Kevin,
The current practice is to include all ADA positive samples, as this aligns with regulatory expectations. If the NAb assay is more sensitive or drug-tolerant than the ADA assay and yields such results, you'll need to determine whether this is due to the cut point or assay variability.
To address this, include the predose sample for the cut point calculation. This approach should hopefully resolve the issue.
Good luck!
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Ravi Shankar Maurya
General Manager, Regulated Bioanalysis, Large Molecule
Lambda Therapeutic Research Ltd
[email protected]Disclaimer: Opinions expressed are solely my own and do not express the views or opinions of my employer.
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Original Message:
Sent: 01-23-2025 00:39
From: Kevin Carleton
Subject: Immunogenicity Testing | Sample or Subject Status --> Nab
Hello immunogenicity experts,
I am interested in hearing from the community on what the current industry best practice is with regards to progressing samples/subjects to further immunogenicity characterization testing in the neutralizing antibody (NAb) assay. Since I've joined my current organization, our position is that we only proceed with ADA positive samples from ADA positive subjects to the neutralizing antibody test. However, this requires that an assessment is made real-time whether the subject is treatment-emergent or treatment-boosted. And this real-time Subject Status could ultimately change over the duration of a study. My perception is that most bioanalytical teams are testing ALL positive ADA samples in the neutralizing antibody assay regardless of the Subject Status. Clearly, there are operational efficiencies to testing all positive ADA samples, but what are the considerations to not performing Nab testing on all ADA positive samples? Are the considerations for conflicting results (i.e. ADA negative subject with positive Nab results) that outweigh this efficiency?
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Kevin Carleton
Scientific Director
Johnson & Johnson Innovative Medicine
Exton PA
[email protected]
Disclaimer: Opinions expressed are solely my own and do not express the views or opinions of my employer.
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