The concern for the shortage in MT, CLS, and MLS was long recognized in the mid-1990’s. The National Credentialing Agency offered a way for those of us who were MLT’s to gain the equivalent status of a 4 year tech. I did just that and passed the exam, however because ASCP was not on board with this and the two agencies did not merge until 2009, I had to battle for any sort of recognition. I finally got my bachelors degree but not in Medical Technology. I obtained it in Healthcare Administration. Will I ever gain the opportunity to be a Laboratory Manager? Likely not. CLIA is behind on their ruling of who can or can’t manage in a laboratory.
West allow individuals with a Biology or Chemistry degree that often times have no idea what they are doing. It’s time for CLIA to look at their guidelines for allowing Clinical Laboratory Personnel to advance without a bachelors or masters degree. A degree is not indicative of the level of knowledge and expertise. While many will argue this point, I advocate for those individuals who kinesthetically learn and who not through years of college have and are able to learn those attributes necessary to be a high performing technologist and further members of leadership. Clinical laboratory personnel are highly underpaid considering the value we contribute to the overall diagnosis and treatment of patients.
Denise Litchfield
Original Message:
Sent: 9/9/2024 1:10:00 AM
From: Mary Geonette Llenos
Subject: RE: Quality long-term solutions to shortages
Hello,
I'm Mary and I have been working in the lab since 2008. I guess another factor to entice potential students as well as retain lab employees is to increase the hourly rate not just for CLSs/MLSs but also the hourly rates of MLTs and Phlebotomists. I have worked with a fairly new CLS in one of the prestigious hospitals in California and she told me that she's going to enroll in nursing school because the salaries of nurses are way higher even when you work 10+ years whereas with lab personnel once you reach the ceiling rate that's it. In my opinion, a rate increase comparable to that of nurses will entice a lot of students to enroll in the lab program and through there the school can continue to thoroughly educate and give quality training. The lab is fun and it will be more rewarding if the lab employees are paid what they are worth.
Original Message:
Sent: 9/8/2024 1:51:00 PM
From: Angela Tomei Robinson
Subject: Quality long-term solutions to shortages
Dear Laboratory Colleagues
Just sharing as FYI
Very honored to be a recent contributor for 2 Laboratory Professional journals
Advocating for
Quality long-term solutions to shortages
Other contributors include laboratory advocates ASCP members Dr Rodney E Rohde PhD MS SM ASCP and Dr Marianne Downes PhD MLS ASCP along with James Payne MEd
See
CLP on education is key
See
MLO 55 Anniversary Special Edition publication laboratory survey on compensation commensurate with education and experience
Very honored both referenced recent international and national articles co-authored with Dr Rodney E Rhodes on opposing short-term bandaids lowering personnel standards and supporting quality long-term solutions to shortages
| Workforce in the Shadow of Healthcare –An Update on the Survival Status ...Most of society by now are at least somewhat aware of the severe shortages of frontline nurses and doctors. Work... |
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Despite the challenges - seize the options and opportunities. Advocate!
Thank you for all everyone does to attract/ recruit/ retain qualified board certified medical laboratory professionals for quality stds of laboratory testing for patient care.
Angela Tomei Robinson MS MLS ASCP cm
Laboratory Advocate/ Clinical Advisor