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INSOURCED SCIENTIFIC SOLUTIONS FOR CROs
Too many projects, not enough people?
Trying to control permanent headcount?
Challenges with contract staff?
So, the laboratory workload keeps growing and you are limited on permanent staff. Many of your projects vary on duration, and the volume of work fluctuates. Additionally, your financial leadership wants to carefully manage permanent headcount, preferring instead to have a variable cost. Currently, you use temporary/contract staffing, but you have challenges keeping the team intact throughout the project. Besides, the frequent loss of these personnel increases management headaches like scheduling and training the replacement as well as keeping these temporary employees motivated. Isn’t there a better way?
The CRO and CMO industries have grown significantly with companies now rivaling the size of their clients R&D departments. Competition among CROs and CMOs is demanding more efficient and flexible models to sustain growth and increase profit margins. Having ready resources to respond to workload ebbs and flows as projects start and end is the reason pharmaceutical companies outsourced their work to your company. You may have reached a similar level, but you cannot outsource the work. Cogent offers you a more suitable, on-premise solution that acts like your own workforce with the flexibility your projects require. Introducing Scientific Solutions.
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Cogent Insourced Scientific Solutions offers
a proven insourcing model.
Your Insourcing Partner
In this model, Cogent colocates scientists within your facilities. Cogent is responsible for recruiting, hiring, training, providing benefits, and managing the insourced team. Cogent assigns a leadership team and co-develops a workflow with you to ensure the tasks are conducted with efficiency, accuracy, safety, and quality. This solution is not temporary staffing: our team provides laboratory service that expands your capabilities and eliminates the management problems of scheduling, training, and employee motivation that you dread.
GETTING STARTED
REQUIREMENT | MEETINGEstablish the functions included in the Program, designate the operation facilities, and define the specifications for the Team Leader background and experience.
TEAM LEADER | RECRUITMENTRecruiting Manager leads the recruitment. Program Manager organizes interviews and final selection. Program Manager organizes the training of the Team Leader.
KICKOFF | MEETINGEstablish timeline for implementation and introduce the Team Sponsor(s), and the Team Leader(s).
TEAM | RECRUITMENTTeam Leader works with Program Manager and Recruiting Manager to find suitable candidates for team membership. The Team Leader leads the selection of the team, mindful of the various roles the Program requires.
TRAINING | CURRICULUMThe Team Leader, working with the Team Sponsor, defines the training curriculum, and the proficiency checks for validating team member training.
PERFORMANCE | METRICSThe Team Leader working with the Program Manager develops the metrics for team performance and commits to periodic reporting of these metrics to the Team Sponsor.
TEAM | FORMATIONThe selected team members get security clearances, training and assignments, including all necessary documentation, from their Team Leader. The Team Leader receives assistance from Cogent Human Resources team.
THE INSOURCED CRO MODEL OFFERS MANY ADVANTAGES
• Provides flexibility of adding or reducing human resources as needed in terms of numbers, schedule, and skill set, the way your financial leadership has demanded
• Project staffed by Cogent Scientific team – employees with benefits and long-term career path – reducing/ nearly eliminating turnover
• Maximizes the real-time exchange of scientific information and the resulting ability to rapidly adjust project priorities in response to client demands
• Reduces co-employment concerns that exist with temporary workers becoming client employees after a short period of time due to IRS guidelines
• Dedicated Program Manager manages team under your SOPs and workflow, reporting to you
• Improves result turn-around times and client service because no delays occur due to an employee being absent or quitting
• Allows for the team to be shared among several projects improving efficiencies, but leaving the logistics to the team leader
• Intellectual property remains onsite
• Utilizes unoccupied laboratory facilities and equipment available onsite
THE ONGOING PROJECT
CONTINUOUS | TRAININGEnsure team members are up to date on new or changed procedures, and cross trained to provide back up for functions other than their main responsibility.
EMPLOYEE DEVELOPMENT | & ENGAGEMENTPromote a work environment that assists team members in defining, pursuing, and achieving goals in their career by defining a clear technical ladder, encourages participation and engagement on personal development, and celebrates accomplishments to ensure high employee retention and overall employee satisfaction.
PROJECT | ASSIGNMENTRegularly report on the performance of defined project goals and objectives.
DIRECT PROJECT | COMMUNICATIONSConduct frequent communication on project progress performance and resource assignment.
MANAGEMENT OF | RESOURCESAssess project needs to ensure resources are acquired and allocated to meet those needs.