Despite significant advancements in antimalarial drugs and widespread efforts to prevent transmission over the past decade, deaths from malaria remain high, particularly in younger children. New drugs with novel modes of action are urgently needed to continue reducing mortality and address drug resistance in the malaria parasite, Plasmodium falciparum. While tens of thousands of compounds have been identified as potential candidates through massive screening efforts, scalable methods for identifying the most effective compounds are needed.
Enter firefly luciferase, a dynamic reporter tool to investigate drug action. By creating transgenic P. falciparum that express the luc reporter gene, the researchers could monitor drug action over time. When the parasite is killed, it stops making the luciferase reporter. Since there is no new production of luciferase, levels fall quickly after the parasite dies, and a luciferase assay can determine how fast each drug killed the parasite.
When the Spectrum Compact CE System launched in June 2020, all the instrument service engineers that are part of the Promega Global Service & Support (GSS) Team needed to be trained on using and fixing the instrument. This is a challenging endeavor in the best of times, but the COVID-19 pandemic made it even more difficult. Thanks to the work of some dedicated teams and individuals, Promega service engineers around the world were able to receive remote instrument training. But how do you teach someone to repair an instrument when you can’t be in the same room?
Today’s guest blog is written by Jayme Miller, a Human Resources Generalist at Promega, who has some tips for creating an IDP that will help you achieve your goals. Individual Development Plans (IDPs) are common career development tools used in industry, and there has been a push for PhD programs to incorporate career development tools such as IDPs. By creating an IDP, employees and students both have a formal way to communicate their career goals and help them stay on track.
There is one question I am frequently asked by candidates during the interview process—“Is employee development a focus at this organization?” Employees frequently tell me they are looking for employers and opportunities where they will have the ability to learn, grow and develop. While that all sounds great, it is important to have an upfront and transparent discussion about roles, responsibilities and expectations when it comes to employee development.
Many organizations indicate that they have an employee development “program” at their organization, but when they begin talking about their program, they describe their performance management process. Often, they will describe how employees are evaluated and provided feedback from their manager. Feedback is a key component for employee development, but it is up to the employee to use that feedback to create action items that will give them the opportunity to learn and grow.
Often employees believe that employee development is something provided by companies to employees, that it is something that employers make happen for employees. Good organizations will offer continuous learning opportunities and a feedback culture that allows employees to learn and grow. However, no employee development program will work for an employee who is not fully engaged in their own development and does not take ownership over the process. It is ultimately the employee’s responsibility to ensure they are actively taking the steps to develop within their role and within their organization.
Studying protein function in live cells is limited by the tools available to analyze the expression and interactions of those proteins. Although mass spectrometry and antibody-based protein detection are valuable technologies for protein analysis, both methods have drawbacks that limit the range of targets and contexts in which proteins can be investigated.
Mass spectrometry is often poor at detecting low-abundance proteins. Antibody-based techniques require high quality, specific antibodies, which can be difficult to impossible to acquire. Both methods require cell lysis, preventing real-time analysis and limiting the physiological relevance, and both methods can be limiting for higher-throughput analysis. While plasmid-based overexpression of tagged target proteins simplifies detection and can allow for real time analysis, protein levels don’t typically resemble endogenous levels. Overexpression also has the potential to create experimental artifacts or limit the dynamic range of an observed response.
While their findings showed that this method provides efficient and specific tagging of endogenous proteins, the research was limited to just five different proteins within a single signaling pathway in two cell lines. This left unanswered questions about whether this approach was scalable, had broader applications and how accurately the natural biology of the cells was represented.
A few weeks into Wisconsin’s Safer at Home order, I saw a tweet from Sarah McAnulty, PhD, the founder and Executive Director of Skype a Scientist, proclaiming that the organization was making a big change in response to the COVID-19 pandemic—they were allowing groups smaller than five people to sign up, meaning that families stuck at home during the pandemic could meet a scientist virtually in their living room.
Skype a Scientist provides an easy way to for people to meet a scientist and allows scientists to reach people from all over the world without having to leave the lab. Teachers (and now families) can choose the type of scientist that is a good fit, from computer scientists to marine biologists and everything in between. You can also request a scientist from a group that is underrepresented in STEM fields so that participants can see a scientist who looks like them or can relate to their experiences.
I learned about Skype a Scientist a few years ago after listening to an episode of the HelloPhD podcast. I remember wishing this program had existed when I was a high school science teacher, so I was ecstatic to learn it was now possible to participate and immediately filled out the online application for our family to be matched with a scientist. We received our match the next day and scheduled a call with our scientist the following week.
