Issues for recruitment and retention of clinical research professionals at academic medical centers: Part 1 – collaborative conversations Un-Meeting findings

Abstract

Background: Identification of evidence-based factors related to status of the clinical research professional (CRP) workforce at academic medical centers (AMCs) will provide context for National Center for Advancing Translational Science (NCATS) policy considerations and guidance. The objective of this study is to explore barriers and opportunities related to the recruitment and retention of the CRP workforce. Materials and Methods: Qualitative data from a series of Un-Meeting breakout sessions and open-text survey questions were analyzed to explore barriers and recommendations for improving AMC CRP recruitment, retention and diversity. Results: While certain institutions have established competency-based frameworks for job descriptions, standardization remains generally lacking across CTSAs. AMCs report substantial increases in unfilled CRP positions leading to operational instability. Data confirmed an urgent need for closing gaps in CRP workforce at AMCs, especially for attracting, training, retaining, and diversifying qualified personnel. Improved collaboration with human resource departments, engagement with principal investigators, and overcoming both organizational and resource challenges were suggested strategies, as well as development of outreach to universities, community colleges, and high schools raising awareness of CRP career pathways. Discussion: Based on input from 130 CRP leaders at 35 CTSAs, four National Institute of General Medical Sciences’ Institutional Development Award (IDeA) program sites, along with industry and government representatives, we identified several barriers to successful recruitment and retention of a highly trained and diverse CRP workforce. Results, including securing institutional support, champions, standardizing and adopting proven national models, improving local institutional policies to facilitate CRP hiring and job progression point to potential solutions.

Now is the time to fix the clinical research workforce crisis

“…9 The shrinking pool of qualified CRPs has created a fierce ''war for talent,'' characterized by overt poaching of staff and culminating in unsustainable levels of turnover. [10][11][12] Among patient-facing CRPs, the turnover rate has risen to 35%-61%. 10 A National Cancer Institute site in Michigan reported a .…”

“…24 This situation contrasts starkly with related careers like nursing, where routes into the profession, training and career advancement pathways are explicit. 26 It also contrasts with the wide range of initiatives intended to grow and retain the PI workforce, 12 whose involvement accounts for less than 10% of the total hours invested in a typical trial. 27 In addition, while the biotech industry and clinical research organizations may be able to pay competitively, the same is not true of academic medical centers -the linchpin of clinical trial conduct -where salaries are dictated by complex funding mechanisms.…”

DEI co-mentoring circles for clinical research professionals: A pilot project and toolkit

“…Clinical research professionals (CRPs) regularly face significant barriers to successful enrollment of women, children, underrepresented minorities, LGBTQIAþ, and those with diverse abilities [14][15][16][17][18]. Educating the CRP workforce on DEI skills such as cultural awareness, unconscious bias, micro-aggressions, and sensitivity trainings can greatly assist the clinical research team as well as recruitment, care, and retention of clinical trial participants.…”

“…[8][9][10] The COVID-19 pandemic, compounded with the murder of George Floyd, unveiled global health inequity issues that fueled awareness, education, policies, and a new DEI perspective on clinical research. [11][12][13] Table 1 Clinical Research Professionals (CRPs) regularly face significant barriers to successful enrollment of: women, children, underrepresented minorities, LGBTQIA+, and those with https://doi.org/10.1017/cts.2022.517 Published online by Cambridge University Press diverse abilities [14][15][16][17][18] Educating the CRP workforce on DEI skills such as cultural awareness, unconscious bias, micro-aggressions, and sensitivity trainings can greatly assist the clinical research team as well as recruitment, care, and retention of clinical trial participants. For instance, CRPs who have been equipped to interact with diverse populations are able to create a sense of belonging and experience favorable interactions, exhibiting a notable level of respect, which will directly impact health equity.…”

Evolving partnership: A National Center for Global Health and Medicine Resilient Training Model for clinical research professionals during the COVID-19 pandemic

“…This shortage was reported at 15% before the COVID-19 pandemic but has almost doubled to 29% during the post-pandemic period. Such a shortage may alter the proper functioning of clinical research operations (6).…”