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，整个国家组合的招聘成功率存在很大差异 由多种因素引起：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 未将这些因素纳入招聘和保留的研究通常会结束。 此外，现在对“招聘”的构成有了更公平的定义。 超越绝对目标的成功”，包括：多样性、实际人口的代表性、 入学率、保留率和所需时间这些复杂的动态表明，没有“一刀切”的方法。 解决方案，并且仔细关注和考虑必须成为我们团队招聘计划的一部分。 过去 6 年形成有效的招聘合作——考虑研究的具体情况、能力 研究团队的意见以及参与者群体的需求和价值观——共同制定可行、有效的方案 在下一个周期中，我们将促进和协调招聘运营创新（CHOIR）。 并将继续由 PI 保罗·哈里斯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（医学博士、MSCI）担任社区和 与其他 10 个 CTSA 的正式合作伙伴关系提供了对 Hub 的广泛了解。 我们将扩展和利用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 TrialsToday、FHIR 基于临床数据的招聘基础设施认可了这些创新。 招募不是一次性的活动，而是一个连续的活动，我们将提供一个全国性的、与疾病无关的家园。 为不同人群分享招聘工具、培训、材料和最佳实践。 是：1) 与研究团队合作制定针对研究的招募计划，并支持持续的技能 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； 使用在线工具识别研究，4) 开发和传播技术和程序。 促进所有 CTSA 临床试验注册的方法。