某研究型医院自聘临床研究协调员的管理实践  

Management of self-employed clinical research coordinators in a research hospita

作　　者：曹烨[1] 王玉龙 陈双珍 张靖敏 王颖 陈秋燕[5] 洪明晃[1] Cao Ye;Wang Yulong;Chen Shuangzhen;Zhang Jingmin;Wang Ying;Chen Qiuyan;Hong Minghuang(Department of Clinical Research,Cancer Center,Sun Yat-sen University,Guangzhou 510060,China;Human Resources Department,Cancer Center,Sun Yat-sen University,Guangzhou 510060,China;Department of Internal Medicine,Cancer Center,Sun Yat-sen University,Guangzhou 510060,China;Department of Radiotherapy,Cancer Center,Sun Yat-sen University,Guangzhou 510060,China;Department of Human Resources/Nasopharynx,Cancer Center,Sun Yat-sen University,Guangzhou 510060,China)

机构地区：[1]中山大学肿瘤防治中心临床研究部,广州510060 [2]中山大学肿瘤防治中心人事处,广州510060 [3]中山大学肿瘤防治中心内科,广州510060 [4]中山大学肿瘤防治中心放疗科,广州510060 [5]中山大学肿瘤防治中心人事处/鼻咽科,广州510060

出　　处：《中华医院管理杂志》2024年第8期625-628,共4页Chinese Journal of Hospital Administration

摘　　要：使用临床研究协调员(CRC)可以提高临床研究工作效率,确保研究过程的准确性和可靠性,以及研究项目的规范实施和受试者的安全。但由现场管理组织派遣的CRC存在流动性过高、素质良莠不齐、工作主动性较低以及管理成本较高等问题。自2004年起,华南地区某研究型医院开始自聘CRC,探索形成了医院聘请-医院管理、研究者聘请-医院管理、研究者聘请-第三方劳务派遣机构管理3种自聘CRC管理模式。其中,采用医院聘请-医院管理模式的CRC,由医院负责招聘遴选并与其建立劳动关系,人事处负责对其进行薪酬分配及职称/职务晋升管理等,相关人力成本由医院经费承担,薪酬标准也由医院制定。此类CRC可参与卫生技术系列职称晋升。采用研究者聘请-医院管理模式的CRC,由研究者负责招聘遴选,但由医院与其建立劳动关系。相关人力成本由课题组的研究经费承担,研究者根据医院制定的薪酬指导方案确定CRC的具体薪酬标准,此类CRC无法在医院晋升职称。采用研究者聘请-第三方劳务派遣机构管理模式的CRC,由研究者负责招聘遴选,但由第三方劳务派遣机构与其建立用工关系并承担人事服务。相关人力成本由课题组的研究经费承担,研究者自行制定薪酬标准,此类CRC也不能在医院晋升职称。截至2023年7月,某院自聘CRC人数达185人,本科及以上学历者占75.8%,平均工作年限为4.58年。其中,医院聘请-医院管理模式26人,研究者聘请-医院管理模式45人,研究者聘请-第三方劳务派遣机构管理模式114人。这些管理举措使得管理效能得到了充分释放,人力需求得到了有效满足,促进了临床研究项目数量的快速增长,同时通过第三方劳务派遣用工模式降低了管理成本,可为国内临床试验机构的CRC管理提供参考。Clinical research coordinator(CRC)can improve the efficiency of clinical research,ensure the accuracy and reliability of the research process,as well as the standardized implementation of research projects and the safety of subjects.However,the CRCs dispatched by the site management organization have problems such as high liquidity,uneven quality,low work initiative,and high management costs.Since 2004,a research hospital in South China had started to employ CRCs by itself,exploring and forming three self-employed CRC management modes:hospital employ-hospital manage,researcher employ hospital manage,and researcher employ-third-party labor dispatch agency manage.The CRCs under hospital employ-hospital manage mode were recruited and selected by the hospital.The hospital established a labor relationship with CRC,and the hospital′s personnel department was responsible for salary distribution and promotion management of professional titles/positions.The relevant labor costs were borne by the hospital′s funds,and the salary standards were also formulated by the hospital.This type of CRC could participate in the promotion of health technology series titles.The CRCs under researcher employ-hospital manage mode were recruited and selected by the researcher.The hospital established a labor relationship with them.The relevant labor costs were borne by the research funding,and the researchers determined the specific salary standards for CRCs based on the salary guidance plan formulated by the hospital.These kind of CRCs could not be promoted to professional titles in hospitals.The CRCs under researcher employ-third-party labor dispatch agency manage mode were recruited and selected by researchers.The third-party labor dispatch agency established an employment relationship with them and provided personnel services.The relevant labor costs were borne by the research funding,and the researchers formulated their own salary standards.Such CRCs could not be promoted to professional titles in hospitals.As of July 2023,the numbe

关 键 词：人员管理 医院 临床试验机构 临床研究协调员 聘用 研究型医院 

分 类 号：R197.323[医药卫生—卫生事业管理]