Employee retention and assessing employee workload in busy clinical research environment

1. Employee Retention and Assessing
Employee Workload In Busy 2018
Clinical Research Environment

2. Clinical Trials Are On The Rise
- In recent years, there has been a huge shift in the
industry
- Salaries for clinical employees are increasing
- More job opportunities
- The result: employee retention is dropping
because the market is competitive and
employees leave one company for another with
better incentives

3. How To Retain Employees
- Pay on the north end of fair
- Find the median salary in the
market and add a small
premium on it
- Add on incentives
- Examples: quarterly profit
sharing

4. Know When to Hire Help
- Sites can get busier and coordinators become
overworked
- Work will accumulate because coordinators
become unable to deal with monitors and follow
up items while still conducting study visits
- In some cases, coordinators may begin to slow
down as they become overwhelmed with too
much work

5. How to Determine a Coordinator’s Workload
Things to Consider:
- The complexity of the
studies they are assigned to
- The frequency of study visits
- How high/low the
enrollment is for each study

6. Do Some Basic Math
For every subject visit, add up the approximate amount of time that will need to
be dedicated:
- Roughly one hour getting the patient through the visit
- 3 hours to complete source docs, request records, assess AEs, enter data,
maintaining regulatory documents, etc
- Also take into account that out of an 8 hour work day, only 6 of those hours
are truly productive

7. How to Know When to Hire Help
- Signs of an overworked coordinator:
- Many unanswered queries
- Lack of regulatory binder maintenance
- Unfiled documents
- Talk to your CRAs and your coordinators to gauge whether it might be
necessary to hire more people