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Keeping a small IRB in the know on the latest regulatory requirements, technological advances, etc., is a huge challenge. Some smaller IRBs have found that one cost-effective way to increase their knowledge of current requirements and trends is to be part of a networking group.
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Multisite studies are a continuing challenge for IRBs how do you review these protocols quickly and efficiently while preserving the autonomy of individual IRBs?
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Human research office managers sometimes need to identify ways to improve workflow and efficiency. One way to do this is to develop a process for evaluating resources and assessing needs, an expert advises.
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When an institution's study portfolio gets large enough, its IRB must decide: Is it time for a new board? And if so, how do you divide the work? At many institutions, that division is based on methodology studies are assigned to either a biomedical IRB or one devoted to social-behavioral studies.
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IRB administrators who use the Harvard Catalyst's ceded review system say it performs as promised providing a more efficient way for institutions that collaborate frequently to handle multisite studies.
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IRB directors seeking to start their own local IRB network can make this happen with just a little up-front effort, experts say.
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IRB offices seeking to create a sustainable leadership role might need to re-organize, examining their current processes and culture, experts suggest.
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Like many institutions, Dana-Farber/Harvard Cancer Center (DF/HCC) uses audits of studies to find areas in human subjects protection that need improvement and to educate researchers to address them.
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IRB offices have evolved in the past 15 years. Early IRB offices often had limited support staff. But as the field of human subjects protection evolved, IRB offices' staffing needs increased, creating IRB office leadership roles and the need for more IRB coordinators and other support staff.
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IRB offices that have more than one employee should also create a career track that helps staff develop leadership and other skills, experts say.A career track also can improve staff morale and improve retention by giving employees a way to move up without moving out.
