Recruitment and screening policies and procedures used to establish a paid donor oocyte registry

We have reviewed the demographic characteristics of, and reportabnormalities noted in, the de-novo growth and development of a paid oocytedonation programme. The personal profiles of all prospective oocyte donorswere reviewed. Acceptance or rejection of candidates was based uponscreening the results of medical, genetic and psychological testing. Atotal of 603 candidates initially responded to our advertisement. From thispool, 313 individuals were considered suitable and contacted by telephone.Following further conversation, 176 women were scheduled an entryinterview. On completion of the formal screening process, 17.6% (n = 31) ofthose actually interviewed were denied entry. Thus, from the initialinterested parties, only 23% of women wishing to participate in oocytedonation were considered suitable candidates. Given the high attritionrate, we concluded that the need for rigorous and thorough medical,psychological and genetic testing is mandatory for the establishment of adonor registry. Furthermore, professional counselling of prospective donorswith respect to the results of tests and the implications of test resultswith respect to their future medical and reproductive health, are importantparts of providing comprehensive care.