Are new CLS practitioners prepared to stay?

OBJECTIVE

This study assessed the relationship between the educational preparation and career expectations of CLS students and their subsequent retention in the laboratory profession.

DESIGN

Survey participants were given a list of 32 tasks that may be expected of early career professionals. Participants were asked to rate their educational preparation for and how frequently they performed each task in their current job using a four point Lickert scale. Additional questions addressed the participants' preparation for their current jobs, career satisfaction, plans for staying in the profession, and factors that influence retention.

PARTICIPANTS

The survey sample consisted of 972 Clinical Laboratory Scientists who passed the National Credentialing Agency for Laboratory Personnel (NCA) CLS examination between June 2002 and June 2004.

MAIN OUTCOME MEASURES

The mean rating for the level of preparation and the frequency of use for each of the 32 competencies was calculated. The mean ratings were used to assess the educational preparation in each competency and identify areas in which the level of preparation did not match the need for that skill in current practice. Using analysis of variance, respondents' answers to questions on their number of years of experience, their plans to stay in the profession, and their job satisfaction were compared based on their perceived level of preparation and the degree to which they felt their current jobs matched their career expectations at graduation.

RESULTS

The response rate was 31%. Most of the respondents felt that they were well prepared for the responsibilities of their current laboratory position. There was a good match between the respondents' ratings of their preparation in each competency and the frequency with which they were required to perform that competency. Phlebotomy and flow cytometry appeared to have more preparation than respondents felt they needed. Troubleshooting, resolving problems, and performing multiple tasks were identified as areas in which more preparation was needed. The mean number of years that respondents planned to stay in the profession was 15.5 years and the factors that were most important in keeping them in the profession included interesting work, good salaries, and advancement opportunities. The respondents who rated the match between their career-entry expectations and their current job the highest were more satisfied and planned to stay in the profession the longest.

CONCLUSION

Early career laboratory professionals felt well prepared for their jobs, though teaching of some tasks could be improved to better prepare graduates for the work environment. Most respondents indicated that they were prepared to stay in the profession for at least ten years; however they indicated that interesting work, good salaries, and opportunities to advance in the profession would be important in their decision to stay. A good match between laboratory employees' career expectations at the time of graduation and their work environment appears to improve their satisfaction with their careers and their desire to stay in the profession.

A survey of the UK maxillofacial laboratory service: Profiles of staff and work

We sent questionnaires to 98 maxillofacial laboratories in the United Kingdom and asked about the composition of their staff, the kind of work that they do, and their activities in relation to the treatment of disfigured patients who require facial and body prostheses. We received 59 replies about 193 laboratory staff, most of whom had 10 or more years experience and held basic and advanced qualifications in dental technology. Most laboratories did all sorts of work including maxillofacial, orthodontic, dental prosthetic and crown and bridge work. Only five confined themselves to maxillofacial work. One hundred and eighteen staff (61%) had contact with 4,259 disfigured patients who required prostheses. Fifty-three laboratory managers (89%) thought that maxillofacial prosthetists and technologists gave psychological support to these patients, but only 12 laboratories (21%) had staff with formal training in counselling.

Developing a lean culture in the laboratory

The Director of Pathology at Jackson Memorial Hospital was interested in improving the operational efficiencies of the department in order to enhance the department's level of service in conjunction with the expansion of the overall health system. The decision was made to implement proven Lean practices in the laboratory under the direction of a major consulting firm. This article details the scope of the initial project as well as the operating principles of Lean manufacturing practices as applied to the clinical laboratory. The goals of the project were to improve turnaround times of laboratory results, reduce inventory and supply costs, improve staff productivity, maximize workflow, and eliminate waste. Extensive data gathering and analysis guided the work process by highlighting the areas of highest opportunity. This systematic approach resulted in recommendations for the workflow and physical layout of the laboratory. It also included the introduction of "standard workflow" and "visual controls" as critical items that streamlined operational efficiencies. The authors provide actual photographs and schematics of the reorganization and improvements to the physical layout of the laboratory. In conclusion, this project resulted in decreased turnaround times and increased productivity, as well as significant savings in the overall laboratory operations.

The makeover of the Lakeshore General Hospital laboratories

This article describes the expansion and reorganization of a moderate-sized Canadian laboratory from Day One to "Live Day." The key factors to the success of this project were organized planning by the laboratory staff and the introduction of core lab theories, team building, and organized training sessions. The successful makeover resulted in improved turnaround time for STAT tests, especially those coming from the Emergency Unit. The efforts of the laboratory personnel toward the improvement of laboratory services, in spite of budget, human resources constraints, and resistance to change, are addressed.

