Knapke Jacqueline M, Jenkerson Michelle, Tsao Peg, Freel Stephanie, Fritter Jessica, Helm Shirley L, Jester Penelope, Kolb H Robert, Mendell Angela, Petty Megan, Jones Carolynn T
University of Cincinnati, Center for Clinical & Translational Science & Training, Cincinnati, Ohio, USA.
University of Cincinnati, Department of Family & Community Medicine, Cincinnati, Ohio, USA.
J Clin Transl Sci. 2022 Jun 3;6(1):e81. doi: 10.1017/cts.2022.412. eCollection 2022.
Defining key barriers to the development of a well-trained clinical research professional (CRP) workforce is an essential first step in identifying solutions for successful CRP onboarding, training, and competency development, which will enhance quality across the clinical and translational research enterprise. This study aimed to summarize barriers and best practices at academic medical centers related to effective CRP onboarding, training, professional development, identify challenges with the assessment of and mentoring for CRP competency growth, and describe opportunities to improve training and professionalization for the CRP career pathway.
MATERIALS/METHODS: Qualitative data from a series of Un-Meeting breakout sessions and open-text survey questions were analyzed to explore the complex issues involved when developing high-quality onboarding and continuing education opportunities for CRPs at academic medical centers.
Results suggest there are several barriers to training the CRP workforce, including balancing foundational onboarding with role-based training, managing logistical challenges and institutional contexts, identifying/enlisting institutional champions, assessing competency, and providing high-quality mentorship. Several of these themes are interrelated. Two universal threads present throughout all themes are the need for effective communication and the need to improve professionalization of the CRP career pathway.
Few institutions have solved all the issues related to training a competent and adaptable CRP workforce, although some have addressed one or more. We applied a socio-technical lens to illustrate our findings and the need for NCATS-funded academic medical centers to work collaboratively within and across institutions to overcome training barriers and support a vital, well-qualified workforce and present several exemplars from the field to help attain this goal.
确定训练有素的临床研究专业人员（CRP）队伍发展的关键障碍，是为CRP成功入职、培训和能力发展确定解决方案的重要第一步，这将提高临床和转化研究企业的质量。本研究旨在总结学术医学中心在CRP有效入职、培训、职业发展方面的障碍和最佳实践，确定CRP能力增长评估和指导方面的挑战，并描述改善CRP职业发展途径培训和专业化的机会。
材料/方法：分析了一系列非正式会议分组讨论和开放式调查问题的定性数据，以探讨为学术医学中心的CRP开发高质量入职培训和继续教育机会时涉及的复杂问题。
结果表明，培训CRP队伍存在若干障碍，包括平衡基础入职培训与基于角色的培训、应对后勤挑战和机构环境、确定/争取机构支持者、评估能力以及提供高质量指导。其中几个主题相互关联。所有主题中贯穿的两条共同主线是有效沟通的必要性和改善CRP职业发展途径专业化的必要性。
很少有机构解决了与培训一支有能力且适应性强的CRP队伍相关的所有问题，尽管有些机构已经解决了一个或多个问题。我们应用了社会技术视角来说明我们的研究结果，以及美国国立转化医学科学研究所资助的学术医学中心在机构内部和跨机构合作以克服培训障碍、支持一支重要的高素质队伍的必要性，并展示了该领域的几个范例以帮助实现这一目标。
