The Current State of Medical Laboratory Staffing With Certified Versus Noncertified Personnel

Thompson, Nancie Noie; Tanabe, Patricia; Holladay, E. Blair; Bennett, Andrea; Bugbee, Alan C.; Steward, Colette A.

doi:10.1309/lm7gz5uwb9tbjbhl

Cited by 4 publications

(2 citation statements)

References 2 publications

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“…The medical laboratory science (MLS) profession has faced a continual workforce shortage for more than twenty years. 1,2,3,4 Causes of the long-standing workforce shortage include insufficient numbers of new graduates entering the workforce, poor retention of new professionals, and an increase in the number of professionals who are eligible for retirement. In the shortterm, the number of experienced professionals eligible for retirement is greater than the number of new graduates entering the workforce.…”

Section: In Nt Tr Ro Od Du Uc Ct Ti Io On Nmentioning

confidence: 99%

The Professional Socialization of Early Career Medical Laboratory Scientists

Schill

2017

Clin Lab Sci

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The medical laboratory science profession has faced more than twenty-years of a workforce shortage. One component that plays a role in the workforce shortage is the attrition of early career medical laboratory scientists shortly after graduation from an accredited medical laboratory science educational program. This study seeks to identify factors that contribute to the professional socialization of early career clinical laboratory scientists. In this study early career medical laboratory scientists' express high levels of professional behaviors and attitudes coupled with a strong professional identity necessary to remain in the medical laboratory science profession. In addition, this study identified the presence of a theorypractice transition gap that may contribute to retention and attrition of new professional's as they transition from the classroom into the medical laboratory workforce.

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Section: In Nt Tr Ro Od Du Uc Ct Ti Io On Nmentioning

confidence: 99%

The Professional Socialization of Early Career Medical Laboratory Scientists

Schill

2017

Clin Lab Sci

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“… A relative or friend; A college catalog or college visit; A high school science teacher; A tour of a medical laboratory; Personal research; and Career fairs 8 …”

Section: Proposed Actionsmentioning

confidence: 99%

An examination of the supply and demand for clinical laboratory professionals in the United States

Carden¹,

Allsbrook²,

Thomas³

2009

Transfusion

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Medical technologists (MTs) and technicians fill key roles in blood centers and hospital transfusion services. There is a concern that the number of new technologists and technicians entering the field is insufficient to keep up with demand created by the retirement of current personnel and continuing technological innovation. The American Society for Clinical Pathology reported in March 2009 that laboratories across the United States were struggling to fill MT and medical laboratory technician (MLT) positions. A survey of "positions available" advertisements from several months of the ABC Newsletter revealed that 35% were for MTs compared with 22% for physicians and 43% for all other positions. While not a scientific study, on the surface, this would indicate that blood centers are not immune from the struggle to fill positions within their laboratories. This paper will examine current trends in the United States as it relates to staffing for these positions and conclude by proposing actions that blood centers can take to help ensure an adequate supply of qualified MTs and MLTs in the future.

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On a timetabling problem in the health care system

Al-Mudahka

Alhamad

2022

RAIRO-Oper. Res.

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This paper proposes a literature review and a mathematical goal program for the design of timetables for radiologists. The goal program converts the tedious monthly tasks of the head of the radiology department of a leading hospital to a simple goal optimization problem that abides to the regulations of the Ministry of Health and avoids conflicting issues that may arise among coworkers. The optimization problem which is designed for the tactical level can also be used at the strategic level (i.e., account for a long time horizon) to plan for longer term constraints such vacations, medical and study leaves, recruitment, retirement, etc. Despite its large size, the problem is herein solved using an off-the-shelf solver (CPLEX). Empirical tests on the design of timetables for the case study prove the efficiency of the obtained schedule and highlights the time gain and utility of the developed model. They reflect the practical aspects of timetabling and radiologists' availability. Specifically, not only does the model and its solution reduce the effort of the Department head in this design stage, but it also promotes social peace among the technicians and a sense of fairness / unbiasedness. In addition, the designed model can be used at the operational level as a rescheduling tool by those technicians wishing to trade their shifts, and as a sensitivity analysis tool by managers wishing to study the effect of some phenomena such as absenteeism, increasing or decreasing the workforce, and extending work hours on the welfare of patients.

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The Current State of Medical Laboratory Staffing With Certified Versus Noncertified Personnel

Cited by 4 publications

References 2 publications

The Professional Socialization of Early Career Medical Laboratory Scientists

The Professional Socialization of Early Career Medical Laboratory Scientists

An examination of the supply and demand for clinical laboratory professionals in the United States

On a timetabling problem in the health care system

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