Defining the typical work environment for assisted reproductive technology laboratories in the United States

OBJECTIVE

To determine time and staffing requirements as they relate to laboratory personnel in the field of assisted reproductive technology (ART).

DESIGN

Descriptive study.

SETTING

Assisted reproductive technology clinics in the United States.

PERSONNEL

All personnel working in ART laboratories, which included laboratory directors and technicians (those laboratory personnel trained in specific areas of embryology, andrology, and endocrinology).

INTERVENTION(S)

None.

MAIN OUTCOME MEASURES(S)

Frequencies were determined for time and staffing requirements as they pertained to individuals and procedures (e.g., oocyte retrieval, embryo transfer, semen analysis, hormone assay, etc.) performed in embryology, andrology, and endocrine laboratories.

RESULT(S)

Two different surveys of ART clinics in the United States were combined in this report. The average technician worked 40 hours a week, whereas the average laboratory director worked 49 hours per week. The average embryologist performed 181 procedures (not cases) per year. The average andrologist performed 648 procedures (not cases) per year, while the average endocrinologist completed 2,673 procedures (not cases) per year.

CONCLUSION(S)

This is the first report to describe time and staffing requirements as they relate to the laboratory personnel in an ART facility.

Time to pregnancy among Danish laboratory technicians who were a part of the National Birth Cohort

OBJECTIVES

The Danish National Birth Cohort was used to examine whether laboratory work was associated with reduced fecundity.

METHODS

Self-reported data on laboratory work and waiting time to pregnancy (0-2, 3-5, 6-12 and > 12 months) were used for 829 female laboratory technicians interviewed in 1997-2003. Altogether 6250 female teachers formed the reference group. A discrete-time survival analysis with a complementary log-log link was applied to estimate the fecundability ratio between the exposed and unexposed women, with adjustment for maternal age, gravidity, smoking, prepregnancy body mass index, and paternal job.

RESULTS

No difference in time to pregnancy was found between the laboratory technicians and teachers or between the laboratory technicians with different exposures. The adjusted fecundability ratio for the laboratory technicians was 0.94 [95% confidence interval (95% CI) 0.86-1.02] for all pregnancies and 0.98 (95% CI 0.86-1.13) for first pregnancies. A healthy worker effect was found for the laboratory technicians working with the work processes under study.

CONCLUSIONS

The results do not suggest that laboratory work in Denmark at present impairs female fecundity.

Congenital malformations related to maternal exposure to specific agents in biomedical research laboratories

OBJECTIVE

To investigate major congenital and neural crest malformations (NCM; craniofacial and conotruncal defects) in the offspring of laboratory employees.

METHODS

Data for 1951 females was linked to the Medical Birth Register (3003 pregnancies). Exposure information was based on questionnaires. Odds ratios (ORs) with 95% confidence intervals (CIs) were calculated.

RESULTS

The prevalence of "major malformations" were 2.3% (n = 41; exposed) and 1.9% (n = 23; unexposed). For the major malformations, solvent exposure before the third trimester gave an OR of 1.8 (CI = 1.0-2.9); "laboratory work in general," of 1.2 (CI = 0.7-2.0) unadjusted. OR for benzene use around conception/organogenesis was 5.3 (CI = 1.4-21.1) for NCM.

CONCLUSION

No significant risk for laboratory work in general was seen, but there was an increased ratio for NCM relative to solvents, especially benzene. These results are based on small numbers and should be interpreted cautiously.

An assessment of critical issues facing the clinical laboratory workforce

The National Center for Health Workforce Analysis of the Health Resources and Services Administration (HRSA), Bureau of Health Professions contracted with the University of California at San Francisco Center for the Health Professions to conduct a study of the clinical laboratory workforce. The study utilized existing and new survey data, in collaboration with the American Society for Clinical Pathology (ASCP), as well as interviews with experts in the field. This paper will describe the demographic characteristics, roles, and scope of practice of this workforce, as well as identify factors that influence the current and future demand for and supply of workers. There is ample evidence of a shortage of workers over the past few years, indicated by double-digit vacancy rates, increasing salaries, and the use of other incentives to fill positions. Recent data show a reduction in vacancy rates, although an increase in per diem and contract workers may mask a continuing shortage. There is recent growing interest in the profession, as evidenced by an increase of applicants to educational programs. Several factors make it difficult to predict the future need for and role of clinical laboratory workers, including an aging population and the demand for increased services, the possible retirement of many current workers, automation, new technology and tests, and public health challenges.