It’s the time of year in the northern US when you start to
the miss green grass, ample daylight and warm breezes that are still months
away. The promise of spring’s renewal and seedlings sprouting from the
snow-covered ground seems too far out to even indulge in a daydream of better
But then again, I’m not a farmer.
Now is the time of year when farmers are reflecting on last
year’s harvest, making decisions about changes that need to be made and
planning for the upcoming growing season. This work includes choosing what
plants and varieties will be planted, estimating how many of each are needed
and ordering the seeds. Crop rotation and cover crops are also part of the
If you’re a regular reader of this blog, you may know that Promega has a culinary garden that supplies some of the produce for our cafeterias on the Madison campus. During the growing season our Culinary Gardener, Logan Morrow, oversees the operations of Bluebird Farms with the help of his colleage Mike Daugherty.
When you think of sustainability, what comes to mind? Immediately, my brain imagines vast collections of plastic in the ocean and carbon emissions from millions of cars. I’m guessing that, like me, you didn’t think about optimizing the synthesis of chemical reactions to reduce toxicity or energy usage. Although we’re often focused on the more visible forms of waste, sustainability applies to an enormous range of human activities.
Promega is committed to integrating the principles of sustainability across all aspects of our business. One recent area of focus for our PBI branch is a shift toward Green Chemistry. PBI synthesizes reagents and small molecules used in Promega products. After deciding “it was the right thing to do for our customers and for the environment,” the leader of Promega’s Corporate Responsibility Program, Corey Meek, assembled a few individuals to start a conversation about implementing Green Chemistry principles.
“It was the right thing to do for our customers and for the environment.”
Synthetic biology—genetically engineering an organism to do or make something useful—is the central goal of the iGEM competition each year. After teams conquer the challenge of cloning their gene, the next hurdle is demonstrating that the engineered gene is expressing the desired protein (and possibly quantifying the level of expression), which they may do using a reporter gene.
Reporters can also play a more significant role in iGEM projects when teams design their organism with reporter genes to detect and signal the presence of specific molecules, like environmental toxins or biomarkers. Three of the iGEM teams Promega sponsored this year opted to incorporate some version of NanoLuc® Luciferase into their projects.
NanoLuc® luciferase is a small monomeric enzyme (19.1kDa, 171 amino acids) based on the luciferase from the deep sea shrimp Oplophorus gracilirostris. This engineered enzyme uses a novel substrate, furimazine, to produce high-intensity, glow-type luminescence in an ATP-independent reaction. Unlike other molecules for tagging and detecting proteins, NanoLuc® luciferase is less likely to interfere with enzyme activity and affect protein production due to its small size.
NanoLuc® Luciferase has also been engineered into a structural complementation reporter system, NanoBiT® Luciferase, that contains a Large subunit (LgBiT) and two small subunit options: low affinity SmBiT and high affinity HiBiT. Together, these NanoLuc® technologies provide a bioluminescent toolbox that was used by the iGEM teams to address a diverse set of biological challenges.
Here is an overview of each team’s project and how they
incorporated NanoLuc® technology.
After attending the iGEM Giant Jamboree last year and being completely blown away by the projects presented (check out this article or this one), I didn’t think I’d be as astonished this year. I attributed part of the awe I felt over the caliber and quality of the projects to my wide-eyed naiveté, having never attended the event before. The second time around, the “first-time” novelty long worn off, I didn’t expect to feel that same level of amazement.
I couldn’t have been more wrong.
After three days of impressive presentations, I once again felt that same astonishment as I prepared to watch the presentations of the 6 finalists. With good reason—the projects presented by the six finalists completely blew my mind!
Building a successful career in the biotechnology industry
is really just a series of transitions from one role to another. But the devil
is in the details—when to make a change, how to create opportunities and who
can be your champion as you pivot. So how do you navigate these factors to keep
your career goals on course?
I recently attended a symposium (presented by the University of Wisconsin Master of Science in Biotechnology Program, of which I’m an alum) that addressed this topic through the lens of one individual with a storied career in the industry. Bob Weiland currently serves on the Board of Directors for CymaBay Therapeutics. He has held various roles, from sales and marketing to operations and strategy, within large, established companies (Abbot, Baxter, Takeda) and smaller ones (Pacira Pharmacueticals). He drew on this wide-ranging experience to provide advice to professionals at all career stages.
Bob began the talk by declaring that there will be points in
your career when you reach a “hard spot” and will need to transition, whether
to a new role, company or even industry, to meet your career goals. He
suggested a good starting point is simply to be thinking about making a change.
But in the same breath he emphasized, “What are you doing about it?” He
identified four distinct actions that you can take to ensure role changes and
career transitions support your professional growth and development.