​The debate between Functional Service Provider (FSP) models and Full-Service models continue to be a hot topic. Both approaches have their unique advantages and challenges; understanding these can help professionals make informed decisions about their career paths and project strategies.

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Career Development in FSP

One of the significant concerns with the FSP model is the lack of career development opportunities. Many roles are not outsourced, creating a ceiling for career progression. For instance, I know of a Senior CRA on one of the large global programs who has been in the same position for three years with no news on career development, despite promises of a Lead role. Subsequently, the Lead position was terminated within the pharmaceutical business she was embedded in, meaning she would be stuck indefinitely in the Senior CRA position. Additionally, moving within the FSP model often requires requesting and applying for a new role internally, which can be a lengthy and frustrating process.

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Risks and Challenges in FSP

The FSP model also carries the risk of being benched or made redundant if the sponsor changes strategy or CRO. Professionals often feel caught between the CRO and the embedded sponsor, leading to a sense of not belonging to either company. Moreover, FSP roles may still involve demanding monitoring plans, high volumes of site visits, a high number of protocols, and a strong focus on metrics, which can be challenging.

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Advantages of Full Service

On the other hand, the Full-Service model offers better career development opportunities as professionals are in the most valuable roles at the CRO. Juggling multiple protocols and sponsors prepares individuals for CTM roles within the business. Additionally, being in a multi-sponsor environment allows for easier and quicker access to other areas of the business, whether vertically or for a lateral move to departments like SSU, Regs, or Programming. Also, attractive multi-sponsor positions may not consider candidates who only have single sponsor experience, so it is ideal to have some experience in this environment to increase your options in the future. It is also more likely to gain regional travel within a full-service CRA position as well.

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Potential Benefits of FSP

Despite its challenges, the FSP model can offer some benefits. There is a chance of going direct at the sponsor after demonstrating good performance, as seen with companies like AZ, MSD, AbbVie, Janssen, and Alexion, among others. FSP roles also tend to have fewer systems and more consistency in the work, creating a nicer environment to work in and allowing for a better focus on quality. The benefit of exposure working directly for a sponsor cannot be understated either and, in some instances, the CRA role can be more dynamic with more varied and full cycle responsibilities as opposed to just pure monitoring.

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Conclusion

Both FSP and Full-Service models have their pros and cons. While FSP may offer a more consistent work environment and potential direct hire opportunities, Full Service provides better career development and broader business exposure. Ultimately, the choice between these models depends on individual career goals and the specific dynamics of the projects and companies involved. It is also worth noting that, when discussing recent partnerships won at ICON (one of the largest FSP providers in the industry), CEO Steve Cutler mentioned a shift towards a more full-service outsourcing model as opposed to the FSP model, meaning more opportunities could become available within internal CRO roles as opposed to fully embedded positions.