EDITORIAL Section Editor: Tilde Kline
Welcome to the New Recruits Karen Allen,
S.C.T. (A.s.c.P.)
“The measure of success is not whether you have a tough problem to deal with, but whether it’s the same problem you had last year.”-John Foster Dulles Forget for the moment, if you will, some of those concerns which have been troubling the field of cytology for the last several years, namely proficiency testing and quality assurance regulations. Relief is on the way! It is coming in the form of new cytotechnologist recruits. Some are reentering the field after variable abscences, some are switching to cytology from other careers, and some are choosing cytotechnology as their primary career during their high school and college years. The cytotechnologist shortage that was a state of crisis not long ago gradually is being alleviated. A peak number of accredited cytotechnology training programs (1 17) existed in the years 1969-1970. Thereafter schools closed and there was a steady decline until 1989 when there were 43 active programs. The combined student enrollment capacity at this time was 301. Actual enrollment was 224 students, thus creating a 26% student vacancy rate in the cytotechnology training programs. Four years ago in a Letter to the Editor of Diagnostic C’topathofogy (Vol. 5 , No. l), I summarized the cytotechnologist personnel shortage as it existed in the midwest United States. I a m now happy to provide you with an update of the situation. The tide has turned and in 1992 the United States has 51 active programs, an additional 3 inactive ones, and several more that are in the process of gaining accreditation. There are currently 343 students enrolled in cytotechnology training programs. One program, the University of Wisconsin at Madison, has increased its class size from 12 to 15, and next year will accept 18 students. When asked if they would have difficulty filling the additional
’
Received May 25, 1992. Accepted June I , 1992. From the Department of Pathology and Microbiology, University of Nebraska Medical Center, Omaha, NE. Address reprint requests to Karen Allen, S.C.T. (A.S.C.P.), Department of Pathology and Microbiology, 600 South 42nd Street, Omaha, NE 68198-3135.
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I992 WII.F,Y-LlSS. INC
positions, an instructor replied that they were already receiving 60 applications annually. The reason for the increase in students is quite apparent. Prospective salaries are a lure for everyone. Salaries have increased in all regions of the country. At our institution the base rate of pay for a cytotechnologist has risen 106% in 6 years. Surveys done by the Committee for Student Recruitment of the American Society of Cytology have determined that the key to increased student enrollment is increased visibility, increased financial compensation, and increased recruitment efforts2 In choosing a career, job satisfaction is often measured by the amount of enjoyment to be gained from performing one‘s assigned duties. If this enjoyment can be equaled in allied professions, career decision will be made based on factors such as financial gain and work environment. When comparing the career of cytotechnologist to other allied health professions, cytotechnology ranks favorably in the aspects of salary, responsibility, and autonomy. In careers that are high in responsibility and autonomy, but low in salary, employees face rapid burnout and stress. They may have a lower self-image and self-worth. Given the same conditions of high responsibility and autonomy with the addition of comparably high salaries, employees consider their work personally fulfilling. They feel good about themselves because their work is valued. Faced with the necessity of hiring additional personnel, employers realize that early recruitment begins not with sending letters to schools of cytotechnology, but can be started much earlier at high school health fairs, hospital open houses, and laboratory tours. Many of today’s graduates entered the field because of tuition reimbursement upon acceptance to a cytotechnology school and sign-on bonuses offered by prospective employers. Throughout the cyclic phases of cytotechnologist supply, efforts must be made to retain those currently on the job. In the next 3-5 years, I believe that adequate staffing of cytology laboratories will be achieved. Even when vacancies are low and the demand is no longer critical, retention will remain important. No one wants to repeat the era of the 1980s when cytotechnologists were leaving the field for new careers. Benefits such as continuing edu-
Diagnostic Cytopathology, Val 8, No 5
437
ALLEN
cation, tuition reimbursement, profit sharing, career ladders, and work hours be considered in addition to traditional benefit plans. I foresee future “aftershocks” following the recent cytotechnologist shortage. Too many factors influence supply and demand for any profession to become permanently Hopefully, we can learn from past experience to avoid extremes in the status of our profession.
438
Diagnostic Cytopathology, Vol 8, No 5
References 1. Genack LJ, Schumann GB. Recent survey of cytotechnology training programs. Lab Med 1987;18:101-106. 2. Papillo J. The cytotechnologist shortage: recruitment & escalating salaries = increased enrollment. Lab Med 1990;21:827-831. 3 . Smith NJ. Accredited programs in cytotechnology. Cytotechnol Bull 1990;26:9-12. 4. Smith NJ. Accredited programs in cytotechnology. ASC Bull 1992; 29:5-9.
