The Clinical Laboratory Profession: A Perfect Storm

Transcription

1 The Clinical Laboratory Profession: A Perfect Storm Daniel Olson, MBA, MA, MLS (ASCP) CM American Society for Clinical Laboratory Science (ASCLS) Kathy Cilia, MT(ASCP), MT(AMT) American Medical Technologists

2 Presentation areas: Demand for Lab Professionals Supply of Lab Professionals Current Efforts to Remedy a Problem MN Workforce Development Project 2

3 Demand for Lab Professionals 3

4 What is the Demand? Laboratory test results constitute 70% of patient s medical record 10 billion tests performed each year Technology is driving an increase in number and types of tests Other demands 4

5 Increase in Population Life expectancy is projected to increase to 82.6 years by 2050 US population will increase to 392 million by 2050 Two major components: fertility (births) and net immigration 5

6 In 2011, the first of the baby boomers turned 65 By 2030, over 80 million boomers will be 65 or older Those 85 and older will triple between 2008 and 2050 By 2050, older adults will make up about 20% of the population Aging Population 6

7 Increase in Healthcare Coverage? Patient Protection and Affordable Care Act Expands coverage to over 30 million Americans 7

8 Supply of Lab Professionals 8

9 Over 330,000 lab professionals working in 225,746 labs Phlebotomists Lab Assistants Medical Lab Technicians/Clinical Lab Technicians Medical Lab Scientists/Medical Technologists/Clinical Lab Scientists Cytotechnologists Histotechnicians and Technologists Cytogenetisists Molecular Biologists Specialists (Blood Bank, Chemistry, Microbiology, etc.) 9

10 BLS Workload Projections Title Proj Change % Change MTs 172, ,000 20,600 12% MLTs 155, ,700 25,100 16% Totals 328, ,700 45,700 14% That s about 2,400 of MTs and MLTs/year 10

11 Initial rapid drop in # programs; stable for now Graduating about 3,200 MTs and 2,800 MLTs each year Graduating more students/program - However. 11

12 Source: ASCP 2011 Vacancy Survey 12

13 Time to Fill Empty Staff Positions Source: ASCP 2011 Vacancy Survey 13

14 % Work Double Shift or Overtime Source: ASCP 2011 Vacancy Survey 14

15 % Plan to Retire in 5 Years Average age around 50 14% likely to retire within the next five years Source: ASCP 2011 Vacancy Survey 15

16 Increase in Demand More tests Bigger and aging population to cover Shaky Supply Steady supply of new graduates, but Workforce stretched to the limit Vacancies a problem already 14% of to retire within next 5 years 16

17 Houston, we have a problem... 17

18 Workplace personnel needs change more rapidly than educational programs can respond A local personnel need is identified Program planning occurs (6 mos-1year) Hiring a program director, accreditation, curriculum development, faculty hiring (1-2 years) Program implementation (2 years) First graduates (4 or more yrs from identification) 18

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20 What is being done? Work of the CCCLW State and chapter efforts Grass roots career days, classroom visits Local efforts to raise consciousness (video of MN news spots) 20

21 Shortages reaching critical point ASCLS convened Summit on the Shortage of Clinical Laboratory Personnel (SSCLP) in June 2000 Subsequent meetings January 2001 April 2002 (name change) October 2002 June

22 Organizations represented ASCLS ASM AAB ASCP/AMS AMT AACC CLMA AMP ACLA APHL FDA CLIAC NCA NAACLS ASAHP ASCP/BOR AGT ASC NSH Washington G-2 22

23 Strategic Plan Headings Data collection Marketing to attract young people Recruitment K-12; compete with other science disciplines Financing: scholarships, costs of education Profession in transition Cooperation: professional organizations, philanthropic sources, gov t agencies, educational institutions, and providers 23

24 Summit II: Further develop Strategic Plan Data collection(ascp): need current information, overcome barriers, compete with other professions. All organizations to share survey instruments Marketing: Develop field guide for managers (CLMA). Bring educators and managers together (NAACLS) 24

25 Summit II Recruitment (ASCLS): Develop tool kit/presentation kits and investigate financing Education financing (NAACLS): All organizations to provide info on financial assistance for data base. Collaboration: Permanent entity CCCLW 25

26 Coordinating Council on Clinical Laboratory Workforce (CCCLW) April 2002 Data collection Cause and source of workforce shortage data VA data Caution re: aggregating of current data Common terminology collecting demographic data 26

27 Marketing CCCLW April 2002 Field Guide for Lab Managers CD-ROM Review AHA monograph on workforce shortage issues Educator/manager dialog Use CLEC and CLMA conferences as opportunities to bring managers and educators together 27

28 CCCLW April 2002 Recruitment ASCLS Career Education Brochure and CD-ROM Publicity to general public Develop materials to aid in educational program advocacy (prevent closures) Share info (contracts) for support forgiveness Career Ladder development 28

29 CCCLW April 2002 Financing Education Collect data on the cost of educational programs Develop CCCLW website Direct support for educational programs Invite diagnostics industry to future meetings 29

30 Health Professions Network Non-profit group representing allied health professions Includes professional associations, educators, accreditors and credentialing and licensing agencies The group works together in a cooperative manner on issues relevant to health care workforce development and delivery in the United States. 30

31 What is the role of licensure? Recognition of professional status in the healthcare community and to the public More accurate data availability for assessing workforce numbers, qualifications, etc Track personnel that might be needed in case of bioterrorist event 31

