAIL	3.242
BIOCHIMIE	3.237
CURR ORG CHEM	3.232
HISTOCHEM CELL BIOL	3.22
HISTOPATHOLOGY	3.216
PEDIATR INFECT DIS J	3.215
CELL CYCLE	3.214
DRUG ALCOHOL DEPEN	3.213
INT J IMMUNOPATH PH	3.213
ARCH OPHTHALMOL-CHIC	3.206
REPROD BIOMED ONLINE	3.206
ECOL SOC	3.204
STRESS	3.2
ANALYST	3.198
EUR J PHARM BIOPHARM	3.185
PIGM CELL RES	3.18
IMMUNOL ALLERGY CLIN	3.178
J APPL PHYSIOL	3.178
HYPERTENS RES	3.177
EUR UROL SUPPL	3.174
EXPERT OPIN INV DRUG	3.174
MENOPAUSE	3.17
DEV DYNAM	3.169
J CHEM PHYS	3.166
J BIOENERG BIOMEMBR	3.164
MACROMOL RAPID COMM	3.164
MINI-REV MED CHEM	3.163
CHEM RES TOXICOL	3.162
NEUROCHEM INT	3.159
PSYCHOPHYSIOLOGY	3.159
VACCINE	3.159
FEMS MICROBIOL ECOL	3.157
NEPHROL DIAL TRANSPL	3.154
J COMB CHEM	3.153
VET RES	3.152
ICARUS	3.151
EUR J ENDOCRINOL	3.145
ATOM DATA NUCL DATA	3.143
TECTONICS	3.143
CLIN GENET	3.14
MICROBIOL-SGM	3.139
J AFFECT DISORDERS	3.138
MICROBES INFECT	3.127
NEUROPSYCHOLOGY	3.123
FUNGAL GENET BIOL	3.121
ANN EMERG MED	3.12
J PAIN	3.12
BBA-MOL CELL BIOL L	3.117
AM J HYPERTENS	3.116
CRIT CARE	3.116
BEST PRACT RES CL HA	3.111
J GEN VIROL	3.11
PHYS REV B	3.107
CELL STRESS CHAPERON	3.097
SPECTROCHIM ACTA B	3.092
CELL MOTIL CYTOSKEL	3.089
J PHYS CHEM REF DATA	3.083
ANNU REV ENV RESOUR	3.08
INT CLIN PSYCHOPHARM	3.08
J ENDODONT	3.077
STEM CELLS DEV	3.076
HAEMOPHILIA	3.073
J ENDOCRINOL	3.072
DNA RES	3.066
REMOTE SENS ENVIRON	3.064
SEMIN ONCOL	3.064
CURR MED RES OPIN	3.062
BEHAV ECOL	3.061
ARCH SURG-CHICAGO	3.058
J ALZHEIMERS DIS	3.058
J CLIN PHARMACOL	3.058
CHROMOSOME RES	3.057
J PHYS CHEM A	3.047
PHYS REV A	3.047
CURR OPIN GASTROEN	3.045
BMC IMMUNOL	3.043
EUR ARCH PSY CLIN N	3.042
EUR J CELL BIOL	3.039
NANOTECHNOLOGY	3.037
AGE	3.034
FEBS J	3.033
THER DRUG MONIT	3.032
ANN PHYS-NEW YORK	3.019
PALEOCEANOGRAPHY	3.018
J PALEOLIMNOL	3.016
AM J CARDIOL	3.015
SEMIN NEPHROL	3.014
BIOSTATISTICS	3.012
DALTON T	3.012
METAB ENG	3.012
ADV PHYS ORG CHEM	3
CURR ORG SYNTH	3
EXERC SPORT SCI REV	3
PLASMAS POLYM	3
PROTEIN ENG DES SEL	3
SEMIN REPROD MED	3
EXPERT REV PROTEOMIC	2.991
J MOL ENDOCRINOL	2.988
J NEUROL	2.984
CELL ONCOL	2.979
SURGERY	2.977
J PHYSIOL PHARMACOL	2.974
J EVOLUTION BIOL	2.97
AM J BOT	2.969
ARCH BIOCHEM BIOPHYS	2.969
PLACENTA	2.969
J MOL NEUROSCI	2.965
AQUAT TOXICOL	2.964
