Mitigating Risks in Animal
Research through Hiring Best
Practices
Division of Human Resources
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
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)
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
Targeted Risks
Position/Responsibility/Role
Safety Risk
Employment
Infiltration Risk
Primary Investigator (PI) overseeing
targeted research
High*
Low
Senior Administrative Leaders
(President, Dean, Program Directors)
High
Low
Research Associates/Assistants and
others who directly support (PIs)
and/or their research
Moderate
Moderate
Operational Managers responsible for
facilities, security
Moderate
High
Low
High
Lab Employees, Operations,
Administration, Student Employees
*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)
Hiring Best Practices To
Mitigate Risks
One of the most important
decisions a department will
make is who to hire.
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)
“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)
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
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
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
Interviewing
• Interview
–
–
–
–
–
Initial contact
Review department’s values and mission statement
Interview questions
Non-verbal communication
Facility tour
Final Selection
• Tentative verbal offer
• Non-selected applicants
• Summary of hire
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)
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
Resources - University Policies
Title of Policy
Policy
Number
Link to Policy
Use of Animals in Education and Research
Regents’ Policy
5.15
UNM Regents' Policy Manual 5.15 - Use of
Animals in Education and Research
Hiring, Promotion and Transfer
Regents’ Policy
6.2
UNM Regents' Policy Manual 6.2 - Hiring,
Promotion and Transfer
Equal Opportunity and Affirmative Action
UBPPM #3100
http://www.unm.edu/~ubppm/ubppmanual/310
0.htm
Employee Classification
UBPPM #3200
http://www.unm.edu/~ubppm/ubppmanual/320
0.htm
Recruitment and Hiring
UBPPM #3210
http://www.unm.edu/~ubppm/ubppmanual/321
0.htm
Background Checks
UBPPM #3280
http://www.unm.edu/~ubppm/ubppmanual/328
0.htm
Wage and Salary Administration
UBPPM #3500
http://www.unm.edu/~ubppm/ubppmanual/350
0.htm
Campus Violence
UBPPM #2210
http://www.unm.edu/~ubppm/ubppmanual/221
0.htm
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
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UNMJobs Department Originator
Best Hiring Practices
Designing a Recruitment Plan
Effective Interviewing
Office of Equal Opportunity
http://www.unm.edu/~oeounm
Questions?
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. *