32 CCCLW Press Release Feb 2003: goals Collect and disseminate information Enhance visibility and awareness Develop recruitment materials and strategies Educate managers on recruitment and retention Heighten consumer awareness Focus public opinion on need 32

33 HealthForce Minnesota Healthcare Education Industry Partnership (HEIP) Council, est Broad based collaboration of stake-holder membership: Major healthcare systems Rural providers Healthcare & professional associations Health plans Higher education State agencies 33

34 HealthForce Minnesota Partnership Council: Planning and Policy development for HealthForce Minnesota Initiatives Intense focus on the shortage nurses and allied health professionals 34

35 HealthForce Minnesota Center of Excellence in Healthcare est HealthForce Minnesota Joint Work Plan with HEIP, merged in 2010 Statewide healthcare strategic plan developed 35

36 HealthForce Minnesota K-12 Healthcare Core Curriculum Community Health Worker Robert Wood Johnson Grant SCRUBS Camp 9-12 graders Adult Simulation 36

37 HealthForce Minnesota Clinical Coordination Lab Group DOL Grant Increase capacity Governor s Workforce Council HRSA Grant 37

38 Minnesota Hospital Association (MHA) Workforce Report (2010 data) MHA Workforce Planning Statewide Data 38

39 Summary of 2010 Data Reports powered by MHA s Online Workforce Planning Tool 39

40 Workforce Tool Job Titles RN Emergency Room Lab Technician (includes 2yr MLT) RN Operating Room Lab Technologist (includes 4&5 yr CLS/MT) RN-Peri-Operative (Perianesthesia)* Imaging Tech (includes Rad Tech, CT, MRI, other) RN Labor and Delivery Imaging-Ultrasound RN Med/Surg Speech Therapist RN ICU (ICU, NICU, PICU, Tele, Critical Care) Physical Therapist RN Pediatrics Physical Therapy Assistant* RN Primary Care/Clinic Occupational Therapist RN Home Health Respiratory Therapist RN Rehabilitation Certified Athletic Trainer* RN-Behavioral (Chem Dep/Mental Health/Eating Disorders/Addictions, etc) Paramedic/EMT* RN-Specialty (Bone Marrow, Vascular, Wound Care, Diabetes/Chronic Care) RN Other Pharmacist APRN (includes Midwives, CNS) Pharmacy Tech* APRN- CRNA* Physician Assistant Nurse Practitioner Physician Primary Care Nursing Leadership (includes CNO, DON, Nurse Mgr) Physician Surgical Specialty Care* LPN* Physician Medical Specialty Care* Medical Assistant* Physician Procedural Specialty Care* Surgery Tech* Reports powered by MHA s Online Workforce Planning Tool 40

41 Workforce Tool Dashboard All Job Types with Growth Assumptions Reports powered by MHA s Online Workforce Planning Tool 41

42 Workforce Tool Dashboard All Allied with Growth Assumptions Reports powered by MHA s Online Workforce Planning Tool 42

43 Workforce Tool Dashboard Lab Technician, Lab Technologists with Growth Assumptions Reports powered by MHA s Online Workforce Planning Tool 43

44 Workforce Tool Dashboard Physicians with Growth Assumptions Reports powered by MHA s Online Workforce Planning Tool 44

45 Workforce Tool Dashboard Registered Nurses with Growth Assumptions Reports powered by MHA s Online Workforce Planning Tool 45

46 Baseline Assumption Set Termination and Retirement rates as depicted in tables below Disability set to 1987 Commissioner s table (six month elimination period) Mortality set to RP-2000 tables with gender distinction Flat salary growth of 2.25% for continuing actives (2.25% for new hire profiles) New hire profiles determined for each job-type based on aggregate MHA metro and non-metro data of those with hire dates within one year of data snap-shot date Flat headcount (zero growth) assumption for all facilities Age Band Termination Years of Service < % 22.5% 20.0% 17.5% 10.0% 7.5% % 22.5% 20.0% 17.5% 10.0% 7.5% % 20.0% 15.0% 12.5% 10.0% 7.5% % 15.0% 12.5% 10.0% 7.5% 5.0% % 15.0% 12.5% 10.0% 7.5% 5.0% % 15.0% 10.0% 7.5% 5.0% See Retirement Retirement Age Rate % % % % % % % % % Reports powered by MHA s Online Workforce Planning Tool 46

47 HealthForce Minnesota New Programs in Minnesota 2005 Fairvew CLS Program 2008 Rasmussen College CLT Program 2008 U of M Rochester CLS Program 2009 Argosy MLS Program 2009 Dunwoody Institute CLT Program 2009 Mayo CLS Program* 2009 Winona State CLS Program* 2010 St. Cloud State CLS Program* * Seeking NAACLS accreditation 47

48 HealthForce Minnesota Projected Graduates 4 MLT programs increase of 35 students from Through 4 CLS programs increase of 70+ students from CLS graduates in

49 Opportunities & Next Steps A small group of thoughtful people could change the world. Indeed, it's the only thing that ever has. Margaret Mead 49

50 Thank you! Questions? 50

51 Acknowledgements: Valerie DeFor & Jane Foote, HealthForce Minnesota Rick Kreyer & Janna Lise, Minnesota Hospital Association 51

52 Contact: Kathy Cilia American Society for Clinical Laboratory Science Website - HealthForce Minnesota Website - American Medical Technologists Website: Health Professions Network Website: Coordinating Council on Clinical Laboratory Workforce Website