Tackling standardization in clinical research workforce hiring using competency-based job classifications

被引：3

作者：

Deeter, Christine ^{[1
,2
,3
]}

Hannah, Deborah ^{[1
,2
,3
]}

Stroo, Marissa ^{[1
,2
,3
]}

Brouwer, Rebecca ^{[4
]}

Gaudaur, Heather ^{[5
]}

Freel, Stephanie A. ^{[1
,2
,3
]}

Snyder, Denise C. ^{[1
,2
,3
]}

机构：

[1] Duke Univ, Duke Off Clin Res, Durham, NC 27706 USA

[2] Duke Univ, Sch Med, Durham, NC 27708 USA

[3] Duke Univ, Clin & Translat Sci Inst, Durham, NC 27708 USA

[4] Duke Univ, Duke Off Res Initiat, Durham, NC USA

[5] Duke Univ, Duke Human Resources, Durham, NC USA

来源：

JOURNAL OF CLINICAL AND TRANSLATIONAL SCIENCE | 2023年 / 7卷 / 01期

基金：

美国国家卫生研究院;

关键词：

Clinical research; hiring; competencies; workforce development; career pathways;

D O I：

10.1017/cts.2023.672

中图分类号：

R-3 [医学研究方法]; R3 [基础医学];

学科分类号：

1001 ;

摘要：

In 2016, Duke reconfigured its clinical research job descriptions and workforce to be competency-based, modeled around the Joint Taskforce for Clinical Trial Competency framework. To ensure consistency in job classification amongst new hires in the clinical research workforce, Duke subsequently implemented a Title Picker tool. The tool compares the research unit's description of job responsibility needs against those standardized job descriptions used to map incumbents in 2016. Duke worked with human resources and evaluated the impact on their process as well as on the broader community of staff who hire clinical research professionals. Implementation of the tool has enabled Duke to create consistent job classifications for its workforce and better understand who composes the clinical research professional workforce. This tool has provided valuable workforce metrics, such as attrition, hiring, etc., and strengthened our collaboration with Human Resources.

引用

页数：6

共 16 条

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