Welcome to the New Recruits Karen Allen,
S.C.T. (A.s.c.P.)
“The measure of success is not whether you have a tough problem to deal with, but whether it’s the same problem you had last year.”-John Foster Dulles Forget for the moment, if you will, some of those concerns which have been troubling the field of cytology for the last several years, namely proficiency testing and quality assurance regulations. Relief is on the way! It is coming in the form of new cytotechnologist recruits. Some are reentering the field after variable abscences, some are switching to cytology from other careers, and some are choosing cytotechnology as their primary career during their high school and college years. The cytotechnologist shortage that was a state of crisis not long ago gradually is being alleviated. A peak number of accredited cytotechnology training programs (1 17) existed in the years 1969-1970. Thereafter schools closed and there was a steady decline until 1989 when there were 43 active programs. The combined student enrollment capacity at this time was 301. Actual enrollment was 224 students, thus creating a 26% student vacancy rate in the cytotechnology training programs. Four years ago in a Letter to the Editor of Diagnostic C’topathofogy (Vol. 5 , No. l), I summarized the cytotechnologist personnel shortage as it existed in the midwest United States. I a m now happy to provide you with an update of the situation. The tide has turned and in 1992 the United States has 51 active programs, an additional 3 inactive ones, and several more that are in the process of gaining accreditation. There are currently 343 students enrolled in cytotechnology training programs. One program, the University of Wisconsin at Madison, has increased its class size from 12 to 15, and next year will accept 18 students. When asked if they would have difficulty filling the additional
’
Received May 25, 1992. Accepted June I , 1992. From the Department of Pathology and Microbiology, University of Nebraska Medical Center, Omaha, NE. Address reprint requests to Karen Allen, S.C.T. (A.S.C.P.), Department of Pathology and Microbiology, 600 South 42nd Street, Omaha, NE 68198-3135.
~cm
I992 WII.F,Y-LlSS. INC
positions, an instructor replied that they were already receiving 60 applications annually. The reason for the increase in students is quite apparent. Prospective salaries are a lure for everyone. Salaries have increased in all regions of the country. At our institution the base rate of pay for a cytotechnologist has risen 106% in 6 years. Surveys done by the Committee for Student Recruitment of the American Society of Cytology have determined that the key to increased student enrollment is increased visibility, increased financial compensation, and increased recruitment efforts2 In choosing a career, job satisfaction is often measured by the amount of enjoyment to be gained from performing one‘s assigned duties. If this enjoyment can be equaled in allied professions, career decision will be made based on factors such as financial gain and work environment. When comparing the career of cytotechnologist to other allied health professions, cytotechnology ranks favorably in the aspects of salary, responsibility, and autonomy. In careers that are high in responsibility and autonomy, but low in salary, employees face rapid burnout and stress. They may have a lower self-image and self-worth. Given the same conditions of high responsibility and autonomy with the addition of comparably high salaries, employees consider their work personally fulfilling. They feel good about themselves because their work is valued. Faced with the necessity of hiring additional personnel, employers realize that early recruitment begins not with sending letters to schools of cytotechnology, but can be started much earlier at high school health fairs, hospital open houses, and laboratory tours. Many of today’s graduates entered the field because of tuition reimbursement upon acceptance to a cytotechnology school and sign-on bonuses offered by prospective employers. Throughout the cyclic phases of cytotechnologist supply, efforts must be made to retain those currently on the job. In the next 3-5 years, I believe that adequate staffing of cytology laboratories will be achieved. Even when vacancies are low and the demand is no longer critical, retention will remain important. No one wants to repeat the era of the 1980s when cytotechnologists were leaving the field for new careers. Benefits such as continuing edu-
Diagnostic Cytopathology, Val 8, No 5
437
ALLEN
cation, tuition reimbursement, profit sharing, career ladders, and work hours be considered in addition to traditional benefit plans. I foresee future “aftershocks” following the recent cytotechnologist shortage. Too many factors influence supply and demand for any profession to become permanently Hopefully, we can learn from past experience to avoid extremes in the status of our profession.
438
Diagnostic Cytopathology, Vol 8, No 5
References 1. Genack LJ, Schumann GB. Recent survey of cytotechnology training programs. Lab Med 1987;18:101-106. 2. Papillo J. The cytotechnologist shortage: recruitment & escalating salaries = increased enrollment. Lab Med 1990;21:827-831. 3 . Smith NJ. Accredited programs in cytotechnology. Cytotechnol Bull 1990;26:9-12. 4. Smith NJ. Accredited programs in cytotechnology. ASC Bull 1992; 29:5-9.
