HR overview on hiring operations staff in the clinical trial sector in Bulgaria

1. HR overview on hiring operations staff in the clinical trial sector in Bulgaria Iva Petrova BACR Annual Meeting December 14, 2007

2. Topics to be discussed • Challenges of running trials in CEE • What is the potential for recruitment in CEE • Recruiting and retaining qualified personnel • Bulgarian specifics

3. Challenges of running clinical trials in Eastern Europe US/Western Europe • Invested heavily in training until 2000 • Economic decline + tightening of budget • Resulted in closing of training departments • Ongoing major staff shortage Eastern Europe • High growth in number of clinical trials • Staffing issues (inexperienced personnel, high turnover) • Result in major staff shortage

4. Recruitment of staff • Relatively easy at the beginning – due to very low salaries in the national healthcare system • 70% of monitors are medical doctors or pharmacists - great flexibility - quality - easy communication with investigators • Low cost

5. Full–time vs. Free lancers Free agent An independentworker. Free agentswould include the selfemployed,freelancers, independentcontractors, people running homebasedbusinesses, solo practitioners, and independentprofessionals. Some studies haveestimated that free agents account forone-third of the workforce in global perspective.

6. Job satisfaction Motivator factors increase job satisfaction: Achievement and recognition Work itselfResponsibilityGrowth Hygiene factors are those whose absence can create jobdissatisfaction: SupervisionCompany policyWorking conditionsSalaryPeer relationship

7. Bulgarian conclusions – mainly influenced by hygiene factors • Compensation is quickly increasing in the new countries • The value of trained monitors is quickly increasing • Remuneration has to be adjusted – not according to the Western European company structure

8. Another major issue – high staff turnover Reasons for the turnover • Little career opportunities • High salary offers • No training • No coaching

9. The reservoir of wellbeing

10. Retaining staff • Good team spirit can offset somewhat lower income • But competitive remuneration package is important

11. Role of the managers People Leave Managers, Not Companies Make people feel important and they will turn it back to you. Take your work seriously, don’t take yourself seriously. Respect your team by taking the responsibility.

12. In companies where the 1991 turnover rates are lower than the 1986 rates, the most frequently cited contributing factors are improved or expanded training programs, improved communication/employee relations, and improved hiring techniques.

13. Bulgarian specifics • Registration of clinical trial staff according to the National Classification of Professions and Activities

14. Thank you! www.abcro.com