Posted by By AHRA Staff
June 2012—Every month, a hypothetical management situation is posted. You are encouraged to share your thoughts (in the comment box below) on how you would address the issue. Here is this month’s question:
What are you doing to address career growth among your team members? Do you check in with them about their career goals periodically? Do you use career ladders to help them plan out their professional path?
Be sure to check out others’ responses and join the discussion.
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Our facility offers tuition reimbursement, so educational needs are encouraged and supported. There are some Technologists who do not wish to go back to school but just wish to “do a little more” to enhance their career. We encourage Technologists’ participation in coordinating patient flow, ordering supplies, assisting with scheduling, etc. If our Techs want to do “more”, we find more for them to do! When we meet during our “rounds” and during annual evaluations, we discuss employees’ needs and discuss goals.
Our practice has been to offer CT cross-training to employees when it will help our department meet our needs, and when the Technologist meets our criteria (no discipline issues, shows interest in learning, etc.). We have not gone with career ladders. The career ladder path looks to be a great way to delineate experienced, hard-working techs from new techs, but that recognition does come with a financial burden for the facility. Our facility offers performance awards, longevity increases, and market evaluations on an annual basis, so our pay is always competitive.