research jobs part time

Clinical Research Technician / Clinical Research Asst.

How to apply.

A cover letter is required for consideration for this position and should be attached as the first page of your resume. The cover letter should address your specific interest in the position and outline skills and experience that directly relate to this position.

This position may independently provide study coordination for simple and moderately complex clinical research studies.   As a member of a coordination team, this position may help support a portfolio of projects with varying levels of complexity.   Mastery of all job duties from the Clinical Research Assistant position is required.

Mission Statement

Michigan Medicine improves the health of patients, populations and communities through excellence in education, patient care, community service, research and technology development, and through leadership activities in Michigan, nationally and internationally.  Our mission is guided by our Strategic Principles and has three critical components; patient care, education and research that together enhance our contribution to society.

Why Join Michigan Medicine?

Michigan Medicine is one of the largest health care complexes in the world and has been the site of many groundbreaking medical and technological advancements since the opening of the U-M Medical School in 1850. Michigan Medicine is comprised of over 30,000 employees and our vision is to attract, inspire, and develop outstanding people in medicine, sciences, and healthcare to become one of the world’s most distinguished academic health systems.  In some way, great or small, every person here helps to advance this world-class institution. Work at Michigan Medicine and become a victor for the greater good.

What Benefits can you Look Forward to?

• Excellent medical, dental and vision coverage effective on your very first day
• 2:1 Match on retirement savings

Responsibilities*

Experience as part of a team with all 8 competency domains is expected. 

• Scientific Concepts and Research Design
• Ethical Participant Safety Considerations
• Investigational Products Development and Regulation
• Clinical Study Operations (GCPs)
• Study and Site Management
• Data Management and Informatics
• Leadership and Professionalism
• Communication and Teamwork

Clinical Research Technician (Assistant) responsibilities: 

• Submits protocols, amendments, and continuing reviews to Institutional Review Board; files confidentiality agreements and works with sponsor to prepare study budgets.
• Completes paperwork and activities necessary in order to recruit, consent, and enroll human subjects in studies and trials. This will include, but not be limited to, searching and imaging medical records, photocopying, printing, and maintaining all documentation organized, secure, and current.
• Assures complete and correct scheduling of human subject visits, tests, and events with correct timing per protocol.
• Collects, organizes, and securely enters data into local or centralized databases, including data from source documents, labs, radiology, history and physicals, and other events.
• Collects and manages patient and laboratory data for clinical research projects. Screens and has oversight for the recruitment of subjects, supervises the scheduling of experiments and the collection, processing and analysis of data. Collects specimens and monitors subjects. Assists in the reporting of test results.
• Coordinates study visits with Clinical Trials Units. Performs phlebotomy and/or assures blood and urine collection by other staff occurs per protocol. Processes samples and prepares for storage or shipment. Prepares lab kits and shipping documents.
• Training new personnel in study procedures and job duties; assists with distributing workload from various clinical trials to team members.

SUPERVISION RECEIVED: This position received direct supervision and should report directly to a Clinical Research Coordinator Lead, Clinical Research Project Manager, Administrator, or Faculty Principal Investigator

SUPERVISION EXCERCISED: None

Required Qualifications*

Clinical Research Technician:

• Associate degree in Health Science or an equivalent combination of related education and experience is necessary.
• Minimum 1 year of directly related experience in clinical research and clinical trials is necessary. (Please review SoCRAs Definition of a Clinical Research Professional for qualifying experience prior to applying.)  or  An advanced degree in a health-related areas such as: Health Sciences, Behavioral Sciences, Public Health, Health Care Administration, Clinical Research Administration, Social Work, Psychology, Epidemiology, Foreign MD. or Minimum 3 years of human subject experience (clinical, lab or health regulations) such as related patient care, related community health and wellness, related clinical information, and research.  

Clinical Research Assistant

• High school diploma or GED is necessary.

Desired Qualifications*

• Bachelors degree in Health Science or an equivalent combination of related education and experience is desirable.  An understanding of medical terminology, experience in a large complex health care setting, ability to effectively communicate with staff and faculty of all levels, and knowledge of university policies and procedures is desirable. 

Clinical Research Assistant:

• Associate Degree in Health Science or an equivalent combination of related education and experience is desirable.  
• An understanding of medical terminology, experience in a large complex health care setting, ability to effectively communicate with staff and faculty of all levels, and knowledge of university policies and procedures is desirable. 

Both: 

• Prior experience with clinical specimen collection and processing as well as institutional review board submissions.
• Health sciences training or training in clinical research; prior experience as clinical research coordinator preferred.
• Experience in training junior personnel and distribution of labor within clinical research team.

Work Schedule

This is a full-time position, M-F, 40 hours. Onsite work is required. 

