Academic Journal
3194 Workforce Engagement and Resilience (WE-R): A Framework for Innovating Clinical Research Careers
| العنوان: | 3194 Workforce Engagement and Resilience (WE-R): A Framework for Innovating Clinical Research Careers |
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| المؤلفون: | Freel, Stephanie A., Deeter, Christine, Hannah, Deborah, Stroo, Marissa, Brouwer, Rebecca, Snyder, Denise |
| المصدر: | Journal of Clinical and Translational Science ; volume 3, issue s1, page 77-78 ; ISSN 2059-8661 |
| بيانات النشر: | Cambridge University Press (CUP) |
| سنة النشر: | 2019 |
| الوصف: | OBJECTIVES/SPECIFIC AIMS: 1.Assess changes in clinical research workforce landscape at Duke 2.Optimize and evaluate efficacy of a tier advancement process for clinical research career progression at Duke 3.Implement CRP engagement as a change management mechanism for workforce innovation METHODS/STUDY POPULATION: We evaluated 857 clinical research positions at Duke to understand changes in the workforce (demographics, numbers in each position and tier) since implementing the tier advancement process in 2016. To understand the efficacy of the tier assessment process, data from a subset of this population (n=84) who underwent the advancement process was examined for success rate. Individual employees and their managers were surveyed to understand their perception of the advancement process and identify areas for improvement. We also describe implementation of multiple mechanisms of community engagement to manage expectations around the tier advancement process and to provide opportunities for employees to self-manage their career planning, including portfolio planning and leadership opportunities. RESULTS/ANTICIPATED RESULTS: Whereas the clinical research workforce has grown by 5.5% since tiering began (2016, n=810; 2018 n=857). Nearly 13% of that growth has been in managerial or senior positions (2016, n=111; 2018 n=127). Distributions across job classifications changed only slightly, representing realignment of positions with study-level responsibilities over department-level responsibilities. Notably, clinical research nurses (CRNC & CRNC Sr.) was the only category including tiered and non-tiered positions to drop overall numbers between 2016 (n = 136) and 2018 (n=115), representing a shift in the workforce from research nurses to research coordinators. General demographics (gender, age) remained largely the same. A total of 359 positions have been hired during this time frame, nearly half of which were entry-level positions (175/359): 47 of these positions represent expansion of the workforce. Of 359 new ... |
| نوع الوثيقة: | article in journal/newspaper |
| اللغة: | English |
| DOI: | 10.1017/cts.2019.183 |
| الاتاحة: | http://dx.doi.org/10.1017/cts.2019.183 https://www.cambridge.org/core/services/aop-cambridge-core/content/view/S2059866119001833 |
| Rights: | http://creativecommons.org/licenses/by-nc-nd/4.0/ |
| رقم الانضمام: | edsbas.49ACEAF7 |
| قاعدة البيانات: | BASE |
| DOI: | 10.1017/cts.2019.183 |
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