Highest Laboratory Vacancy Rates in Central Northeast States: 2018 ASCP Vacancy Survey Report

As most of the Baby Boomers who had planned to retire in 2016 have already retired, the medical laboratory profession has experienced the loss of personnel with a vast amount of experience, according to the 2018 ASCP Vacancy Survey report, published in the May 2019 issue of AJCP.

And, while overall retirement rates are at their lowest since 2016, vacancy rates for laboratory positions across all departments surveyed are considerably higher, according to the findings. That’s due, in part, because fewer individuals have been entering the profession to fill the vacancies of those who have retired.

Recruitment of new laboratory professionals entering the field, and retention of those already in the profession are key recommendations outlined in the report. Conducted every two years, the ASCP Vacancy Survey serves as the primary source for industry, labor, government, and academic analysts. According to the U.S. Bureau of Labor Statistics, the job outlook for medical and clinical laboratory technologists and technicians for 2016-2026 will be 13 percent faster than the average projected growth compared to all occupations, indicating the need for more laboratory professionals to fill upcoming vacancies.

Retention and recruitment challenges are particularly acute in rural areas, such as western Nebraska. Hospitals end up spending a lot more of their budget in this area, especially if they are recruiting internationally, according to ASCP Vacancy Survey Work Group member Kaylee Lipska, MT(ASCP), who works at the Sidney Regional Medical Center, Sidney, NE.

“Retention is something we always discuss with regard to the vacancy survey report. However, this time, we are really putting a lot more emphasis on it. It needs to get the same energy and effort as recruitment. This is a topic that laboratory professionals can suggest their administrators address in their respective workplaces,” added Edna Garcia, MPH, ASCP Director of Scientific Engagement and Research.

Ms. Lipska said she was not surprised to see that the top three issues for recruitment and retention were the limited potential for advancement, additional compensation and workload stress. “I am seeing a trend in health care, overall, toward a desire for better work life balance, meaning fewer hours, no weekend hours, no holidays, no evening shifts, etcetera, which may directly impact recruitment to this profession,” she said.  

In addition to recruitment and retention, the survey findings also recommend that laboratory supervisors concentrate on addressing the multigenerational differences that exists between laboratory personnel as it relates to retention. At present, there are four generations that now work in the medical laboratory in the United States, said ASCP Vacancy Survey Work Group member Babatunde Oloyede, PhD, MSHS, MLS(ASCP)^CM, MACE, Lead Medical Laboratory Specialist at the U.S. Public Health Service in Durham, NC.

Each generation has unique characteristics, goals and work ethics, he noted, adding that specific management styles need to be used to appeal to each generation. The survey report recommends that laboratory managers target their employees’ strengths to maximize their potential as laboratory employees and encourage them to stay in the field.

Overall, the survey results show that the largest number of vacancy rates are in the Central Northeast (Illinois, Indiana, Michigan, Ohio and Wisconsin), whereas the lowest number of vacancy rates are in the Central Northwest (Nebraska, North Dakota, South Dakota, and Kansas). 

Phlebotomy is the department with the largest vacancy rate in both supervisory and nonsupervisory positions. This could correlate to the low wages that phlebotomists tend to receive, even if they are certified or required to be certified, Ms. Lipska said. During the Council for Laboratory Professionals meeting at the ASCP Leadership Forum in April, this topic came up as a critical issue as phlebotomy has one of the greatest impacts on patient care, she added.

Interestingly, molecular testing is causing the greatest change in staffing, to include more required training for both inexperienced staff as well as experienced staff, because it involves new technology.

Overall vacancy rates by laboratory department are as follows:

• Phlebotomy, 13.20 percent
• Immunology, 11.48 percent
• Cytogenetics, 10.90 percent
• Core Lab, 10.42 percent
• Microbiology, 10.14 percent
• Hematology/Coagulation, 9.71 percent
• Blood Bank, 9.25 percent
• Chemistry/Toxicology, 8.74 percent
• Histology, 8.37 percent
• Flow Cytometry, 8.02 percent
• Specimen Processing, 7.71 percent
• Anatomic Pathology, 7.45 percent
• Send-out, 7.42 percent
• Cytology, 7.07 percent
• LIS/QA/PI, 6.41 percent
• Molecular Pathology/Diagnostics, 5.68 percent
• Point of care, 4.04 percent

To read the full report, click here.