Mitigating Risks in Animal Research through Hiring Best Practices

1. Mitigating Risks in Animal Research through Hiring Best Practices Division of Human Resources

2. Objectives • Review the current animal research environment • Identify recruitment and hiring best practices that will mitigate risks • Review post-hire next steps • Review the impact of unsuitable hires

3. Animal Research Environment • 250 Animal Rights Movement (ARM) groups • ARM raises an estimated $240 million per year • 1990’s - ARM responsible for majority of terrorist acts committed in the United States • ARM is responsible for $90 million in property damage Source: National Association for Biomedical Research - Crisis Management Manual (2007)

4. Animal Research Environment • Activists recruit current staff to infiltrate target areas • Activists target animal research facilities through employment • Once employed, activists will: • Gain access to research animals • Create undercover videos and photos • Disrupt research initiatives and projects • Malign the reputation of the University

5. Targeted Risks *Note: Visibility from media exposure or high-profile publications can sometimes increase this risk Source: Wake Forest University Risk Management Services – Workplace and Home Safety Guide for Research Staff (2010)

6. Hiring Best Practices To Mitigate Risks

7. One of the most important decisions a department will make is who to hire.

8. General Hiring Statistics • 30% of applications contain false information. • 40% of the information on a resume is misrepresented. • 75% of performance problems can be linked back to hiring decisions. Source: Based on American DataBank's research statistics (2008-2010) • Average settlement of a negligent hiring lawsuit is nearly $1 million. (private and public sector) Source: Society for Human Resource Management (2008)

9. “A candidate’s past is your company’s (organization’s) future. Make sure you know it.” Source: Joel Adams, President and CEO of Devon Consulting (2006)

10. Posting • Position Description and Summary • Initial screening tool • Address pre-employment conditions (e.g., background check, physical exam) , work environment, and culture • Utilize posting specific questions based on preferred qualifications • Cite guidelines and regulations that the department adheres to

11. Animal Welfare Laws and Policies (Associated with all NIH/DHHS funded animal research programs regulated by the Office of Laboratory Animal Welfare) • Health Research Extension Act of 1985, Public Law 99-158, November 20, 1985, "Animals in Research“  http://grants.nih.gov/grants/olaw/references/hrea1985.htm • U.S. Government Principles for the Utilization and Care of Vertebrate Animals Used in Testing, Research, and Training http://grants.nih.gov/grants/olaw/references/phspol.htm#USGovPrinciples • Public Health Service Policy on Humane Care and Use of Laboratory Animals  http://grants.nih.gov/grants/olaw/references/phspol.htm • The Guide for Care and Use of Laboratory Animals, NRC, Eighth Edition, 2011 http://www.nap.edu/catalog.php?record_id=12910 • Animal Welfare Act, as amended, and implementing Animal Welfare Regulations (Title 9 CFR, Chapter I, part 1-4) under the USDA APHIS Veterinary Services http://www.aphis.usda.gov/animal_welfare/awa_info.shtml

12. Screening • Pre/Post-Screening • ARM Applicant Red Flags • Criminal Conviction Certification • Education and Experience Requirements (e.g., Lab Animal Tech) • Reference Checks • Background Checks • Review UNM and/or UNMH Personnel File • Social Media

13. Interviewing • Interview • Initial contact • Review department’s values and mission statement • Interview questions • Non-verbal communication • Facility tour

14. Final Selection • Tentative verbal offer • Non-selected applicants • Summary of hire

15. Post-Hire Next Steps • Prepare for your new hire • Establish department expectations • Prepare work area • Departmental orientation • Probation/Trial Period • HR Reports (Probation expiring within 6 months/Trial expiring within 30 working days)

16. Financial Impact of Unsuitable Hires • American Management Association reports cost of turnover is estimated at 25% to 250% of employee’s salary • Separation costs • Replacement costs • Training • Loss of productivity • Compromise of research and experiments • Intangible Costs

17. Resources - University Policies

18. Additional Resources National Association for Biomedical Research (NABR) http://nabr.org/ Division of Human Resources http://hr.unm.edu/ • HR Presents http://hr.unm.edu/abouthr/hrpresents.php • Recruitment Services http://hr.unm.edu/employment/recruitment-services.php • UNMJobs Department Resources http://unmjobsresources.unm.edu/departments.php • Employee and Organizational Development (instructor led or online training) http://hr.unm.edu/eod/consulting.php • UNMJobs Department Originator • Best Hiring Practices • Designing a Recruitment Plan • Effective Interviewing Office of Equal Opportunity http://www.unm.edu/~oeounm

19. Questions?

20. ARF Values & Mission Statement The primary function of the Animal Resource Facility (ARF) is to provide the best possible animal care and to assist investigators in fulfilling their obligation to plan and conduct animal research in accord with the highest scientific, humane, and ethical principles. We sustain these objectives through the development and maintenance of a comprehensive, high quality animal care and use program, which is fully accredited by the Association for the Assessment and Accreditation of Laboratory Animal Care International (AAALAC) and in compliance with all Federal, State and Local laws pertaining to animal welfare and laboratory animal research. *