1. Career Ladder Implementation: Climbing to Profitability Aaron Samson Aaron Samson BIS 630-301 March 8, 2011

2. Objectives Need for Ladder Background on department Previous plans/current need for career ladder What is being proposed? Benefits of implementation How the ladder will be unveiled, timeline Discussion/questions

3. Why is Ladder Needed?

4. Why is ladder Needed? (Cont.) 2007 respondents: more likely to leave for other health career, seek better salary, or search for better career opp. 2009 biology and CLS/CLT students: listed important job aspects as flexible hours, being part of team, and advancement opportunities 13 of 20 fastest-growing careers in healthcare sector- lab not included Sources: 2, 3, 6

5. Clinical Laboratory at UK Comprised of employees in 16 departments Serves 473 bed hospital, 140 clinics and programs Experiences 3,000 specimens daily Employees mainly hourly, supervisors salary CAP-accredited

6. Employee Education Employees possess varying degrees: CLS/CLT, BS, MS, PhD Few are certified through national agencies (ASCP, AABB, ASHI) Continuing education suffices accrediting requirements

7. Previous Career Ladder 1991-1992 Approx. one year Approx. two years

8. Previous Career Ladder (Cont.) Most advancement involved movement through senior clinical tech Senior clinical tech requirements different for each area (hematology, chemistry, blood bank) Requirements included technical, interpersonal, initiative skills Requirements inconsistent

9. Previous Career Ladder (Cont.) Phased out in early 2003 due to: Lack of interest Failure to maintain standards and requirements for each level General abuse of advancement * Lack of support through education, certification, exposure No administrative support * Stemmed from recommendation by Mercer, a consulting agency

10. Current Ladder MLT Med Tech

11. Four Requirements Development of job descriptions to match levels Performance review criteria Appropriate financial rewards Evaluation process to monitor and alter ladder in future Sources: 4

12. Issues to Consider

13. Proposed Ladder/Classification

15. Improved morale and motivationEmployee recruiting aid

16. Benefits of Implementation (Cont.) ”Nurses show team spirit in encouraging and supporting each other’s efforts to advance in the clinical ladder” “Nurse clinicians advancing in their respective career ladders will often bring unique ideas, problems, concerns, and the realities of professional life to the partnership” Sources: 1, 5

17. Justifying Costs Advancement requires performing case studies (ex. CNIIs and CNIIIs with glucose) Education allows understanding of situation’s complexities Experience connects understanding to appropriate action Use of laboratory professionals to assist with university courses Sources: 7

18. Getting Employees Involved Encourage certification Allow employees to participate on committee or task force Perform cost analysis for new/prospective assays Sit-in on search committees Lead students or staff on new skills Sources: 2

19. Conclusions More research to be done on topic Involvement impacts patient care Meetings with administration determine interest Timeline establishes deadline, does not reward tenure

20. Questions? Thank you very much for your attention!

21. References Bechtel, G., & Davidhizar, R. (2005). Moving up the career ladder: staff nurses writing for publication. Nurse Author & Editor, 15(1), 7-9. Retrieved from EBSCOhost. Beck, S., & Doig, K. (2007). Are new CLS practitioners prepared to stay?. Clinical Laboratory Science: Journal Of The American Society For Medical Technology, 20(3), 161-171. Retrieved from EBSCOhost. McClure, K. (2009). Student perceptions of the clinical laboratory science profession. Clinical Laboratory Science: Journal Of The American Society For Medical Technology, 22(1), 16-21. Retrieved from EBSCOhost. McKay, J. I. (1986). Career ladders in nursing: An overview. Journal of Emergency Nursing, 12, 272-278. Pierson, M., Liggett, C., & Moore, K. (2010). Twenty years of experience with a clinical ladder: a tool for professional growth, evidence-based practice, recruitment, and retention. Journal Of Continuing Education In Nursing, 41(1), 33-40. doi:10.3928/00220124-20091222-06 Stegall & Stegall. (2006). The laboratory staffing crunch. MLO Online. Retrieved from http://www.mlo-online.com/articles/1206/1206lab_mgmt.pdf Worthy, C. (1996). Clinical ladders: can we afford them?. Nursing Management, 27(9), 33-34. Retrieved from EBSCOhost. Special thanks to Doreen Jezek and Barbara Bush for their input and guidance!