Underfill Statement

This position may be underfilled at the CRC-Assistant title based on selected candidates qualifications.

Additional Information

Michigan Medicine is firmly committed to advancing inclusion, diversity, equity, accessibility, and belonging, which are core to the culture and values of the Medical School Office of Research. Our community supports recruiting and cultivating a diverse workforce as a reflection of our commitment to serve the diverse people of Michigan and the world. We strive to create a work culture where each team member feels respected, valued, and safe. 

Background Screening

Michigan Medicine conducts background screening and pre-employment drug testing on job candidates upon acceptance of a contingent job offer and may use a third party administrator to conduct background screenings.  Background screenings are performed in compliance with the Fair Credit Report Act. Pre-employment drug testing applies to all selected candidates, including new or additional faculty and staff appointments, as well as transfers from other U-M campuses.

Application Deadline

Job openings are posted for a minimum of seven calendar days.  The review and selection process may begin as early as the eighth day after posting. This opening may be removed from posting boards and filled anytime after the minimum posting period has ended.

U-M EEO/AA Statement

The University of Michigan is an equal opportunity/affirmative action employer.

Immigration Is Powering the U.S. Economy

A piece of the economic puzzle fell into place when new immigration estimates emerged from the Congressional Budget Office.

“The numbers are actually higher, and that actually explains what we’ve been asking ourselves,” Federal Reserve Chairman Jerome Powell said on Wednesday, “which is, ‘How can the economy have grown over 3 percent in a year where almost every outside economist was forecasting a recession?’” 

The U.S. economy has made a strikingly strong comeback from the pandemic. Recession fears retreated as economic indicators exceeded expectations again and again. In fact, some indicators have come in seemingly too strong. Employment growth has been red hot, ostensibly too fast for low and stable inflation. Consumer spending has been bafflingly high. These indicators have prompted handwringing from economists, including those at the Federal Reserve who are working to slow inflation.

The increase in immigration estimated by CBO helps to explain this unusual economic recovery and means the labor market may not need to slow much to bring down inflation.

In 2019, the CBO projected that net immigration in 2023 would total 1.0 million people. Now, the agency estimates that net immigration last year was 3.3 million. That means the population and the labor force have grown faster than statistical agencies and economists like us believed.

With more people entering the workforce, employment can grow faster than we thought. When employment grows faster than the labor market can accommodate, it can drive up wages and prices, fueling inflation. We saw this as consumer demand recovered coming out of the pandemic: When businesses struggled to hire employees and meet consumer demand, many raised wages and prices.

Under prior assumptions about the labor market, employment could have grown by 60,000 to 130,000 per month last year without putting pressure on inflation. Employment growth in 2023 turned out to be two to four times that pace—an average of about 255,000 per month— according to the Bureau of Labor Statistics .

But, when we account for the higher immigration numbers, our analysis pins last year’s sustainable monthly employment growth to 160,000 to 230,000—still less than the actual employment growth, but far less so than previously thought.

Now that we know that the labor force was much larger due to the increased immigration, we are no longer so concerned about employment growth running too hot and pushing up prices. For those keeping an eye on the monthly employment reports, we calculate that if strong immigration continues this year, employment growth of nearly 200,000 workers a month is consistent with a healthy labor market. That number is nearly double what would have been sustainable without the pickup in immigration.

Increased immigration numbers help to explain other aspects of the recovery, too. A larger population means that there are more people to make and spend money. In fact, we directly attribute $46 billion of last year’s real consumer spending (in inflation-adjusted 2017 dollars to be consistent with statistics from the Bureau of Economic Analysis) to the recent increase in immigration.

The economic activity directly generated by increased immigration boosted real GDP growth by 0.1 percentage point in 2022 and 2023, according to our calculations . This year, we expect that continued strong immigration will boost real consumer spending growth by 0.2 percentage points and real GDP growth by 0.1 percentage point.

It is possible that the increased consumer demand raised prices and wages in particular sectors. Overall, though, we see little additional pressure on aggregate inflation because the increased immigration also generated greater production. In other words, the increase in productive capacity helped to counteract inflationary pressures that would arise from more people living in the U.S.

The new immigration estimates are a relief—to us and, we imagine, to the Federal Reserve. The extra economic capacity helps make sense of those too-strong economic indicators. In particular, the Fed does not need to slow the labor market as much to keep inflation under control.

The U.S. economy will need immigration in the long term too if it is to keep growing. Our aging population and declining birth rates mean a shrinking labor force. Moreover, with fewer young workers and more Social Security and Medicaid recipients, the federal budget comes under pressure.

