The clinical research associate (CRA) workforce is currently suffering from a shortage of personnel. While there is a general employee shortage in the life science industry, “there are at least 10,000 CRA open positions in the United States as of June 2015.” CNNMoney claimed CRA as “one of the 10 best jobs in America in terms of growth, pay, and worker satisfaction.”
The unfilled positions have caused strain on the current workforce with a large increase in workload, responsibilities, and challenges. Due to the lack of a work/life balance, many have considered switching jobs in the near future, adding to the CRA shortage and industry problem.
Barriers in entering the workforce are caused by requirements such as two years of experience for entry-level CRAs. Potential CRAs are discouraged by the importance placed on time served versus skill set.
The next steps would be to analyze and reassess the standard operating procedures (SOPs) to analyze the best way to address filling positions and creating a stronger workforce. Questions have arisen about the skill set are necessary to be an effective CRA and how to determine competencies. While these types of questions are difficult to answer, they will provide the industry with more results and opportunities.
The Association of Clinical Research Professionals is forming a multi-stakeholder task force charged with defining the core competencies required of entry-level clinical research associates (CRAs).
This task force will identify the competencies required of entry-level CRAs/monitors, develop measures of competencies, and advocate for standardization of identified CRA competencies across the clinical research enterprise.
The creation of role-specific competencies will help the Joint Task Force to harmonize the issues with the CRA shortage and accept more widespread hiring practices in the industry.
To read the Association of Clinical Research Professionals’ (ACRP) “A New Approach to Developing the CRA Workforce,” click here.
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