Catalyzing and Harmonizing Operational Innovation for Recruitment (CHOIR)

促进和协调招聘运营创新 (CHOIR)

• 批准号: 10649341
• 负责人: Paul A. Harris
• 金额: $ 535.76万
• 依托单位: VANDERBILT UNIVERSITY MEDICAL CENTER
• 依托单位国家: 美国
• 财政年份: 2023
• 资助国家: 美国
• 起止时间: 2023-07-14 至 2028-04-30
• 项目状态: 未结题
• 来源: https://reporter.nih.gov/project-details/10649341
• 关键词: Adopted; Area; Attention; Awareness; Benefits and Risks; Clinical Data; Clinical Research; Clinical Trials; Cohort Studies; Collaborations; Communities; Compensation; Complex; Consultations; Development; Disease; Disparity; Disparity population; Doctor of Philosophy; Education; Elements; Eligibility Determination; Enrollment; Ensure; Equity; Fast Healthcare Interoperability Resources; Funding; Geography; Goals; Home; Informatics; Informed Consent; Infrastructure; Language; Media Campaign; Methods; Minority Groups; Minority Recruitment; Mission; Monitor; Participant; Population; Population Heterogeneity; Procedures; Recommendation; Recruitment Activity; Research; Resources; Site; Testing; Time; Training; Translation Process; Trust; Underrepresented Populations; United States National Institutes of Health; Voice; Work; clinical trial recruitment; community engagement; cost; data resource; data tools; design; disenfranchised population; electronic consent; evidence based guidelines; health equity; human disease; improved; innovation; mobile computing; operation; recruit; screening; skill acquisition; skills; social media; success; synergism; tool; trial design; usability

While recruitment into clinical research has been a longstanding challenge for NIH funded multi-site studies, it has become clear that there is substantial variability in recruitment success across the national portfolio caused by many factors: eligibility parameters, required procedures, compensation levels, engagement practices, recruitment resources, skill and awareness of recruitment teams, geographic constraints, trust, and perceived benefit/risk. Studies that do not integrate these factors into recruitment and retention often close for poor accrual. In addition, there are now more equitable definitions of what constitutes “recruitment success” beyond an absolute target, including: diversity, representativeness of the actual population, costs of enrollment, retention, and time required. These complex dynamics suggest there is no ‘one size fits all’ solution, and careful attention and consideration must be a part of the recruitment plan. Our team has been forming effective recruitment collaborations for the past 6 years -- considering the study specifics, capabilities of the study team, and needs and values of the participant population -- to together craft feasible, effective plans. In the next cycle, we will Catalyze and Harmonize Operational Innovation for Recruitment (CHOIR) and will continue to be led by a long-standing synergistic partnership between Paul Harris, PhD, as PI responsible for informatics development, and Consuelo Wilkins, MD, MSCI, as PI of community and stakeholder engagement. Formal partnerships with 10 other CTSAs provide broad understanding of Hub needs, along with key areas of expertise. We will extend and build upon existing recruitment-related assets and data tools and resources already in use by our team and others (FasterTogether, ResearchMatch, REDCap TrialsToday, FHIR clinical data-based recruitment infrastructure). These innovations acknowledge recruitment is not a one-time activity but is a continuum. We will provide a national, disease agnostic home for sharing recruitment tools, training, materials, and best practices for diverse populations. Specific Aims are: 1) Partner with study teams to create study-specific recruitment plans, and support ongoing skills development. 2) Evaluate clinical trial recruitment and retention methods and make continual improvements. 3) Enhance national clinical trial awareness through engagement and education; facilitate participant identification of studies with online tools. And, 4) Develop and disseminate technical and procedural approaches to catalyze enrollment in clinical trials across all CTSAs.

虽然招募到临床研究中一直是NIH资助的多地点研究的长期挑战， 很明显，在整个国家范围内，招聘成功的情况有很大的差异。 原因有很多：资格参数、所需程序、薪酬水平、参与度 实践、招聘资源、招聘团队的技能和意识、地理限制、信任和 感知收益/风险。没有将这些因素纳入招聘和保留中的研究通常会关闭 对于可怜的应计利润。此外，现在对什么是“招聘”有了更公平的定义 超越绝对目标的“成功”，包括：多样性、实际人口的代表性、 注册、保留和所需时间。这些复杂的动态表明，世界上没有万能的东西。 解决办法，以及认真的关注和考虑必须是征聘计划的一部分。我们的团队已经 在过去6年中形成有效的招聘协作--考虑到研究的细节、能力 以及参与者群体的需求和价值观--共同制定可行的、有效的 计划。在下一个周期中，我们将催化和协调招聘(合唱团)的运营创新 并将继续由Paul Harris博士作为PI之间的长期协作伙伴关系领导 负责信息学发展，Consuelo Wilkins，MD，MSCI，作为社区和 利益相关者的参与。与其他10家CTSA的正式合作伙伴关系提供了对Hub的广泛了解 需求，以及关键的专业领域。我们将扩展和扩大现有的招聘相关资产 以及我们的团队和其他人已经在使用的数据工具和资源(FasterTogether、ResearchMatch、 RedCap Trials Today，FHIR基于临床数据的招聘基础设施)。这些创新承认 招聘不是一次性的活动，而是一个连续体。我们将提供一个全国性的疾病不可知者之家 为不同人群分享招聘工具、培训、材料和最佳做法。具体目标 是：1)与学习团队合作，创建针对学习的招聘计划，并支持持续技能 发展。2)评估临床试验招募和保留方法，并持续改进。 3)通过参与和教育提高全国临床试验意识；促进参与者 使用在线工具识别研究。以及，4)制定和传播技术和程序 促进所有CTSA临床试验登记的方法。