Factors contributing to the retention of clinical laboratory personnel

OBJECTIVE

To identify factors contributing to retention of clinical laboratory practitioners.

DESIGN

A paper survey addressing retention was distributed to a potential of 4000 clinical laboratory professionals.

SETTING

The survey was distributed to subjects by their laboratory manager to be completed at the worksite or home.

PATIENTS OR OTHER PARTICIPANTS

599 usable surveys were received from non-supervisory individuals employed in clinical laboratory science (CLS) for five years or more.

INTERVENTIONS

Surveys were mailed to laboratory managers in March 2003 with directions to distribute to practitioners with five or more years of work experience.

MAIN OUTCOME MEASURES

Percentages of respondents agreeing and disagreeing with Lickert-type opinion items were determined. The means, ranges, and standard deviations were calculated for the number of hours of continuing education, years of experience, percentage of time spent on tasks, and years in the current job. The means for job satisfaction were calculated and compared statistically based on respondents' job function, satisfaction with salary, job independence, sense of appreciation, and responsibility for continuing education. Open-ended responses were tabulated and categorized.

RESULTS

Committed practitioners believe their work is important and find it challenging. Those who are most satisfied with their jobs believe they make a good salary (p = 0.000), have work independence (p = 0.000), and feel that their work is appreciated (p = 0.000). Job satisfaction does not differ for CLTs vs. CLSs. Salaries comparable to nurses and appreciation from physicians, nurses, and hospital administrators are cited by respondents as the most important factors to retaining laboratory staff.

CONCLUSION

Committed practitioners believe that salaries comparable to nurses are needed to improve retention of staff. Respondents said that being appreciated by hospital administrators, nurses, and physicians would also contribute to improved retention.

Measurements of occupational exposure for a technologist performing 18F FDG PET scans

Radiation doses to one PET technologist performing 100 18F FDG (18F fluorodeoxyglucose) imaging procedures were measured in a clinical setting using two types of thermoluminescent dosimeter (TLD) badges, one finger-ring TLD and one electronic pocket dosimeter (EPD). 18F FDG was handled either with unshielded or with viewing window tungsten shielded syringes. The resulting doses using unshielded syringes were 13.8 +/- 0.8 microSv/370 MBq and 14.3 +/- 0.4 microSv/370 MBq, measured with TLD 100 and with TLD 700H/600H, respectively. For the same series of measurements, the doses obtained using shielded syringes were 10.7 +/- 0.4 microSv/370 MBq and 7.2 +/- 2.1 microSv/370 MBq with TLD700H/600H and with EPD, respectively. The dose to the right hand from shielded syringes was 69.3 +/- 5.5 microSv/370 MBq. All these values are within the ICRP recommended dose limits. Extrapolated to 725 examinations per year, the resulting effective dose measured with TLD would be 10 mSv with unshielded and 7.5 mSv with shielded syringes, respectively (25% dose reduction). The doses measured by TLD were consistently higher than those measured by EPD, suggesting that EPD measurements might underestimate occupational doses.

Smallpox vaccine: "non-take" responses in previously vaccinated adults

This small, retrospective study of laboratory workers who received smallpox vaccine showed a strong correlation between "non-take" reactions and the presence of prior vaccination scars. Although we cannot exclude technique and vaccine potency as causes, the association we observed may indicate that these workers are displaying residual immunity to smallpox.

Workflow and cost analysis on MODULAR ANALYTICS

Four stand-alone analyzers in a centralized laboratory were replaced by two modular analytical systems processing 45 methods of the general chemistry and specific protein segment. This consolidation led to a reduction of the daily workflow and operational costs. The cost saving with 1.3 million reported results per year was 53,000 Euro, which can be assessed as an important contribution to cost reduction in the health care system.

Cancer incidence rates among Lawrence Livermore National Laboratory (LLNL) employees: 1974-1997

BACKGROUND

In the mid-1970's an excess of malignant melanoma of the skin was noted among employees at the Lawrence Livermore National Laboratory (LLNL). A 1984 cancer incidence study showed a non-significant excess of total cancers among female employees with significant excesses for melanoma, rectum and anus, and salivary gland cancers. For male employees, there was a non-significant deficit of total cancer with significant excesses in melanoma and non-brain nervous system cancers. This paper reports the results of a surveillance effort to update our understanding of the patterns of cancer incidence in this population.

