2485 Advancing research professionals through competency assessments

OBJECTIVES/SPECIFIC AIMS: Describe the framework for tier advancement of research professionals. Describe the various forms of assessments of competencies. How competencies are used to provide transparency into professional development opportunities. Discuss the results of the first tier advancement opportunity for research staff. METHODS/STUDY POPULATION: These processes were developed at Duke, an academic medical center with over 2000 active clinical research protocols and 300 new clinical trials per year. Roughly 500 employees are categorized into tiered classifications, allowing them opportunities for advancement through competency testing. Approximately 10% opted for tier testing, and their results will be shared. RESULTS/ANTICIPATED RESULTS: Competency assessments were developed for all 42 of Duke’s research professional competencies, some using 2 modalities of testing. Almost 12% of the research professionals classified in tiered positions opted to attempt the tier advancement process. Of those, 37 completed, and the vast majority reached their desired tier. Results by competency will be provided. DISCUSSION/SIGNIFICANCE OF IMPACT: The use of objectively assessed competencies is an important step in the development of a workforce. By (1) maintaining alignment with industry standards for competencies, (2) holding staff to a high bar, and (3) offering a consistent approach to career growth, Duke is working to develop and maintain a workforce that supports high quality research.

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Impact of implementing a competency-based job framework for clinical research professionals on employee turnover

Journal of Clinical and Translational Science ◽

10.1017/cts.2020.22 ◽

2020 ◽

Vol 4 (4) ◽

pp. 331-335

Author(s):

Marissa Stroo ◽

Kirubel Asfaw ◽

Christine Deeter ◽

Stephanie A. Freel ◽

Rebecca J. N. Brouwer ◽

...

Keyword(s):

Clinical Research ◽

Employee Turnover ◽

Large Scale ◽

Turnover Rate ◽

Medical Center ◽

Academic Medical Center ◽

Medical Setting ◽

Academic Medical ◽

Competency Based ◽

Research Professionals

AbstractIntroduction:A new competency-based job framework was implemented for clinical research professionals at a large, clinical research-intensive academic medical center. This study evaluates the rates of turnover before and after implementation of the new framework. Turnover in this workforce (as with most) is costly; it contributes to wasted dollars and lost productivity since these are highly specialized positions requiring extensive training, regardless of experience in the field.Methods:Trends in employee turnover for 3 years prior to and after the implementation of competency-based job framework for clinical research positions were studied using human resources data. Employee demographics, turnover rates, and comparisons to national statistics are summarized.Results:Employee turnover within the clinical research professional jobs has decreased from 23% to 16%, a 45% reduction, since the implementation of competency-based job framework.Conclusion:The new jobs and career ladders, both of which are centered on a competency-based framework, have decreased the overall turnover rate in this employee population. Since little is known about the rates of turnover in clinical research, especially in the academic medical setting, the results of this analysis can provide important insights to other academic medical centers on both employee turnover rate in general and the potential impact of implementing large-scale competency-based job changes.

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Publication of Pharmacy Residency Research: A 12-Year Cohort From an Academic Medical Center

Journal of Pharmacy Practice ◽

10.1177/08971900211021269 ◽

2021 ◽

pp. 089719002110212

Author(s):

Joshua T. Swan ◽

Elsie Rizk ◽

Namhee Kwak ◽

Jessica Guastadisegni ◽

Nathaniel Thompson-Moore ◽

...

Keyword(s):

Statistical Analysis ◽

Research Training ◽

Medical Center ◽

Academic Medical Center ◽

Institutional Review Board ◽

Research Projects ◽

High Quality Research ◽

Residency Programs ◽

Institutional Review ◽

Academic Medical

Background: Pharmacy residency programs provide research training experiences to residents, and publication is considered an indicator of high-quality research experiences. Objective: This study described attributes of pharmacy residents, residency programs, and residency major research projects and their associations with the outcome of publication in a peer-reviewed journal. Methods: Pharmacy residents who graduated from one academic medical center between 2001 and 2012 were invited to participate via an electronic survey distributed in February 2014. The survey collected attributes of the resident, residency program, and research project. The outcome of publication was self-reported by residents in 2014 and updated in July 2019 using a validated search strategy. Results: This study included 53 resident graduates representing 66 major pharmacy residency projects. Eighteen (27%) projects were published, occurring at an average of 13.8 months after residency graduation. The outcome of publication was more likely for residents with human subjects research experience prior to PGY1 training, residency programs that cultivated resident expertise in Institutional Review Board submission and statistical analysis, and projects with Institutional Review Board approval, a larger number of co-investigators, non-pharmacy co-investigators, and a larger sample size. Conclusion: This cohort of residents, programs, and projects at an academic medical center identified many modifiable attributes that were associated with successful publication of resident research projects. Unfortunately, residency projects rarely used study design features that attenuate bias. Residents and preceptors were perceived as having limited expertise with statistical analysis and database management, which underscores the need to develop research infrastructure to enhance research training for pharmacy students, residents, and preceptors.

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Laryngoscope Illuminance in an Academic Medical Center: Industry Standards and Implications for Quality Direct Laryngoscopy

Otolaryngology ◽

10.1177/0194599813496044a40 ◽

2013 ◽

Vol 149 (2_suppl) ◽

pp. P154-P155

Author(s):

Michael K. Murphy ◽

Peter G. Volsky ◽

David H. Darrow

Keyword(s):

Direct Laryngoscopy ◽

Medical Center ◽

Academic Medical Center ◽

Industry Standards ◽

Academic Medical

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4556 Gender homophily in translational collaborations; a network analysis study of investigators at one academic medical center

Journal of Clinical and Translational Science ◽

10.1017/cts.2020.357 ◽

2020 ◽

Vol 4 (s1) ◽

pp. 118-118

Author(s):

Reza Yousefi Nooraie ◽

Elizabeth Wayman ◽

Ann Dozier

Keyword(s):

Online Survey ◽

Medical Center ◽

Academic Medical Center ◽

Male Partner ◽

Collaboration Network ◽

Basic Sciences ◽

Academic Medical ◽

Personal Connections ◽

Study Population ◽

Multi Level

OBJECTIVES/GOALS: Collaborations are at the core of translational science and team science. Differences by gender have been identified in various research contexts from recruitment to retention to promotion. This study assesses the relational associations of translational collaborations, and what role of gender. METHODS/STUDY POPULATION: In 2011 and 2013, clinical and basic sciences investigators at University of Rochester School of Medicine and Dentistry responded to an online survey nominating their research collaborators. Two study years were merged, and name lists were transformed into a collaboration network. Departments were classified into basic sciences (e.g. biochemistry) and clinical (e.g. urology). If respondent and partner were affiliated to different department classes, the collaboration was defined as translational. Multi-level GLM models were developed to assess the associates of the likelihood of translational vs. within discipline collaborations. Partner nominations were nested in respondents. RESULTS/ANTICIPATED RESULTS: 202 respondents were included in the multi-level GLM models. A collaboration was more likely to be translational if the respondent shared more collaborators with the partner (OR:1.13), and respondent was a central actor in collaboration network (OR: 1.2). Translational collaborations were less likely to be reported by clinicians (OR: 0.25). In the model to assess gender match, a collaboration was more likely to be translational if the respondent was male, and nominated a male partner. For both genders, collaboration with a partner of the opposite gender was more likely to be translational if respondent had more shared collaborators with the partner. DISCUSSION/SIGNIFICANCE OF IMPACT: Translational collaborations happen in teams. Gender homophily exits in translational collaborations, and is reduced by shared collaborators; implying the effect of personal connections and community membership. Community-building interventions may increase diversity in translational collaborations.

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