Immigration helps address our long-run fiscal challenge. A National Academies report looked at immigrants who arrived between 2006 and 2013 and projects that over 75 years, each will contribute an average of $330,000 more in taxes than they and their descendants will receive in benefits. Immigration brings other long-term economic benefits too, including innovation and a boost to the productivity of native-born workers.

Despite these benefits, we recognize that an influx of immigrants has stressed the current budgets of some states and localities. We propose a method to transfer some of the federal gains from immigration to the communities that bear the near-term costs, which would help alleviate pressure on resources.

Indeed, we will need thoughtful policy to sustain the economic benefits of immigration. Many of the regular employment and family-based immigration pathways are capped at levels set in 1990, when the U.S. economy was half its current size. And for those without higher education or a close relative in the U.S., there is typically no route to lawful entry other than seeking asylum at the U.S. border. The strong U.S. economy coupled with upheaval in many parts of the world has created an impetus for millions to do just that.

To be sure, the capacity at the border is inadequate to meet the demands of the current situation. But, policymakers could jeopardize recent economic gains with excessive restrictions on border flows, particularly if not paired with expanded opportunities for regular migration.

Decades of research have shown the value in significantly expanding immigration. To maximize the economic benefits, Congress will need to create more pathways for legal immigration, reimagine the enforcement system, and support communities that welcome large numbers of immigrants.

It’s well past time for Congress to act on immigration. There are humanitarian reasons to welcome migrants from nations in crises, and the past few years have proven that there are also economic reasons. In future years, the vitality of the U.S. population and economy will hinge on immigration policy decisions made now.

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The 3 biggest red flags hiring managers look for in resumes, according to new research

If you use artificial intelligence to write your resume — or get a bit too creative with the design — you could be hurting your chances of landing a job. 

The biggest red flag hiring managers look for in job candidates is an AI-generated resume, according to new research from Resume Genius, which surveyed 625 hiring managers across the U.S. Other resume faux pas include poor formatting and typos.

Here are the three biggest resume red flags that could cost you a job offer, and how to avoid them, according to a hiring expert:

AI-generated resumes 

More than half (53%) of hiring managers say they have reservations about resumes that include AI-generated content, with 20% calling it a "critical issue" that might prevent them from hiring someone.

"It's extremely important that your resume is a truthful, authentic reflection of the skills and experience you bring to the table," says Michelle Reisdorf, district director at recruitment firm Robert Half. "If you use AI to write a resume for you in minutes, it tells me you didn't put a lot of time and thought into applying to my job."

Reisdorf, who has worked in recruiting and hiring for over 30 years, still encourages jobseekers to use AI to review and edit their resume — but says you should write the first draft.

"AI is great for proofreading and enhancing what you've already written, but it's not a one-stop shop to generate the perfect resume," she adds. "Recruiters will be able to tell if you're not including specific details from your past jobs or writing in a personal, human voice."

DON'T MISS: The ultimate guide to acing your interview and landing your dream job

Frequent job-hopping

Similarly, resumes showing a pattern of frequent job-hopping make 50% of hiring managers hesitant to move forward with a candidate, Resume Genius found. 

This red flag is trickier to avoid: If you've switched jobs a lot, you can't lie about your employment history. Plus, hiring managers have different definitions of what constitutes excessive job-hopping. 

For some, it might be changing jobs every 1-2 years, while others would argue it's a shorter timeframe (opting to move after less than a year). 

You don't have to explain every time you switched roles, "as most recruiters aren't looking for that on the first pass," Reisdorf says. "They want to know if you have the skills and the experience to do the job well — your past experiences and commitment to work are usually saved for the interview."

If you have several short stints on your resume, however, Reisdorf recommends including a brief context (1-2 sentences) of your job changes elsewhere on your application. 

"Most online applications will have text fields for additional comments or 'reasons for leaving' after you upload your resume," she explains. "That's a good place to acknowledge any job-hopping without drawing too much attention to it."

Otherwise, save any explanations of your career choices for the interview.

Poor formatting

Another red flag hiring managers look out for on resumes is poor formatting, whether it's a disorganized layout, using an obscure font or simply forgetting to spell-check. 

Reisdorf says clean, simple resumes are the most effective as they're easy for anyone to read and understand. That means using a basic black font, trimming it to one page and having clearly labeled, organized sections. 

Put simply, you want a recruiter's attention to be focused on your accomplishments — not a bold typeface choice or cluttered layout. 

Proofreading for any spelling or grammar mistakes before submitting your resume is important, too, Reisdorf says, because it shows your potential employer that you're detail-oriented and conscientious. 

"Ultimately, you want the hiring manager to focus on you, as the candidate, versus the mistakes on your resume," says Reisdorf. "Your resume should make them excited to interview and, hopefully, hire you."

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