METHODS

We used California Cancer Registry (CCR) data to ascertain employees who had worked for six or more consecutive months at LLNL during the 24-year period of 1974 through 1997 who were diagnosed weith cancer during that time frame. We used the Standardized Incidence Ratio (SIR) in our analyses.

RESULTS

There were 17,785 employees who provided 186,558 person-years of observation: 145,203 were from males and 41,355 were from females. The CCR, through its linkage techniques, identified 541 individuals with invasive cancer and 96 with in situ cancer. A total of 404 males had invasive cancer and 33 had in situ cancer whereas there were 137 females with invasive cancer and 63 with in situ cancer. The SIR for invasive cancer in males was 69 (95% CI 62-76). The overall cancer SIR for males was unaffected by calendar time. There were only two invasive cancer sites with significant excess: melanoma and cancer of the testes. For eight categories or cancer sites, we found a statistical deficit in cancer incidence. The most striking deficit occurred in cancer of the lungs and bronchus with a SIR of 36 (95% CI 26-50). The SIR for invasive cancer in females was 80 (95% CI 67-94). The overall cancer SIR for females decreased over calendar time. There was a statistically significant deficit for cancers of the female genital organs. There were 84 cases of invasive and in situ melanoma in both genders. Time-trend analyses for melanoma showed a significant excess during the years 1974-1985 but a reduction to community rates from 1986 through 1997. There were 21 individuals with testicular cancer with a SIR of 207 (95% CI 129-317). There were no differences in age at diagnosis or cell type with the comparison population. We analyzed the data using the same radiosensitive cancer categories used in the 1984 study. There were no increases in SIRs in any of these categories.

CONCLUSIONS

We found that the LLNL employees had less cancer than expected with males having relatively fewer cancers than females. The lung cancer rate for males was remarkably low. Since 1986 the melanoma rates resemble the community rates. Testicular cancer rates are modestly elevated and appear to have been so for the past 20 years. Lifestyle patterns, including smoking, and cancer screening activities are probably important contributors to the observed low cancer rates.

A seroepidemiological study of the risks of Q fever infection in Japanese veterinarians

The causative agent of Q fever, a widespread zoonotic disease, is the bacteria Coxiella burnetii. Although cases of Q fever have been documented in countries throughout the world, the prevalence of the disease in Japan is not yet known. Q fever is a demonstrated occupational hazard to those employed in zoological professions, but the risk to Japanese veterinarians has not yet been quantified. In order to evaluate the risk to Japanese veterinarians, we performed a serological survey using serum samples from 267 veterinarians. Two control groups consisting of 352 medical workers and 2003 healthy blood donors were also evaluated. The antibody titers of the serum samples were measured by indirect immunofluorescence assay (IFA) using phase II C. burnetii Nine Mile strain as the antigen. The positive rate of IgG antibody was 13.5% in the veterinarians, which was higher than in the blood donors (3.6%, p < 0.001) and medical workers (5.1 %,p < 0.001). These findings suggest that Japanese veterinarians have a higher risk of infection by C. burnetii than other members of the Japanese population. An interesting finding of this study was that positive rates of IgG and IgM antibodies in the blood donor group were higher in younger individuals. The IgM antibody positive rate was the highest in females under 30 years old.

Infection control practices in clinical laboratories in Pakistan

Clinical laboratories in Karachi, Pakistan, were evaluated for adherence to standard precautions using an observational checklist. Among 44 laboratories, gloves were used in 2, protective gowns in 12, disinfectant in 7, and an incinerator in 7. Standard worker safety precautions are not followed at major clinical laboratories in Karachi.

Responding to the medical laboratory staffing shortage: the Canadian perspective

Shortages of qualified medical laboratory personnel have not been a problem in Canada since the early 1960s, when the profession experienced a growth that far exceeded training capacities. Massive immigration, primarily from the United Kingdom, provided a temporary patch for the urgent human resources (HR) supply. Medical laboratory technologist training program enrollments were increased rapidly, and, by the early 1970s, more than 1,200 new graduates were generated each year. In the late-1980s, a trend evolved in Canada that raised concern about the ability to attract suitable applicants to careers in medical laboratory technology. However, that issue quickly faded as a priority when the health reform of the 1990s struck Canada.

Adverse reproduction outcomes among employees working in biomedical research laboratories

OBJECTIVES

The aim of the study was to investigate reproductive outcomes such as birthweight, preterm births, and postterrm births among women working in research laboratories while pregnant.

