Imaging techs part of the nationwide healthcare staff shortage
Speaking during an AHIMA convention breakout session, a panel of presenters discussed methods for addressing the alarming shortage of HIT workers. While the speakers primarily focused on medical records staff, a study conducted by PricewaterhouseCoopers showed that the shortage also affects imaging technicians with a current vacancy of 13 percent.
David Hunn, executive director of the Northern Virginia Workforce Investment Board, said that area programs now have 46 students, with a maximum capacity of 50 students, which won't necessarily meet the need for imaging techs. One of the biggest challenges for Hunn and aspiring healthcare workers is the lack of clinical sites were students can gain practical experience.
The imaging field has a great demand for follow-on certificate holders-those who have completed a two-year associate's degree and then gone on to learn more advanced and specialized imaging skills. For example, diagnostic sonography and radiation therapy are two areas Hunn sees emerging. However, his region has no educational programs for either right now.
"The focus here is that you don't need a four-year degree. Two years, plus experience plus follow-on certification is a huge opportunity," Hunn said. Those with these assets can command salaries of $70,000-$80,000. That is a message Hunn plans on spreading to high school students, their parents, and guidance counselors.
Hunn has already worked with the Northern Virginia Health Care Workforce Alliance and the local community colleges to increase awareness of careers in the medical records and HIT industries. PricewaterhouseCooper's study found an estimated shortage in the Northern Virginia region of about 2,800 professionals in 24 categories with an average vacancy rate of about 10 percent. Without intervention, that vacancy rate is expected to grow to over 41 percent by 2020.
As a result of their efforts, the Alliance identified the following workforce best practices:
David Hunn, executive director of the Northern Virginia Workforce Investment Board, said that area programs now have 46 students, with a maximum capacity of 50 students, which won't necessarily meet the need for imaging techs. One of the biggest challenges for Hunn and aspiring healthcare workers is the lack of clinical sites were students can gain practical experience.
The imaging field has a great demand for follow-on certificate holders-those who have completed a two-year associate's degree and then gone on to learn more advanced and specialized imaging skills. For example, diagnostic sonography and radiation therapy are two areas Hunn sees emerging. However, his region has no educational programs for either right now.
"The focus here is that you don't need a four-year degree. Two years, plus experience plus follow-on certification is a huge opportunity," Hunn said. Those with these assets can command salaries of $70,000-$80,000. That is a message Hunn plans on spreading to high school students, their parents, and guidance counselors.
Hunn has already worked with the Northern Virginia Health Care Workforce Alliance and the local community colleges to increase awareness of careers in the medical records and HIT industries. PricewaterhouseCooper's study found an estimated shortage in the Northern Virginia region of about 2,800 professionals in 24 categories with an average vacancy rate of about 10 percent. Without intervention, that vacancy rate is expected to grow to over 41 percent by 2020.
As a result of their efforts, the Alliance identified the following workforce best practices:
- Education and training-provide training to new people or encourage advanced training. This includes loan forgiveness programs.
- Recruitment-initiatives aimed at people new to the field, including older workers and those who want to work part-time. This includes making them aware of benefits such as flexible work hours.
- Retention-implementing innovative benefits such as employee driven scheduling, development of clinical specialist and manager positions, market rate adjustments, and career ladders. A specific challenge is retaining experienced employees who are so important in training newer workers. Without mentors, the less experienced professionals are more likely to leave the field. This is an area in which physicians can assist because their frustration gains momentum when they are surrounding by inexperienced people. They can help organizations and educational facilities champion opportunities for clinical experience and other benefits.