J GEN INTERN MED	2.964
MOL PLANT PATHOL	2.963
PLANTA	2.963
BIOCHEM SOC T	2.962
MOL IMAGING BIOL	2.961
J HUM HYPERTENS	2.96
REPRODUCTION	2.958
STUD MYCOL	2.957
ECOSYSTEMS	2.955
ELECTROCHIM ACTA	2.955
J AEROSOL SCI	2.952
PRECAMBRIAN RES	2.949
ANAL BIOCHEM	2.948
J MASS SPECTROM	2.945
J NUTR BIOCHEM	2.945
EXERC IMMUNOL REV	2.941
J RHEUMATOL	2.94
AM J CLIN PATHOL	2.939
J NEURAL TRANSM	2.938
NUTR REV	2.937
ALCOHOL CLIN EXP RES	2.933
J ENDOTOXIN RES	2.933
EXP GERONTOL	2.93
SLEEP MED	2.926
INT J DEV NEUROSCI	2.924
CANCER CAUSE CONTROL	2.92
BIOFOULING	2.919
MOL CELL ENDOCRINOL	2.918
J ACM	2.917
MED SCI SPORT EXER	2.909
BEHAV NEUROSCI	2.907
AEROSOL SCI TECH	2.905
PERSPECT PLANT ECOL	2.905
AGR FOREST METEOROL	2.903
SEMIN DIALYSIS	2.902
J MOL DIAGN	2.901
OCEAN MODEL	2.897
BMC MICROBIOL	2.896
AM J GERIAT PSYCHIAT	2.894
ANAL CHIM ACTA	2.894
CLIN THER	2.893
STRUCT BOND	2.893
PHYS CHEM CHEM PHYS	2.892
CRIT REV BIOTECHNOL	2.889
J MED INTERNET RES	2.888
J NEUROIMMUNOL	2.88
AM J NEPHROL	2.879
ANTIVIR RES	2.878
J BIOGEOGR	2.878
ORG BIOMOL CHEM	2.874
PHYS MED BIOL	2.873
HEREDITY	2.872
PROG BRAIN RES	2.872
J BIOMED OPT	2.87
SYNAPSE	2.87
Q J EXP PSYCHOL-B	2.868
RESTOR NEUROL NEUROS	2.862
DEV NEUROPSYCHOL	2.861
J GERONTOL A-BIOL	2.861
TRENDS FOOD SCI TECH	2.861
BRAIN COGNITION	2.858
BIOCHEM BIOPH RES CO	2.855
BIOL CONSERV	2.854
IMMUNOGENETICS	2.852
ARCH DERMATOL	2.851
PEDIATR ALLERGY IMMU	2.849
PHARMACOPSYCHIATRY	2.849
STEROIDS	2.849
PHARM RES	2.848
EUR J CLIN INVEST	2.847
ENDOCRIN METAB CLIN	2.845
EXP BIOL MED	2.845
IEEE J SEL TOP QUANT	2.842
NUCL FUSION	2.839
SYNLETT	2.838
J CRYPTOL	2.833
J HEART LUNG TRANSPL	2.83
HEART FAIL REV	2.828
J MEM LANG	2.827
J STEROID BIOCHEM	2.825
J LIGHTWAVE TECHNOL	2.824
GEOL SOC AM BULL	2.82
PLASMA PHYS CONTR F	2.82
CANCER BIOL THER	2.818
TETRAHEDRON	2.817
J AM COLL SURGEONS	2.813
HUM PATHOL	2.81
TALANTA	2.81
OLIGONUCLEOTIDES	2.808
AM J OBSTET GYNECOL	2.805
J EPIDEMIOL COMMUN H	2.805
THROMB HAEMOSTASIS	2.803
J GEOPHYS RES	2.8
PERIODONTOL 2000	2.8
CURR OPIN CARDIOL	2.797
TOB CONTROL	2.797
MICROPOR MESOPOR MAT	2.796
TRANSFUS MED REV	2.791
NEUROPEPTIDES	2.789
J ORTHOP RES	2.784
TOXICOL LETT	2.784
VIRUS RES	2.783
J MED VIROL	2.779
N-S ARCH PHARMACOL	2.779
EXP EYE RES	2.776