METHODS

Female university personnel were identified from a source cohort of Swedish laboratory employees, and the database was linked to the medical birth register. The first births of the women were included in the analysis, 249 pregnancies among the women with laboratory work and 613 pregnancies among the women without laboratory tasks. Information about exposure to various laboratory agents was obtained from a previous questionnaire investigation at the research group level according to a specific definition. The ponderal index and ratio between observed and expected birthweights were calculated. Logistic regression models were used for analyses of dichotomous outcomes (preterm, postterrm and birthweight).

RESULTS

Exposure to laboratory work with solvents was associated with an increased risk of preterm births, the estimated odds ratio (OR) being 3.4 (1.0 < 95% confidence interval < 11.9). An association with work with bacteria was also observed for postterm births (OR 2.7, 1.0 < or = 95% confidence interval < 7.4).

CONCLUSIONS

There was a slightly elevated risk for some reproductive outcomes among the women working with certain laboratory tasks, specifically for preterm and postterm births in relation to work with solvents and bacteria.

Brucellosis in laboratory workers at a Saudi Arabian hospital

BACKGROUND

Saudi Arabia is hyperendemic for brucellosis, with more than 8000 cases reported each year to public health authorities. During 1998, brucellosis ranked as the No. 1 reportable communicable disease (22.5%) in Saudi Arabian National Guard communities. King Fahad Hospital is the major referral center for National Guard personnel in the nation's central region.

METHODS AND RESULTS

From 1991 to 2000, brucellosis developed in 7 expatriate hospital employees. Six employees were bacteriology technologists, and one was a pathologist. Each had a clinical syndrome compatible with brucellosis (headache, fever, rigors, sweats, and myalgias) plus elevated Brucella sp serum agglutinin titers > or = 1:1280; one patient also had positive blood cultures. All patients responded to anti-Brucella therapy. Two patients had relapses, and complications occurred in four patients (septic endophlebitis of the leg, infected prosthesis, epididymoorchitis, and lumbar spondylitis). In all these employees except the pathologist, the infection was associated with processing Brucella sp cultures.

CONCLUSION

Despite the enforcement of stringent infection control measures including the use of a class II biosafety hood in the laboratory, the problem of nosocomial brucellosis persists because of the large number of infected specimens handled by the laboratory (17,500 specimens per year). Ultimately, risk reduction depends on efforts to reduce disease endemicity in the country. In the meantime, conversion of the laboratory to biosafety level 3 is under way.

[The European aptitude test for cervical cytopathology]

The EFCS/QUATE aptitude test is an important measure for evaluating quality in cervical cytopathology and for assessing the level of experience and competence in cervical cancer screening. The test, set up in the 1990s by the ECTP/CCS working party, has been performed since 1992 in several European countries: United Kingdom, The Netherlands, Germany, Denmark, Portugal, Slovenia, Hungary and Italy. In Italy, the test has been performed at the Istituto Superiore di Sanità in 1992 and 1993 and in some Italian universities (Padua 1993, Turin 1994, Sassari 1995, Naples 1996, Messina 1998) and in one hospital (Genoa 1997). The minimum passing score is 60/100 (60% in all sections). The aptitude test for cytotechnologists includes: a written test (50 multiple choice questions); a practical test (screening 10 unmarked cervical smears; spot test of 20 slides with a fixed field of view); and an oral test, for borderline candidates when necessary (60%) or for the diploma with 'distinction' (95%). Successful candidates receive the Certificate of Aptitude in Gynecological Cytotechnology and are entitled to use the initials CT (EFCS-GYN) after their names for professional purposes. The aptitude test for anatomopathologists includes an oral test and a practical test (screening 5 unmarked cervical smears, spot test of 20 slides with a fixed field of view, and reading and diagnosing 3 complex cases). Successful candidates receive the certificate of gynecological cytopathology. The first aptitude test for anatomopathologists in Italy, organized and endorsed by the Istituto Superiore di Sanità in collaboration with SIAPEC (Italian Society of Pathological Anatomy and Cytopathology) and in agreement with the European guidelines for cervical cancer screening, was performed on 18 December 1997 in Rome. The total number of aptitude tests carried out in Europe is 15 for cytotechnologists and 4 for anatomopathologists. A total of 317 cytotechnologists and 73 anatomopathologists has taken the test; the success rates are 77% and 70%, respectively.