Catalyzing and Harmonizing Operational Innovation for Recruitment (CHOIR)

虽然临床研究的招募一直是NIH资助的多中心研究的一个长期挑战， 很明显，在整个国家的招聘成功率方面存在很大的差异， 由许多因素造成：资格参数、所需程序、薪酬水平、参与 实践、招聘资源、招聘团队的技能和意识、地域限制、信任，以及 感知效益/风险。没有将这些因素纳入招聘和保留的研究往往会关闭 因为不良的应计利润。此外，现在对什么是“招募”有了更公平的定义， 在绝对目标之外的“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，没有“一刀切”的办法。 解决办法，并认真注意和考虑必须是征聘计划的一部分。我们的团队一直在 在过去6年中形成有效的招聘合作-考虑到研究的细节，能力 研究团队的需求和参与者的价值观--共同制定可行的，有效的 布局在下一个周期，我们将促进和协调招聘业务创新（CHOIR） 并将继续由作为PI的Paul Harris博士之间的长期协同合作伙伴关系领导 负责信息学开发，Consuelo Wilkins，MD，MSCI，作为社区的PI， 利益攸关方的参与。与其他10个CTSA的正式伙伴关系提供了对Hub的广泛了解 沿着关键的专业领域。我们将在现有招聘相关资产的基础上进行扩展和建设 以及我们团队和其他人已经使用的数据工具和资源（FasterTogether，ResearchMatch， REDCap TrialsToday，FHIR clinical data based recruitment infrastructure）。这些创新认识到 征聘不是一次性的活动，而是一个连续的过程。我们将提供一个全国性的，疾病不可知论的家园， 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）与研究团队合作，制定研究特定的招聘计划，并支持持续的技能 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国家临床试验意识;促进参与者 使用在线工具识别研究。以及，4）开发和传播技术和程序 促进所有CTSA临床试验招募的方法。

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.