Competency-based compensation adjustment model: A new paradigm for clinical research coordinator merit advancement

Attrition of experienced clinical research coordinators (CRCs) remains one of the most significant challenges to clinical and translational research. While multiple factors contribute to CRC retention, adequate compensation remains one of the most important. This manuscript describes a novel methodology for applying Joint Task Force (JTF) clinical research competencies as a guiding framework for salary adjustments via a pilot program for clinical research staff. This methodology can be adapted to a variety of institutional settings, especially in environments where opportunities for salary advancement are constrained by labor contracts. At UC Davis, CRC salary advancements are defined by contractual agreements with the Union of the Professional and Technical Employees, Research Support Professionals Unit (UPTE RX). While the union contract allows for periodic, across-the-board (all UPTE RX members) salary increases, it does not include clear provisions for merit-or competency-based increases. The CRC Equity Pathway is the first institutional compensation strategy that ties salary advancement to CRC competency, taking a significant step toward eliminating historical salary inequities. The pilot program described in this manuscript demonstrated that the CRC Equity Pathway is a viable mechanism for standardizing job descriptions around the JTF competencies, and for informing corresponding salary adjustments.