I guess one question is, how did they get the impression they would get the 5%? That is not something that is normally written into the job description, but should be documented in a job offer, or it is made clear in some policy that as they gain competency, and the lab organization accommodates it, they will move up the ladder. . Was that written in or verbally given?
The key is something you already mentioned: job classification. To move to a higher classification they need to learn the tasks for that classification. They need to do the tasks of that job while training so are technically doing the work. However, the difference is that while training they are under close supervision. Once they pass competency to do the work they can work with general supervision. And they get the raise. So if they start at entry level that does not require HT, the next level up does require it and pays more. That gives incentive to get the certification. This pertains to any position. Only those at a certain classification are allowed to do the work of that classification under general supervision. So, once they pass that competency you reclassify them to a higher category. We have histotech 1, 2, 3, 4. 1 and 2 are bench techs doing routine work. 3 is a senior tech who can do test development and validation and write and edit SOP's. 4 is a Lead tech and expected to supervise a few people and organize daily work. Supervisor is above that. Once I am sure a person can do 3 work, and I need a 3-level tech, I will reclassify them. They get more responsibility and more pay. That is just the fair way to do it. You decide what the jobs tasks are in those classifications. So you can tell HR that level 1 an 2 do XXX and level 3 does XXX plus YYY. We don't make everyone a 3 just because they have been here a long time or can do certain things. We limit the number we have (you need a certain number of people who do the basic work!). If I have someone who is capable of being a 3, but cannot accommodate them in the organization, I will give them special short term projects, or find some way to let them do a bit more. However some may leave if they can find another job that will give them what they want. That is just the way it is sometimes. Tim -----Original Message----- From: Vickroy, James via Histonet [mailto:histonet@lists.utsouthwestern.edu] Sent: Tuesday, June 21, 2016 12:28 PM To: histonet@lists.utsouthwestern.edu Subject: [Histonet] HT Certification I just got through meeting with HR regarding a salary incentive for employees that successfully pass their HT certification. All of us are aware that many histology labs have employees that are not certified. We are a small clinic lab that was set up about a year and a half ago. When we first set up the lab we were able to bring three qualified HT's from another lab locally. The lab has continued to grow since then and now we have 4 other staff members that are performing HT tasks including microtomy, H&E staining, and grossing (they all have BS degrees). They were hired believing that once they were eligible to take the HT certification that they would take the test and if they passed they would get a 5% salary adjustment. However the incentive or 5% increase was not written into the job description. Currently the clinic purchases the study materials (self-instruction program) for the staff but we use very little work time for instructional purposes. The staff are expected to study on their own, pay for the exam, and take the test. If they do not pass the test in the period of one year after completing the on-the-job training then technically we could tell them they are no longer employed. However where would that leave us given we couldn't find any additional certified HT's to hire in the first place. We would have to start over again with another untrained BS graduate. One of the question I was asked in the HR meeting was, "What duties can a certified HT do that a non-certified technician cannot?". Since all of our staff have BS degrees in biology and have all received gross training (90 days) I wasn't sure there was anything else that they couldn't do in the lab that only a certified HT could do. I wish there were many duties. I am afraid that if we don't have some certification requirements then in a few years we will have very few HT's except those wanting to be supervisory. We are CAP certified. Is anybody aware of certain HT duties that can and should only be done by a certified HT or HTL? I know the high complexity requirement in grossing but this is based upon 90 days of training and a set number of science courses (biology and chemistry), and not certification. I know that some institutions have handled the incentive to take the HT certification by hiring new staff as HT trainees and then if they passed the HT certification they move into another job class which has a higher salary range. This is an option that may be done in the future here but unfortunately that was not set up initially here at the clinic. I also know of institutions that have discouraged BS degree staff from taking the HT certification exam thinking that if they become certified they will find a job elsewhere. So I am trying to list the advantages of staff becoming certified. The clinic in particular wants to know what they get for the 5% increase if someone passes the certification. Any ideas how to respond? Jim Jim Vickroy Histology Manager Springfield Clinic, Main Campus, East Building 1025 South 6th Street Springfield, Illinois 62703 Office: 217-528-7541, Ext. 15121 Email: jvick...@springfieldclinic.com<mailto:jvick...@springfieldclinic.com> This electronic message contains information from Springfield Clinic, LLP that may be confidential, privileged, and/or sensitive. This information is intended for the use of the individual(s) or entity(ies) named above. 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