“Even a mediocre CRA is better than dealing with constant turnover.” (PI)
“When I have to brief my CRA on the protocol, that is a problem.” (SC)
-actual quotes taken from our normative database
Excessive CRA turnover delays trials. Our analysis shows that excessive CRA turnover is an important factor differentiating ‘unsuccessful” from ‘successful’ studies. According to HR+ Survey Solutions, voluntary CRA turnover is nearly 25% annually.
For a two-year study nearly one-half of your sites will deal with CRA turnover.
CRAs typically are employed by CROs, so what can you do to manage excessive CRA turnover? And, really, is managing CRA turnover part of your job?
In my opinion, if your responsibilities include ensuring trials complete on time, then managing CRA turnover is part of your job. So, what can you do?
Here are three ways to ‘manage’ excessive CRA turnover:
- CRA Training on Your Protocol
Ensure CRAs are well trained on your protocol. They should know the protocol in detail. They should be able to answer common questions. They should know how to access answers to less common questions.
- Provide a conduit between sites and the sponsor
If sites are not allowed to only communicate with you, the sponsor, about CRA/monitor personnel issues, is it realistic to expect your CRO to highlight excessive personnel turnover?
- Develop metrics for CRA turnover
Do you know how many CRAs there are for your study? Do you know the turnover of CRAs for your study? What amount of turnover is acceptable to you? What is excessive?
Develop realistic metrics, share them with your CRO, and get commitments to provide monthly updates on CRA staffing.
 ‘Unsuccessful’ studies randomized less than 75% of targeted patients. ‘Successful’ studies randomized 75% or more of targeted patients.